Métodos heurísticos para un problema multicriterio de distribución de ayuda humanitaria

Large scale disasters, such as the one caused by the Typhoon Haiyan, which devastated portions of the Philippines in 2013, or the catastrophic 2010 Haiti earthquake, which caused major damage in Port-au-Prince and other settlements in the region, have massive and lasting effects on populations. Nowadays, disasters can be considered as a consequence of inappropriately managed risk. These risks are the product of hazards and vulnerability, which refers to the extent to which a community can be affected by the impact of a hazard. In this way, developing countries, due to their greater vulnerability, suffer the highest costs when a disaster occurs. Disaster relief is a challenge for politics, economies, and societies worldwide. Humanitarian organizations face multiple decision problems when responding to disasters. In particular, once a disaster strikes, the distribution of humanitarian aid to the population affected is one of the most fundamental operations in what is called humanitarian logistics. This term is defined as the process of planning, implementing and controlling the effcient, cost-effective ow and storage of goods and materials as well as related information, from the point of origin to the point of consumption, for the purpose of meeting the end bene- ciaries' requirements and alleviate the suffering of vulnerable people, [the Humanitarian Logistics Conference, 2004 (Fritz Institute)]. During the last decade there has been an increasing interest in the OR/MS community in studying this topic, pointing out the similarities and differences between humanitarian and business logistics, and developing models suited to handle the special characteristics of these problems. Several authors have pointed out that traditional logistic objectives, such as minimizing operation cost, are not the most relevant goals in humanitarian operations. Other factors, such as the time of operation, or the design of safe and equitable distribution plans, come to the front, and new models and algorithms are needed to cope with these special features. Up to six attributes related to the distribution plan are considered in our multi-criteria approach. Even though there are usually simple ways to measure the cost of an operation, the evaluation of some other attributes such as security or equity is not easy. As a result, several attribute measures are proposed and developed, focusing on different aspects of the solutions. Furthermore, when metaheuristic solution methods are used, considering non linear objective functions does not increase the complexity of the algorithms significantly, and thus more accurate measures can be utilized...

El impacto de la presencia online en las cuentas de Twitter de las universidades vascas y navarras

Las Universidades han tenido que adaptarse a los nuevos modelos de comunicación surgidos en la época de Internet. Dentro de estos nuevos paradigmas las redes sociales han irrumpido y Twitter se ha establecido como una de las más importantes. El objetivo de esta investigación es demostrar que existe una relación entre la presencia online de una Universidad, definida por la cantidad de información disponible en Internet, y su cuenta en Twitter. Para ello se analizó la relación entre la presencia online y los perfiles oficiales de las cinco universidades del País Vasco y Navarra. Los resultados demostraron la existencia de una correlación significativa entre la presencia online de las instituciones y el número de seguidores de sus respectivas cuentas. En segundo lugar, esta investigación se planteó si Twitter puede servir para potenciar la presencia online de una Universidad. Es por eso que se formuló una segunda hipótesis que buscaba analizar si tener varias cuentas en Twitter aumentaría la presencia online de las Universidades. Los hallazgos para esta segunda hipótesis demostraron una correlación muy significativa entre tener varios perfiles en Twitter y la presencia online de las Universidades. Así queda demostrada la importancia de la presencia online para las cuentas de Twitter y la relevancia de Twitter a la hora de potenciar la presencia online de los centros.

Iowa Highway Programs, Finances, and Progress, 1951

(a) Iowa has a total of 101,620 miles of rural roads, both primary and secondary. (b) On January 1, 1951, a total of 68,869 miles of these rural roads were surfaced - mostly with gravel and crushed stone. (c) Additional roads are being surfaced at the rate of 2676 miles per year. (d) Iowa's highway program provides for a surfaced road to every reasonably located rural home and a paved or other type of dustless surface on all primary roads. (e) Iowa's highway funds come 26.0 per cent from property taxes, 63.5 per cent from road use taxes, 10.5 per cent from Federal aid. (f) Annual income under present laws, available for highway construction, is approximately For primary roads ----------------- $24,000,000 For secondary roads---------------- $41,967,000 (g) Iowa's highway improvements are being paid for as built. No new bonds are being issued. (h) Unobligated available farm to market road funds are rapidly being placed under contract. (i) The letting of highway contracts is increasing rapidly. (j)- Iowa's highway program is estimated to cost $945,000,000 and will require twenty years to build. These are the highlights of Iowa's highway program. The details will follow in succeeding paragraphs.

Iowa Highway Programs, Finances, and Progress, 1952

(a) Iowa has a total of 101,620 miles of rural roads, both primary and secondary. (b) On January 1, 1952, a total of 71,493 miles of these rural roads were surfaced - mostly with gravel and crushed stone. (c) Additional roads are being surfaced at the rate of 2662 miles per year. (d) Iowa's highway program provides for a surfaced road to every reasonably located rural home and a paved or other type of dustless surface on all primary roads. (e) Iowa's highway funds come 26.0 per cent from property taxes, 63.5 per cent from road use taxes, 10.5 per cent from Federal aid. (f) Annual income under present laws, available for highway construction, is approximately For primary roads------------------$23,000,000 For secondary roads---------------- 41,967,000 (g) Iowa's highway improvements are being paid for as built. No new bonds are being issued. (h) The surplus of farm to market road funds created during and immediately following the War have now been placed under contract, with only a minimum working balance remaining in the fund. (i) Iowa's highway program was estimated to cost $945,000,000 and to require twenty years to build, by the 1948 Legislative Committee. This estimate would now have to be increased due to price increases and higher required standards. These are the highlights of Iowa's highway program. The details will follow in succeeding paragraphs.

Iowa Highway Program, Finances and Progress, 1954

(a) Iowa has a total of 101,451 miles of rural roads, both primary and secondary. (b) On January 1, l954, a total of 77,024 miles of these rural roads were surfaced - mostly with gravel and crushed stone. This is 5,53l miles greater than on January l, 1952. (c) Additional roads are being surfaced at the rate of 2766 miles per year. (d) Iowa's highway program provides for a surfaced road to every reasonably located rural home and a paved or other type of dustless surface on all primary roads. (e) Iowa's highway funds come 25.4 per cent from property taxes and special taxes......................................$29,708,546.67 63.7 per cent from road use taxes.......... 74,581,080.30 10.6 per cent from Federal Aid (1952 Act).. 12,424,000.00 0.3 per cent from miscellaneous receipts.. 287,922.86 ---- ------------- 100.0 $117,001,549.83 (f) Annual income under present laws, available for highway construction, is approximately, For primary roads $29,420,000.00 For secondary roads $44,328,000.00 In 19_3, $7,299,000 of secondary road construction funds was transferred to the maintenance fund. (g) Iowa's highway improvements are being paid for as built. No new bonds are being issued.

Student Loan Repayment & Incentive Programs

Brochure highlighting common Student Loan Forgiveness/Repayment and Incentive programs available from the State of Iowa and federal governments. Areas highlighted include programs in education, health care, legal and public service/government employment. Brochure also answers common questions about Loan Forgiveness/Repayment and Incentive programs. Product code: IC-INCENTIVE, Rev. date: 7/16

Modelo institucional do processo de estruturação de empresas de desenvolvimento de software: um estudo de múltiplos casos

Some authors have shown the need of understanding the technological structuring process in contemporary firms. From this perspective, the software industry is a very important element because it provides products and services directly to many organizations from many fields. In this case, the Brazilian software industry has some peculiarities that distinguish it from other industries located in developed countries, which makes its understanding even more relevant. There is evidence that local firms take different strategies and structural configurations to enter into a market naturally dominated by large multinational firms. Therefore, this study aims to understand not only the structural configurations assumed by domestic firms but also the dynamic and the process that lead to these different configurations. To do so, this PhD dissertation investigates the institutional environment, its entities and the isomorphic movements, by employing an exploratory, descriptive and explanatory multiple cases study. Eight software development companies from the Recife's information technology Cluster were visited. Also, a form was applied and an interview with one of the main firm s professional was conducted. Although the study is predominantly qualitative, part of the data was analyzed through charts and graphs, providing a companies and environment overview that was very useful to analysis done through the interviews interpretation. As a result, it was realized that companies are structured around hybrids business models from two ideal types of software development companies, which are: software factory and technology-based company. Regarding the development process, it was found that there is a balanced distribution between the traditional and agile development paradigm. Among the traditional methodologies, the Rational Unified Process (RUP) is predominant. The Scrum is the most used methodology among the organizations based on the Agile Manifesto's principles. Regarding the structuring process, each institutional entity acts in such way that generates different isomorphic pressure. Emphasis was given to entities such as customers, research agencies, clusters, market-leading businesses, public universities, incubators, software industry organizations, technology vendors, development tool suppliers and manager s school and background because they relate themselves in a close way with the software firms. About this relationship, a dual and bilateral influence was found. Finally, the structuring level of the organizational field has been also identified as low, which gives a chance to organizational actors of acting independently

Professional Practice in Learning and Development: How to Design and Deliver Plans for the Workplace

Introduction The world is changing! It is volatile, uncertain, complex and ambiguous. As cliché as it may sound the evidence of such dynamism in the external environment is growing. Business-as-usual is more of the exception than the norm. Organizational change is the rule; be it to accommodate and adapt to change, or instigate and lead change. A constantly changing environment is a situation that all organizations have to live with. What makes some organizations however, able to thrive better than others? Many scholars and practitioners believe that this is due to the ability to learn. Therefore, this book on developing Learning and Development (L&D) professionals is timely as it explores and discusses trends and practices that impact organizations, the workforce and L&D professionals. Being able to learn and develop effectively is the cornerstone of motivation as it helps to address people’s need to be competent and to be autonomous (Deci & Ryan, 2002; Loon & Casimir, 2008; Ryan & Deci, 2000). L&D stimulates and empowers people to perform. Organizations that are better at learning at all levels; the individual, group and organizational level, will always have a better chance of surviving and performing. Given the new reality of a dynamic external environment and constant change, L&D professionals now play an even more important role in their organizations than ever before. However, L&D professionals themselves are not immune to the turbulent changes as their practices are also impacted. Therefore, the challenges that L&D professionals face are two-pronged. Firstly, in relation to helping and supporting their organization and its workforce in adapting to the change, whilst, secondly developing themselves effectively and efficiently so that they are able to be one-step ahead of the workforce that they are meant to help develop. These challenges are recognised by the CIPD, as they recently launched their new L&D qualification that has served as an inspiration for this book. L&D plays a crucial role at both strategic (e.g. organizational capability) and operational (e.g. delivery of training) levels. L&D professionals have moved from being reactive (e.g. following up action after performance appraisals) to being more proactive (e.g. shaping capability). L&D is increasingly viewed as a driver for organizational performance. The CIPD (2014) suggest that L&D is increasingly expected to not only take more responsibility but also accountability for building both individual and organizational knowledge and capability, and to nurture an organizational culture that prizes learning and development. This book is for L&D professionals. Nonetheless, it is also suited for those studying Human Resource Development HRD at intermediate level. The term ‘Human Resource Development’ (HRD) is more common in academia, and is largely synonymous with L&D (Stewart & Sambrook, 2012) Stewart (1998) defined HRD as ‘the practice of HRD is constituted by the deliberate, purposive and active interventions in the natural learning process. Such interventions can take many forms, most capable of categorising as education or training or development’ (p. 9). In fact, many parts of this book (e.g. Chapters 5 and 7) are appropriate for anyone who is involved in training and development. This may include a variety of individuals within the L&D community, such as line managers, professional trainers, training solutions vendors, instructional designers, external consultants and mentors (Mayo, 2004). The CIPD (2014) goes further as they argue that the role of L&D is broad and plays a significant role in Organizational Development (OD) and Talent Management (TM), as well as in Human Resource Management (HRM) in general. OD, TM, HRM and L&D are symbiotic in enabling the ‘people management function’ to provide organizations with the capabilities that they need.

A representação social do papel de gestores em organizações não governamentais

The discussions concerning the absence of a management model appropriate to the peculiarities of third sector organizations have not been impeditive to their emphasized expansion in the last decades. In the attempt of understanding this phenomenon from the perspective of those who manage social organizations, this work based on the theory of social representations to understand the notion that organization managers of the third sector - based in Fortaleza CE - have of the part that they play and how this notion influences the direction of their activities. Social representations of managers of four different categories of non-governmental organizations have been investigated, each category composed of two unities. The categories researched were: social integration through art and education, prevention and treatment of alcohol and drug abuse, children s health assistance and community action. By using Doise s Societal Approach, the role of social managers translated in intraindividual, interindividual and situational processes of their actions, has been analysed within the social representations, focusing on beliefs, values, symbols and stories that give meaning to the existence of non-governmental organizations. Analysis and discussion of data displayed the existence of diversity in the understanding of managers within their practice, in other words, the management profile is also its own manager s. The branch where an organization acts is also preponderant in the shaping of a management style. It could be deduced, from to the organizations researched, that professional formation and the manager s social insertion mainly, are determinative factors in the outlining of a management model of its own. It was concluded that, due to heterogeneity of interests and action segments, there is no systematic process for social management among organizations. Management styles are supported by their director s own perception of achievement, who model organizations according to their contingencies

A satisfação dos clientes internos e o comprometimento organizacional: um estudo à luz do modelo ASH nas indústrias alimentícias do RN

Currently the organizations are passing for continuous cycles of changes due to necessity of survival in the work market. The administration of the future points a way to the organizations of today and tomorrow, the search of the competitiveness from loyalty and motivation of its staff. Of this form, the model of the Auditoria do Sistema Humano (ASH), developed for Spanish researchers and that now it is being applied in Brazil, contemplates a series of dimensions about Human Resources management quality in the companies and the organizational effectiveness, such as the environment where the company is inserted, the strategies, the organizational drawing, the psychological and psychosocial processes, e the reached results. In this direction, the present research analyzed the factors of job satisfaction and organizational commitment, making, also, a relation of causality between the same ones. The quantitative-descriptive research had as population the employees of twenty three nourishing industries of the State of Rio Grande do Norte (Brazil), registered in the Federacy of the Industries of the state. The collection of the data occurred for the months of October of 2005 and March of 2006, by means of the application of questionnaire of model ASH. The sample was composed for 197 employees, however it was observed presence of five outliers, that they had been excluded from the analysis of the data. To extract the dimensions of the satisfaction and the commitment and identification the factorial analysis was used, with extraction method of principal components, rotation Varimax and normalization Kaiser. The gotten dimensions had been evaluated with the calculation of the coefficient Alpha of Cronbach. The factorial analysis of the pointers of the organizational commitment and identification had extracted ten factors. Of these, four had gotten significance of the analyses inside: affective commitment, values commitment, continuance commitment and necessity commitment. The result of the analysis of the pointers of job satisfaction indicated four factors: extrinsic, motivations, relation with the friends and auto-accomplishment. To deal with the data the relation between job satisfaction and organizational commitment it was used technique of multiple regression. The correlation between commitment and satisfaction was satisfactory, detaching the affective commitment with bigger index of correlation, followed of the affective one

Policy and Design Guidelines for Trees in a Growing Seattle

Thesis (Master's)--University of Washington, 2016-08

Are we positively or negatively affected? : A study on how people react to food-related communication messages

Background- Communication messages today are all about influencing and persuading people. Two main types of messages can be seen when studying the healthy food trend on Instagram and how it is impacting attitude formation and change; these two are positive and negative messages. However, different communication messages are not the only deciders of attitude formation and change. There is one more significant factor that impacts attitude formation and change; this factor is identification with the message sender. Purpose- The purpose of this thesis is to identify whether positively or negatively themed messages on Instagram have a stronger impact on a person's attitudes regarding healthy food consumption. We will further examine if identification with the message sender additionally impacts attitude formation and change. Method- In order to fulfill the purpose of the thesis we used a qualitative research approach. We conducted interviews with 40 respondents that belonged to our main target group. Furthermore we conducted a robustness check with six respondents. All 46 respondents included in the qualitative study were Instagram users, and all the respondents in the main target group were students. Findings and Conclusion- After analyzing the empirical results together with suitable theories, some main conclusions could be drawn. The study demonstrated that positive communication messages are the preferred message type on Instagram. We further conclude that identification with the message sender does indeed have an additional impact on attitude formation and change. Based on this study we can say that communication messages and identification with the message sender work together in forming and changing attitudes regarding healthy food on Instagram. Practical Implications- This thesis gives valuable indications to companies, organizations and decision makers in order to direct marketing practices in terms of communication messages on social media, particularly Instagram. Moreover it gives insights for managers to be able to create communication messages that correspond to the expectations of the society. Keywords- Communication messages, attitude formation and change, identification with the message sender.

Yellow Perch Population Assessment in Southwestern Lake Michigan, Including the Identification of Factors that Determine Yellow Perch Year-Class Strength April 1, 2003 - March 31, 2004

Annual Report to Division of Fisheries, Illinois Department of Natural Resources. F-123-R-10

Yellow Perch population assessment in Southwestern Lake Michigan, including evaluation of sampling techniques and identification of the factors that determine Yellow Perch year-class strength April 1, 2004 - March 31, 2005

ID: 8528; Annual Report to Division of Fisheries, Illinois Department of Natural Resources; F-123-R-11