Numerical Study on the Spatial and Temporal Characteristics of Water Quality in the Taihu Lake of China

Taihu Lake is the third largest fresh water lake in China. With the fast economic development, abundant industrial and agricultural waste water has been discharged into Taihu Lake, causing the eutrophication of the water quality, which greatly affected the water utility. In the past decades, the treatment of Taihu Lake has witnessed limited success. Therefore, it is practically and theoretically significant to study the eutrophication of Taihu Lake. This research has focused on the issue of water quality including the characteristics of spatial and temporal distributions, and the rules of nutrient diffusion in the Taihu lake area. Based on the monitoring data, the basis distribution characteristics of water quality in Taihu Lake are analyzed. Comparing Taihu Lake with other Lakes shows that one important reason for Taihu eutrophication is the long period of water retention. A transporting and diffusing model of Taihu nutrient is developed by combining with the hydrodynamics model. Using the model, the concentration field of the total phosphorus (TP) and the influence of wind-driven current are numerically investigated, which leads to the conclusion that the flow field has a great influence on the spatial and temporal distributions of TP in Taihu Lake. Furthermore, the effect for improving the water quality by the project of water diversion from the Yangtze River to Taihu Lake was analyzed by simulation. The results demonstrate that short-term water diversion cannot improve the water quality of the heavily-polluted Meiliang Bay and the western bank areas of Taihu Lake.

Seasonal changes in weight and body composition of yak grazing on alpine-meadow grassland in the Qinghai-Tibetan plateau of China

Forty-five male yaks (born April 2001) were studied to determine how seasonal changes on the Qinghai-Tibetan plateau affected BW and body composition. Thirty yaks were weighed monthly from birth to 26 mo of age to determine seasonal changes in BW. The remaining 15 yaks were allocated randomly to five groups (three yaks per group), designated for slaughter at 13, 15, 18, 22, and 25 mo to measure seasonal effects on body chemical composition. All yaks were grazed on the alpine-meadow grassland of the plateau without any supplementation. All BW and body composition data were calculated on an individual basis. Body weight and body composition data were both compared across seven growth periods spanning 2 yr and defined by season. From April (birth) to December 2001 of the first growing season, yak BW increased (P < 0.01); however, during the subsequent cold season (December 2001 to May 2002), BW decreased (P < 0.01). The second growing season ran from May 2002 (13 mo of age) to October 2002 (18 mo of age), and the second live weight-loss season ran from October 2002 until May 2003. The weight loss experienced by yaks during the first weight loss season was 25.64% of the total weight gain in the first growing season. The weight loss experienced by yaks during the second weight-loss season was 29.73% of the total weight gain in the second growing season. Energy retention in the second growing season was 291.07 MJ, 50.8% of which was consumed during the subsequent cold season. Energy accumulation in the summer (from May to July) and fall (from July to October) of the second growing season did not differ (5.01 and 6.30 MJ/kg of EBW gain, respectively; P = 0.63). The energy mobilized during the second winter (from October 2002 to February 2003) was 16.49 MJ/kg of EBW, and in the second spring (from February to May 2003), it was 9.06 MJ/kg of EBW. These data suggest that the decrease in grazing yak BW during the first cold season is much less than during the second cold season, and that the energy content per unit of BW mobilized is greater (P = 0.02) in winter than in spring. Results from this study demonstrate highly efficient compensatory growth in grazing yaks following the first weight loss period during the first cold season. This benefit could be exploited by herders to improve yak production. Yaks may have developed a type of self-protection mechanism to overcome the long cold seasons in the Qinghai-Tibetan plateau.

Heavy metal accumulation reflecting natural sedimentary processes and anthropogenic activities in two contrasting coastal wetland ecosystems, eastern China

Due to the impacts of natural processes and anthropogenic activities, different coastal wetlands are faced with variable patterns of heavy metal contamination. It is important to quantify the contributions of pollutant sources, in order to adopt appropriate protection measures for local ecosystems. The aim of this research was to compare the heavy metal contamination patterns of two contrasting coastal wetlands in eastern China. In addition, the contributions from various metal sources were identified and quantified, and influencing factors, such as the role of the plant Spartina alterniflora, were evaluated. Materials and methods Sediment samples were taken from two coastal wetlands (plain-type tidal flat at the Rudong (RD) wetland vs embayment-type tidal flat at Luoyuan Bay (LY)) to measure the content of Al, Fe, Co, Cr, Cu, Mn, Mo, Ni, Sr, Zn, Pb, Cd, and As. Inductively coupled plasma atomic emission spectrometry, flame atomic absorption spectrometry, and atomic fluorescence spectrometry methods were used for metal detection. Meanwhile, the enrichment factor and geoaccumulation index were applied to assess the pollution level. Principle component analysis and receptor modeling were used to quantify the sources of heavy metals. Results and discussion Marked differences in metal distribution patterns between the two systems were present. Metal contents in LY were higher than those in RD, except for Sr and Mo. The growth status of S. alterniflora influenced metal accumulations in RD, i.e., heavy metals were more easily adsorbed in the sediment in the following sequence: Cu > Cd > Zn > Cr > Al > Pb ≥ Ni ≥ Co > Fe > Sr ≥ Mn > As > Mo as a result of the presence and size of the vegetation. However, this phenomenon was not observed in LY. A higher potential ecological risk was associated with LY, compared with RD, except for Mo. Based on a receptor model output, sedimentary heavy metal contents at RD were jointly influenced by natural sedimentary processes and anthropogenic activities, whereas they were dominated by anthropogenic activities at LY. Conclusions A combination of geochemical analysis and modeling approaches was used to quantify the different types of natural and anthropogenic contributions to heavy metal contamination, which is useful for pollution assessments. The application of this approach reveals that natural and anthropogenic processes have different influences on the delivery and retention of metals at the two contrasting coastal wetlands. In addition, the presence and size of S. alterniflora can influence the level of metal contamination in sedimentary environments.

Recruitment and Retention in Front-line Services: The case of childcare

This article highlights how problems of recruitment and retention in front-line services create a particular challenge to traditional HRM models and solutions. Private day nurseries make an interesting example of the challenges facing managers in the service sector as the combination of a feminised workforce, a price-sensitive service, public-private competition and state regulation create particular difficulties. We report on a study of 33 day nurseries involving interviews with managers and employees over an eight-month period. Our findings show that childcare providers have to cope with recruitment and retention problems associated with high-end interactive service provision compounded by gender segregation and small business characteristics. Our analysis of employer and employee perspectives examines labour market issues affecting recruitment, and categorises the reasons for staff turnover into internal 'push' factors, external 'pull' factors, outside factors and functional turnover.

Innovation, talent attraction and retention

The success of an organization isn’t, in most cases, only shown trough their profits. Today the value of a company, with respect to its market value exceeds their financial quality. Intellectual capital is a major share in the value of the company. Managing employees with an emphasis on intellectual capital and talent is an emergency that arises in the path of human resource managers. The definition of intellectual capital and talent, leads us, first, to a high IQ (Intelligence Quotient), good schools and / or university results. But the intellectual capital and talent of an employee must be linked to his ability, to high performance and good results. How to manage, attract and keep these employees in organizations is also something that requires talent. Now, the basic skills of employees aren’t sufficient for competitive companies. There are currently required higher levels of skills, because there are a growing number of activities that involve "knowledge work". Most companies in the world have a great challenge for the coming years: the challenge of scarcity of talent. The most competitive companies will be those that have the most talented employees. In terms of originality, this paper aims to create discussion about the relationship between talent attraction, talent retention and innovation, as drivers of business competitiveness. The research is based on the categorization methodology defined by Yin (2003) as single case study carried out in a company that is specialized in high precision components.The findings presented here show a strong link between talents attraction, talents retention and innovation.

A Qualitative Investigation of Social Network Efficacy Relative to Employee Recruitment and Generational Needs

Non-traditional means of recruitment for the twenty-first century knowledge worker need to accompany traditional means of recruitment due to an increased usage of technology by the twenty-first century knowledge worker. In this capstone project, the author examined the recruiting efficacy of social networks. Non-traditional means of recruitment through social networks via the World Wide Web can help organizations compete for potential applicants and assist job seekers in securing employment. These means are cost effective for the employer. Examples of organizational usage in this investigation illustrate that social networking can improve efficacy for recruitment and generational needs.

Market orientation of hotels and travel services in China

China is unique both politically and economically. How this uniqueness impacts on firms'' adoption of market orientation and the impact of market orientation on business performance, however, remain unclear. This book reports a study by Dr Riliang Qu who aims to address the above knowledge void. The study employs a two-stage research strategy including interviews and a survey of 1000 hotels and travel services. The study found that government regulations restricting the firm rivalry and the shortage of competent managerial talents are among the most serious constraints to the firms'' development of market orientation along with such factors as inadequacy of government regulation on product quality and consumer protection. The findings suggest that in transitional like China, government actions could be a major force behind firms'' aspiration of being market-oriented. The study also found that the benefits of market orientation are multi-fold in that it not only improves company''s business performance but also has positive effects on customer satisfaction/retention, power in distribution channel, and corporate social responsibility.

Human resource management in China and India

The first decade of the twenty-first century has witnessed further growth in emerging markets, which is significantly influencing the global economic landscape. For the first time in almost two hundred years, it is in this decade that the emerging economies have caught up with, and raced ahead of, the developed ones in terms of gross domestic product. This is a trend that is likely to continue for some time as many of the developed economies struggle to recover from the global financial crisis. In particular, China and India as two fast growing economies are significantly contributing to the world economic growth and are the flag bearers of this transformation. Acknowledged as favourite destinations for global manufacturing (China) and services (India) related outsourcing, both nations offer huge growth opportunities in most products and services. However, in order to sustain their phenomenal economic growth of the past decades, both countries are facing a number of challenges to their human resource management (HRM). From a macro perspective, these issues tend to appear similar (e.g., attraction and retention of talent), but given the significant sociocultural, institutional, political, legal and other differences between the two nations, the logics underpinning the approaches to managing human resources issues appear somewhat different. This chapter therefore aims to highlight the key forces determining the nature of HRM in China and India. The chapter consists of three main sections, in addition to the Introduction and Conclusions.

Employee perceptions of workplace empowerment in relation to self -reported intent to stay on the job

As the nursing profession faces a shortage of nurses, workplace initiatives focused on retaining employees are critical to the United States healthcare industry (Sochalski, 2002). The purpose of this research was to determine whether self-reported intent to stay on the job was related to perceptions of workplace empowerment using Kanter's (1977) theory of organizational empowerment as a framework. ^ The sample consisted of 206 Florida registered nurses. Four self-report scales and a demographic questionnaire were administered by mail. The Conditions for Work Effectiveness Questionnaire (CWEQ; Chandler, 1987), Job Activity Scale (JAS; Laschinger, Kutzscher, & Sabiston, 1993), Organizational Relationships Scale (ORS; Laschinger, Sabiston, & Kutzscher, 1993) and an intent to stay instrument (Kim, Price, Mueller & Watson, 1996) were used to measure perceived access to empowerment structures, perceived formal power, perceived informal power, and intent to stay, respectively. The data were analyzed using descriptive statistics, correlational analysis, and hierarchical regression. ^ Twenty-eight percent of the variance of intent to stay was explained by perceived access to empowerment structures, perceived formal power, and perceived informal power when holding age, gender, education, overall nursing experience, and number of years on current job constant. Perceived access to empowerment structures (CWEQ total score) was the best predictor of self-reported intent to stay for this sample. Of the four components of perceived access to work empowerment structures, perceived access to opportunity and resources were the best predictors of nurses' intent to stay on the job. ^ This study was the first step in establishing the relationship between Kanter's full model and intent to remain on the job, which is a stepping stone for the development of effective retention strategies based on a workplace empowerment model. This knowledge is particularly important in today's healthcare industry where healthcare administrators and human resource development practitioners are ideally positioned to implement organizational strategies to enhance access to work empowerment structures and potentially reduce turnover and mitigate the effects of nursing shortage. ^