1,358,326 research outputs found
Huq packaged data by city and year 2019-2024
No full textHuq is a mobile phone app dataset. The app collects real-time, anonymised location data from users' smartphones, based on the use of a range of smart phone applications. This dataset offers researchers insights into human mobility patterns and behaviour.
Huq's event-level geo-data offers a rich and descriptive record of how consumers move and interact with the places around them. Huq's footfall data can be combined with other data sources to build predictions relating to how public entities are likely to report, specifically, where it concerns footfall correlated with revenue. The data can be used to observe how consumers interact with traded or private physical assets in order to observe changes in consumer trends and consider how those may affect their investment positions.
Researchers can leverage this data to study consumer trends, urban planning, and the impact of events on people's movements, amongst other applications. With a coverage of around 0.7% of the population and granular location information, Huq data offers the potential to understand changing societal dynamics and make data-driven decisions across various fields, from retail and transportation to public health and urban development.
The data has a geographic coverage across Glasgow City Region.
OD Matrices data
UBDC researchers also created a derived dataset, based on Huq data, Glasgow Origin-Destination (OD) Matrices. You can find more information in the dedicated Glasgow Origin-Destination (OD) Matrices page.
Access and Restrictions
Huq data is currently available internally for Urban Big Data Centre Staff only. Derived Datasets based on Huq data, such as Mobility Metrics for Glasgow City Region, are available to request as safeguarded data under an End User Licence Agreement. For more information please refer to the OD matrices page
On the “Smith is Huq” Condition in S-Protomodular Categories
No full textWe study the so-called “Smith is Huq” condition in the context of S-protomodular categories: two S-equivalence relations centralise each other if and only if their associated normal subobjects commute. We prove that this condition is satisfied by every category of monoids with operations equipped with the class S of Schreier split epimorphisms. Some consequences in terms of characterisation of internal structures are explored
Honors Day 2013 Convocation Speech: Efadul Huq
No full textEfadul Huq, a Civil Engineering major, speaks at Honors Day Convocation, 2013
The Impact of Participative Decision-Making with Regards to Empowering Employees
No full textAbstract- There is a growing realisation that in the complexity of the post-modern world, it is becoming less and less feasible to concentrate leadership and decision-making solely at the top of the organisation. Hence, one of the reasons for empowering employees is that employees are able to take decisions quickly, without looking for manager’s approval all the time, in a participative decision-making capacity. But, the lack of knowledge about employee empowerment and the absence of a framework for implementation has created problems.
Although there is high consensus in the management literature that employee empowerment is necessary for the survival and success of organisations, there are still considerable gaps in our knowledge and understanding of a range of issues concerning employee empowerment, both at the conceptual and practice levels [Conger and Kanungo, 1988; Morrell and Wilkinson, 2002; Huq, 2008; 2010; 2015]. This lack of knowledge is dangerous, as it has serious implications how ‘managers and non-managers conceptualize employee empowerment’ [Hill and Huq, 2004: 1025].
The aim of this research titled: An Investigation of What Employee Empowerment Means in Theory and in Practice [Huq, 2008] was to investigate the meaning of employee empowerment both at the conceptual and practice levels. An interpretivist approach employing qualitative methods was adopted; it involved conducting two in-depth information-rich case studies, described in this paper as Large Organisation and Small Organisation respectively.
The knowledge drawn from the management literature review proved unsatisfactory, hence this author felt the need to conduct a multi-disciplinary research review in order to draw knowledge from another discipline, namely social work [Huq 2008; 2015], where empowerment is an important construct. However, it is important to note that due to limited space, this author is unable to go into details of both the literature reviews, management and social work, in this paper.It is sufficient for this paper to report that a number of ‘themes’ of employee empowerment exist, but they are fragmented in the management literature. These ‘themes’ are not found in any one place, which leads to confusion when organisations try to implement employee empowerment. Furthermore, there is a gap with regards to the knowledge of employee empowerment in the management literature and it is important to look at another discipline to get a fuller understanding of ‘empowerment’.
A multi-disciplinary literature review thus enabled this author to put together themes of empowerment from the management and social work literature that are relevant to employee empowerment. These seven themes of employee empowerment are as follows: power-sharing, participative decision-making, devolution of responsibility, people-oriented leadership style, access to information, collaboration and enablement, described as a ‘kaleidoscope of themes’Huq’s Model C, [Huq, 2015], as illustrated in the ‘Introduction’ section of this paper.
One of the conclusions of this research is that leaders and managers need to pay attention to the impact of participative decision-making with regards to empowering employees, which has significant implications for human resource management and if implemented properly can lead to a more judicious utilisation of human resources at all levels
The Impact of Participative Decision-Making with Regards to Empowering Employees
No full textAbstract- There is a growing realisation that in the complexity of the post-modern world, it is becoming less and less feasible to concentrate leadership and decision-making solely at the top of the organisation. Hence, one of the reasons for empowering employees is that employees are able to take decisions quickly, without looking for manager’s approval all the time, in a participative decision-making capacity. But, the lack of knowledge about employee empowerment and the absence of a framework for implementation has created problems. 
Although there is high consensus in the management literature that employee empowerment is necessary for the survival and success of organisations, there are still considerable gaps in our knowledge and understanding of a range of issues concerning employee empowerment, both at the conceptual and practice levels [Conger and Kanungo, 1988; Morrell and Wilkinson, 2002; Huq, 2008; 2010; 2015]. This lack of knowledge is dangerous, as it has serious implications how ‘managers and non-managers conceptualize employee empowerment’ [Hill and Huq, 2004: 1025].
The aim of this research titled: An Investigation of What Employee Empowerment Means in Theory and in Practice [Huq, 2008] was to investigate the meaning of employee empowerment both at the conceptual and practice levels. An interpretivist approach employing qualitative methods was adopted; it involved conducting two in-depth information-rich case studies, described in this paper as Large Organisation and Small Organisation respectively.
The knowledge drawn from the management literature review proved unsatisfactory, hence this author felt the need to conduct a multi-disciplinary research review in order to draw knowledge from another discipline, namely social work [Huq 2008; 2015], where empowerment is an important construct. However, it is important to note that due to limited space, this author is unable to go into details of both the literature reviews, management and social work, in this paper.It is sufficient for this paper to report that a number of ‘themes’ of employee empowerment exist, but they are fragmented in the management literature. These ‘themes’ are not found in any one place, which leads to confusion when organisations try to implement employee empowerment. Furthermore, there is a gap with regards to the knowledge of employee empowerment in the management literature and it is important to look at another discipline to get a fuller understanding of ‘empowerment’.
A multi-disciplinary literature review thus enabled this author to put together themes of empowerment from the management and social work literature that are relevant to employee empowerment. These seven themes of employee empowerment are as follows: power-sharing, participative decision-making, devolution of responsibility, people-oriented leadership style, access to information, collaboration and enablement, described as a ‘kaleidoscope of themes’Huq’s Model C, [Huq, 2015], as illustrated in the ‘Introduction’ section of this paper.
One of the conclusions of this research is that leaders and managers need to pay attention to the impact of participative decision-making with regards to empowering employees, which has significant implications for human resource management and if implemented properly can lead to a more judicious utilisation of human resources at all levels.</jats:p
Alternative flood protections
No full textBASIC CONSIDERATIONS Living in the Fringe (Gilles Saussier) Bangladesh: Local Strategies to Cope with a Hazardous Environment (Susanne Zumstein) CASE STUDIES Alternative Flood Protection Measures: A Critical Outlook (Fazlul Huq Ripon, JCOP) Participatory Wetland Management in Chanda Beel (Saleemul Huq, BCAS) Fisheries Management and Habitat Restoration (Aminullslam, UNOP/CNRS) FURTHER AFIELD Appropriate Disaster Mitigation: Community Participation, Appropriate Technologies and Indigenous Knowledge (Nick Hall/ John Twigg, IT) RESULTSOF THE WORKING GROUPS Working Group 1: LocoI and Technical Strategies for Flood Protection Working Group 2:People's ParticipationKWP-collectio
Building technological capability in the context of globalization: opportunities and challenges facing developing countries
No full textIt is an honour to edit this special issue on 'Globalization and Technology Development', the publication of which is an outcome of the 2003 DSA (Development Studies Association) Annual Conference held in Glasgow at the University of Strathclyde, itself a source of pioneering studies on technology and development. This recent conference coincided with the twenty-fifth anniversary of the first assembly of the DSA, held at Strathclyde, for which the David Livingstone Institute of Overseas Development Studies, then actively investigating technology choice in developing countries, took a leading role. In introducing this special issue, an attempt will be made to highlight the case for explicit, coherent and effective technology policy as the way forward in rapidly globalizing economies, especially those in the developing world. In this regard, this introductory paper will invoke some recently published evidence from three countries of the Indian subcontinent, namely Bangladesh, India and Nepal, all of which are low-income developing countries
Saleemul Huq (1952-2023), défenseur de la justice climatique
No full texthttps://esprit.presse.fr/actualites/This Bengali climatologist has been a spokesman for those left behind by climate change, from less developed countries and island states. As co-principal author of assessment reports for the Intergovernmental Panel on Climate Change (IPCC), Saleemul Huq was the promoter of the United Nations Sustainable Development Goals on climate action and partnerships. In this way, he played a key role in devising global climate action, for which the IPCC was collectively awarded the Nobel Peace Prize in 2007.Ce climatologue bengali a été le porte-parole des laissés-pour-compte du changement climatique, issus des pays moins développés et des États insulaires. Co-auteur principal de rapports d’évaluation du Groupe d’experts intergouvernemental sur l’évolution du climat (Giec), Saleemul Huq fut le promoteur des objectifs de développement durable des Nations unies sur l’action climatique et les partenariats. Ainsi a-t-il joué un rôle essentiel dans la conception d’une action globale en faveur du climat, pour laquelle le Giec a reçu collectivement le prix Nobel de la paix en 2007
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International plant molecular biology: a bright future for green science
No full textSibum Sung, Enamul Huq and Z Jeffrey Chen*
Author Affiliations
Section of Molecular Cell and Developmental Biology, Center for Computational Biology and Bioinformatics, and Institute for Cellular and Molecular Biology, The University of Texas at Austin, Austin, TX 78712-0159, USAA report on the 10th International Congress of Plant Molecular Biology, Jeju, South Korea, October 21-26, 2012.Molecular BiosciencesCenter for Computational Biology and BioinformaticsInstitute for Cellular and Molecular [email protected]
Resenha de “How to save a Constitutional Democracy” (2018) de Tom Ginsburg e Aziz Huq
No full textReferência completa da obra: Ginsburg, Tom; Huq, Aziz Z. How to save a Constitutional Democracy. Chicago: University of Chicago Press, 2018. 306 p
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