Wastewater to value add products recovery

Fractional flow reserve (FFR) has been shown to improve outcomes when used to guide percutaneous coronary intervention (PCI). There have been two proposed cut-off points for FFR. The first was derived by comparing FFR against a series of non-invasive tests, with a value of ≤0.75 shown to predict a positive ischaemia test. It was then shown in the DEFER study that a vessel FFR value of ≥0.75 was associated with safe deferral of PCI. During the validation phase, a ‘grey zone’ for FFR values of between 0.76 and 0.80 was demonstrated, where a positive non-invasive test may still occur, but sensitivity and specificity were sub-optimal. Clinical judgement was therefore advised for values in this range. The FAME studies then moved the FFR cut-off point to ≤0.80, with a view to predicting outcomes. The ≤0.80 cut-off point has been adopted into clinical practice guidelines, whereas the lower value of ≤0.75 is no longer widely used. Here, the authors discuss the data underpinning these cut-off values and the practical implications for their use when using FFR guidance in PCI.

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AFRICA’S RENAISSANCE AND POTENTIAL IN THE LEATHER SECTOR WITH REFLECTION TO THE GLOBAL PERFORMANCE

Journal of African Leather and Leather Products Advances ◽

10.15677/jallpa.2015.v2i1.11 ◽

2015 ◽

Vol 2 (1) ◽

pp. 1-17 ◽

Cited By ~ 1

Author(s):

Mwinyihija M.

Keyword(s):

Value Chain ◽

Small And Medium Enterprises ◽

Middle Level ◽

Individual Member ◽

Socioeconomic Indicators ◽

Value Add ◽

Medium Enterprises ◽

The Impact ◽

Productivity And Competitiveness ◽

Critical Aspects

Africa’s renaissance is inevitable and rapidly emerging as a reality in tandem with the continent’s continued exploration of its natural resources in a more sustained way than previously done. Currently, the clarion call is to value add, avoid plundering and involve its population through the SME’s to adapt modern methods of entrepreneurship. During the study, critical aspects that are envisaged to trigger the growth and development of Africa, included the entry of major countries of the continent into the global emerging markets such as MINT (Mexico, Indonesia, Nigeria and Turkey) and BRICS (Brazil, Russia, India, China and South Africa). For the leather sector, certain socioeconomic indicators such as the youthful participation in the value chain, ownership status, literacy levels and acquired experiences are all contributing to a vibrant sector. It was observed that these indicators if well aligned with individual member states of African Union Commission and structured than productivity and competitiveness of leather products will be attained. As such, ease of either foreign direct investment, local recapitalization and development of the SME’s could become feasible. Indeed, with the emergence of over 300 million youth at middle level income level is construed to start building on the impact of the continents purchasing power. Therefore, Africa needs to respond by address on development of ICT, develop affordable financial support to provide stimulus packages to SME’s (Small and Medium Enterprises) to transform, improve on inter and intra trade to optimize on unexplored synergies and enhance mobility of persons with in Africa as preamble to Africa’s renaissance.

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Exploring the Benefits of Early Contractor Involvement (ECI) and the Mechanism for Automated 5D BIM Quantification Process in Offsite Modular Construction

Modular and Offsite Construction (MOC) Summit Proceedings ◽

10.29173/mocs6 ◽

2016 ◽

Author(s):

Tochukwu Moses ◽

David Heesom ◽

David Oloke ◽

Martin Crouch

Keyword(s):

Effective Means ◽

Cost Effective ◽

Modular Construction ◽

Automated Quantification ◽

Building Information ◽

Project Risks ◽

Value Add ◽

The Uk ◽

The Impact ◽

Level 2

The UK Construction Industry through its Government Construction Strategy has recently been mandated to implement Level 2 Building Information Modelling (BIM) on public sector projects. This move, along with other initiatives is key to driving a requirement for 25% cost reduction (establishing the most cost-effective means) on. Other key deliverables within the strategy include reduction in overall project time, early contractor involvement, improved sustainability and enhanced product quality. Collaboration and integrated project delivery is central to the level 2 implementation strategy yet the key protocols or standards relative to cost within BIM processes is not well defined. As offsite construction becomes more prolific within the UK construction sector, this construction approach coupled with BIM, particularly 5D automated quantification process, and early contractor involvement provides significant opportunities for the sector to meet government targets. Early contractor involvement is supported by both the industry and the successive Governments as a credible means to avoid and manage project risks, encourage innovation and value add, making cost and project time predictable, and improving outcomes. The contractor is seen as an expert in construction and could be counter intuitive to exclude such valuable expertise from the pre-construction phase especially with the BIM intent of äóÖbuild it twiceäó», once virtually and once physically. In particular when offsite construction is used, the contractoräó»s construction expertise should be leveraged for the virtual build in BIM-designed projects to ensure a fully streamlined process. Building in a layer of automated costing through 5D BIM will bring about a more robust method of quantification and can help to deliver the 25% reduction in overall cost of a project. Using a literature review and a case study, this paper will look into the benefits of Early Contractor Involvement (ECI) and the impact of 5D BIM on the offsite construction process.

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The impact of job description and career prospect on job satisfaction: A quantitative study in Mauritius

SA Journal of Human Resource Management ◽

10.4102/sajhrm.v17i0.1092 ◽

2019 ◽

Vol 17 ◽

Author(s):

Ketan S. Ramhit

Keyword(s):

Job Satisfaction ◽

Team Leaders ◽

Job Description ◽

Managerial Implications ◽

Career Prospect ◽

Value Add ◽

The Impact ◽

The Relationship ◽

Negative Relationships ◽

Good Career

Orientation: Literature shows that job description and career prospect are connected to job satisfaction and it is seen that, in Mauritius, job description and career prospect impact job satisfaction.Research purpose: The purpose of the study was to determine the relationship between job description, career prospect and job satisfaction in Mauritius.Motivation for the study: It has been noticed that employees are dissatisfied when they perform duties outside their job description and also when they see that they do not have a good career prospect. Despite the existence of several researches, limited research exists in the Mauritian context. The outcome will provide significant relevance to existing knowledge.Research approach/design and method: A quantitative approach was adopted and a survey was conducted in a multinational company in Mauritius. A sample of 132 employees was chosen.Main findings: This research unravelled significant negative relationships between job description, career prospect and job satisfaction. The results revealed that, when duties are not well described or when duties are not in line with current responsibilities, the employees are dissatisfied. Similarly, the greater the chances that employees are not given the opportunity to get promoted, the more they are dissatisfied.Practical/managerial implications: Human resource practitioners, managers and team leaders need to recognise that employee’s moods influence the work pattern in the organisation and a clear job description and an appropriate career plan should exist.Contribution/value-add: Literature on the relationship between job description, career prospect and job satisfaction in the context of Mauritius is almost inexistent. This study will add to existing knowledge.

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Gender pay gap in salary bands among employees in the formal sector of South Africa

SA Journal of Human Resource Management ◽

10.4102/sajhrm.v16i0.1018 ◽

2018 ◽

Vol 16 ◽

Cited By ~ 1

Author(s):

Adeboye M. Adelekan ◽

Mark H.R. Bussin

Keyword(s):

Top Management ◽

Gender Pay Gap ◽

Formal Sector ◽

Pay Gap ◽

Men And Women ◽

Representation Of Women ◽

Similar Work ◽

The Status ◽

Managerial Implications ◽

Value Add

Orientation: The gender pay gap is a worldwide challenge that has persisted despite political will and interventions. Comparably qualified women performing similar work as men continue to earn less. There are conflicting views in the literature regarding the status of the gender pay gap.Research purpose: The purpose of the study was to determine status of the gender pay gap among employees in the same salary band and to establish whether men and women receive similar pay for similar work in the study population.Motivation for study: The status of the gender pay gap would establish the progress made towards closing the gap and guide necessary adjustments to interventions.Research approach/design and method: A quantitative analysis was conducted on the pay information of 217 902 employees collected in a survey from over 700 companies, across 10 job families and 6 industries.Main findings: Men’s pay was consistently higher than that of women in all salary bands except at the 75th and 95th percentile in sub-bands B-lower and B-upper and 25th percentile in sub-band E-upper. The gender pay gap ranged from 8% in band A to 27.1% in sub-band F-upper. The gaps observed in the salary bands were statistically significant (p < 0.0001) except in sub-band E-upper, F-lower and F-upper, indicating convergence towards similar pay for similar work at senior to top management levels. Women were under-represented in all salary bands with the lowest presence in band F, especially sub-band F-upper. Gender, race, job family and industry have a significant effect on income earned in the study sample.Practical/managerial implications: Government’s efforts seemed to have produced minimal results as women are represented in all job families, industries and salary bands. The pay of men and women in senior and top management levels was similar. However, more still needs to be done to achieve the 50% target representation of women in senior management and close the gap at all levels.Contribution/value-add: The number of women at management levels is still very low when compared to their male counterparts. However, the gender pay gap in senior to top management positions are converging towards similar pay for work of similar value.

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ts-PWLAN: a value-add system for providing tiered wireless services in public hot-spots

IEEE International Conference on Communications, 2003. ICC '03. ◽

10.1109/icc.2003.1204168 ◽

2004 ◽

Cited By ~ 1

Author(s):

A. Acharya ◽

C. Bisdikian ◽

A. Misra ◽

Young-Bae Ko

Keyword(s):

Hot Spots ◽

Wireless Services ◽

A Value ◽

Value Add

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Power Communication Resources Data Manage Strategy Based on Information Lifecycle Management

Applied Mechanics and Materials ◽

10.4028/www.scientific.net/amm.644-650.6258 ◽

2014 ◽

Vol 644-650 ◽

pp. 6258-6260

Author(s):

Lei Sheng ◽

Yi Yang ◽

Shi Wen Wang ◽

Wen Yu Li

Keyword(s):

Data Management ◽

Information Management System ◽

Network Resource ◽

Erp System ◽

Use Of Resources ◽

Data Value ◽

Resource Data ◽

Value Add ◽

Gis System ◽

Lifecycle Management

This paper introduced power communication network resource data management and the importance of effects of information lifecycle management (ILM) on the information and data management. According to this paper, the various stages of the ILM are divided into two categories. In the value realization, communication resources information management system was applied in the solutions of interconnection and data integration with ERP system, GIS system, to achieve the objective of data value-add in the stage of the generation, access and sharing. Communication resources data was shared between these three systems, to maximize the use of resources and the value of data.

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