Developing Asia’s infrastructure gap results from both inadequate public resources and a lack of effective channels to mobilize private resources toward desired outcomes. The public-private partnership (PPP) mechanism has evolved to fill the infrastructure gap. However, PPP projects are often at risk of becoming distressed, or worst, being terminated because of the long-term nature of contracts and the many different stakeholders involved. This paper applies survival-time hazard analysis to estimate how project-related, macroeconomic, and institutional factors affect the hazard rate of the projects. Empirical results show that government’s provision of guarantees, involvement of multilateral development banks, and existence of a dedicated PPP unit are important for a project’s success. Privately initiated proposals should be regulated and undergo competitive bidding to reduce the hazard rate of the project and the corresponding burden to the government. Economic growth leads to successful project outcomes. Improved legal and institutional environment can ensure PPP success.

The market demand for uniformity and productivity of commercial carrot roots has prioritized hybrid materials over open-pollinated varieties. In this sense, the objective of this work was to estimate the combining ability of carrot genitors for root productivity and resistance to leaf scorch. The experiments were conducted in Gama, DF, in the agricultural years 2012/13 and 2013/14. We evaluated 33 carrot hybrids, originated from crosses between three male-sterile populations, with 11 male-fertile S2 lines, all the genitors being of tropical origin. At 90 days after sowing, the severity of the leaf blight disease was estimated in the plots. At 100 days after sowing, harvesting was performed and root yield characters were evaluated. Analysis of variance and partial diallel analysis were performed for each year and jointly for both years. It was found that additive and non-additive genes are important in the manifestation of root yield and leaf blight resistance traits in carrot hybrids. The male-sterile parents with higher overall combining ability for root productivity are strains LM-649 and LM-650 and, among the male-fertile, strain LM-555-2-2. The best hybrids for root yield and leaf blight resistance are LM-649 × LM-555-11-1, LM-650 × LM-555-7-1 and LM-650 × LM-554-8-1.

Nanocomposites are high performance materials which reveal rare properties. Nanocomposites have an estimated annual growth rate of 25% and fastest demand to be in engineering plastics and elastomers. Their prospective is so prominent that they are valuable in numerous areas ranging from packaging to biomedical applications. In this review, the various types of matrix nanocomposites are discussed highlighting the need for these materials, their processing approaches and some recent results on structure, properties and potential applications. Perspectives include need for such future materials and other interesting applications. Being environmentally friendly, applications of nanocomposites propose new technology and business opportunities for several sectors of the aerospace, automotive, electronics and biotechnology industries.

Communication is an important part of organizational management activities and management behavior. In human resource management, effective communication plays an extremely important role. Human resources as one of the most critical resources of enterprises, the effectiveness of management is directly related to the survival and development of enterprises. Communication is the process of communication and transmission of information, effective communication is an important magic weapon for each enterprise to gain competitive advantage and success. This paper summarizes the important position and function of communication in enterprise human resource management, and puts forward the basic viewpoints and suggestions on how to establish the management communication mode from the perspective of human resource management.

With the development of economic globalization and integration, enterprises should survive and develop in the fierce market competition environment, need to enhance their own competitive ability, and human resources is the fundamental and key of enterprise competitiveness. In order to achieve the objectives of enterprise organization, we need to establish a sound performance appraisal system for employees and departments, and with effective incentive mechanism to fully mobilize the enthusiasm of the staff and create potential to continuously improve the performance level. The traditional staff performance appraisal method cannot meet the needs of modern enterprises, the establishment of a basic sound, with enterprise characteristics, to a full range of staff performance appraisal method as the core of the performance management system, from different levels of personnel to collect evaluation information, multi-angle, the whole perspective of the staff to conduct a comprehensive performance appraisal, comprehensively enhance the level of human resources management. This paper mainly elaborates how the enterprises implement the performance appraisal, the performance to achieve the effect and properly handle the enterprise and the staff assessment and assessment of the relationship between the performance appraisal for the enterprise staff put forward some ideas and suggestions.

Sustainable leadership matters, spreads and lasts. It is shared responsibility, that does not unduly deplete human or financial resources, and that cares for avoids exerting negative damage on the surrounding educational and community environment. In fact, sustainability does not simply mean whether something can last. It addresses how particular initiatives can be developed without compromising the development of others in the surrounding environment, now and in the future. Sustainable leadership is one of the most valued characteristics that employers and stakeholders are looking for, especially in this new fast changing market. Having a good Leadership sense is essential for the success of a company and for its collaborative working environment. Leadership is usually linked with sustained learning, success, diversity, capacity and maintaining a continuous development of other team members and coworkers. However, various authors are debating and discussing how we define good and sustainable leadership and what we expect from a leader to do, but few of them are raising the question how we can build and create leaders?. We present in this paper an overview of leadership definition and the challenges set by this important and complex concept. We propose a vision based on four pillars to create an adequate environment to build leaders. We present and describe our perspective on what we need to provide and establish as a company or a community in order to create an effective team of leaders in the perspective of the new requirements of the market and the expectations of companies.