Search results for: Azka Decana

Authors: Sony Hartono, Azka Decana, Vilia Yohana, Annisa Luthfianihuda, Yuni Faizah, Tati Andriani, Dewi Kania, Fachri Zulfiqar, Sugiar Yusup, Arman Nugraha

Abstract:

Landslide is a geological hazard that is quite common in some areas in Indonesia and have disadvantages impact for public around. Due to the high frequency of landslides in Indonesia, and extensive damage, landslides should be specifically noted. Landslides caused by a soil or rock unit that has been in a state of unstable slopes and not in ideal state again, so the value of ground resistance or the rock been passed by the value of the forces acting on the slope. Based on this fact, authors held a geological engineering mapping at Muria Mountain, Kudus, Central Java province which is known as an agriculture and religion tourism area. This geological engineering mapping is performed to determine landslides potential at Muria Mountain. Slopes stability will be illustrated by a number called the “factor of safety” where the number can describe how much potential a slope to fall. Slopes stability can be different depending on the physical and mechanical characteristics of the soil and slope conditions. Testing of physical and mechanical characteristics of the soil conducted in the geotechnical laboratory. The characteristics of the soil must be same when sampled as well as in the test laboratory. To meet that requirement, authors used "undisturb sample" method that will be guarantee sample will not be distracted by environtment influences. From laboratory tests on soil physical and mechanical properties obtained characteristics of the soil on a slope, and then inserted into a Geological Information Software that would generate a value of factor of safety and give a visualization slope form area of research. Then, as a result of the study, obtained a map of the ground movement distribution map and i is implications for landslides potential areas.

Keywords: factor of safety, geological engineering mapping, landslides, slope stability, soil

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Authors: Saba Javed, Abdul Majeed Nadeem, Imran Qaiser, Muhammad Asif Kamran, Azka Amin

Abstract:

This study is designed to determine the poverty status and determinants of income diversification in rural areas of Pakistan using cross sectional data of Pakistan Social and Living Standards Measurement (PSLM) for 2010-2011. The variables used for measuring income diversification are demographic indicators, poverty status, and income of households. Foster-Greer-Thorbecke (FGT) poverty measures show that 43.1% poor and 56.9% non-poor resided in rural areas of Pakistan. A Tobit model was employed to examine the determinants of livelihood diversification among households. The result showed that age, gender, marital status, household size and province have significant impact on income diversification. The data show that non-poor and female headed household with higher family size diversify more as compared to poor, male headed household with small size of family members. The place of residence (province used as proxy for place) also plays important role for income diversification as Sindh Province was found more diversified as compared to Punjab and Khyber Pakhtoon Kha (KPK). It is recommended to improve the ways of income diversification among rural household to reduce poverty among them. This can be done by more investment in education with universal access for poor and remote localities households.

Keywords: poverty, income diversification, rural Pakistan, Tobit regression model, FGT

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Authors: Jarrod Haar, David Brougham, Azka Ghafoor

Abstract:

Māori are the indigenous people of Aotearoa (New Zealand) and have a unique perspective called Te Ao Māori (the Māori worldview) and important cultural values around utu (reciprocation), collectivism, long-term orientation, and whanaungatanga (networking, relationships). The present research conducts two studies to better understand how Māori businesses might have similarities and differences to New Zealand businesses. In study 1, we conducted 50 interviews with 25 Māori business owners and 25 New Zealand (non-Māori) owners. For the indigenous population, we used a kaupapa Māori research approach using Māori protocols. This ensured the research is culturally safe. Interviews were conducted around semi-structured questions tapping into the existing business challenges, the role of innovation, and business values and approaches. Transcripts were analyzed using interpretative phenomenological analytic techniques. We identified several themes shared across all business owners: (1) the critical challenge around staff attraction and retention; (2) cost pressures including inflation; (3) and a focus on human resource (HR) practices to address issues including retention. Amongst the Māori businesses, the analysis also identified (4) a unique cultural approach to business relationships. Specifically, amongst the indigenous businesses we find a strong Te Ao Māori perspective amongst Māori business towards innovation. Analysis within this group only identified, within the following sub-themes: (a) whanaungatanga, around the development of strong relationships as a way to aid recruitment and retention, and business fluctuations; (b) mātauranga (knowledge) whereby Māori businesses seek to access advanced knowledge via universities; (c) taking a long-term orientation to business relationships – including with universities. The findings suggest people practices might be a way that firms address workforce retention issues, and we also acknowledge that Māori businesses might also leverage cultural practices to achieve better gains. Thus, in study 2, we survey 606 New Zealand private sector firms including 85 who self-identify as Māori Firms. We test the benefits of high-performance work-systems (HPWS), which represent bundle of human-resource practices designed to bolster workforce productivity through enhancing knowledge, skills, abilities, and commitment of the workforce. We test these on workforce retention and include Māori firm status and cultural capital (reflecting workforce knowledge around Māori cultural values) as moderators. Overall, we find all firms achieve superior workforce retention when they have high levels of HPWS, but Māori firms with high cultural capital are better able to leverage these HR practices to achieve superior workforce retention. In summary, the present study highlights how indigenous businesses in New Zealand might achieve superior performance by leveraging their unique cultural values. The study provides unique insights into established literatures around retention and HR practices and highlights the lessons around indigenous cultural values that appear to aid businesses.

Keywords: Māori business, cultural values, employee retention, human resource practices

Procedia PDF Downloads 67