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The consideration of uncertainties in the numerical computation of electromagnetic fields has recently gained a lot of attention. Most publications focus on the creation of models for the uncertainty quantification, however, neglect the inaccuracy of the applied finite element model itself. Thus, the purpose of this paper is to analyze the influence of mesh quality on stochastic cogging torque calculations.

The presented work consists of three steps. At first, a conventional analysis of the influence of mesh accuracy onto cogging torque is presented. Afterwards, the method is extended to stochastic calculations. Based on a comparison of the convergence behavior of both approaches, a method for more accurate cogging torque predictions with fewer necessary calculations is derived.

An improved method to calculate probability predictions at minimum computational cost is presented and applied.

The presented approach requires the exact knowledge of the system’s stochastic variation boundaries.

A fast method for more accurate stochastic cogging torque calculations is developed.

Due to the production process, arc segment magnets with radial magnetization for surface‐mounted permanent‐magnet synchronous machines (PMSM) can exhibit a deviation from the intended ideal, radial directed magnetization. In such cases, the resulting air gap field may show spatial variations in angle and absolute value of the flux‐density. For this purpose, this paper aims to create and evaluate a stochastic magnet model.

In this paper, a polynomial chaos meta‐model approach, extracted from a finite element model, is compared to a direct sampling approach. Both approaches are evaluated using Monte‐Carlo simulation for the calculation of the flux‐density above one sole magnet surface.

The used approach allows representing the flux‐density's variations in terms of the magnet's stochastic input variations, which is not possible with pure Monte‐Carlo simulation. Furthermore, the resulting polynomial‐chaos meta‐model can be used to accelerate the calculation of error probabilities for a given limit state function by a factor of ten.

Due to epistemic uncertainty magnet variations are assumed to be purely Gaussian distributed.

The comparison of both approaches verifies the assumption that the polynomial chaos meta‐model of the magnets will be applicable for a complete machine simulation.

The introduction of stochastic deviations due to production faults into the finite element (FE) simulation of electrical machines requires suitable error-model. These models should describe the occurring deviations from the ideal case. Permanent magnets, which can be used as rotor excitations in synchronous machines (PMSM), are one out of many possible sources for the aforementioned stochastic production variations. Fitting measured magnet variations to simulation models with the aim of describing the occurring production deviations, however, poses a problem due to two reasons: to begin with, only data of measured flux-densities are available. Second, a solution of the inverse problem is required to obtain data about changes inside the magnet. This paper, therefore, presents two solutions to this problem.

Two error-models, one based on knowledge about the magnetisation process, the other one built upon principal component analysis, are presented. Both models are evaluated by parametrising them, using a set of measured flux-density data from magnets. Afterwards, each model's applicability and reproduction quality is assessed.

Both models still have some drawbacks. While the first model seems to be too coarse grained for certain variations, the second model lacks applicability for a high reproduction quality.

The comparison of both methods reveals guidelines, which methodology should be applied for predicting which variations. Furthermore, solutions are shown, how to mitigate the problems of the two presented models.

Early research on sexism presumed the traditional model of prejudice as an antipathy. This research focused on negative stereotypes of women as less competent than men and hostility toward gender equality. More recently, sexism has been revealed to have a “benevolent” component; although it reflects positive beliefs about women, it also supports gender inequality by implying that women are weaker than men. In addition, although disconfirming stereotypes should provide women with a means of thwarting sex discrimination, recent research shows that even ambitious and successful women are punished for violating prescriptive stereotypes that assign them to subordinate roles.

The purpose of this paper is explore the role that the implicit leadership theories held by followers and supervisors play in the performance appraisals of specific leaders, as well as in the promotion recommendations to higher levels of management that these leaders receive. In particular, the focus of this paper is on the degree of match between the general images held by supervisors and followers of how leaders are/should be (i.e. implicit leadership theories), and the concrete perceptions that these supervisors and followers have of the actual leaders in question.

Several propositions are established taking into account the moderating role of implicit leadership theories in the relationship between performance, on the one hand, and performance evaluation and promotion recommendations, on the other hand. These propositions are based on evidence of discrimination against women and ethnic minority groups when it comes to evaluations and promotion recommendations. Recommendations for organisational practice are derived from the issues discussed.

When there is a poor match between a supervisor's implicit leadership theories and his or her perception of a subordinate leader, this leader's performance appraisal and promotion chances are believed to decrease. In a similar manner, the implicit leadership theories of followers may influence their appraisal of a leader's performance.

This is the first time that implicit leadership theories are connected to leaders’ careers. This connection is made both in the context of equal opportunities for leaders and in the context of optimising decisions in organisations. The implicit leadership theories of both followers and supervisors need to be taken into account when evaluating and promoting leaders.

This issue is a selected bibliography covering the subject of leadership.

For survival and prosperity, enterprises must pursue exploitative and exploratory innovations simultaneously. To accelerate technological breakthroughs in the wind power industry, the Chinese Government has promulgated several support programs from the demand and supply sides. This study assesses the impact of different categories of innovation policies on exploitative and exploratory innovation. As women also play an increasingly important role in corporate governance, the authors also elucidate the moderating role of female executives in these relationships.

Based on micro-data of 119 listed Chinese wind power firms during 2006–2020, this study provides a theoretical model and tests the hypotheses.

Both demand-side and supply-side innovation policies significantly facilitate exploitative and exploratory innovations of in the Chinese wind power industry. Furthermore, female executives enhance the effects of these policies on exploitative innovation but negatively moderate their effects on exploratory innovation.

Innovation is generally considered homogeneous. This is one of the first studies to evaluate the impact of different categories of innovation policies on exploitative and exploratory innovations. In addition, although the increasingly important role of women in corporate governance is acknowledged, whether and how female executives affect the effectiveness of innovation policies has not been fully explored. This study advances the understanding of the potential impact of female executives on innovation policy effectiveness.

This paper aims to examine how verbal responses (denials vs apologies) following a trust violation in cooperative relationships influence reconciliation by changing attributions of responsibility for the transgression and transgressor’s perceived integrity. Additionally, the moderating role of perceived sincerity of the response is examined.

Two experimental studies were conducted with 465 participants. Hypotheses were tested using ordinary least squares (OLS) regressions and moderated serial mediation analyses with bootstrapping procedures.

In the occurrence of integrity-based trust violations, denials are more effective than apologies to repair trust. The positive indirect effects of these verbal responses on reconciliation are explained by a two-part mediating mechanism (attribution of responsibility followed by transgressor’s perceived integrity). Additionally, when responses are perceived as highly credible, denials are much more effective in deflecting blame than apologies.

This study contributes to the literature on trust repair by examining when and why managers’ verbal responses to breaches of trust may be more or less effective in restoring cooperative relationships.

Managers must be aware that their perceived integrity following a breach of trust is influenced by the level of responsibility taken. Therefore, they should choose wisely which defensive tactics (apologies or denials) to use.

As trust plays a central role in many cooperative relationships, choosing an appropriate response after a transgression is critical to solving conflicts both within and between organizations.

This work contributes to the reconciliation literature by uncovering the underlying cognitive mechanisms and boundary conditions by which different verbal responses influence reconciliation.

The purpose of this study is to empirically explore the perceptions of leader effectiveness and preference on gender and leadership style.

The interaction between authoritarian and participative leadership style and gender roles was examined for effectiveness and preference using video samples of dramatized leaders.

The results showed that although subjects found participatory leaders to be more effective and also preferred such a style over authoritarian leaders, male leaders were rated to be more effective and more preferred over female leaders. Women leaders who go against their gender stereotype were perceived as even less effective and less preferred than male leaders who exhibited the same style that was identified as a more masculine style.

The results suggest that women leaders continue to face challenges overcoming both sexual bias and stereotypes. Women leaders, regardless of style, face an uphill battle in terms of perceptions of effectiveness and preference regardless of who their followers might be. In addition, women leaders who go against the typical gender stereotype might be penalized even more.

Despite making progress on gender equity, the study demonstrated the continuing existence of sexual stereotyping and bias in people’s perceptions, even with “younger” subjects. Thus, we need to maintain our focus on actively changing the rules of the workplace (e.g. a recent Harvard Business School experiment) and changing the status quo. Until we level the playing field, we need to continue to play an active role in creating an organizational culture and shaping an environment that is fair and equitable.

This paper highlights the current status of gender bias and stereotyping using an innovative methodology of video case studies. The results also highlight the persistence of gender bias and stereotype even in a “neutral” setting with the younger subjects. In addition, the paper empirically demonstrates the double standards women often face in the workplace. Women leaders have often been expected to demonstrate more masculine traits at workplace (as exhibited by the authoritarian style), but when they do, they are penalized for acting out of their gender role.

The purpose of this paper is to examine alleged perpetrators' reactions to being accused of discrimination.

The paper examines how the mode of confrontation as well as the perpetrator's status relate to the alleged perpetrator's state of anger and the likelihood of providing a justification to the victim. To test the hypotheses, the authors conducted an experimental design using an organizational scenario.

The mode of confrontation predicts the likelihood of providing a justification to the victim. The paper also found that both anger and the likelihood of providing a justification for a charge of discrimination are higher when the mode of confrontation is indirect and the alleged perpetrator is the supervisor.

An organizational scenario limits the realism of the study such that results may not generalize to actual organizational settings (Stone, Hosoda, Lukaszewski and Phillips). In addition, the response rate was low. Nevertheless, a full understanding of issues related to reactions to alleged discrimination will depend upon research conducted in a variety of settings under a variety of conditions.

It is unlikely that direct confrontations will be instrumental in correcting misperceptions of discriminatory behavior. Organizations need to provide training on how to manage confrontation episodes as an opportunity to mitigate perceived mistreatment.

Which mode of confrontation is best? Indirect confrontation is associated with a higher likelihood of the alleged perpetrator providing a justification for a charge of discrimination, particularly when the alleged perpetrator is the supervisor. However, anger is also higher when supervisors are confronted indirectly about allegations of discrimination.