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In the Vase system, the most common training system for peach-growing countries for more than a century, light distribution to the canopy is uneven, and access to the canopy for pruning, thinning, and harvest labor is difficult. It is important to identify alternative systems to the Vase system considering the cultivar and growing environment to facilitate labor and enhance productivity and quality. In Türkiye, one of the important centers of peach growing worldwide, detailed research has yet to be published on the applicability of training systems alternative to the widely used Vase system. Therefore, this study aimed to evaluate the effect of different training systems (Vase, Catalan Vase, Quad-V, Tri-V) on growth, yield, fruit quality, and labor costs of peach cultivars (ExtremeVR 314, ExtremeVR 436, ExtremeVR 568). The experiment was conducted from 2017 to 2022. Although the distance between rows in all training systems is 5 m, the distance between trees on the row is determined as 4 m in Vase, 3 m in Catalan Vase, 2.5 m in Quad-V, and 2 m in Tri-V. In the experiment, vegetative development parameters, such as canopy volume, trunk sectional area, and the amount of winter pruning weights, differed according to the training system. In the final year, the Vase system, which produces the most pruning weight, generates 48.0% more pruning weight compared with the Tri-V system, which produces the least. Concerning yield per tree and hectare, trained to the Vase system yielded higher fruit per tree regardless of cultivar, while the Quad-V and Tri-V systems yielded more fruit per hectare. The training system and cultivar affected the fruit size; the largest fruits were obtained from the ExtremeVR 568 cultivar trained according to the Vase system. The most time needed for winter pruning was obtained from the Vase (79.4 min/tree) system, and the Tri-V (57.4 min/tree) and Quad-V (60.3 min/tree) systems required the least time. The Catalan Vase (31.1 min/tree) system required the least time for summer pruning. The most fruit harvest in an hour was obtained from the trees trained according to the Tri-V (164.5 kg/h) and Quad-V (132.02 kg/h) systems. These results suggest that Quad-V and Catalan Vase systems performed well and could be alternatives to the Vase system. [ABSTRACT FROM AUTHOR]

In the Vase system, the most common training system for peach-growing countries for more than a century, light distribution to the canopy is uneven, and access to the canopy for pruning, thinning, and harvest labor is difficult. It is important to identify alternative systems to the Vase system considering the cultivar and growing environment to facilitate labor and enhance productivity and quality. In Türkiye, one of the important centers of peach growing worldwide, detailed research has yet to be published on the applicability of training systems alternative to the widely used Vase system. Therefore, this study aimed to evaluate the effect of different training systems (Vase, Catalan Vase, Quad-V, Tri-V) on growth, yield, fruit quality, and labor costs of peach cultivars (Extreme® 314, Extreme® 436, Extreme® 568). The experiment was conducted from 2017 to 2022. Although the distance between rows in all training systems is 5 m, the distance between trees on the row is determined as 4 m in Vase, 3 m in Catalan Vase, 2.5 m in Quad-V, and 2 m in Tri-V. In the experiment, vegetative development parameters, such as canopy volume, trunk sectional area, and the amount of winter pruning weights, differed according to the training system. In the final year, the Vase system, which produces the most pruning weight, generates 48.0% more pruning weight compared with the Tri-V system, which produces the least. Concerning yield per tree and hectare, trained to the Vase system yielded higher fruit per tree regardless of cultivar, while the Quad-V and Tri-V systems yielded more fruit per hectare. The training system and cultivar affected the fruit size; the largest fruits were obtained from the Extreme® 568 cultivar trained according to the Vase system. The most time needed for winter pruning was obtained from the Vase (79.4 min/tree) system, and the Tri-V (57.4 min/tree) and Quad-V (60.3 min/tree) systems required the least time. The Catalan Vase (31.1 min/tree) system required the least time for summer pruning. The most fruit harvest in an hour was obtained from the trees trained according to the Tri-V (164.5 kg/h) and Quad-V (132.02 kg/h) systems. These results suggest that Quad-V and Catalan Vase systems performed well and could be alternatives to the Vase system.

The study focuses on mental health in the workplace, specifically in mining, and is based on the compilation of data and statistics from various previous studies. From the 2008 Constitution to the World Health Organization's regulations, the development of mining in the country and its impact on the mental health of workers is examined. The role of the state and mining concessions in addressing mental illnesses in the work environment is emphasized, and both the successes and weaknesses of implemented initiatives are evaluated. The result reveals that attention to mental health in mining is insufficient, largely due to the lack of visibility of this issue. Large-scale mining, with much greater capital than small and medium-sized mining, and illegal mining contribute to the negative perception of mining in Ecuadorian society. Therefore, it is crucial that both the state and mining concessions pay serious attention to the mental health of their workers.

Copyright of Conference Journal of Social Policy / Sosyal Siyaset Konferanslar Dergisi is the property of Journal of Social Policy Conferences/Sosyal Siyaset Konferanslar Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Rootstocks for stone fruits (Prunus spp.) provide numerous and diverse production benefits, not least of which is the ability to produce high quality improved clonal fruit varieties, but also for better adaptation to orchard site variations and adoption of improved production techniques. These include mitigation of potential abiotic (soil, climate) and biotic (disease, pest) production limitations, as well as modification of natural tree vigor, precocity, and canopy architecture. Stone fruit production has lagged far behind that of apples with regard to rootstock-based control of vigor, which has contributed to comparatively less efficient production methods. Sweet cherries were the first stone fruits to have to a full range of vigor-controlling rootstocks become commercially available, about 25 years ago. It is primarily over the past decade that rootstocks conferring an increasing range of vigor control have begun to look promising for the larger-fruited stone fruits (peaches, apricots, plums), based on various scientific and commercial evaluation trials. This is likely to be a significant component of the overdue adoption of improved orchard training systems, particularly planar or "fruiting wall" canopies that are more labor efficient for pruning, fruit thinning, and harvest, and often contribute to better and/or more uniform fruit coloration, ripening, and quality. Such training systems also facilitate new and developing orchard data acquisition technologies and precision management techniques. General guidelines for the choice of stone fruit rootstocks for both specific growing conditions and anticipated contemporary production systems are discussed. [ABSTRACT FROM AUTHOR]

The article considers various methodological approaches to assessing the labor efficiency of representatives of the mining industry. The labor efficiency of workers in the mining industry has different indicators, such as labor productivity, available resources, the degree of automation and other factors. But estimating efficiency in the extractive industry can be difficult due to a significant number of variables and the specifics of each specific sector of the industry.Labor productivity, as a key indicator of labor efficiency in the mining industry, can be measured, for example, by the amount of extracted resources (coal, oil, gas and other minerals) per employee or per labor shift, and the higher labor productivity, the more resources can be extracted with less labor costs.

Flexibility is a main mean to create resilient supply chains. The most flexible resources are often human resources but creating high, homogenous skill levels is not cost efficient. Heterogenous labour provides an alternative. The literature on Dual Resource Constrained (DRC) shops modelled heterogeneous labour with multi-functionality and efficiency matrices that indicate if a worker can perform at a station and according to which level of efficiency. However, this literature typically considered these matrices as a given environmental factor rather than a factor under firm control. Consequently, it typically neglected literature that can be used to guide matrix design. In response, this study draws on the literature on unbalanced lines to test eight different matrices to guide worker training. Discrete event simulation is then used to evaluate their performance in a DRC pure flow shop with high variability in demand and processing times. Results demonstrate that the matrix design impacts performance and that an unbalanced design has the potential to improve performance compared to a balanced design and full multi-functionality. Specifically, the bowl configuration shows much promise, which further confirms the "bowl phenomenon". However, performance gains are dependent on the combination of When, Where and Who rules used to guide the worker assignment decision. So, the decision on worker training is also contingent on the decision which worker assignment rule to use. Findings have important implications for research and practice, providing guidance on how to design more resilient shops and supply chains. [ABSTRACT FROM AUTHOR]

One of the most important areas of state policy is to improve the quality of medical services. The issue of staffing becomes relevant. In recent years, there have been certain positive development trends in the dynamics of staffing of the healthcare system. But insufficient staffing of medical organizations remains a problem, which leads to a decrease in the effectiveness and effectiveness of measures aimed at improving the health of the population. The purpose of the work is to study the availability of human resources in healthcare, identify problems and develop measures for improvement. The main tasks - to study the theoretical aspects of the development of personnel policy, the analysis of personnel security, the development of recommendations for improving personnel policy. The object of the study is the healthcare personnel of the Republic of Kazakhstan. The subject of the study is the forecast of the need for medical personnel. Research methods. The following general scientific research methods are used in the work: generalization, statistical methods, comparative and regression analyses. The results. The study analyzed changes in the number of medical personnel, graduates of medical educational programs, the need for specialists was calculated using regression analysis, and the forecast of the need until 2025 was considered. The increase in the number of medical personnel needs is a significant obstacle to the provision of quality services. Conclusion. Based on the conducted research, it is necessary to increase the prestige of the doctor, develop various methods of motivating and stimulating the work of healthcare workers, implement measures to solve social problems, etc.

This article discusses the general features of the time management organization, as well as in the context of non-standard staff motivation. It is emphasized that in the modern world, with the frantic pace of life and the development of society and technology, it is impossible to use your time effectively without first planning and organizing your schedule, in other words, without using time management. We have analyzed previous studies of the time-management effectiveness organization by leading world and domestic scientists. Their views on this process from both a theoretical and a practical point of view are briefly highlighted. The article gives its own definition of the term time management, based on the conducted analysis, synthesis and comparative characteristics. In our opinion, time management is a systematic approach to time management, which includes planning, prioritization and organization of actions in order to use time effectively and achieve set goals. It is analyzed how time management can help in effective management of labor's time, increasing productivity and achieving higher results. An example of time management for call center operators in the banking system is considered. Attention is paid to prioritization when creating a work schedule. The importance of focusing on labor resources is emphasized. The main advantages of clear time management at the enterprise are revealed: orientation to the final result; increase of the labor productivity; optimal use of working time; clarity and orderliness of work in the team; discipline of each individual employee. The results of a work schedule that is not focused on the employee are given: loss of energy and work capacity; internal burnout; decrease in work efficiency; loss of valuable labor resources by the enterprise. The article discusses the issue of time management in the context of non-standard staff motivation. Specific examples of how time management can be used to motivate staff and improve team work efficiency are considered. In particular, four areas of motivation through time management are highlighted: flexible work schedules; designation of priorities; reward and praise system; maintaining work-life balance. [ABSTRACT FROM AUTHOR]

ABSTRACT: The seasonal workload associated with pasture-based dairy farms, combined with increasing herd sizes, has led to a renewed focus on labor time-use and efficiency on dairy farms. The objective of this study was to examine labor time-use on pasture-based dairy farms in the spring and summer seasons. A total of 82 spring-calving Irish dairy farms completed the study from February 1 to June 30, 2019 (150 d). Each farmer recorded their labor input on one alternating day each week using a smartphone app. Any labor input by farm workers not using the app was recorded through a weekly online survey. Farms with data for each month (n = 76) were classified into 1 of 4 herd size categories (HSC) for analysis: farms with 50 to 90 cows (HSC 1); 91 to 139 cows (HSC 2); 140 to 239 cows (HSC 3); and ≥240 cows (HSC 4). Total hours of labor input was similar on HSC 1 (1,821 h) and HSC 2 (2,042 h) farms, but predictably as HSC increased further, total hours of labor input increased (HSC 3: 2,462 h, HSC 4: 3,040 h). On a monthly basis, labor input peaked in February (15.4 h/d) and March (15.7 h/d). The farmer worked on average 60.0 h/wk over the duration of the study period. Hired labor and contractors completed a greater amount of work as HSC increased. Labor efficiency, as measured by hours/cow, improved as HSC increased (HSC 1: 26.3 h/cow, HSC 2: 17.7 h/cow, HSC 3: 14.3 h/cow, HSC 4: 10.9 h/cow), though there were large variations in labor efficiency within HSC. Milking was the most time-consuming task, representing 31% of farm labor input making it an important focus for potential improvements in efficiency. The next 5 most time-consuming tasks were calf care (14%), grassland management (13%), cow care (10%), repairs and maintenance (10%), and administration/business (8%). This study contributes to the understanding of labor use during the busiest (most labor demanding) time of the year on pasture-based dairy farms and points to areas where labor efficiency improvements can be made on farms. The considerable variation in farm labor efficiency observed within HSCs emphasizes the necessity for a greater focus on knowledge transfer of methods to achieve improved labor efficiency and a better work–life balance on many dairy farms. As the 2 busiest months on most dairy farms, February and March require the most focus for identification of potential labor savings.

ABSTRACT: Herd size expansion combined with the seasonal workload on pasture-based dairy farms has led to an increased focus on techniques that can improve farm labor efficiency such as work practices and technologies. The objective of this study was to identify the work practices and technologies associated with labor efficiency of particular tasks, and estimate the time savings that could be made through their implementation during the period of peak labor input on spring-calving dairy farms. Data from an existing labor time-use study, completed from February 1 to June 30, 2019 (150 d), on 76 Irish dairy farms was used in conjunction with a survey on work practice and technology implementation. One hundred ten work practices and technologies were included in the initial survey, and of these, 59 were found to have an association with labor efficiency for their respective tasks. Best practice, regarding labor efficiency, was identified for the 59 work practices and technologies. An accumulation score was compiled for work practice and technology implementation; each farm received one point for each work practice or technology implemented. On average, farms implemented 31 labor-efficient work practices and technologies (ranging from 10–45). The most labor-efficient 25% of farms implemented a greater number of work practices and technologies (n = 37) than the least labor-efficient 25% of farms (n = 25). Multiple regression models estimated that each additional work practice or technology implemented would improve farm labor efficiency by 0.6 h/cow. Additionally, backward-regression models were used to predict the labor-savings associated with the most important work practices and technologies. Labor-savings were estimated for 12 significant individual work practices and technologies, of which 5 were related to milking, 4 to calf care, 2 to cow care, and one to grassland management. The work practices and technologies that offered the largest labor-savings included having one person in the milking pit during the mid-lactation period (−3.04 h/cow), having automatic cluster removers present (−2.55 h/cow) and contracting slurry spreading (−1.78 h/cow). This study focused on the variety of labor-efficient work practices and technologies available and highlighted those that farmers should focus on to improve labor efficiency. The results indicated that there is scope for improvement in the adoption of labor-saving work practices and technologies on many farms. The positive effect of implementing the identified labor-saving techniques on labor efficiency could be used to support future adoption.

Objective: With the advent of the knowledge economy, physical assets have given way to human capital as an important strategic resource for companies. The company's workforce is considered to be one of the most important intangible resources and assets of the company that have a direct impact on the process of value creation for the company. On the other hand, managers, especially CEOs, play an important role in running a company. Therefore, the present study investigates the relationship between CEO power and firm labor productivity. Methods: A sample of 104 firms listed in Tehran Stock Exchange during 2011-2018 was selected and the research hypotheses were tested using multivariate regression models based on panel data technique. Results: The results of this study showed a positive relationship between CEO power and labor productivity. In other words, according to tournament theory, firms with stronger CEOs are associated with increased labor productivity. The results also showed that CEO power is positively correlated with labor efficiency and negatively related to labor cost, meaning that more powerful CEOs increase labor efficiency and reduce labor costs. In addition, the results of supplementary analysis showed that the research results are not sensitive to changes in estimation methods and are robust. Conclusion: According to tournament theory, strong CEOs are recognized as the best workforce and receive more rewards for their performance than other employees. Therefore, a significant difference in the amount of payment can motivate the lower-level workforce and help them in their efforts and better performance to obtain career advancement, and this will increase the productivity of the company's workforce.

In this paper, labor efficiency in the rural hotel industry is analyzed while considering the characteristics regarding labor and infrastructure of the various Spanish provinces. The methodological procedure consisted of the analysis of 52 Spanish provinces. As analysis, Data Envelopment Analysis (DEA) and Multivariate Analysis have been used. Although rural tourism is consolidated in the Spanish holiday culture, the effect of labor efficiency on Spanish provinces is uneven. Performance depends on the geographical area; thus, labor efficiency is only achieved in Asturias and Balearic Islands, where rural tourism has a strong and positive impact on employment. The variable length of stay of the holiday period carries important weight for labor efficiency to be reached in said provinces. It can be observed that hotels located in places with charm and with special environmental protection contribute directly to the labor efficiency of the area due to the direct relationship between the area of protected land and the labor efficiency of the province. Several provincial groups are established with a variety of different characteristics, which confirms that the level of labor efficiency in the sector has yet to be maximized. [ABSTRACT FROM AUTHOR]

The seasonal workload associated with pasture-based dairy farms, combined with increasing herd sizes, has led to a renewed focus on labor time-use and efficiency on dairy farms. The objective of this study was to examine labor time-use on pasture-based dairy farms in the spring and summer seasons. A total of 82 spring-calving Irish dairy farms completed the study from February 1 to June 30, 2019 (150 d). Each farmer recorded their labor input on one alternating day each week using a smartphone app. Any labor input by farm workers not using the app was recorded through a weekly online survey. Farms with data for each month (n = 76) were classified into 1 of 4 herd size categories (HSC) for analysis: farms with 50 to 90 cows (HSC 1); 91 to 139 cows (HSC 2); 140 to 239 cows (HSC 3); and ≥240 cows (HSC 4). Total hours of labor input was similar on HSC 1 (1,821 h) and HSC 2 (2,042 h) farms, but predictably as HSC increased further, total hours of labor input increased (HSC 3: 2,462 h, HSC 4: 3,040 h). On a monthly basis, labor input peaked in February (15.4 h/d) and March (15.7 h/d). The farmer worked on average 60.0 h/wk over the duration of the study period. Hired labor and contractors completed a greater amount of work as HSC increased. Labor efficiency, as measured by hours/cow, improved as HSC increased (HSC 1: 26.3 h/cow, HSC 2: 17.7 h/cow, HSC 3: 14.3 h/cow, HSC 4: 10.9 h/cow), though there were large variations in labor efficiency within HSC. Milking was the most time-consuming task, representing 31% of farm labor input making it an important focus for potential improvements in efficiency. The next 5 most time-consuming tasks were calf care (14%), grassland management (13%), cow care (10%), repairs and maintenance (10%), and administration/business (8%). This study contributes to the understanding of labor use during the busiest (most labor demanding) time of the year on pasture-based dairy farms and points to areas where labor efficiency improvements can be made on farms. The considerable variation in farm labor efficiency observed within HSCs emphasizes the necessity for a greater focus on knowledge transfer of methods to achieve improved labor efficiency and a better work–life balance on many dairy farms. As the 2 busiest months on most dairy farms, February and March require the most focus for identification of potential labor savings. [ABSTRACT FROM AUTHOR]

Herd size expansion combined with the seasonal workload on pasture-based dairy farms has led to an increased focus on techniques that can improve farm labor efficiency such as work practices and technologies. The objective of this study was to identify the work practices and technologies associated with labor efficiency of particular tasks, and estimate the time savings that could be made through their implementation during the period of peak labor input on spring-calving dairy farms. Data from an existing labor time-use study, completed from February 1 to June 30, 2019 (150 d), on 76 Irish dairy farms was used in conjunction with a survey on work practice and technology implementation. One hundred ten work practices and technologies were included in the initial survey, and of these, 59 were found to have an association with labor efficiency for their respective tasks. Best practice, regarding labor efficiency, was identified for the 59 work practices and technologies. An accumulation score was compiled for work practice and technology implementation; each farm received one point for each work practice or technology implemented. On average, farms implemented 31 labor-efficient work practices and technologies (ranging from 10–45). The most labor-efficient 25% of farms implemented a greater number of work practices and technologies (n = 37) than the least labor-efficient 25% of farms (n = 25). Multiple regression models estimated that each additional work practice or technology implemented would improve farm labor efficiency by 0.6 h/cow. Additionally, backward-regression models were used to predict the labor-savings associated with the most important work practices and technologies. Labor-savings were estimated for 12 significant individual work practices and technologies, of which 5 were related to milking, 4 to calf care, 2 to cow care, and one to grassland management. The work practices and technologies that offered the largest labor-savings included having one person in the milking pit during the mid-lactation period (−3.04 h/cow), having automatic cluster removers present (−2.55 h/cow) and contracting slurry spreading (−1.78 h/cow). This study focused on the variety of labor-efficient work practices and technologies available and highlighted those that farmers should focus on to improve labor efficiency. The results indicated that there is scope for improvement in the adoption of labor-saving work practices and technologies on many farms. The positive effect of implementing the identified labor-saving techniques on labor efficiency could be used to support future adoption. [ABSTRACT FROM AUTHOR]

Problem definition: This work focuses on the hotel housekeeping process. In a field study, a possible channel of disease transmission between consecutive guests in hotel rooms is revealed. In order to prevent the transmission, an innovative assembly-line housekeeping method is developed. Academic/practical relevance: The transmission of infectious diseases during hotel stays (e.g., by touching unclean towels or bed linens) has been reported globally. Under the current COVID-19 pandemic, having contact with saliva or mucus left by an infected person could cause infection. The standard housekeeping process used by the majority of hotels leaves a channel for new towels and bed linens in refreshed rooms to be contaminated by bacteria or viruses from used towels and bed linens. Eliminating the contamination channel and preventing disease transmission are crucial for protecting the health and safety of hotel guests, especially under a disease outbreak such as the current COVID-19 pandemic. Methodology: The research was conducted during a field study at a hotel. To design the assembly-line process, the service time distribution of each housekeeping operational step is characterized using data collected from the practice at hundreds of hotel rooms. An optimization model is proposed to optimize the operation. Through a pilot test, the performance of the assembly-line and the traditional housekeeping methods is compared. Results: The pilot test results show that the assembly-line housekeeping method has the potential to improve not only hygienic standards but also, labor efficiency and service quality (error rate). Managerial implications: The outbreak of the COVID-19 pandemic draws tremendous public attention on disease transmission and public hygiene. The principle of the assembly-line method (i.e., eliminating contamination channels through teamwork operational design) can be applied to not only hotel housekeeping practices but also, many other service settings. It leads to hygienic, efficient, and reliable operations, at no additional cost. [ABSTRACT FROM AUTHOR]

In this article, the author examines the issue of «moral depreciation» of personal computer software and shows how it can affect the productivity of an organization. The relevance of the chosen topic is due to the fact that in the modern economy, with the advent of new products on the IT market aimed at optimizing work processes, low labor productivity is still observed in many companies, thereby arousing the interest of various researchers to understand this situation. The aim of the study is to analyze the processes of updating PC software at Russian enterprises and to study its impact on labor productivity. The main content of the study is the analysis of statistical data in the field of information and communication technologies in the context of various categories and groups. Special attention is paid to the analysis of the use of special programs at enterprises, as well as to the issues of personnel training on the use of these programs in their activities. As a result of the analysis, the author highlights the main points that arise in modern Russian companies due to the «moral depreciation» of software products, and also shows how they can affect their productivity. In conclusion, recommendations are offered to improve the current situation

Mechanical hedging was evaluated at Washington State University Northwestern Washington Research and Extension Center, Mount Vernon, WA, in 2019 and 2020 on eight cider apple (Malus ×domestica) cultivars with four bearing habits: tip—Golden Russet, Harrison; spur—Brown Snout, Cap of Liberty; semispur—Tom Putt, Campfield; and crab—Puget Spice, Hewe’s Virginia Crab. Trees were planted on ‘Geneva 935’ (Malus hybrid) rootstock in one replicate block in 2014 and the second replicate block in 2016 and the central leader of all trees was headed in 2017 to equalize tree size and stage of development. Summer hedging was carried out on all cultivars on 16 July in 2019 and 7 July in 2020. The response of different cultivars was evaluated both years by measuring canopy area removed, shoot biomass removed, and fruit removed, and the amount of time to hedge was measured. Additionally, fruit diameter and fruit yield per tree were measured at harvest both years, and fruit weight was measured at harvest only in 2020. The hedger traveled at an average speed of 1.32 mph; it took 6 seconds on average to hedge both sides of one tree when in-row spacing was 6 ft and took 1.25 minutes to maneuver around the end of a row. The estimated time to hedge 1 acre was 1.45 hours when the hedger traveled at 116 ft/min and the orchard had 10 rows spaced 12 ft apart. Biomass removed on an area and weight basis was less in 2020 than in 2019, whereas yield per tree was 2.6 times greater in 2020 than 2019, and cultivars within a bearing habit differed in these responses to hedging both years. Fruit damaged by the hedger was assessed but observed to be negligible for all cultivars. Yield per tree was negatively correlated with fruit diameter (P < 0.001) and positively correlated with the number of fruit removed per tree (P < 0.025). Further research is needed to assess the long-term effects of hedging on biomass removal, yield, and biennialism to determine whether summer mechanical hedging is a cost-effective and suitable method for managing cider apple orchards.

Biochar is a product of pyrolysis obtained from any type of biomass and can be used as a soil amendment or conditioner, improving the physical, chemical, and biological properties of the soil. Additionally, it can serve as an alternative to the application of synthetic fertilization in forest species such as Acacia mangium Willd. This research was oriented towards the determination of the economic efficiency of the use of biochar in A. mangium compared to the use of synthetic fertilizers. Production costs of wood and by-products, income and profits from forestry, economic efficiency of capital (cost-benefit ratio), labor (wood production per worker), and land (wood production ha-1) were considered. We found that the production of wood using biochar increased by 47% per unit area (ha), by 23% per unit of work (worker), and increased earnings by approximately one million Colombian pesos ha-1 compared to the use of only synthetic fertilizers.

Objective: With the advent of the knowledge economy, physical assets have given way to human capital as an important strategic resource for companies. The company's workforce is considered to be one of the most important intangible resources and assets of the company that have a direct impact on the process of value creation for the company. On the other hand, managers, especially CEOs, play an important role in running a company. Therefore, the present study investigates the relationship between CEO power and firm labor productivity. Methods: A sample of 104 firms listed in Tehran Stock Exchange during 2011- 2018 was selected and the research hypotheses were tested using multivariate regression models based on panel data technique. Results: The results of this study showed a positive relationship between CEO power and labor productivity. In other words, according to tournament theory, firms with stronger CEOs are associated with increased labor productivity. The results also showed that CEO power is positively correlated with labor efficiency and negatively related to labor cost, meaning that more powerful CEOs increase labor efficiency and reduce labor costs. In addition, the results of supplementary analysis showed that the research results are not sensitive to changes in estimation methods and are robust. Conclusion: According to tournament theory, strong CEOs are recognized as the best workforce and receive more rewards for their performance than other employees. Therefore, a significant difference in the amount of payment can motivate the lower-level workforce and help them in their efforts and better performance to obtain career advancement, and this will increase the productivity of the company's workforce. [ABSTRACT FROM AUTHOR]

Copyright of Agronomía Colombiana is the property of Universidad Nacional de Colombia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The methods of increasing the level of competitiveness of the Russian Federation in the world through sustainable development of human capital have been studied. The analysis of the most considerable indicators in the social and economic development of Russia and other leading economies in order to understand the current place and role of the Russian economy in the world society has been presented. Based on the analysis a number of reasons influencing on the further development of the Russian economy, taking into account the more active use of human capital in the global structure of the economy, has been revealed. The result of the study was to identify the weakest issues of the Russian economic structure including the fundamental difficulties in the development of human capital. At the end of the article, the main recommendations for fixing the identified problems have been given.

The scope of the concepts of “adaptation”, “improvement”, “stimulation” and “motivation” of staff to various changes in the professional environment has been analysed. The objective need to adapt the incentive system and staff motivation to new conditions for the functioning of the enterprise has been considered. The differentiating features of each phenomenon are traced in scientific discourse and in practice have been traced. A set of measures to improve the system of stimulation of working personnel and adaptation in the synthesis with motivational mechanisms has been proposed. The main conclusions and suggestions can be used in the activities of related organizations in order to improve the system of incentives for workers.

The purpose of the work was the evaluation of changes in the effectiveness of the use of labor in agriculture against a background of changes in the relation of production factors. The analysis is presented on a regional basis. The empirical material consisted of CSO statistical data from 2000-2016. The following diagnostic variables were used for analysis: (1) the value of gross agricultural output per one employed in agriculture, (2) technical work equipment – the gross value of fixed assets in agriculture per one employed in agriculture, (3) the number of people working in agriculture per 100 hectares of agricultural land (AL), (4) technical equipment of agricultural land – the gross value of fixed assets in agriculture per 1 hectare of AL. Based on a set of diagnostic features describing individual voivodships in Poland, their classification was performed using the cluster analysis of the Ward method. A decrease in the technical equipment of labor was recorded, and an increase in the technical equipment of agricultural land and the number of people working in agriculture per 100 hectares of AL. At the same time, these changes varied in individual groups of voivodships. Analysis of regional differentiation demonstrates that, in voivodships with much more favorable relations of production, labour efficiency was higher. In addition, in these voivodships, the average annual rate of changes in labor efficiency was also at a higher level. This may result in a growing disparity in the level of farming efficiency.

The article explores the concepts of intellectual labour and the management of intellectual work. The six main motivational needs, lead, according to the author, employees of the management of intellectual work. Shows the methods of management of exposure to meet the motivational needs of employees, engaged in intellectual work.

The article describes the evaluation methodology marketing management personnel of the company. The article shows the essence and structure of marketing management of firm. Analyzed the valuation principles of marketing labor management personnel. The conclusions about the impact of marketing management on the efficiency of employees.

In the article the analysis of approaches to definition of essence of competitiveness of employees on the basis of works of Russian scientists in this area. The author’s interpretation of the concept «competitiveness». The conclusion about the influence of the formation and development of competitiveness of workers to increase of efficiency of their work.

The objective of this study was to compare a vacuum control system that increases milking system vacuum during the peak flow period of milking to conventional constant vacuum control technology regarding its effect on milk flowrate and milking duration. Further objectives were to study the effects of flow-controlled vacuum on milking parlor performance. An observational study was conducted on a commercial dairy farm milking from 848 to 896 cows per day over the study period using a 60-stall rotary milking parlor. The flow-controlled vacuum control system was applied for 3 wk. Milking performance and teat condition were compared with 3-wk periods prior and subsequent to the test period using conventional vacuum control. Statistical analysis was performed assuming a cross-sectional study design during each period. Flow-controlled vacuum increased peak milk flowrate by 12% and increased average milk flowrate by 4%. The decrease in individual cow milking duration was proportional to milk yield per milking. Postmilking teat condition was good during the entire study period. The occurrence of rough teat ends was slightly reduced during the flow-controlled vacuum period with no meaningful difference in the occurrence of teats with blue color, palpable rings, or petechia. The combination of reduced vacuum during the low flow period of milking and the decrease in milking duration are likely factors that are protective of teat tissues. Bioeconomic modeling of the use of flow-controlled vacuum on the performance of rotary milking parlors, using the data that were collected during the study, showed that the reduction in milking duration of individual cows allows a higher rotary parlor speed. Modeled parlor throughput increased by 5.0% to 419 cows/h, 6.8% to 407 cows/h, and 4.2% to 326 cows/h when 80%, 95%, and 99% of the cows were finished milking at the end of the rotation for a 60-stall parlor. Model results showed that increased parlor throughput resulted in increased labor efficiency, reduced labor costs for milking, and a positive benefit-cost ratio on the investment for all but the smallest herd and parlor sizes considered. [ABSTRACT FROM AUTHOR]

The interrelations between the efficiency of higher education workers and the competitiveness of the Universities have been analyzed. The system of remuneration of workers in the field of education has been evaluated. The relationship between the average salary of higher education workers and the average salary in the economy, as well as the rating indicators of Russian universities on the basis of indicative indicators, - has been investigated. The goals of transition to the system of effective contract have been considered and systematized. The specificity of the implementation of institutional changes, that ensure the qualitative transformation of higher education in the transition to the system of effective employment, has been revealed. The interrelation of the model of effective employment and competitiveness of the leading Russian universities in the world scientific and educational space has been traced.

The paper discusses job satisfaction in the context of different generations of workers and the entry of new representatives in the labor market. The study is both theoretical and applied; it uses materials of quantitative and qualitative research on the issues under consideration. The main source of empirical data is a sociological surveys conducted in 2015 and 2017 according to the method of random non-repetitive sampling among employees of individual enterprises of different forms of ownership operating in Podlaskie North-Eastern region of Poland, and analysis of the data. The goals of our work are to identify the most important organizational factors that influence job satisfaction and to identify differences between the employees from the older generation (X) and the younger generation (Y) at regional enterprises of different ownership forms as objects of functional management. According to four indicators reflecting professional job satisfaction (working conditions, sense of self-worth, possibility of development, relations with other employees), the findings of our study revealed similarities and differences between them in the older and younger generations. Similarity consists in the fact that material results of activity are a priority for both generations of workers. Difference consists in the predominance of pragmatism in the younger generation and conservatism in the older generation. The study is of theoretical and practical importance in the field of professional business management in the region. It indicates what factors are important for the younger generation of workers in the context of achieving job satisfaction compared to the older generation. Therefore, the management of any enterprise should use a variety of management tools to improve the efficiency of its activities, for example, to differentiate the motives that will satisfy different needs and incentives in the work of employees of different age groups

The object of the research are details of formation, use and improvement of the economic-mathematical model of wages regulation at industrial enterprises depending on the level of productivity and efficiency of staff work in the system of operational (production) management. The main internal variables of enterprise are considered. It is determined that employees are the most important situational factor in the system model of interconnection of internal variables, and therefore their labor should be valuated properly and be adequately paid for. It is identified that in practice there are problems connected with formation and use of applied mechanisms for regulation of wages at industrial enterprises in accordance with the structurally-functional business model of process of formation of systems of material labor incentives. It is determined that one of the main objectives of the system of material incentives at industrial enterprises is ensuring the correlation between quantity, quality, growth of labor productivity and the received wages. The economic-mathematical model of wages regulation at industrial enterprises is improved depending on the level of productivity and efficiency of staff work in the system of production management.

Introduction. The article is devoted to analysis of the indicators’ dynamic that characterizes the quality of working life level in the Russian industrial sector. The aim of research is to identify and assess the influence of working life quality on economic efficiency of labor.Methods. The system of indicators for the period from 2005 to 2015 is determined on the basis of the analysis of existing assessment methods of working life quality and on official statistics data, which reflects the main elements of working life quality. Therefore, the most significant indicators of working life elements in terms of labor efficiency are determined by means of correlation analysis.Results. It is revealed that social guarantees, decent wages and safe working conditions, i.e. objective characteristics of working life quality, have the greatest impact on labor efficiency. As a result, the subjective characteristics such as job satisfaction and opportunities for self-expression and selfrealization, despite the long period of the market economy development, continue to play a secondary role. The demonstrated problem confirms the fact that the main block of working life quality for industrial workers is not fully ensured and is deterrent to the growth of labor efficiency as a socio-economic category.Discussion and conclusions. The results of this research indicate the availability of reserves to improve labor efficiency through the usage of modern methods of production organization to ensure economic conditions of decent work of industrial workers.

In the article it was found that during 2016-2019 in Ukraine the total productivity of agricultural workers increased, due to increased investment and technological renewal of agricultural production by large agricultural holdings. The main reason for this growth is the opening of access to Ukrainian agricultural enterprises to the markets of the European Union. Accordingly, the enterprises of the agricultural sector of Ukraine focus on the development of crop production, which is more attractive in terms of increasing profitability due to significant export opportunities. According to the obtained results, the amount of labour costs of employees in agricultural enterprises for the analysed period has generally more than doubled. In the article we have identified regional features of labour productivity of enterprises in the agricultural sector of Ukraine, in terms of studying the level of efficiency of staff use. We have substantiated the proposals for the introduction of a special algorithm in the activities of agricultural enterprises to ensure the efficiency of the management of their labour resources. We in the article proved that the improvement of the system of formation and use of labour resources of agricultural enterprises of Ukraine should also consider the identified regional disparities in the levels of labour productivity, in order to stimulate the productivity of enterprises in the regions with the lowest rates. [ABSTRACT FROM AUTHOR]

Copyright of Economic Science / Jingji Kexue is the property of Economic Science Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Annals of the Polish Association of Agricultural & Agribusiness Economists is the property of Polish Association of Agricultural & Agribusiness Economists and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Agriculture has been consistently marked as one of the deadliest industries by the United States Bureau of Labor Statistics (BLS). While this statistic is widely used in promoting agricultural safety and health, it does not paint a complete picture on the current status of agricultural safety and the advances that have been made in the last century. For example, even with a stagnant rate of injury, the BLS has reported that fatal incidents decreased from a high of 855 incidents in 1993 to a low of 500 incidents in 2013. The purpose of this study was to analyze the impact that agricultural engineering developments had on reducing fatal injuries. Agricultural engineering developments are defined as any agricultural improvement that results in a direct reduction in the amount of labor needed. This study uses existing federal agricultural statistical, injury and demographic data to calculate the impact that engineering, in contrast to yield improvements and safety enhancements, contributed to a reduction in the number of fatal incidents. The study found that engineering developments could have contributed to the reduction in the number of fatal injuries by about 170 incidents from 1992 to 2015. This represents 63% of the total reduction in the number of fatal injuries. In conclusion, agricultural engineering developments play a substantial role in reducing the number of fatal incidents by removing and reducing labor exposure to hazardous environments. [ABSTRACT FROM AUTHOR]

Today, there is no unambiguous definition of the phenomenon of professional deformation of an individual, which makes it impossible to separate the professional deformation from common errors in work, inadequate education of managers, normal fatigue, workaholism and professional “burnout”. An important feature of professional deformations is their gradual development in the process of activity and unawareness thereof by the employee. The lack of clear qualification requirements in the case when negative qualities are compensated with positive qualities often allowing the employee to perform his duties effectively lead to the fact that the professional deformation is not taken into account by the management. One of the problems of the professional deformation phenomenon is that the professional and personal deformations may not match and even contradict each other. The professional deformation is also developed if there is a mismatch between the education and the requirements of a particular job. The experience in different occupations, in addition to the development of positive qualities of a professional, often contributes to the development of negative qualities, i.e., professional deformations produced by various activities. The paper demonstrates the ambiguous relationship between professional deformations and professional incompetence, inadequate professional and life experience, common errors in professional activities. For every of such “paradoxes” general preventive measures are proposed not to allow these phenomena to escalate into a real professional deformation.

This article discusses the problem of the effective work of managers of industrial enterprises, which is the basis of economic development in modern Russia. The authors suggest that the management of the system of performance indicators in managers in the conditions of realization of various business processes can reduce the risk of crises in the enterprise, and improve the efficiency of labour management and productivity in the company in a whole. According to the authors, improving the efficiency of management in the conditions of implementation of the various business processes of industrial enterprises is an integral element of the overall strategic development of the company. The article presents the results of work performance assessment of managers in the implementation of business process management. In this article there is developed performance business process management on the example of the metal cutting enterprise management levels: the corporate level, the first operational level, the second operational level, and the line level. For these indicators the performers are defined and criteria are given.

In conditions of increasing competition, the problems of efficiency increase of activity of the company are significantly actualized, which directly depends on efficiency of labour activity of every employee and the implemented business model of the organization. On this basis the aim of the research is to analyze existing indicators of performance evaluation of the labour activities of both the employee and the business model of the organization.The theoretical basis of the study consists of principles of the economic theory, the works of native and foreign experts in the field of job evaluation. The information base of the research consists of economic and legal literature dealing with problems of this study, the data published in periodicals, materials of Russian scientific conferences, seminars, and Internet resources.In this article I have used and found the application of scientific methods of data collection, methods of research and methods of assessing their credibility: quantitative, comparative, logical analysis and synthesis.The modern business concern about the accumulation of wealth of shareholders, giving the company stability, growth and efficiency inevitably leads to necessity of creation and development of technologies aimed at improving the productivity of employees. The paper presents a comparative analysis of different approaches to assessing the labour effectiveness.The performance of the work is the ratio of the four essential parameters that determine the measure of efficiency of persons’ activity: the quantity and quality of result of work (a service, material product or technology) in relation to spend time and cost on its production. The use of employees («performance») should be in the following way that they could achieve the planned results in the workplace. The authors have noted that to develop of technologies for the measurement of productivity it is very important to use the procedures and indicators that are integrative in nature, i.e. aimed at the simultaneous control over all parameters for performance. These parameters can be divided into three blocks: performance; professional competence; personal qualities of the employee. Key performance indicators are more often used to assess the performance of employees.Key performance indicators are a measure of the goals. This system makes sense to use when there are specific and measurable goals, deadlines and quality requirements of the result.The effectiveness of any company also depends on the efficiency of its business model. At the present stage the changing business environment requires a proactive adaptation of the business model of any company. The main criteria of the efficiency of the business model of any company are to preserve and increase its value with the positions of the various groups of stakeholders. In modern conditions the process of formation of competitive business model is, in fact, continuous. PDSA method as the basis can be used, assuming the continuity of the transfer to another condition and adjustment of development priorities.

Purpose The development and implementation of centralized mail-order pharmacy services in an academic healthcare system are described. Summary The use of mail-order pharmacy services continues to increase, as mail-order services offer patient benefits such as reduced copayments and improved clinical outcomes. Prior to undertaking an initiative to improve its mail-order pharmacy services, the University of Utah Health system's pharmacy department offered decentralized mail-order pharmacy services at all of its retail pharmacies, but there was no standardized process for processing mail-order prescriptions or providing phone support to mail-order patients. Centralized mail-order pharmacy services were developed and implemented by creating (1) a standard process for mail-order pharmacy services, (2) a centralized mail-order prescription filling center, and (3) a call center to support mail-order pharmacy services. Implementation of centralized mail-order pharmacy services resulted in an almost 50% reduction in time spent by pharmacy team members on mail-order prescription filling and packaging tasks. Use of a central call center resulted in a decreased call abandonment rate and contributed to a decreased pharmacy workload resulting from an overall reduction in call volume due to an increased rate of first-call issue resolution. Conclusion Establishment of a centralized mail-order pharmacy service along with operational and infrastructure improvements resulted in improved quality and regulatory compliance and enhanced labor efficiency and patient communication. [ABSTRACT FROM AUTHOR]

The seasonality of grass-based, seasonal-calving dairy systems results in disproportionately higher labor demands during the spring, when cows are calving, than in the remaining seasons. This study aimed to (1) examine the relationship between labor efficiency and profitability; (2) investigate strategies to reduce the hours worked per day by the farmer, family, and farm staff in the spring by having certain tasks outsourced; and (3) quantify the economic implications of those strategies. Data from an existing labor efficiency study on Irish dairy farms were used in conjunction with economic performance data from the farms. Tasks that required the highest level of farm labor per day in the spring were identified and hypothetical strategies to reduce the farm hours worked per day were examined. A stochastic budgetary simulation model was then used to examine the economic implications of employing these strategies and the effects of their use in conjunction with a proportionate increase in cow numbers that would leave the hours worked per day unchanged. The strategies were to use contractors to perform calf rearing, machinery work, or milking. Contracting out milking resulted in the greatest reduction in hours worked per day (5.6 h/d) followed by calf rearing (2.7 h/d) and machinery work (2 h/d). Reducing the hours worked per day by removing those tasks had slight (i.e., <5%) negative effects on profitability; however, maintaining the farm hours worked per day while utilizing the same strategies and increasing herd sizes resulted in profitable options. The most profitable scenario was for farms to increase herd size while contracting out milking. [ABSTRACT FROM AUTHOR]

Using a table-service casual dining restaurant chain, we used direct observations to examine how guests' use of tabletop technology affected their dining time and front of house labor usage. Results from our study showed that dining time was significantly reduced for guests who used the tabletop devices to either order, or order and pay for their meals by 17% and 31%, respectively. We also found that server contact time and table service time required by the servers to manage their guests' experiences was significantly decreased for the tables that used the tabletop devices compared with the tables that did not use the devices. Practical and managerial implications are discussed. [ABSTRACT FROM AUTHOR]

Highlights • Robotic transplanting of cuttings was cost-effective compared with manual labor. • Robots were favored by low manual labor availability, productivity and high wages. • Seasonality in production reduced the weeks when robots were used to capacity. • Increased hours of operation and less plant diversity improved automation output. Abstract Transplanting of unrooted plant cuttings to produce rooted liner trays is a manufacturing process that requires considerable manual labor. However, increasing labor cost and reduced labor availability has increased interest in automation. The objective was to evaluate return on investment of transplanting robots, and identify key factors that businesses should consider when purchasing a transplanting robot. Data on labor costs, cuttings transplanted, and costs of automated transplanting were surveyed at six greenhouse firms. The resulting average scenario assumed an annual labor cost of $408,377 to manually transplant 29.3 million (M) cuttings at $12.49 per hour, resulting in a cost of $0.014 per cutting. An investment of $125,000 in one transplant robot operated for up to 76 h per week (2 shifts) had an annualized cost of $70,270 ($6,250 cost of ownership and $64,020 labor cost for robot operators). The robot could transplant 7.2 M cuttings per year (25% of the total), at an average cost of $0.010 per cutting compared with $0.014 for manual transplanting. With these assumptions, over 10 years the transplant robot would yield an annual cash flow saving of $29,891 a Net Present Value (NPV) of $105,807 and a discounted payback period of 4.8 years. Each transplant robot would reduce labor requirements during the peak week by two full time equivalent workers (3% of total workforce). Sensitivity analysis showed investment in automatic transplanting was increasingly profitable with a high local wage, and low manual labor efficiency (few cuttings per workers). There were economies of scale when more than one robot was used. Greater efficiency resulted from increasing hours of robot operation during the peak period, and in operations where cuttings were transplanted throughout the year. Results can be used to evaluate the impact of automation on labor cost and availability for the transplant process. [ABSTRACT FROM AUTHOR]

Subject of research: some aspects of perfection of remuneration system in a construction company. Purpose of work: to define modern problems of remuneration organization in construction industry to ground the directions of remuneration system perfection in construction companies and in the industry as a whole. Methodology of work. The work is done by means of analytical researches of the transition process to a market economy which may provide an improved remuneration system in the construction company. Results. We distinguished the features of remuneration system in construction industry and suggested the introduction of grading system to substantially increase the labor productivity providing an opportunity to define all-level compensation on the basis of comparison of relative cost of different work areas (positions) suitable for all workers of a company. Scope of the results: State and private management of a construction company. Results of the study can be introduced by the heads of construction companies to use these new methods of encouraging workers financially that will substantially reduce company’s expenses and promote its efficiency. Conclusions. Construction industry is characterized by different building assembling works that demand a new effective remuneration system stimulating labor efficiency. A new approach to the remuneration system provides for the rejection of the traditional time-based or complexity-term systems; this approach is a system of grading. The introduction of a modern remuneration system in construction companies will provide an objective estimation of positions and stuff efficiency and, consequently, valid reward of employees, which is one of the main requirements for remuneration systems in market conditions and optimizes the wage fund.

A system of standard indices is formulated for the labor intensity of research and development activities. A methodology of labor-intensity determination is proposed for the effective organization of research and development, with specific risk factors. This methodology permits optimization of budget expenditures on research and development. [ABSTRACT FROM AUTHOR]

Romanian agriculture issues have been analyzed and discussed in numerous studies and professional articles. Agriculture is an important sector for Romania, given the large agricultural area owned; the sector can contribute to the qualitative transformation of the Romania’s economy. Studies on agriculture and its role in the economic development of a country are numerous and highlight the importance of agriculture for any economy. Starting from the features of the Romanian agriculture and considering the current European context, this paper presents the situation of the Romanian agriculture and the main courses of action for rural development in order to improve work efficiency in the Romanian agriculture.

The article discusses extra-role performance behavior of teachers and their identification with the teaching staff under the conditions of modernization of the education system and optimization of the network of educational institutions in Russia. The author provides a review of the literature on the subject and specifies the concept of extra-role performance behavior of teachers, what factors cause or promote such behavior, and what it means to be a “good teacher”. Understanding the importance of extrarole performance behavior as an essential component of labor efficiency will help educational organizations’ heads to use it in the recruitment, selection and certification of teachers, and in the development of personnel reserve. The author selects three factors predicting extra-role performance behavior: work experience, the school as an organization, and identification with the school staff. Regression models based on data on school teachers of Vologda (N = 78.6 schools), explained extra-role performance behavior associated with a change in the functioning of the organization (Model 2. Enhancement of performance, R2=0.21) and with behavior toward colleagues (Model 4. Helping the colleagues,R2=0.19). The predictive capacity (partial R2) of predictors turned out different: for work experience – 0.10, for affiliation with a particular school – 0.06, for identification with the school staff – 0.02 . Extra-role performance behavior of teachers in Vologda is more pronounced in comparison with the standardization sample. Newcomers are much less likely to display such behavior since they do not have opportunities to influence the school organization and help colleagues. The low degree of satisfaction with group membership as a component of identification with the school team can be caused by significant work-load. We assume that when work-load increases, it is extra-role performance behavior that suffers in the first place, and this leads to decrease in work performance and provokes various unproductive compensatory strategies: burnout; slowdown of professional development. Because newcomers and experienced teachers manifest this behavior to a different extent, the effect for beginners will be delayed. It is necessary to consider the influence of the environment, because extra-role performance behavior depends on where and with whom an individual works

With the cessation of milk quotas in the European Union, dairy herd sizes increased in some countries, including Ireland, with an associated increase in labor requirement. Second to feed costs, labor has been identified as one of the highest costs on pasture-based dairy farms. Compared with other European Union countries, Ireland has historically had low milk production per labor unit; thus, optimization of labor efficiency on farm should be addressed before or concurrently with herd expansion. The objective of this study was to quantify current levels of labor input and labor efficiency on commercial pasture-based dairy farms and to identify the facilities and management practices associated with increased labor efficiency. Thirty-eight dairy farms of varying herd sizes, previously identified as labor-efficient farms, were enrolled on the study and data were collected over 3 consecutive days each month over a 12-mo period, starting in May 2015 and finishing in August of 2016. This was achieved through the use of a smartphone application. For analysis purposes, farms were categorized into 1 of 3 herd size categories (HSC): farms with <150 cows (HSC 1), 150–249 cows (HSC 2), or ≥250 cows (HSC 3). Overall farm labor input increased with HSC with 3,015, 4,499, and 6,023 h worked on HSC 1, 2, and 3, respectively. A higher proportion of work was carried out by hired staff as herd size increased. Labor efficiency was measured as total hours input to the dairy enterprise divided by herd size. Labor efficiency improved as herd size increased above 250 cows with 17.3 h/cow per yr observed for HSC 3; labor efficiency was similar for HSC 1 and 2, at 23.8 and 23.3 h/cow per yr, respectively. A large range of efficiency was observed within HSC. The labor requirements had a distinct seasonal pattern across the 3 HSC with the highest input observed in springtime (February to April) primarily due to calving and calf-care duties, milking, and winter feeding. The lowest input was observed in wintertime (November to January) when cows were dry. Particular facilities and management practices were associated with efficiency within certain tasks, the most notable in regard to milking and winter feeding practices. Additionally, the most efficient farms used contractors to perform a higher proportion of machinery work on farm than the least efficient farms. [ABSTRACT FROM AUTHOR]

Transplanting of unrooted cuttings into trays filled with root substrate is an initial process in the production of rooted cuttings. There is potential for companies producing transplants to decrease production costs and increase profit margins by improving the labor efficiency of this process; however, benchmarking between firms is lacking. This study focused on benchmarking labor productivity for transplanting cuttings at young plant operations and identifying key factors that differentiate efficiency between businesses. Data were collected on the transplanting process of 14 U.S. young plant greenhouse companies during their peak production week in 2016. Companies surveyed included nine operations producing bedding plants (BPs) as the major type of transplant. The total weekly labor allocated to transplant cuttings averaged 2109 ± 449 hours (mean ± SE) at a labor cost of $26,392 ± $5842 to transplant 1,316,111 ± 273,377 cuttings, resulting in a labor cost of $0.023 ± $0.003 per cutting. For steps within the process of assembling a transplanted tray of cuttings, receiving and handling unrooted cuttings was 3% of the total labor cost, filling trays with root substrate was 8%, inserting cuttings into the root substrate was 70%, supervising was 10%, and moving assembled trays to the greenhouse bench was 8%. The labor cost per cutting varied nearly 5-fold between growers, from $0.010 to $0.049, indicating potential for improved efficiency in higher cost locations. Differences in the labor cost between firms resulted from factors including the plant type produced in each location, with greater handling and grading required for tissue culture and herbaceous perennials compared with BP cuttings, and differences in the hourly labor cost to the business which ranged from $9.23 to $18.66 between locations. Although other factors such as training, available labor pool, and lean manufacturing optimization were observed to affect labor efficiency at individual locations, it was not possible to quantify these effects using the survey approach taken. Benchmarked figures can be used to highlight opportunities to improve labor efficiency and decrease production costs, and to evaluate return on investment for alternative labor-saving approaches including robotic transplanting. [ABSTRACT FROM AUTHOR]