This paper introduces new polarimetric algorithms for generating 3-D images and estimating scattering mechanisms from polarimetric multibaseline (MB) interferometric synthetic aperture radar (SAR) ...measurements. First, an MB interferometric SAR signal model is generalized to the fully polarimetric configuration, establishing the notion of polarimetric reflectivity. Subsequently, polarimetric beamforming, Capon, and MUSIC methods that determine optimal polarization combinations for height estimation are developed. These new techniques allow for extracting the height of reflectors, the associated scattering mechanisms, and the polarimetric (pseudo)reflectivities. By means of polarimetric dual-baseline interferometric SAR observations of an urban environment, the performance of the conceived algorithms is examined in detail. Producing 3-D images of a building layover, the quality of the approaches is compared in terms of refined resolution and lowered side lobes. Furthermore, the scattering processes occurring in urban scenes are investigated thoroughly by analyzing the optimal reflection types. The algorithms are validated using dual-baseline polarimetric SAR interferometric data at L-band acquired by German Aerospace Center's experimental SAR system over Dresden city.
Die Zahl der Beschäftigten in Kurzarbeit in Deutschland dürfte nach einer Schätzung des ifo Instituts im Juli deutlich auf 5,6 Mio. Personen gesunken sein, nachdem sie im Juni bei schätzungsweise 6,7 ...Mio. Personen und im Mai bei 7,3 Mio. Personen gelegen war. Der Rückgang der Kurzarbeit auf hohem Niveau ist in nahezu allen Branchen und Regionen erkennbar. Eine besonders positive Entwicklung ist im Handelsgewerbe sowie einigen Dienstleistungsbereichen zu verzeichnen.
Due to the increasing importance of digitization, ICT and engineering sectors are also growing. In these sectors, there are a lot of high-qualified and well-paid jobs. However, despite the growing ...importance and popularity of digital solutions, one fact (at least) is, unfortunately, still very stable within the ICT and engineering sectors: When it comes to employees, there are still huge differences with respect to gender and gender stereotypes. (Commercial) technology development can be regarded as having masculine connotations both structurally and culturally. Therefore, we address these connotations, especially the roles of androcentric bureaucracy, which could be described as hierarchical, technocentric, and very controlling-oriented, and (the structural possibilities of) self-efficacy. We discuss, conceptually and empirically with a focus on software development, whether new management approaches like agile frameworks and new management roles like Feel-good Managers and Scrum Master could be seen as a cure for inequality or if there are new stereotypical gender-related ascriptions for specific activities or processes.
Qualitative Interviews haben pandemiebedingt eine Virtualisierung erfahren. Der Goldstandard der Face-to-Face-Interviews wurde in ein digitales Format übersetzt, d.h., Interviews werden auf Distanz ...geführt. Die Notwendigkeit, die Potenziale und Grenzen von Interviews auf Distanz zu reflektieren sowie epistemologische Konsequenzen zu bedenken, ist auch angezeigt, da sich sukzessive eine Normalisierung abzeichnet. Methodologische Fragen, die die empirischen Gegenstände selbst, die Fallauswahl, die konkreten Interviewsituationen und das technische Setting betreffen, sollen in Bezug auf ihre Vor- und Nachteile eruiert werden, um so eine Aussage treffen zu können, was als new normal gelten könnte.
In recent years, empowerment has increasingly become the watchword for work in knowledge-intensive industries. In particular, The Agile Manifesto (2001) and new management approaches such as agile ...frameworks promise to cut down documentation duties and increase autonomy for knowledge workers. It nonetheless remains an open question whether self-organisation as a structural framework and self-organising as an agentic, team-based process can actually be realised in a holistic manner. By building on insights into the paradox of organising and the paradox of autonomy and control, we consider the conditions under which self-organised work in fact becomes feasible. We therefore focus conceptually on two paradoxes of empowerment and empirically on project teams within software development firms. Our data show that organisations might respond to these paradoxes by structurally and culturally opening up to agile approaches – thereby not only empowering teams, but also enabling them to develop by providing structural and personal resources, qualifications and means for promoting self-awareness.
Der Fachkräftemangel in Deutschland ist immer mehr zum flächendeckenden Problem gewachsen, das nahezu alle Wirtschaftsbereiche und Regionen betrifft. Knapp die Hälfte aller Unternehmen melden derzeit ...eine Beeinträchtigung ihrer Geschäfte aufgrund fehlenden Fachpersonals. Der Fachkräftemangel hat in nahezu allen Ländern deutlich angezogen. Dies gilt insbesondere für die letzten beiden Jahre. Dabei zeigt sich, dass Deutschland im europäischen Vergleich besonders stark vom Fachkräftemangel betroffen ist.
The ifo Business Climate Index for industry and trade will be replaced by the ifo Business Climate for Germany. This now also includes the service sector and will form the basis for the ifo ...Institute’s monthly press release as of April 2018. The ifo Business Climate Index for industry and trade (excluding the service sector) will still be calculated, but no longer commented on by the ifo Institute. The base year for the index calculation will be changed from 2005 to 2015. The aggregation procedure will be changed in detail, whereby the basic method of calculation (balance methodology) remains unchanged. Company responses (micro data) are now assigned differently to the hierarchy levels in some cases. This change means that all of the time series have been recalculated using the adjusted methodology. In this recalculation of all of the time series, responses from companies were also taken into account which in the past were only submitted after the survey deadline and thus excluded from the aggregations.
Human cancers frequently display substantial intra-tumoural heterogeneity in virtually all distinguishable phenotypic features, such as cellular morphology, gene expression, and metastatic potential. ...In order to investigate tumour heterogeneity in myxofibrosarcoma, we established a novel myxofibrosarcoma cell line with two well defined sub-clones named MUG-Myx2a and MUG-Myx2b. The parental tumour tissue and both MUG-Myx2 cell lines showed the same STR profile. The fact that MUG-Myx2a showed higher proliferation activity, faster migration and enhanced tumourigenicity was of particular interest. NGS mutation analysis revealed corresponding mutations in the FGFR3, KIT, KDR and TP53 genes. In contrast, the MUG-Myx2a cell lines showed an additional PTEN mutation. Analysis of CNV uncovered a highly aberrant karyotype with frequent losses and gains in the tumour sample. The two MUG-Myx2 cell lines share several CNV features of the tumour tissue, while some CNVs are present only in the two cell lines. Furthermore, certain CNV gains and losses that are exclusive to either MUG-Myx2a or MUG-Myx2b, distinguish the two cell lines. As it is currently not possible to purchase two different sarcoma cell lines derived from the same patient, the novel myxofibrosarcoma cell lines MUG-Myx2a and MUG-Myx2b will be useful tools to study pathogenesis, tumour heterogeneity and treatment options.
Project-based work is considered a prototype for modern knowledge work, but is also often linked to stress. Complementing or substituting for conventional project management, agile methods are on the ...rise, but the implications of these methods for stress on employees still remain largely hidden. This article presents the results from qualitative case studies in software development that show how diverse agile methods are lived in practice and how these variations affect stress levels. The results unveil how agile methods, under certain assumptions, can protect team members against stress and voluntary self-exploitation - offering a safe space that is, however, fragile and requires accompanying organisational backing.
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