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The Agenda (December 2022): Newsletter for the Lincoln LGBTQ+ Resource Center
Get PDFThe quarterly newsletter from the Lincoln LGBTQ+ Resource Center at Gonzaga
Post-phenomenology, Transduction, and Speculative Fabulations
Get PDFThis response briefly argues that post-phenomenology has always cut across the transcendental-empirical divide and is able to cultivate a deep respect for technologies in their otherness, without denying their relation to humanity. It does this by revisiting Don Ihde’s genetic phenomenological variations and tracing its relation to Gilbert Simondon’s ontogenesis. Having set up the historical nature of objects, the second part of this paper will take up Yoni Van Den Eede’s call for a more speculative approach
Review of A New English Grammar by Andrew Rossiter
Get PDFA New English Grammar by Andrew Rossiter (2021), is a clear, well organized, practical guide to English grammar at a high-intermediate to advanced level. With only four chapters, covering verbs, nouns, other parts of speech, and sentences and clauses, it organizes grammar points at the level of core concepts, so that the readers can see the big picture of the grammar web holistically
NOW 2022-02 February
No full textCorpus of News on the Web data for February 2022.
The TAR folder contains linguistic data in three formats: Database: This is the format allows for the most robust searches and allows for powerful JOINs across corpus, lexicon, and source tables but requires knowledge of SQL. See Full-text corpus data for more information on how to use the database format. Linear Text: This format provides a textID for each text, and then the entire text on the same line. In this format, words are not annotated for part of speech or lemma. In addition, contracted words like can\u27t are separated into two parts (ca n\u27t) and punctuation is separated from words (eye level . As her). Word, Lemma, Part of Speech: Texts are separated by a line with ## and the textID
Heat Watch Spokane
Get PDFThe Urban Heat Island (UHI) Mapping Campaign in Spokane, WA was conducted in collaboration with the CAPA Heat Watch program, National Integrated Heat Health Information System, the National Oceanic and Atmospheric Administration’s (NOAA’s) Climate Program Office, Gonzaga University’s Center for Climate, Society, and the Environment, and local volunteers. The purpose of the community science campaign was to determine where urban heat is concentrated in Spokane and the severity of the urban heat islands in our community. The UHI Campaign took place on July 16th, 2022 covering all 69.5 mi² of Spokane, collecting 43,988 measurements with the help of 40 volunteers. The maximum temperature recorded was 94.1°, with a temperature differential of 13.9°
Spokane Climate Project
No full textThe Climate Impacts Research Consortium (CIRC) partnered with the Spokane community to create a comprehensive report to analyze how our region will be impacted by climate change. This became known as the Spokane Climate Project, and this film explores the project\u27s findings along with local experiences and perspectives to help ignite our hope & action.
To read the full report, visit http://www.spokaneclimateproject.org.
As a result of climate change, the Spokane region will experience the following: year-round increased temperatures, changes in precipitation patterns, a decrease in snowfall, more smoky days from wildfires, and altered timing and volume on the Spokane river. Not only will the physical aspects of the environment be impacted, but the local economy will be impacted by climate change, as well. Certain groups and communities are most at risk from the impacts of climate change in our region, and as such there is important work to be done.
Spokane\u27s Sustainability Action Subcommittee (SAS) defines sustainability as the balance of ecological, social, and economic aspects of our community to ensure the health and prosperity of all people living and working in Spokane, as well as for future generations. Learn about actions we can take as a City here: http://my.spokanecity.org/sas.
This video was created for the Gonzaga Climate Center by Rogue Heart Media
Spokane Candidates Climate Change Forum 2022
Get PDFWhat do local candidates for office think about climate change? How will it affect your vote in November? To aid citizens in their democratic deliberations, Gonzaga’s Center for Climate, Society, and the Environment is proud to host the Spokane Candidates Climate Change Forum on the first Wednesday each October.
The Climate Forum has been hosted annually since 2019 and is a non-partisan space where candidates for local office can share with local voters and citizens what they would or would not do or support if elected to office
Analyzing Störmer-Cowell Predictor-Corrector Methods
No full textThe Störmer-Cowell family of multistep methods are used to approximate solutions to many second-order differential equations of the form y′′=f(x, y), particularly in celestial mechanics. In this project, we study the order of the combined Störmer-Cowell predictor-corrector methods. In particular, when an order-q corrector is combined with various orders of predictors, what is the order of the resulting method? We then compare the stability properties amongst methods of the same order
Topological Data Analysis: Analysing Data with Persistent Homology
No full textGoals: to apply Persistent Homology to data on airline routes
The Relationship Between Servant-Leadership and Employee Resilience
Get PDFLiu et al. (2019) wrote, “resilience has become increasingly important for individuals, organizations and society to flourish in the uncertain, risky, turbulent and ambiguous world we live in today.” Resilience enhances the functioning of individuals, teams, and organizations (Britt et al., 2016). Workplace stressors lead to outcomes antithetical to resilience, such as burnout (Lee & Ashforth, 1996), poor physical and mental health (Beasley et al., 2003; Holden et al., 2010), absenteeism (Väänänen et al., 2003), intention to turnover (Chiu et al., 2009; Deery et al., 2010), anxiety, and depression (Melchior et al., 2007). In contrast, Robertson et al.’s (2015) review of 14 studies exploring the results of resilience training in the workplace found that increasing the resilience of employees increases their (a) well-being, (b) mental health, (c) psychosocial functioning, and (d) job performance. Resilient employees are more emotionally stable when faced with adversity, more open to new experiences, and more adaptable to shifting demands (Tugade & Fredrickson, 2004). Continuous, substantive change is increasingly common for organizations and their members (Wee & Taylor, 2017). Studies indicate that resilient individuals respond to change (Tugade & Fredrickson, 2004) better than less resilient colleagues do. Resilience also positively influences employees’ commitment to organizational change (Shin et al., 2012) and overall performance (Luthans et al., 2005). Significant, positive relationships exist between resilience and job satisfaction as well as between resilience and work happiness (Youssef & Luthans, 2007). Kuntz et al. (2016) suggested, “the demonstration of resilient behaviors is predicated on the organization’s and its leaders’ ability to create an environment that enables and supports employees” (p. 461). Therefore, organizational leaders seeking to minimize workplace distress and enhance workplace flourishing should seek to increase employee resilience. Such resilience plasticity (i.e., an individual’s resilience can be increased or decreased) within an organizational setting (Reyes et al., 2015) should encourage and challenge organizational leaders to identify and engage employee-resilience developing behaviors. Research not only reveals that leaders can help followers develop resilience by modeling resilient behaviors (Norman et al., 2005; Shek & Leung, 2016) but also that servant-leadership can reduce stress in employees, an indicator of resilience (Badger, 2017). In contrast to the negative outcomes of workplace stress, research shows that servant-leadership increases employees’ intention to stay (Jaramillo et al., 2009), decreases burnout (Babakus et al., 2010), and relates positively to the psychological health of employees (Rivkin et al., 2014). However, while research demonstrates these likely linkages between servant-leadership and resilience or its benefits, studies have not empirically assessed the relationship. Thus, this study investigated the research question: what relationship, if any, exists between servant-leadership behaviors and employee resilience