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Letteratura scientifica selezionata sul tema "High involvement work systems"

Autore: Grafiati

Pubblicato: 4 giugno 2021

Ultima modifica: 19 febbraio 2022

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Articoli di riviste sul tema "High involvement work systems"

Wood, Stephen, e Lilian M. de Menezes. "High involvement management, high-performance work systems and well-being". International Journal of Human Resource Management 22, n. 7 (aprile 2011): 1586–610. http://dx.doi.org/10.1080/09585192.2011.561967.

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Brown, Ogden. "Participatory Approaches to Work Systems and Organizational Design". Proceedings of the Human Factors and Ergonomics Society Annual Meeting 44, n. 12 (luglio 2000): 2–535. http://dx.doi.org/10.1177/154193120004401225.

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Participatory approaches to work systems and organizational design are identified and examined. Each approach advocates worker involvement and organizational change. The development of participation in the workplace is discussed, and the evolution of participatory practices in work systems and organizational design is presented, from early research on decision making, through the participative management and human relations movements, to the organization-wide high involvement ergonomics of today. Issues arising from the implementation of high involvement ergonomics are also identified.

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Boxall, Peter, e Keith Macky. "Research and theory on high-performance work systems: progressing the high-involvement stream". Human Resource Management Journal 19, n. 1 (gennaio 2009): 3–23. http://dx.doi.org/10.1111/j.1748-8583.2008.00082.x.

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Ollo-López, Andrea, Alberto Bayo-Moriones e Martin Larraza-Kintana. "Disentangling the relationship between high-involvement-work-systems and job satisfaction". Employee Relations 38, n. 4 (6 giugno 2016): 620–42. http://dx.doi.org/10.1108/er-04-2015-0071.

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Purpose – The purpose of this paper is to study how high-involvement work systems (HIWS) affect job satisfaction, and tries to disentangle the mechanisms through which the effect occurs. Design/methodology/approach – The authors use data for a representative sample of 10,112 Spanish employees. In order to test the mediation mechanism implied by the hypotheses, the authors follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit models were estimated to study the effect of HIWS on the mediating variables (job interest, effort and wages), and regression models were estimated to analyze the effect of HIWS on the final attitudinal variable (job satisfaction). Findings – Empirical results show that HIWS results in higher levels of effort, higher wages and perceptions of a more interesting job. Moreover, greater involuntary physical effort reduces job satisfaction while higher wages, greater voluntary effort, involuntary mental effort and having an interesting job increase job satisfaction. The net effect of these opposing forces on job satisfaction is positive. Research limitations/implications – The use of secondary data posits some constrains in aspects such as the type of measures or the failure to control for personal traits. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction. Practical implications – Managers should implement HIWS since in general they increase job satisfaction. A significant portion of this positive effect is channeled through perceptions of interesting job, higher wages and increased effort demands. Managers should pay attention to implementation issues. Originality/value – The paper contributes to enrich the understanding of the relationship between the HIWS and job satisfaction, proposing a model that aims to disentangle the mediating mechanisms through which HIPWS affect job satisfaction. Unlike previous attempts, this model integrates opposing views about the positive or negative effects associated with HIWS.

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Salas-Vallina, Andrés, Manoli Pozo-Hidalgo e Pedro-Gil Monte. "High involvement work systems, happiness at work (HAW) and absorptive capacity: a bathtub study". Employee Relations: The International Journal 42, n. 4 (6 maggio 2020): 949–70. http://dx.doi.org/10.1108/er-09-2019-0366.

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PurposeThe purpose of this research is to examine the impact of high-involvement work systems (HIWS) on absorptive capacity. In addition, the mediating effect of happiness at work in the relationship between high-involvement work practices and absorptive capacity is analyzed.Design/methodology/approachA 2-1-2 bathtub multilevel mediation model was used to analyze a sample of 783 employees from 111 bank branches, gathering data at three different times.FindingsThe results reveal that HIWS positively affect absorptive capacity. In addition, they show that happiness at work partially mediates the relationship between HIWS and absorptive capacity.Originality/valueHappiness at work is a fundamental element for knowledge absorption. The findings support the basic assumptions of the job demands-resources model, and demonstrate how HIWS, acting as a job resource, lead to positive attitudes (happiness at work) and, in turn, to positive outcomes (absorptive capacity). The proposed HIWS, based on the assumptions of the mutual gains model, reveal a positive employment relationship with effects on both HAW and organizational outcomes. If organizations expose their employees to management practices that have specific benefits for their HAW, employees are more likely to perform their jobs in ways that will promote their absorptive capacity.

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Song, Zhigang, Qinxuan Gu, Bingqian Liang e Lihong Wang. "The Effects of High Involvement Work Systems on Creativity: A Multilevel Investigation". Academy of Management Proceedings 2017, n. 1 (agosto 2017): 16408. http://dx.doi.org/10.5465/ambpp.2017.16408abstract.

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Felstead, Alan, e Duncan Gallie. "For better or worse? Non-standard jobs and high involvement work systems". International Journal of Human Resource Management 15, n. 7 (novembre 2004): 1293–316. http://dx.doi.org/10.1080/0958519042000238464.

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Huang, Liang-Chih, David Ahlstrom, Amber Yun-Ping Lee, Shu-Yuan Chen e Meng-Jung Hsieh. "High performance work systems, employee well-being, and job involvement: an empirical study". Personnel Review 45, n. 2 (7 marzo 2016): 296–314. http://dx.doi.org/10.1108/pr-09-2014-0201.

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Purpose – Given the importance of high performance work systems (HPWS) with respect to firm competitive advantage, this paper holds that the contribution of HPWS toward the desired outcomes for organizations may depend significantly on employee job involvement. Underpinning the argument of happy workers being productive, the purpose of this paper is to propose the critical mediator of employee well-being to explain the hypothesized multilevel relationship between HPWS and job involvement. Design/methodology/approach – The authors distributed questionnaires to the target participants. Data collected from 451 employees and 50 HR managers/professionals of 50 firms in the three major industrial categories of manufacturing, finance, and service in Taiwan. Findings – This study identifies the significance of employee well-being by incorporating the theories of planned behavior and positive psychology and provides empirical evidence for the cross-level influence of HPWS on employee well-being and job involvement. Originality/value – This study incorporates the perspective of positive psychology as an important addition to research on SHRM and performance by highlighting employee well-being as a key mediator of SHRM and job involvement.

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Brown, Ogden. "High Involvement Ergonomics and Total Quality Management: A Comparison and Evaluation". Proceedings of the Human Factors and Ergonomics Society Annual Meeting 41, n. 2 (ottobre 1997): 729–33. http://dx.doi.org/10.1177/107118139704100201.

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Two different approaches to work systems and organizational design are presented: high involvement ergonomics and total quality management. Both espouse worker involvement and organizational change. Similarities and differences between these programs are discussed, an evaluation is made of both approaches, and the conclusion is reached that both may lead to improved organizational performance when work systems and organizations are designed which integrate appropriate features from both approaches.

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Bacon, Nicolas, e Paul Blyton. "High Involvement Work Systems and Job Insecurity in the International Iron and Steel Industry". Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l'Administration 18, n. 1 (8 aprile 2009): 5–16. http://dx.doi.org/10.1111/j.1936-4490.2001.tb00239.x.

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Tesi sul tema "High involvement work systems"

Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations". Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appears to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.

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Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations". Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appear to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.

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Rose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study". Queensland University of Technology, 2005. http://eprints.qut.edu.au/16044/.

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This research investigated the relationships between involvement-oriented human resource practices and work outcomes, mediated by high involvement work processes. The goal was to use an involvement framework - comprised of the elements of power, information, rewards, knowledge, and a fifth element developed for this thesis, integration - to select human resource practices that impact on work outcomes, and to develop an understanding of intervening involvement processes. Data was collected from 200 work groups in a public sector organization of 4,300 employees, engaged in large infrastructure projects, including bridge and road construction and maintenance. Group-levels of human resource practice implementation were collected through surveying a sample of employees from each work group. Data on work outcomes and high involvement work processes were collected three months later through an organizational survey of all 4,300 employees. This process was repeated 12 months later to identify the unique effects of human resource practices and investigate causal relationships and lagged effects. Involvement-oriented human resource practices were found to impact significantly on work outcomes. High involvement work processes explained significant variance in outcomes and mediated the relationship between HR practices and outcomes. Longitudinal analyses supported the existence of lagged effects of involvement-oriented human resource practices on high involvement work processes, and high involvement work processes on work outcomes. The research supports the utility of an involvement framework for practice selection and for explaining mediating processes on work outcomes.

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Owen, Jennifer. "Women, office work and computerisation : case studies in user-involvement during systems development". Thesis, Sheffield Hallam University, 1992. http://shura.shu.ac.uk/3148/.

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This thesis examines the area of user-involvement in the development of computerised office information systems, with particular reference to gender relations and to initiatives in 'Human-Centred' systems design. it is based on a review of literature in computer science and in social science, and on case-study research. The thesis forms a contribution to the interdisciplinary work of the Human-Centred Office Systems Project, at Sheffield Polytechnic. Interdisciplinary research into information systems development is expanding, partly in response to evidence that many systems fail to meet their stated objectives. There is increasing emphasis on issues of "user relations', including user-involvement. In offices, as in other contexts, women tend to be defined as users or operators of technology; however, there has been little research into the constraints and opportunities women office workers face specifically in connection with information systems development. Previous projects within Human-Centred Systems research have been located in areas in which men predominate, such as printing and engineering. The thesis makes a contribution to new interdisciplinary research on information systems in two main respects. Firstly, the scope for clerical involvement is examined. It is argued that clerical skills and experience can form a strong basis for involvement in office systems design; in addition, managerial reliance on clerical skill and cooperation appear to increase, with the advent of on-line, integrated office systems. However, the case study research also illustrates the ways in which gendered associations can play a part in the definition of 'social' and 'technical' aspects of systems development, tending to marginalise clerical contributions. Secondly, therefore, the thesis examines the potential of Human-Centred systems development approaches to address gender inequalities in opportunities for user-involvement. Methods for establishing a Human-Centred approach in a local authority department are proposed; an assessment of their use, in a case-study context, exposes a weakness in the Human-Centred tradition in relation to management practices. In conclusion, specific proposals are formulated to support the creation of new links between organisational strategies on information technology and those on gender inequality.

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Murnan, Aaron. "Predictors of Involvement in Acts of Prostitution among Substance Using, High-Risk Women". The Ohio State University, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=osu1439394837.

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Okhawere, Paulson Young Ofenimu. "High performance work systems and workplace safety : a multilevel approach". Thesis, Aston University, 2016. http://publications.aston.ac.uk/30083/.

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Research in workplace safety has focused on either the physical approach that emphasizes ergonomic design of the environment and work-related equipment, an environmental approach that emphasizes potential hazards such as noise, toxins, and temperature, or a behavioural approach that emphasizes changing employee behaviours that are deemed to be responsible for workplace incidents such as accidents, injuries, fatalities, and safetyrelated events. I built on this research (i) to develop and validate an HPWS for safety scale, and (ii) to propose and test a model of processes through which unit level HPWS for safety influence individual level safety outcomes. This thesis reports the findings of four studies. Three of these studies focused on the development and validation of an HPWS for safety scale while the fourth study used the validated scale to examine the processes through which HR practices influence workplace safety. Data were analyzed using multilevel structural equation modelling (MSEM) with Mplus version 7.3. The findings revealed that (i) experienced HPWS for safety directly relates to safety behaviours and also indirectly through safety knowledge and safety motivation, (ii) experienced HPWS for safety relates to both safety-specific events and workplace injuries through a mediational chain of safety knowledge and safety compliance, (iii) experienced HPWS for safety relates to workplace injuries through a mediational chain of safety knowledge and safety initiative, (iv) experienced HPWS for safety relates to both safety-related events and workplace injuries via safety motivation and safety compliance, (v) the use of HPWS for safety significantly related to unit safety climate, (vi) the use of HPWS for safety significantly related to experienced HPWS for safety while unit-level safety climate moderated the safety knowledge-safety compliance relationship. Lastly, the findings provide support for the psychometric properties of the scale. I also discussed the theoretical and practical implications of the findings, highlighted the study’s strengths and limitations, and then mapped out some directions for future research.

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Arendse, Lenwhin. "Understanding the association between high performance work systems andorganisational performance". Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52434.

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Understanding the relationship between high performance work systems (HPWS) and organisational performance is becoming increasingly important to gain and sustain a competitive advantage. In the current challenging economic climate, organisations are facing major challenges to do more with less. Thus, the investments in resources such as people are increasingly under scrutiny to provide returns on investment. HPWS have been positively associated with organisational performance, but organisations are not reaping the full benefits of HPWS. Both managers as well as HR professionals can gain from a deeper understanding of HPWS and the link to organisational performance. The research investigated HPWS through the use of semi-structured interviews. The ten respondents were all highly experienced, senior HR professionals who provided valuable insights and opinions into the complex relationship between HPWS and organisational performance. The valuable insights and experiences, shared by the respondents, allowed for the development of a management model of the organisational factors that influence the effectiveness of HPWS. The results of the research could contribute to managers and HR professionals in contributing to the management of HPWS.
Mini Dissertation (MBA)--University of Pretoria, 2015.
sn2016
Gordon Institute of Business Science (GIBS)
MBA
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Olsson, Eva. "Designing Work Support Systems – For and With Skilled Users". Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis : Univ.-bibl. [distributör], 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-4275.

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Martinaityte, Ieva. "Leveraging employee creativity through high performance work systems : a multilevel perspective". Thesis, Aston University, 2014. http://publications.aston.ac.uk/24369/.

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Research has looked at single rather than a configuration of human resource management (HRM) practices to influence creativity so it is not yet clear how these practices synergistically facilitate creativity and organisational performance. I address this significant but unanswered question in a three-part study. In Study 1, I develop a high performance work system (HPWS) for creativity scale. I use Study 2 sample to test the validity of the new scale. In Study 3, I test a multilevel model of the intervening processes through which branch HPWS for creativity influences creativity and branch performance. Specifically, at the branch level, I draw on social context theory and hypothesise that branch HPWS for creativity relates to climate for creativity which, in turn, leads to creativity, and ultimately, to profit. Furthermore, I hypothesise environmental dynamism as a boundary condition of the creativity-profit relationship. At the individual level, I hypothesise a cross-level effect of branch HPWS for creativity on employee-perceived HPWS. I draw on self-determination theory and argue that perceived HPWS for creativity relate to need satisfaction and the psychological pathways of intrinsic motivation and creative process engagement to predict creativity. I also hypothesise climate for creativity as a cross-level moderator of the intrinsic motivation-creativity and creative process engagement-creativity relationships. Results of hierarchical linear modeling (HLM) indicate that ten out of the fifteen hypotheses were supported. The findings of this study respond to calls for HPWS to be designed around a strategic focus by developing and providing initial validity evidence of an HPWS for creativity scale. The results reveal the underlying mechanisms through which HPWS for creativity simultaneously influences individual and branch creativity leading to profit. Lastly, results indicate environmental dynamism to be an important boundary condition of the creativity-profit relationship and climate for creativity as a cross-level moderator of the creative process engagement-creativity.

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FONTINHA, ALEXANDRE SANTOS. "THE HIGH PERFORMANCE WORK SYSTEMS AND THE PSYCHOLOGICAL CONTRACTS AT WORK: WHAT DOES MOTIVATE A CONSULTING OPERATION?" PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2006. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=9550@1.

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Os eventos organizacionais dos últimos 10 anos - outsourcing, downsizing, reengenharia, aquisições, fusões, etc - estão desafiando os departamentos de Recursos Humanos tradicionais e as práticas executivas estabelecidas desde a metade dos anos de 1970 (John P. Morgan, 2001). Como conseqüência destas mudanças surgiu, em meados da década de 1990, uma abordagem inovadora conhecida como HPWS (High Performance Work Systems ou Sistemas de Trabalho de Alto Desempenho): Conjuntos de práticas de alto desempenho com a finalidade de selecionar, desenvolver e reter a força de trabalho, com habilidades, conhecimentos e competências superiores e motivá-la à aplicar seu know-how no local de trabalho. Verificou-se, entretanto, que o resultado da aplicação destas práticas poderia variar em função: da indústria, da cultura da organização, dos valores dos empregados, da estratégia da empresa, etc. Considerou-se razoável, então, observar a teoria sobre Contratos Psicológicos de Trabalho como uma das ferramentas necessárias à maior compreensão do tema. O entendimento das bases de um Contrato Psicológico traz a possibilidade de compreensão dos acordos implícitos da relação empregado/empregador, o que pode ajudar no estudo da influência destes em uma aplicação tradicional de HPWS. A razão da escolha, como cenário de estudo, de uma operação de consultoria é simples: operações de consultoria são, por sua natureza, ambientes complexos e possuidores de uma cultura forte e singular onde a utilização de HPWS é uma prática bastante conhecida, reunindo, portanto, todas as variáveis necessárias à observação do fenômeno. O objetivo principal desta dissertação, é, portanto, ratificar que os consultores pesquisados percebem a aplicação de cada HPWS de maneira distinta. Esta verificação é metodologicamente fundamental para que se possa seguir na busca de possíveis relações entre: a importância que cada consultor dá aos HPWS, os tipos predominantes de Contratos Psicológicos e a Cultura da Organização; objetivos secundários desta dissertação mas não por isso menos importantes desde o ponto de vista do autor.
The organizational events of the last 10 years - outsourcing, downsizing, reengineering, acquisitions, joint ventures, etc - are challenging the traditional HR and established executive practices since the decade of 1970 (John P. Morgan, 2001). As a consequence of these changes, an innovative approach was developed in the middle of 90´s, the HPWS (High Performance Work Systems): a group of high-performance practices with the objective of select, develop and retain the work-force with superior skills, knowledge and abilities, motivating them to the use of this know-how in the workplace. Although, verifying that these implementations could present different results, impacted by the industry, the organizational culture and strategy, etc, was reasonable to accept the theory about Psychological Contracts at Work as a necessary instrument to a deeply comprehension of the subject. To understand the basis of a Psychological Contract helps the comprehension of the implicit agreements built between the employer and the employee, what can help the study of the influence of these agreements in a traditional HPWS implementation. The reason of the choice of a consulting operation, as the environment of the survey, is simple: consulting operations are complex environments with a strong organizational culture where the utilization of HPWS is a usual aspect, resuming all necessary variables to the observation of the phenomenon. So, the primary objective of this dissertation is to verify if this evaluated group perceives the implementation of each HPWS in a different way. This verification is, methodologically speaking, a fundamental step to the search of possible relationships between: how important is each HPWS for these consultants, what is the predominant Psychological Contract in place and the typology of organizational culture, all secondary objectives of this dissertation but, from the point of view of the author, as important as the primary one.

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Libri sul tema "High involvement work systems"

Lloyd, Caroline. High involvement work systems: The only option for UK high skill sectors. [Coventry]: [SKOPE], 2000.

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High-involvement management. San Francisco, Calif: Jossey-Bass, 1986.

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Kumar, Pradeep. Rethinking high-performance work systems. Kingston, Ont: IRC Press, 2001.

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Kumar, Pradeep. Rethinking high-performance work systems. Kingston, Ont: IRC Press, 2000.

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Parker, Sharon. Dimensions of performance effectiveness in high-involvement work organisations. [S.L.]: [S.N.], 1994.

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Estates, NHS. Permit-to-work for high voltage systems. London: HMSO, 1994.

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James, McCalman, a cura di. High performance work systems: The Digital experience. London: Routledge, 1989.

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Lawler, Edward E. The ultimate advantage: Creating the high-involvement organization. San Francisco, Calif: Jossey-Bass, 1992.

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Rayner, Steven R. Recreating the workplace: The pathway to high performance work systems. Essex Junction, VT: O. Wight Publications, 1993.

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T, Addison John. The determinants of firm performance: Unions, works councils, and employee involvement/high performance work practices. Bonn, Germany: IZA, 2005.

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Capitoli di libri sul tema "High involvement work systems"

Juárez-Tárraga, Amable, Jose Miguel Albarracin-Guillem, Marta Palmer-Gato e Juan A. Marin-Garcia. "Quality Management Systems ISO 9901 and the Use of High Involvement Work Practices". In Action-Based Quality Management, 97–113. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-06453-6_8.

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Ratten, Vanessa, Joao J. Ferreira e Cristina Fernandes. "High-Performance Management Work Systems". In Contributions to Management Science, 171–96. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-29458-8_11.

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Dagliana, Giulia, Sara Albolino, Zewdie Mulissa, Jonathan Davy e Andrew Todd. "From Theory to Real-World Integration: Implementation Science and Beyond". In Textbook of Patient Safety and Clinical Risk Management, 143–57. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-59403-9_12.

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AbstractThe increasing complexity and dynamicity of our society (and world of work) have meant that healthcare systems have and continue to change and consequently the state of healthcare systems continues to assume different characteristics. The causes of mortality are an excellent example of this rapid transformation: non-communicable diseases have become the leading cause of death, according to World Health Organization (WHO) data, but at the same time there are new problems emerging such as infectious diseases, like Ebola or some forms of influenza, which occur unexpectedly or without advanced warning. Many of these new diseases diffuse rapidly through the different parts of the globe due to the increasingly interconnected nature of the world. Another example of the healthcare transformation is the innovation associated with the introduction and development of advanced communication and technology systems (such as minimally invasive surgery and robotics, transplantation, automated antiblastic preparation) at all levels of care. Consequently, the social and technical dimensions of healthcare are becoming more and more complex and provide a significant challenge for all the stakeholders in the system to make sense of and ensure high quality healthcare. These stakeholders include but are not limited to patients and their families, caregivers, clinicians, managers, policymakers, regulators, and politicians. It is an inescapable truth that Humans are always going to be part of the healthcare systems, and it is these human, who by their very nature introduce variability and complexity to the system (we do not necessarily view this as a negative and this chapter will illustrate). A microlevel a central relationship in focus is that between the clinician and the patient, two human beings, making the health system a very peculiar organization compared to similarly high-risk organizations such as aviation or nuclear energy. This double human being system [1] requires significant effort (good design) in managing unpredictability through the development of personal and organization skills, such as the ability to react positively and rapidly to unexpected events and to adopt a resilient strategy for survival and advancement. In contrast to other similar industries, in terms of level of risk and system safety, healthcare settings are still plagued by numerous errors and negative events involving humans (and other elements) at various levels within the system. The emotional involvement is very high due to the exposure to social relationships daily and results in significant challenges to address both technical and non-technical issues simultaneously.

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Harley, Bill. "Hope or Hype? High-Performance Work Systems". In Participation and Democracy at Work, 38–54. London: Macmillan Education UK, 2005. http://dx.doi.org/10.1007/978-1-137-04216-3_3.

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Zacharatos, Anthea, e Julian Barling. "High-performance work systems and occupational safety." In The psychology of workplace safety., 203–22. Washington: American Psychological Association, 2004. http://dx.doi.org/10.1037/10662-010.

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Gokhale, Prayag, e Praveen M. Kulkarni. "Creating High-Performance Work System in Technology Startups". In Information Systems and Management Science, 1–10. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-86223-7_1.

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Berber, Aykut, e Murat Yaslioglu. "Managing High Performance Work Systems and Organizational Performance". In Work Organization and Human Resource Management, 27–42. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-06376-8_2.

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Danford, Andy, Mike Richardson, Paul Stewart, Stephanie Tailby e Martin Upchurch. "High Performance Work Systems and the Production Worker". In Partnership and the High Performance Workplace, 76–107. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230501997_4.

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Danford, Andy, Mike Richardson, Paul Stewart, Stephanie Tailby e Martin Upchurch. "High Performance Work Systems and the Technical Worker". In Partnership and the High Performance Workplace, 108–35. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230501997_5.

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Díaz-Varela, Emilio, Guillermina Fernández-Villar e Alvaro Diego-Fuentes. "Transformative Change in Peri-Urban SEPLS and Green Infrastructure Strategies: An Analysis from the Local to the Regional Scales in Galicia (NW Spain)". In Fostering Transformative Change for Sustainability in the Context of Socio-Ecological Production Landscapes and Seascapes (SEPLS), 133–53. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-33-6761-6_8.

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AbstractTransformative change involves the integration of different social dimensions and the involvement of a multiplicity of actors resulting in high levels of complexity. Considering all this, our work addresses the development of green infrastructure (GI) to improve the conservation of biodiversity and the provision of ecosystem services from two different approaches and scales: regional and local.From the regional level, a GI strategy was promoted by the regional government of Galicia (NW Spain) through institutional efforts following a multidisciplinary approach including public participation processes. On the other hand, a local, participative perspective is exemplified in the Neighbourhood Association of the Parish of Chapela (Redondela, Galicia), a peri-urban, coastal area where intensive forestry and urban expansion threatens the availability of accessible multifunctional ecosystems for the local communities.Both approaches are indicative of seeds for a transformative change yet to happen. Nevertheless, they differ in their visions, values and goals: the regional level is statutory-oriented and focused on the accomplishment of administrative objectives; the local level is based on the communities’ wellbeing aims and calls-for-action. Differences are also detected in the risks and barriers to transformative processes, from the inertia of administrative procedures to the limitations of local action to face environmental and developmental problems. Exploration of these contrasting perspectives leads to the identification of needs for institutional change, the emergence of new governance systems, and the development of new perspectives for strategic planning and management.

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Atti di convegni sul tema "High involvement work systems"

Sgobbi, Francesca. "HIGH-INVOLVEMENT WORK SYSTEMS AND TRAINING OPPORTUNITIES FOR YOUNGER HIGHLY EDUCATED EMPLOYEES". In 13th annual International Conference of Education, Research and Innovation. IATED, 2020. http://dx.doi.org/10.21125/iceri.2020.0660.

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Zhu, Xiao-Mei, Ling-Wei Kong e Long-Fei Hao. "How High Involvement Work Systems Influence RaD Professional's Innovative Performance: An Analysis of the Mediated Moderation Effect". In 2015 International Conference on Management Engineering and Management Innovation (icmemi-15). Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/icmemi-15.2015.11.

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Chakraborti, Basumita, Anik Ghosh, Jaydip Bhaumik e Asima Mukhopadhyay. "Can initial grade of endometrial cancer presenting at Tata Medical Center, predict high risk factors which will require lymph node dissection and adjuvant therapy?" In 16th Annual International Conference RGCON. Thieme Medical and Scientific Publishers Private Ltd., 2016. http://dx.doi.org/10.1055/s-0039-1685398.

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Background: Pre-operative tumor grade influences the type of surgery planned for endometrial cancer, while the final grade affects the adjuvant therapy. Aims and Objectives: To predict whether pre surgery tumour grade can predict tlymph node dissection and adjuvant therapy in endometriod endometrial cancer. Methods: Retrospective observational study. Data was obtained from electronic hospital medical records system. All women with a diagnosis of endometrioid endometrial cancer who attended TMC, Kolkata between September 2011 and June 2015 included. Review of the histology was asked in all patients and MDT was planned for all patients. Most of the patients operated in TMC underwent standard pre-operative imaging work up like MRI pelvis and CT upper abdomen and chest evaluation. Staging/completion surgery included total hysterectomy, BSO, pelvic +/- para aortic lymphadenectomy +/- Omental biopsy. The surgico-pathological evaluation included histology, grade, myometrial invasion, adnexal involvement and nodal involvement. Results: 155 patients had both initial and final histology. Of total 67 patients with initial grade 1 histology, 8 (12%) were upgraded to G2 and 1 (1.5%) was upgraded to G3. 35 patients with G2 disease 2 (5.7%) were upgraded to G3. Among 8 patients with G3, 7 continued to be G3. Of the 67 patients with initial grade 1, > 50% invasion was seen in 25 (37.3%). Of 35 patients with initial G2, > 50% myometrial invasion was seen in 13 (37.1%) patients. Among 8 initial G3 patients, > 50% invasion was seen in 3 (37.5%) patients. Of these 67 patients with grade 1, pelvic lymph nodes were involved in 4 (6%) patients. None of the grade 2 tumors had pelvic lymph node involvement. One (12.5%) out of 8 patients with initial G3 tumor had pelvic lymph node involvement. Recurrence was seen in 3/67 (4.5%) of G1 patients, 7/35 (20%) with G2 cases and 1/8 (12.5%) with G3 cases. Conclusion: Patients with initial G1 disease, about 13% were upgraded. Recurrence rate increased with G2 patients. For all initial grade tumors the mymetrial involvement > 50% was 37%. For initial G1 patients the pelvic lymph node involvement was found to be 6%. For G3 tumor the pelvic lymph node involvement was 12.5%.

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Yashchenko, A. S. "Improving organization of nursing activities in a medical organization providing specialized medical care". In VIII Information school of a young scientist. Central Scientific Library of the Urals Branch of the Russian Academy of Sciences, 2020. http://dx.doi.org/10.32460/ishmu-2020-8-0015.

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The most important part of the modern health care system is nursing. Nurses are a huge human resource with real potential opportunities in the context of modernizing the domestic healthcare. This article presents the results of a survey of nurses of the regional narcological dispensary. Analysis of a time-based study of the main types of functional responsibilities of outpatient nurses in the dispensary Department. This study may affect organizational activities of a specialized drug treatment nurse. The purpose of this study is to improve the organization of the nursing activities in a medical organization that provides specialized medical care. Proper organization of the nurses’ work contributes to high involvement in the treatment process, improving the quality of medical care, and motivation for active professional development. Effective professional activity of the nursing staff is aimed to meeting the needs of patients in affordable and acceptable medical care.

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Kloutsiniotis, Panagiotis. "Exploring the relationship between high involvement work practices, work demands and employees’ attitudes and behaviors". In International Conference on Applied Research in Management, Business and Economics. Acavent, 2019. http://dx.doi.org/10.33422/icarbme.2019.04.1073.

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MattaraChalill, Subin, Miller Jothi Kalamegam e Mallika Parveen. "Upgradation of HVAC Systems in Exisiting Commercial Green House Using Evaporative Coolers in Middle East Climatic Conditions". In ASME 2015 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2015. http://dx.doi.org/10.1115/imece2015-51570.

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Commercial green houses are the back bone of farming industry in world where the climatic conditions are not stable especially in Middle East, Europe and United states. The commercial greenhouses are often high tech production facilities for vegetables or flowers. The glass greenhouses are filled with equipment like screening installations, heating, cooling, and lighting and also may be automatically controlled by a computer to maximize potential growth. Greenhouse concept will provide the stable indoor plant growth environment throughout the year irrespective of the outside climate variance. The indoor climate conditions can be maintained using the properly designed HAVC systems. The conventional commercial green houses are equipped with axial fans and the cooling pads to control the indoor climate conditions without central control of the equipment’s. Financial conditions of the commercial green houses are very important since the cost per plant will be determined by the overall contribution of the capital and operational expenses. In the present scenario the almost 30% of the net profit is eating by the HVAC systems operational cost. The major operation cost is due to the cooling pads work force and the electricity operational cost for the axial fans equipped with metal blade. The up gradation involves mainly the involvement of individual evaporative air-conditioned system instead of conventional systems. The green houses are equipped with individual evaporative cooling units, circulating fans, top mounted air louvers and the control systems to control the entire set up. The initial heat load calculations will give us an idea about the total heat load required to maintain the ambient conditions for indoor plant cultivation. CFD analysis will provide the exact equipment orientation and the load requirement. In conventional greenhouses the conventional equipment’s are equipped to get the results but the same will consume more electrical power and which is not effective in all weather conditions. Heat load calculations will provide us the system demand in a conditioned space based on the available material properties. Based on the heat load results we can do the proper equipment selection and set the airflow based on the demand. CFD analysis will help the modeling of the system in the actual condition. The aim of the study was to analysis the performance study of the individual evaporative cooling units in the greenhouse conditioned space. The results obtained from the heat loads and CFD analysis can be compared. The objective of the present work is to examine the designed Air conditioning system effectiveness in peak summer heat load conditions to check the design parameters (25 °C temperature and 50%RH) inside the greenhouse using Computational Fluid Dynamics (CFD) Analysis.

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van der Zwaag, Claas H., e Thor Paulsen. "The Snorre A 2004 Blowout and Its Impact on Drilling and Well Operations Today". In SPE/IADC International Drilling Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/204013-ms.

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Abstract The Snorre A blowout on well P-31 A on November 28, 2004, was a well control incident that sent percussions into our national and corporate HSE management systems. These percussions still resonate in our everyday work as a part of a comprehensive set of rules which encompass national regulations, industry standards, corporate functional, technical, or work requirements, as well as an integrated governing work process management system. Some of these rules have been embraced with a positive attitude and are now a natural part of our day-to-day work. They prepare for technical, organizational, and operational barriers that secure the safety of all personnel, shield the value of our investments and assets, and protect the environment. Some of these rules, however, may be perceived as dead weight and barriers in the sense of hindrances that may hamper an efficient workday and fill our agenda with many formal demands and obligations. This paper pinpoints and reviews "the change in rules" that the Snorre incident caused regarding planning, execution, and follow-up of drilling and well (D+W) operations on government, industry, and corporate level. The major failures that the investigations of the incident revealed have been handled diligently in our corporate system. In this paper, we track how management involvement, management of change, and "compliance and leadership" work in practice. The day-to-day tasks to prepare for safe D+W operations and to secure the integrity of wells in operations are explained. As an illustrative exercise, we are setting up a hypothetical plan for Snorre P-31 A as the D+W operations would have been planned today. This is done by outlining well barrier schematics, risk assessments, and the processes to handle deviations from technical or work requirements. Our objective is to explain that risk management in the planning and the execution of D+W operations and for wells in operations is coherent. To avoid the recurrence of incidents such as Snorre P-31 A, a systematic and rigorous approach is in use that makes it likely to capture inadequate well integrity conditions. This approach links high-end government regulations to sharp-end detailed operational risk management in our HSE management system.

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Alonso, Marta Elena, Jose Ramiro Gonzalez Montaña, Juan Carlos Dominguez e Juan Manuel Lomillos. "Veterinary students´ perceptions of participation in a service-learning activity". In Sixth International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2020. http://dx.doi.org/10.4995/head20.2020.11196.

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Citizens worldwide are increasingly concerned about the animal welfare of farm animals but lack knowledge about animal production systems, as fewer and fewer people have a direct connection to rural environment. Veterinary students these days present low motivation for teaching subjects related to agricultural species because they are more focused on companion animals. The aim of this work was to evaluate the perception of veterinary students about the degree of utility for learing achieve, satisfaction and acceptability of participation on an service-learning activity integrated in a teaching innovation project. We choose the service-learning activity because learner-centered methodologies could be appealing to students to stimulate external motivation and, simultaneously, provide benefits for society. The participants reported increases in the awareness of lack of knowledge about food animal production aspects and the importance of university involvement in activities that provide social benefits. Together with a 94 % of high or very high self-reported learning increase about the specific topics of the curricula of the subject and an 80% of high or very high self-reported global satisfaction with the participation in the SL activity, despite some technical difficulties, led us to conclude that service-learning methodologies could be successfully integrated in the veterinary curricula.

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Gerogiannis, Vassilis C., Anthony Karageorgos, Liwei Liu e Christos Tjortjis. "Personalised Fuzzy Recommendation for High Involvement Products". In 2013 IEEE International Conference on Systems, Man and Cybernetics (SMC 2013). IEEE, 2013. http://dx.doi.org/10.1109/smc.2013.831.

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Siddique, Zahed, Chen Ling, Piyamas Saengsuri, Sagar Chowdhury, Yunjun Xu e Xiaojun Geng. "Gaming and Interactive Visualization Education Module to Help Understand Geometric Tolerancing". In ASME 2010 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2010. http://dx.doi.org/10.1115/detc2010-28596.

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In engineering disciplines, visualization can provide an essential mode to facilitate student understanding of important and abstract concepts. Learning through a medium that combines course materials with game characteristics can be a powerful tool for education. This approach is expected to improve student willingness to learn, which will in turn increase the interests of high school and undergraduate students towards engineering as a future career. In this paper, three teaching modules based on the Gaming and Interactive Visualization for Education (GIVE) in three universities will be described in detail with enhanced game characteristics. Also, using the newly developed assessment tools, the evaluation data from the students who have experienced the GIVE system will be analyzed. More specifically, the three modules are designed and illustrated in this paper for the Flight Mechanics, Introduction to Electrical Engineering, and Design and Manufacturing. The following game characteristics have been considered and implemented in the modules: progressively balanced goal, feedback, time sensitive scoring, adaptive scoring, meaningful visual presentation, emotional involvement, avoiding guess, constitutive rule, operational rule, background, challenges, and rewards. Along with the course module development and implementation, the outcomes have been assessed using our evaluation system. The results have been analyzed and suggestions have been given for future work.

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Rapporti di organizzazioni sul tema "High involvement work systems"

McEligot, D. M., K. G. Condie, T. D. Foust, G. E. McCreery, R. J. Pink, D. E. Stacey, A. Shenoy et al. Fundamental Thermal Fluid Physics of High Temperature Flows in Advanced Reactor Systems - Nuclear Energy Research Initiative Program Interoffice Work Order (IWO) MSF99-0254 Final Report for Period 1 August 1999 to 31 December 2002. Office of Scientific and Technical Information (OSTI), dicembre 2002. http://dx.doi.org/10.2172/822187.

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Rubio, Anna, Emma Reyes, Carlo Mantovani, Lorenzo Corgnati, Pablo Lorente, Lohitzune Solabarrieta, Julien Mader et al. European High Frequency Radar network governance. EuroSea, maggio 2021. http://dx.doi.org/10.3289/eurosea_d3.4.

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This report describes the governance of the European HF radar network including: the landscape of the Ocean observation networks and infrastructures, the role and links between operators of observational systems and stakeholders, the role and activities of the EuroGOOS HF radar Task Team in building a sound community strategy, the roadmap of the community with current achievements and future work lines.

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Pelletier, Austin, Amanda Hohner, Idil Deniz Akin, Indranil Chowdhury, Richard Watts, Xianming Shi, Brendan Dutmer e James Mueller. Bench-scale Electrochemical Treatment of Co-contaminated Clayey Soil. Illinois Center for Transportation, giugno 2021. http://dx.doi.org/10.36501/0197-9191/21-018.

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Industrial soil contamination is frequently unearthed by transportation agencies during construction within the right-of-way. As a result, transportation agencies may experience construction delays. Soils co-contaminated with high-molecular-weight polycyclic aromatic hydrocarbons (HMW-PAHs) and metals are commonly encountered in Illinois and exhibit recalcitrance towards conventional treatment technologies. This issue is exacerbated in the fine-grained soils common to Illinois, where low-permeability and immense sorption capacity increase treatment complexity, cost, and duration. Contaminated sites are spatially and temporally restrictive and require rapid in situ treatments, whereas conventional soil remediation requires 1 to 3 years on average. Consequently, transportation agencies typically pursue excavation and off-site disposal for expediency. However, this solution is expensive, so a comparatively expeditious and affordable treatment alternative is needed to combat the increasing cost of hazardous waste disposal. The objective of this work was to develop an accelerated in situ treatment approach adaptable for use at any construction site to cost-effectively remove HMW-PAHs and metals from clayey soil. It was hypothesized that an in situ electrochemical treatment which augments electrokinetics with H2O2 could remediate both HMW-PAHs and metals in less than a month. Bench-scale reactors resemblant of field-scale in situ electrokinetic systems were designed and fabricated to assess the electrochemical treatment of clayey soils contaminated with HMW-PAHs and metals. Pyrene, chromium, and manganese were used as model contaminants, spiked into kaolinite as a model clay. Electrokinetics were imposed by a low-intensity electrical field distributed by graphite rods. Electrolytic H2O2 systems were leveraged to distribute electrical current and facilitate contaminant removal. Average contaminant removals of 100%, 42.3%, and 4.5% were achieved for pyrene, manganese, and chromium, respectively. Successful development of this bench-scale treatment approach will serve to guide transportation agencies in field-scale implementation. The results from this work signify that electrochemical systems that leverage eco-friendly oxidant addition can replace excavation and disposal as a means of addressing clayey soils co-contaminated with HMW-PAHs and metals.

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Busso, Matías, Juanita Camacho, Julián Messina e Guadalupe Montenegro. Social Protection and Informality in Latin America during the COVID-19 Pandemic. Inter-American Development Bank, novembre 2020. http://dx.doi.org/10.18235/0002865.

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Latin American governments swiftly implemented income assistance programs to sustain families' livelihoods during COVID-19 stay-at-home orders. This paper analyzes the potential coverage and generosity of these measures and assesses the suitability of current safety nets to deal with unexpected negative income shocks in 10 Latin American countries. The expansion of pre-existing programs (most notably conditional cash transfers and non-contributory pensions) during the COVID-19 crisis was generally insufficient to compensate for the inability to work among the poorest segments of the population. When COVID-19 ad hoc programs are analyzed, the coverage and replacement rates of regular labor income among households in the first quintile of the country's labor income distribution increase substantially. Yet, these programs present substantial coverage challenges among families composed of fundamentally informal workers who are non-poor, but are at a high risk of poverty. These results highlight the limitations of the fragmented nature of social protection systems in the region.

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Vlaicu, Razvan. Trust, Collaboration, and Policy Attitudes in the Public Sector. Inter-American Development Bank, maggio 2021. http://dx.doi.org/10.18235/0003280.

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This paper examines new data on public sector employees from 18 Latin American countries to shed light on the role of trust in the performance of government agencies. We developed an original survey taken during the first COVID-19 wave that includes randomized experiments with pandemic-related treatments. We document that individual-level trust in coworkers, other public employees, and citizens is positively related to performance-enhancing behaviors, such as cooperation and information-sharing, and policy attitudes, such as openness to technological innovations in public service delivery. Trust is more strongly linked to positive behaviors and attitudes in non-merit-based civil service systems. High-trust and low-trust respondents report different assessments of their main work constraints. Also, they draw different inferences and prefer different policy responses when exposed to data-based framing treatments about social distancing outcomes in their countries. Low-trust public employees are more likely to assign responsibility for a negative outcome to the government and to prefer stricter enforcement of social distancing.

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Brodie, Katherine, Ian Conery, Nicholas Cohn, Nicholas Spore e Margaret Palmsten. Spatial variability of coastal foredune evolution, part A : timescales of months to years. Engineer Research and Development Center (U.S.), luglio 2021. http://dx.doi.org/10.21079/11681/41322.

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Coastal foredunes are topographically high features that can reduce vulnerability to storm-related flooding hazards. While the dominant aeolian, hydrodynamic, and ecological processes leading to dune growth and erosion are fairly well-understood, predictive capabilities of spatial variations in dune evolution on management and engineering timescales (days to years) remain relatively poor. In this work, monthly high-resolution terrestrial lidar scans were used to quantify topographic and vegetation changes over a 2.5 year period along a micro-tidal intermediate beach and dune. Three-dimensional topographic changes to the coastal landscape were used to investigate the relative importance of environmental, ecological, and morphological factors in controlling spatial and temporal variability in foredune growth patterns at two 50 m alongshore stretches of coast. Despite being separated by only 700 m in the alongshore, the two sites evolved differently over the study period. The northern dune retreated landward and lost volume, whereas the southern dune prograded and vertically accreted. The largest differences in dune response between the two sections of dunes occurred during the fall storm season, when each of the systems’ geomorphic and ecological properties modulated dune growth patterns. These findings highlight the complex eco-morphodynamic feedback controlling dune dynamics across a range of spatial scales.

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Haring, Christopher, e David Biedenharn. Channel assessment tools for rapid watershed assessment. Engineer Research and Development Center (U.S.), aprile 2021. http://dx.doi.org/10.21079/11681/40379.

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Existing Delta Headwaters Project (DHP) watershed stabilization studies are focused on restoration and stabilization of degraded stream systems. The original watershed studies formerly under the Demonstration Erosion Control (DEC) Project started in the mid 1980s. The watershed stabilization activities are continuing, and because of the vast number of degraded watersheds and limited amount of yearly funding, there is a need for developing a rapid watershed assessment approach to determine which watersheds to prioritize for further work. The goal of this project is to test the FluvialGeomorph (FG) toolkit to determine if the Rapid Geomorphic Assessment approach can identify channel stability trends in Campbell Creek and its main tributary. The FG toolkit (Haring et al. 2019; Haring et al. 2020) is a new rapid watershed assessment approach using high-resolution terrain data (Light Detection and Ranging [LiDAR]) to support U.S. Army Corps of Engineers (USACE) watershed planning. One of the principal goals of the USACE SMART (Specific Measureable Attainable Risk-Informed Timely) Planning is to leverage existing data and resources to complete studies. The FG approach uses existing LiDAR to rapidly assess either reach-specific analysis for smaller more focused studies or larger watersheds or ecosystems. The rapid assessment capability can reduce the time and cost of planning by using existing information to complete a preliminary watershed assessment and provide rapid results regarding where to focus more detailed study efforts.

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Akinleye, Taiwo, Idil Deniz Akin, Amanda Hohner, Indranil Chowdhury, Richards Watts, Xianming Shi, Brendan Dutmer, James Mueller e Will Moody. Evaluation of Electrochemical Treatment for Removal of Arsenic and Manganese from Field Soil. Illinois Center for Transportation, giugno 2021. http://dx.doi.org/10.36501/0197-9191/21-019.

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Soils containing inorganic compounds are frequently encountered by transportation agencies during construction within the right-of-way, and they pose a threat to human health and the environment. As a result, construction activities may experience project delays and increased costs associated with management of inorganic compounds containing soils required to meet environmental regulations. Recalcitrance of metal-contaminated soils toward conventional treatment technologies is exacerbated in clay or organic content-rich fine-grained soils with low permeability and high sorption capacity because of increased treatment complexity, cost, and duration. The objective of this study was to develop an accelerated in situ electrochemical treatment approach to extract inorganic compounds from fine-grained soils, with the treatment time comparable to excavation and off-site disposal. Three reactor experiments were conducted on samples collected from two borehole locations from a field site in Illinois that contained arsenic (As)(~7.4 mg/kg) and manganese (Mn)(~700 mg/kg). A combination of hydrogen peroxide (H2O2) and/or citrate buffer solution was used to treat the soils. A low-intensity electrical field was applied to soil samples using a bench-scale reactor that resembles field-scale in situ electrochemical systems. For the treatment using 10% H2O2 and citrate buffer solution, average removal of 23% and 8% were achieved for Mn and As, respectively. With 4% H2O2 and citrate buffer, 39% and 24% removal were achieved for Mn and As; while using only citrate buffer as the electrolyte, 49% and 9% removal were achieved for Mn and As, respectively. All chemical regimes adopted in this study reduced the inorganic compound concentrations to below the maximum allowable concentration for Illinois as specified by the Illinois Environmental Protection Agency. The results from this work indicate that electrochemical systems that leverage low concentrations of hydrogen peroxide and citrate buffer can be effective for remediating soils containing manganese and arsenic.

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Doo, Johnny. Unsettled Issues Concerning eVTOL for Rapid-response, On-demand Firefighting. SAE International, agosto 2021. http://dx.doi.org/10.4271/epr2021017.

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Recent advancements of electric vertical take-off and landing (eVTOL) aircraft have generated significant interest within and beyond the traditional aviation industry, and many novel applications have been identified and are in development. One promising application for these innovative systems is in firefighting, with eVTOL aircraft complementing current firefighting capabilities to help save lives and reduce fire-induced damages. With increased global occurrences and scales of wildfires—not to mention the issues firefighters face during urban and rural firefighting operations daily—eVTOL technology could offer timely, on-demand, and potentially cost-effective aerial mobility capabilities to counter these challenges. Early detection and suppression of wildfires could prevent many fires from becoming large-scale disasters. eVTOL aircraft may not have the capacity of larger aerial assets for firefighting, but targeted suppression, potentially in swarm operations, could be valuable. Most importantly, on-demand aerial extraction of firefighters can be a crucial benefit during wildfire control operations. Aerial firefighter dispatch from local fire stations or vertiports can result in more effective operations, and targeted aerial fire suppression and civilian extraction from high-rise buildings could enhance capabilities significantly. There are some challenges that need to be addressed before the identified capabilities and benefits are realized at scale, including the development of firefighting-specific eVTOL vehicles; sense and avoid capabilities in complex, smoke-inhibited environments; autonomous and remote operating capabilities; charging system compatibility and availability; operator and controller training; dynamic airspace management; and vehicle/fleet logistics and support. Acceptance from both the first-responder community and the general public is also critical for the successful implementation of these new capabilities. The purpose of this report is to identify the benefits and challenges of implementation, as well as some of the potential solutions. Based on the rapid development progress of eVTOL aircraft and infrastructures with proactive community engagement, it is envisioned that these challenges can be addressed soon. NOTE: SAE EDGE™ Research Reports are intended to identify and illuminate key issues in emerging, but still unsettled, technologies of interest to the mobility industry. The goal of SAE EDGE™ Research Reports is to stimulate discussion and work in the hope of promoting and speeding resolution of identified issues. These reports are not intended to resolve the challenges they identify or close any topic to further scrutiny.

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Gender mainstreaming in local potato seed system in Georgia. International Potato Center, 2020. http://dx.doi.org/10.4160/9789290605645.

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This report presents the study findings associated with the project “Enhancing Rural Livelihoods in Georgia: Introducing Integrated Seed Health Approaches to Local Potato Seed Systems” in Georgia. It also incorporates information from the results of gender training conducted within the framework of the USAID Potato Program in Georgia. The study had three major aims: 1) to understand the gender-related opportunities and constraints impacting the participation of men and women in potato seed systems in Georgia; 2) to test the multistakeholder framework for intervening in root, tuber, and banana (RTB) seed systems as a means to understand the systems themselves and the possibilities of improving gender-related interventions in the potato seed system; and 3) to develop farmers’ leadership skills to facilitate women’s active involvement in project activities. Results of the project assessment identified certain constraints on gender mainstreaming in the potato seed system: a low level of female participation in decision-making processes, women’s limited access to finances that would enable their greater involvement in larger scale potato farming, and a low awareness of potato seed systems and of possible female involvement in associated activities. Significantly, the perception of gender roles and stereotypes differs from region to region in Georgia; this difference is quite pronounced in the target municipalities of Kazbegi, Marneuli, and Akhalkalaki, with the last two having populations of ethnic minorities (Azeri and Armenian, respectively). For example, in Marneuli, although women are actively involved in potato production, they are not considered farmers but mainly as assistants to farmers, who are men. This type of diversity (or lack thereof) results in a different understanding of gender mainstreaming in the potato seed system as well. Based on the training results obtained in three target regions—Akhalkalaki, Akhaltsikhe, and Marneuli—it is evident that women are keen on learning new technologies and on acquiring updated agricultural information, including on potato production. It is also clear that women spend as much time as men do on farming activities such as potato production, particularly in weeding and harvesting. However, women are heavily burdened with domestic work, and they are not major decision-makers with regard to potato variety selection, agricultural investments, and product sales, nor with the inclusion of participants in any training provided. Involving women in project activities will lead to greater efficiency in the potato production environment, as women’s increased knowledge will certainly contribute to an improved production process, and their new ideas will help to improve existing production systems, through which women could also gain confidence and power. As a general recommendation, it is extremely important to develop equitable seed systems that take into consideration, among other factors, social context and the cultural aspects of local communities. Thus, understanding male and female farmers’ knowledge may promote the development of seed systems that are sustainable and responsive to farmers’ needs and capacities.

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