Scope and Contents: This thesis is concerned with the properties of arcs of cyclic order three in the conformal plane. It establishes necessary and sufficient conditions for the union of two arcs of cyclic order three to be again an arc of cyclic order three, and for an arc of cyclic order three to be extensible to a larger arc of cyclic order three. / Thesis / Master of Science (MSc)

<p> Scene recognition performance is reduced when an observer undergoes a viewpoint shift. However, the cost of a viewpoint shift is less when it is caused by observer locomotion around a scene compared to scene rotation in front of a stationary observer- a phenomenon called the facilitative effect of locomotion. The present dissertation examined the characteristics of the facilitative effect of locomotion, and the mechanism underlying its existence. In each of six experiments, participants learned a spatial arrangement of five identical objects positioned on top of a rotatable table. Participants were then blindfolded and one object was relocated. Simultaneously, participants underwent a viewpoint shift of various magnitudes. The blindfold was then removed and participants identified which object had been moved. Chapter One showed that the facilitative effect of locomotion is robust across a wide range of viewpoint shifts (Experiment la), and that visual cues in the surrounding environment cannot account for this effect (Experiment lb). The results of Chapter Two suggest that active control over the viewpoint shift may partially account for the benefit of locomotion (Experiment 2a), specifically by providing participants with explicit knowledge regarding the magnitude and direction of the viewpoint shift (Experiment 2b ). Finally, Chapter Three showed that body-based cues available during locomotion (i .e. proprioceptive, vestibular, etc.) facilitate performance beyond actively controlling the viewpoint shift alone, and that those cues must be reliable and undisrupted to confer a scene recognition advantage (Experiment 3a). On the other hand, simply remaining oriented within one's environment could not fully account for the facilitative effect of locomotion (Experiment 3b ). These results provide an integrative account of the characteristics and mechanism associated with the facilitative effect of locomotion. Results are also discussed in the context of current views on egocentric and object-based mental transformations. </p> / Thesis / Master of Science (MSc)

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Human Resources arbetet har präglats av ständiga förändringar och ställt krav på organisationers anpassning till utvecklingen vilket främst skett genom framtagna modeller. Konceptet HR-transformation och modellen shared service har fått stort genomslag i Sverige där fokuset varit på att centralisera och effektivisera HR-arbetet. Genom att ändra fokus från det administrativa arbetet och frigöra tid för att arbeta mer strategisk och värdeskapande. Intresset av att studera en genomförd HR-transformation väcktes i och med våra anställningar i en offentlig organisation som vi visste med oss nyligen genomgått en omorganisering av HR-funktionen likt en HR-transformation. Denna studie syftar till att undersöka HR-medarbetares och chefers upplevelser av de förändringar som en omorganisation likt en HR-transformation har medfört. Studien utgår från en kvalitativ forskningsmetod med en empirisk ansats där fokuset är på respondenternas egna upplevelser av det undersökta fenomenet. Det empiriska materialet är insamlat från 10 semistrukturerade intervjuer med både HR-medarbetare och chefer. I resultatet från den offentliga organisationen vi studerat identifierades två framträdande konsekvenser som deras genomförda HRT medfört, det verksamhetsnära stödet och relationer. Det verksamhetsnära stödet som chefer efterfrågade var främst en verksamhetsförståelse från HR-medarbetare. Cheferna önskade att HR-medarbetare hadeförståelse för den specifika kontext chefen befinner sig i, då det inom en offentlig organisationfinns olika typer av verksamheter som kräver anpassningar i HR-medarbetares stöd samt förhållningssätt. Vidare visade studiens resultat att både HR-medarbetare och chefer ansåg att relationerna påverkats av HR-transformationen. Det centraliserade och digitaliserade mötet har försvårat dialogen och samarbetet vilket utmanat relationen mellan HR-medarbetare och chefer. Sammanfattningsvis visar denna studie likt tidigare forskning att organisationer bör involvera både HR-medarbetare och chefer vid implementeringen av en HR-transformation samt att modellen anpassas efter den organisatoriska kontexten för att lyckas med samsynen kring HR-arbetet i en organisation. / Human Resources ' work has been characterized by constant changes and placed demands on organizations' adaptation to development, which has mainly been done through developed models. The concept of HR-transformation and the shared service model have had a major impact in Sweden, where the focus has been on centralizing and streamlining HR work. By changing the focus from the administrative work and freeing up time to work more strategic and value-creating. The interest in studying a completed HR-transformation was aroused by our employment in a public organization that we knew had recently undergone are organization of the HR function like an HR-transformation. This study aims to investigate HR employees' and managers' experiences of the changes that a reorganization like an HR-transformation has brought. The study is based on a qualitative research method with an empirical approach where the focus is on the respondents' own experiences of the investigated phenomenon. The empirical material is collected from 10 semi-structured interviews with both HR employees and managers. In the results from the public organization we studied, two prominent consequence of their implemented HR-transformation were identified, the operational support and relationships.The business-related support that managers requested was primarily a business understanding from HR employees. The managers wanted HR employees to understand the specific context the manager is in, as within a public organization there are different types of business that require adjustments in HR employees' support and approach. Furthermore, the results of the study showed that both HR employees and managers felt that relationships were affected by the HR-transformation. The centralized and digitized meeting has made dialogue and collaboration more difficult, which has challenged the relationship between HR employees and managers. In summary, this study shows similar too previous research that organizations should involve both HR employees and managers in the implementation of an HR-transformation and that the model is adapted to the organizational context to succeed with the consensus on HR work in an organization.

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