1,370,205 research outputs found
The BOSS online submission and assessment system
No full textComputer programming lends itself to automated assessment. With appropriate software tools, program correctness can be measured, along with an indication of quality according to a set of metrics. Furthermore, the regularity of program code allows plagiarism detection to be an integral part of the tools that support assessment. In this paper, we describe a submission and assessment system, called BOSS, that supports coursework assessment through collecting submissions, performing automatic tests for correctness and quality, checking for plagiarism, and providing an interface for marking and delivering feedback. We describe how automated assessment is incorporated into BOSS such that it supports, rather than constrains, assessment. The pedagogic and administrative issues that are affected by the assessment process are also discussed
Evaluation of the BOSS online submission and assessment system
No full textComputer programming lends itself to automated assessment. With appropriate software tools program correctness can be measured, along with an indication of quality according to a set of metrics. Furthermore, the regularity of program code allows plagiarism detection to be an integral part of the tools that support assessment. In this paper, we consider a submission and assessment system, called BOSS, that supports coursework assessment through collecting submissions, performing automatic tests for correctness and quality, checking for plagiarism, and providing an interface for marking and delivering feedback. We present the results of evaluating the tool from three perspectives - technical, usability, and pedagogy
Morris E. Boss letters, W.0078
No full textAbstract: Thirteen letters written by Morris E. Boss and members of the Boss family of Binghamton, New York.Scope and Content Note: These thirteen letters were written between 1861 and 1865 by Morris E. Boss of Binghamton, New York, and members of his family. Most of the letters were sent from Morris E. Boss to his brother, Homer B. Boss. A member of the Sixty-first New York Infantry, Morris's letters include brief accounts of the Battle of Seven Pines and Chancellorsville. His letters also describe camp life, including notable discussions of payroll backlogs, the draft, and the execution of deserters. In his last letter, dated June 20, 1865, Morris describes the discharge process and notes that he is owed $575.00 in back pay.The remaining letters are written by or addressed to other members of the Boss family; these letters also relay war news and updates on Morris's health and wellbeing. A letter from Charles Boss to Homer B. Boss written in December 1861 discusses Morris's enlistment and lists the names of other local recruits. Another letter from S. E. Sarrabu presumably addressed to Morris's sister Louisa M. Boss (incorrectly addressed as S. M. Boss) reports that Morris is missing and presumed injured after a shell exploded near him during a skirmish at Appomattox.Transcriptions of the letters are included, although there is no information as to who provided the transcriptions.Biographical/Historical Note: The son of carriage maker Ela W. Boss and Louisa Butler Boss, Morris E. Boss was born on April 7, 1844, in Fabius, New York. On November 6, 1861, he enlisted in Company I in the New York Sixty-first Infantry, later transferring to Company F. During the war, Morris received two commissions, advancing to full corporal on March 11, 1863, and full second lieutenant on December 15, 1864. He was discharged on July 15, 1865.After the war, Boss returned to New York, settling in Binghamton. City directories published between 1883 and 1899 list Boss as the owner and proprietor of a a number of hotels, billiard parlors, and saloons. Boss died between 1899 and 1900
Selecting your boss: sex, age, IQ and EQ factors
No full textThis paper set out to examine the way people weigh information when making upward decisions as to who they would like as a boss. One hundred and sixty seven participants rank ordered 16 potential bosses in a 2 × 2 × 2 × 2 design that differentiated between the sex, age, level (high vs. average) IQ and EQ scores of possible candidates. Results of the within participants ANOVA showed no significant preference for gender or age of a boss but a strong preference for high EQ and IQ, with EQ more powerful that IQ. Significant interactions showed that participants favoured young, male bosses and old, female bosses over old, male bosses and young, female bosses. A between participant analysis showed as predicted, female over male respondents favoured a high EQ in their boss. The gender bias in selection committees may strongly influence the weighting given to different characteristics sought. This indicates the value of social skills and emotional intelligence at work
Veronique Drouhin-Boss Interview
No full textThis interview is with Veronique Drouhin-Boss, a fourth-generation winemaker who is the winemaker at Domaine Drouhin in Dayton, Oregon. Drouhin-Boss talks about her home in France, her early days in the industry, the day she and her father first found out about Oregon wine, and managing her time between two continents. She also speaks to the changing weather in the Willamette Valley and how soil affects the grapes.
For a shareable version of this video, please see the interview on YouTube
Research; BOSS Study Trip Japan '09: Architecture, Urbanism, Real Estate & Housing and Technology in Japan
No full textJapan is a land of many faces as we discovered: from seasonal changes, and thereby heavy rainfall, high humidity, tropical cyclones; to a stunning 127,300,000 inhabitants; or what about the only 10% buildable surface of the continent; seismic activity; fast going technological developments like electronic gadgets, robots, and supersonic trains without even a second delay (in contrast of the Dutch situation)... Even in its names Nihon, Nippen, Nippon, Japon or Japan, one gets fascinated by the typical culture and curious about the roots of it. Protected by the ocean, culture was kept pure for many centuries. Strong and straightforward, ‘the old way of doing things’ is still embedded in the modern life of Japan. Although the western civilization has made its entrance by ways of KFC’s, McD’s, music, lifestyle and beauty, Japan kept its very own interpretation of approaching things. Hierarchy still is of significant influence, and socially we can learn from its generousness and kindness. Enough reasons for BOSS to decide to make a two weeks study trip to this fascinating country! Despite of this relatively short period and thereby busy schedule, a wide range of interesting information from various sources made this trip exiting, and informative. The following pages represent a reflection of the trip: a research that is done by the participating students from the faculty of Architecture at the University of Technology Delft . As a student society from this faculty, BOSS – Building Organization Student Society – each year organizes trips to likewise interesting countries. It stimulates students and broadens their theoretical context with a practical touch. As study trip committee, we are proud to present this publication and would like to wish you a pleasant reading. At last, a great appreciation is made to our supporting professors Hans Wamelink and Rob Geraedts and the input of the students. Moreover, without the help of contacts in Japan and The Netherlands and support of sponsors we would not have been able to experience an interesting country like Japan at all. Thank you all for supporting BOSS!Real Estate & HousingArchitecture and The Built Environmen
PSYNDEX Tests Review für BOSS - Burnout-Screening-Skalen
No full textThis is a PSYNDEX Tests Review of BOSS - Burnout-Screening-Skalen. PSYNDEX Tests Reviews are written in German and describe and evaluate psychological and educational tests used in the German-speaking countries. PSYNDEX Tests is offered by the Leibniz Institute for Psychology as open access documentation.Das ist ein PSYNDEX Tests Review zu BOSS - Burnout-Screening-Skalen. PSYNDEX Tests Reviews beschreiben und bewerten zentrale psychologische und pädagogische Testverfahren, die in den deutschsprachigen Ländern eingesetzt werden, nach einem standardisierten Raster. PSYNDEX Tests wird durch das Leibniz-Institut für Psychologie als Open Access Dokumentation angeboten.Diagnostische Zielsetzung: Ziel des BOSS ist es, einen Verdacht auf das Vorliegen einer Burnout-Problematik im Sinne einer Zustandsdiagnostik abzuklären. Es sind ebenso Veränderungsmessungen möglich, etwa im Verlauf einer Burnout-Behandlung. Mit den beiden Fragebögen können aktuelle psychische (kognitive und emotionale), körperliche und psychosoziale Beschwerden erfasst werden, wie sie typischerweise bei einem Burnout-Syndrom auftreten. Ausdrücklich nicht geeignet ist das Verfahren jedoch als alleinige Grundlage für eine Differenzialdiagnose zur Unterscheidung zwischen Burnout-Syndrom und depressiver Störung. Des Weiteren ist aufgrund seiner leichten Durchschaubarkeit vom Einsatz in verfälschungsanfälligen Situationen (z.B. bei der Eignungsdiagnostik) abzuraten. Aufbau: Das Verfahren besteht aus zwei eigenständig einsetzbaren Selbstbeurteilungs-Fragebögen zu je 30 Items. Die Beantwortung erfolgt auf einer sechsstufigen Antwortskala (von 0 "trifft nicht zu" bis 5 "trifft stark zu"). BOSS I erfasst subjektiv empfundene Beschwerden in vier Lebensbereichen (Beruf, eigene Person, Familie, Freunde). Die Fragen sind bezogen auf die zurückliegenden sieben Tage zu beantworten. Mit BOSS II können vertiefend Beschwerden auf drei weiteren Ebenen erfasst werden (körperlich, kognitiv und emotional). Die BOSS-II-Fragen sind bezogen auf die zurückliegenden drei Wochen zu beantworten. Grundlagen und Konstruktion: Die theoretische Grundlage bildet ein multifaktorielles Arbeitsmodell, das sowohl systemische und psychosomatische Modellannahmen als auch Annahmen von Stress-Coping-Modellen integriert. Die Testkonstruktion erfolgte auf der Basis der Klassischen Testtheorie. Die Itemgenerierung basiert auf Literaturrecherchen und Experteneinschätzungen klinisch und therapeutisch geschulter Ärzte und Psychologen. Die endgültige Testform wurde in mehreren Erprobungsschritten entwickelt. Empirische Prüfung und Gütekriterien: Reliabilität: Für die beiden Bestandteile des BOSS werden Konsistenzmaße und Retestreliabilitäten angegeben. Der mittlere Wert für Cronbachs Alpha für die vier Skalen des BOSS I beträgt .80, für die drei Skalen des BOSS II .87. Die mittlere Retestreliabilität (nach 2 Tagen) beträgt für BOSS I .89, für BOSS II .89. Die Verlaufssensitivität des BOSS II wurde im klinisch-stationären Behandlungskontext nachgewiesen (geringere mittlere Messwerte sowohl für BOSS II als auch für den Gesamtwert der SCL-90-R nach drei Wochen). Validität: Die angenommene faktorielle Struktur konnte für die beiden BOSS-Bestandteile nicht bestätigt werden, die Skalenaufteilung wurde aber aufgrund inhaltlicher und anwendungsbezogener Überlegungen beibehalten. Zur Überprüfung der Konstruktvalidität wurden in verschiedenen Studien die Korrelationsmuster zwischen den BOSS-Skalen und thematisch ähnlich ausgerichteten Messinstrumenten (Trierer Inventar zum chronischen Stress TICS, Maslach Burnout Inventory MBI) untersucht. Die Korrelationen der Subskalen des BOSS I mit den TICS-Subskalen lagen in drei unabhängigen Stichproben mehrheitlich über .47. Die Korrelationen der BOSS-Subskalen mit dem MBI-Gesamtwert lagen zwischen .40 und .67. Die Kriteriumsvalidität lag in zwei verschiedenen Studien zwischen .37 und .57 (Korrelation der Subskalen von BOSS I und BOSS II mit der Skala Depressivität der SCL-90-R) und zwischen .56 und .82 (Korrelation der Subskalen des BOSS II mit der Skala Depressivität der SCL-90-R). DieDifferenzierungsfähigkeit des BOSS zwischen zwei Patientengruppen (Diagnose Depressive Störung vs. Burnout) erwies sich angesichts einer Sensitivität von .78 und einer Spezifität von .41. als begrenzt. Normen: Es liegen T-Werte aus einer hinsichtlich Alter, Geschlecht, regionaler Herkunft und Bildungsabschluss gemischten Normstichprobe (N = 300) vor, die im Jahre 2008 erhoben wurden. Der Test ist normiert für einen Altersbereich zwischen 18 und 65 Jahren.publishedVersio
Stellar velocity dispersions and emission line properties of SDSS-III/BOSS galaxies
No full textInternational audienceWe perform a spectroscopic analysis of 492 450 galaxy spectra from the first two years of observations of the Sloan Digital Sky Survey (SDSS) III/Baryonic Oscillation Spectroscopic Survey (BOSS) collaboration. This data set has been released in the ninth SDSS data release, the first public data release of BOSS spectra. We show that the typical signal-to-noise ratio of BOSS spectra, despite being low, is sufficient to measure stellar velocity dispersion and emission line fluxes for individual objects. We show that the typical velocity dispersion of a BOSS galaxy is similar to 240 km s(-1). The typical error in the velocity dispersion measurement is 14 per cent, and 93 per cent of BOSS galaxies have velocity dispersions with an accuracy of better than 30 per cent. The distribution in velocity dispersion is redshift independent between redshifts 0.15 and 0.7, which reflects the survey design targeting massive galaxies with an approximately uniform mass distribution in this redshift interval. We show that emission lines can be measured on BOSS spectra. However, the majority of BOSS galaxies lack detectable emission lines, as is to be expected because of the target selection design towards massive galaxies. We analyse the emission line properties and present diagnostic diagrams using the emission lines [O II], H beta, [OIII], H alpha and [N II] (detected in about 4 per cent of the galaxies) to separate star-forming objects and active galactic nuclei (AGN). We show that the emission line properties are strongly redshift dependent and that there is a clear correlation between observed frame colours and emission line properties. Within in the low-z sample (LOWZ) around 0.15 \textless z \textless 0.3, half of the emission line galaxies have low-ionization nuclear emission-line region (LINER)-like emission line ratios, followed by Seyfert-AGN-dominated spectra, and only a small fraction of a few per cent are purely star-forming galaxies. AGN and LINER-like objects, instead, are less prevalent in the high-z sample (CMASS) around 0.4 \textless z \textless 0.7, where more than half of the emission line objects are star forming. This is a pure selection effect caused by the non-detection of weak H beta emission lines in the BOSS spectra. Finally, we show that star-forming, AGN and emission line free galaxies are well separated in the g - r versus r - i target selection diagram
Flexible Workspace and Authoritarian Surveillance: The case of the TU Delft faculty of Architecture
No full textAfter The Great Fire in the spring of 2008, the Faculty of Architecture of the TU Delft (Bouwkunde) has equipped its new, temporary lodgings with flexible workspaces for students, teachers and researchers. Together with organisational changes, this spatial solution involves an acute change in what was before a university department based on principles of academic freedom and liberal institutions. Protest was waved aside. This combined intervention involves a ‘revolution from above’, transforming of an ‘old-fashioned’ faculty into an authoritarian organisation.Real Estate & HousingArchitectur
Cooperative Games arising from Information Sharing Situations
No full textRelations are established between information sharing (IS) situations and IS-games on one hand and information collecting (IC) situations and IC-games on the other hand. It is shown that IC-games can be obtained as convex combinations of so-called local games. Properties are described which IC-games possess if all related local games have the respective properties. Special attention is paid to the classes of convex IC-games and of k-concave IC-games. This last class turns out to consist of total big boss games. For the class of total big boss games a new solution concept is introduced: bi-monotonic allocation schemes.cooperative games;information;big boss games;bi-monotonic allocation scheme
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