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This paper aims to present an interactive design and simulation tool for permanent magnet synchronous machines based on the finite-element-method. The tool is intended for education and research on electrical machines.

A coupling between the software MATLAB and finite element method magnetics is used. Several functionalities are included as modular scripts and represented in the form of a graphical user interface. Included are fully parametrized motor models, automatic winding generations and the evaluation of torque waveforms, core losses and speed-torque-diagrams. A survey was conducted to determine how the motivation of students concerning the covered topics is influenced by using the tool.

Due to its simplicity and the intuitive visualization of the results, the tool provides direct access to the topic of electrical machines without having to deal with separate scripts. The modular structure of the software allows simple extensions with new functions. Because students can directly contribute to the tool with their own work, their motivation for using and extending it increases.

The presented tool offers more functionalities compared to similar free software packages, e.g. the calculation of core losses and speed-torque diagrams. Also, it is designed in such a way that it can be easily understood and extended by students.

Distributional issues have re‐emerged as an important issue in economics, social science, and philosophy in the last few decades. In the same period, the relevance of derivative Judeo‐Christian socio‐economic principles to the contemporary world has been (re)asserted, developing an incipient Judeo‐Christian economics. Methodologically, this undertaking is comparable to that underlying the evolution of Islamic and other forms of religious economics. The methodology employed in the Judeo‐Christian undertaking is described via a worked example. The example shows how normative principles can be derived from Judeo‐Christian thought allegedly relevant to shaping the contemporary distribution of wealth and income. The principles are deduced from a particular sub‐set of Judeo‐Christian source material, and have the effect of generating greater equity in economic distribution. The deductions are compared with selected ideas canvassed in recent economics' discussion about inequitable distribution concerning appropriate criteria for guiding redistributional policy, ideas of “equal opportunity” vs “equal outcomes”, and the relation between distribution and economic growth.

This chapter describes two change efforts involving participatory action research within the pharmacy operations division of Kaiser Permanente. Focus is on a parallel learning mechanism that has been used to support communications and change during two large-scale information technology interventions. It begins with basic background information on participatory action research in organizations. Since the case setting is Kaiser Permanente, the chapter provides some information on the U.S. healthcare industry context and then shifts to Kaiser’s communication forum, a learning mechanism that has been in place for 35 years. Cognitive, structural, and procedural aspects of the learning mechanism are explored, and the chapter features interviews with some of the key forum players. Both in the forum’s infancy and in its current more institutionalized state, the pharmacy organization has been in crisis. Implications for the use of parallel learning structures on a long-term basis to support long-term participatory action research are explored along with contributions to theory on insider/outsider action research.

Investigates the importance of English language sources of Friedrich Theodor Althoff (1839‐1908), a German of great influence both in his own country and, indirectly, in the United States. Explores some measures of his influence in education and international understanding. Examines a wide variety of sources. Explains how it could happen that an influential person would end up in intellectual history with almost no recognition. Challenges several conventional assessments. Althoff′s most important contributions are in print and more almost certainly exist in university archives, but the material is scattered and unorganized. Because we do not yet have the full story of this remarkable and complex man, firm conclusions about his influence are not yet possible.

In a context of great complexity, many authors have focused on the beneficial effects of leadership flexibility (Denison et al., 1995), a capacity theoretically associated with mindfulness. The purpose of this paper is to better understand the relationship between mindfulness and behavioral flexibility in leaders.

Data were collected from two samples: 100 active leaders from diverse economic sectors and 62 students pursuing an executive MBA degree.

The results show that mindfulness is positively associated with the overall score for leader flexibility, and with its two dualities: self-assertive and directive vs collaborative and supportive, and long-term strategy vs short-term execution. Specifically, four of the five dimensions of mindfulness (nonreactivity, nonjudging, acting with awareness and describing) were positively correlated with the overall flexibility score.

The results suggest that by developing mindfulness, managers might be better able to adapt their leadership style to the demands of different situations. To that end, interventions based on mindfulness are worthwhile options for use within organizations, particularly in the context of leadership development programs.

While most models of leadership assume a linear relationship between certain leadership behaviors and performance, other voices suggest that effective leaders need to possess great behavioral flexibility so that they can adapt with agility to the multiple needs of the people and situations around them. Few studies have examined the factors that may play a role in leadership flexibility.

At the beginning of the 20th century, three intertwined ambitions drove federal legislation over wildlife and biodiversity: establishment of multiple-use federal lands, the economic development of natural resources, and the maintenance of option values. We examine this federal intervention in natural resource use by analyzing roll call votes over the past century with a Random Utility Model (Manski, 1977) and conclude that economics mattered. So did ideology, but not uniformly. After World War II, the pro-environment vote which had been conservative shifted to being liberal. All these votes involved decisions regarding public land that reallocated the returns to users by changing the asset’s physical character or its usage rights. We suggest that long-term consequences affecting current resource allocations arose from disparities between broadly dispersed benefits and locally concentrated socioeconomic and geophysical (spatial) costs. We show that a primary intent of public land management has become to preserve multiple-use option values and identify important factors in computing those option values. We do this by demonstrating how the willingness to forego current benefits for future ones depends on the community’s resource endowments. These endowments are defined not only in terms of users’ current wealth accumulation but also from their expected ability to extract utility from natural resources over time.

The main goal of this study was to determine whether coachees assigned to complete an after-event review (AER) to prepare for each coaching session would experience greater development in their leadership flexibility than participants assigned to a group experiencing process-oriented coaching without AERs.

Data were obtained using a quasi-experimental design with multi-source and longitudinal data, including 46 coachees and 103 external raters.

The AER was associated with greater improvement in leadership flexibility (forcing-enabling duality). In contrast, participants who did not use AER had lower leadership flexibility as assessed by external respondents. Leadership flexibility was associated with team performance and vitality.

Results show that during this process, clients' ownership of their development plan is reinforced, as is their capacity to internalize this process of reflection once the coaching is finished, thus allowing the development to continue beyond the approach.

These results are among the first to suggest that a specific structured facilitation process used by coaches may be more effective in the development of coachees than regular process-oriented coaching.

Perhaps the most remarkable event in the US medical market in the last ten years has been the astonishing growth of the new kinds of health‐care delivery systems that are collectively known as health maintenance organisations (HMOs). Indeed, they are now posing a serious threat to the conventional insurance sector which has traditionally covered most Americans. According to data collected by the US Department of Health and Human Services and the Minnesota research foundation, InterStudy, some 18.9 million people were enrolled in an HMO in June 1985, so that the 400 HMOs then in existence accounted for roughly nine per cent of the health‐care market. Today's figures are undoubtedly higher, and one New York investment company expects that ‘by 1990, 75 million people, or 30 per cent of the population, will be members of HMOs’, with the organisations achieving ‘membership expansion and revenue growth of 30–40 per cent a year’

The purpose of this paper is to explore the idea that action makes knowledge more consequential for being deemed an emergent leader among peers. The authors hypothesized that mastery of teamwork knowledge has a stronger relationship with advancement potential when combined with a strong propensity to work toward collective success (i.e. greater action).

The authors tested the hypothesized interaction with moderated path analysis of data from two field studies on team-based trainees in a military leadership-development program.

The findings suggest that to be deemed an exceptional leader among one’s peers, an individual must have both relevant expertise and a propensity to use that expertise to the benefit of others. Either of these attributes matters more when combined with a great deal of the other, such that they are interdependent rather than independent.

Informed by the findings, the authors discuss several ways for organizations to build a sufficient internal supply of future leaders. Such interventions include personal coaching and mentoring as means of developing possible candidates, for higher level leadership roles, who are deficient in one or both of the focal attributes (i.e. knowledge and action).

The authors propose the role of action in relation to knowledge as one of augmentation rather than compensation. This represents a unique theoretical specification, in that few models have specified interactions among individual-level factors in explaining leader emergence. The finding that action is pivotal in shaping the extent to which knowledge is conducive to establishing oneself as a candidate for higher level roles of organizational leadership represents a unique empirical contribution to the leadership development literature.

The chapter begins by presenting a case study of a 4th grade student, who has been referred by his teacher for an evaluation. However before this case can be completely understood, it is necessary to understand the limitations associated with the general intelligence approach of assessment. The chapter provides an overview of these limitations and suggests using a processing-based approach instead of a general intelligence approach. The second section outlines the Planning, Attention, Simultaneous, and Successive (PASS) theory and approach toward assessment, which is supported by neuropsychological research. The final section returns to the case study and demonstrates how the information gathered using the PASS theory and Cognitive Assessment System (CAS) can be used to guide interventions for various learning disabilities.