第12章 课后答案【khdaw_lxywyl】
初等数论 课后答案【khdaw_lxywyl】

设 d 为 n 的任一个正因数,由 dn 知对每一个 pi,d 的标准分解式中 pi 的指数都
k 1 2 1 (0 i i, 不超过 n 的标准分解式中 pi 的指数,即 d 必可表示成 p1 p2 pk
i k)的形式; (ⅱ) 类似于(ⅰ)可证得。
k k 1 1 2. (ⅰ) 显然对于i = min{i, i},1 i k, p1 pk | a,p1 pk |b , 而
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第一章
中的最小正整数, 显然有 Y0 = |m|y0; (ⅲ) 代替 a1, a2, , ak 即可。 3. (ⅰ) = b 可得; (ⅲ)
| a,则(p, a) = 1,从而由 pab 推出 pb; (ⅱ) 若p
(a, b1b2bn) = (a, b2bn) = = (a, bn) = 1。
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i 1
k
Hale Waihona Puke 后然; (ⅳ) 设(p, a) = d,则 dp,da,由 dp 得 d = 1 或 d = p,前者推出(p, a) = 1,后者推出 pa。 2. (ⅰ) 由 dai 推出 dy0 = (a1, a2, , ak); (ⅱ) 分别以 y0 和 Y0 表示集合
k
答
|a2|, ,|ak| 的公约数的集合相同,所以它们的最大公约数相等;
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数据结构 宗大华 陈吉人 人民邮电出版社 课后答案【khdaw_lxywyl】

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o 三、问答 1.试问,如下的线性表: L = (29,25,21,17,13,11,7,5,3,1)
c 是有序线性表还是无序线性表? 答:L 是一个有序线性表。 . 2.线性表L第i个存储结点ai的起始地址LOC(ai)可以通过下面的公式计算得到: LOC(ai)= LOC(ai-1)+k 其中 k 表示存储结点的长度。这个公式对吗?为什么?
A.n
B.n/2
C.n+1
D.(n+1)/2
5.在一个单链表中,已知qtr所指结点是ptr所指结点的直接前驱。现要在qtr所指结点和
d ptr所指结点之间插入一个rtr所指的结点,要执行的操作应该是 C 。
A.rtr->Next = ptr->Next; ptr->Next = rtr;
h B.ptr->Next = rtr->Next;
free (ptr);
10.在单链表中,如果指针ptr所指结点不是链表的尾结点,那么在ptr之后插入由指针
qtr所指结点的操作应该是 B 。 A.qtr->Next = ptr ; ptr->Next = qtr ; C.qtr->Next = ptr->Next ;
m ptr = qtr ;
B.qtr->Next = ptr->Next ; ptr->Next = qtr ;
k 第 2 章习题解答 . 一、填空 w1.当一组数据的逻辑结构呈线性关系时,在数据结构里就称其为 线性表 。
2.线性表中数据元素的个数n称为线性表的 长度 。 3.以顺序存储结构实现的线性表,被称为 顺序表 。
大学物理 下册 9-13章 (罗益民 余燕 著) 北京邮电大学出版社 课后答案 第12章 波动光学 课后答案【khdaw_l

(2k 1) 2 3 7.6 10 7 0.5 2a 2 10 4
w.
2 1 cm 10 5 (m) 1000
当 k 3, 3 6 10 m 恰在橙黄色波长范围内,所以入射光波长为 6000 A .
,可分别求得 1、2 两单色光第一级
co
m
m
12-11
由 l sin
2n2
得
5.893 107 sin 3.88 10 5 3 2n2l 2 1.52 5 10
3.88 10 5 rad 8
2n2
d 19(ek 1 ek ) 4.0 10 6 (m)
w.
3 (n 1)t 0
129
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co
m
x (2k 1)
D D (0.2 0.3) 7.2 107 d 2 d 2 4 10 3 2
4.5 10 5 ห้องสมุดไป่ตู้m)
12-6 上面表达式也可直接由光程差推导而得. (1)由题 12-6 图可以看出
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故
3 3 6.328 10 7 t 3.16 10 6 m 3.2 m n 1 1.6 1
6 k6 1 550 10 9 6.6 10 7 m 5 k5
50 102 D (红 紫 ) 1 (7.6 4.0) 10 7 0.25 10 3 d
2n2e 2 k
令 k=1,可得冰层的最小厚度为 emin 1027 A
12-10
根据题中折射间的关系,对
增透膜厚度 e
《数字逻辑》鲍家元、毛文林高等教育出版社课后答案【khdaw_lxywyl】

kh da w. co m
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课后答案网
2.21 直接根据逻辑表达式,填写卡诺图并化简下列各式为最简 “与或”表达式。 ⑴ F = B+AC ⑵F=D
2.26 如果输入只有原变量而无反变量。用禁止法将下列函数转换 成可用最少的与非门实现,并画出逻辑图。 ⑴ F = AC BC AB BC (逻辑图略) ⑵ F = AABC•BABC ⑶ F = C AB B AB (逻辑图略) ⑷ F = XY Z (逻辑图略) 2.29 确定习图2-1中的输入变量,并使输出功能为: F (A,B,C,D) = ∑m(6,7,12,13 ) 解: F (A,B,C,D) = (AB) ⊕(BC)
(5) F = (B+C+D) (B+C+D) (A+C+D)
ww
⑹ F = D+BC+ABC = (B+C+D) (B+C+D) (A+C+D)
w.
⑸ F = AC+BD = (A+C) (B+C)
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= (A+D) (B+C) (B+D)
后
(6) F = (B+D) (B+C) (A+C+D) (A+C+D) ⑶ F = ABC+ABD+ACD (7) F = CE = (A+C) (C+D) (B+D) (A+B+C) (8) F = (A+D) (B+D) (A+B+C) (B+C+E) (A+C+E) ⑷ F = AB+CD = (C+D) (B+C) (A+C) 或
电工技术基础 曾令琴 胡修池 人民邮电出版社 课后答案【khdaw_lxywyl】

图 1-31
2、在图 1-32 所示电路中,有几条支路和结点?U ab 和I各等于多少?(8 分) 解:3 条支路,两个结点,U ab 和I都等于 0。 3、用基尔霍夫定律求解图 1-33 电路中的电流I 3 。设U S1 =30V,U S2 =40V,R 1 =4Ω, R 2 =5Ω,R 3 =2Ω。 (10 分) 解:对电路列写KCL方程:I 1 +I 2 -I 3 =0 对左回路列KVL方程:I 1 R 1 +I 3 R 3 = U S1 对右回路列KVL方程:I 2 R 2 +I 3 R 3 = U S2 将数值代入方程式(1)和(2)并整理:
3
(1) (2) (3)
2I 1 +I 3 =15 5I 2 +2I 3 =40 由(2)得: 由(3)得: I 1 =(15-I 3 )/2 I 2 =(40-2I 3 )/5 I 1 ≈3.42A I 2 ≈4.74A b + 12V - 1Ω
(2) (3) (4) (5) 解得:I 3 ≈8.16A
ቤተ መጻሕፍቲ ባይዱ
3、如何理解电路的激励和响应?当电感元件和电容元件向外释放能量时,能否将 它们看作是电路激励? 答:激励就是在电路中激发电能的原因,响应则是电路中接受电能的表现。当电感 元件和电容元件向外释放能量时,可以看作是电路激励。例如一个充好电的电容器,把 它和一个电阻相接后,它就会通过这个电阻放电,这里它就是放电电路中的激励。 4、两个数值不同的电压源能否并联后“合成”一个向外供电的电压源?两个数值 不同的电流源能否串联后“合成”一个向外电路供电的电流源?为什么? 答:数值不同的电压源是不能并联合成的,因为这样连接在它们内部将引起环流; 两个数值不同的电流也不能串联连接,把它们串联时将造成小电流电源的过流现象。 5、什么叫一度电?一度电有多大作用? 答:1KW·h=1 度电。 一度电可以让 1KW 的电机运行 1 个小时,可让 100W 的电灯 点燃 10 个小时,还可让 10W 的节能灯点燃 100 个小时。 6、如何测量某元件两端电压?如何测量某支路电流? 答:把高内阻的电压表并联在待测元件两端就可测量其电压,把低内阻的电流表串 接在待测支路中可测得该支路电流。 7、直流电路是否都是线性电路?线性电路的概念如何正确表述? 答:直流电路中含有的所有元件都是线性元件时,例如本章介绍的电阻元件,其伏 安特性为线性关系; 电感元件的韦安特性是线性关系; 电容元件的库伏特性是线性关系, 因此由它们构成的电路就是线性电路。线性电路只取决于电路中的元件特性,与电路中 的电量,例如直流量、交流量、正弦量、非正弦量等无关。 五、计算题: (共 26 分) 1、 在图 1-31 所示电路中, 已知电流I=10mA, I 1 =6mA,R 1 =3KΩ,R 2 =1KΩ,R 3 =2KΩ。求电流 表A 4 和A 5 的读数是多少?(8 分) 解:对a列KCL方程:I-I 1 -I 2 =0 得I 2 =4mA 对左回路列KVL:6×3+2I 3 -4×1=0 得I 3 =-7mA A 4 =13mA A 5 =-3mA I a R2 I2 c R3 A5 I5 R1 I1 b A4 I4
电工电子技术(第二版) (曾令琴 李伟 著) 人民邮电出版社 课后答案 【khdaw_lxywyl】

出的功率等于负载上吸收的总功率,符合功率平衡。
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元件 4 元件 5
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+ U 2 元件 2 I 2 -
- U 3 元件 3 I 3 +
图 1-5 检验题 4 电路图
1、电感元件的储能过程就是它建立磁场储存磁能的过程,由 WL LI / 2 可知,其
2
储能仅取决于通过电感元件的电流和电感量 L,与端电压无关,所以电感元件两端电压 为零时,储能不一定为零。电容元件的储能过程是它充电建立极间电场的过程,由
示电路连接。 7、白炽灯的灯丝烧断后再搭接上,灯丝因少了一截而电阻减小,因此电压不变时电 流增大,所以反而更亮。只是这样灯丝由于在超载下工作,很快不会烧掉。 8、电阻炉的炉丝断裂,绞接后仍可短时应急使用,但时间不长绞接处又会被再次烧 断,其原因类同于题 7。 第 23 页检验题解答: 开关闭合时电路中的 VB VA VC 0 , VD 4V 。 1、选定 C 为参考点时,开关断开时电路中无电流 VB VD VC 0 , VA 4V ; 2、电路中某点电位等于该点到电路参考点的路径上所有元件上电压降的代数和,数
6 j8 10126.9 6 j8 10 126.9 60 45 42.43 j 42.43
30180 30
3、通过上述两题求解可知,在相量的代数形式化为极坐标形式的过程中,一定要注
意相量的幅角所在的相限,不能搞错;在相量的极坐标形式化为代数形式的过程中,同 样也是注意相量的幅角问题,其中模值前面应为正号,若为负号,应在幅角上加(减)
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值 220V,所以不能用在有效值为 180V 的正弦交流电源上。
6 j8 1053.1
ww
《数字逻辑》鲍家元、毛文林高等教育出版社课后答案【khdaw_lxywyl】
2.13 写出下列各式的最小项表达式和最大项表达式:
= ∑m( 3 ) = AB
⑶ F (A,B,C) = ∑m( 2,4,6,7 ) = ABC+ABC+ABC+ABC
⑷ F (A,B,C) = ∏M ( 0,1,3,4,5 ) = ( A+B+C) ( A+B+C) ( A+B+C) ( A+B+C) ( A+B+C) = ∑m( 2,6,7 ) = ABC+ABC+ABC
ww
w.
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2.14 将下列函数展开为最小项之和:
后
= ∏M( 5 ) = A+B+C
答
案
⑹ F (A,B,C) = ∑m( 0,1,2,3,4,6,7 ) = ABC+ABC+ABC+ABC +ABC +ABC +ABC
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课后答案网 A B C+ABC+ABC+ABC +ABC ⑸ F (A,B,C) = ∑m( 0,4,5,6,7 ) =
1.1 完成下列数制转换。 ⑴ (1101011)2 = (6B)16
(10110111 )B = (183 ) 10 (101.1 )B = (5.5 ) 10 (101.1 )O = (65.125 ) 10
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1.2 把以下各数转换成十进制。
后
答
⑺ (BABE )H = (1011101010111110 )B = (47806) 10 (15C38)H = (89144 ) 10 (101.1)H = (257.0625 ) 10
管理学第九版清华大学出版社课后习题答案第12章
管理学第九版清华大学出版社课后习题答案第12章Chapter 12 Human Resource ManagementTRUE/FALSE QUESTIONSWHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT1.High-performance work practices are those that lead to high individual and high organizationalperformance.(True; moderate; p. 323)2.High-performance work practices involve a commitment by management to improve the knowledgeskills and abilities of the organization’s employees, increasing employee motivation, and enhancing the retention of quality employees.(True; easy; p. 323)THE HUMAN RESOURCE MANAGEMENT PROCESS3.The human resource management (HRM) process consists of 10 activities necessary for staffing theorganization and sustaining high employee performance.(False; moderate; p. 323)4. A labor union is an organization that represents workers and seeks to protect their interests. (True; easy; p. 323)5.In the United States, nearly 25 percent of all workers are unionized.(False; moderate; pp. 323-324)6.Affirmative action programs assure that minorities are given equal opportunities in the workplace. (False; difficult; p. 324)7. A community fire department can categorically deny employment to a firefighter applicant who isconfined to a wheelchair.8.The United States will experience a shortage of 20 million workers over the next 10 years accordingto the U.S. Bureau of Labor Statistics.(False; moderate; p. 325)HUMAN RESOURCE PLANNING9.Human resource planning can be condensed into two steps: assessing current human resources andassessing and meeting future resource needs.(True; easy; p. 326)10.Job descriptions focus on the job, while job specifications focus on the person.(True; easy; p. 326)RECRUITMENT AND DECRUITMENT11.One disadvantage to employee referrals as a source of job candidates is that candidates tend to beminimally skilled.(False; moderate; p. 327)12.Firing and early retirements are two decruitment options.(True; moderate; p. 328)SELECTION13.A selection device is valid if it measures the same thing consistently.(False; difficult; p. 329)14.A good interviewer will minimize any prior knowledge about the applicants’ background, experience,interests, test scores, or other characteristics.(True; difficult; p. 332)15.Reference checks generally provide useful information for most jobs.16.In a realistic job preview (RJP), an applicant might be told that there are limited opportunities tointeract with peers during office hours and that the likelihood for advancement is slim.(True; moderate; p. 333)ORIENTATION17.There are three types of orientation: work unit orientation, organization orientation, and proceduralorientation.(False; moderate; p. 334)TRAINING18.Job rotation is the implementation of lateral transfers allowing employees to work at different jobs inan organization.(True; moderate; p. 336)EMPLOYEE PERFORMANCE MANAGEMENT19.Types of performance appraisal methods include written essays, multiperson comparisons, andgraphic rating scales.(True; easy; p. 337)COMPENSATION AND BENEFITS20.The primary determinant of an individual’s pay is job performance, not seniority.(True; difficult; p. 340)21.Variable pay systems reward employees for the job skills and competencies they can demonstrate. (False; moderate; p. 340) CAREER DEVELOPMENT22.The idea of increased personal responsibility for one’s career has been described as a boundarylesscareer in which individuals define their career progression.(True; moderate; p. 341)CURRENT ISSUES IN HUMAN RESOURCE MANAGEMENT23.Studies find that downsizing is as stressful for the survivors as it is for the victims.(True; moderate; p. 342)24.Although most sexual harassment complaints are filed against men, the percentage of charges filedagainst women has steadily risen over the past decade.(True; moderate; p. 344)25.Sexual harassment is defined as any desired action or activity of a sexual nature that explicitly affectsan individual’s employment, performance, or work environment.(False; easy; p. 344)26.A firm can do little to protect itself from sexual harassment claims. It is usually one employee’s w ord against another’s.(False; moderate; p. 344)27.The environment in today’s organizations with mixed-gender work teams and working long hours isundoubtedly contributing to an increased number of workplace romances.(True; moderate; p. 344)28.Work life conflicts are less relevant for male and single employees as they are for married andfemale employees.(False; easy; p. 346)29.Today’s progressive workplaces provide a wide range of scheduling options and benefits that allowemployees more flexibility at work and allow them to better balance or integrate their work and personal lives.(True; easy; p. 346)30.People who prefer integration are more likely to respond positively to options such as flextime andpart-time hours.(False; moderate; p. 347)MULTIPLE-CHOICE QUESTIONSFor each of the following choose the answer that most completely answers the question.WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT31.Various studies have concluded that an organization’s human resources can be a significant source of_______________./doc/1a4427616.htmlpetitive advantageb.problems for managementc.frustration for employeesd.high-performance work practices(a; moderate; p. 322)32.High-performance work practices are characterized by ____________.a.improving knowledge, skills, and abilities of employeesb.allowing managers to lead in their own best stylec.allowing employees to loaf on the job as long as they can produce average daily production levelsd.decreasing employees’ motivation(a; moderate; p. 323)33.High-performance work practices include such activities as ______________.a.closed communicationb.centralized decision makingc.firm job assignmentsd.self-managed teams(d; moderate; p. 323)THE HUMAN RESOURCE MANAGEMENT PROCESS34.The first _______________ activities of the human resource management (HRM) process ensurethat competent employees are identified and selected.a.twob.threec.fourd.five(b; moderate; p. 323)35.The final three activities of the HRM process _______________.a.ensure that the organization retains competent and high-performing employeesb.ensure that the organization selects and trains competent employeesc.identify for the organization the best compensation packages for the new hiresd.provide employees with up-to-date knowledge and skills(a; moderate; p. 323)/doc/1a4427616.htmlbor unions use ____________ to protect the rights of their members.a.functional operationsb.new product developmentc.collective bargainingd.process(c; easy; p. 323)37.In organizations, _____________ programs ensure that protected classes are retained and theiropportunities are maintained.a.needs-based analysisb.functionalc.global human resource managementd.affirmative action(d; moderate; p. 324; AACSB: Diversity)38.Federal laws, the largest environmental factor constraining human resource activities, cover suchprocesses as _______________.a.choosing employees to be hiredb.directing who can be hiredc.selecting who can be firedd.selecting pay scales(b; moderate; p. 324)39.What U.S. act permits employees in organizations with 50 or more workers to take up to 12 weeks ofunpaid leave each year for family or medical reasons?a.Civil Rights Act of 1991b.Fair Pay Overtime Initiativec.Family and Medical Leave Act of 1993d.Health Insurance Portability and Accountability Act of 1996(c; easy; p. 324)40.What U.S. act requires that employers destroy personal information about employees beforediscarding it if they received the information from the credit report?a.Civil Rights Act of 1991b.Fair and Accurate Credit Transactions Actc.Privacy Actd.Worker Adjustment and Retraining Notification Act(b; moderate; p. 325)41.By 2010, more than half of all workers in the United States will be _______________.a.baby boomersb.Gen Yersc.over 40d.retiring(c; moderate; p. 325)HUMAN RESOURCE PLANNING42.The beginning point for any human resource planning process is the examination of the currenthuman resource status by making a _____________.a.strategic planb.human resource inventoryc.product evaluationd.analysis of customer demands(b; easy; p. 326)43.An assessment that defines the jobs and behaviors necessary to perform the job is known as a_____________.a.job descriptionb.job specificationc.goal-oriented job definitiond.job analysis(d; difficult; p. 326)44.Job analysis is concerned with which of the followinghuman resource planning aspects?a.deciding how well someone is performing his or her jobb.what behaviors are necessary to perform a jobc.hiring someone to do a jobd.estimating pay on job level in an organization(b; easy; p. 326)45.A written statement of what a job holder does, how it is done, and why it is done is known as_____________.a.job specificationb.process departmentalizationc.goal-oriented job definitiond.job description(d; moderate; p. 326)46.A list of the minimum qualifications or requirements needed by an employee to perform a job isknown as a ____________.a.job analysisb.job descriptionc.responsibility factor listd.job specification(d; moderate; p. 326)RECRUITMENT AND DECRUITMENT47.Recruitment is the process of _____________.a.hiring employees from competitorsb.locating, identifying, and attracting potential employeesc.measuring the pressure in the local labor marketd.hiring from outside the organization(b; difficult; p. 327)48.If human resource planning shows a surplus of employees,management may want to reduce theorganization’s workforce through ______________.a.recruitmentb.decruitmentc.expansiond.jobbing(b; moderate; p. 327)49.As a source of potential job candidates, _____________ generates the best referrals, because a goodreferral reflects on the source of the recommendation.a.the company Web siteb.the Internetc.employee referralsd.professional recruiting organizations(c; moderate; p. 327)50.While _____________ reaches a tremendous number of people, it also generates many unqualifiedcandidates for jobs.a.the company Web siteb.the Internetc.employee referralsd.college recruiting(b; moderate; p. 327)51.Which of the following is a disadvantage of recruiting at colleges?a.limited supplyb.generates many unqualified candidatesc.may not increase workforce diversityd.limited to entry-level positions(d; easy; p. 327)52.As a decruitment option, ____________ are a temporary involuntary termination that can last from afew weeks to several years./doc/1a4427616.htmlyoffsb.attritionsc.transfersd.early retirements(a; moderate; p. 328)53.Which of the following is not an option for decruitment?a.attritionb.reduced workweeksc.early retirementsd.Internet hiring(d; moderate; p. 328)54.Which of the following decruitment methods is accomplished by not filling openings created bynormal retirements?a.firing/doc/1a4427616.htmlyoffsc.attritionb.reduced workweeks(c; moderate; p. 328)SELECTION55.The selection process is _______________.a.determining who is best for a jobb.not related to performance in the jobc.an exercise in predictiond.determining how to best train employees(a; moderate; p. 328)56.____________ is the proven relationship between the selection device and some relevant jobselection criterion.a.Responsibilityb.Unreliabilityc.Reliabilityd.Validity(d; moderate; p. 329)57.____________ indicates how consistent a selection device measures a criterion.a.Operational scoringb.Qualificationc.Reliabilityd.Validity(c; moderate; p. 330)58.Which of the following is an example of selection device reliability?a.An applicant’s score on an intelligence test predicted his or her job performance.b. A superior job performer was given a low interview score by all five independent interviewers.c.The intelligence test significantly predicted the job performance of 250 job applicants.d. A protected group individual was given a low selection score and was a poor job performer. (b; difficult; p. 330)59.Asking a candidate for an automotive mechanic’s position to deconstruct and reconstruct part of anengine motor would be an example of what kind of selection device?a.spatial testb.performance-simulation testc. intelligence testd. interview(b; easy; p. 330)60.______________ involves presenting applicants with a miniature model of a job and having themperform a task that is central to that job.a. An interviewb. A written testc. A vertically integrated interviewd. Work sampling(d; difficult; p. 330)61.Assessment centers are best if they are used to select ______________.a.senior managementb.semiskilled workersc.routine operatives in the firmd.unskilled workers(a; moderate; p. 330)62.A strength of using an application form as a selection device is that ______________.a.relevant biographical facts that can be verified have been shown to be valid performancemeasures for some jobsb.many items on most forms are valid in selecting good employeesc.they are moderately valid predictors for many semiskilled and unskilled lower-level jobs inindustrial organizationsd.they are reasonably good predictors for supervisory positions(a; difficult; p. 331)63.A weakness of using a performance-simulation test is that it is ____________.a.typically expensive to create and administerb.based on job analysis datac.is not a proven predictor of job performanced.subject to potential biases(a; moderate; p. 331)64.To use a physical exam as a selection device, a company must ____________.a.be sure the physical requirements are valid and that they do not discriminateb.have an insurance carrier that does not require the testingc.prove that supervisors do not need physical abilities to perform their jobsd.prove that the test has nothing to do with insurance(a; difficult; p. 331)65.Interviews are valid predictors of success in the workplace if _____________.a.some illegal questions are askedb.questions are unstructuredc.questions are structuredd.they are short(c; moderate; p. 332)66.A good interviewer would ask ____________.a.―What type of work have you done before?‖b.―Do you own your own home?‖c.―Do you have a physical disability that would prevent youfrom doing this job?‖d.―Have you ever filed a workman’s compensation claim?‖(a; difficult; p. 332)67.A(n) __________ that includes both positive and negative aspects about the job and the companyprovides higher job satisfaction and lower turnover.a.structured interviewb.unstructured interviewc.realistic job previewd.assessment center(c; moderate; p. 333)ORIENTATION68.______________ familiarizes the employee with the goals of the work unit, clarifies how his or herjob contributes to the unit goals, and includes an introduction to his or her new co-workers./doc/1a4427616.htmlanizational orientationb.Work unit orientationc.Procedural orientationd.An assessment center(b; easy; p. 334)69.Successful orientation, whether formal or informal, results in an outsider-insider transition that________________.a.makes the new member feel uncomfortableb.helps the new member feel fairly well adjustedc.lowers the likelihood of high work performanced.increases the probability of a surprise resignation(b; easy; p. 334)TRAINING70.It has been estimated that the dollar amount spent by U.S. firms on formal courses and trainingprograms is _____________.a.$553 millionb.$956 millionc.$31 billiond.$51 billion(d; easy; p. 334)71.If a training event includes learning to be a better listener or learning to interact effectively with teammembers and customers, it is attempting to teach _____________.a.technical skillsb.interpersonal skillsc.problem-solving skillsd.observational skills(b; difficult; p. 335)72.What traditional training method involves employees working with an experienced worker whoprovides information, support, and encouragement?a.e-learningb.experiential exercisesc.mentoring and coachingd.on-the-job training(c; moderate; p. 336)73.What training method involves employees participating in role playing, simulations, or other face-to-face types of training?a.experiential exercisesb.job rotationc.mentoring and coachingd.on-the-job training(a; moderate; p. 336)74.What training method is Internet-based learning where employees participate in multimediasimulations or other interactive modules?a.CD-ROM/DVD/videotapes/audiotapesb.e-learningc.experiential exercisesd.videoconferencing/teleconferencing/satellite TV(b; moderate; p. 336; AACSB: Technology)75.What is considered a technology-based training method?a.classroom lecturesb.experiential exercisesc.videoconferencing/teleconferencing/satellite TVd.workbooks/manuals(c; easy; p. 336; AACSB: Technology)EMPLOYEE PERFORMANCE MANAGEMENT76._______________ is a process of setting standards and measuring employee performance to arrive atperformance standards.a.Time and motion studyb.Benchmarkingc.Legal influence arrangementsd. A performance management system(d; difficult; p. 337)77.The use of ___________ focuses the evaluator’s attention on key behaviors that distinguish effectivefrom ineffective work performance.a.simple analysisb.job analysisc.critical incidentsd.graphic rating scales(c; difficult; p. 337)78.A performance appraisal method that allows the evaluator to rate employees on an incremental scaleis called a ____________.a.written essayb.critical incidentc.graphic rating scaled.multiperson comparison(c; difficult; p. 337)79.A performance appraisal system that combines a graphic rating scale and a critical incident systeminto one process is a(n) _______________.a.written essayb.360-degree feedbackc.objectived.behaviorally anchored rating scale(d; difficult; p. 337)80.________________ is a proc ess used to compare one’s performance with that of others.a.Multiperson comparisonb.Job analysisc. A critical incidentd. A graphic rating scale(a; difficult; p. 338)81.______________ is often used for appraising managers and professional employees.a.Management by objectivesb.Job analysisc. A critical incidentd. A graphic rating scale(a; difficult; p. 338)82.The most thorough performance appraisal method, _____________, utilizes feedback fromsupervisors, employees, and coworkers.a.management by objectivesb.360-degree feedbackc.critical incidentsd.graphic rating scales(b; difficult; p. 338)COMPENSATION AND BENEFITS83.An organization’s compensation system has been shown to have an impact on its _______________.a.turnoverb.profitsc.strategic performanced.productivity(c; difficult; p. 339)84.What is not a factor that can influence compensation and benefits?a.appearance and sexb.unionizationc.geographical location/doc/1a4427616.htmlbor intensive(a; easy; p. 339)85.Skill-based pay systems rely on the employee’s_____________ to define his or her pay category.a.job titleb.job skillsc.job performanced.job description(b; difficult; p. 339)86.What pay systems seem to be more successful in manufacturing organizations than in serviceorganizations and organizations pursuing technical innovations?a.skill-based pay systemsb.traditional pay systemsc.variable pay systemsd.incentive pay systems(a; moderate; pp. 339-340)CAREER DEVELOPMENT87.What is defined as the sequence of positions held by a person during his or her lifetime?a.jobb.careerc.boundaryless careerd.high-performance work practices(b; easy; p. 340)88.What is a characteristic of career development programs today?a.They are typically designed to help employees advance their work lives within a specificorganization.b.The focus of such programs is to provide employees the information, assessment, and trainingneeded to help them realize their career goals.c.They are a way for organizations to attract and retain highly talented people.d.They have all but disappeared due to widespread organizational changes.(d; moderate; p. 340)89.What is a suggestion offered for a successful management career?a.have your boss support youb.develop a networkc.stay in your first job for at least seven yearsd.take the first job you’re offered(b; easy; p. 341)CURRENT ISSUES IN HUMAN RESOURCE MANAGEMENT90.__________________ is the term used to define planned elimination of jobs in an organization.a.Downsizingb.Decruitmentc.Recruitmentd.Planned firing(a; moderate; p. 342)91.When an organization _______________, it may need to eliminate jobs.a.is faced with increasing market shareb.has grown too slowlyc.has been poorly managedd.is confronted with new management(c; moderate; p. 342)92.In providing assistance to employees being downsized, many organizations offer some form of_______________.a.severance payb.employee trainingc.orientationd.family-friendly benefits(a; moderate; p. 342)93.To help survivors of downsizing cope with their new stress, managers might want to ____________.a.individually call employees into the office intermittently with those being downsizedb.offer some form of severance payc.provide job search assistanced.provide counselors for employees to talk to(d; moderate; p. 342)94.To improve workplace diversity, managers should _______________.a.widen their recruiting netb.downsizec.hire more employee referralsd.recruit more minority candidates(a; difficult; p. 342; AACSB: Diversity)95.Which of the following statements is true of current situations in human resource management?a.To improve workforce diversity, managers need to narrow their approach to recruiting.b.Once a diverse pool of applicants is defined, a manager does not need to address discriminationas a problem.c.Recent research has shown that diversity makes moving into a workforce harder for women andminorities.d.Some organizations are aggressively pursuing diversity efforts.(d; difficult; p. 343; AACSB: Diversity)96.About _______________ Fortune 500 companies have been sued for sexual harassment.a.one in tenb.one in fivec.one in threed.one in two(c; moderate; p. 344)97.__________________ creates an unpleasant work environment and undermi nes workers’ ability toperform their job.a. A workplace romanceb.Diversityc.Sexual harassmentd.Work-family imbalance(c; easy; p. 344)98.When there are sexual harassment claims against an organization, the courts want to know whetherthe organization _______________.a.knew about the alleged behavior/doc/1a4427616.htmlcated their employees on sexual harassment mattersc.had mechanisms available to monitor employeesd.ensured that no retaliatory actions were taken against a person who has filed the charges(a; moderate; p. 344)99.Why are workplace romances potentially problematic fororganizations?a.an increased work-family life imbalanceb.the potential for sexual harassment accusationsc.flirting on the job affects productivityd.couples tend to act as their own team(b; moderate; p. 345)100.What can organizations do to protect themselves against workplace romances?a.have mechanisms available to monitor employeesb.ensure that no retaliatory actions are taken/doc/1a4427616.htmlcate employees on the dangers of workplace romancesd.have some type of policy regarding workplace dating among coworkers(d; moderate; p. 345)101.―Family-friendly benefits‖ commonly include programs like _____________.a.health insurance programsb.health savings accountsc.time off for school functionsd.individual retirement accounts(c; easy; p. 346)102.People who prefer segmentation are more likely to be satisfied and committed to their jobs when offered options such as _______________.a.job sharing/doc/1a4427616.htmlpany-sponsored family picnicsc.on-site child cared.gym facilities(a; moderate; p. 347)103.What is not one way that organizations are controlling their health care costs?a.passing on additional health care costs to employeesb.firing those who refuse to quit smokingc.providing opportunities for employees to lead healthy lifestylesd.eliminating health insurance from their benefit programs(d; moderate; p. 347)104.Many reasonably sound companies no longer provide _______________.a.health insuranceb.family-friendly benefitsc.pension plansd.stock options(c; moderate; p. 347)SCENARIO QUESTIONSFor each of the following, choose the answer that most completely answers the question.WHY HUMAN RESOUCE MANAGEMENT IS IMPORTANTHuman Resource Planning (Scenario)Steve is hired to manage the human resources department of a local manufacturing company. This company has the reputation of being the firm ―where you work until you fi nd your next job.‖ Employee turnover is high and morale is low. Steve is determined to change the situation and make the organization’s human resources a competitive advantage and source of pride for the firm.105.Steve believes that achieving competitive success in business today requires that managers change how they thinkabout their employees and how they view the work relationship. He hopes to initiate workplace programs geared toward improving organizational commitment to improving the knowledge, skills, and abilities of employees, increasing employee motivation, and enhancing retention of quality employees. These traits have been found to be consistent with ______________.a.employee empowermentb.high-performance work practicesc.the human resources management processd.performance appraisal methods(b; moderate; p. 323)THE HUMAN RESOURCE MANAGEMENT PROCESSThe New Hire (Scenario)Frances begins her career working in the human resources department of a major corporation. She is asked to help ensure that the organization is following the federal guidelines for employment.106.Frances reviews the ______________ guidelines, which outlines practices that enhance the employment, upgrading, and retention of protected groups.a.employment need-basedb.functional employmentc.global human resource managementd.affirmative action(d; difficult; p. 324; AACSB: Diversity)HUMAN RESOURCE PLANNINGHuman Resource Planning (Scenario)Steve is hired to manage the human resources department of a local manufacturing company. This company has the。
信息安全数学基础 (陈恭亮 著) 清华大学出版社 课后答案【khdaw_lxywyl】
信息安全数学基础习题答案
第一章
整数的可除性
1.证明:因为 2|n 所以 n=2k , k ∈ Z 5|n 所以 5|2k , 又(5,2)=1,所以 5|k 即 k=5 k1 ,k1 ∈ Z 7|n 所以 7|2*5 k1 ,又(7,10)=1,所以 7| k1 即 k1=7 k2,k2 ∈ Z 所以 n=2*5*7 k2 即 n=70 k2, k2 ∈ Z 因此 70|n 2.证明:因为 a3-a=(a-1)a(a+1) 当 a=3k,k ∈ Z 3|a 则 3|a3-a 当 a=3k-1,k ∈ Z 3|a+1 则 3|a3-a 当 a=3k+1,k ∈ Z 3|a-1 则 3|a3-a 所以 a3-a 能被 3 整除。 3.证明:任意奇整数可表示为 2 k0+1, k0 ∈ Z (2 k0+1)2=4 k02+4 k0+1=4 k0 (k0+1)+1 由于 k0 与 k0+1 为两连续整数,必有一个为偶数,所以 k0 (k0+1)=2k 所以(2 k0+1)2=8k+1 得证。 4.证明:设三个连续整数为 a-1,a,a+1 则(a-1)a(a+1)= a3-a 由第二题结论 3|(a3-a) 即 3|(a-1)a(a+1) 又三个连续整数中必有至少一个为偶数,则 2|(a-1)a(a+1) 又(3,2)=1 所以 6|(a-1)a(a+1) 得证。 5.证明:构造下列 k 个连续正整数列: (k+1)!+2, (k+1)!+3, (k+1)!+4,……, (k+1)!+(k+1), k ∈ Z 对数列中任一数 (k+1)!+i=i[(k+1)k…(i+1)(i-1)…2*1+1], i=2,3,4,…(k+1) 所以 i|(k+1)!+i 即(k+1)!+i 为合数 所以此 k 个连续正整数都是合数。 6.证明:因为 1911/2<14 ,小于 14 的素数有 2,3,5,7,11,13 经验算都不能整除 191 所以 191 为素数。 因为 5471/2<24 ,小于 24 的素数有 2,3,5,7,11,13,17,19,23 经验算都不能整除 547 所以 547 为素数。 由 737=11*67 ,747=3*249 知 737 与 747 都为合数。 8.解:存在。eg:a=6,b=2,c=9 10.证明:p1 p2 p3|n, 则 n= p1 p2 p3k,k ∈ N+ 又 p1≤ p2 ≤p3,所以 n= p1 p2 p3k≥p13 即 p13≤n1/3 p1 为素数 则 p1≥2,又 p1≤ p2 ≤p3,所以 n= p1 p2 p3k≥2 p2 p3≥2p22 即 p2≤(n/2) 1/2 得证。 1/2 11.解:小于等于 500 的所有素数为 2,3,5,7,11,13,17,19,依次删除这些素数 的倍数可得所求素数: 12.证明:反证法 假设 3k+1 没有相同形式的素因数, 则它一定只能表示成若干形如 3k-1 的素数相 乘。 (3 k1+1)(3 k2+1)=[( 3 k1+1) k2+ k1]*3+1 显然若干个 3k+1 的素数相乘,得
电路答案第五版邱关源与罗先觉
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W
=
32 152.2 2 + 37.5 2 + 95.75 2 = 176 MPa < [σ ] ,安全。 π × 223 × 10 −9
12-4 图示圆截面钢杆,承受横向载荷 F1 ,轴向载荷 F2 与扭力偶矩 M e 作用,试按第 3
[σ ] = 160 MPa 。
σ=
案 网
F2 F1l Me + ,τ = A W Wp
100
co
(1) (2)
m
习 题
12-1 受集度为 q 的均布载荷作用的矩形截面简支梁,其载荷作用面与梁的纵向对称面 间的夹角为 α = 30 o ,如图如示。已知该梁材料的弹性模量 E = 10 GPa ;梁的尺寸为
l = 4 m , h = 160 mm , b = 120 mm ;许用应力 [σ ] = 12 MPa ;许可挠度 [ w] =
2Hale Waihona Puke 2da2后 答
σ eq3 = σ + 4τ
2 ⎛ Me ⎞ ⎛ F2 F1l ⎞ ⎟ = ⎜ + ⎟ + 4⎜ ⎜W ⎟ ⎝ A W ⎠ p ⎝ ⎠
⎛ 15 × 10 3 × 4 ⎛ 1.2 × 10 3 × 16 500 × 0.9 × 32 ⎞ ⎜ ⎟ + + 4⎜ = ⎜ −6 −9 ⎟ 2 3 ⎜ π × 50 3 × 10 −9 π × 50 × 10 π × 50 × 10 ⎝ ⎠ ⎝ = 107.4 MPa < [σ ]
kh
4 FR πd πd T 16T = = = 61.9 MPa Wp πd 3
2
+
2 2 32 M Cz + M Cy 3
da
= (1.34 + 51.73) × 10 6 = 53.1 MPa (压)
104
课
后 答
M C = Fa × 0.1 m = 66 N ⋅ m 200 T = − M e = − Ft × × 10 −3 = −190 N ⋅ m 2 ∑ M Bz = 0 , FDy × 0.12 − M C − Fr × 0.06 = 0
ww
w.
(a) 103
kh
课
w.
2
解 危险点在固定端截面最高点和最低点。
co
⎞ ⎟ ⎟ ⎠
2
m
强度理论校核杆的强度。已知 F1 = 500 N , F2 = 15 kN , M e = 1.2 kN ⋅ m ,许用应力
(b)
解 由已知得受力如图(b)之上图,其中外力偶
FDy =
− M Cz
740 × 0.06 + 66 = 920 N 0.12 = FDy × 0.06 m = 55.2 N ⋅ m
[σ ] = 10 MPa ,矩形截面边长之比为
da
101
课
后 答
5 × 12l 4 q cos 30 o 2 sin 30 o 2 ( ) +( ) 384 Ebh h2 b2 3 1 ( 2 2 )2 + ( 2 2 )2 0.16 0.12
h = 2 ,试确定截面的尺寸。 b
w.
案 网
co
m
解 危险截面在固定端,危险点在 y 为正,z 为负的角点(或 y 为负,z 为正的角点)处。
M Cy =
Ft × 60 × 10 −3 = 57 N ⋅ m 2 FN = − Fa = −660 N , d = 25 mm
ww
w.
τ max
σ max =
2 2 σ eq4 = σ max + 3τ max = 119.6 MPa < [σ ] ,安全。
12-6 图示钢质拐轴,承受铅垂载荷 F 作用,试按第 3 强度理论确定轴 AB 的直径。 已知载荷 F = 1 kN ,许用应力 [σ ] = 160 MPa 。
12-3 如 果 弯 扭 组 合 变 形 的 轴 用 铸 铁 制 成 , 是 否 仍 可 用
答
kh
2
12-5 简述下列 3 个强度条件表达式各适用于什么情况。
课
12-4 斜弯曲的外力特点和变形特点各是什么? 答 斜弯曲的外力特点是不作用在与形心主轴重合或平行的平面内;其变形后的挠曲线 平面与形心主轴平面(或与形心主轴平面平行的平面)不重合。
99
w.
(c)
M 2 +T2 ≤ [σ ] W
co
M 2 +T2 ≤ [σ ] 或 W
12-2 为何斜弯曲、偏心拉压及弯拉组合变形的应力可用叠加原理。 答 斜弯曲、偏心拉压及弯拉组合变形在线弹性、小变形条件下,横截面上的应力都是 拉压正应力,方向共线,可用叠加原理。
m
FN = F , M y = F ⋅ z F , M z = − F ⋅ y F
w.
(a)
kh
(b)
ww
解 受力如图(b)之上图。
T = M e = Fy ⋅
d1 50 = 3.83 × 10 3 × × 10 −3 = 95.75 N ⋅ m 2 2 ′ Fy + 2 F y ∑ M z = 0 , FBy = = 2.259 kN 3 ∑ Fy = 0 , FAy = 3.044 kN F − 2 Fz′ = 0.107 kN ∑ M y = 0 , FBy = z 3
da
102
课
后 答
w.
6 × 1 650 6 × 800 + = 10 × 10 6 4b 3 2b 3 b = 90 mm , h = 2b = 180 mm
案 网
co
σ max =
M z max M y max 6 F2 6 × 2 F1 + = 2 + = [σ ] Wz Wy bh hb 2
试校核此梁的强度和刚度。
l 。 150
解
2 wmax = w y + wz2 =
kh
4 3
1 1 q y l 2 = q cos 30 o ⋅ l 2 8 8 1 1 M y max = q z l 2 = q sin 30 o ⋅ l 2 8 8 1 2 1 2 ql cos 30 o ql sin 30 o M z max M y max 8 6ql 2 cos 30 o sin 30 o 8 σ = + = + = ( + ) Wz Wy 8bh h b bh 2 hb 2 6 6 3 1 3 2 6 × 2 × 10 × 4 ( 2 + 2 ) = 11.97 × 10 6 Pa = 12.0 MPa = [σ ] ,安全 = −6 8 × 120 × 160 × 10 0.160 0.120 5q y l 4 5 × 12q cos 30 o l 4 5q z l 4 5 × 12q sin 30 o l 4 = = w , = wz = y 384 EI z 384 EI y 384 Ebh 3 384 Ehb 3
第 12 章 组合变形
思考题
12-1 何为斜弯曲?何谓偏心拉压及弯拉组合变形? 何谓弯扭组合变形? 答 挠度 w 方向与载荷 F 的作用线方向不一致, 即构件弯曲以后的挠曲线不再是载荷作 用平面内或与载荷作用平面平行的一条平面曲线,这种弯曲称为斜弯曲。 偏心拉压指杆件受的拉伸或压缩作用载荷不是沿截面形心。 将这种不是沿截面形心作用 的拉(压)力向截面形心简化,就是弯拉(压)组合变形。 杆件在弯矩和扭矩联合作用下的变形称为弯扭组合变形。
F F ⋅ z F ⋅ z F ⋅ yF ⋅ y F ⎛ z F ⋅ z yF ⋅ y ⎞ + + = ⎜1 + 2 + 2 ⎟ = 0 A Iy Iz A⎜ iy iz ⎟ ⎝ ⎠ z ⋅z y ⋅y 1+ F 2 + F 2 = 0 iy iz
, iz =
式(b)为中性轴方程。其中 i y =
Iz 。 A
M y max Wy
≤ [σ ]
12-7 试用叠加原理推导拉(压)弯组合变形杆件横截面上的正应力计算公式。
答 如图(12-7-1)所示,点 A ( yF , zF ) 作用有与轴 x 平行的力 F ,由于力 F 不通过截面
形心(偏心拉伸) ,称为偏心力。将力 F 向截面形心简化,如图(12-7-2)所示。根据圣维南 原理,这样平移后,对远离自由端的截面上的应力并无影响。此时梁不仅受轴向力 F 的作 用,而且还受力偶 M y 及 M z 的作用。其值为
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此时,梁的变形为拉伸与弯曲的组合,简称拉弯组合。
(12-7-1)
偏心拉伸
(12-7-2) 弯拉组合
在图(12-7-2)中,任一外法线方向与 x 正向相同的横截面 1-1 上的内力 FN = F , M y = F ⋅ z F , M z = − F ⋅ y F
后 答
截面上任 1 点 C ( y, z ) 的应力 轴力引起的正应力
F F ⋅ z F ⋅ z F ⋅ yF ⋅ y + + A Iy Iz
ww
w.
各项应力在横截面上的分布如图 12-7-3(a),(b),(c)所示。图 12-7-3(d)为总应力分布图。在 计算时,截面上每一点应力的正负号一般根据该点的位置及构件的变形情况来判定。图 12-7-3(d)上的直线 ef 为中性轴,且中性轴上各点的应力为零。由式(*)知
将已知条件代入上式得