This thesis concerns the investment of business of two traders to four newly created companies, especially to partnership, limited partnership, private limited company and public limited company. The aim of the thesis is determine which of these forms is best for businessman according to tax burden and risk consequent of this form of business.

Orientador: José Augusto Chinellato / Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Física Gleb Wataghin / Made available in DSpace on 2018-08-29T05:01:52Z (GMT). No. of bitstreams: 1 MedinaJaime_Miguel_D.pdf: 6686309 bytes, checksum: 48654e10cf1138cdc89eb810557a427d (MD5) Previous issue date: 2015 / Resumo: A produção exclusiva de bósons Z é um processo difrativo, teoricamente representado pela troca de um objeto com os números quânticos do vácuo (pomeron- IP), o qual pode ser tratado no modelo padrão no enfoque do mecanismo de dipolo, via fotoprodução. A caraterística principal deste tipo de processo é que os dois prótons emergem intactos após a colisão com momentum transverso pequeno. Assim, os prótons são espalhados muito frontais e escapam à detecção., restandonos como criterio de e. Espera-se , onde um próton irradia um fóton virtual, o qual flutua para um par quark anti-quark os quais são espalhados elasticamente pela troca de dois glúons emergentes do outro próton, e se materializa num bóson Z. Além disso, os dois prótons emergem intactos após a colisão com momentum transverso pequeno, assim prótons são espalhados muito frontais e escapam à detecção. Portanto, o critério usado para a identificação de eventos exclusivos de bósons Z decaindo em par múons é o número de traços adicionais no vértice, mas ainda resta a possibilidade de haver uma dissociação de pelo menos um dos prótons. Neste caso, a medida da seção de choque respectiva será contaminada. São expostos três diferentes métodos para a pré-seleção des eventos contendo eventos exclusivos. A estratégia de análise proposta para selecionar eventos exclusivos é baseada no decaimento de bósons Z em pares ???? caraterizados por grande momento transverso, para o qual exploramos múons em uma região cinemática de momento transverso Pt(?)>20 GeV, massa invariante M(????)>40 GeV/c² e pseudo-rapidez |?|<2,5. Adicionalmente a estes cortes, exigimos "zero traços" extras no vértice e, por último que o par de múons sejam back-to-back com balanço no Pt. Nesta Tese se apresenta um estudo da produção exclusiva de bósons Z em colisões próton-próton para energias de centro de massa igual a ?s=7 TeV no experimento CMS/LHC. Esta análise foi feita usando simulações para processos de Drell-Yan, fotoprodução de múons e dados coletados pelo detector CMS de colisões próton-próton com ?s=7 TeV durante o ano de 2011, correspondendo a uma luminosidade integrada de 5,09 fb?¹. Nenhum excesso significante de sinal foi extraído nas produções exclusivas de fazemos uma estimativa de eventos esperados nas produções exclusiva e bósons. Nenhum candidato a bóson Z exclusivo foi possível de observar, isto devido ao fato da baixa estatística e o enorme background proveniente de processos de Drell-Yan., que mesmo sendo processos não exclusivos contaminarem nossa amostra de dados devido ao fato de que os prótons escapam de nossa detecção e o único critério de exclusividade é o de o número de traços extras no vertice do evento seja igual a zero, mas devido a que os prótons podem dissociar sim ser detetados e nós foi impossível dete devido a que assim prótons são espalhados muito frontais e escapam à detecção. Entretanto, a seção de choque para processos de produção exclusiva de bósons Z é encontrada a ser ?excl(Z?????)<13,3 fb para um nível de confiança de 95%. Este é o primeiro resultado preliminar para este tipo de processo na escala de energia de 7 TeV, onde cabe destacar que este limite foi melhorado com respeito a resultados publicados pela colaboração CDF para ?s = 1,9 TeV / Abstract: he exclusive Z boson production is a diffractive process theoretically represented by the exchange of an object with the quantum numbers of vacuum (pomeron-IP), which is predicted by the Standard Model in the dipole mechanism approach, via photoproduction. The main feature of this type of process is two forward outgoing protons intact after the collision with small transverse momentum, the protons are scattering very front and escape detection. Then, the approach taken to detect exclusive Z bosons events decaying in to muon pair is the number of additional tracks on the vertex, but there is still the possibility of dissociation of at least one proton, then the measurement of cross section will be contaminated. It's exposed three different methods for the pre-selection events containing exclusive Z bosons. The strategy proposed to exclusive selection events, is based on the decay of Z bosons on pairs ???? featured by large transverse momentum, for which we explored muons in a kinematic region with transverse momentum Pt(?)>20 GeV, Invariant mass M(????)>40 GeV/c² and pseudorapidity |?|<2,5. The additional cuts, require zero extra tracks on vertex and finally the pair of muons are back-to-back with momentum transverse conservation . This thesis presents a search for exclusive Z boson production in proton proton collisions at ?s=7 TeV center of mass energy in the experiment CMS/LHC. This analysis was made using simulations to Drell-Yan processes, photoproduction of muon and data collected by the CMS detector on proton proton collisions with ?s=7 TeV in 2011, for 5.09 fb?¹ integrated luminosity record. No exclusive Z????? candidates are observed, because low statistical and huge background contribution from Drell-Yan processes. But even so, the cross section for the exclusive Z bosons production is found to be ?excl(Z?????)<13.3 fb at 95% C.L. This is the first very preliminary results for 7 TeV, where we highlight that it limit has been improved respect to the results published by the CDF collaboration to ?s = 1.9 TeV / Doutorado / Física / Doutor em Ciências / 147301/2011-04 / CNPQ

Made available in DSpace on 2017-06-01T17:57:32Z (GMT). No. of bitstreams: 1 ariosvaldo_gomes_ribeiro.pdf: 6140655 bytes, checksum: 5dfc460556eacc169ff55922d729db79 (MD5) Previous issue date: 2013-04-12 / The work discusses about the effects of soluble salts action on ceramic brick masonry walls in Petrolina-PE. To understand this phenomenon a mapping of pathologies on walls related with soluble salt action was performed and monitoring wells were installed to capture groundwater in five places on the city where the phenomenon occurs more frequently. Samples of soils and groundwater as well as samples of ceramic bricks and level of chloride in the atmosphere were collected and analyzed in laboratory to assess their properties. Obtained results showed pathological manifestations observed on ceramic bricks walls in building localized on the areas studied are strongly influenced by the high content of soluble salts found in samples of soils and groundwater in the city and not by the content of chloride in the atmosphere. / Este trabalho discute o fenômeno da ação de sais minerais solúveis em alvenarias de tijolos cerâmicos no município de Petrolina-PE. Para o entendimento deste fenômeno foi realizado um mapeamento das patologias oriundas da ação de sais minerais solúveis existentes em Petrolina e instalados poços de monitoramento da água subterrânea em cinco pontos considerados de maior ocorrência do fenômeno. Amostras de solo, da água subterrânea, de tijolos afetados pelo fenômeno e do nível de cloreto na atmosfera destas localidades foram coletadas e analisadas em laboratório para caracterização de suas propriedades. Os resultados obtidos indicam que as manifestações patológicas existentes nas paredes de alvenaria de blocos cerâmicos das edificações localizadas nas áreas em estudo são influenciadas pelo elevado conteúdo de sais solúveis observado nas amostras de solo e águas subterrâneas coletadas, não sendo verificada qualquer influência dos cloretos existentes na atmosfera.

Nous étudions deux thématiques principales : l'homométrie non-commutative dans des produits semi-directs, et une notion de distance entre accords musicaux. deux melodies sont dites homométriques si elles possèdent le même ensemble d'intervalles : nous transposons cette notion a un enchainement d'accords et plus généralement a des produits semi-directs, ce qui permet d'élaborer un cadre pour l'étude de l'homométrie dans des groupes non-commutatifs, tels que le groupe diédral. nous définissons dans une deuxième partie une mesure de distances entre des accord musicaux n'ayant pas le même nombre de notes, a partir d'une distance basée sur le concept de voice-leading. / We study two main topics: non-commutative homometry and the notion of distance between musical chords. Two melodies are homometric if they share the same set of intervals. We transpose this notion to a chord sequence and more generally to semi-direct products, which allows to build a framework for the general study of homometry in non-commutative groups, such as the dihedral group. In the second part we define a mesure of distance between musical chords of different cardinalities, from a distance based on the notion of voice-leading.

Bakgrund: Generation Z har precis börjat göra sitt intåg på arbetsmarknaden, en generation som bryter normer när det kommer till motivationsfaktorer och traditionella livsmönster. Generationstypiska drag är ett väletablerat fenomen som formar både individers identitet och värderingar utifrån samhället de lever i. När det sker ett generationsskifte på arbetsmarknaden är det viktigt att ledare ser över sitt ledarskap för att hitta strategier för att hantera de generationsskiften som komma skall. Tidigare forskning visar att det i stora drag finns likheter i de olika generationernas ledarskapspreferenser men att det också existerar fundamentala skillnader som kan komma att skapa stora problem när Generation Z nu kliver in på arbetsmarknaden. I dagsläget finns det ingen forskning som berör ledarskap ur både perspektivet som anställd från Generation Z och från perspektivet som ledare. Det fattas även kvalitativa studier som mer djupgående fokuserar på Generation Z i relation till ledarskap. Genom att inkludera och jämföra dessa två perspektiv i en och samma undersökning har studien för avsikt att bidra med ny kunskap inom området för att visa hur ledare rent praktiskt bör leda den nya arbetskraften. Syfte: Syftet med denna studie är att bidra med en djupare förståelse för hur dagens ledarskap bör anpassas till den nya arbetskraften, Generation Z. Detta genom att studera Generation Zs och ledares preferenser och erfarenheter av ledarskap för att vidare sätta dessa perspektiv i relation till varandra. Metod: Studien är kvalitativ karaktär med en tvärsnittsdesign och ett abduktivt angreppssätt. Undersökningens empiriska material består av sammanlagt 8 semistrukturerade intervjuer, 4 intervjuer från perspektivet av Generation Z och 4 intervjuer från perspektivet av ledare med erfarenhet av att leda generationen. Slutsats: Studiens resultat visar tydligt att det ledarskap som undersökningens respondenter tillhörande Generation Z efterfrågar liknar det transformativa ledarskapet av Bass (1985). Det transformativa ledarskapet är även i linje med den syn vi tolkat att undersökningens respondenter från ledarnas perspektiv har på ledarskap. Däremot visar studiens resultat att den tranformativa ledarskapsteorin är för trubbig för att direkt applicera på Generation Z. Det krävs därför ytterligare teori som tillägg för djupare förståelse som komplement till de komponenter som Bass (1985) menar att det transformativa ledarskapet består av. Detta presenteras slutligen i studiens egenutformande ramverk. / Introduction: Generation Z has just begun to enter the labor market, a generation that breaks the standards of traditional life patterns and previous motivational factors. Generational patterns are not a new phenomenon, it shapes both individuals' identity and values based on the society in which they live. During a generational shift in the labor market, it is important for leaders to review their leadership in order to find strategies for managing the next generation. Previous research indicates that there are broadly similarities in the different generations' leadership preferences, but also some fundamental differences that can create major problems when Generation Z now enters the labor market. In present time, there are no research that have explored leadership from both the perspective of Generation Z and from the perspective of leaders. There are also no qualitative studies that have focused more in depth on Generation Z in relation to leadership. By including and comparing these two perspectives in the same study, the study intends to contribute with new knowledge in the area in order to show how leaders practically should lead the new workforce. Purpose: The purpose of the study is to gain a deeper understanding of how leadership should be adapted to the new generation, Generation Z. This by studying the preferences and experiences of leadership from Generation Z and leaders to further compare these two perspectives in relation to each other. Method: The study is of a qualitative nature with a cross-sectional design and an abductive approach. The survey's empirical data consists of a total of 8 semi-structured interviews, 4 interviews from the perspective of Generation Z and 4 interviews from the perspective of leaders with experience of leading Generation Z. Conclusion: The result of the study shows that the leadership demanded by the respondents belonging to Generation Z is similar to the transformational leadership presented by Bass (1985). The transformational leadership is also in line with the view that we have interpreted that the respondents from the leaders’ perspective have of leadership. However, the results also show that the transformational leadership theory is too narrow to be directly applied to the Generation Z workforce. Therefore, additional theory is needed as an addition to reach a deeper understanding that can be used to complements to the components that Bass (1985) believes that the transformational leadership consists of. This is presented in the study’s self-designed framework.

The master´s thesis deals with snow cover monitoring especially in area Orlické mountains. For identification changes, which are related to variable loads on snow cover of temperature, humidity and gravity, has been selected indirect electrical method of measuring electrical impedance spectrometry. This method is described in the work and the results of monitoring are published in graphical form and are commented.

Trz1 chez levure est responsable du clivage endonucléolytique à l'extrémité 3 'au cours du processus de maturation des ARNt. Trz1 appartient à la famille des RNases de type b-lactamase, caractérisé par la présence d'un motif de séquence HxHxDH qui est impliqué dans la fixation des ions de zinc catalytique. La famille des RNaseZ est partagée en deux sous-familles de longueur de séquence différente: les formes courtes (300-400 acides aminés) et les formes longues (700-900 acides aminés). Les structures cristallines des enzymes RNaseZ de forme courte ont montré qu'ils sont actifs comme des homodimères. Une sous-unité englobe les ARNt substrat en utilisant un bras en saillie et l'autre fournit le site catalytique. Nous présentons ici la structure cristalline de Trz1, la première pour une RNase Z de forme longue. Trz1 est organisé en deux domaines reliés par un long peptide charnière. Chaque domaine est composé d'un repliement de type β-lactamase. Le domaine N-terminal a perdu ses résidus catalytiques au cours de l’évolution, mais il contient le bras long qui est important pour la liaison de l'ARNt; tandis que c’est l'inverse pour le domaine C-terminal. À partir des études protéomiques, on sait que Trz1 forme un complexe ternaire avec NUC1, une nucléase mitochondriale impliquée dans l'apoptose, et avec une mutarotase (codée par YMR099C). Nous avons purifié le complexe ternaire Trz1/NUC1/mutarotase caractérisé ses propriétés biochimiques. Trz1/NUC1/mutarotase forme in vitro un heterohexamère très stable en solution. A partir de nos données SAXS et MALLS nous proposons que l'homodimère NUC1 est au centre du complexe et que chaque sous-unité interagit avec une copie de Trz1 et une copie de mutarotase. / Yeast Trz1 is responsible for the endonucleolytic cleavage at the 3’-end during the maturation process of tRNAs. Trz1 belongs to the family of β-lactamase type RNases characterized by the presence of a HxHxDH sequence motif that is involved in the ligand formation of the catalytical required Zn-ions. The family consists of two subfamilies: the short forms with sequence lengths between and the long forms. A few crystal structures of short form RNase Z enzymes showed that they are active as homodimers. One subunit embraces the substrate tRNA using a protruding arm and the other provides the catalytic site. We here present the crystal structure of Trz1, the first of a long form RNase Z. Trz1 is organized in two domains connected by a large linker. Each domain is composed of a beta-lactamase type fold. The N-terminal domain has lost its catalytic residues, but contains the long arm that is important for tRNA binding; while it is the other way around of the C-terminal domain. From proteomics studies it is known that Trz1 forms a ternary complex with NUC1, a mitochondrial nuclease involved in apoptosis, and with a mutarotase (encoded by YMR099C). We purified the ternary Trz1/Nuc1/mutarotase complex and characterized its biochemical properties. Trz1/Nuc1/mutarotase forms in vitro a very stable heterohexamer in solution. From our SAXS and MALLS data we propose that the Nuc1 homodimer is at the centre of the complex and that each subunit interacts with one copy of Trz1 and mutarotase.

Titel: Fängsla oss annars Zzzz… Författare: Nellie Lindéen och Ida Andersson Institution: Linnéuniversitetet, Ekonomihögskolan  Program: Human Resource Management  Kurs: Företagsekonomi III – Organisation, Examensarbete  Handledare: Jasmina Beharic  Examinator: Mikael Lundgren Problemformulering: Hur föredrar medarbetare tillhörande generation Z att arbetsgivare arbetar med intern employer branding för att generationen ska vilja stanna i en organisation?                     Syfte: Syftet med studien är att öka förståelsen för hur arbetsgivare kan arbeta med intern employer branding för att få medarbetare tillhörande generation Z att vilja stanna i organisationen. Vår förhoppning är att arbetsgivare med hjälp av studien ska kunna öka sina teoretiska kunskaper om alternativa sätt att arbeta med generation Z för att senare kunna applicera dessa kunskaper i praktiken. Metod: En kvalitativ studie med induktiv ansats. Empirin samlades in genom semistrukturerade intervjuer med nio respondenter tillhörande generation Z. Slutsats: Studiens resultat visar att generation Z söker utvecklingsmöjligheter och trivsel i form av starka kollegiala band för att vilja stanna i en organisation. Om än något mindre viktiga framställs även miljöarbete och digitaliserade processer som viktiga faktorer. Arbetsgivaren kan tillmötesgå dessa behov genom att inkludera development-, application-, social- , management- samt interest value i arbetet med intern employer branding.  Nyckelord: Generation Z, Employer branding, Intern employer branding / Title: Capture us, otherwise Zzzz… Authors: Nellie Lindéen and Ida Andersson  Institution: Linnaeus University, School of Business and Econmics Program: Human Resource Management  Course  Business Administration III - Organization, Bachelor Thesis Supervisor: Jasmina Beharic  Examiner: Mikael Lundgren Statement of problem: How do employees of generation Z prefer an employer to work with internal employer branding to make sure the generation stays in the organization? Purpose: The purpose of this study is to increase the understanding of how employers can work with internal employer branding to make employees within generation Z, stay in the organization. Our hope is that with the help of this study, employers will be able to increase their theoretical knowledge of alternative ways of working with generation Z in order to be able to apply these skills in their daily practice later on. Method: A qualitative method with an inductive approach. The empirical material was collected with semi-structured interviews with nine respondents within generation Z.  Conclusion: The results of this study shows that generation Z seek opportunities to develop but also well-being in shapes of strong collegial bonds to stay within an organization. Although, slightly less important, environmental work and digitized processes are also presented as important factors. The employer can meet these needs by including development, application, social, management and interest value in their work with internal employer branding. Keywords:Generation Z, Employer branding, Intern employer branding

Syftet med studien var att beskriva vilka fördomar och förväntningar som finns gentemot kvinnliga ledare ur generation Z perspektiv. I denna studie har vi valt att utgå ifrån en deduktiv ansats då det finns mycket forskning kring både ledarskap samt fördomar och förväntningar. För att kunna besvara vårt beskrivande syfte tillämpas även en fallstudie för att kunna samla in så detaljrika data som möjligt. Studien är kvalitativ och den insamlade empirin är baserad på fyra individuella intervjuer samt två fokusgrupper med individer från generation Z. Utifrån studiens resultat samt det teoretiska ramverket har vi identifierat att generation Z anser att både manliga och kvinnliga ledare bör kunna tillämpa både de mjuka och de hårda ledaregenskaperna och beteendena. Det innebär att fördomar och förväntningar inte endast kan ses som svart eller vitt utan det handlar om en gråzon. Resultatet av denna studie kan leda till ökad medvetenhet och förståelse både hos generation Z samt hos företag kring den nya generationens fördomar och förväntningar. / The purpose with this study was to describe what prejudices and expectations of female leaders from generation Z’s perspective. In this study we have chosen to use a deductive approach as there is a lot of research on both leadership and prejudice and expectations. In order to answer our descriptive purpose, a case study is also applied to collect as detailed data as possible. The study is qualitative, and the empirical data is based on four individual interviews and two focus groups with individuals from generation Z. Based on the study’s results and theoretical framework, we have identified that generation Z beliefs that both male and female leaders should be able to apply both the soft and the hard leadership qualities and behaviors. This means that prejudice and expectations cannot only be seen as black or white, it’s rather about a grey zone. The result of this study can lead to increased awareness and understanding both in generation Z and in companies about the new generation’s prejudices and expectations.

Name of the thesis: Spatial patterns of links between temperature extremes and cardiovascular mortality in the Czech Republic Author: Mgr. Aleš Urban Previous studies have examined relationships of high and low air temperatures to mortality due to cardiovascular diseases (CVDs) in the Czech Republic as a whole. Much less has been understood about possible regional differences in the heat and cold effects on mortality. Within four papers published in international peer-reviewed journals, the author of this thesis investigated links between extreme temperatures and CVD mortality in the Czech Republic while considering in particular differences between (i) urban and rural areas, (ii) regions with different socioeconomic status, and (iii) regions with different physical-environmental conditions. Various biometeorological approaches were compared in order to identify meteorological characteristics affecting heat- and cold-related mortality. Excess mortality was determined as differences between observed and expected daily values, the latter being adjusted for long-term changes, annual and weekly cycles, and epidemics of influenza/acute respiratory infections. Air temperature, biometeorological indices (including the Universal Thermal Climate Index, Apparent Temperature, and Physiologically Equivalent...