Production of lipopeptide biosurfactant by Kurthia gibsonii KH2 and their synergistic action in biodecolourisation of textile wastewater

Textile dyes are recalcitrant molecules and contain a high level of chemicals and colour which poses a serious challenge to surrounding environments. Therefore, this study aims to produce biosurfactant and investigate the synergistic action on decolourisation of textile dyes by the combination of bacteria and biosurfactant. An effective dye degrading strain and biosurfactant-producer, Kurthia gibsonii KH2, was isolated from textile wastewater using molasses as the only source of carbon and energy. The isolates were identified and screened for biosurfactant production using haemolytic activity, oil spreading technique, drop collapse test and emulsification index. Fourier Transform Infrared Spectrum (FTIR) and Thin Layer Chromatography (TLC) analyses were carried out to detect the type of biosurfactant. The effect of different physicochemical parameters on textile wastewater decolourisation was assessed within 24 h. The Kurthia gibsonii KH2 showed positive results for haemolytic activity, oil spreading technique, and drop collapse test. The emulsification test (E24) revealed that Kurthia gibsonii KH2 had a higher emulsification index of 63%. FTIR and TLC analyses indicated that the biosurfactant was a lipopeptide and was formed with a yield of 2 gL−1. The synergistic activity of Kurthia gibsonii KH2 and lipopeptide biosurfactant resulted in decolourisation levels of 85% at 100 mg/L concentration and pH 7 was recorded at 168 h of incubation. The high attributes of these combinations and the phytotoxicity tests implied that the metabolites were less toxic, making it a promising option for the biodecolourisation and biodegradation of industrial textile wastewater and various environmental conditions

New resonance approach to competitiveness interventions in lagging regions: the case of Ukraine before the armed conflict

Regional competitiveness is considered to be an alternative basis for the determination of regional interventions. However, the composite competitiveness indicator is quite sensitive to the weights of sub-indicators, no matter what methodology is being used. To avoid this uncertainty in the determination of regional interventions, we proposed a new non-compensatory resonance approach that is focused on the hierarchical coincidence between weaknesses of NUTS 1 and NUTS 2 regions measuring the extensive and intensive components of competitiveness. Such a coincidence, being perceived as a resonance effect, is supposed to increase the effectiveness of interventions triggering synergetic effects and stirring up local regional potentials. The components of competitiveness are obtained through synthesising DEA methodology and Hellwig's index, correspondingly focusing on the measurement of technical efficiency and resource level. In analysing Ukrainian regions, no correlation between resonance interventions and the composite competitiveness indicator or GDP per capita was found, pointing toward a completely different direction in resonance approach. In western Ukraine, the congestion of six NUTS 2 regions was defined as a homogeneous area of analogous resonance interventions focused on improving business efficiency.Web of Science171562

Model of the optimal allocation of heterogeneous resources in a vertically integrated company

One of the main problems of management in a vertically integrated company – the allocation of heterogeneous resources between its organizational units in conditions a limited budget is considered. Mathematical models of the optimal allocation of heterogeneous resources are proposed, taking into account the importance of different types of resources and priorities of organizational units of the company that take into account the types of tasks they perform and the types of activity

Employment with a Human Face: Balancing Efficiency, Equity, and Voice

John W. Budd contends that the turbulence of the current workplace and the importance of work for individuals and society make it vitally important that employment be given a human face. Contradicting the traditional view of the employment relationship as a purely economic transaction, with business wanting efficiency and workers wanting income, Budd argues that equity and voice are equally important objectives. The traditional narrow focus on efficiency must be balanced with employees\u27 entitlement to fair treatment (equity) and the opportunity to have meaningful input into decisions (voice), he says. Only through a greater respect for these human concerns can broadly shared prosperity, respect for human dignity, and equal appreciation for the competing human rights of property and labor be achieved. Budd proposes a fresh set of objectives for modern democracies—efficiency, equity, and voice—and supports this new triad with an intellectual framework for analyzing employment institutions and practices. In the process, he draws on scholarship from industrial relations, law, political science, moral philosophy, theology, psychology, sociology, and economics, and advances debates over free markets, globalization, human rights, and ethics. He applies his framework to important employment-related topics, such as workplace governance, the New Deal industrial relations system, comparative industrial relations, labor union strategies, and globalization. These analyses create a foundation for reforming employment practices, social norms, and public policies. In the book\u27s final chapter, Budd advocates the creation of the field of human resources and industrial relations and explores the wider implications of this renewed conceptualization of industrial relations

Entrepreneurial learning and innovation:qualitative evidence from agri-business technology-based small firms in New Zealand

The focus of this paper is on the nexus between entrepreneurial learning and the innovation process. In particular, the role that entrepreneurial learning plays in the innovation process. We have collected qualitative interview evidence with a sample of 30 technology-based small firms (TBSFs) engaged in the innovation process. TBSFs are highly diverse, defying consistent definitions, and operate across different sectors, but our sample is drawn solely from the agri-business sector within the unique environment of New Zealand. The literature on entrepreneurial learning is now well established and has identified the importance of both individual entrepreneurial learning and organisational learning for the determination of dynamic capability in TBSFs. Similarly, the literature on the innovation process in small firms and TBSFs is well established indicating the expected resource constraints and challenges from theory in the innovation process for TBSFs. However, no previous research has examined the role of entrepreneurial learning in the innovation process with TBSFs. We present qualitative interview evidence that demonstrates that entrepreneurial learning has a critical role in the innovation process enabling TBSFs to overcome resource constraints and challenges in a lean contextual environment such as New Zealand

Hr Crisis Management at Trade Enterprises

The article is about revealing the content and role of HR crisis management at trade enterprises. The article provides an understanding of organizational changes, crisis phenomena, and crisis management. It is stated, that management of enterprises in a crisis state is one of the main problems of economy and legislation not only of economically developed countries, but also of countries with fragile economies, to which Ukraine still applies. A set of measures for HR crisis management at a trading company was identified. At the basis of research, it is possible to identify consistent ways to implement the steps of HR crisis management at a trading company. It is established, that as a result of a crisis, organizations may lose employees, workers, along with key talent and organizational knowledge, from low morale, fear, physical relocation or death. In this case, there are outlined the core messages to decision makers that employee\u27s development and rewards are the major dimensions of the content of an Human Resource Management (HRM) system and that consistency and distinctiveness are the principal features of the process of HRM system, even in cases where an organization is operating under an economic crisis environment. It is stated, that the essence of crisis management of an enterprise is to provide such conditions for the functioning of an enterprise, when financial, production, marketing, personnel and other difficulties are not permanent and are quickly resolved by means of special measures. It is investigated, that HR crisis management at trade enterprises involves not only the formal organization of the work with the staff, but also a set of factors of social and psychological, moral character - democratic style of management, caring attitude to the needs of a person, attention to his/her individual characteristics, etc. It is proved, that an important factor that can contribute to effective crisis management is a well-selected, managed personnel, who respond quickly and flexibly to any changes in the environment. The article establishes the HR management in the conditions of unstable or crisis state of an enterprise as a comprehensive, planned activity, based on a system of scientifically grounded principles, experience and intuition of managers of an enterprise. There are investigated the stages for HR crisis management in the market conditions as: analysis of the problem situation and state of an enterprise, diagnostics of human resources state, development and implementation of HR marketing measures, development of a HR crisis strategy and system of its marketing support, design of a HR crisis policy, development and organization of implementation of HR crisis decisions, development of measures to overcome and prevent conflicts, determination of HRM risk and ways of their overcoming, control over the implementation of HR-crisis decisions. There is created a list of actions of HR managers while crisis management, including establishment of a crisis management team, development of recovery plans, provision of communications

International Guidelines for Securing Sustainable Small-scale Fisheries

The 'Zero Draft' of the International Guidelines for Securing Sustainable Small-scale Fisheries(SSF Guidelines) has been prepared based on the outcomes of the extensive consultation process that has taken place during the last few years. This preliminary draft text draws in particular on the Discussion Document: Towards Voluntary Guidelines on Securing Sustainable Small-scale Fisheries–prepared as a stock-taking exercise by the FAO SSF Guidelines Secretariat in July 2011 and the contributions to and the outcomes of the FAO Workshop on International Guidelines for Securing Sustainable Small-scale Fisheries held on 7-10 February 2012 in FAO, Rome. It has been prepared to stimulate further consultations among all concerned parties. The outcomes of these additional consultations will provide guidance to the FAO Secretariat when preparing the text of the SSF Guidelines that will be submitted as a draft to the formal inter-governmental negotiation process tentatively scheduled for May 2013

Single Point of Entry Long-Term Living Resource System Team Report

Pursuant to House File 451 the Single Point of Entry Long-Term Living Resources System Team, involving several state agencies as well as interested associations, submitted a report to the legislature on recommendations to establish a single point of entry system