Learning Behaviors of Functions with Teams

This paper is concerned with the algorithmic learning where the learner is allowed to make finite but bounded number of mind changes. Briefly, in our learning paradigm, a learner is given examples from a recursive function, which the learner attempts to learn by producing programs to compute that function. We say that a team is successful if at least one member of the team learns the target function. The problem, given two teams with bounded number of learners and mind changes whether one team can provably learn more than the other team has been open for the last fifteen years. This paper makes significant progress toward a complete solution of this problem. In the case of error-free learning, this paper solves the open problem. Finally, in the case of EX learning our result shows that there is no team with a≥0 mind changes whose learning power is exactly equal to a single learner with bounded b(≠ a) number of mind changes. In the case of PEX learning we have a positive answer.

We study the learnability of enumerable families \(\mathcal{L}\) of uniformly recursive languages in dependence on the number of allowed mind changes, i.e., with respect to a well-studied measure of efficiency. We distinguish between exact learnability (\(\mathcal{L}\) has to be inferred w.r.t. \(\mathcal{L}\)) and class preserving learning (\(\mathcal{L}\) has to be inferred w.r.t. some suitable chosen enumeration of all the languages from \(\mathcal{L}\)) as well as between learning from positive and from both, positive and negative data.The measure of efficiency is applied to prove the superiority of class preserving learning algorithms over exact learning. We considerably improve results obtained previously and establish two infinite hierarchies. Furthermore, we separate exact and class preserving learning from positive data that avoids overgeneralization. Finally, language learning with a bounded number of mind changes is completely characterized in terms of recursively generable finite sets. These characterizations offer a new method to handle overgeneralizations and resolve an open question of Mukouchi (1992).KeywordsLanguage LearningRecursive FunctionInductive InferencePositive DataNegative DataThese keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.

Parametric logic is a framework that generalises classical first-order logic. A generalised notion of logical consequence—a form of preferential entailment based on a closed world assumption—is defined as a function of some parameters. A concept of possible knowledge base—the counterpart to the consistent theories of first-order logic—is introduced. The notion of compactness is weakened. The degree of weakening is quantified by a nonnull ordinal—the larger the ordinal, the more significant the weakening. For every possible knowledge base T, a hierarchy of sentences that are generalised logical consequences of T is built. The first layer of the hierarchies corresponds to sentences that can be obtained by a deductive inference, characterised by the compactness property. The second layer of the hierarchies corresponds to sentences that can be obtained by an inductive inference, characterised by the property of weak compactness quantified by 1. Weaker forms of compactness—quantified by nonnull ordinals—determine higher layers in the hierarchies, corresponding to more complex inferences. The naturalness of the hierarchies built over the possible knowledge bases is attested by fundamental connections with notions from Learning theory and from topology. The naturalness of the hierarchies built over the possible knowledge bases is attested by fundamental connections with notions from Learning theory—classification in the limit, with or without a bounded number of mind changes—and from topology—in reference to the Borel and the difference hierarchies. In this paper, we introduce the key model-theoretic aspects of Parametric logic, justify the concept of the knowledge base, define the hierarchies of generalised logical consequences and illustrate their relevance to Nonmonotonic reasoning. More specifically, we show that the degree of nonmonotonicity that is required to infer a sentence can be characterised by the least nonnull ordinal that quantifies the weakening of compactness used to locate the inferred sentence in the hierarchies.

The present work investigates to which extent semantical knowledge can support the learning of basic mathematical concepts. The considered learning criteria are learning characteristic or enumerable indices for languages from positive data where the learner has to converge either syntactically (Ex) or semantically (BC). The considered classes are the classes of all monoids of a given group, all ideals of a given ring or all subspaces of a given vector space. The following is shown: (a) Learnability depends much on the amount of semantic knowledge given at the synthesis of the learner where this knowledge is represented by programs for the algebraic operations, codes for prominent elements of the algebraic structure (like 0 and 1 in fields) and certain parameters (like the dimension of finite dimensional vector spaces). For several natural examples good knowledge of the semantics may enable to keep ordinal mind change bounds while restricted knowledge may either allow only BC-convergence or even not permit learnability at all. (b) A recursive commutative ring is Noetherian iff the class of its ideals is BC-learnable. Such a BC-learner can be synthesized from programs for addition and multiplication. In many Noetherian rings, one can Ex-learn characteristic indices for the ideals with an ordinal bound on the number of mind changes. But there are also some Noetherian rings where it is impossible to Ex-learn the ideals or to learn characteristic indices for them.

Freivalds defined an acceptable programming system independent criterion for learning programs for functions in which the final programs were required to be both correct and “nearly” minimal size. i.e.. within a computable function of being purely minimal size. Kinber showed that this parsimony requirement on final programs limits learning power. However, in scientific inference, parsimony is considered highly desirable. Alim-computable functionis (by definition) one calculable by a total procedure allowed to change its mind finitely many times about its output. Investigated is the possibility of assuaging somewhat the limitation on learning power resulting from requiring parsimonious final programs by use of criteria which require the final, correct programs to be “not-so-nearly” minimal size, e.g., to be within a lim-computable function of actual minimal size. It is shown that some parsimony in the final program is thereby retained, yet learning power strictly increases. Considered, then, are lim-computable functions as above but for whichnotations forconstructive ordinals are used to bound the number of mind changes allowed regarding the output. This is a variant of an idea introduced by Freivalds and Smith. For this ordinal notation complexity bounded version of lim-computability, the power of the resultant learning criteria form finely graded, infinitely ramifying, infinite hierarchies intermediate between the computable and the lim-computable cases. Some of these hierarchies, for the natural notations determining them, are shown to be optimally tight.

We consider the inductive inference model of Gold [15]. Suppose we are given a set of functions that are learnable with certain number of mind changes and errors. What can we consistently predict a...

South-South learning exchange (SSLE) refers to an interactive learning process where peers exchange knowledge and experience to work towards a beneficial change. Despite organizations having recently increased the opportunity to run SSLEs, the SSLE support mechanisms and processes are not well documented in the scientific literature. This study explored experts' perspectives on SSLEs, strengths, weaknesses and mechanisms leading to sustainable outcomes. We conducted a qualitative study using semi-structured interviews on experiences of participants and organizers of SSLEs. Data were collected between 1st September 2021 to 26th November 2021. All data were digitally recorded, transcribed verbatim, and analysed. In the analysis, we adopted an inductive approach derived from thematic analysis. Sixteen experts, who have participated in or facilitated one or more SSLE, were interviewed. The experts' accounts demonstrated an appreciation of participants' empowerment, positive peer-to-peer "mind change" and convincing and powerful hands-on learning of this approach as strengths in the implementation of the SSLE. Being resource heavy, participant and donor reluctance and absence of a validated methodology emerged as main weaknesses of the South-South learning approach, which could impair the effectiveness of this scheme. The strengths of SSLEs are anchored in the theories of experiential and social learning, highlighting SSLE's potential to create an environment that enhances knowledge exchange. the study highlights the challenges SSLE initiatives face. In particular, these include limited commitment and funds, limited evidence of impact, disparate approaches, and the absence of standardized guidelines and evaluation practices.

Background South-South learning exchange (SSLE) refers to an interactive learning process where peers exchange knowledge and experience to work towards a beneficial change. Despite organizations having recently increased the opportunity to run SSLEs, the SSLE processes are not well documented in the scientific literature. This study explored experts’ perspectives on SSLEs’ strengths, weaknesses and mechanisms leading to outcomes. Methods We conducted a qualitative study using semi-structured interviews on the experience of participants and organizers of SSLEs. Data were collected between 1st September 2021 to 26th November 2021. All data were digitally recorded, transcribed verbatim, and analysed. In the analysis, we adopted an inductive approach derived from thematic analysis. Results Sixteen experts who have participated in or facilitated one or more SSLEs were interviewed. Experts’ accounts demonstrated an appreciation of participants’ empowerment, positive peer-to-peer “mind change” and convincing and powerful hands-on learning of this approach as strengths in the successful implementation of the SSLE. Being resource-heavy, participant reluctance and the absence of a validated methodology emerged as the main weaknesses of the South-South learning approach, which could impair the effectiveness of this scheme. Conclusions The SSLE is a promising approach to exchange knowledge and experience to work toward a desired change. However, to enhance its effectiveness and credibility, it would benefit from adopting a validated and systematic methodology that supports all stages of the exchange process, including monitoring and evaluation (M&E). Key messages • South-South learning exchange is a promising approach to exchanging knowledge and experience among countries from the Global South. • A robust and systematic methodology is likely to increase evidence on SSLE and demonstrate its success.

Computability theoretic learning theory (machine inductive inference) typically involves learning programs for languages or functions from a stream of complete data about them and, importantly, allows mind changes as to conjectured programs. This theory takes into account algorithmicity but typically does not take into account feasibility of computational resources. This paper provides some example results and problems for three ways this theory can be constrained by computational feasibility. Considered are: the learner has memory limitations, the learned programs are desired to be optimal, and there are feasibility constraints on learning each output program as well as other constraints to minimize postponement tricks.

The low ability of students to write persuasive texts is the background for this research. The lack of use of innovative learning models by educators is one of the causes of this. It is known that incorporating the model into the learning process helps to increase the motivation and interest of students. The purpose of this research is to improve students' ability to write persuasive texts according to the structure and rules of the language. In addition, this study also aims to describe the differences in students' ability to write persuasive texts between the experimental class using the inductive picture word model and the control class using the question and answer learning model and to test the effectiveness of the inductive picture word model in learning to write persuasive texts. The method used in this research is a quasi-experimental method with nonequivalent control group design. Data collection techniques using literature study techniques, trials, observations and tests. The data collected were the results of the pretest and posttest from the experimental class and the control class of class VIII students of SMPN 1 Nagreg. The results obtained based on the Wilcoxon test are the Asymp values. Sig. (2-tailed) shows 0.000 <0.05 meaning that the hypothesis that there is a difference in the ability to write persuasive texts between the experimental class using the inductive picture word model and the control class using question and answer learning is acceptable. The results of the mann whitney test are Asymp. Sig. (2-tailed) shows 0.000 <0.05 meaning that the hypothesis that the inductive picture word model is effectively used in learning to write persuasive texts is acceptable.

(Climate) Change in young people's minds - From categories towards interconnections between the anthroposphere and natural sphere.

Technology-driven intensive care unit (ICU) environments can be dehumanizing for critically ill patients, their families, and team members who care for them. Prior educational efforts to humanize the ICU have focused on training clinicians to provide human-centered care for patients and families, with relatively little attention on promoting human-centered environments for team members. We used the framework of team coaching to develop an interprofessional educational program focused on humanizing the ICU. We sought to evaluate whether this program improves participants' perceived capability to promote a human-centered environment for the ICU team. We conducted a 3-year, mixed methods evaluation of a novel interprofessional ICU team coaching program in a medical/surgical/trauma ICU within an academic medical center. The 3-session program is led by a certified coach and annual cohorts are a subset of the ICU team. Session topics are: role identification, end-of-life care, and practices of dignity and respect. We conducted pre- and post-coaching participant surveys and qualitative content analysis of coaching reflections, open-ended survey responses, and an audio-recorded debriefing session. Over 3 years, 43 ICU team members representing 7 professional roles (advanced practice providers, attending physicians, chaplains, fellow physicians, nurses, respiratory therapists, social workers) participated. The overall session attendance rate was 70%. Before participation, most reported a need for training to promote a human-centered environment for patients (78.1%), families (81.3%) and other members of the team (81.3%). After coaching, this unmet need decreased to 28.6% for patients (p < 0.01), 42.9% for families (p < 0.01), and 33.3% for team members (p < 0.01). Participants' self-reported ability to provide optimal human-centered care was similar pre-(84.4%) and post-coaching (81.8%; p = 0.80). Participants' scores on the interprofessional Consultation and Relational Empathy (CARE) measure improved from 37.1 (95% CI 34.3-39.9) pre-coaching to 40.7 post-coaching (95% CI 38.8-42.6;p = 0.047). Qualitative analysis revealed commitment to growth in interprofessional relationships among participants and a desire to expand the program's reach. Our findings confirm an unmet need among ICU team members for training in how to promote human-centered ICU environments and suggest that interprofessional team coaching is a promising tool to help meet this need.

Occupational health and safety (OHS) issues might be considered one of the main considerations among European countries as many employees encounter dangerous workplace conditions during work. Therefore, decision makers in these countries have initiated related projects to reduce the number of occupational accidents. Turkey is one of those countries that training activities have become mandatory due to a current OHS legislation amendment. In every workplace there are some OHS risks. It is well known that taking required precautions prior to occupational accidents is much more efficient and effective than doing it subsequently. In fact, only 2 percent of these OHS risks are unpreventable, whereas the remaining risks can be prevented easily (Kilkis &amp; Demir, 2012). In Turkey, every year approximately 77.000 occupational accidents occur. More than 1000 employees lose their lives, while more than 5.000 employees become permanently disabled due to these occupational accidents (Korkmaz &amp; Avsalli, 2012). In the institution, where this study was conducted, approximately 30.000 employees work. OHS training in the institution consists of theoretical and practical parts. In the practical part, when the necessity of gathering thousands of employees in various training centers and duration of those trainings are considered, it is obvious that OHS training activities would cost much and could cause administrative problems for the institution. Hence, the institution has decided to deliver theoretical part of the OHS training online in order to cope with this issue. Purpose: In this study, an online learning module on OHS, which had been previously developed by one of the biggest public institutions in Turkey, was improved. As the process of implementing improved learning materials takes much time, only preliminary findings were shared. The purpose of this study is twofold: first, to share the results of the impact of previous learning materials and staff’s thoughts about them; and secondly, to discuss features of new learning materials and process of improving them. Theoretical Framework: As the theoretical framework, Ricketts’s (2015) nine suggestions pertaining how to write safety stories were chosen so as to help designers write digital stories related to OHS. Besides, Cinar’s (2012) experience-based e-course design model was used to facilitate the process of improving the learning materials. Method Formative research method of Reigeluth and Frick (1999) was adopted as the study’s methodology. Approximately 9070 employees currently working at the institution filled in the online survey on the LMS. Staff were asked to answer nine survey questions related to their experience, attitude and thoughts about OHS module delivered via online learning. It should be noted that this survey was developed and administered by the institution at the end of the training without proving its reliability and validity. Since the number of the participants were quite high, this scale was used just to give some idea about staff’s experience, thoughts and attitudes towards OHS training. In addition to nine close-ended questions in the survey, there was also one open-ended question at the end to obtain staff’s detailed suggestions regarding how to deliver online learning more effectively. In line with Cinar’s (2012) suggestions, design team visited the institution to gain the broader sense of organizational culture. Then, OHS legislations and previous learning materials were examined carefully by each member of the design team. In order to analyze current situation of OHS training in the institution, survey results and staff’s posts on the LMS discussion board were also examined. After the analysis, it was agreed to write safety stories and use formative evaluation activities. An LMS, which had been previously used by the institution, was decided to be used in order to deliver the learning materials developed with an e-learning software. Safety stories and learning materials were shown to a line manager of the institution and a field expert to obtain their feedbacks. Following this, the design team checked the learning materials and gave feedback to each other. In this way, bugs and spelling errors were fixed. Finally, two short tutorial videos were recorded with the purpose of aiding staff to get used to new learning materials. Expected Outcomes As for findings, in a nutshell, previous learning materials lacked engagement, interaction, visuality, authenticity, and formative evaluation. Some staff of the institution demanded face-to-face OHS training claiming it was such an important training activity that it could not be risked by delivering via online learning. Possibly due to lack of visuality, many of the staff reported learning materials as quite boring. Another finding from the analysis indicates that institution’s staff request the learning materials to be customized to their workplace to better understand authentic implementation of the legislation. That is to say, rather than being generic to all institutional staff, they want it to encompass specific examples for each job title. Another one of the most prevalent complaints about the training was about the legislation’s applicability in workplaces. Personnel do not believe managers know regulations and are eager to implement those in the institution. In addition, some personnel expressed that an evaluation is necessary to be able to monitor to what extent the staff have learnt from the learning materials. As it is aimed to improve previous learning materials, it is expected to raise the awareness of OHS to reduce the number of occupational accidents in the institution. In addition, the new learning materials consist of different activities to enrich learning process, which can also be expected to contribute to interaction and engagement. By doing this, the legislations could be learnt easier and more effectively. Not only do improved learning materials contribute to learning process in a way of taking courses such as drag and drop activities, they might also promote transformative learning with safety stories to adapt the legislations to the staff’s workplaces. Finally, we expect to make contribution to the OHS field in order to improve training activities in different workplaces.

As team researchers have endeavored to understand team performance and team training, feedback in the team environment has been a neglected topic. A number of issues are involved in the design and provision of feedback to teams. These include team process/outcome issues in addition to characteristics of the task, team as a whole, and the team members as individuals. The inherent problems in team feedback provide the impetus for considering new approaches to team feedback. One such approach, team self-correction, may be valuable in clarifying anticipations and explanations among team members.

Context: Psychological safety (PS) refers to individuals’ perceptions of the interpersonal risks of speaking up or making mistakes in team environments. In agile software development, PS is especially relevant due to its emphasis on collaboration, iteration, and continuous feedback. Despite growing interest in PS, there is still a limited understanding of how specific situations in agile contexts trigger psychological insecurity. Aims: This study aims to identify situations that challenge PS in agile teams, explore the causes behind these situations, and analyze their effects on team members and processes. Method: We conducted a qualitative content analysis of 54 discussions from Stack Exchange forums, focusing on real-life agile development experiences. Results: We identified five categories of challenging situations (e.g., misalignment of agile roles and responsibilities), seven categories of causes (e.g., process conflicts and bureaucracy), and five categories of consequences (e.g., team management and dynamic issues). Besides, we found frequent co-occurrence patterns between causes and consequences, revealing how PS disruptions propagate in agile teams. Conclusion: By categorizing real-world PS challenges, this study offers actionable directions for agile practitioners to recognize, anticipate, and mitigate psychologically unsafe conditions. Our taxonomy contributes to a more practical and nuanced understanding of PS in agile environments, supporting both empirical research and organizational interventions.