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Berger, K. M. (2006). Carnivore-Livestock conflicts: effects of subsidized predator control and economic correlates on the sheep industry. Conserv Biol, 20.
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Zohary, D., Tchernov, E., & Horwitz, L. K. (1998). The role of unconscious selection in the domestication of sheep and goats. J Zool, 245.
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Kruska, D. (1996). The effect of domestication on brain size and composition in the mink (Mustela vison). J Zool, 239.
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Zentall, T. R., Sutton, J. E., & Sherburne, L. M. (1996). True imitative learning in pigeons. Psychol Sci, 7.
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Rutberg, A. T. (1987). Horse Fly Harassment and the Social Behavior of Feral Ponies. Ethology, 75(2), 145–154.
Abstract: Abstract Horse flies (Tabanidae) on and around feral ponies in harem groups were counted at Assateague Island National Seashore, Maryland, U.S.A., between June and August 1985. Harem stallions attracted the most flies; adult mares showed intermediate fly numbers, while few flies landed on foals under any circumstances. The use of thermal and chemical cues by flies selecting a host may have helped create this disparity. When flies were abundant, ponies reduced spacing within the group. Ponies in larger groups suffered from fewer flies than ponies in smaller groups. There was, however, no evidence that ponies merged into larger groups in response to fly harassment, suggesting that biting flies play little role in structuring pony social organization.
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Frank, H. (1980). Evolution of canine information processing under conditions of natural and artificial selection. Z Tierpsychol, 5.
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Lorenz, K. (1943). Die angeborenen Formen möglicher Erfahrung. Zeitschrift für Tierpsychologie, 5(2), 235–409.
Abstract: Zusammenfassung Die vorliegende Abhandlung entspringt dem Aufgabenkreis einer jungen Arbeitsgemeinschaft zwischen Geisteswissenschaft und vergleichender Psychologie, die das wichtigste Programm des neugegründeten Philosophischen Institutes der Albertus-Universität in Königsberg darstellt. Sie ist aus der einen Abteilung dieser Anstalt, dem Institut für vergleichende Psychologie hervorgegangen. Obwohl sie eine ganze Reihe unveröffentlichter neuer Beobachtungen und Versuche enthält, stehen diese nicht genug im Mittelpunkte der Untersuchung, um eine Zusammenfassung von Ergebnissen in jener Form möglich zu machen, wie sie sonst in der induktiven Naturforschung üblich ist. Immerhin aber herrscht die induktive Denkweise in der vorliegenden Arbeit so stark vor, daß eine kurze Zusammenfassung angebracht erscbeint, wenn sie auch notgedrungen die Form einer kurzen Inhaltsangabe annehmea muß.
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Bond III, E. U., Walker, B. A., Hutt, M. D., & Reingen, P. H. (2004). Reputational Effectiveness in Cross-Functional Working Relationships. ‎J. Prod. Innov. Manag., 21(1), 44–60.
Abstract: The work of innovation management involves cross-functional coordination among specialists and managers with different work orientations, time horizons, professional backgrounds, and values (Ford and Randolph, 1992). While strong connections across functions are critical for new product development success (Green et al., 2000), some managers may be more adept at fostering effective cross-functional relationships than others. In this article, the authors empirically examine the factors that distinguish reputationally effective innovation workers from their less effective peers. Drawing on the work of Tsui (1984, 1994), reputational effectiveness is defined as the degree to which a manager has been responsive to the needs and expectations of constituents. This research examines the relational skills and interaction patterns of more (versus less) reputationally effective managers. A large business unit of a Fortune 500 telecommunications firm provided the context for our study. Using a two-phase approach, the authors first captured the social network patterns of 268 managers from marketing, research and development (R&D), manufacturing, and other business functions that were involved in the new product development process. In addition, the reputational effectiveness of each person who was identified as a member of the network was measured. In the second phase, the authors examined the relational competencies (e.g., role-taking ability, interpersonal control, openness) of the managers who participated in Phase I of the research. As predicted, the results indicate that role-taking ability is related positively to a manager's reputational effectiveness. No support, however, was found for the relationship between interpersonal control and reputational effectiveness. Interestingly, the authors found evidence of an inverse relationship between openness and effectiveness. By sharing too much information?or alternatively information that does not relate to the task at hand?the reputational effectiveness of a manager is damaged. Importantly, the results reveal that the social network characteristics of a reputationally effective manager differ from those of less effective managers. Closeness centrality, a measure of the degree of access one has to other organizational members, was associated strongly with reputational effectiveness. The results demonstrate that managers who are successful in working across functions appreciate the cognitive and emotional perspectives of diverse constituents and develop relationship ties that provide them with ready access to others across the organization.
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Dyson, S. (2022). The Ridden Horse Pain Ethogram. Equine Vet Educ, 34(7), 372–380.
Abstract: Summary The Ridden Horse Pain Ethogram (RHpE) comprises 24 behaviours, the majority of which are at least 10 times more likely to be seen in lame horses compared with non-lame horses. The observation of >=8/24 behaviours is likely to reflect the presence of musculoskeletal pain, although some lame horses score <8/24 behaviours. A marked reduction in RHpE scores after resolution of lameness using diagnostic anaesthesia proves a causal relationship between pain and RHpE scores. Horses should be assessed for approximately 10?min in walk, trot (including 10?m diameter circles), canter and transitions. The validity of the RHpE has been verified for use in horses which perform dressage-type movements, and which have been trained to work with the front of the head in a vertical position. It has not, as yet, been used in horses while jumping, racehorses, western performance or endurance horses. The RHpE provides a valuable tool for riders, trainers, veterinarians and other equine professionals to recognise the presence of musculoskeletal pain, even if overt lameness cannot be recognised. Riders with a higher skill-level may improve gait quality, but cannot obscure behavioural signs of pain, although specific behaviours may change. Tight saddle tree points, the rider sitting on the caudal third of the saddle and rider weight may influence RHpE scores. Accurate application of the RHpE requires training and practice. The RHpE is a powerful tool for the assessment of ridden horses and the identification of likely musculoskeletal pain. Such pain merits further investigation and treatment, to improve equine welfare and performance. The RHpE provides an additional means of evaluating the response to diagnostic anaesthesia. It provides a mechanism for client education and a diplomatic way of communicating with clients about equine discomfort related to saddle-fit, rider size, their position in the saddle and ability to ride in balance.
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Gleerup, K. B., & Lindegaard, C. (2016). Recognition and quantification of pain in horses: A tutorial review. Equine Vet Educ, 28(1), 47–57.
Abstract: Summary Pain management is dependent on the quality of the pain evaluation. Ideally, pain evaluation is objective, pain-specific and easily incorporated into a busy equine clinic. This paper reviews the existing knowledge base regarding the identification and quantification of pain in horses. Behavioural indicators of pain in horses in the context of normal equine behaviour, as well as various physiological parameters potentially useful for pain evaluation, are discussed. Areas where knowledge is sparse are identified and a new equine pain scale based on results from all reviewed papers is proposed. Finally, the most important considerations in relation to the implementation of a pain scale in a hospital setting are discussed.
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