The hamiltonian number problem is a generalization of hamiltonian cycle problem in graph theory. It is well known that the hamiltonian cycle problem in graph theory is NP-complete [16]. So the hamiltonian number problem is also NP-complete. On the other hand, the hamiltonian number problem is the traveling salesman problem with each edge having weight 1. A hamiltonian walk of a graph G is a closed spanning walk of minimum length. The length of a hamiltonian walk in G is called the hamiltonian number. For graphs, we give some bounds for hamiltonian numbers of graphs. First, we improve some results in [14] and give a necessary and sufficient condition for h(G) < e(G) where e(G) is the minimum length of a closed walk passing through all edges of G. Next, we prove that if two nonadjacent vertices u and v satisfying that deg(u)+deg(v) ≥ |G|, then h(G) = h(G + uv). This result generalizes a theorem of Bondy and Chv¡¬atal for the hamiltonian cycle. Finally, we show that if 0 ≤ k ≤ n − 2 and G is a 2-connected graph of order n satisfying deg(u) + deg(v) + deg(w) ≥ 3n−k−2 for every independent set {u, v,w} of three vertices in G, then h(G) ≤ n+k. It is a generalization of a Bondy¡¦s result. For digraphs, we give some bounds for hamiltonian numbers of digraphs first. We prove that if a digraph D of order n is strongly connected, thenn ≤ h(D) ≤ ⌊(n+1)^2/4 ⌋. Next, we also present some digraphs of order n ≥ 5 which have hamiltonian number k for n ≤ k ≤ ⌊(n+1)^2/4 ⌋. Finally, we study hamiltonian numbers of M¡Lobius double loop networks. We introduce M¡Lobius double loop network and every strongly connected double loop network is isomorphic to some M¡Lobius double loop network. Next, we give an upper bound for the hamiltonian numbers of M¡Lobius double loop networks. Then, we find some necessary and sufficient conditions for M¡Lobius double loop networks MDL(d, m, ℓ) to have hamiltonian numbers dm, dm + 1 or dm + 2.

In this thesis, we present two e cent algorithms to compute shortest path between pair of vertices in directed and undirected double-loop networks. The algorithm for undirected double-loop networks is based on the concept "packed basis" proposed by Janez Zerrovnik and Toma z Pisanski. With O(logN) preprocessing time, both algorithms need only constant time to compute the shortest path between any pair of vertices in the network. This is an improvement of the best known algorithm, which needs O(l) time, where l is the length of the path in the directed double-loop networks. These algo- rithms are useful in message routing in the double-loop networks. Once the network has been constructed, the parameters for computing the shortest paths can be computed. At the time a message is to be delivered, the algo- rithm needs only constant time to determine which edge the message should be sent.

Studien syftar till att undersöka hur medarbetares utvecklingsinriktade lärande tar sig uttryck inom ett HR-team, och vilka faktorer som för individen upplevs som de viktigaste förutsättningar för att utvecklingsinriktat lärande ska ske. De frågeställningar som besvaras är hur det utvecklingsinriktade lärandet tar sig uttryck hos medarbetaren, samt vilka interna och externa förutsättningar som medarbetaren upplever underlättar för att ett utvecklingsinriktat lärande ska uppstå. Data har samlats in med kvalitativ metod, där sex stycken semistrukturerade intervjuer har genomförts där samtliga informanter arbetar inom samma HR-team i en global IT-organisation. Därefter har empirin behandlats med hjälp av kategorisering och kodning. I studiens resultat- och analysdel har double-loop lärande använts som teoretiskt analysverktyg, samt de förutsättningar som Illeris presenterar som viktiga för en god lärandemiljö. Studiens resultat indikerar att det utvecklingsinriktade lärandet tar sig uttryck i form av stort handlingsutrymme, som innefattar självständighet och möjlighet att påverka. Det utvecklingsinriktade lärandet tar även sig uttryck i medarbetarnas problemlösningsförmåga. Individerna upplever att interna faktorer som påverkar det utvecklingsinriktade lärandet är motivation. Det illustreras i form utav att informanterna menar att intresse är viktigt för att lärande ska uppstå, samt motivation till att reflektera och se över och förbättra processer vilket resulterar i lärande. De externa faktorerna som individerna upplever som underlättande för att utvecklingsinriktat lärande ska uppstå är arbetsmarknaden informanterna är verksamma på, en tillåtande arbetsmiljö som uppmuntrar till lärande och misstag, att det ges tid för lärande,  att det finns utrymme för kreativitet samt ledarskapets betydelse. / This study aims to investigate how individuals' development-oriented learning manifests itself within an HR team, and which factors by the individual are perceived as the most important prerequisites for development-oriented learning to take place. The questions that are answered within this study are how development-oriented learning is expressed, and what internal and external conditions the individual experiences make it easier for development-oriented learning to arise. Data have been collected using a qualitative method, where six semi-structured interviews have been conducted. The interviews were conducted with six informants, all of whom work within an HR team in a global IT organization. After the interviews were conducted, the empirics were sorted with the help of categorization and coding. In the results and analysis part of the study, double-loop learning has been used as a theoretical analysis tool, as well as the conditions that Illeris presents as important for a good learning environment. The results of the study indicate that development-oriented learning is expressed in the form of room for maneuver, which includes independence and the opportunity to influence. Development-oriented learning is also expressed in the individuals' problem-solving ability. The individuals experience that internal factors that affect development-oriented learning are motivation. This is illustrated in the form that the informants experience that interest is important for learning to arise, as well as motivation to reflect and review and improve processes, which results in learning. The external factors that individuals perceive as facilitating development-oriented learning are the labor market the informants are active in, a permissive work environment that encourages learning and mistakes, that there is time for learning, that there is room for creativity, and the importance of leadership.

Theory suggests that IT-systems can be used in the promotion of learning within an organization. However, this area of research is in the current time of writing relatively unexplored. This paper focuses on double-loop learning, a concept introduced by Chris Argyris in the 1970s. It is argued that this type of learning is highly beneficial for the success and further development of an organization. The empirical material of this study has been gathered through a qualitative case study at the public authority, the Swedish Forest Agency. The findings of this study indicate that the IT-system could be used as a catalyst promoting double-loop learning. Factors enabling double-loop learning were identified at the organization and were used in distinguishing whether the organization experienced double- loop learning through their IT-system, or not. As the paper aspires to answer to the theoretical gap, it acts as academical stepping-stone, equipping further researcher with contributory material to use in further research.

This thesis proposes a double-loop on-off temperature control which comprises two loops of compensation. The configuration is simple and the stability and performance can be easily achieved with proper choice of two parameters in the controller. For the performance, the controller switches the current through the heater in order to achieve the goal of power efficiency and temperature regulation; switching noise suppression and small regulation error can be achieved at the same time. The proposed control scheme is applied to a water heater. The experimental results reveal that the regulable range of temperature is from room temperature to 100 ¢J¡]room temperature ¡Ù 30 ¢J¡^, with temperature regulation error within ¡Ó1 ¢J. It conforms the stability and accuracy of the proposed control scheme.

This thesis is concerned with the speed control of a brushless DC (BLDC) fan motor by switching its coil currents. Because fans are the most common cooling devices for computers, the demand for a quit and efficient fan that is capable of automatically regulating its speed according to temperature grows with each passing day. A mixed linear and switching control scheme which consists of two loop of feedback compensation for a two-phase BLDC fan motor is presented. Roughly speaking, the linear outer loop is mainly for speed regulation, and the inner loop is to generate a switching control signal while doing plant compensation. This control structure is simple and effective, emphasizing on low power consumption, accurate velocity regulation and low switching noise. The performance and stability requirement can be easily met by tuning several positive coefficients in the controller. The experiment shows an average steady-state regulation error of 0.563% in the range of fan¡¦s speed from 1050 to 2231 r.p.m.

Sett utifrån ett historiskt perspektiv kan utvärderingar spåras tillbaka till husförhören som ägde rum i Sverige under 1600-talet. Under denna tid utövade även staten kontroll på det övriga samhället genom präster samt inspektörer. I modern tid har USA kommit att bli en förebild för den sorts bedömning utvärdering innebär. Något som i USA benämns "evaluation", och har kommit att slå igenom och ligga till grund för den pedagogiska utvärderingen. Utifrån ett samhällsutvecklingsperspektiv har utvärdering blivit ett allt mer utbrett fenomen som övergått till att bli populärt under främst de senaste decennierna. Utvärderingar är idag ett vanligt verktyg i arbetslivet och kan ha många olika användningsområden. Utvärderingen kan bidra till praktiska konsekvenser för organisationen då det kan vara ett redskap för att främja lärande och utveckling. Utvärderingsresultatet eller utvärderingsprocessen i sig kan även användas då något behöver styras, övervakas eller korrigeras. Syftet med detta examensarbete har varit att undersöka hur anställda på ett företag uppfattar arbetet kring utvärdering av den egna verksamheten, på företaget kallat medarbetarutvärdering. Detta kom även att innebära en jämförelse gällande hur de medarbetare och den ansvarige upplever denna medarbetarutvärdering. Det resulterade även i en undersökning om vad utvärderingen fyller för funktion i företaget och om det bidrar till en lärande organisation. För att undersöka detta syfte har vi gått tillbaka och sett till tidigare forskning kring ämnet utvärdering och den lärande organisationen. Teorierna som använts är Senges teori gällande den lärande organisationen samt Argyris läroteori om single- och double-loop learning vilka tillsammans med resultatet bildar en analys, diskussion samt slutsatser. Detta examensarbete har grundats på tio kvalitativa forskningsintervjuer på ett företag i mellan-Sverige. Intervjuerna genomfördes med den ansvarige för utvärderingen samt nio med medarbetare. Resultatet utifrån intervjuerna har visat på att utvärderingar är ett komplext område där upplevelsen av ett gemensamt syfte var svårt att finna. De åtgärder som genomförts till följd av utvärderingen ansågs av flera av respondenterna som ej tillfredställande. De flesta respondenterna har dock varit av den åsikten att en utvärdering behövs inom företag för att kunna "ta temperaturen" på verksamheten. En slutsats som kommit fram utifrån detta examensarbete är att utvärderingen skulle uppfylla sitt syfte på ett bättre sätt om återkoppling mellan utvärderingens resultat och de åtgärder som genomförs inom företaget redovisades tydligare. Detta skulle även kunna vara ett verktyg för det lärande organisationen.

The field of organizational learning (OL) has been characterized by a wide diversity of opinions, definitions, and conceptualizations. After the publish of Senge's ¡mThe fifth discipline¡Gthe art and practice of the learning organization¡n, OL becomes a biblical important management topic after 1990s. In Taiwan, many business enterprises have been continuously accumulated OL management practices for near 20 years. However, the researches about how to build learning organization or OL were inadequate and insufficient empirical studies are made. This paper is an exploratory research employs mainly the ¡§case study¡¨ method to study the OL activities and processes in a Taiwanese company (C Company), an OL pioneer of practice, which has been continuously establishing OL for over 10 years without stop even facing the financial crisis. In C¡¦s case, 2-stage OL transformations are demonstrated with different learning strategy, value, structures, mental models, and results/consequences The major findings of this study are summarized as following: 1.The C company leader¡¦s personal experience is the key influence factor to C¡¦s OL. 2.The reform in the OL evolution of C company shows as practical example/model how organization can adapt and unlearn from single-loop learning to double-loop learning then deutero-learning eventually.

Summary 21st century is a turmoil world as a result of worldwide migration¡Bchange of life style¡Btransformation of environment¡Bglobal warming and racial conflicts, simultaneously push forward unceasing head-on disaster invasion. The SARS attack of Taiwan in 2003 had brought a serious impact to our society. During the battle against SARS, several pitfalls were found including command system¡Broles division¡Bunited information and temporary team manpower, all showed lacking of training and coordination. So our country desperately needs to set up a commanding/coordination system in response to disaster event. When disaster strikes, we are facing the deficiency of training for command/ coordinating and shortage of individual respond personnel. Especially due to disaster possesses wide spectrum and is unpredictable, we need to train professional personnel for surge capacity and surge capability, and to reserve multi-skills responder in order to coping with disaster. Although there are varies training activities in our country, we still lack of a proper unified and coordinating training system. The primary goal of the study is to establish a disaster medical education training facility. First is to construct the¡uDisaster training model¡vto integrate spectrum of disaster¡Bdisaster responsiveness¡Bdisaster training outline and learning method into one conceptual module. Besides, when an emerging epidemic occur, the past experiences and rules are not capable to handle such event. We also cannot take advantages of every rare incident to accumulate our knowledge/skills and to examine the standard operating procedures. In stead, we should practicing our preparedness at the mitigation period and to set up a training platform for exercise/drills. Through exercise we may test and challenge the existing system, explore pitfalls in order to make up the gaps, improve more accurate contingency and finally set up a systemic training program. The theory of the training module is base upon double loop learning, a proper way for adult learning process. However, most individuals or organization response to the learning process through instinct and reflexive defensive mechanism, a so-called single learning loop process. During a disaster event, there will be collision between multiple single loops and result in a devastated conflict and outcome. Therefore, through the concept of double loop learning and by using ¡§learning from history and experiences¡¨ as a methodology, we can set up the structure of disaster responsive plan and unify the training program. Another weakness of Taiwan¡¦s adult learning process was the current teaching method only focused on cram school, this is common situation of our culture. We combine e-learning technology and teaching organization concept as an entity, so we could concrete the educational effect and have a chance to regain a full-scale disaster responsive training system. Through the aforementioned conceptual framework, our study initially set up the e-learning website as a platform and create communities for learning and teaching subgroups¡A through e-learning to join together education¡Btraining and exercise activities¡A collaborate with evaluation and managing system. The final goal is to develop a module for adult learning organization, and take a further step to built up the systematic nationwide health crisis training framework.

Abstract ¡@¡@Double-loop networks have become one of the most popular architectures in the design of Local Area Networks and distributed memory multiprocessor systems. This is due to its characters of minimal diameter, easy routing, expandability and regularity. The switching mechanism at each node can easily be implemented using building blocks of the same specification. Therefore, double-loop networks have a high degree of reliability and hence very low vulnerability. Let N denote the number of nodes in a double-loop network and d(N) be the best possible diameter with N vertices. Given an N, Bermond et al. [5], Boesch and Wang [7], and Yebra et al. [23] have shown that . This is a well-known lower bound for d(N) and is usually denoted as lb(N). In this paper, what we discuss is finding an optimal topology such that d(N)= lb(N) for any given value of N. We provide a simple formula to find optimal topologies of double-loop networks with N nodes.