Cache coherence Term Paper Example | Topics and Well Written Essays - 2250 words

Cache coherence - Term Paper Example The problem of cache coherence in hardware is reduced in today’s microprocessors through the implementation of various cache coherence protocols. This article reviews literature on cache coherence with particular attention to cache coherence problem, and the protocols-both hardware and software that have been proposed to solve it. Most importantly, it identifies a specific problem associated with cache coherence and proposes a novel solution. Keywords: microprocessor, latency, cache coherence, bandwidth, multiprocessor, cache coherence protocol, shared memory, multicore processor I. Introduction Currently, there is undeniable interest in the computer architecture domain with regard to shared-memory multiprocessors. Often, proposed multiprocessor designs include a reserved cache for each processor within the system. This, in turn, results in the cache coherence problem (Cheng, Carter, & Dai, 2007). This situation, in which several caches are allowed to have simultaneous copies of a certain memory location, requires that a certain memory location be in place. This is to make sure that when the contents of that particular memory location are changed, there needs to be a mechanism that ensures all copies remain unchanged. Consequently, some systems employ a software mechanism to ensure multiple copies do not occur. This it achieved by labeling shared blocks so that they are not cached (Chang & Sohi, 2006). Additionally, task data in all caches are prohibited or restricted from migration. Alternatively, all blocks may be allowed to be cached by all processors and to depend on a cache coherence protocol to be responsible of ensuring that there is consistency. Various such protocols have been proposed, designed and/or described with some ideal for shared-bus and others specifically suitable for a general-purpose interconnection network. There is a substantial difference between shared-bus protocols and general network protocols. Firstly, share-bus protocols dep end on every cache controller monitoring the bus transactions of all the other processors within the system and take appropriate action to ensure consistency is maintained. Secondly, each block’s state within the system is encoded in a distributed manner among all other cache controllers. As such, the cache controllers are able to monitor the traffic of the bus for the purposes of coherence; these are referred to as snooping cache controllers (Kurian et al., 2010). Recently, many studies and researches have been conducted and have mainly focused on shared-memory multiprocessors. They are common mainly because of their simple programming model, which means that they are simple to implement. Normally, address space is shared among all multiprocessors. This enables them to communicate to one another via a solitary address space. As had been earlier noted, a system with cache coherence results in the event that there is same cache block within multiple caches (Stenstrom, 1990). W hen such a scenario occurs, it does not affect the read process; however, in the event that a processor, for writes, writes to a single location, the resulting change must be updated to all caches. Therefore, cache coherence, according to (Archibald & Baer, 1986), refers to all caches having consistence data in the event of data write.

Diversity at the work place Essay Example | Topics and Well Written Essays - 4000 words

Diversity at the work place - Essay Example ..........................................................................................................................5 Statement of the problem...............................................................................................................5 Literature review............................................................................................................................6 Findings .......................................................................................................................................10 Discussion.....................................................................................................................................12 Overcoming discrimination disability...........................................................................................15 Recommendations.........................................................................................................................17 Conclusion...................... ...............................................................................................................18 References .....................................................................................................................................20 Disability in the Workplace Abstract The issue of disability at workplaces has now taken a centre stage in many organizations and states for many years. Many governments have established policies, regulations and codes of conduct towards disabled individuals in terms of their involvement in organizational operations and responsibilities. As a result, management of companies have recognized the significance of implementing set policies on disabled individuals in their organizations. However, many disabled people in organizations across the world have been experiencing workplace discrimination based on their shortcomings. Disability discrimination is an illegal practice described by selective treatment of individuals with respec t to their physical abilities. Majority of the disabled individuals experience unfair treatment in the professional fields for many years. To date, some organizations have not completely gotten rid of the stigma. However, numerous organizations have implemented rules and regulations aimed at overcoming the disability in the workplace. Introduction Disability is a state of the body that limits the performance of an individual because of their physical or mental inability. A person with any physical or mental impairment or has a history of these conditions or is perceived to possess them is considered disabled in many organizations and countries across the world. Physical disability appears in many forms such as visual, hearing, mobility impairment, mental conditions such as autism and other chronic medical conditions such as diabetes, epilepsy and asthma. Disability discrimination in the work place still exists today with many disabled workers facing unfair treatment from either the employers or the co-workers. The management of all organizations are required to prevent and discourage any form of discrimination against the disabled. Disabled employees may receive lesser job benefits as compared to other workers because of their physical or mental conditions. Such benefits include less pay, minimal tasks assigned, limited training and other fringe benefits. The disabled employees may also be put under hardship working conditions that include being assigned difficult tasks with respect to

Metrics and measurements Essay Example | Topics and Well Written Essays - 750 words

Metrics and measurements - Essay Example Overall, human resource metrics and measurements translate human resources capabilities to measurable strategic value, which facilitates better understanding of human resource data, and improves human resource connection with the rest of the organization (Jamroq and Overholt 3; Strategy2Act). According to Strategy2Act, an organization that develops solutions for obtaining valuable information out of files created with popular office tools, the most common human resource measurements and metrics are typically related to "employee attitudes, employee turnover, employee skill levels, as well as outsourcing costs, service center operations, the number human resource transactions processed, staffing process, training programs utilization and effectiveness, and promotions". These metrics and measurements are used by 25% to 75% of all organizations (Strategy2Act). "Employee turnover" metric includes indicators such as cost per hire, turnover cost, turnover rate, time to fill, and length of employment. Cost per hire includes calculation of advertising fees, employment agency fees, headhunter fees, employee referrals rewards, relocation benefits, recruiter pay and benefits costs, and the number of hires. Turnover cost includes calculation of termination, new hire, vacancy, and learning curve costs. Turnover rate is the rate at which employees leave the organization. Time to fill is the period from job requisition approval to new hire start date. Length of employment takes into account the job designation, department, etc (Strategy2Act). For example, Carphone Warehouse found that every retail employee who left the company within six months cost 4,875 in gross profit margins. If they could reduce turnover by only 2% they could cut 585,900 in recruitment and training costs and lost productivity (Carrington 38). "Recruiting" metric includes vacant period, new hires performance appraisal, manager satisfaction, turnover rates of new hires, and financial impact of bad hire. Vacant period is the number of overall days the jobs were vacant. New hires performance appraisal is the average performance appraisal of new hires, compared to previous period. Manager satisfaction is the satisfaction of hiring managers, compared to previous period. Turnover rate of new hires is measured for a specific period. Financial impact of bad hire includes the cost per hire and the turnover cost. For example, Carphone Warehouse uses recruitment metrics to "get the right people at the right time - and first time". "Retention" metric includes overall employee turnover, preventable turnover, diversity turnover, and financial impact of employee turnover. Overall employee turnover emphasizes the key positions. Preventable turnover takes into account the reasons why the employee left the organization and what measures may be taken to prevent it. Diversity turnover classifies the turnover rate into three categories based on professional, managerial, and technical positions. For example, Scottish Power uses a scorecard system to monitor retention of its retail business that employs call center staff, meter readers, and sales person where retention rate is low. "Training and Development" metric includes learning and growth opportunities, on-the-job learning satisfaction, and opportunities for new hires. Learning and growth

Long-Term Assets (Assignment 8) Assignment Example | Topics and Well Written Essays - 500 words

Long-Term Assets ( 8) - Assignment Example Generally, the company recorded a positive change in its long term assets which is a positive thing. However, the financial statements and notes to the financial statements of Pentair Inc do not disclose vital information such as accumulated depreciation. Instead, the company has computed the combined values which make it impossible to identify specific information. Does your firm report any intangible assets on the balance sheet? If yes, describe the policies, e.g., method and estimated life, your firm uses to compute amortization expense. YES. Pentair Inc uses the unit-of-activity method in the amortization of intangible assets such as patents. The company provides for an estimated useful life of five years ending in the year 2017. If yes, describe the acquisitions or disposals that occurred. In April 2012, Pentair acquired Sibrape including its subsidiary at a cost estimated to be $21.5 million. However, the company did not record any disposals during the same period. How do your firms long-term asset ratios compare to those of your comparison firms? Are they high, low, about the same? Is there anything specific about your firm, its industry, or your comparison firms or industries that tend to explain the differences between your companys long-term asset ratios and those of the other firms? Discuss and explain. Pentair’s long-term ratios are almost the same to those of comparative firms. This is because most of the ratios among the firms are within the same range. However, there are some slight differences between the ratios and this can be attributed to the difference in the sizes of the firms and how they manage their long-term assets. Bigger and well managed firms have higher long-term assets ratios compared to other firms. In most cases, the size of a firm is measured by the level of its revenues or assets. In this case, we can measure the size of a