Conference call的問題，透過圖書和論文來找解法和答案更準確安心。 我們找到下列免費下載的地點或者是各式教學

Brave Work in the Age of Climate Change: A Creative’’s Guide to Making Compelling Advertising and Brand Messages in Complicated

為了解決Conference call的問題，作者Morrison, Deborah 這樣論述：

Our greatest challenge is upon us. Climate change realities call for adaptation and new ways of understanding the world. For brands and their agency advocates, this demands a courageous approach to crafting work that engages a range of audiences, people often polarized and politically divided. How c

an the vibrant creative industry play a leading role in helping humanity adapt to climate change? What climate science resources exist that aid in developing smart communication platforms? How does a creative strategist grow skills necessary for this most important assignment? Brave Work, a guide fo

r creatives in all career stages, develops a mission statement for creative leadership in these complicated times. Deborah Morrison is the Carolyn Chambers Distinguished Professor of Advertising at the University of Oregon, USA and Director of the School of Journalism and Communication’s advertisi

ng program. Her books include The Creative Process Illustrated: How Advertising’s Big Ideas are Born (2010) with Glenn Griffin and Idea Industry: How to Crack the Advertising Career Code with Brett Robbs (2009). Morrison is a Grandmaster of The Art Directors Club in New York, named the 2015 AEJMC n

ational distinguished teacher award winner, and served on the board of The One Club for Creativity for two terms, the first educator to do so. She’s delivered talks to SXSW, HOW Design Conference, TEDx UOregon, Google, and 72U. She believes the idea industry can lead the way in this challenging era.

Conference call進入發燒排行的影片

低腔壓高濃度過氧化氫混合式火箭引擎之研究

為了解決Conference call的問題，作者林育宏 這樣論述：

本論文為混合式火箭系統入軌段火箭引擎的前期研究，除了高引擎效率的要求外，更需要精準的推力控制與降低入軌段火箭的結構重量比，以增加入軌精度與酬載能力。混合式火箭引擎具相對安全、綠色環保、可推力控制、管路簡單、低成本等優點，並且可以輕易地達到引擎深度節流推力控制，對於僅能單次使用、需要精準進入軌道的入軌段火箭推進系統有相當大的應用潛力。其最大的優點是燃料在常溫下為固態、易保存且安全，即使燃燒室或儲存槽受損，固態的燃料也不會因此產生劇烈的燃燒而導致爆炸。雖然混合式推進系統有不少優於固態及液態推進系統的特性，相較事先預混燃料與氧化劑的固態推進系統及可精準控制氧燃比而達到高度燃燒效率的液態推進系統，混

合式推進系統有擴散焰邊界層燃燒特性，此因素導致混合式推進系統的燃料燃燒速率普遍偏低，使得設計大推力引擎設計時需要長度較長的燃燒室來提供足夠的燃料燃燒表面積，也導致得更高長徑比的火箭設計。針對此問題，本論文利用渦漩注入氧化劑的方式，增加了氧化劑在引擎內部的滯留時間，並藉由渦旋流場提升氧化劑與燃料的混合效率以及燃料耗蝕率；同時降低引擎燃燒室工作壓力以研究其推進效能，並與較高工作壓力進行比較。本論文使用氮氣加壓供流系統驅動90%高濃度過氧化氫 (high-test peroxide) 進入觸媒床，並使用三氧化二鋁 (Al2O3) 為載體的三氧化二錳 (Mn2O3) 觸媒進行催化分解，隨後以渦漩注入的

方式注入燃燒腔，並與燃料聚丙烯（polypropylene, PP）進行燃燒，最後經由石墨鐘形噴嘴 (bell-shaped nozzle) 噴出燃燒腔後產生推力。實驗部分首先透過深度節流測試先針對原版腔壓40 barA引擎在低腔壓下的氧燃比 (O/F ratio)、特徵速度 (C*)、比衝值 (Isp) 等引擎性能進行研究，提供後續設計20 barA低腔壓引擎的依據，並整理出觸媒床等壓損以及燃燒室等流速的引擎設計轉換模型；同時使用CFD模擬驗證渦漩注射器於氧化劑全流量下 (425 g/s) 的壓損與等壓損轉換模型預測的數值接近 (~1.3 bar)。由腔壓20 barA 引擎的8秒hot-f

ire實驗結果顯示，由於推力係數 (CF) 在低腔壓引擎的理論值 (~1.4) 相較於腔壓40 barA引擎的推力係數理論值 (~1.5) 較低，因此腔壓20 barA引擎的海平面Isp相較於腔壓40 barA引擎的Isp 低了約13 s，但是兩組引擎具有相近的Isp效率 (~94%)，且長時間的24秒hot-fire測試顯示Isp效率會因長時間燃燒而提升至97%。此外，氧化劑流量皆線性正比於推力與腔壓，判定係數 (R2) 也高於99%，實現混合式火箭引擎推力控制的優異性能。透過燃料耗蝕率與氧通量之關係式可知，低腔壓引擎在相同氧化劑通量下 (100 kg/m2s) 較腔壓40 barA引擎降低

了約15%的燃料耗蝕率，因此引擎的燃料耗蝕率會受到腔體壓力轉換的影響而變動，本論文也針對此現象歸納出一校正方法以預測不同腔壓下的燃料耗蝕率，此校正後的關係式可提供未來不同腔壓引擎燃料長度設計上的準則。最後將雙氧水貯存瓶的上游氮氣加壓壓力從約58 barA降低至38 barA並進行8秒hot-fire測試，結果顯示仍能得到與過往測試相當接近的Isp效率 (~94%)，而此特性除了能讓雙氧水及氮氣貯存瓶擁有輕量化設計的可能性，搭配具流量控制的控制閥也有利於未來箭體朝向blowdown type型式的設計，因此雙氧水加壓桶槽上的氮氣調壓閥 (N2 pressure regulator valve)

將可省去，得以降低供流系統的重量，並增加箭體的酬載能力，對於未來箭體輕量化將是一大優勢。

You Should Smile More: How to Dismantle Gender Bias in the Workplace

為了解決Conference call的問題，作者Hudson, Dawn,Nicholson, Cie,Short, Mitzi 這樣論述：

You Should Smile More: How to Dismantle Gender Bias in the Workplace empowers women and men to unlock a culture of greatness in the workforce--one little thing at a time. Written by six C-suite women with a collective resume covering 29 industries, the book offers a completely new lens through which

to talk about and tackle the stubborn remnants of gender bias at work.＂In the business world, barriers to inclusion are barriers to success,＂ states a line from the book’s Introduction. ＂Diversity breeds better solutions faster if people feel comfortable in their environment.＂ But from small indign

ities to unconscious slights, women experience situations at work every day that may seem small or unimportant but that effectively differentiate and exclude them. These are not #MeToo moments - they are micro-offenses; the small, awkward, or uncomfortable moments that slow-build until the unwelcome

environment takes hold and women disengage. Situations the authors address range from things like use of the term ＂girl＂ versus ＂woman,＂ watching male colleagues leave work for a social event where women colleagues were left off the invite list or hearing that a qualified woman shouldn’t be offere

d an assignment because she has small children at home. You Should Smile More shows witnesses, allies, supervisors, and women at every level in their careers how to dismantle everyday gender bias, based upon the latest research, personal accounts, and interviews with dozens of professionals, both wo

men and men. Widely known as a meme, the title itself is now a call-to-action against the very advice women so frequently hear from male colleagues or bosses. The authors spotlight these all-too-familiar moments, offering realistic strategies every witness can use to confront and productively addre

ss them. The information within the book finally advances women in the corporate workplace as equals and advances organizations on the path to creating cultures of true inclusion. The authors call themselves ＂The Band of Sisters＂ and have collectively seen it all, from the bottom rung to the boardr

oom. They know firsthand how hard it is to navigate these gendered situations in the moment. Now they share their experience with a forward-looking eye -- often with humor, and in a way that recognizes the realities of the workplace. With this book as a guide, The Band of Sisters are ready to: + H

elp anyone to recognize and effectively respond to these micro-moments rooted in gender bias. + Pave the way for their ultimate elimination, through shared participation. + Allow organizations to build high-performance cultures that truly value and include diverse perspectives and experiences. Ge

nder bias has been part of our workplaces for too long. We are at the point now where all of us who are in the workplace, around conference tables, water coolers and in Zoom meetings, must make the next push for real change. Dawn Hudson is a senior executive and keynote speaker. She is a founding

member of ＂The Band of Sisters＂ after spending 11 years at PepsiCo as CMO, then President and CEO of Pepsi-Cola North America. After PepsiCo, she served as Vice-Chairman of Parthenon (now part of EY). Later she was the CMO of the NFL responsible for development of the fan base, the brand, and overse

eing all NFL produced events including the Super Bowl. Dawn also has significant governance experience having served on boards of directors of Lowe’s Home Improvement Stores, Allergan Pharmaceutical, PF Changs, and Amplify (sold to Hershey’s). She served as Chairperson of the LPGA (Ladies Profession

al Golf Association) and ANA (Association of National Advertisers). She currently serves on the boards of Nvidia, Interpublic Companies, and Rodan + Fields. Dawn earned her MBA at Dartmouth College. She is passionate about the difference a good culture can make on sustained performance. She is equal

ly passionate about staying competitive in tennis, paddle tennis and golf against increasingly younger players. Cie Nicholson is an investor, and advisor to a number of start-up companies, a speaker, and a founding member of ＂The ＂Band of Sisters＂ after spending 11 years at PepsiCo in marketing posi

tions, including Chief Marketing Officer, Pepsi-Cola N.A. After PepsiCo, she served as EVP and CMO of Equinox, SVP and CMO of Softcard (fintech start-up acquired by Google). She presently serves as public board director for Selective Insurance and served as a private board member for Heartland Food

Group and the ANA (Association of National Advertisers). Cie earned her BS at the University of Illinois and her MBA at Indiana University. Cie lives in NYC however she is on a 20-year quest (2015-2035) to do handstands all over the world - Instagram @cienicholson Mitzi Short, an executive coach and

speaker, is the Co-Founder and CEO of New Season Coaching & Consulting Group, and a founding member of ＂The Band of Sisters,＂ after spending 25 years at PepsiCo in sales, operations, and marketing leadership roles, including PepsiCo Customer Team VP/GM and VP of Multicultural Marketing. Mitzi also

serves as an Adjunct Executive Coach for the Center for Creative Leadership and for the University of Oregon’s Executive MBA Program. She is a Fund for Education Abroad Board Member and former member of Davidson College’s Board of Trustees, The Executive Leadership Council, and GOLFTEC’s Franchise A

dvisory Board Mitzi earned her Bachelor of Arts in Economics from Davidson College and M.B.A. from the University of Oregon. Mitzi is a big sports fan who loves traveling, playing golf, and spending time with family and friends. In addition, she is a GOLFTEC Franchise Owner and contributing author o

f Teeing Up for Success. Katie Lacey is a former CEO and General Manager, a speaker, and a founding member of ＂The ＂Band of Sisters＂ after spending 12 years at PepsiCo in a variety of marketing roles at both Frito-Lay and Pepsi Cola. After leaving PepsiCo she served as SVP, Marketing for ESPN. She m

ost recently served as President & CEO of Crane Stationery, where she led a turnaround of the iconic 200-year-old business and the successful sale of the company. Katie earned her Bachelor of Arts from the University of Virginia and an M.B.A. from Northwestern University’s Kellogg School of Manageme

nt. Presently, Katie lives in NYC where she serves as a Board member of wellness brand, Designer Protein. Lori Tauber Marcus is a corporate board director, executive coach, and founding member of ＂The ＂Band of Sisters＂ after spending 24 years at PepsiCo in multiple roles, including Senior Vice Presi

dent, Marketing Activation. After PepsiCo, she served as SVP, CMO of The Children’s Place Retail Stores, EVP, Chief Global Brand & Product Officer at Keurig Green Mountain, and Interim Global CMO, Peloton Interactive. She also served for several years as the leader of the direct-to-patient workstrea

m at Harvard Business School’s Kraft Precision Medicine Accelerator. Lori also has significant Board experience and presently sits on the boards of Fresh Del Monte Produce and 24-Hour Fitness. She earned her BS from the Wharton School of Business at the University of Pennsylvania. Lori lives in Conn

ecticut and is a health and fitness nut. You can find her most mornings riding her Peloton bike at the crack of dawn. Angelique Bellmer Krembs is the Global Head of Brand at BlackRock and a founding member of ＂The Band of Sisters,＂ after 23 years at PepsiCo, leading turnaround and growth for many be

loved brands, including Pepsi, Mountain Dew, and SoBe, and a variety of cross-divisional leadership roles. After PepsiCo, she was CMO at News America Marketing, a division of News Corp, then created a ＂Fractional CMO＂ practice across a portfolio of startups and emerging brands before joining BlackRo

ck as Global Head of Brand. She earned a Bachelor of Science in Foreign Service from Georgetown University, and an MBA from Dartmouth’s Tuck School of Business. Angelique passionately believes in ＂performance with purpose,＂ and that great business results and high functioning teams always ＂start wit

h why.＂

瘋狂亞洲富豪小說字頻表和字彙涵蓋量之語料庫分析

為了解決Conference call的問題，作者陳以聖 這樣論述：

本研究旨在運用語料庫軟體Antconc和AntWordProfiler來分析小說《瘋狂亞洲富豪》的字頻表和字彙涵蓋量。研究中使用了幾個語料庫，包括《瘋狂亞洲富豪》的電子文本，全民英檢字表（GEPT）、新通用常見字表（NGSL）、新學術詞匯列表（NAWL）和BNC（英國國家語料庫）/COCA（當代美國英語語料庫）的字表，進行數據分析和比較。本研究中調查了四個研究問題。(1) 小說《瘋狂亞洲富豪》的高頻字彙有哪些？(2) GEPT中級和中高級的字表在小說《瘋狂亞洲富豪》的字彙涵蓋量是多少？(3) 小說《瘋狂亞洲富豪》中哪些字彙至少在整本小說中重複出現了12次？它們是否也是LTTC頒布的GEPT中

級和中高級字表中的常用單字？(4)探討兩套不同的字表，即NGSL和NAWL，BNC/COCA字表，分別在《瘋狂亞洲富豪》的字彙涵蓋量是多少？主要研究結果簡述如下。首先，小說《瘋狂亞洲富豪》的前100個字彙的分布是32%的實詞，62%的虛詞和6%的縮略詞。第二，GEPT中級字表只提供了小說《瘋狂亞洲富豪》6%的字彙涵蓋量（94%未在字表中找到），GEPT中高級字表在目標小說中提供了9.1%的涵蓋量（90.9%未在字表中找到）。第三，有1217個字彙在小說《瘋狂亞洲富豪》中至少重複出現了12次。在《瘋狂亞洲富豪》中至少出現12次的字表和GEPT中級字表之間有114個重疊字（字彙涵蓋量：9.4%），

與GEPT中高級字表之間有76個重疊字（字彙涵蓋量：6.2%）。本研究中相當低的字彙涵蓋量表明，這本小說對中級（B1）和中高級（B2）英語學習者來說算是困難。最後，2801個NGSL詞和補充字表對整個目標小說的字彙涵蓋量達到了82.97%。至於《瘋狂亞洲富豪》中BNC/COCA列表的字彙涵蓋量，在5000至6000個詞族中能夠達到95%的涵蓋量，而在10000個詞族以上時，涵蓋量達到98%。如果英語學習者想要理解這本目標小說，他們的字彙量至少應該達到BNC/COCA所列表的5000-6000個詞族左右，才能有足夠的理解力，而超過10000個詞族才能有理想的理解力。針對研究結果，透過五個以教學為

導向的觀點，進行了相關討論。分別是(一)《瘋狂亞洲富豪》適合高階以上的英語學習者。(二)英語虛詞習得的重要性。(三)背誦GEPT字表對真實英語習得的限制。(四)專有名詞在英語教學中的重要性，以及(五)基於語料庫的閱讀材料分析對英語教學的價值。此外，對未來語料庫應用於課堂情境和數據驅動的學習方面，亦提供了教學上的暗示。最後，則是陳述本研究的局限性，和對未來研究提出建議。