Program on stimulating operational private sector use of Earth observation satellite data

There are no author-identified significant results in this report

The application of remote sensing to resource management and environmental quality programs in Kansas

The activities of the Kansas Applied Remote Sensing (KARS) Program during the period April 1, 1982 through Marsh 31, 1983 are described. The most important work revolved around the Kansas Interagency Task Force on Applied Remote Sensing and its efforts to establish an operational service oriented remote sensing program in Kansas state government. Concomitant with this work was the upgrading of KARS capabilities to process data for state agencies through the vehicle of a low cost digital data processing system. The KARS Program continued to take an active role in irrigation mapping. KARS is now integrating data acquired through analysis of LANDSAT into geographic information systems designed for evaluating groundwater resources. KARS also continues to work at the national level on the national inventory of state natural resources information systems

Annual Report: 2008

I submit herewith the annual report from the Agricultural and Forestry Experiment Station, School of Natural Resources and Agricultural Sciences, University of Alaska Fairbanks, for the period ending December 31, 2008. This is done in accordance with an act of Congress, approved March 2, 1887, entitled, “An act to establish agricultural experiment stations, in connection with the agricultural college established in the several states under the provisions of an act approved July 2, 1862, and under the acts supplementary thereto,” and also of the act of the Alaska Territorial Legislature, approved March 12, 1935, accepting the provisions of the act of Congress. The research reports are organized according to our strategic plan, which focuses on high-latitude soils, high-latitude agriculture, natural resources use and allocation, ecosystems management, and geographic information. These areas cross department and unit lines, linking them and unifying the research. We have also included in our financial statement information on the special grants we receive. These special grants allow us to provide research and outreach that is targeted toward economic development in Alaska. Research conducted by our graduate and undergraduate students plays an important role in these grants and the impact they make on Alaska.Financial statement -- Grants -- Students -- Research reports: Partners, Facilities, and Programs; Geographic Information; High-Latitude Agriculture; High-Latitude Soils, Management of Ecosystems; Natural Resources Use and Allocation; Index to Reports -- Publications -- Facult

Legal Challenges and Market Rewards to the Use and Acceptance of Remote Sensing and Digital Information as Evidence

Bakgrund I den nutida forskningen är det essentiellt att företag tar hänsyn till medarbetarnas motivation så att de gynnas av det arbetssätt som tillämpas. En arbetsmetod som blivit allt vanligare är konceptet Lean som ursprungligen kommer från den japanska bilindustrin. Lean har idag utvecklats till ett allmängiltigt koncept som tillämpas i flertalet branscher världen över. Trots att konceptet innebär flertalet positiva aspekter har det fått utstå stark kritik när det kommer till de mänskliga aspekterna och forskare har ställt sig frågan om Lean är "Mean". Kritiken härleds främst till medarbetares arbetsmiljö i form av stress och brist på variation, självbestämmande, hälsa och välmående. Få empiriska studier har däremot genomförts som undersöker konsekvenserna som Lean får på medarbetares upplevda motivation. Syfte Vårt syfte är att undersöka och öka förståelsen för medarbetares upplevelser av motivationen i företag som tillämpar Lean. Vidare har studien för avsikt att utreda om det föreligger en paradox mellan Lean och vad som motiverar medarbetare på en arbetsplats. Metod Studien har utgått från en kvalitativ metod via intervjuer. För att göra en djupare undersökning och analysera hur vårt fenomen, motivation, upplevs i en kontext med Lean tillämpade vi Små-N-studier. Vi har även haft en iterativ forskningsansats som förenat den deduktiva och induktiva ansatsen där studien pendlat mellan teorier och empiriska observationer fram tills det slutgiltiga resultatet. Slutsatser Utefter medarbetarnas upplevelser har vi identifierat att det inte föreligger någon paradox mellan Lean och motivation eftersom övervägande antal medarbetare upplevde att de är motiverade även om företaget tillämpar Lean. Dock har studien kunnat urskilja både stödjande och motverkande faktorer när det kommer till medarbetarnas upplevda arbetsförhållanden som i sin tur inverkar på motivationen. De motverkande faktorerna menar vi främst beror på att arbetsförhållandena i somliga fall innehåller höga prestationskrav, målstyrning samt standardiseringar. Vidare upplevs motivationen överlag som mer positiv när företagen använder en mjukare form av Lean där samtliga medlemmars intressen beaktas.Background In modern research, it is essential that companies consider employees’ motivation so that they benefit from the applied practices. A working method that has become increasingly common is the concept Lean, which has its origin in the Japanese automotive industry. Today, Lean has evolved into a universal concept that is applied in many industries worldwide. Although the concept involves numerous positive aspects it has endured strong criticism when it comes to the human aspects and researchers have raised the question if Lean is "Mean". Criticism is derived primarily to employees’ working conditions in terms of stress and lack, variation, autonomy, health and wellbeing. However, few empirical studies have been carried out that examines the impact that Lean has on employees’ experienced motivation. Aim The aim is to increase the understanding of employees’ experienced motivation in companies that practice Lean. Further on the study has the intention to investigate if there is a paradox between Lean and what motivates employees on work. Methodology The study has been conducted through a qualitative method by interviews and to be able to do a deeper examination and analyze how our phenomenon, motivation, is experienced in a Lean context we applied small-N-studies. Our strategy has been iterative, combining both a deductive and inductive approach, where the study has varied between theories and empirical observations until the final result. Conclusions We have identified that there is no paradox between Lean and motivation since the majority of employees’ experienced that they are motivated even though the company practice Lean. Nevertheless the study shows that there are both supportive and counteractive factors when it comes to the employees’ experienced working conditions. The counteractive factors consists foremost of high performance standards, goal steering and standardizations, and have in some cases a negative influence on the working conditions. Furthermore the experienced motivation is more positive overall when the companies use a softer form of Lean where all the members’ interests are taken into account