Life on the Brink is an unusual volume in that it allows non-‐academic, activist voices as well as politicians, environmental studies scholars, and social scientists to participate in the argument that concerns us all, the argument about the future of our planet and of humanity. The common thread running through the essays of two dozen nature writers and activists hailing from a range of disciplines and offering varied perspectives is their shared concern about population growth. All contributors see population growth as a major force behind our most serious ecological problems, including global climate change, habitat loss and species extinctions, air and water pollution, and food and water scarcity. Despite the differences in perspectives, all contributors argue that ending population growth worldwide is a moral imperative that deserves renewed commitment. https://www.linkedin.com/in/helenkopnina/
Global society is confronted with various challenges: climate change should be mitigated, and society should adapt to the impacts of climate change, resources will become scarcer and hence resources should be used more efficiently and recovered after use, the growing world population and its growing wealth create unprecedented emissions of pollutants, threatening public health, wildlife and biodiversity. This paper provides an overview of the challenges and risks for sewage systems, next to some opportunities and chances that these developments pose. Some of the challenges are emerging from climate change and resource scarcity, others come from the challenges emerging from stricter regulation of emissions. It also presents risks and threats from within the system, next to external influences which may affect the surroundings of the sewage systems. It finally reflects on barriers to respond to these challenges. http://dx.doi.org/10.13044/j.sdewes.d6.0231 LinkedIn: https://www.linkedin.com/in/sabineeijlander/ https://www.linkedin.com/in/karel-mulder-163aa96/
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Anxiety among pregnant women can significantly impact their overall well-being. However, the development of data-driven HCI interventions for this demographic is often hindered by data scarcity and collection challenges. In this study, we leverage the Empatica E4 wristband to gather physiological data from pregnant women in both resting and relaxed states. Additionally, we collect subjective reports on their anxiety levels. We integrate features from signals including Blood Volume Pulse (BVP), Skin Temperature (SKT), and Inter-Beat Interval (IBI). Employing a Support Vector Machine (SVM) algorithm, we construct a model capable of evaluating anxiety levels in pregnant women. Our model attains an emotion recognition accuracy of 69.3%, marking achievements in HCI technology tailored for this specific user group. Furthermore, we introduce conceptual ideas for biofeedback on maternal emotions and its interactive mechanism, shedding light on improved monitoring and timely intervention strategies to enhance the emotional health of pregnant women.
In het project CW4.0 onderzoeken MKB’ers uit de houtindustrie en Smart Industry samen met de Hogeschool van Amsterdam (HvA), kennispartners TNO, HMC en Bouwlab R&Do en partners in hospitality hoe zinvolle toepassingen te maken van resthout, met behulp van Industry 4.0-principes. Hoogwaardig hout blijft momenteel ongebruikt, omdat het te arbeids-intensief is grote hoeveelheden ongelijkmatige stukken hout van verschillende grootte en houtsoort te verwerken. Waardevol resthout wordt zo waardeloos afval, tegen de principes van de circulaire economie in. CW4.0 richt zich op de ontwikkeling van geautomatiseerde processen voor houtverwerking gebaseerd op Industry 4.0 technologieën - met behulp van digitale ontwerptools en industriële robots. Uit eerdere projecten van HvA en partners is gebleken dat deze processen het gebruik van resthout levensvatbaar kunnen maken, in het bijzonder voor toepassingen in de hospitality sector, bijvoorbeeld voor receptiebalies, hotelmeubilair en interieurdelen. CW4.0 wordt dan ook uitgevoerd in samenwerking met hospitality-ontwerpers en hotelketels. Het onderzoek concentreert zich op 1) het creëren van een digital twin (=digitale kopie van een beoogd object of proces, om dit te onderzoeken zonder het eerst te hoeven bouwen) van een ‘upcycle houtfabriek’; 2) het realiseren en beproeven van secties van de fabriek; 3) het ontwerpen en prototypen van hospitality toepassingen en 4) het evalueren van de business case van deze toepassingen en de fabriek in het algemeen. Na afloop is er kennis beschikbaar voor houtindustrie om afval te verminderen, voor Smart Industry om hun digitale technologieën toe te passen voor upcycling van materialen, en voor horecapartners om waardevolle toepassingen te creëren van resthout. Het project is een belangrijke stap in de opschaling van industriële robotproductie met circulaire materialen. Het legt een nieuwe, belangrijke verbinding tussen Smart Industry en de circulaire transitie, gericht op het aanpakken van urgente maatschappelijke uitdagingen verband houdend met materiële schaarste en de mondiale milieucrisis.
In our increasingly global society, organizations face many opportunities in innovation, improved productivity and easy access to talent. At the same time, one of the greatest challenges, businesses experience nowadays, is the importance of social and/or human capital for their effectiveness and success (Backhaus and Tikoo, 2004; Mosley, 2007; Theurer et al., 2018; Tumasjan et al., 2020). High-quality employees are crucial to the competitive strength of an organization in the global economy, as these employees have a major influence on organizational reputation (Dowling at al., 2012). An important question is how, under these global circumstances, organizations and companies in the Netherlands can best be stimulated to attract and preserve social capital.Several studies have suggested the scarcity of talent and the crucial importance of gaining competitive advantage with recruitment communication to find the fit between personal and fundamental organizational characteristics and values for employees (Cable and Edwards, 2004; Bhatnagar and Srivastava, 2008; ManPower Group, 2014; European Communication Monitor (ECM), 2018). In order to become an employer of choice, organizations have to not only stand out from the crowd during the recruitment process but work on developing loyalty and a culture of trust in their relationship with employees (ECM, 2018). Employer Branding focuses on the process of promoting an organization, as the “employer of choice” to a desired target group, which an organization aims to attract and retain. This process encompasses building an identifiable and unique employer identity or, more specifically, “the promotion of a unique and attractive image” as an employer (Backhaus 2004, p. 117; Backhaus and Tikoo 2004, p. 502).One of the biggest challenges in the North of the Netherlands at the moment is the urgent need for qualified labor in the IT, energy and healthcare sectors and the excess supply of international graduates who are able to find a job in the North of the Netherlands (AWVN, 2019). Talent development, as part of the regional labor market and education policy, has been an important part of government programs and strategies in the region (VNO-NCW Noord, 2018). For instance, North Netherlands Alliance (SNN) signed a Northern Innovation Agenda for the 2014-2020 period. SNN encourages, facilitates and connects ambitions focused on the development of the Northern Netherlands. Also, the Social Economic council North Netherlands issued an advice on the labour market in the North Netherlands (SER Noord Nederland, 2017). Knowledge institutions also contribute through employability programs. Another example is the Regional Talent Agreement (Talent Akkoord) framework issued by the Groningen educational institutions, employers and employees’ organizations and regional authorities in which they jointly commit to recruiting, training, retaining and developing talent for the Northern labor market. Most of the hires with a maximum of five year of experience at companies are represented by millennials. To learn what values make an attractive brand for employees in the of the North of the Netherlands, we conducted a first study. When ranking the most important values of corporate culture which matter to young employees, they mention creative freedom, purposeful work, flexibility, work-life balance as well as personal development. Whereas attractive workplace and job security do not matter to such a degree. A positive work environment and a good relationship with colleagues are valued highly (Hein, 2019).To date, as far as we know, no other employer branding studies have been carried out for the North of the Netherlands. Further insight is needed into the role of employer branding as a powerful tool to retain talent in Northern industry in particular.The goal of this study is to provide a detailed analysis of the regional industry in the Northern Netherlands and contribute to: 1) the scientific body of knowledge about whether and how employer branding can strengthen the attractiveness of a regional industry in the labor market; 2) the application of this knowledge and insights by companies and governments in local policy development in the North of the Netherlands.
English: This living lab aims to support the creation, development and implementation of next generation concepts for sustainable healthcare logistics, with special attention for last mile solutions. Dutch healthcare providers are on the verge of a transition towards (more) sustainable business models, spurred by e.g., increasing healthcare costs, ongoing budget cuts, tight labor market conditions and increasing ecological awareness. Consequently, healthcare providers need to improve and innovate their business model and underlying logistics concept(s). Simultaneously, many cities are struggling with congestion in traffic, air quality and liveability in general. This calls for Last Mile Logistics (LML) concepts that can address challenges like effective and efficient resource planning, scheduling and utilization and, particularly, sustainability goals. LML can reduce environmental and social impact by decreasing emissions, congestion and pollution through effectively consolidating in-flows of goods and providing innovative solutions for care, wellbeing and related services. The research and initiatives in the living lab will address the following challenges: reducing the ecological footprint, reducing (healthcare-related) costs, improving service quality, decreasing loneliness of frail citizens and improving the livability of urban areas (reducing congestion and emissions). Given the scarcity and fragmentation of knowledge on healthcare logistics in organizations the living lab will also act as a learning community for (future) healthcare- and logistics professionals, thereby supporting the development of human capital. By working closely with related stakeholders and using a transdisciplinary research approach it is ensured that the developed knowledge and solutions deliver a contribution to societal challenges and have sound business potential.
