Human resource development in construction organisations: an example of a 'chaordic' learning organisation?

Purpose/ Methodology/Approach The concept of the Learning Organisation (LO) is associated with an advanced approach to Human Resource Development (HRD) characterised by an ethos of self-responsibility and self-development. The learning climate that this engenders is supported by temporary organisational structures responsive to environmental change. This paper presents case study research of the HRD strategy, policy and practice of a large UK-based construction contractor in relation to the concept of LO. Findings The analysis suggests that the organisational project-based structure and informal culture combine to form a ‘chaordic LO’. A ‘Chaordic enterprise’ comprises a complex organisation that operates in a non-linear dynamic environment. However, it appears that this approach has evolved unintentionally rather than as a result of targeted Strategic Human Resource Management (SHRM) policies, which in turn reflects a genuine commitment to advanced HRD. Originality/value of paper The findings render previous assertions that the industry fails to invest in its employees highly questionable. They suggest a need for further research to reveal how such approaches can be captured in replicate in the future

Psychological contract expectations of construction project managers

The past 20 years have seen a period of fundamental change for many construction businesses as they have restructured, downsized, de-layered, merged and de-merged to survive turbulent markets and rapidly changing demand cycles. Such change places significant new pressures, challenges and constraints on the employer/employee relationship. This paper argues that these changes are likely to have reconstituted employee expectations of the less formal aspects of the employment relationship, known collectively as the psychological contract. Explores this inductive research which examines the psychological contract of 30 construction project managers

Current barriers and possible solutions to effective project team formation and deployment within a large construction organisation

The characteristics of the construction industry present an extremely challenging context for effective human resource management (HRM). The dynamic project-based nature of the industry results in extreme fluctuations in organisations’ workloads and requires teams to form, develop and disband relatively quickly. Thus, the importance of efficient management of employee resourcing activities cannot be understated. This paper reports on the findings of research which explored employee resourcing practices within large UK construction firms. The results suggest that managers currently attempt to carry out some strategic planning with regards to employee resourcing, but that this does not necessarily translate into effective operational practice which simultaneously takes account of organisational, project and individual employee needs. A new approach for more effective employee resourcing decision-making, based on encouraging the involvement of the employees in the deployment process, is put forward as a management tool which informs effective team formation and deployment. However, this will require the acceptance of both decision-support technology and of employee input into what is currently a tacit, management-oriented decision process

“Driven to Tears”: Britain, CS Tear Gas, and the Geneva Protocol, 1969–1975

This analysis considers a controversy over whether the 1925 Geneva Protocol, the treaty prohibiting the use of chemical and biological weapons in warfare, covered CS “tear gas.” Widespread deployment of tear gases by American forces in Vietnam after 1964 attracted much international criticism as many believed the Protocol banned such agents and pressure gradually built on the British government to clarify its interpretative position. Its tabling a disarmament initiative to prohibit production and possession of biological weapons in July 1969 exacerbated the situation, provoking allegations of diverting attention from chemical weapons as a favour to America and the “Special Relationship.” Meanwhile, the outbreak of the “troubles” in Northern Ireland earlier the same year, where British forces also used CS, presented further difficulties. Britain rejected inclusion of CS under the Protocol in February 1970 but wrestled at great length over the decision and its consequences under the Harold Wilson and Edward Heath governments. Largely absent from historical accounts, this episode allows an examination of a complex, convoluted issue that had potentially wide-ranging ramifications for the interpretation of international relations and treaties. Similarly, re-creating confidential inter-departmental decision-making processes, particularly comparing scientific and legal interpretations, the processes of governmental bureaucracy and the role played by civil society demonstrates why an element with little immediate linkage to British overseas affairs proved such a conundrum

Kinetic isotope effect in the oxygen reduction reaction (ORR) over Fe-N/C catalysts under acidic and alkaline conditions.

Heat treated Fe-N/C materials which are highly effective oxygen reduction catalysts in alkaline and acid, show a significant kinetic isotope effect (KIE). The values in acid (~3.4) and alkaline (~2.5) are much larger than the value for the metal free catalyst in acid (~1.8) suggesting that the rate determining step (RDS) is a proton coupled electron transfer in acid with a significant pathway involving a proton independent step under an alkaline environmen

Incorporating employee resourcing requirements into deployment decision making

Employee resourcing refers to the process of matching human resource capabilities to the strategic and operational needs of the organization. This is exceptionally problematic in project-based organizations due to the competing priorities of the project, the individual employee and the wider succession needs of the organization. This paper presents the findings of research which set out to develop an innovative approach to project resourcing which balances organizational, project and individual employee requirements. Based on a synthesis of successful practices utilized by leading construction organizations, it develops a new approach to capturing and integrating knowledge on employees‟ abilities and aspirations into the project resource allocation decision making process

Facile synthesis of palladium phosphide electrocatalysts and their activity for the hydrogen oxidation, hydrogen evolutions, oxygen reduction and formic acid oxidation reactions

We demonstrate a new approach for producing highly dispersed supported metal phosphide powders with small particle size, improved stability and increased electrocatalytic activity towards some useful reactions. The approach involves a one-step conversion of metal supported on high surface area carbon to the metal phosphide utilising a very simple and scalable synthetic process. We use this approach to produce PdP2 and Pd5P2 particles dispersed on carbon with a particle size of 4.5–5.5nm by converting a commercially available Pd/C powder. The metal phosphide catalysts were tested for the oxygen reduction, hydrogen oxidation and evolution, and formic acid oxidation reactions. Compared to the unconverted Pd/C material, we find that alloying the P at different levels shifts oxide formation on the Pd to higher potentials, leading to greater stability during cycling studies (20% more ECSA retained, 5k cycles) and in thermal treatment under air. Hydrogen absorption within the PdP2 and Pd5P2 particles is enhanced. The phosphides compare favourably to the most active catalysts reported to date for formic acid oxidation, especially PdP2, and there is a significant decrease in poisoning of the surface compared to Pd alone. The mechanistic changes in the reactions studied are rationalised in terms of increased water activation on the surface phosphorus atoms of the catalyst. One of the catalysts, PdP2/C is tested in a fuel cell as anode and cathode catalyst and shows good performance.We demonstrate a new approach for producing highly dispersed supported metal phosphide powders with small particle size, improved stability and increased electrocatalytic activity towards some useful reactions. The approach involves a one-step conversion of metal supported on high surface area carbon to the metal phosphide utilising a very simple and scalable synthetic process. We use this approach to produce PdP2 and Pd5P2 particles dispersed on carbon with a particle size of 4.5–5.5nm by converting a commercially available Pd/C powder. The metal phosphide catalysts were tested for the oxygen reduction, hydrogen oxidation and evolution, and formic acid oxidation reactions. Compared to the unconverted Pd/C material, we find that alloying the P at different levels shifts oxide formation on the Pd to higher potentials, leading to greater stability during cycling studies (20% more ECSA retained, 5k cycles) and in thermal treatment under air. Hydrogen absorption within the PdP2 and Pd5P2 particles is enhanced. The phosphides compare favourably to the most active catalysts reported to date for formic acid oxidation, especially PdP2, and there is a significant decrease in poisoning of the surface compared to Pd alone. The mechanistic changes in the reactions studied are rationalised in terms of increased water activation on the surface phosphorus atoms of the catalyst. One of the catalysts, PdP2/C is tested in a fuel cell as anode and cathode catalyst and shows good performance

DIABETES RISK SCORE OF STAFF OF AN URBAN MISSION HOSPITAL IN NIGERIA

Background: Diabetes mellitus is a major global health problem which in hospital staff poses a major stress and can lead to migration away from health related posts. Certain features of health work e.g. long hours, shifts and uncertain break times increase the risk for hospital staff. It is critical to predict chronic conditions like diabetes mellitus that have a definable onset in adults so that morbidity and mortality can be mitigated through early recognition and treatment. Aims: To determine the diabetes risk score of health workers in an urban hospital and the associated risk factors. Methods and Materials: A correlational cross sectional survey of staff was conducted and diabetes risk was determined using a modified form of the Finnish Diabetes Risk Score questionnaire. Results and Conclusions: A total of 220 staff representing a response rate of 69.8% completed the study. The mean age was 41.6±9.88, Median duration of employment was 7.2years with a range of (0-37). Majority (66.4%) were in the 25-44 years age group, and most were female (66.4%) and married (70.5%). Mean BMI was 26.62±4.85. The mean Diabetes Risk score for the entire study group was 7.43±4.46 with a median score of 7 and a range of 0-19. About 40.5% had slightly elevated risk, 14.5% had moderate risk, and 5% had high risk. Female gender (AOR 0.17, 95% CI 0.09-0.33), and duration of employment (AOR 2.27, 95% CI 1.18-4.37) were significant predictors of higher diabetic risk score category. KEYWORDS: Type 2 Diabetes mellitus; Diabetes risk; Risk score; Health workforce