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Voice frequency (VF) repeaters (ampli ers) in telephone terminology imply the use of unidirectional ampli ers on VF trunks.10 With one approach on a two-wire trunk, two ampli ers are used on each pair connected by a hybrid at the input and a hybrid at the output. A simpli ed block diagram is shown in Figure 5.6. The gain of a VF repeater can be run up as high as 20 dB or 25 dB, and originally they were used at 50-mi intervals on 19-gauge loaded cable in the long-distance (toll) plant. Today they are seldom found on long-distance circuits, but they do have application on local trunk circuits where the gain requirements are considerably less. Trunks using VF repeaters have the repeater s gain adjusted to the equivalent loss of the circuit minus the 4-dB loss to provide the necessary singing margin. In practice, a repeater is installed at each end of the trunk circuit to simplify maintenance and power feeding. Gains may be as high as 6 8 dB. Another repeater commonly used on two-wire trunks is the negative-impedance repeater. This repeater can provide a gain as high as 12 dB, but 7 or 8 dB is more common in practice. The negative-impedance repeater requires an LBO at each port and is a true, two-way, two-wire repeater. The repeater action is based on regenerative feedback of two ampli ers. The advantage of negative-impedance repeaters is that they are transparent to dc signaling. On the other hand, VF repeaters require a composite arrangement to pass dc signaling. This consists of a transformer by-pass (Ref. 7).

Advocates of SDT view it as a theoretical perspective linking the individual and the social structure together in the explanation of prejudice, and one that provides a comprehensive explanation for the oppression of subordinate groups by.

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Multimodal interventions have enhanced athletes attentional focus (Kerr & Leith, 1993), self-confidence (Prapavessis, Grove, McNair, & Cable, 1992; Savoy, 1997), motivation (Beauchamp, Halliwell, Fournier, & Koestner, 1996; Holm, Beckwith, Ehde, & Tinius, 1996), energy management (Crocker, Alderman, & Smith, 1988; Hanton & Jones, 1999; Holm et al, 1996; Kerr & Goss, 1996; Kerr & Leith, 1993; Kirschenbaum, Owens, & O Connor, 1998; Mamassis & Doganis, 2004; Prapavessis et al, 1992; Savoy, 1993, 1997; Thomas & Fogarty, 1997), anger management (Brunelle, Janelle, & Tennant, 1999), productive thinking (Crocker et al, 1988; Kirschenbaum et al, 1998), and performance (Bakker & Kayser, 1994; Beauchamp et al, 1996; Daw & Burton, 1994; Groslambert, Candau, Grappe, Dugue, & Rouillon, 2003; Hanton & Jones, 1999; Kendall, Hrycaiko, Martin, & Kendall, 1990; Kerr & Leith, 1993; Kirschenbaum et al, 1998; G L.

Martin & Toogood, 1997; Patrick & Hrycaiko, 1998; Prapavessis et al, 1992; Savoy, 1993, 1997; Thelwell & Greenlees, 2003; Thomas & Fogarty, 1997; Wrisberg & Anshel, 1989; Zhang, Ma, Orlick, & Zitzelsberger, 1992) Hypnosis, as a multimodal intervention strategy incorporating imagery, relaxation, and self-talk triggers, has been shown to be effective in enhancing basketball shooting performance (Pates, Cummings, & Maynard, 2002; Pates, Maynard, & Westbury, 2001) and golf putting (Pates, Oliver, & Maynard, 2001) Another multimodal intervention strategy is the use of biofeedback with other mental training techniques such as physical relaxation and.

toward becoming a supervisor of the department will each require different motivational strategies Someone who works to maintain social relationships is not concerned with an additional 50 cents per hour This person might be more motivated by knowing that he or she can work the holiday shift The person who is moonlighting would not be motivated by health insurance bene ts if his or her primary job provides that bene t An additional 50 cents per hour will motivate this person, as will the assurance of a speci ed number of scheduled work hours The person working toward a supervisory position is not motivated by a better work schedule; it is the chance to be trained in all the various jobs in the front of ce or the opportunity to sit in on a general staff meeting that will motivate this employee.

Notice that in the title of this position, marketing is emphasized. The person in this position plays an essential role in all departments of the hotel. An effective director of marketing and sales will not only want to attract external sales such as conventions, small business conferences, wedding receptions, and dining room and lounge business but will also provide direction for promoting in-house sales to the guests. This is an exciting position that requires endless creativity. The director of marketing and sales is constantly evaluating new markets, reviewing the needs of the existing markets, watching new promotions by the competition, organizing sales blitzes, working with community and professional groups to maintain public relations, working with other department directors to establish product and service speci cations and in-house promotional efforts, and following up on details, details, details. This is a high-energy position that not only provides nancial vitality but also fosters the attainment of nancial goals by all departments. Some limited-service properties employ a full-time or half-time marketing and sales director. This position may also be shared by the general manager and front of ce man-

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