This paper deals with the reconfigurations of Noelle-Neumann's (2010) original theory and presents an analysis categorization for the contemporary spiral of silence, which involves four mechanisms: 1) accumulation; 2) consonance; 3) ubiquity; and 4) anonymity. In order to avoid excluding the term social and analyzing meanings and technologies separately, the results in this paper were presented from a sociocultural matrix reception study with eight unionized teachers and eight neo-Pentecostal evangelicals residing in the city of Curitiba (PR). Once determining that algorithms are relevant towards defining new cultural patterns of social interaction, we found the need to investigate consolidated theories in the field of communication and journalism in the light of algorithmic mediations. [ABSTRACT FROM AUTHOR]
This paper sets forth an algorithm which can recognize any type of the Spanish voseo conjugations, based on a parametric analysis of its morphological typology. The algorithm is built as a sequence of a minimum of two and a maximum of five operations, or steps. Both the linear arrangement of the steps and the structure of the queries are based on an implicit theory of the relative markedness or complexity of each variant and the parametric analysis of the typology. Thus, assessing the speed and efficiency of the algorithm becomes an indirect measure of the underlying analysis. The algorithm also invites to speculate about how the variable data relates to the way it is acquired or learned. [ABSTRACT FROM AUTHOR]
Bentivoglio, Camila Victoria and Szlechter, Diego Fabián
Subjects
*PERSONNEL management, *POSITIVE psychology, *HUMAN resources departments, *WORK structure, *QUALITY of work life
Abstract
In this research paper, we examine forms of work organization implemented in Mercado Libre based on interviews with its workers in Argentina. We analyze the historical course of human resources management until the incursion of the pandemic. As part of the findings, we can point out that the evolution of work management and well-being shows ruptures and continuities, where emotions become increasingly relevant in human resources policies. Inspired by positive psychology in the 90s, such policies focused on the resilient individual. This figure has become more relevant since COVID-19, when the management of intimacy and emotions is mediated by the use of technologies supported by big data. [ABSTRACT FROM AUTHOR]