High-performing and thermally stable energetic 3,7-diamino-7H-[1,2,4]triazolo[4,3-b][1,2,4]triazole derivatives

2017 ◽  
Vol 5 (13) ◽  
pp. 6100-6105 ◽  
Author(s):  
Yongxing Tang ◽  
Chunlin He ◽  
Gregory H. Imler ◽  
Damon A. Parrish ◽  
Jean'ne M. Shreeve
Keyword(s):  
Detonation Properties ◽  
Thermally Stable ◽  
Triazole Derivatives ◽  
High Performing

A family of 3,7-diamino-7H-[1,2,4]triazolo[4,3-b][1,2,4]triazole derivatives is reported and some show promising detonation properties.

(Picrylamino)-1,2,4-triazole Derivatives - Thermally Stable Explosives

2016 ◽  
Vol 2016 (7) ◽  
pp. 956-962 ◽  
Author(s):  
Zoe L. Chioato ◽  
Thomas M. Klapötke ◽  
Frank Mieskes ◽  
Jörg Stierstorfer ◽  
Michael Weyrauther
Keyword(s):  
Thermally Stable ◽  
Triazole Derivatives

Synthesis of Thermally Stable Energetic 1,2,3-Triazole Derivatives

2012 ◽  
Vol 19 (2) ◽  
pp. 509-518 ◽  
Author(s):  
A. Sudheer Kumar ◽  
Vikas D. Ghule ◽  
S. Subrahmanyam ◽  
Akhila K. Sahoo
Keyword(s):  
Thermally Stable ◽  
Triazole Derivatives

Haunted by a Doppelgänger

2014 ◽  
Vol 61 (1) ◽  
pp. 12-22 ◽  
Author(s):  
Bettina von Helversen ◽  
Stefan M. Herzog ◽  
Jörg Rieskamp
Keyword(s):  
Relevant Information ◽  
Psychological Research ◽  
Decision Makers ◽  
Human Judgment ◽  
Rule Based ◽  
New Employees ◽  
High Performing ◽  
Facial Similarity ◽  
Similarity Effect ◽  
Judgment Strategy

Judging other people is a common and important task. Every day professionals make decisions that affect the lives of other people when they diagnose medical conditions, grant parole, or hire new employees. To prevent discrimination, professional standards require that decision makers render accurate and unbiased judgments solely based on relevant information. Facial similarity to previously encountered persons can be a potential source of bias. Psychological research suggests that people only rely on similarity-based judgment strategies if the provided information does not allow them to make accurate rule-based judgments. Our study shows, however, that facial similarity to previously encountered persons influences judgment even in situations in which relevant information is available for making accurate rule-based judgments and where similarity is irrelevant for the task and relying on similarity is detrimental. In two experiments in an employment context we show that applicants who looked similar to high-performing former employees were judged as more suitable than applicants who looked similar to low-performing former employees. This similarity effect was found despite the fact that the participants used the relevant résumé information about the applicants by following a rule-based judgment strategy. These findings suggest that similarity-based and rule-based processes simultaneously underlie human judgment.

Turnover in High-Performing Employees: Do Antecedents Depend on Age?

2006 ◽  
Author(s):  
Kimberly Jaussi ◽  
Michael Palanski ◽  
Walter Reichman
Keyword(s):  
High Performing
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