Generalist predators are typically considered to eat foods in proportion to their availability. I show that striped skunks, archtypal generalists, do not just eat foods as available, do not even just select for foods, but switch selection among prey types. In various experiments I showed that skunks do not change prey preference, but they do change preference for where they look for prey, they learn what types of microhabitats prey are found in, they form olfactory search images of prey (OSI), they form these OSI both in the short term and in the long term, both for many small prey items and for few large ones, they form OSI's in relation to what habitat the skunks are searching in, and they change foraging pattern in response to finding different types of foods. Many other predators use one or other of these mechanisms, but rarely has an animal been shown to use several--I argue that this is because biologists have not looked for many such mechanisms together, and that it is common for generalist predators to switch among prey types. If it is common, then generalist predators should exert density-dependent predation on prey, and should to some extent, regulate prey densities. I discuss various field studies of predator-prey relationships that suggest this. / Graduate

Striped skunks (Mephitis mephitis) are a rabies vector in Texas and efforts are underway to develop an oral rabies vaccination program for skunks. To better understand some of the components necessary, I studied the habitat preferences and home range of skunks, an alternative skunk capture method, and surveyed the knowledge base of medical providers practicing across the state. I radiocollared 99 skunks from the Houston, Texas metropolitan area and monitored skunk movements from March 2004–June 2006. To accelerate progress of this study, I captured 93 of 99 skunks using a dip net. Dip netting allowed for an effective collection alternative to cage trapping. Movement data indicated a strong preference for short grass areas (82%), however, habitat use changed to remote, brushy areas when temperatures were ≤7C. Habitat use during the year was different (P = 0.001), with December 2004, January 2005, and February 2005 significantly (P = 0.001) different from one another. Additionally, habitat use during December 2005, February 2006, and March 2006 were significantly different (P = 0.045, P =0.098, and P =0.003, respectively). Data from 20 skunks, covering multiple seasons, were analyzed for home range use. I found male home range use averaged 255 ha (217–345), while females averaged 126 ha (60–218). Male range use was significantly larger than females (P = 0.005). No significant seasonal movements were observed. Lastly, I conducted a survey of 297 Texas primary care medical providers to assess their knowledge of rabies vaccine procedures and their experience with rabies vaccines. Small town providers within the oral rabies vaccination baiting zone were more aware of rabies prophylaxis (P < 0.03), however, most providers (>95% of 297) rarely saw patients for rabies prophylaxis. Survey data indicated providers have minimal, if any, experience with acquiring and administering rabies prophylaxis. My data suggests that an effective oral rabies vaccination program could be established within urban areas by using short grass area baiting strategies during the fall season, using dip net capturing for faster surveillance collection, and by initiating a rabies education program targeted at Texas’ primary care physicians and their staff.

Thesis (M.S.)--University of Missouri-Columbia, 2007. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on March 31, 2008) Includes bibliographical references.

The focus of this thesis is to explore the composition of the Skunk works’ innovation team, which directly influences team performance. Such research is important in order to understand how the Skunk works team deals with innovation. Specifically, how the team’s size, diversity and the roles of team members can influence its performance and have an effect on its success. During the time when we were looking for the definition of Skunk works we mostly found that it is a small group of highly qualified and skilled people in different fields. However, we did not find so many theories about the composition of Skunk works teams. This was due to the high level of secrecy in this field, because Skunk works was originally used only for military purposes. To have a more clear view, we decided to use theories from different research fields, such as research about Skunk works itself, and about team and team composition. We found that it is quite easy to find literature about the role of the leader as a member of the innovation team, who can also be known as the “champion”. However, on another hand we found that it is quite difficult to find information about the whole team, specifically about roles in the team. We believe that, even though the leader has a key role, a well-balanced combination of roles should be also taken into consideration in such teams. The research method deployed in this thesis is multiple-case study, where we have used three cases which are operating in different companies and industries, such as entertainment, scientific research and industrial manufacturing, as well in different geographical positions, such as Sweden and Spain. We have collected data via interviews and secondary data, where we interviewed a representative of these three companies via personal interviews and by e-mail. The findings from this thesis provide evidence that the team composition elements, such as roles in the team, as well its size and diversity can influence on further efficiency of the team. During our research we found that all three companies, especially teams in those companies, could be good examples of Skunk works. Moreover, during the research we found that our findings can be in line with existing studies, that it is unnecessary that the project should be in total secret or fully mandated and that there are a lot of other types of Skunk works teams as well. Also during the research we confirmed with other present studies required characteristics for the “champion” and for other team members. Another finding was about the optimal number of team members in a Skunk works team. The main conclusions drawn from this thesis are that firstly, the composition of a Skunk works team can influence the further team productivity and success of the project. Secondly, that the optimal size of team should not exceed ten people. Thirdly, we can conclude that properly chosen roles as well as characteristics of team members can have an influence on the further success of an innovation project. / Antonio Estevez Luna

Over the decades, the market competition is becoming stronger and stronger; Innovation is generally considered as one of the main drivers of growth in business field, skunk works as a form of innovation has been widely used for companies to make their business outstanding from the others and achieve sustainable development, and at the same time try to compete with the increasing number of competitors. However, due to statistics, the failure rate of skunk works projects is so high, which means it contents high risks and uncertainties. As a result, it is quite important to identify some success factors for successful skunk works.   In order to find the answer, Losec case had been used as a single case study in this thesis, consequently, team leader and leadership, team member and team working, management support, timing and manage change, opportunities and luck had been identified as important factors that will lead skunk works project to success.   Also, a framework of successful skunk works flower had been discussed in managerial implementation. Mangers can try to find a balance between the successful factors in order to achieve successful skunk works.

Thesis (Ph. D.)--University of Missouri-Columbia, 2008. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on June 8, 2009) Vita. Includes bibliographical references.

Doctor of Philosophy / Department of Biology / Samantha Wisely / Emerging infectious diseases play an increasingly critical role in many biological fields, including conservation biology and public health. Many emerging diseases originate in wildlife, most are caused by viruses, and often emergence is due to adaptation to and amplification in a new host, frequently in areas where ecological transformation is occurring. These emergence patterns suggest that the complex interactions among host, virus, and landscape drive disease emergence. Terrestrial rabies in striped skunks (Mephitis mephitis) in the central Great Plains is an excellent model system to investigate the interactions among the components of disease emergence: host ecology, pathogen properties, and landscape features. Striped skunks are not only numerous in the central Great Plains, they are also the reservoir for two genetically distinct rabies strains that co-occur in the region. Additionally, the landscape in the central Great Plains has undergone significant land use change over the last 70 years through increased urbanization and industrial agriculture practices. I used a combination of molecular and spatial techniques to investigate the interactions among host, pathogen, and landscape. Molecular epidemiology results indicated that rabies strains in the central Great Plains exhibit different epidemiological properties, while population genetic analyses indicated that striped skunks in the region are highly admixed and comprise a single population. Spatial analysis revealed that landscape features such as rivers are not a barrier to striped skunk dispersal, but differentially influence the movement of the two rabies strains. Because striped skunks are reservoirs for many diseases other than rabies and are ubiquitous throughout North America, I also examined the historical movements and distribution of striped skunks in North America using a phylogeographic approach. Results revealed that a combination of multiple Pleistocene dispersal events and Holocene admixture are responsible for the contemporary population structure of striped skunks in North America, and allowed me to place my regional-scale striped skunk rabies study into a larger biogeographic context. My results support the use of a holistic approach for studying emerging infectious diseases that includes studies of viral characteristics, host ecology and biogeography, and spatial features.

No description available.

<p>The Psychology Driving and Barriers to Skunk Work Projects (referred to throughout this thesis as the paper) represents a study predominantly on Tetra Pak from a selective perspective, the innovators. Innovators both past&present whose initiatives contribute to the well being of Tetra Pak as well as one from Ericsson were consulted. As with individuals, organizations possess definable characters that are influenced by the various stages of their life cycle. Theories of corporate life cycle phases and organizational character analysis were therefore employed to identify and explain organizational barriers to skunk work leaders&managers. Predicated on the Organizational Character Index survey developed by William Bridges PhD (himself a recognized leader in the field of transition management) and administered to sixty-one managers within a Tetra Pak business unit established the benchmark. The organizational character was identified and expressed as Myers-Briggs Personality Type ISFP (introverted - sensing - feeling - perceiving). Benchmark in hand, it was then to ascertain the barriers or resistance that skunk work leaders&managers encounter when promoting new ideas. The diversity of the barriers led to the clustering of nine categories compiled from the skunk leaders personal interviews. The nine categories are assumptions, change, communication, competences, culture shift, human dynamics, management, sponsorship and vision. In addition the six interviewees assisted in determining that Tetra Pak business unit had reached the end of a Mature&Consolidating phase of its’ organizational life cycle according to Larraine Segil’s definition. The perception however is that Tetra Pak business unit is already in the declining phase, descriptive of a phase in transition. Bearing in mind that this view of Tetra Pak is shared by a select few of highly regarded innovators and does not represent a collective perception of Tetra Pak. Triangulation of the findings supported the hypothesis (H1). In identifying both the organizational character and stage of its’ life cycle it is possible to diagnose&subsequently engineer an environment for innovation. It was understood that the initiative is to be management supported. This paper concludes with the realization that the resources&knowledge leading to innovation exist. Further it suggests how to foster a corporate innovative culture by championing an environmental climate for innovation.</p>

The Psychology Driving and Barriers to Skunk Work Projects (referred to throughout this thesis as the paper) represents a study predominantly on Tetra Pak from a selective perspective, the innovators. Innovators both past&amp;present whose initiatives contribute to the well being of Tetra Pak as well as one from Ericsson were consulted. As with individuals, organizations possess definable characters that are influenced by the various stages of their life cycle. Theories of corporate life cycle phases and organizational character analysis were therefore employed to identify and explain organizational barriers to skunk work leaders&amp;managers. Predicated on the Organizational Character Index survey developed by William Bridges PhD (himself a recognized leader in the field of transition management) and administered to sixty-one managers within a Tetra Pak business unit established the benchmark. The organizational character was identified and expressed as Myers-Briggs Personality Type ISFP (introverted - sensing - feeling - perceiving). Benchmark in hand, it was then to ascertain the barriers or resistance that skunk work leaders&amp;managers encounter when promoting new ideas. The diversity of the barriers led to the clustering of nine categories compiled from the skunk leaders personal interviews. The nine categories are assumptions, change, communication, competences, culture shift, human dynamics, management, sponsorship and vision. In addition the six interviewees assisted in determining that Tetra Pak business unit had reached the end of a Mature&amp;Consolidating phase of its’ organizational life cycle according to Larraine Segil’s definition. The perception however is that Tetra Pak business unit is already in the declining phase, descriptive of a phase in transition. Bearing in mind that this view of Tetra Pak is shared by a select few of highly regarded innovators and does not represent a collective perception of Tetra Pak. Triangulation of the findings supported the hypothesis (H1). In identifying both the organizational character and stage of its’ life cycle it is possible to diagnose&amp;subsequently engineer an environment for innovation. It was understood that the initiative is to be management supported. This paper concludes with the realization that the resources&amp;knowledge leading to innovation exist. Further it suggests how to foster a corporate innovative culture by championing an environmental climate for innovation.