Thesis (MS)--Montana State University--Bozeman, 2008. / Typescript. Chairperson, Graduate Committee: John Paxton. Includes bibliographical references (leaves 50-53).

Thesis (Ph. D.)--University of Wisconsin--Madison, 1970. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Originally presented as the author's thesis (Swiss Federal Institute of Technology), Diss. ETH No. 16687. / Summary in German and English, text in English. Includes bibliographical references (p. 175-180).

Thesis (M.App.Sc.) - Carleton University, 2007. / Includes bibliographical references (p. 112-114). Also available in electronic format on the Internet.

No description available.

Thesis (M.S.)--Rochester Institute of Technology, 2007. / Typescript. Includes bibliographical references.

Whether it is Forbes, The Globe & Mail, The Wall Street Journal or Harvard Business Review, one can¡¦t help but notice that most accounts of business mergers are about what went wrong! In fact, over 70% of all mergers and acquisitions fail to achieve original financial expectations. That is a traumatic statistic. Additionally, although the merging entities give a great deal of importance to financial matters and the outcomes, HR issues are the most ignored ones. To be ironical, many studies have shown that most of the mergers fail to bring out the desired outcomes due to ¡§people-related¡¨ issue. The uncertainty brought out by poorly managed HR issues in mergers and acquisitions have been the major reason for these failures. The human resource issues in the mergers and acquisitions (M&A) can be classified in two phases the pre-merger phase and the post merger phase. Some literature provides ample evidence of difference in between the human resource activities in the two stages: the pre-acquisition and post acquisition period. However, we will focus on post acquisition period. The post acquisition period involves an assessment of the cultural and organizational differences, which will include the organizational cultures, role of leaders in the organization, and the management styles. The usual impacts, such as high turnover rate, decrease in the morale, motivation, and even lead to M&A failures. The other issues in the M&A activity are the changes in the HR policies, downsizing, layoffs, stress on the workers, and information system issues. As a result, human resource system issues in M&A activity are occupying a crucial position, indeed, human resource planning, compensation designs, performance appraisal system, employee development and employee relations should be given in the priority. Beside, the M&A activity also causes changes in their well defined career paths and future opportunities in the organization. Some employees also have to be relocated or assigned new jobs. Accordingly, HR will place employees in a completely different situation with new job profiles and work teams or design the job rotation programs. This may pose a tremendous impact on the performance of the employees. Therefore, HR may also need to develop a variety of training system and communication system to rebuild self-esteem of each employee. Those programs will enhance employees to obtain ability and create their potentials. Finally, the compensation structure among the organizations may also have a unavoidable difference, for example, one of firms may have performance based pay while other may have higher component of fixed pay; Hence the differences in compensation structure and performance appraisal systems also need to be re-evaluated so as to bring equity in the human resource systems and to treat employees at the equal level. Simultaneously, the employee relations issues will gain more importance in the acquisitions of Taiwan¡¦s industries. The power equation between management and unions is bound to change with the acquisition. The acquiring management also needs to keep track of number of unions in the workplace and equations between HR department and unions. Hence, developing a harmony relationship should be put in the first place. To sum up, this will require study of management-union equation, employee contracts, political linkages of the unions, compensation related clauses, number of union and dynamics between the unions. To sun up, once company accomplish those conditions, it will elevate the successful rate of M&A.

This thesis deals with design and implementation of flexible modular electronic stopwatch system for use in resport. One of the advantages of the system is possibility of using wireless communication with sensors and displays. Developed system consist of main control unit, external display, wireless modules for communication with the sensors and desktop application that collects data and controls the system. Solution of system components, communication between them and method of time synchronization of wireless devices is also described in this thesis.

A Cyber-physical System (CPS) can be described as a network of interlinked, concurrent computational components that interact with the physical world. Such a system is usually of reactive nature and must satisfy strict timing requirements to guarantee a correct behaviour. The components can be of mixed-criticality which implies different progress models and communication models, depending whether the focus of a component lies on predictability or resource efficiency. In this dissertation I present a novel approach that bridges the gap between stream processing models and Labelled Transition Systems (LTSs). The former offer powerful tools to describe concurrent systems of, usually simple, components while the latter allow to describe complex, reactive, components and their mutual interaction. In order to achieve the bridge between the two domains I introduce the novel LTS Synchronous Interface Automaton (SIA) that allows to model the interaction protocol of a process via its interface and to incrementally compose simple processes into more complex ones while preserving the system properties. Exploiting these properties I introduce an analysis to identify permanent blocking situations in a network of composed processes. SIAs are wrapped by the novel component-based coordination model Process Network with Synchronous Communication (PNSC) that allows to describe a network of concurrent processes where multiple communication models and the co-existence and interaction of heterogeneous processes is supported due to well defined interfaces. The work presented in this dissertation follows a holistic approach which spans from the theory of the underlying model to an instantiation of the model as a novel coordination language, called Streamix. The language uses network operators to compose networks of concurrent processes in a structured and hierarchical way. The work is validated by a prototype implementation of a compiler and a Run-time System (RTS) that allows to compile a Streamix program and execute it on a platform with support for ISO C, POSIX threads, and a Linux operating system.

Collective Communication Operations are widely used in MPI applications and play an important role in their performance. Hence, various projects have focused on optimization of collective communications for various kinds of parallel computing environments including LAN settings, heterogeneous networks and most recently Grid systems. The distinguishing factor of Grids from all the other environments is heterogeneity of hosts and network, and dynamically changing resource characteristics including load and availability. The first part of the thesis develops a solution for MPI broadcast (one-to-many) on Grids. Some current strategies take into consideration static information about network topology for determining an efficient broadcast tree for Grids. Some other strategies take into account only transient network characteristics. We combined both these strategies and cluster the network dynamically on the basis of link bandwidths. Given a set of network parameters we use Simulated Annealing (SA) to obtain the best schedule. Also, we can time tune individual. SAs, to adapt the solution finding process, on the basis of estimated available times before next broadcast invocations in the application. We also developed software architecture for updation of schedules. We compared our algorithm with the earlier approaches under loaded network conditions, and obtained average performance improvement of 20%. The second part of the thesis extends the work for MPI all gather (many-to-many) operation. Current popular techniques consider strict hierarchical schemes for this operation, wherein from each cluster a representative (or coordinator) node is chosen, and inter cluster communication is done through these representative nodes. This is non optimal as inter cluster communication is usually on high capacity links that can sustain more than one transfer with the same through- put. We developed a cluster based and incremental heuristic algorithm for allgather on Grids. We compared the time taken by allgather schedules determined by this algorithm with current popular implementations. We also compared our algorithm with a strategy where allgather is constructed from a set of broadcast trees. We obtained average performance improvement of 67% over existing strategies.