{"title":"Defining Product Lifecycle Management: Comparing the Perspectives of Users and Consultants","authors":"William Neil Littell","doi":"10.12691/jbms-6-3-2","DOIUrl":"https://doi.org/10.12691/jbms-6-3-2","url":null,"abstract":"","PeriodicalId":168137,"journal":{"name":"Journal of Business and Management Sciences","volume":"28 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115598936","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The use of Reed-Solomon error correction (RSEC) in bar code symbologies has been around since the early 1990s, but there hasn’t been an in depth, publicly accessible study done on their resistance to character substitution errors since the original studies done in the early 1990s at Ohio University. This article reports on the test results from the scanning of more 23 million scans resulting in more than 2.39 billion characters across four different RSEC enabled bar code symbologies (Data Matrix, QR code, PDF417 and Aztec Code) with five different scanners. The results show that the RSEC enabled symbologies are capable of achieving at least a 1 in 797 million error rate, allowing for their use in instances where decoded data accuracy is imperative.
{"title":"Reed-Solomon Based Bar Code Character Substitution Rates","authors":"Kevin Berisso","doi":"10.12691/jbms-6-3-1","DOIUrl":"https://doi.org/10.12691/jbms-6-3-1","url":null,"abstract":"The use of Reed-Solomon error correction (RSEC) in bar code symbologies has been around since the early 1990s, but there hasn’t been an in depth, publicly accessible study done on their resistance to character substitution errors since the original studies done in the early 1990s at Ohio University. This article reports on the test results from the scanning of more 23 million scans resulting in more than 2.39 billion characters across four different RSEC enabled bar code symbologies (Data Matrix, QR code, PDF417 and Aztec Code) with five different scanners. The results show that the RSEC enabled symbologies are capable of achieving at least a 1 in 797 million error rate, allowing for their use in instances where decoded data accuracy is imperative.","PeriodicalId":168137,"journal":{"name":"Journal of Business and Management Sciences","volume":"31 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122158053","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In every industrial facility, situations arise that involve the termination of employees. The process of termination can be a risky endeavor. Companies often face charges of wrongful termination when dismissing an employee. This paper provides unique insight into the legal ramifications of terminating an employee. The focus here is on legal precedent in cases that have involved addiction and lifestyle issues. Many factors often contribute to the merit or lack-there-of in the litigation of such cases.
{"title":"Implications of Wrongful Termination Suits in Industrial Facilities","authors":"K. R. Howell","doi":"10.12691/JBMS-6-3-6","DOIUrl":"https://doi.org/10.12691/JBMS-6-3-6","url":null,"abstract":"In every industrial facility, situations arise that involve the termination of employees. The process of termination can be a risky endeavor. Companies often face charges of wrongful termination when dismissing an employee. This paper provides unique insight into the legal ramifications of terminating an employee. The focus here is on legal precedent in cases that have involved addiction and lifestyle issues. Many factors often contribute to the merit or lack-there-of in the litigation of such cases.","PeriodicalId":168137,"journal":{"name":"Journal of Business and Management Sciences","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132715538","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The importance of succession planning and choosing the right candidate for the job cannot be underestimated. Having a conceptual framework for clear and honest evaluation of a candidate for an open position is a key factor in choosing the “best” one. Fiedler and Chemers work provides one matrix for determining a fit in terms of their Least Preferred Co-Worker scale. It is easy to check off minimum thresholds for education and experience. The evaluation of “fit” for the job is subjective and often laborious task. While many factors contribute to the success of a person in their job, the idea of knowing the best fit for a given situation is a credible and many times key assessment in selecting the eventual employee. The aim of this paper is to immerse the participants in a situation where they must determine the overall environment through the lens of Fiedler and Chemers’ Contingency Theory and select a new leader for the organization.
{"title":"Fiedler and Chemers Revisted; Understanding the Implications of the Least Preferred Co-worker Scale","authors":"K. R. Howell","doi":"10.12691/JBMS-6-3-3","DOIUrl":"https://doi.org/10.12691/JBMS-6-3-3","url":null,"abstract":"The importance of succession planning and choosing the right candidate for the job cannot be underestimated. Having a conceptual framework for clear and honest evaluation of a candidate for an open position is a key factor in choosing the “best” one. Fiedler and Chemers work provides one matrix for determining a fit in terms of their Least Preferred Co-Worker scale. It is easy to check off minimum thresholds for education and experience. The evaluation of “fit” for the job is subjective and often laborious task. While many factors contribute to the success of a person in their job, the idea of knowing the best fit for a given situation is a credible and many times key assessment in selecting the eventual employee. The aim of this paper is to immerse the participants in a situation where they must determine the overall environment through the lens of Fiedler and Chemers’ Contingency Theory and select a new leader for the organization.","PeriodicalId":168137,"journal":{"name":"Journal of Business and Management Sciences","volume":"13 2 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131041605","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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