Sveobuhvatna analiza nitrata, sulfata i pesticida u procjednim vodama iz intenzivno poljoprivrednog područja - Studija slučaja u Hrvatskoj

To better understand the impact of conventional agricultural practices on soil and water resources, two main objectives were established in this study: to measure nitrate (NO3-) and sulphate (SO4 2-) concentrations in lysimeters and drainpipes leachates in response to different nitrogen fertilization levels and soil amendments and to identify organic contaminants that could have originated from the long-term use of agrochemicals in historically intensive agricultural area in Croatia. During the two-year study period leachate samples were collected from lysimeters and drainpipes. Research results indicate NO3- content in both lysimeters and drainpipes increased with rising doses of N fertilizer. The highest concentration of SO4 2- was recorded in the treatment with added phosphogypsum, while in all other treatments the concentrations were low. Over 40% of the 287 target substances were detected at least once during the two-year study period but only two substances (IPC/propham and carbosulfan) were found to have concentrations above 0.5 µg/L. Additionally, three priority substances were continuously present in the leachate samples: atrazine, simazine and isoproturon.Da bi se bolje razumio utjecaj konvencionalne poljoprivredne prakse na tlo i vodne resurse, u ovom radu uspostavljena su dva glavna cilja: mjerenje koncentracija nitrata (NO3-) i sulfata (SO4 2-) u lizimetarskim i drenskim procjednim vodama kao odgovor na gnojidbu različitim razinama dušika te poboljšivača tla te identificirati organske onečišćivače čije je moguće izvorište u dugotrajnoj uporabi pesticida na povijesno intenzivno poljoprivrednom području u Hrvatskoj. Tijekom dvogodišnjeg razdoblja uzorci procjednih voda prikupljani su iz lizimetara i drenskih cijevi. Rezultati istraživanja pokazuju da se sadržaj NO3- u lizimetrima i u drenskim cijevima povećavao s porastom doza N gnojiva. Najveća koncentracija SO4 2- zabilježena je u tretmanu s dodanim fosfogipsom, dok su u svim ostalim tretmanima koncentracije bile niske. Preko 40% od 287 ciljnih tvari otkriveno je barem jednom tijekom dvogodišnjeg razdoblja ispitivanja, ali utvrđeno je da su samo dvije tvari (IPC/propham i carbosulfan) imale koncentracije iznad 0,5 µg/L. Uz to, tri prioritetne tvari bile su kontinuirano prisutne u uzorcima procjednih voda: atrazin, simazin i izoproturon

A thorough analysis of the occurrence, removal and environmental risks of organic micropollutants in a full-scale hybrid membrane bioreactor fed by hospital wastewater

The recent draft of the Urban Wastewater Treatment Directive pays attention to contaminants of emerging concern including organic micropollutants (OMPs) and requires the removal of some of them at large urban wastewater treatment plants (WWTPs) calling for their upgrading. Many investigations to date have reported the occurrence of a vast group of OMPs in the raw influent and many technologies have been tested for their removal at a lab- or pilot-scale. Moreover, hospital wastewater (HWW) may contain specific OMPs at a high concentration and therefore its treatment deserves attention. In this study, a 1-year investigation was carried out at a full-scale membrane bioreactor (MBR) treating mainly HWW. To promote the removal of OMPs, powdered activated carbon (PAC) was added to the bioreactor at 0.1 g/L and 0.2 g/L which resulted in the MBR operating as a hybrid MBR. Its performance was tested for 232 target and 90 non-target OMPs, analysed by UHPLC-QTOF-MS using a direct injection method. The wastewater arriving at the WWTP was characterized and the performance of both the MBR and hybrid MBR was assessed for: key OMPs selected on the basis of their frequency, occurrence, persistence to removal, bioaccumulation and toxicity; OMP classes; and the whole list of OMPs. Finally, an environmental risk assessment of the OMP residues was conducted by means of the risk quotient approach. The results indicate that PAC addition increased the removal of most of the key OMPs (e.g., sulfamethoxazole, diclofenac, lidocaine) and OMP classes (e.g., antibiotics, psychiatric drugs and stimulants) with the highest loads in the WWTP influent. The hybrid MBR also reduced the risk in the receiving water as the PAC dosage increased mainly for spiramycin, lorazepam, oleandomycin. Finally, uncertainties and issues related to the investigation being carried out at full-scale under real conditions are discussed in depth

Attracting Attentive Academics: Paper, Person or Place?

ISSN:1439-230

INFLUENCE OF REGULAR ANNUAL INTERVIEWS ON MOTIVATION AND SATISFACTION AT WORK OF EMPLOYEES IN THE ORGANISATION X

Letni razgovor ima za zaposlenega velik pomento je priložnost, ko se z vodjem sreča na štiri oči in se z njim pogovori o temah, za katere čez leto ni bilo dovolj časa, volje ali priložnosti. Pri rednem letnem razgovoru vodja izve za potrebe in želje sodelavca, sodelavec pa izve, kako je vodja zadovoljen z njegovim delom in kaj od njega pričakuje v prihodnje. Če je še pred leti veljalo, da je človek v organizaciji postranskega pomena, tega sedaj ne moremo več trditizaposleni predstavlja pomemben potencial organizacije, ki si želi biti uspešna in prepoznavna tudi navzven. Zaposlenim se daje čedalje večji poudarek, od njih se vedno več pričakuje, zato je pomembno, da organizacija skrbi za razvoj kadrov, kajti le uspešni in motivirani kadri bodo opravljali svoje delo skrbno in profesionalno. Temeljni cilj razvoja kadrov je pravočasno in predvsem učinkovito prilagajanje spremembam na trgu. Razvoj kadrov mora biti na eni strani takšen, da zadosti potrebam organizacije, hkrati pa pri tem upošteva tudi potrebe in interese zaposlenih ter njihove poglede v prihodnost ter želje po njihovem osebnem razvoju. Redni letni razgovori so pomembna oblika motiviranja zaposlenih. Sodelavec na razgovoru od vodje dobi povratne informacije o njegovi vlogi v organizaciji in o osebnem prispevku k poslovanju organizacije. Razgovori sodelavcem zagotavljajo informacije o tem, kaj se bo v organizaciji dogajalo prihodnje. V organizaciji rednim letnim razgovorom dajejo velik pomen, saj se vodje redno udeležujejo seminarjev in delavnic na to temo in širijo svoja znanja in izmenjujejo svoje izkušnje tudi z drugimi vodji v drugih organizacijah in zavodih. Letni pogovori so lahko močno motivacijsko orodje, če so pravilno izvedeni in če se vodja, ki jih opravlja, zaveda pozitivnih učinkov, ki jih lahko prinesejo. Poleg motivacijskih vzgibov pa imajo letni razgovori tudi velik vpliv na zadovoljstvo zaposlenih pri delu, saj dobijo občutek, da so za organizacijo pomembni in da predstavljajo v njej pomemben člen.Annual interview has a great impact for the employeethis is an opportunity when he meets the leader face to face and talks on topics for which wasn\u27t enough time throughout year, mood or opportunity. In the case of regular annual interview the leader becomes aware of the needs and wishes of a colleague. Employee learns how the leader is satisfied with his work and what is expected of him in the future. If even a few years ago was considered that the man in the organisation is of secondary importancenow that we can no longer claimemployee represent a significant potential for the organisation that wants to be successful and recognizable externally. Increasing emphasis is placed on employeesmore is expected of themso it is important that the organisation is responsible for the development of staff, as only a successful and motivated staff will do their job diligently and professionally. The ultimate objective of human resource development is especially timely and effective adaptation to changes in the market. Human resources development should be on one hand such to meet the needs of the organization, while taking into account the needs and interests of the employees and their views of the future and the desire for their personal development. Regular annual interviews are an important form of motivation for the employees. A colleague at the interview receives feedback from the leader about his role in the organisation and the personal contribution to the business in organisation. Interviews provide colleagues information about what will be happening in the organisation in the future. Regular annual interview are attached with great importance in the organisation, because the leaders are regularly attending seminars and workshops on this topic and expand their knowledge and share their experiences with other leaders in other organisations and institutions. The annual interviews can be a powerful motivational tool when properly implemented and if the leader who is making them, is aware of the positive benefits they can bring. In addition to the motivational impulses, annual interviews have a major influence on employee satisfaction at work because they feel that they are important for the organisation and represent an important link in it

Top 10% Authors (Last 10 Years Publications), as of August 2023 | Economist Rankings

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