GloBIAS: strengthening the foundations of BioImage Analysis
A. A. Corbat (BioImage Informatics Unit, Science for Life Laboratory and Department of Information Technology, Uppsala University, Sweden), C. G. Walther (German BioImaging, Gesellschaft f\"ur Mikroskopie und Bildanalyse e.V., Konstanz, Germany, University of Vienna, Vienna, Austria), L. R. de la Ballina (Centre for Cancer Cell Reprogramming, Institute of Clinical Medicine, Faculty of Medicine, University of Oslo, Montebe…
DMF2Mel: A Dynamic Multiscale Fusion Network for EEG-Driven Mel Spectrogram Reconstruction
Cunhang Fan, Sheng Zhang, Jingjing Zhang, Enrui Liu, Xinhui Li, Minggang Zhao, Zhao Lv
https://arxiv.org/abs/2507.07526
Introducing a vertex polynomial invariant for embedded graphs
Qi Yan, Qingying Deng, Metrose Metsidik
https://arxiv.org/abs/2506.07522 https://
This https://arxiv.org/abs/2505.02750 has been replaced.
initial toot: https://mastoxiv.page/@arXiv_qbi…
Research on integrated intelligent energy management system based on big data analysis and machine learning
Jinzhou Xu, Yadan Zhang, Paola Tapia
https://arxiv.org/abs/2508.05583
I want to push back on the idea in the world of tech work that a PIP (performance improvement plan) is about getting rid of someone, that they're not intended to be survivable.
This is completely false. (I'm sure there's instances of it, of course, but the mode and vast majority are, in fact about performance improvement. Sometimes they're shadow layoffs, but that is cruel callous behavior that not everyone will exhibit.)
Now _most people do not survive the PIP process_. This is to be expected: if someone is in fact not performing, and more gentle remedies haven't worked, it's not looking good.
But here's where I get a bit spicy: most performance problems are constitutional problems with management and management style, not individual performance problems. However, since managers are as a class 'in power' somewhat, the individual contributor takes the fall for this structurally.
The intent of a PIP is not to get rid of people. It's to right performance.
However, as a system, PIPs do largely get rid of people who are constitutionally misaligned with management. Even when it's a management problem (and it usually is)
Effects of Unplanned Incoming Flights on Airport Relief Processes after a Major Natural Disaster
Luka Van de Sype, Matthieu Vert, Alexei Sharpanskykh, Seyed Sahand Mohammadi Ziabari
https://arxiv.org/abs/2507.05150
A Conceptual Model and Methodology for Sustainability-aware, IoT-enhanced Business Processes
Victoria Torres Bosch, Ronny Seiger, Manuela Albert Albiol, Antoni Mestre Gascon, Pedro Jose Valderas Aranda
https://arxiv.org/abs/2508.05301
Data Analysis and Modeling for Transitioning Between Laboratory Methods for Detecting SARS-CoV-2 in Wastewater
Maria M. Warns, Leah Mrowiec, Christopher Owen, Adam Horton, Chi-Yu Lin, Modou Lamin Jarju, Niall M. Mangan, Aaron Packman, Katelyn Plaisier Leisman, Abhilasha Shrestha, Rachel Poretsky
https://arxiv.org/abs/2508.05594