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1,404 results on '"Mahoney, Thomas A."'

2. Mastery Grading: Build-a-Syllabus Workshop

Author

Cilli-Turner, Emily, Dunmyre, Justin, Mahoney, Thomas, and Wiley, Chad

Abstract

While you may be ready to make the change to implementing Mastery Grading, you may still wonder exactly how to do this. This paper seeks to compile recommendations on implementing mastery grading from various sources as well as examples from our own experiences. The reader should expect a detailed overview of the components involved in mastery grading as well as practical advice, such as guiding questions to consider before any implementation and a build-a-syllabus workshop to get started.

Published
2020
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3. Dynamic coloring parameters for graphs with given genus

Author

Loeb, Sarah, Mahoney, Thomas, Reiniger, Benjamin, and Wise, Jennifer

Subjects
Mathematics - Combinatorics, 05C15, 05C10
Abstract

A proper vertex coloring of a graph $G$ is $r$-dynamic if for each $v\in V(G)$, at least $\min\{r,d(v)\}$ colors appear in $N_G(v)$. In this paper we investigate $r$-dynamic versions of coloring, list coloring, and paintability. We prove that planar and toroidal graphs are 3-dynamically 10-colorable, and this bound is sharp for toroidal graphs. We also give bounds on the minimum number of colors needed for any $r$ in terms of the genus of the graph: for sufficiently large $r$, every graph with genus $g$ is $r$-dynamically $((r+1)(g+5)+3)$-colorable when $g\leq2$ and $r$-dynamically $((r+1)(2g+2)+3)$-colorable when $g\geq3$. Furthermore, each of these upper bounds for $r$-dynamic $k$-colorability also holds for $r$-dynamic $k$-choosability and for $r$-dynamic $k$-paintability. We develop a method to prove that certain configurations are reducible for each of the corresponding $r$-dynamic parameters., Comment: 19 pages, 18 figures

Published
2015

4. Online Paintability: The Slow-Coloring Game

Author

Mahoney, Thomas, Puleo, Gregory J., and West, Douglas B.

Subjects
Mathematics - Combinatorics, 05C15 (primary), 05C57 (secondary)
Abstract

The slow-coloring game is played by Lister and Painter on a graph $G$. On each round, Lister marks a nonempty subset $M$ of the uncolored vertices, scoring $|M|$ points. Painter then gives a color to a subset of $M$ that is independent in $G$. The game ends when all vertices are colored. Painter and Lister want to minimize and maximize the total score, respectively. The best score that each player can guarantee is the sum-color cost of $G$, written $\mathring{\mathrm{s}}(G)$. The game is an online variant of online sum list coloring. We proe $\frac{|V(G)|}{2\alpha(G)} + \frac{1}{2} \leq \frac{\mathring{\mathrm{s}}(G)}{|V(G)|} \leq \max\left\{ \frac{|V(H)|}{\alpha(H)} : H \subset G\right\}$, where $\alpha(G)$ is the independence number, and we study when equality holds in the bounds. We compute $\mathring{\mathrm{s}}(G)$ for graphs with $\alpha(G) = 2$. Among $n$-vertex graphs, we prove that $\mathring{\mathrm{s}}$ is minimized by the star and maximized by the path. We also obtain good bounds on $\mathring{\mathrm{s}}(K_{r,s})$., Comment: 18 pages. Revised introduction, restructured several proofs

Published
2015

5. Workers' compensation claimant fraud investigations : deterring light blue-collar crime

Author

Mahoney, Thomas Gregory and Shute, Jonathan

Subjects
344.02, Deterrence, Justice, Liberty, Light Blue-Collar Crime, Workers' Compensation
Abstract

Programme evaluation research examined the criminological and socio-legal issues of a Claimant Fraud Investigation Program (CFIP) operating inside the workers' compensation system. Qualitative and quantitative methods were used to evaluate the programmes' choice of deterrence as an instrumental mechanism for achieving compliance. Key aspects of the programme were analysed from both criminological and socio-legal standpoints. Justice and liberty tensions were examined in reference to the programmes' deterrence mechanisms and the perceptions of fourteen participants' were thematically analysed. The study develops an analytically useful concept of light blue-collar crime that could be applied to other organisations and scenarios. The study concluded the programme is not effective and has more of a symbolic than instrumental value. It conducts itself ethically, however, there are problems with its' choice of deterrence and the study indicates there is a low probability for a deterrent effect. Recommendations are made for other actors and institutions to play non-deterrence based roles intended to achieve compliance.

Published
2015

8. Federated Technical Control and Analysis Elements: Setting the Theater for Cryptologic Warfighters

Author

Mahoney, Thomas

Subjects
United States. Army -- International economic relations -- Analysis, Setting (Literature), Military and naval science
Abstract

Strategic Context--Origins of a Federated System The 2018 National Defense Strategy describes 'an increasingly complex global security environment, characterized by overt challenges to the free and open international order and [...]

Published
2020

12. Management Laureates

Author

Bedeian, Arthur G., primary, West Churchman, C., additional, Hickson, David J., additional, Mahoney, Thomas A., additional, Pettigrew, Andrew M., additional, Roberts, Karlene H., additional, and Skinner, Wickham, additional

Published
2018
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14. Large-Scale Occupational Skills Normalization for Online Recruitment

Author

Hoang, Phuong, Mahoney, Thomas, Javed, Faizan, and McNair, Matt

Subjects
Resumes -- Analysis, Natural language processing -- Methods, Labor market -- Analysis, Online employment search services -- Usage, Job qualifications -- Analysis, Online employment search service, Business
Abstract

* Job openings often go unfilled despite a surfeit of unemployed or underemployed workers. One of the main reasons for this disparity is a mismatch between the skills required by [...]

Published
2018

17. Internal Labor Markets: An Empirical Investigation.

Author

Minnesota Univ., Minneapolis. Industrial Relations Center., Mahoney, Thomas A., and Milkovich, George T.

Abstract

Methods of internal labor market analysis for three organizational areas are presented, along with some evidence about the validity and utility of conceptual descriptions of such markets. The general concept of an internal labor market refers to the process of pricing and allocation of manpower resources with an employing organization and rests upon the hypothesis that these processes within an organization are very different from the external market processes. The three markets analyzed differed in several respects which might be expected to influence internal market characteristics. One market consisted of a single department of a steel company, another the managerial-professional-technical positions in a large insurance company, and the third the manufacturing labor force in a computer and office equipment manufacturer. Application of a Markov model provided empirical characterizations of these markets useful for manpower allocation processes of employing organizations. However, the range of internal labor market characteristics observed among firms raises doubts about the utility of a single conceptual model of this market. (MF)

Published
1972

22. Views of Our Readers

Author

Hofstadter, Samuel H., Lyons,, John D., O'Keefe, Brian T., Counihan, Donald M., Hughes, John E., Cooper, Richard H., Herbert, Williard A., Brauer, Walter C., McMahon, William A., Wiener, Frederick Bernays, Countryman, Vern, Mahoney, Thomas F., Schmidt, John F., Kizer, Benjamin H., Bowman, Alfred Connor, Phillips, Orie L., Turnbull, Frederick W., Mayers, Lewis, Wright, Charles Alan, Brooker, William C., Gomory, Paul L., Dworkin, Ira Bernard, LeWine, Jerome M., Preiser,, Godfrey K., Diamond, Hymen, and Jessup, Warren T.

Published
1968

26. Research Notes

Author

Seidman, Joel, Ginzberg, Eli, Fouraker, Lawrence E., Ferguson, John B., Rothbaum, Melvin, Spyropoulos, G., Myers, Charles A., Mahoney, Thomas A., and Gavett, Thomas W.

Published
1970

27. Research Notes

Author

Montague, J. T., Aaron, Benjamin, Robertson, D. J., Roberts, Harold S., Hulin, Charles L., Ali, Aamir, Rezler, Julius, Mahoney, Thomas A., Somers, Gerald G., and McLaughlin, Doris

Published
1965

35. Y'gotta believe: lessons from American- vs. Japanese-run U.S. factories

Author

Mahoney, Thomas A. and Deckop, John R.

Subjects
Industrial management -- Methods, Business, Business, general
Abstract

The successful application of Japanese management styles in American companies is examined. Transplanting Japanese industrial practices onto American soil has had mixed results. A study of two pairs of firms: Bridgestone and Firestone, and NUMMI and General Motors-Van Nuys, sheds light on the factors that contributed to the success of the Japanese-managed firm and the failure of the other. Contrary to expectations, location, culture, management practices, technology, workforce demographics and union actions do not account for differences in performance. Rather, Japanese managers' high expectations of their workers led increased organizational effectiveness, because such expectations promote trust, active participation and delegation., To understand the success of the Japanese-run American company, we need to look beyond management style, teamwork training, and union agreements. For almost 20 years now, the voices of consultants, [...]

Published
1993

36. ASHRAE Standard 90 still agitates hvac engineers

Author

Mahoney, Thomas A.

Subjects
Ventilation -- Standards, Air conditioning -- Energy use, Architecture and energy conservation -- Planning, Commercial buildings -- Energy use, Business, Construction and materials industries, Environmental services industry, ASHRAE -- Standards
Abstract

INDIANAPOLIS -- For nearly 20 years, hvac system designers within the American Society of Heating, Refrigerating and Air-Conditioning Engineers (ASH-RAE) have wrestled with the problem of reducing energy consumption in [...]

Published
1991

37. The Expectancy Model in the Analysis of Occupational Preference and Occupational Choice.

Author

Wheeler, Kenneth G. and Mahoney, Thomas A.

Abstract

Explored differences between factors related to occupational preference and occupational choice for college students. Results supported the model indicating occupational preference was primarily a function of pure attraction; occupational choice was a function of attraction, expectancy of attaining an occupation, and consideration of expected costs. (Author/JAC)

Published
1981

41. The Conditioning Influence of Organization Size Upon Managerial Practice

Author

Mahoney, Thomas A.

Abstract

Two dimensions of organization size -- unit size and size of parent organization -- are analyzed for independent and joint relationships with various dimensions of organizational behavior and managerial practice. Results suggest that managerial practices of delegation, staffing, and direction vary with size and moderate expected size influences upon coordination and performance. (Auupervisory Methods

Published
1972

49. Peace and Order Under Law

Author

Cabot, Henry B., Goldsmith, John M., Bass, Perkins, Farmer, Fyke, Goldsmith, John F., Katz, Wilber G., Roberts, Owen J., Peaslee, Amos J., Thomson, Joseph C., Scandrett,, Richard W., Winslow, Francis E., Morford, James R., Mahoney, Thomas H., Axtell, Silas Blake, Lindstrom, Ralph G., Finletter, Thomas K., Thatcher, Paul, Apsey, Lawrence S., Teasdale, Kenneth, Apperson, John W., Pryor, J. C., Grant, W. W., Murdock, James Oliver, Freeman, Harrop A., Cantrell, John H., Priest, A. J. G., Wilkin, Robert N., Clark, Grenville, Allen, Florence E., and McKay, Douglas

Published
1946

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