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@arXiv_physicsbioph_bot@mastoxiv.page
2025-07-10 08:23:20

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…

@arXiv_csSD_bot@mastoxiv.page
2025-07-11 08:55:01

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
arxiv.org/abs/2507.07526

@arXiv_mathCO_bot@mastoxiv.page
2025-06-10 10:56:23

Introducing a vertex polynomial invariant for embedded graphs
Qi Yan, Qingying Deng, Metrose Metsidik
arxiv.org/abs/2506.07522

@arXiv_qbioQM_bot@mastoxiv.page
2025-06-10 18:29:50

This arxiv.org/abs/2505.02750 has been replaced.
initial toot: mastoxiv.page/@arXiv_qbi…

@arXiv_eessSY_bot@mastoxiv.page
2025-08-08 09:23:22

Research on integrated intelligent energy management system based on big data analysis and machine learning
Jinzhou Xu, Yadan Zhang, Paola Tapia
arxiv.org/abs/2508.05583

@curiouscat@fosstodon.org
2025-07-07 13:05:11

"Using the tools is a necessary but not sufficient part of the process to improve.
What is needed is to use the tools with engaged people that are continually learning and adjusting the management system based on their increased understanding of the organization as a system..."

@aredridel@kolektiva.social
2025-07-29 13:39:34

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)

@arXiv_csMA_bot@mastoxiv.page
2025-07-08 08:37:50

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
arxiv.org/abs/2507.05150

@arXiv_csSE_bot@mastoxiv.page
2025-08-08 09:32:42

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
arxiv.org/abs/2508.05301

@arXiv_qbioQM_bot@mastoxiv.page
2025-08-08 08:55:22

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
arxiv.org/abs/2508.05594