3 pp. / Tree experts, known as arborists, provide a variety of services to help you care for the valuable investment you have made in your trees. This publication provides information about the type of services the arborists and tree workers provide, as well as the type of tree workers, the cost of hiring a tree worker and how to select a qualified tree worker.

Thesis (doctoral)--Universität Erlangen.

In 2010, an Association of Public and Land Grant Universities (APLU) study (Crawford, 2010) found that the agricultural industry representatives, Land Grant University alumni, and government employees look for certain skillsets (e.g., communication, leadership) in prospective employees. With the U.S economy recovering from a major economic recession, a greater number of new UA graduates with undergraduate degrees from CALS have cause to be concerned about their overall workforce competitiveness. Crawford's 2010 study examined which soft skills students should possess in order to be deemed hirable by the agriculture industry. Building off of Crawford's research, the current study involves a needs assessment that examines how students perceive 21st century workplace competencies. Specifically, this study will explore and describe the level of perceived importance and ability of 2015 UA CALS students graduating with baccalaureate degrees specific to 21st century workplace soft skill sets. Such identification of needs gaps will lead to greater understanding of the connection between industry demands, higher education institutions, and undergraduate students. The current research required the generation of data capable of leading to insights into the current development needs of undergraduate students in the agriculture and life sciences disciplines specific to 21st century workplace competencies. Student perceptions of such competencies were measured first according to perceived importance, and then perceived ability (Borich, 1980). This descriptive research gathered information from participants with the goal of measuring, summarizing and generalizing among the study's target population (Ary et al., 2010). The results suggest which competencies UA CALS undergraduate students perceive to be important and how they perceive their own abilities within each competency. Descriptive statistics were used to describe the data relevant to each of the four research objectives framing this study. In particular, measures of central tendency and variability were used to assess the perceived levels of importance and ability subjects placed on individual competencies. To describe the professional development needs of CALS students in the seven constructs that together categorize 21st century workplace competencies as a whole (professionalism, team, leadership, decision making/ problem solving, experiences, communication, and self-management), mean weighted discrepancy scores (MWDS) were used to analyze the need for the competencies. Borich's needs assessment model was used to reveal the areas of highest training priority as determined by the MWDS.A web based questionnaire with multiple points of contact yielded 61 respondents with diverse backgrounds (e.g., transfer status, geographical background, major fields of study, co-/extra-curricular involvement) from across the college. Of the 52 competencies included within the seven competency categories, 16 had an MWDS that was prioritized as a tier I professional development need, which is of the highest priority. Of the remaining competencies, 20 of them had MWDS's that indicated tier II priority level set for professional development need. Lastly, there were 23 competencies that had MWDS's that indicated tier III priority level set for professional development need, which is the lowest priority level. Recommendations for curricular innovation to better foster student development in the context of the 21st century workplace are provided.

Habilitationsschrift--Frankfurt am Main. / Includes bibliographical references.

No description available.

Despite the recent recession, organizations continue to search for the "right" employees. Such circumstances highlight the importance of further understanding how individuals make employment decisions and assess fit. By surveying 140 applicants who had recently finished the interview process at a large Midwestern hospital, the current study assessed the multidimensionality and predictive power of person-environment fit (person-vocation fit, person-job fit, person-person fit, and person-organization fit). Results suggested that person-environment fit is multi-faceted; fit dimensions simultaneously work together during the pre-hire phase. Specifically, person-person fit, person-organization fit, and person-vocation fit were significant predictors of organizational attraction. Person-person fit and person-job fit significantly predicted intentions to accept an employment offer. In addition, organizational attraction was identified as a partial mediator between overall person-environment fit and job offer acceptance intentions. Such findings contribute to the organization fit literature and provide practitioners with key insights on how applicants assess fit during the pre-employment stage.

Between May 2008 and August 2009, temporary employees were solicited, interviewed, and hired by Agency A under the expectation that they would be eligible for conversion to permanent employee status at Company Z after a 90-day period. This qualitative case study examines those long-term temporary workers in regard to their perceptions of their rights, representation, and morale and performance levels after pre-employment promises were not honored. Potential participants were identified as long-term temporary workers employed by Agency A and assigned to Company Z. Participants were interviewed and results were transcribed and analyzed for a pattern or theme. Findings indicated that all participants entered into the employment agreement with Agency A with the understanding that the position was a temporary to hire position; that the job would lead to a permanent position with Company Z. While participants revealed feelings of frustration, isolation, insecurity and low self-esteem as a result of a perceived lack of representation from both the Agency and the Company, their perceptions of morale and productivity were surprisingly positive. In the subject of temporary employee representation and management there is a lack of diverse research, especially in the area of long-term temporary workers. This case study provides a glimpse into this population and indicates, on a small scale, the need for temp industry-wide improvements in the representation and management of long-term temporary employees. As the population of this sector of the workforce continues to rise dramatically, more focus is needed to avoid exploitation of long-term temporary workers and provide an equal work experience.

There are many major shipping companies which operate fleets comprised largely of vessels which are time chartered and subsequently sub-chartered on voyage terms. Legal risks will arise for the time charterer due the differing natures and terms of time and voyage charters. The essential question examined in this thesis is that of whether, and to what extent, legal risk can be minimized by the negotiation of equivalent contractual terms under time and voyage charter parties. The key areas addressed in this thesis are delivery under time charters compared to readiness under voyage charters, off hire under time charters versus suspension of laytime under voyage charters, obligations relating to cleanliness of cargo spaces, rights and responsibilities relative to safe berths and ports, the time charterer's position under bills of lading, and issues relating to redelivery of the vessel and consequent voyage charter liability if the vessel is unable to undertake the final voyage. The methodology applied is an examination of the case law, with a primary focus on the extensive body of English jurisprudence. This analysis of the case law is accompanied by a consideration of provisions of major charter party forms. The analysis leads to the conclusion that risk, to varying degrees, can be minimized through the application and clarification of contractual language. With respect to readiness of the vessel it is considered that risk will be reduced through agreeing contractual language which requires early notification of the vessel's delay. As regards off hire and laytime wording that clarifies non physical deficiencies is proposed. With regard to vessel cargo spaces intermediate cleanliness is identified as the greatest risk. Safe port and berth warranties are determined to represent an area of easily manageable risk, while letters of indemnity relating to bills of lading continue to represent very significant risk with suggested but no certain solution. Finally, with respect to redelivery a final voyage clause for time charters has been proposed which serves to almost eliminate risk in this area. Therefore, it is broadly concluded that risk can be managed but not eliminated through drafting of appropriate contractual terms.

This study describes landowners’ willingness to hire consulting foresters and compares forest management expenses between the 1990s (1995-1997) and 2015. Two thousand and ten Mississippi non-industrial private forest (NIPF) landowners were selected randomly from a tax roll mail list maintained by Mississippi State University. Participants were surveyed to identify the characteristics of those landowners willing to hire consultants and compared the landowners’ participation in forestry-related activities during the 1990s and 2015. Results indicated three fourth of the survey participants were not willing to use a consultant to manage their forest land. However, consultant fees have increased from the 1990s to 2015. Landowners with larger forest tracts, higher incomes, and higher education levels were more likely to hire consultants. In contrast, age was negatively correlated with willingness to hire a consultant. These findings would be helpful in designing and implementing more effective policy instruments, and improving landowners’ participation in forest management.

This study compared lodging managers' job competency expectations for newly hired employees in possession of four-year (baccalaureate) degrees from a college or university. Lodging managers mentally separated new hires into two distinct categories when rating the importance of specific job competencies: 1) new hires in possession of a hospitality management baccalaureate degree, and 2) new hires in possession of a non-hospitality management baccalaureate degree. Lodging managers who were current members of the Central Florida Hotel & Lodging Association (CFHLA) at the time of the survey participated and all were employed in the central Florida area at the time of the study. In the fall of 2004, lodging managers (N=156) were sent an electronic mail correspondence requesting participation. Usable responses were received from 137 lodging managers for a response rate of 87.82%. The survey instrument was developed from a literature review of hospitality job competencies and was refined to 3 content areas: knowledge, ability, and attitude. Research questions were designed to identify differences, if any, in lodging manager new hire expectations based upon several criteria: a) type of baccalaureate degree held by the new hire (hospitality management versus other field), b) gender of the manager, c) number of years the manager had worked in the lodging industry, d) whether or not the manager possessed a baccalaureate degree at the time of the survey, e) if the manager possessed a baccalaureate degree, whether the degree was hospitality or non-hospitality specific, and, f) the type of lodging facility employing the manager at the time of questionnaire completion. These comparisons were made between the two groups of new-hires with baccalaureate hospitality degrees and new-hires with non-hospitality baccalaureate degrees. Consistently, lodging managers rated higher expectations for new-hires when the newly hired employees possessed a baccalaureate degree in hospitality or lodging management versus a non-hospitality discipline. Ramifications of these findings are discussed pursuant to higher education hospitality programs, the lodging industry, and human resource professionals recruiting future lodging managers. Future research is suggested utilizing a wider regional, national, and/or international sample.