Public sector information and re-use – where is the UK now?

Information produced by government does of course serve a number of purposes. First it should inform government so as to generate sound policy decisions and effective strategies. Second, through a variety of media, it should provide the general public with information to enable individuals to engage with government services and to deliver personal data that they are obliged to provide. Access to a wide variety of public sector information (PSI) is also important to enable individuals to manage their lives, operate their businesses or help make political decisions about which party to support at an election. But in the midst of such uses is the asset itself i.e. PSI and the policy for its creation, storage, management, exploitation and distribution. As a national resource one issue is whether it is a commodity to be shared freely or, in those circumstances where income can be derived from it, a product to be licensed and sold to offset public sector costs? In the UK this has been under debate for many years through analysis of Crown copyright regulation. Current policy, as interpreted by HM Treasury, continues to argue that those wishing to exploit or add value to PSI for commercial purposes should at least contribute something to the cost of its supply. Joint ventures with the private sector have also been entered into for the preparation and distribution of some PSI where the private sector service provider is permitted to recoup subscriptions in return for the investment. Until recently this has been a relatively sterile debate lacking data to fuel the arguments. That has changed as a result of recent investigations which this paper now explores. At issue is whether present policy is vindicated or alternatively whether pressure is growing for further modernisation of conventional approaches? This paper traces the process of development of the policy through to the present

The influence of great toe valgus on pronation and frontal plane knee motion during running

Injury rates in running range from 19.4‐79.3%, with injuries at the knee comprising 42.1%. Pronation and altered frontal plane knee joint range of motion have been linked to such injuries. The influence of foot structure on pronation and knee kinematics has not been examined in running. This study examined associations between great toe valgus angle, peak pronation angle and frontal plane range of movement at the knee joint during overground running while barefoot. Great toe valgus angle while standing, and peak pronation angle and frontal plane range of motion of the dominant leg during stance while running barefoot on an indoor track were recorded in fifteen recreational runners. There was a large, negative association between great toe valgus angle and peak pronation angle (r = -0.52, p = 0.04), and a strong positive association between great toe valgus angle and frontal plane range of motion at the knee joint (r = 0.67, p = 0.006). The results suggest that great toe position plays an important role in foot stability and upstream knee-joint motion. The role of forefoot structure as a factor for knee-joint injury has received little attention and could be a fruitful line of enquiry in the exploration of factors underpinning running-related knee injuries

Political and cultural perspectives of regional identity: Ancona in two “Canzoni” of the second half of the Quattrocento

No Abstract

Non-financial incentives and their application to enhance motivation and productivity in mining industry employees

The mining industry is experiencing challenges in attracting and retaining sufficient skilled employees to meet strategic aims and production objectives, despite offering relatively high financial incentives. Human resources management theory indicates that many factors contribute to employee motivation and job satisfaction, and that these in turn influence performance and employee turnover. Although financial rewards are recognised as major motivating factors in mining employee job satisfaction, non-financial motivators are also desired. This paper examines the use of non-financial incentives to improve performance and productivity in mine operational employees and identifies incentives that could achieve these goals. With few studies focusing on non-financial methods of improving personnel performance in mining, studies from other industries are considered and applied to the mining industry. The paper finds non-financial incentives are likely to increase the motivation of employees in the mining industry, and that incentives which improve the employee’s workplace experience are particularly desired

For Antonio da Montalcino and Apostolo Zeno

Come, quando e perché i testi entrano a far parte della storia letteraria? I quesiti vengono esaminati in rapporto al caso particolare del codice delle “Rime” di Antonio da Montalcino, in confronto con la sorte toccata al Cod. Grey 7.b.5 della South African Library, entrambi donati da Pier Jacopo Martelli ad Apostolo Zeno. La fortuna delle “Rime” viene spiegata attraverso le “Lettere” di Apostolo Zeno, le quali servono ad illustrare i modi e gli interessi dei collezionisti del Settecento. L’indagine si sposta, nella seconda parte, sul contenuto metrico delle “Rime” del Senese, la cui originalità è stata esclusivamente legata alla elaborazione della terzina lirica. Ne emerge che, in quanto innovatore metrico, egli si allontana sia dai contemporanei sia dai modelli illustri in più luoghi di quanto si sia finora pensato

Non-financial incentives and their application to enhance motivation and productivity in mining industry employees

The mining industry is experiencing challenges in attracting and retaining sufficient skilled employees to meet strategic aims and production objectives, despite offering relatively high financial incentives. Human resources management theory indicates that many factors contribute to employee motivation and job satisfaction, and that these in turn influence performance and employee turnover. Although financial rewards are recognised as major motivating factors in mining employee job satisfaction, non-financial motivators are also desired. This paper examines the use of non-financial incentives to improve performance and productivity in mine operational employees and identifies incentives that could achieve these goals. With few studies focusing on non-financial methods of improving personnel performance in mining, studies from other industries are considered and applied to the mining industry. The paper finds non-financial incentives are likely to increase the motivation of employees in the mining industry, and that incentives which improve the employee’s workplace experience are particularly desired