93 research outputs found

    Scaling the nexus: Towards integrated frameworks for analyzing water, energy and food

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    The emergence of the water-energy-food (WEF) nexus has resulted in changes to the way we perceive our natural resources. Stressors such as climate change and population growth have highlighted the fragility of our WEF systems, necessitating integrated solutions across multiple scales. Whilst a number of frameworks and analytical tools have been developed since 2011, a comprehensive WEF nexus tool remains elusive, hindered in part by our limited data and understanding of the interdependencies and connections across the WEF systems. To achieve this, the community of academics, practitioners and policy-makers invested in WEF nexus research are addressing several critical areas that currently remain as barriers. Firstly, the plurality of scales (e.g., spatial, temporal, institutional, jurisdictional) necessitates a more comprehensive effort to assess interdependencies between water, energy and food, from household to institutional and national levels. Secondly, and closely related to scale, a lack of available data often hinders our ability to quantify physical stocks and flows of resources. Overcoming these barriers necessitates engaging multiple stakeholders, and using experiences and local insights to better understand nexus dynamics in particular locations or scenarios, and we exemplify this with the inclusion of a UK-based case-study on exploring the nexus in a particular geographical area. We elucidate many challenges that have arisen across nexus research, including the impact of multiple scales in operation, and concomitantly, what impact these scales have on data accessibility. We assess some of the critical frameworks and tools that are applied by nexus researchers and articulate some of the steps required to develop from nexus thinking to an operationalizable concept, with a consistent focus on scale and data availability

    Value-Chain Wide Food Waste Management: A Systematic Literature Review

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    © 2019, Springer Nature Switzerland AG. The agriculture value chain, from farm to fork, has received enormous attention because of its key role in achieving United Nations Global Challenges Goals. Food waste occurs in many different forms and at all stages of the food value chain, it has become a worldwide issue that requires urgent actions. However, the management of food waste has been traditionally segmented and in an isolated manner. This paper reviews existing work that has been done on food waste management in literature by taking a holistic approach, in order to identify the causes of food waste, food waste prevention strategies, and elicit recommendations for future work. A five step systematic literature review has been adopted for a thorough examination of the existing research on the topic and new insights have been obtained. The findings suggest that the main sources of food waste include food overproduction and surplus, food waste caused by processing, logistical inconsistencies, and households. Main food waste prevention strategies have been revealed in this paper include policy solutions, packaging solutions, date-labelling solutions, logistics solutions, changing consumers’ behaviours, and reuse and redistribution solutions. Future research directions such as using value chain models to reduce food waste and forecasting food waste have been identified in this paper. This study makes a contribution to the extant literature in the field of food waste management by discovering main causes of food waste in the value chain and eliciting prevention strategies that can be used to reduce/eliminate relevant food waste

    Evaluating the Potential Impact of Development Policies

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    This book expands on the Managerial Flow model, and acts as both a practical guide to stimulate evidence based policy implementation in governments and as theoretical contribution to policy and strategy execution

    Social Networks, Problem-Solving, Managers: Police Officers in Australia and the USA

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    This article compares the role of management on the effectiveness of social networks for police officers and implications for engagement using survey data from 575 police officers in the USA and 193 police officers in Australia. Analysis included capturing frequencies, correlations, ANOVAs, structural equation modelling (SEM) for quantitative data, and thematic analysis of the qualitative data. The findings show that 5% of police officer in the USA sample and 12% of police officer in Australian sample had no support for problem-solving; police officers in the USA had bigger social networks; the reasons given for not identifying their line manager as part of their social support included ‘the unapproachability of managers’ and ‘poor managers/bullying’ and SEM showed a significant relationship between perceived organizational support (from management), social networks, and employee engagement. The findings have implications for internal security (employee well-being and productivity) and external security (public safety)

    Workplace bullying, workplace relationships and job outcomes for police officers in Australia

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    © 2017 CIPFA. One alleged consequence of new public management (NPM) methods and practices, bullying, is seriously under-researched. The authors examined the impact of workplace relationships on police officer bullying and job outcomes. The quality of supervisor relationships seemed to buffer officers’ perceptions of bullying and, hence, their job outcomes. The consequences of the present post-NPM management practices are problematic, with negative implications for police officers in forming effective workplace relationships, which then negatively impact job outcomes, thereby affecting the quality of services delivered to the public

    Management, bullying and the work outcomes of Australian paramilitary

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    © 2016, © The Author(s) 2016. This study compared the impact of perceived organisational support from management upon bullying of soldiers and police officers and their work outcomes (wellbeing, affective commitment and turnover intentions). Data from self-report surveys from 99 army personnel and 193 police officers were analysed using SEM. The results indicate that significant paths between most variables and perceived organisational support explained 6% of bullying (comprising intimidation and personal attacks). Together, (a) perceived organisational support and bullying explained almost a third (28%) of psychological wellbeing, (b) perceived organisational support, bullying and psychological wellbeing explained over two-thirds (68%) of affective commitment, and (c) bullying and affective commitment explained over half (53%) of turnover intentions. Also, bullying partially mediated the relationship between perceived organisational support and affective commitment. There were no significant differences between the two cohorts, except for perceived organisational support from management. Implications include that soldiers and police officers are likely to experience better workplace performance if management support is improved. Both soldiers and police undertake emotionally difficult tasks at times, and without adequate support, the stress of their jobs is likely to negatively impact their wellbeing and commitment. Poor perceived management support is not sustainable in the long-term without negative employee consequences
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