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In this thesis, we investigate the problem of fault tolerance in the framework of discrete-event systems (DES). We introduce our setting, and then provide a set of fault-tolerant definitions designed to capture different types of fault scenarios and to ensure that our system remains controllable and nonblocking in each scenario. This is a passive approach that relies upon inherent redundancy in the system being controlled, and focuses on the intermittent occurrence of faults. Our approach provides an easy method for users to add fault events to a system model and is based on user designed supervisors and verification. As synthesis algorithms have higher complexity than verification algorithms, our approach should be applicable to larger systems than existing active fault-recovery methods that are synthesis based. Also, modular supervisors are typically easier to understand and implement than the results of synthesis. Finally, our approach does not require expensive (in terms of algorithm complexity) fault diagnosers to work. Diagnosers are, however, required by existing methods to know when to switch to a recovery supervisor. As a result, the response time of diagnosers is not an issue for us. Our supervisors are designed to handle the original and the faulted system. In this thesis, we next present algorithms to verify these properties followed by complexity analyses and correctness proofs of the algorithms. Finally, examples are provided to illustrate our approach. In the above framework, permanent faults can be modelled, but the current method was onerous. To address this, we then introduce a new modeling approach for permanent faults that is easy to use, as well as a set of new permanent fault-tolerant definitions. These definitions are designed to capture several types of permanent fault scenarios and to ensure that our system remains controllable and nonblocking in each scenario. New definitions and scenarios were required as the previous ones were incompatible with the new permanent fault modeling approach. We then present algorithms to verify these properties followed by complexity analyses and correctness proofs of the algorithms. An example is then provided to illustrate our approach. Finally, we extend the above intermittent and permanent fault-tolerant approach to the timed DES setting. As before, we introduced new fault-tolerant properties and algorithms. We then provide complexity analyses and correctness proofs for the algorithms. An example is then provided to illustrate our approach. / Thesis / Doctor of Philosophy (PhD)

Supervision of counselors-in-training (CITs) is complex and multifaceted. While supervision is critical to the professional development of CITs, they are also being evaluated for a grade that will advance them academically. Therefore, CITs may feel pressured to intentionally withhold information in supervision that could reflect badly on them or their supervisor and/or hinder their progress. Indeed, one study indicated that 97.2% of CITs intentionally withheld relevant information in supervision (Ladany, Hill, Colbert, and Nutt, 1996). Fortunately, there are ways to reduce supervisee non-disclosure. For example, when CITs perceive a strong supervisory relationship, nondisclosures occur less frequently (Mehr, Ladany, and Caskie, 2010). There is some evidence that the supervisory relationship is impacted by the supervisory working alliance and supervisee attachment styles. More general social perceptions may also impact the supervisory relationship, but that has not been assessed in the context of CIT supervision. Therefore, the purpose of this quantitative study was to examine these factors, supervisory working alliance, supervisee attachment styles, and social perceptions, and their impact on intentional nondisclosure by CITs. This quantitative study included a sample of 112 master's-level counselor-in-training students enrolled in internship at a CACREP-accredited (Council for Accreditation of Counseling and Related Education Programs) counselor education program. Results indicate that CITs report more discomfort in disclosing supervision-related issues compared to client-related issues. An exploratory factor analysis of the three constructs of interest resulted in a four-factor model. These factors were: (1) Perception of a Supervisor, (2) Anxious Attachment in Supervision (3) the Supervisory Working Alliance, and (4) Avoidant Attachment in Supervision. A multiple regression analysis indicated that a model including social perceptions of supervisors, the supervisory working alliance, and supervisee attachment styles explained 64% of the variance in intentional nondisclosure. Avoidant attachment styles and rapport of the supervisory working alliance were significant predictors of intentional nondisclosure. Implications for counselors and counselor educators are included. Limitations and recommendations for future studies will be discussed based on the unique findings from this study. / Ph. D.

Wellness has become an increasingly important paradigm for counseling and clinical supervision. A heightened focus on counselor wellness in supervision has emerged as an intervention to improve quality of care to clients and prevent counselor impairment. Although researchers have examined the benefits of wellness interventions in supervision, we have little understanding of the supervisor's ability to model wellness to their supervisees. Nor have researchers shown how a supervisor's wellness influences supervisee wellness—and if and how the strength of the supervision relationship changes this influence. Thus, the purpose of this quantitative investigation was to (a) analyze the role of modeled wellness as a way for supervisors to influence the multifaceted aspects of supervisee wellness, and (b) identify if the factoring in the supervisory relationship changes this influence. This quantitative study included a sample of 105 counselor education students enrolled in practicum or internship courses who were receiving supervision from a site-based supervisor. Results indicated that supervisee personal wellness was influenced by the supervisee's perception of supervisor wellness. Certain second-order factors of perceived supervisor wellness (Creative and Coping Selves) were more predictive of the corresponding factor of supervisee personal wellness. When the strength of the supervisory relationship was considered, the model became more predictive despite the lack of correlation between the strength of the supervisory relationship and supervisee personal wellness. Results from this investigation suggest that the supervisory relationship can act as a suppressor variable, controlling for error in the equation and making the perception of supervisor wellness a more valid predictor. A subsequent correlational analysis suggests that the error in prediction was primarily in supervisory relationships of moderate strength. The combination of the supervisee's perception of their supervisor's wellness and the strength of the supervisory relationship predicted 9% of the variance in supervisee wellness. Implications for counselors, supervisors, educators, and policy are discussed. Limitations and recommendations for future inquiry are highlighted based on the findings from this investigation. / Ph. D.

published_or_final_version / Electrical and Electronic Engineering / Doctoral / Doctor of Philosophy

Despite its critical role in counselor training, empirical research on clinical supervision is generally limited (Bernard & Goodyear, 2003; Ellis & Ladany, 2007). This is also applied to an area of power dynamics in supervision. This study tested the relationship between the two aspects of power dynamics; namely, supervisors' power bases (i.e., sources of influencing others) and supervisory styles (i.e., typical ways of shaping supervision), based on the system's approach to supervision model (Holloway, 1995). This research was a correlational design. Students in masters' and doctoral counseling programs were asked to respond to an online questionnaire packet via Survey MonkeyTM. Of those who responded, 492 students who took supervision with professor or doctoral student supervisors constituted the sample. Varied numbers of participants were used for each analysis after missing or extreme data were deleted. Supervisors' usage of power bases and supervisory styles were measured by the adopted version of Interpersonal Power Inventory (Raven, Schwarzwald, & Koslowsky, 1998) and Supervisory Style Inventory (SSI; Friedlander & Ward, 1984), respectively. In part 1, results of factor analyses revealed four first-order power factors and two higher-order power factors (Soft & Harsh). Schmeid-Leiman's (1957) solution was also applied. In part 2, result of correlation analysis in revealed that supervisors' usage of Soft or Soft-type power factor (Idealized Expert) was moderately positively correlated to all three supervisory styles but that usage of Harsh or Harsh-type factors (Compensatory Obligation, Relational Power, & Collaborative Alliance) was only weakly correlated to supervisory styles, for majority of supervisors. Similarly, results of regression analyses revealed that supervisory styles did not significantly predict supervisors' usage of Harsh factor, but both supervisory styles and usage of ix Harsh factor significantly predicted usage of Soft factor at moderate and strong level, respectively. The interpersonally-sensitive styles predicted Soft factor slightly more strongly than the other styles. It was concluded that supervisors who engaged in supervision with any one of three supervisory styles also tended to use more Soft or Soft-type factor when there are disagreements, but rarely used Harsh or Harsh types.

Researchers have written extensively on many facets of supervision in the counseling profession, including the supervisee benefits associated with a strong supervisory working alliance. While the majority of studies have focused on the working alliance in academic settings with student trainees, there has been a lack of research exploring the role of the supervisory working alliance in workplace settings, where supervision can be different from supervision offered in a university clinic or counseling center. Employee job dissatisfaction has been a problem identified within the mental health workforce. Researchers have identified effective supervision as a mediating factor. The purpose of this study was to evaluate the relationship between the theoretical construct of the supervisory working alliance and job satisfaction. This multiple regression study included 250 workers who were providing direct services to persons with severe mental illness or severe emotional and behavioral disorders. Results yielded a significant relationship between the supervisees' perception of the supervisory working alliance, as measured by the Supervisory Working Alliance Inventory, and job satisfaction, as measured by the Job Satisfaction Survey. Specifically, participants who rated the supervisory working alliance higher were also more likely to report higher levels of job satisfaction. The implications for social change include knowledge useful for educators, trainers, supervisors, and supervisees seeking to promote positive outcomes of workers and clients in community mental health settings. Low job satisfaction leads to generally poorer client outcomes. The ability to understand the supervisory working alliance's influence on job satisfaction is beneficial to advancing the treatment for persons with chronic mental illness.

The purpose of this study is two fold (1) to discover the current supervisory practices used by county elementary supervisors in the state of Utah: and (2) to evaluate these practices on a basis of the collective judgements of specialists in supervision.

Magnetic Bearing Systems have been receiving a great deal of research attention for the past decades. Its inherent nonlinearity and open-loop instability are challenges for controller design. This thesis investigates and designs model predictive control strategy for an experimental Active Magnetic Bearing (AMB) laboratory system. A host-target development environment of real-time control system with hardware in the loop (HIL) is implemented. In this thesis, both continuous and discrete time model predictive controllers are studied. In the first stage, local MPC controllers are applied to control the AMB system; and in the second stage, concept of supervisory controller design is then investigated and implemented. Contributions of the thesis can be summarized as follows; 1. A Discrete time Model Predictive Controller has been developed and applied to the active magnetic bearing system. 2. A Continuous time Model Predictive Controller has been developed and applied to the active magnetic bearing system. 3. A frequency domain identification method using FSF has been applied to pursue model identification with respect to local MPC and magnetic bearing system. 4. A supervisory control strategy has been applied to pursue a two stages model predictive control of active magnetic bearing system.

La tesi ricostruisce la funzione del consiglio di sorveglianza, giungendo al risultato – in contrasto con l’opinione dominante secondo la quale a detto organo è assegnato solamente un ruolo di controllo – di assegnare allo stesso competenze “originarie” di indirizzo strategico sulla gestione, anche in assenza di una clausola statutaria ai sensi dell’art. 2409-terdecies, lett. f-bis, c.c.. Nel primo capitolo, si evidenzia che – diversamente dal collegio sindacale, che non ha poteri di incidere direttamente sui componenti dell'organo gestorio – il consiglio di sorveglianza esercita l’attività di controllo al fine di incidere direttamente sulla gestione attraverso il potere-dovere di nomina e revoca esercitato per conto dei soci. Nel secondo capitolo, argomentando dalla qualificazione della funzione di nomina-revoca in termini di potere-dovere, che implica l’obbligo di “garantire” l'idoneità dei gestori di attuare con diligenza professionale l'oggetto sociale, si fa derivare la conclusione che l’esercizio del detto potere-dovere impone che l’organo di controllo sia necessariamente coinvolto nella programmazione strategica della gestione e nell’assunzione delle scelte strategiche a quest’ultima connesse. Nel terzo capitolo, si conclude che la competenza deliberativa statutaria ai sensi dell’art. 2409-terdecies, lett. f-bis, c.c., rappresenta la razionalizzazione/rafforzamento statutario del potere-dovere originario di indirizzo sull’alta gestione implicato dalla funzione di nomina e revoca dei gestori. / The thesis reconstructs the function of the supervisory board, reaching the result – contrary to the leading opinion according to which to the said board is assigned a mere supervisory role – of granting "native" competences of strategic direction of the management, even in the absence of a clause in the by-laws as provided by article 2409-terdecies, lett. f-bis of the Italian Civil Code. The first chapter highlights that - unlike the board of statutory auditors, which has no authority to directly affect the components of the board of directors - the supervisory board exercises the control activity in order to directly influence the management through the power-duty to appoint and dismiss exercised on behalf of the shareholders. In the second chapter, starting from the qualification of the appointing-dismissal function in terms of power-duty, which implies an obligation to "guaranty" the ability of the managers to implement the company’s purpose with professional diligence, derives the conclusion that the exercise of the aforementioned power-duty requires that the supervisory body necessarily has to be involved in the strategic planning and management and in the acquisition of strategic choices related to it. The third chapter concludes that the statutory deliberative power provided by article. 2409-terdecies, lett. f-bis, of the Italian Civil Code represents the statutory rationalization/strengthening of the native power-duty to guide the high management implied by the function of appointing and dismissing the managers