Маркетингові дослідження в Internet

This paper uses a multidisciplinary and systematic review of 45 journal articles and two case interviews to investigate the role of public support organizations in the development of eco-innovations. Even though eco-innovations are regarded as a driving force within sustainable development, entrepreneurs developing such innovations face barriers such as lack of some technical expertise, limited financial, time and human resources. Generally, two aspects are needed for eco-innovation support i.e. support for technology as well as business development. The selected public support organizations offered business development support through networking, bridging and financing. However, preliminary findings on their current support activities indicate bridging to other actors who can provide technical expertise such as environmental impact assessment and eco-design could be a promising addition to business development. Potential further research includes deeper empirical investigations on the role of public support actors in the development of eco-innovations

Выкарыстанне мультыкансольных канфігурацый працоўных станцый

A brief review of multiseat personal computers (ones, simultaneously used by several users due to additional input/output devices) is done including their advantages and disadvantages. The implementation of multiseat approach is analysed for GNU/Linux and Microsoft Windows. Using Linux-based virtualization is proposed as the only way to get full-functional multiseat Windows environment

Controlling role in the crisis management

This article explores the role of labour mobility as a potential cluster advantage. We review the theoretical arguments as for how and why labour mobility could enhance the dynamism and performance of clusters of similar and related firms. A combination of quantitative and qualitative data from two information and communication technology (ICT) clusters is used to answer two research questions: (1) What is the role of mobility enhancing (or restricting) institutions in clusters? and (2) In what ways does labour mobility contribute to knowledge transfer within clusters? The two ICT clusters studied in the article generally seem to have higher levels of mobility, compared to the labour market at large. Although it is regarded as beneficial in theory, most cluster firms try to restrict mobility of workers since they fear the risk and costs of losing staff. Labour mobility is also rarely viewed as a viable way to increase the knowledge bases or contact networks of firms. However, when firms need to recruit the clustered labour markets seem to benefit them by facilitating the use of informal recruitment processes. By way of conclusion it is suggested that cluster firms might be under-investing in mobility and that innovative institutional solutions could help realize clusters mobility potential.This is the authors’ version of the following article:Dzamila Bienkowska, Mats Lundmark and Anders Malmberg, Brain circulation and flexible adjustment: Labour mobility as a cluster advantage, 2011, Geografiska Annaler. Series B. Human Geography, (93), 1, 21-39.which has been published in final form at: http://dx.doi.org/10.1111/j.1468-0467.2011.00359.xCopyright: Blackwell Publishershttp://eu.wiley.com/WileyCDA/Brand/id-35.htm

情報化の光と影を関連させて合理的判断力を養う情報モラル指導 : 体験した活用場面をもとに話し合うルール作りを通して

Peer feedback is increasingly being used as an important part of higher education, as it has a potential to contribute to development of professional skills such as giving and receiving feedback while having the benefit of not overstretching the teacher resources. In this paper we share our experiences of working with peer feedback in a course on organisation and leadership with approximately 170 students given during the first year of a CDIO-based engineering program. We present and discuss the course design and how peer feedback was organized as well as the experiences of both teachers and students of this course. We observe that working with peer feedback has helped our students in achieving several important outcomes, for example increased learning within the subject, documented development of own writing and assessment skills, and increased awareness of different perspectives on the same topic. However, we also identify problematic aspects of working with peer feedback, such as a large variation in the quality of provided feedback, perceived difficulties when students are asked to provide non-anonymous feedback to their peers, and students’ doubts whether peers can provide as “correct” feedback as the teacher would have been able to give. We discuss the benefits and downsides of peer feedback within the framework of CDIO-based engineering education and conclude by recommending that feedback-related skills should be trained and developed throughout educational programs in a gradual and integrated way.Series: Research Reports FromUniversity of CalgaryCalgary, ISSN (electronic) 1796-9964, 2017</p

Проблеми реалізації принципів правової держави в Україні

Eco-innovation continues to gain support as a driving force for sustainable development. In this regard, pressing questions include how to stimulate the development, diffusion and use of eco-innovations. Often, firms engaged with eco-innovation need to connect to intermediary organizations (e.g. business development organizations, regional clusters, universities, financers, incubators) to get hold of necessary resources to tackle the challenges in the innovation process. This article analyses the functions of such intermediary organizations for eco-innovation by focusing on public–owned business development organizations and cluster initiatives in the Region Scania, Sweden and North Rhine Westphalia, Germany.  We synthesise at least eight functions of intermediaries for eco-innovation as: (i) forecasting and road mapping (ii) resource mobilization (iii) networking and partnerships (iv) commercialization (v) technical consulting (vi) information scanning and distribution (vii) sector branding and legitimation (viii) prototyping and piloting.  The support functions often take a “one-size-fits-all” approach with few initiatives particularly tailored for eco-innovations. This can be explained by the market complementarity roles of public intermediaries, their resource constraints and the cross-sectoral nature of eco-innovation. Even though, intermediary functions are often appreciated by clients and financers, it is often difficult to establish a causal relation between the support and eco-innovation outcomes, a challenge which undermines the existence of intermediaries themselves. Despite these challenges, potential good practices point to a mix between general “one-size-fits-all” and tailored support activities for different types of eco-innovations and firms. Furthermore, interaction between various types of intermediaries is important since there are often numerous actors and initiatives working with eco-innovation which can confuse firms. When it comes to stimulating radical eco-innovations, a proactive approach to intermediation is particularly important. SHIF

Modeling of distribution costs for maintenance of roads

Розглянуто математичну модель оптимізації розподілу інвестицій за типами автодорожніх робіт з урахуванням інтенсивності руху на автошляхахThe optimization mathematical model of the distribution of investments by type of road works including traffic on the roads is considere

Labour mobility and cluster dynamics. : A study of ICT clusters in Kista and Mjärdevi, Sweden.

Labour mobility can in theory be an efficient channel for knowledge transfer between cluster firms, thus contributing to growth and competitiveness. In the thesis labour mobility in two Swedish ICT clusters is studied. The purpose of the thesis is to develop an understanding of processes of labour mobility in clusters and to investigate whether mobility can be regarded as a cluster advantage. Both interview data and extensive registry data are used in order to analyse processes of mobility at three levels: individual, firm and cluster level. The results show that labour mobility can to some extent be considered a cluster advantage for Swedish ICT firms, since cluster firms are likely to experience a higher level of labour mobility. It is also shown how mobility to and from the clusters contributes to the upgrading of formal competencies within cluster firms. However, the firms themselves are shown to rather focus on staff retention than turnover. To some degree, labour mobility in the Swedish clusters in focus is presumably constrained by the formal institutional framework, as well as by informal rules and agreements between cluster firms. It is argued nonetheless that the sheer potential for mobility and the viability of informal hiring practices in clusters may be viewed as cluster advantages, besides the actual extent of labour mobility

Industrial Graduate Schools: University-Industry Interaction for Development of Absorptive Capacity

Absorptive capacity and integration skills of firms are crucialfactors when it comes to reaping the benefits from universityindustryrelations. Education and training of individuals withboth academic and industrial experience that can act asbrokers of knowledge is therefore of great importance. Duringrecent years industrial graduate schools have been developedas an answer to this challenge. We investigate them throughan interview study with PhD students and supervisors. We alsoassess long-term impact through interviews with graduatedindividuals focusing on their use of integration skills withintheir work. We conclude that although industrial graduateschools require a multitude of favourable conditions in orderto realise their potential they are also a powerful tool fordeveloping absorptive capacities of PhD students andsupervisors. We show that positive effects of industrialgraduate schools extend in time, through increased capacitiesto e.g. participate in collaborative R&amp;D projects or educatenew students

Arbetskraftens rörlighet och kunskapsspridning i kluster : exemplet IT- och telekomföretag i Kista

Rapporten analyserar rörlighet på en specialiserad arbetsmarknad genom en studie av kunskapsföretag verksamma inom IT- och telekomklustret i Kista. Frågor som undersöks är företagens inställning till arbetskraftsrörlighet, rörlighetens roll för spridning av kunskap inom klustret samt förekomsten av eventuella oskrivna regler som hindrar eller underlättar rörlighet. Inom ramen för studien har informanter från tjugo företag intervjuats. Rapporten ger följaktligen en inblick i hur klusterföretagen själva resonerar och agerar kring arbetskraftsrörlighet. Utgångspunkten är att det teoretiskt sett finns anledning att tro att kluster, det vill säga geografiska koncentrationer av företag, kan bidra till att öka arbetskraftens rörlighet genom att erbjuda ett stort utbud av både arbetsgivare med likartade krav och specialiserad arbetskraft. Hög rörlighet skulle medföra effektiv kunskapsspridning inom klustret. Studien visar att Kistaföretagen i många fall betraktar låg rörlighet som en positiv företeelse. De företag som på ett generellt plan förespråkade hög rörlighet implementerade inte heller några konkreta åtgärder för att öka den. En slutsats som dras är därmed, för det första, att företagen associerar arbetskraftens rörlighet med risker för det egna företaget. För det andra var företagen generellt sett nöjda med lokaliseringen till Kista, men ansåg sällan att den var till nytta i en rekryteringssituation eller hade inte övervägt saken. Många företag, i synnerhet de små, rekryterade ny arbetskraft genom personliga nätverk, som man menade är bransch- snarare än platsspecifika. Emellertid hade samtliga företag någon eller flera viktiga relationer med andra Kistaföretag, vilka ibland resulterade i personalutbyte. Det är därmed troligt att rörligheten på Kistas arbetsmarknad är högre än företagen är medvetna om. För det tredje sågs rörlighet som ett effektivt verktyg till att öka företagens kunskapsbas, men inte det vanligaste på grund av de kostnader som är förknippade med detta. Bland annat uppgav ett flertal företag, särskilt tjänsteproducenter, att det existerar en hederskodex inom den egna branschen, som förhindrar rekrytering av arbetskraft från vissa kund- eller partnerföretag