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Media Brand Management
(2022)
The management of media brands faces challenges. In order to be able to point out possible solutions, this article first explains the concept and the nature of “media brands.” Subsequently, various theoretical approaches to the explanation of media brands and their management are presented. Regardless of theoretical preferences, it is important to keep in mind the brand-strategic complexity of media management that is subsequently described. Due to their specificity, special attention is paid to the basic strategic positioning options and to the communication management of media brands. In this way, the special features of media brand management become clear in comparison with other products and services.
Nanofluids, defined as fluids containing suspended solid nanoparticles, are potential systems for utilization in biomedical applications. Magnetic Particle Imaging (MPI) uses superparamagnetic nanofluids, e.g. a colloidal suspension of iron oxide particles. In this work a new biocompatible nanofluid based on pure and stable ferromagnetic carbon is investigated. Although this material has a relatively small value of coercive magnetic field, it does exhibit a true ferromagnetic behavior up to 300 K. We present results obtained from numerical investigations performed to calculate the impact of a ferromagnetic magnetization to the MPI signal chain. Moreover, by modeling ferromagnetic magnetization we prove here the general suitability of ferromagnetic materials for MPI. Due to the low saturation magnetization, however, MPI for ferromagnetic carbon will be possible only in the near future when realistic concentrations of the nanofluid ferromagnetic carbon will be experimentally obtainable.
Environmental Protection
(2018)
Radiotherapy (RT) treatment planning is based on computed tomography (CT) images and traditionally uses the conventional Hounsfield unit (CHU) range. This HU range is suited for human tissue but inappropriate for metallic materials. To guarantee safety of patient carrying implants precise HU quantification is beneficial for accurate dose calculations in planning software. Some modern CT systems offer an extended HU range (EHU). This study focuses the suitability of these two HU ranges for the quantification of metallic components of active implantable medical devices (AIMD). CT acquisitions of various metallic and non-metallic materials aligned in a water phantom were investigated. From our acquisitions we calculated that materials with mass-density ρ > 3.0 g/cm3 cannot be represented in the CHU range. For these materials the EHU range could be used for accurate HU quantification. Since the EHU range does not effect the HU values for materials ρ < 3.0 g/cm3, it can be used as a standard for RT treatment planning for patient with and without implants.
We investigate how professional recruiters perceive and assess potential board director candidates. Based on a human capital perspective, individual characteristics will represent certain human capital resources, perceived as more or less useful for the firm. We focus on what characteristics are critical for a candidate to be perceived as appointable to a board. We are particularly interested in the role visible vs. more hidden aspects of human capital in these assessments. The aim of the study is to uncover central actors’ ideas and assumptions of what constitutes the ideal board director. This will add
knowledge as to how board compositions are created and
changed.
We conducted eight semi-structured, in-depth interviews with professional recruiters in Germany and Norway. The results show that formal competence is partly downplayed as selection criteria for board positions, while experience has a central role. Further, our results show that experiences have both a concrete and a symbolic side, where certain individual characteristics appear to represent an image of a successful director of a board. Further, our data show that symbolic capital, labeled “habitus”, is a crucial prerequisite for an individual to be appraised as an ideal candidate. The results indicate preferences for stability and predictability in recruitment processes, which may contribute to explain the persistently low
proportion of women on corporate boards.