Polarization transfer observables in π-d elastic scattering

Polarization transfer measurements in π⁺ elastic scattering have been performed at two incident pion energies, one below and one at the Δ(3, 3)-resonance. Using a vector polarized deuteron target four polarization transfer observables are determined. The results are compared to predictions from Faddeev calculations.     

Die Ammonolyse von Halogenokomplexen des vierwertigen Platins

Ammonolysis of Halogeno Complexes of Tetravalent Platinum Reactions of liquid ammonia and ammonium hexahalogenoplatinates(IV) at ?40°C yield mixtures of halogenoammine complexes [Pt(NH₃)_6?nX_n]X_4?n (X = Cl, Br, I; n = 3, 2, 1, 0). Hexaammine platinum(IV) salts, [Pt(NH₃)₆]X₄, may be isolated as main product only after several weeks of reaction. Interactions at room temperature of liquid ammonia and hexachloro or hexabromo complexes produce quantitatively the novel dinuclear di-m?-amido-bis[tetraammineplatinum(IV)] complex, [(H₃N)₄Pt(NH₂)₂Pt(NH₃)₄]X₆. By interaction of gaseous or liquid ammonia and subsequent addition of potassium amide solution in excess potassium hexaamido platinate(IV), K₂[Pt(NH₂)₆], is formed in good yield.     

Labor market underrepresentation results in minority discrimination: A dynamic hiring model with employer learning

This paper develops a dynamic model of minority labor market discrimination. Employers repeatedly decide to hire either minority or majority job candidates whose productivities are unobservable beforehand. Hiring decisions are based on productivity expectations derived from the observable productivity of employers’ previously hired workers. If employers have fewer minority workers initially—a plausible assumption for (numerical) minorities—they discriminate against minority workers over time. Discrimination results from more dispersed minority expectations across the employer population and stronger effects of additional productivity observations on minority expectations. Both effects are a direct consequence of the minority’s initial underrepresentation in firms. I demonstrate the emergence of minority discrimination formally in a two-period hiring model and show simulation results for longer time frames.