Naoya NEZU,Hiroshi YAMADA, Vol.E107-D, No.11, pp.1408-1421
Modern memory devices such as DRAM are prone to errors that occur because of unintended bit flips during their operation. Since memory errors severely impact in-memory key-value stores (KVSes), software mechanisms for hardening them against memory errors are being explored. However, it is hard to efficiently test the memory error handling code due to its characteristics: the code is event-driven, the handlers depend on the memory object, and in-memory KVSes manage various objects in huge memory space. This paper presents MemFI that supports runtime tests for the memory error handlers of in-memory KVSes. Our approach performs the software fault injection of memory errors at the memory object level to trigger the target handler while smoothly carrying out tests on the same running state. To show the effectiveness of MemFI, we integrate error handling mechanisms into a real-world in-memory KVS, memcached 1.6.9 and Redis 6.2.7, and check their behavior using the MemFI prototypes. The results show that the MemFI-based runtime test allows us to check the behavior of the error handling mechanisms. We also show its efficiency by comparing it to other fault injection approaches based on a trial model.
Publication Date: 2024/11/01

Firms play a crucial role in furthering social welfare through their ability to foster stakeholders' contributions to joint value creation, i.e., value creation that involves a public-good dilemma due to high task and outcome interdependence - leading to what economists have labeled the 'team production problem'. We build on relational models theory to examine how individual stakeholders' contributions to joint value creation are shaped by stakeholders' mental representations of their relationships with the other participants in value creation, and how these mental representations are affected by the perceived behavior of the firm. Stakeholder theory typically contrasts a broadly-defined 'relational' approach to stakeholder management with a 'transactional' approach based on the price mechanism - and has argued that the former is more likely to contribute to social welfare than the latter. Our theory supports this prediction for joint value creation, but also implies that the dichotomy on which it is based is too coarse-grained: there are three distinct ways to trigger higher contributions to joint value creation than through a 'transactional' approach. Our theory also helps explain the tendency for firms and their stakeholders to converge on 'transactional' relationships, despite their relative inefficiency in the context of joint value creation.

The work life of misfits - employees whose important values are incongruent with the values of their organization - represents an under-researched area of the person-environment fit literature. The unfortunate reality is that these individuals are likely to be disengaged and unproductive at work. In this manuscript, we entertain the possibility that employees can protect themselves from this situation if they engage in alternative actions that supplement the fundamental needs that go unmet from value incongruence. We integrate theorizing about the motivational role of need fulfillment and work/non-work behaviors in order to examine whether two actions in particular - job crafting and leisure activity - can potentially mitigate the negative effects of value incongruence on employee performance. In a field study of employees from diverse organizations and industries, the results suggest that both job crafting and leisure activity indeed act as a buffer, mitigating the otherwise negative effects of value incongruence on employee engagement and job performance (both task performance and citizenship behavior).

This study draws on social identity theories of behavioral contagion and research concerning narratives in organizations to present and test a framework for understanding how narratives embed values in organizational newcomers' actions. Employing a field experiment using 632 newly-hired employees in a large IT firm that prioritizes self-transcendent values, this study explores how narratives varying in terms of the organizational level of main characters and the values-upholding or values-violating behaviors of those characters influence newcomers' tendencies to engage in behaviors that uphold or deviate from the values. Results indicate that stories about low-level organizational characters engaging in values-upholding behaviors are more positively associated with self-transcendent, helping behaviors and negatively associated with deviant behaviors, than are similar stories about high-level members of the organization. Stories in which high-level members of the organization violate values are negatively related to newcomers' engagement in both helping and deviance more strongly than are values-violating stories about lower-level members. Content analyses of the stories suggest that they convey values in different and potentially important ways. Implications, future directions, and limitations are discussed.

In Strategic Corporate Social Responsibility (3rd edition) (SCSR), David Chandler and William B. Werther Jr. advance the view that the ability of firms to create value for a range of stakeholders over the medium- and long-term requires that they embed CSR into their strategies and operations. Its focus on the integration of CSR into strategic planning and implementation distinguishes SCSR from competing business and society textbooks, which tend to survey the field or focus on the management of the firm's relationships with stakeholders and society.

Contemporary business schools are expected to educate their students to embrace ethical and pro-social values. But can business schools rise to this challenge? Comparing a business school to another professional school that encourages pro-social values, social work, we investigated value profiles as reflected in school websites and among their students. The findings show that the business school expresses self-enhancement values (power and achievement) more, and pro-social values (benevolence and universalism) less than the social work school. We further investigated self-selection and socialization as complementary organizational processes that may lead to, and sustain, the value profile of each school. Our findings show that as early as the first week of studies, freshmen's values are congruent with the value profile of their department, indicating a value-based self-selection process. To investigate socialization, we compared freshmen and seniors and conducted a yearlong study among freshmen. The findings revealed a small change in students' values throughout their training, providing only some support for value socialization. Altogether, our findings suggest that business schools that are interested in pro-social students should attract and select students that emphasize these values, rather than rely on socialization attempts.

Experts advocate improved storage facilities, export innovation in agri-sector

Elon Musk's artificial intelligence startup xAI is reportedly engaged in funding talks that could see the company secure a $40 billion valuation.

Flying out of the US? You might have to go through a facial scan at the airport. We discuss the implications of that.

Plus: we find out why a selfie app that drastically alters the way you look is all the rage in China; we get introduced to the women artists of the Renaissance who have been hidden in the archives; we meet a man who survived the Holocaust by drawing portraits of his Nazi guards; plus comedian Dean Obeidallah discovers that for a moment he was literally the face of fake news. (Image: Passengers have their luggage screened at LaGuardia Airport in New York City. Credit: Spencer Platt/Getty Images)

One of the battles that every worship leader faces, and will face until their time in ministry comes to an end, is that of valuing and expressing said value to the members of their worship teams. I know some of you are probably thinking, “Battle seems like a strong word,” but trust me, I used it for a reason. The battle is not whether it is essential and vital to the growth and strengthening of a ministry, rather the struggle lies in being intentional on a week-to-week basis when every moment of your day is already spoken for. There’s no doubt that the vast majority of you hold a deep appreciation for those who serve on your teams, but let’s face it, sometimes demonstrating that appreciation can start to feel like a chore when time is limited and funds are even more scarce. 

The people on our teams give and give of themselves and their resources, most often uncompensated - sometimes once or twice a month, sometimes weekly, and sometimes multiple times a week. We get our systems in place for how things operate so that hopefully no one is stretched too thin, then before we know it, it’s been 3 months since we displayed any form of gratitude. So how do we approach valuing our team members in a way that is genuine and effective, but doesn’t take up so much of our time and energy that we start to lose the heart behind it?

I’d like to put 5 ideas and strategies on the table. Some of them at first glance might not seem like a direct form of appreciation, but the result is still a well-valued team member with a desire to serve as faithfully as ever. Some of these systems, once they’re in place, still have the same punch of esteem but don’t require as much from you as you might think, which makes for a win-win if you ask me. Let’s dive in . . .

Foster Community

This is the single-most important thing you could do for your team in order to produce longevity and an all-in attitude. There is only so much bonding and knitting-of-hearts that can happen in a 1-hour rehearsal and 30-minute sound check. But creating opportunities outside of a Sunday morning for your team members to be together and get to know each other can cultivate a depth of relationship that will translate onto the stage in a powerful way. And what’s great is that it doesn’t have to be a lot of work on your part. It could be a family meet-up at a local park one Saturday afternoon, a potluck at the church one evening, or reserving a big room at a restaurant where everyone goes dutch. Maybe planning things like that aren’t in your wheelhouse - that’s okay - tap a couple of team members or their spouses and let them run with it. They’ll love owning a special piece of the ministry and you just get to enjoy loving on your people. Another great way to foster community is to do projects together. It doesn’t necessarily have to be a recording project either. It could be a special Christmas or Easter production. Some of the most memorable and team building times for the worship ministry I served on staff with for 12 years before moving to Nashville were our productions and live projects. You’re all there working together, rehearsing, fine tuning, tweaking . . . then the day comes where all your hard work pays off. And what you’re left with is a new depth of relationship and trust that wasn’t there before. The old saying is true . . . “the family that plays together, stays together.” You’ll be amazed at how far such a small investment will take your team.

Dive Deeper

While relational community within your team is critical, the other side of that coin is depth of spiritual community. If you are relying on the lyrics to the songs you lead each week being the sole source of spiritual development, you will be left sorely disappointed. As their worship pastor, you are not just their team lead, you are a shepherd. It is imperative that you seize or create opportunities to pour into their spiritual well-beings on a regular basis. This doesn’t have to be super time-consuming. it can be as simple as a 5-10 minute devotional at the start of rehearsal or a once-a-quarter time of worship and prayer together. Whatever it might look like, just make it intentional. The return on investment will be a team of people who are not just helping lead songs on Sundays, but are actually living them out daily. This will undoubtedly take the effectiveness of your ministry and its influence to the next level. 

Create Accountability

This falls into that category of “how exactly does this show value?” But I promise it will set your team up for success you didn’t know was possible. Within a worship ministry this can look several different ways. It can be as simple as having a set of requirements regarding church attendance and membership, small group participation, or reliability. Beyond that it can look like expecting continued growth in skill, willingness to serve where needed versus where preferred, and expectations regarding behavior outside of church. I know that it can seem sticky when you’re dealing with a team of volunteers because if you’re not paying them, it feels awkward imposing and enforcing a list of requirements and expectations.  BUT it is hard-wired into our DNA that when we are held to a high standard, we will work harder to rise to the occasion and do so with pride. In my experience, a huge shift took place within our ministry when we began setting up systems of expectations and disciplines for not meeting them. Our team members began stepping up and serving in ways we didn’t know they could. Musicians began growing, vocalists became more confident, tech volunteers started serving with a deeper since of honor. Why? Because they had an understanding that they were part of a team that not just anyone can walk onto. They were part of something that, if accepted, means you have something important to bring to the table. So as their leaders, we should have no qualms with holding them up to that standard. 

Expect Excellence

Excellence does not equate to perfection. I realize that seems like an obvious statement, but sometimes we can unknowingly heap undue pressure onto our team members rather than push them toward a new level of mastery in their particular skill. That’s where expecting versus demanding comes into play. To demand excellence communicates that 1) they’re playing for you and not for the Lord and 2) their place the table is contingent solely on their performance. To expect excellence from your team members forces us as the leaders to share in bearing the responsibility. If there is a certain standard of skill you need on the stage each week, then it’s your job to make sure your audition process is streamlined in such a way that only certain levels of players and singers make the team. ** Side note - if this is the case, then it will behoove you to make sure you have other opportunities for those not quite ready for the main stage to serve. This will set your worship ministry up for years of success. ** Once your team is in place, it’s also up to you to make sure that your set lists each week are in step with the skill level of your band. I’m not saying to dumb down songs for certain players and save the big ones for others. But I think there is a fine line between challenging your band and setting them up for failure. If we are going to expect excellence of our teams, then it is our job to make sure that the songs we choose are able to be executed well and with confidence. When we hold up our end of that bargain, then we should be able to expect nothing less than excellence. In return, your team members will feel valued because it will be clear that much thought and consideration has gone into the preparation and choices for that week. 

Communicate Appreciation

I specifically chose the word communicate here because this gives us a blank canvas to work with when it comes to conveying how we value our team members. Most of what we’ve talked about up until now have been passive means to show your appreciation. This piece is a proactive, intentional effort to express your gratitude and regard for the work your volunteers put in weekly. It can be as simple as we follow up email to those who served that week letting them know how much you appreciate the time and energy they gave or as personal as a phone call expressing something specific you value in that volunteer. Even as personal a touch as a hug on Sunday morning followed by a specific word of encouragement will fill up a volunteer’s tank for weeks. If you’re part of a church that has a decent budget, then putting your money where your mouth is speaks volumes as well. Again, the range for how this looks is wide. It could be anything from donuts and kolaches before sound check on Sunday morning to a quarterly dinner with the whole ministry team where you take the chance to express how thankful you are for each of them. However you approach it, the only essential key is communication. Our words are powerful and directing them toward building up our teams will bear immeasurable fruit.

At the end of the day, valuing and expressing that value to your worship team will set your ministry apart in the best way. It can seem daunting to some, but it doesn’t have to be. Eventually, after some practice and with a little creativity, it becomes a natural overflow because you see the effects of it almost immediately. Not to mention the fact that in just about every case, that same value and appreciation will be reciprocated back to you from your volunteers, so everyone wins! 

Tom Harris returns for another discussion with W&C about the challenges facing spray foam insulation, growth in the industry, and his overall impression of the future for the industry.

L.B. Hall Fireproofing, a minority- and women-owned fireproofing company located in Crystal Lake, Illinois, announced that Estefania Roa will become the company’s new CEO. In 2022, Roa became president and owner.

How to decrease taxes and increase savings to grow and protect the value of your business.

Implied value is different from your overhead and profit margin because overhead and profit is market driven.

The National Council for Voluntary Organisations says Fair Collective had completed the work it had been contracted to deliver but the consultancy disputes this

If you want to learn about campaigning, look to the community activists who seek no fame or fortune, just local change

Two 35-year-old workers using floor sanders were killed and two others were seriously burned in a house fire after the lacquer floor sealer they were using ignited.

Most residential and commercial models from Honeywell’s VISTA series of alarm panels now support lighting, shade and temperature control technology from Lutron Electronics, giving security and home-automation professionals a greater range of options when designing connected-home systems for their customers.

The American Conference of Governmental Industrial Hygienists has set new recommendations around lower H₂S monitoring, and I have heard that OSHA may consider doing the same. How will these changes affect my gas monitoring program and safety audit?

The online valuation calculator, enabled by AI, is said to simplify the process for business owners looking to sell home security and alarm accounts.

Manufacturers and end users of valves are growing more interested in fire-safe testing, which is encouraging the adoption of fire testing systems, according to a report by Fact.MR.

A 27-year-old emergency medical technician was killed when the ambulance she was riding in struck an elevated train track support beam. The victim worked for an independent ambu-lance service that had been operating for 45 years

Rosemont, IL — The OSHA region that Bill Donovan oversees will soon be renamed, but what won’t change are the agency’s efforts to promote and protect worker safety and health.

There is value in reliability. There is value in new technologies. There is value in services that make life easier. There is value in quality customer service. There is a whole list of ways that Security Networks, West Palm Beach, Fla., continues to provide value for its affiliate dealers and the end users the affiliates serve.

In Episode 35, the S+H team dives into the January issue’s feature story on adoption and acceptance of safety technology. Additionally, senior safety consultant and keynote speaker Jack Jackson discusses how safety professionals can use storytelling to spread safety messages.

“As safety and health professionals, we can’t be successful without co-worker collaboration,” says safety pro turned motivational speaker Richard Hawk.

On the day of the incident, a 52-year-old foreman employed by a roadway painting and safety company was killed when he was struck by a car.

A 50-year-old roofer died when he fell 18 feet from a residential roof.

A 29-year-old construction worker was killed when the trench he was in collapsed.

A 46-year-old farm mechanic was killed in a plasma torch explosion.

A 45-year-old warehouse dock coordinator at a water bottling company died after he was crushed by the forks of an automated laser-guided vehicle.

A 61-year-old dump truck owner-operator was electrocuted when his vehicle came in contact with an overhead power line.

On the day of the incident, two tower climbers were killed when a 340-foot cellular tower collapsed during upgrading and construction activities.

About 9 p.m. on the day of the incident, a 45-year-old police officer on patrol drove into floodwater that had overtaken the road.

A medical information technology consultant was driving in the far-right lane of a six-lane interstate when he crashed his vehicle.

A 61-year-old truck driver died after he was thrown back onto a concrete floor when air was released from a pressurized tire sidewall failure.

A 57-year-old equipment operator was killed while mowing grass at a municipality-owned pump station.

On the day of the incident, the owner of a gutter and siding installation company and his 47-year-old employee were installing guards on the existing gutters of a two-story home. The owner of the company did not provide fall protection, and the victim was not wearing any.

A 59-year-old foreman for a municipal public works department died after falling from the tailgate of a dump truck. The department had no comprehensive safety and health program.

A certified field technician was killed after he climbed into a mechanical vertical storage unit to make repairs.

A 49-year-old subcontracting pipefitter was hit in the chest and knocked backward by a pressurized 12-inch diameter vertical section of a polyvinyl chloride pipe during a hydrostatic pressure test of a fire suppression system.

A 20-year-old plasterer or drywall installer died after falling through a 24-by-48-inch plastic bubble-covered skylight.

A 62-year-old mechanic died after being crushed when the 994-pound electrical cabinet he was working on tipped over.

A 16-year-old worker died after his ladder came in contact with a power line.

Aliso Viejo, CA — A recent survey of nurses shows that fewer than half believe their organization values their safety and health, a drop of more than 30% in three years.

GELITA® Gelatine is globally renowned for its amazing sensorial performance, texturizing properties, and ease of use in formulations.