Factors Affecting the Hazardous Waste Management Practices in Heavy Industries

Among the different types of waste, hazardous waste poses a serious challenge to humans and the environment if not properly managed. Although many industries generate hazardous waste in various degrees, heavy industries generate the largest volume of hazardous waste. While hazardous waste management (HWM) has been studied well in many industry sectors and countries, it is not so with heavy industries in developing countries. The purpose of this paper was therefore to identify the factors affecting the HWM practices in heavy industries in Sri Lanka. The data was collected from 40 companies in ten different industrial categories of heavy industry. The respondent was the environmental officer of each company. The analysis reveals that technological facilities, public resistance, company policy, and economic factors affect the HWM practices in heavy industries in Sri Lanka. This study has several policy level and managerial implications for HWM in heavy industries to contribute towards the achievement of sustainable development.

Organizational Commitment of Human Resources in the Context of Leadership Styles in the Organization

Engagement in companies is an important issue in the management and leadership of human resources, which affects the competitiveness of the company but also the employees themselves. By focusing on the individual operating levels of human resource management with an emphasis on organizational commitment, we believe that the creation of a concept forms an important basis for achieving organizational goals. If we look objectively at the involvement of employees on the part of the company management but also on the part of ordinary employees, all interested parties could come up with a real company policy that can satisfy the company. The essence of every decision-making, strategy, coordination, planning, and management is and will always be employees. In almost all organizations, there is a mission according to which human resources are the most valuable resources. The paper aims to verify the relationship between a leadership style (orientation towards employees, participatory style) and commitment of human resources to an organization. The results of the research, carried out on a sample of 202 respondents, confirm the direct connection between a leadership style and commitment of human resources in the organization conditions.

The Effect of Company Policy and Organizational Culture on Employee Engagement through Levels Job Satisfaction at PT Ecogreen Oleochemicals

The method used in this study is a causal model survey method, collecting data using a questionnaire that was prepared in advance and distributed to 100 respondents. Analysis of parametric and non-parametric statistical data, using Structural Equation Modeling-Partial Least Square regarding research variables, instrument testing, normality testing, hypothesis testing, and discussion of hypothesis testing and path analysis results. This study uses path analysis to examine the pattern of relationships that reveal the effect of a variable or set of variables on other variables, both direct and indirect effects, assisted by Smart PLS Ver 3.0 software. The results in this study indicate that: 1) Company Policy directly has a positive and significant effect on Employee Satisfaction with a p-value of 0,002 < 0,05, 2) Company Policy directly has an insignificant effect on Employee Engagement with a p-value of 0.126 > 0.05, 3) Organization Culture directly has a positive and significant effect on Employee Satisfaction with a p-value of 0.000 < 0.05, 6) Company Policy with Employee Satisfaction as mediation has a positive and significant effect on Employee Engagement with a p-value of 0.030 < 0.05, 7) Organization Culture with Employee Satisfaction as mediation has a positive and significant effect on Employee Engagement with a p-value of 0.003 < 0.05. Keywords: Company Policy, Organization Culture, Employee Satisfaction, Employee Engagement.

Association between willingness to receive the COVID-19 vaccine and sources of health information among Japanese workers: a cohort study

Background: It is important to achieve herd immunity by vaccinating as many people as possible to end the COVID-19 pandemic. We investigated the relationship between willingness to receive vaccination and sources of health information among those who did not want to be vaccinated against COVID-19. Methods: This prospective cohort study collected data using a self-administered questionnaire survey. The baseline survey was conducted during December 22-25, 2020, and the follow-up survey during February 18-19, 2021. Participants were aged 20-65 years and worked at the time of the baseline survey (N=33,087). After excluding 6,051 invalid responses, we included responses from 27,036 participants at baseline. In total, 19,941 people responded to the follow-up survey (74% follow-up rate). We excluded 7,415 participants who answered "yes" to the question "If a COVID-19 vaccine becomes available, would you like to get it?" in the baseline survey. We finally analyzed 12,526 participants. Results: The odds ratio for change in willingness to be vaccinated from "no" to "yes" differed by source of health information. Compared with workers that used TV as a source of information, significantly fewer people who reported getting information from the Internet and friends/colleagues were willing to get the vaccine. Conclusions: It is important to approach workers who do not watch TV when implementing workplace vaccination programs. It is likely that willingness to be vaccinated can be increased through an active company policy whereby the top management recommend vaccination, coupled with an individual approach by occupational health professionals.

Forecasting Production Trafo to Get SDOH Using Seasonal ARIMA Method in PT. XYZ

In the production process at PT. XYZ has a fluctuating data pattern and contains seasonality. This resulted in a reduction in the company's operational efficiency and difficulty in preparing supplies to meet uncertain demand. The method according to the demand pattern at PT. XYZ in this transformer product is the SARIMA method. The results of forecasting on transformer production at PT.XYZ gets the SARIMA(1,0,1)(1,1,1) model with influenced by the results observed at 13 weeks and errors at 14 weeks ago. The results of this forecast are used in determining the safety stock in 2021 with regard to SDOH. The SDOH planning in January 2021 will run out in 30 days with a stock plan of 838 units LV Busing so that a company policy needed to increase or decrease the stock plan if SDOH is below or above 30-35 days.

Reporting Key Performance Indicator for Driver Using Whatsapp

Employee performance is very important at the company, because employees are the main assets of the company, many companies pay less attention to this, even though this is closely related to customer satisfaction in service and company policy to determine the employee's future. PT. XYZ is a company that provides organized professional services and strict recruitment principles, even before starting work for drivers it must do training for 3 days. However, the facts in the field are different, there are still customers who complain because of poor driver's obligations, such as arriving late or not being good. Because there is no application yet to assess performance, this causes companies to collect complaints data and conduct performance evaluations based on facts in the field in real time. With this problem, the whatsapp chat application is chosen as media reporting, because according to the statistics of active media users, whatsapp will make it easier for drivers and customers to connect with the company's customer service (ChatBOT) in real time. The purpose of this study is to create and manage Key Performance Indicators by getting data feedback from the driver or customer per day that will be obtained at the end of the monthly period. Data obtained from feedback will be given to customers who provide material for companies to make decisions to determine work contracts and awards for drivers who work well

JOB SATISFACTION AMONG AUDITORS

The purpose of this research is to examine job satisfaction among auditors and the relationships between internal as well as external factors and job satisfaction. The research also examines internal and external factors of motivation; dimensions for internal factors include achievements, advancement, work itself, recognition and growth while for external, the dimensions are company policy, relationship with peers, work security, supervisory relationship, money, and working conditions. This research is guided by Herzberg’s Two Factor Theory which explains the difference between motivation and hygiene factors that can lead to job satisfaction. Data were collected using an online questionnaire distributed to auditors in Johor state audit firms with diverse personal and professional backgrounds. The results show that both internal and external factors of motivation have significant positive relationships with job satisfaction. ‘Achievement’ and ‘Growth’ are dominant internal factors of motivation towards job satisfaction while ‘Company policy’ and ‘Relationship with Supervisors’ are dominant external factors of motivation. The results of this research provide indicators to the employers, particularly audit firms, on the factors that influence job satisfaction, thus these employers could take appropriate actions in ensuring the well-being of their employees who are in this context are auditors.

Anti-Collision Study for the Wells from New Artificial Islands Across Gigantic Mature Oil Field in Middle East Area

107 new wells are planned to be drilled primarily from two new Artificial Islands during the period of one project from 2023 to 2029. The number of existing wells in the oil field has reached 1,068 Mother bores, 2,178 wellbores @16,453,666ft total well length as of December 2019. Trajectories, especially from existing Artificial Islands, are getting more complex so as to avoid collision issues, and it is becoming increasingly difficult to drill accordingly. It is of great importance to assure that it is possible to drill the planned wells without serious collision issues before the execution of the project. Trajectories for planned wells were drafted one-by-one utilizing "DecisionSpace Well Planning" based on the predetermined slot allocation with the planned drilling pad design. Geological models are incorporated into DecisionSpace Well Planning. Therefore, formation tops were taken into account in order to make the trajectories more realistic. After that, trajectories were exported to "COMPASS" and anti-collision scan was performed on well-by-well basis. Anti-collision scan was performed among planned wells as well as actual wells. In case that one well has such serious collision issues that the well cannot/should not be planned based on company policy as a result of Anti-collision scan, trajectory or Landing Point (LP)/Total Depth (TD) location were adjusted. Then, Anti-collision scan was carried out again. If it was confirmed that there is no serious Anti-collision issues, trajectory was considered as final. It has been found that all the wells during the period from 2023 to 2029 can be drilled without serious collision issues by slightly adjusting LP/TD while satisfying several practical drilling requirements. Through the Anti-collision study, following recommendations for the avoidance of collision were obtained:Multi Station Analysis (MSA)+In-Field Referencing (IFR)+SAG correction should be applied in all the Jack up operations as well as Island operationsApplication of real-time MSA should be considered on a case-by-case basisMWD survey for the past wells should be corrected with IFR+MSA to reduce EOU sizeRe-Gyro jobs for low-quality survey wells should be enhanced around the project's development areaKick off point (KOP) should be deeper in the center of the drilling pad and shallower in the edge of the drilling pad

structure of company ownership and tax avoidance in Indonesia

This study aims to explain the effect of ownership structure (family, government, institutional, foreign, managerial, public) on tax avoidance in Indonesia. This study employed quantitative research with regression analysis, regression method using the annual report on companies listed on the Indonesian stock exchange from the 2017-2019 period with a sample of 93 companies. The tax avoidance was measured using the Cash Effective Tax Rate. The results of this study indicate that the government ownership structure and foreign ownership structure have a positive effect on tax avoidance in Indonesia. Firm size emphasizes the influence of the independent variables on the dependent variable. Family, institutional, managerial, public ownership structures have no influence on tax avoidance. This study indicates that the ownership structure of the company can influence company policy in tax avoidance.

Gender equality and paid parental leave in Australia: A decade of giant leaps or baby steps?

The year 2020 marks the 10th anniversary of the Australian Paid Parental Leave Act 2010. Using Baird’s orientations typology and Brighouse and Wright’s equality framework, with evidence from the Workplace Agreements Database and the Workplace Gender Equality Agency, this article assesses changes in policy, bargaining and company provisions over the decade. We find that policy changes may enable more fathers and partners to take leave, although the period is short and barriers to uptake exist. In bargaining and company policy, we find modest growth in the proportion of agreements with paid primary and paid secondary carer leave provisions, but no movement in the duration of the leaves, with secondary carer leave much shorter. We conclude that although these changes suggest growing attention to improving women’s working conditions and fathers’ access to parental leave, short secondary carer leaves set normative standards of fathers as ‘supporters’ rather than recognising substantive involvement in care. Consequently, the changes do not promote gender-egalitarian sharing of parental leave. While the introduction of the government scheme was a ‘giant leap’, the 10 years since have seen modest ‘baby steps’ towards greater gender equality in the availability and potential use of paid parental leave.