内蒙古锡林河流域草原植物和群落热值的时空变异研究

第一部分：内蒙古锡林河流域草原植物种群和群落热值的时空变异研究 热值的研究是评价生态系统能量固定、传输和转化的基础，也是评价植物光合作用效率和植物营养值的有用参数。同种植物热值会随着植物部位、光照、养分条件、季节、土壤类型和气候条件的不同而发生变化。不同的种类和类群之间热值也存在差异。本项研究以内蒙古锡林河流域中段草原植物群落为对象，研究了植物种群和群落热值的时空变异规律。 对内蒙古羊草草原群落不同植物种群热值的时问动态研究结果表明，42种植物地上部分的热值在13.16土1.14 kJ.g-l和18.14土0.53 kJ.g-1之间变动，所有物种的平均热值为16.90土0,84 kJ.g-1，种间变异系数4.9%。小叶锦鸡儿(Caraganamicrophylla)具有最高的热值。禾草的平均热值高于杂草。根据生活型和生长型，草本物种被进一步分组，热值从高到低的排列顺序为：高禾草>豆科植物>矮禾草>其余杂草>半灌木>一二年生植物。 主要植物种群地下部分热值的分布范围为15.05-16.41 kJ.g-1。其中根茎型草地下部分热值较高。不同种类植物地下部分热值差异并不与地上部分一致。根茎型禾草地上、地下部分热值差异较小，而须根型植物差异较大。不同种群的植物地上部分热值随植物物候期的不同而波动，其变化规律是与植物种群本身的生物学特性相联系的。不同植物种群热值的年际波动规律有所不同，羊草(Leymuschinensis)、大针茅(Stipa grandis)和洽草(Koeloria cristata)的年际热值波动相关显著，但与生长季降水量和生长季累积日照时数之间无明显相关性。在某种程度上，植物热值的种内变化反映了植物生长状况的差异。 42种植物的热值和它们在群落中的相对生物量存在显著正相关关系。表现为优势种(17.74 kJ.g-1)>伴生种(17.24 kJ．g-l)>偶见种(16.65 kJ.g-1)。高热值的植物更具竞争力，在群落中通常占据优势地位，而低热值的植物竞争力通常较弱，构成草原群落的伴生种或偶见种。 以内蒙古锡林河流域3个草原群落类型（羊草典型草原，大针茅典型草原，羊草草甸草原）的放牧退化梯度系列（包括未退化，轻度退化，中度退化和重度退化4个强度）为研究对象，对主要植物种群和群落热值随草原类型和退化梯度的空间变异规律及热值与其他群落和土壤性质的相关性进行了研究。 结果表明，研究区出现的60个植物种平均热值为17.25土0.92 kJ.g-1，变异系数5.4%．热值大于18.00 kJ.g-1的高能植物包括3种优势高禾草(羊草、大针茅和羽茅(A. sibiricum))和一些有毒植物，热值小于17.00 kJ.g-1的低能值植物包括多数一年生杂草;热值在17.00-18.00 kJ.g-1之间的中能值植物包括大多数多年生杂草和矮禾草。 按照生活型分类，灌木的热值最高，多年生禾草显著高于一二年生植物，半灌木和多年生杂草介于二者之间。按照水分生态类型分类，旱生植物、中旱生、旱中生和中生植物之间在热值上没有明显差异。不同科之间热值存在显著差异，禾本科、豆科、菊科植物热值较高，藜科植物平均热值最低。 二因素方差分析结果表明，主要优势物种热值在不同草原类型之间存在显著差异，表现为羊草草甸草原>羊草典型草原>大针茅典型草原。对于大多数优势禾草，热值没有随退化梯度发生明显变化，洽草(K. cristata)、冰草(A．ctistatum)和所有优势杂草随退化程度的增强热值趋于下降。对于大多数优势物种，热值随不同草原类型的空间变异大于放牧退化所导致的空间变异。 不同草原类型的群落热值为羊草草甸草原>羊草典型草原>大针茅典型草原，群落平均热值表现出随退化强度的增加而下降的趋势，这主要归因于沿退化梯度不同物种构成比例的变化，即随退化程度的加剧，高能值植物在群落中的比例下降。其次是特定物种热值随退化梯度的变化。在同一草原区，放牧对群落热值的影响大于立地条件之间的差异。 群落和主要物种热值均表现出与某些群落特征和土壤性质的相关性。 关键词：内蒙古，锡林河流域，羊草草原;物种和群落热值，时空变异，退化梯度，草原类型，土壤性质 第二部分内蒙古羊草草原17年刈割演替过程中功能群组成动态及其对群落净初级生产力稳定性的影响 基于17年的野外实验数据，研究了内蒙古羊草草原群落刈割演替过程中的功能群组成动态，探索功能群组成变化与群落净初级生产力(ANPP)之间的关系，分析结构参数怎样影响功能参数。结果显示：在17年的割草演替过程中，群落的结构与功能均发生了变化。随着羊草群落刈割演替的进行，群落的功能群组成发生了显著变化，根茎禾草在群落中的优势地位相继被一二年生植物，高丛生禾草，矮丛生禾草所取代。到17年末，群落变成根茎禾草，矮丛生禾草，高丛生禾草共同建群的群落。在对照群落中ANPP与年降水量显著相关，但在刈割群落中二者则不相关。年降水量解释对照群落ANPP变异的62%，而连年的刈割干扰则是刈割群落中ANPP动态的主要驱动因子。群落净初级生产则显出对刈割干扰的抵抗能力，在刈割干扰的前几年，依靠群落内功能群组成的不断调节，保持相对稳定的水平，当刈割进行5年之后，群落结构的变化积累到一定程度，净初级生产迅速下降到一个较低的水平，此后依靠群落结构的不断调节来维持这一功能水平。因此，群落结构是以渐变的方式改变的，而群落功能的下降则是以跃变的形式完成的。群落依赖于结构的不断调整来保持功能的相对稳定，但结构变化到一定程度也会导致功能的衰退。 关键词：内蒙古，羊草草原;刈割演替;功能群组成;净初级生产;群落;稳定性

Does delaying the first mowing date benefit biodiversity in meadowland?

Background Meadows are regularly mown in order to provide fodder or litter for livestock and to prevent vegetation succession. However, the time of year at which meadows should be first mown in order to maximize biological diversity remains controversial and may vary with respect to context and focal taxa. We carried out a systematic review and meta-analysis on the effects of delaying the first mowing date upon plants and invertebrates in European meadowlands. Methods Following a CEE protocol, ISI Web of Science, Science Direct, JSTOR, Google and Google Scholar were searched. We recorded all studies that compared the species richness of plants, or the species richness or abundance of invertebrates, between grassland plots mown at a postponed date (treatment) vs plots mown earlier (control). In order to be included in the meta-analysis, compared plots had to be similar in all management respects, except the date of the first cut that was (mostly experimentally) manipulated. They were also to be located in the same meadow type. Meta-analyses applying Hedges’d statistic were performed. Results Plant species richness responded differently to the date to which mowing was postponed. Delaying mowing from spring to summer had a positive effect, while delaying either from spring to fall, or from early summer to later in the season had a negative effect. Invertebrates were expected to show a strong response to delayed mowing due to their dependence on sward structure, but only species richness showed a clearly significant positive response. Invertebrate abundance was positively influenced in only a few studies. Conclusions The present meta-analysis shows that in general delaying the first mowing date in European meadowlands has either positive or neutral effects on plant and invertebrate biodiversity (except for plant species richness when delaying from spring to fall or from early summer to later). Overall, there was also strong between-study heterogeneity, pointing to other major confounding factors, the elucidation of which requires further field experiments with both larger sample sizes and a distinction between taxon-specific and meadow-type-specific responses.

Succession management as a knowledge management strategy

One of the most critical issues for building innovation capacity in organisations is the acquisition and maintenance of knowledge. As knowledge is the basis of human capital, then the ability to attract, retain and engage talent is argued to be an important element of innovation. By attracting and retaining good staff, the organisation is retaining organisational knowledge which is necessary particularly for exploitation of current capabilities, but will also contribute to capacity for exploration for future innovation. This paper addresses the importance of retaining and developing staff as a critical issue for knowledge management and addresses the issue of retaining talent through effective succession management practices. The findings from an exploratory study into current practices in the Australian rail sector, provides further insight into the potentially critical issues for the effective use of succession management as a knowledge management and employee retention tool for building innovation capacity.

A model of organisational leadership development informing succession development : elements and practices

It is noted from observations of Compton (2009), Richards (2008), Taylor and Bennett (2002), and others that succession leadership planning and development fails to receive adequate attention in the corporate sector (see Byham 2002; Richards 2008; Wellins and Byham 2001). This paper acknowledges a marked paucity of systematic succession leadership development in education organisations. The need would seem to be compounded at a time when substantial attrition in the leadership ranks is expected over the next five years, reflecting widespread workforce demographics (Busine and Watt 2005; Jacobzone, Cambois, Chaplain, and Robine 1998; Taylor and Bennett 2002). The Lantern model has been developed in response to a perceived need to offer an integrated, systematic approach to organisational and succession leadership development. The model offers an organising framework for considering succession leadership development in a strategic, integrated way. The concept is based on organisational development and leadership literature which sees leadership development not as a series of 'tacked on' activities but as an organic 'whole of organisation' approach fostering the relevant knowledge, skills and understandings which support and 'grow' leaders as the organisation goes about its business. This paper explores how such an ideal might happen, and it suggests that pursuing such an ideal is timely. The leadership baton is set to shift at an accelerated rate in universities, as for organisations broadly, owing to age-related attrition. Moreover, given the increased complexity and demands of the leadership remit in the education leadership environment, it would seem particularly opportune to explore a framework concentrating on engendering a positive, connected organisational climate capable of growing strategic leadership strength from within. Eight core elements of the model, derived from the literature and practice research, are explored. The Lantern model purports to 'cover the bases' of succession leadership development, with particular reference to the education environment. The model is next described

Reconstructing the event stratigraphy from the complex structural - stratigraphic architecture of an Archaean volcanic – intrusive – sedimentary succession : the Boorara Domain, Eastern Goldfields Superterrane, Western Australia

Two main deformational phases are recognised in the Archaean Boorara Domain of the Kalgoorlie Terrane, Eastern Goldfields Superterrane, Yilgarn Craton, Western Australia, primarily involving southover- north thrust faulting that repeated and thickened the stratigraphy, followed by east northeast – west-southwest shortening that resulted in macroscale folding of the greenstone lithologies. The domain preserves mid-greenschist facies metamorphic grade, with an increase to lower amphibolite metamorphic grade towards the north of the region. As a result of the deformation and metamorphism, individual stratigraphic horizons are difficult to trace continuously throughout the entire domain. Volcanological and sedimentological textures and structures, primary lithological contacts, petrography and geochemistry have been used to correlate lithofacies between faultbounded structural blocks. The correlated stratigraphic sequence for the Boorara Domain comprises quartzo-feldspathic turbidite packages, overlain by high-Mg tholeiitic basalt (lower basalt), coherent and clastic dacite facies, intrusive and extrusive komatiite units, an overlying komatiitic basalt unit (upper basalt), and at the stratigraphic top of the sequence, volcaniclastic quartz-rich turbidites. Reconstruction of the stratigraphy and consideration of emplacement dynamics has allowed reconstruction of the emplacement history and setting of the preserved sequence. This involves a felsic, mafic and ultramafic magmatic system emplaced as high-level intrusions, with localised emergent volcanic centres, into a submarine basin in which active sedimentation was occurring.

Promotion and succession management and associated retention issues in Australian law firms

The focus of this research was promotion and succession management in Australian law firms. Two staff retention issues currently faced by the Australian legal industry were identified as suggesting possible failures in this area: 1) Practitioners are leaving law firms early in their careers, 2) Female representation is disproportionally low at partnership level. The research described current Australian law firm promotion and succession practices and then explained their possible relevance to the two retention issues. The overall aim of the research was to uncover key findings and present practical recommendations to law firm managers and partners ready for incorporation into their future promotion and succession planning practice. In so doing the research aimed to benefit the Australian legal community as a whole. Four areas of literature relevant to the topic were reviewed, 1) law firm governance concluding that the fundamental values of the P²-Form remained constant (Cooper, Hinings, Greenwood & Brown, 1996; Morris & Pinnington, 1998) with ownership and strategic control of law firms remaining in the hands of partners; 2) the importance of individual practitioners to law firms concluding that the actual and opportunity costs relating to practitioner turnover were significant due to the transient nature of knowledge as a key asset of law firms (Gottschalk & Khandelwal, 2004; Rebitzer & Taylor, 2007); 3) generational differences concluding with support for the work of Finegold, Mohrman and Spreitzer (2002), Davis, Pawlowski and Houston (2006), Kuhnreuther (2003), and Avery, McKay, and Wilson (2007) which indicated that generational cohort differences were of little utility in human resources management practice; and 4) previous research relating to law firm promotion and succession practices indicating that five practices were relevant in law firm promotion outcomes; 1) firm billing requirements (Gorman & Kmec, 2009; Phillips, 2001; Noonan & Corcoran, 2004; Webley & Duff, 2007); 2) mentoring programs (Phillips, 2001; Noonan & Corcoran, 2004); 3) the existence of female partners (Gorman & Kmec, 2009; Beckman & Phillips, 2005); 4) non-partner career paths (Phillips, 2001; Corcoran & Noonan, 2004); and 5) the existence of family friendly policies (Gorman & Kmec, 2009; Phillips, 2001; Noonan & Corcoran, 2004; Webley & Duff, 2007.) The research was carried out via a sequential mixed method approach. The initial quantitative study was based upon a theoretical framework grounded in the literature and provided baseline information describing Australian law firm promotion and succession practices. The study was carried out via an on-line survey of Australian law firm practitioners. The results of the study provided the basis for the second qualitative study. The qualitative study further explained the statistically generated results and focused specifically on the two identified retention issues. The study was conducted via one-on-one interviews with Australian law firm partners and experienced law firm managers. The results of both studies were combined within the context of relevant literature resulting in eight key findings: Key findings 1) Organisational commitment levels across generational cohorts are more homogenous than different. 2) Law firm practitioners are leaving law firms early in their careers due to the heavy time commitment behaviour demanded of them, particularly by clients. 3) Law firm promotion and succession practices reinforce practitioner time commitment behaviour marking it as an indicator of practitioner success. 4) Law firm practitioners believe that they have many career options outside law firms and are considering these options. 5) Female practitioners are considering opting out of law firms due to time commitment demands related to partnership conflicting with family commitment demands. 6) A masculine, high time commitment culture in law firms is related to the decision by female practitioners to leave law firms. 7) The uptake of alternative work arrangements by female practitioners is not fatal to their partnership prospects particularly in firms with supportive policies, processes and organisational culture. 8) Female practitioners are less inclined than their male counterparts to seek partnership as an ultimate goal and are more likely to opt out of law firms exhibiting highly competitive, masculine cultures. Practical recommendations Further review of the data collected in relation to the key findings provided the basis for nine practical recommendations specifically geared towards implementation by law firm managers and partners. The first recommendation relates to the use of generational differences in practitioner management. The next six relate to recommended actions to reduce the time commitment demands on practitioners. The final two recommendations relate to the practical implementation of these actions both at an individual and organisational level. The recommendations are as follows: 1) "Generationally driven," age based generalisations should not be utilised in law firm promotion and succession management practice. 2) Expected levels of client access to practitioners be negotiated on a client by client basis and be included in client retention agreements. 3) Appropriate alternative working arrangements such as working off-site, flexible working hours or part-time work be offered to practitioners in situations where doing so will not compromise client serviceability. 4) The copying of long working hour behaviours of senior practitioners should be discouraged particularly where information technology can facilitate remote client serviceability. 5) Refocus the use of timesheets from an employer monitoring tool to an employee empowerment tool. 6) Policies and processes relating to the offer of alternative working arrangements be supported and reinforced by law firm organisational culture. 7) Requests for alternative working arrangements be determined without regard to gender. 8) Incentives and employment conditions offered to practitioners to be individualised based on the subjective need of the individual and negotiated as a part of the current employee performance review process. 9) Individually negotiated employment conditions be negotiated within the context of the firm’s overall strategic planning process. Through the conduct of the descripto-explanatory study, a detailed discussion of current law firm promotion and succession practices was enabled. From this discussion, 7 eight key findings and nine associated recommendations were generated as well as an insight into the future of the profession being given. The key findings and recommendations provide practical advice to law firm managers and partners in relation to their everyday promotion and succession practice. The need to negotiate individual employee workplace conditions and their integration into overall law firm business planning was put forward. By doing so, it was suggested that both the individual employee and the employing law firm would mutually benefit from the arrangement. The study therefore broadened its practical contribution from human resources management to a contribution to the overall management practice of Australian law firms. In so doing, the research has provided an encompassing contribution to the Australian legal industry both in terms of employee welfare as well as firm and industry level success.

ACE research vignette 022 : family business succession : when death takes a hand

This series of research vignettes is aimed at sharing current and interesting research findings from our team of international Entrepreneurship researchers. In this vignette, Dr. Mervyn Morris considers the impact on family business operations due to the sudden and unexpected death of a key family member.

Assisting a suicide : potential succession law consequences

The recent criminal law decisions where people have been convicted of aiding suicide raise important legal and ethical issues in relation to whether euthanasia should be legalised. These cases also raise issues of great significance for succession lawyers. Where, as in cases such as Nielsen and Justins, the person convicted of aiding a suicide is a principal beneficiary under the will of the deceased, various legal consequences, such as: forfeiture of the interest under the will; liability for breach of fiduciary obligation; and/or a finding of undue influence, may follow which may result in loss of such benefit.

Workflow patterns as a means to model task succession in games – a preliminary case study

Over about the last decade, people involved in game development have noted the need for more formal models and tools to support the design phase of games. It is argued that the present lack of such formal tools is currently hindering knowledge transfer among designers. Formal visual languages, on the other hand, can help to more effectively express, abstract and communicate game design concepts. Moreover, formal tools can assist in the prototyping phase, allowing designers to reason about and simulate game mechanics on an abstract level. In this paper we present an initial investigation into whether workflow patterns – which have already proven to be effective for modeling business processes – are a suitable way to model task succession in games. Our preliminary results suggest that workflow patterns show promise in this regard but some limitations, especially in regard to time constraints, currently restrict their potential.

Succession law keeping pace with changes in technology and community expectations – informal wills

Purpose - The purpose of this paper is to provide insights into recent developments in the way the law of succession allows people to use new technologies to document their testamentary intentions in an informal way. Design/methodology/approach – This article considers one area in which the law has arguably kept good pace with advances in society’s expectations and technological change – the law of succession. This article examines the legislative reforms in Queensland and other jurisdictions permitting the recognition of informal wills and the decided cases in the area. In particular, the article examines the decision in a Queensland Supreme Court case in which the court recognised the validity of a will made on an iPhone. Research limitations/implications – This is a doctrinal analysis, not an empirical study, and accordingly is limited to providing details specific to the legislation and the court cases selected.

In for the long haul : family business succession at HaulageCo

This is a case about family business succession. Because many successions fail, the 'problem of succession' is a key issue in the family business field (see Aronoff 1998; Bird eta/. 2002; Dyer & Sanchez 1998; Sharma 2004; Zalu·a & Sharma 2004). Indeed, from the non-family business literature, we know one third of relay successions - like this case where there is an identified successor - will fail, with the prospective CEO leaving before succeeding the incumbent CEO (Cmmella & Shen 2001). Research on next generation family business members is limited. Successor ath·ibutes (Chrisman, Chua & Sharma 1998; Sharma & Rao 2000), as well as various characteristics such as socialisation (Garcia-Aivmez, L6pez-Sintas & Gonzalvo 2002) a11d gender (Haberman & Danes 2007; Vera & Dean 2005) have all been considered to play a role. So too have successor intentions (Stavrou & Swiercz 1998), motivation (Le Breton-Miller, Miller & Steier 2004), commitment (Sharma & Irving 2005) and transformation from follower to leadership (Cater & Justis 2009). In this case, by outlining the socialisation of the successors, explanations of their motivations for joining a11d their current employment we can begin to see some of the underlying mechanisms at work motivating the next generation to join and stay in the family business.