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In this paper we make a comparison between displacements and stresses of a circular and isotropic plate, which is solicitated at a pressure, using the analytical method and the same parameters obtained with finite element method. In this last case, the plate belong to the respectively recipient. From the two methods, we can conclusion that the results obtained both analytical and Cosmos Finite Element Method are appropriated.

Voice, or employees’ upward expression of challenging but constructive concerns or ideas on work-related issues, can play a critical role in improving organizational effectiveness. Despite its importance, evidence suggests that many managers are often hesitant to solicit voice from their employees. We develop and test a new theory that seeks to explain this puzzling reluctance. Voice is a distinctive behavior that involves escalation of opinions, ideas, or concerns by employees to their managers with the expectation that they would respond by making systemic changes in their teams. Hence, we argue that managers are likely to solicit voice more when they perceive requisite discretion and influence (personal control) to effect changes in their teams. Additionally, because voice-driven change can cause short-term disruptions and bring about benefits typically only over time, we propose that managers act on their personal control to solicit more voice when they also possess adequate long-term orientation. We find support for our arguments across four studies using experimental as well as correlational methods. We discuss the conceptual and practical implications of our findings.

Companies are increasingly introducing conversational reviews —reviews solicited via chatbots—to gain customer feedback. However, little is known about how chatbot-mediated solicitation influences rating valence and review helpfulness compared to conventional online forms. Therefore, we conceptualized these review solicitation media on the continuum of anthropomorphism and investigated how various levels of anthropomorphism affect rating valence and review helpfulness, showing that more anthropomorphic media lead to more positive and less helpful reviews. We found that moderate levels of anthropomorphism lead to increased interaction enjoyment, and high levels increase social presence, thus inflating the rating valence and decreasing review helpfulness. Further, the effect of anthropomorphism remains robust across review solicitors’ salience (sellers vs. platforms) and expressed emotionality in conversations. Our study is among the first to investigate chatbots as a new form of technology to solicit online reviews, providing insights to inform various stakeholders of the advantages, drawbacks, and potential ethical concerns of anthropomorphic technology in customer feedback solicitation.

Every year, 90% of Americans give money to charities. Is such generosity necessarily welfare enhancing for the giver? We present a theoretical framework that distinguishes two types of motivation: individuals like to give, for example, due to altruism or warm glow, and individuals would rather not give but dislike saying no, for example, due to social pressure. We design a door-to-door fund-raiser in which some households are informed about the exact time of solicitation with a flyer on their doorknobs. Thus, they can seek or avoid the fund-raiser. We find that the flyer reduces the share of households opening the door by 9% to 25% and, if the flyer allows checking a Do Not Disturb box, reduces giving by 28% to 42%. The latter decrease is concentrated among donations smaller than $10. These findings suggest that social pressure is an important determinant of doorto-door giving. Combining data from this and a complementary field experiment, we structurally estimate the model. The estimated social pressure cost of saying no to a solicitor is $ 3.80 for an in-state charity and $1.40 for an out-of-state charity. Our welfare calculations suggest that our door-to-door fund-raising campaigns on average lower the utility of the potential donors.

We investigate the economic role of proxy advisors (PAs) in the context of mandatory \"say on pay\" votes, a novel and complex item requiring significant firm-specific analysis. PAs are more likely to issue an Against recommendation at firms with poor performance and higher levels of CEO pay and do not appear to follow a \"one-size-fits-all\" approach. PAs' recommendations are the key determinant of voting outcome but the sensitivity of shareholder votes to these recommendations varies with the institutional ownership structure, and the rationale behind the recommendation, suggesting that at least some shareholders do not blindly follow these recommendations. More than half of the firms respond to the adverse shareholder vote triggered by a negative recommendation by engaging with investors and making changes to their compensation plan. However, we find no market reaction to the announcement of such changes, even when material enough to result in a favorable recommendation and vote the following year. Our findings suggest that, rather than identifying and promoting superior compensation practices, PAs' key economic role is processing a substantial amount of executive pay information on behalf of institutional investors, hence reducing their cost of making informed voting decisions. Our findings contribute to the literature on shareholder voting and the related policy debate.

While the literature is replete with studies that identify factors explaining why people are likely to make monetary contributions, less is known about which particular charitable causes they are likely to choose and how much they donate to them. This article examines donor choice among eight different causes using survey data collected in 2011 for a nationally representative sample in Austria. In particular, the study investigates the role of individual-level factors: subjective dispositions such as empathic concern, trust, and religiosity, and resources such as education and income. We find that subjective dispositions rather predict a donor's incidence of giving among causes but not the amount donated. Human resources, in contrast, are associated with both the incidence and the amount donated to particular causes, and they also mediate the impact of subjective dispositions. What is more, the study reveals that being asked to donate has the highest explanatory power regarding the incidence of giving among all causes investigated.

Equity in mathematics classroom discourse is a pressing concern, but analyzing issues of equity using observational tools remains a challenge. In this article, the authors propose equity analytics as a quantitative approach to analyzing aspects of equity and inequity in classrooms. They introduce a classroom observation tool that focuses on relatively low-inference dimensions of classroom discourse, which are cross-tabulated with demographic markers (e.g., gender, race) to identify patterns of more and less equitable participation within and across lessons.