Career development and career choice in pioneer and traditional women

Two groups of college seniors were compared in an attempt to elucidate those factors affecting feminine career choice and career development. The sample consisted of 106 female Caucasian students enrolled at a large Southwestern university. Sixty-three of the subjects were majoring in traditional female fields, while the remaining 43 were majoring in male-dominated areas. Five instruments were administered to the subjects. Seven factors were found to distinguish significantly between the two groups of women. Of the seven, three factors pertained to feminine role perception. The remaining four were concerned with sex-role stereotyping and various aspects of family background.     

Hemispheric emotional asymmetry in a dichotic listening task.

In a dichotic listening experiment white noise was played to one ear and either music or poetry to the other ear. Subjects rated the stimuli on each of three dimensions. The results showed that both music poetry were judged as more pleasant when heard at the left than the right ear. In addition the music, but not the poetry, was perceived as more soothing at the left ear. The findings are discussed in relation to other indications in the literature that left and right cerebral hemispheres differ in their emotional make-up.     

Cleaning the plate: food left by overweight and normal weight persons.

The amount of food left on trays after a clinner meal in a university cafeteria was measured for 146 persons. Half of the subjects were overweight and half were normal weight. Overweight women left significantly less food on their trays than did women of normal weight. Among men, the overweight also left less food but the difference did not reach significance. These findings suggest that food left over must be measured in estimating food intake from food choice, that behavior therapy injunctions to leave food on the plate are justified, and that obesity may be, at least in part, a result of learned patterns of behavior.     

The construct of general intelligence

The construct of general intelligence is discussed in a number of different contexts. The fundamental empirical basis for it is the positive trend among the smallest correlations among cognitive measures. Differences among factor models which recognize this in different ways are discussed. Evidence for the general factor in intelligence is also found in the difficulty in finding evidence for differential validity of tests from one criterion to another. Performance on Piagetian tasks reflects mainly general intelligence. Individual differences in aural comprehension of language anticipate later individual differences in intellectual development. Selective forces which produce differences among schools operate largely on the general factor. To the extent that there is a genetic contribution to individual differences on cognitive tests, it appears to be to the general factor variance. Social class differences among whites appear to be largely on the general factor, but black-white differences require other dimensions. Although the general factor is, in a sense, real, it is not interpreted as an entity within the organism. Instead it is an abstraction resulting from the many genes, the many environmental pressures, and the many neural structures involved in the wide variety of human behaviors which can be labelled cognitive or intellectual.     

The building recognition and analysis of remote sensing image based on depth belief network

The deep belief network model, which is widely used in deep learning, consists of a multi-layer constrained Boltzmann machine and a back-propagation network. The authors have conducted parameter sensitivity experiments on the number of iterations, the number of hidden layers and the number of hidden layer nodes in the DBN network for remote sensing image classification, and obtained a set of optimal parameter setting schemes. Moreover, the DBN algorithm has been enhanced with an improved Dropout strategy. The improved Dropout strategy selects only part of the data to clear the weight at a time, and a local area randomly clear strategy is adopted, which will save the local information of the image itself, and enhance the generalization ability of the model. In order to verify the advantages of the improved DBN algorithm model, the classification results of DBN, KNN, random forest and SVM have been compared. And the results show that classification accuracy of the improved DBN has been greatly improved, which is increased by about 2.5% compared to DBN. The improved DBN classification results are processed then, including connected areas marking, noise removal, morphological transformation and edge extraction, and the boundary information of the building is obtained according to the target shape characteristics. Finally, the experiment on the morphological characteristics of the building also shows it can extract better edge information of the building.     

Building capability throughout a change effort: leading the transformation of a police agency to community policing

This case describes a change effort to move a police agency to become a community policing organization. The community policing effort was seen as a means to make a transformational change to become a learning organization with the goal of improving the delivery of police services. The case describes the steps taken to meet the new vision of community policing as well as the steps taken to deal with the challenges or realities of trying to make change happen. The lens for this case is the leadership role across the stages of change (exploration, planning, implementation, monitoring and institutionalization) in building capacity within the organization to sustain the change effort. The capacity building focused on incorporating systems thinking into the mindset of the members of the organization, breaking down the command and control mindset by building a new norm around high involvement of committed teams, and developing skill sets to support continuous learning and improvement in order to align organizational systems. A key lesson learned is that effective leaders do not just prepare an organization prior to a change effort. They must have the patience to constantly build the capacity for change among organizational members throughout the various stages of the change effort.