An experiment was carried out to investigate the effect of different organic nutrient solutions and day of harvest on growth parameters, biomass and chemical composition of hydroponically grown sorghum red fodder. The experiment was a 3 × 2 factorial design comprising of 3 nutrient solutions (cattle, poultry and rabbit) and 2 harvesting regimes (8th and 10th day). Cattle, poultry and rabbit dungs were collected fresh and processed into nutrient solutions. Sorghum red seeds were treated, planted on trays, and irrigated twice per day with organic nutrient solution according to the treatments. Growth parameters which were investigated included fodder mat thickness, seedling height, leaf length and width, number of leaves, fresh and dry matter yield; and proximate composition. The results showed that sorghum red fodder irrigated with cattle manure nutrient solution (NS) harvested at 10 days was higher in all, except one (fodder mat thickness) of the growth parameters considered. The crude protein (CP) was highest and similar (P > 0.05) for Poultry NS harvested at 8 and 10 days, and Cattle NS at 10 days (13.13%, 12.67%, and 12.69% respectively). The ash content also favored Cattle NS at 10 days. Cattle NS at 10 days harvest was significantly (P < 0.05) the highest (7.00%), but comparable (P > 0.05) with Rabbit NS at 10 days for NDF. Fresh and DM yields were highest for Cattle harvested at 10 and 8 days respectively. The study recommends Cattle NS as hydroponic organic NS for sorghum red as it enhances fresh and dry matter yields, and nutritive values.

This article analyzes the use and limitations of nonmonetary contract incentives in managing third-party accountability in human services. In-depth case studies of residential care homes for the elderly and integrated family service centers, two contrasting contracting contexts, were conducted in Hong Kong. These two programs vary in service programmability and service interdependency. In-depth interviews with 17 managers of 48 Residential Care Homes for the Elderly (RCHEs) and 20 managers of 10 Integrated Family Service Centers (IFSCs) were conducted. Interviews with the managers show that when service programmability was high and service interdependency was low, nonmonetary contract incentives such as opportunities for self-actualization professionally or reputation were effective in improving service quality from nonprofit and for-profit contractors. When service programmability was low and service interdependency was high, despite that only nonprofit organizations were contracted, many frontline service managers reported that professional accountability was undermined by ambiguous service scope, performance emphasis on case turnover, risk shift from public service units and a lack of formal accountability relationships between service units in the service network. The findings shed light on the limitations of nonmonetary contract incentives.

This article reports the development of an index of culturality in Chile. Fifteen quantitative variables indicative of local cultural development are used to measure the access to cultural opportunities in each Chilean district. This approach was adopted from the theoretical framework of cultural materialism theorized by Marvin Harris in the seventies. Using this framework, a ranking is developed among 164 districts to determine the degree of cultural development exists in each and the variables that are the influential on the enhancement of this indicator. The results showed that the districts of Rancagua, Providencia, La Reina, El Bosque, and Valparaíso have better cultural opportunities based on their material forms, which are mainly driven by obtaining funds for cultural projects, workers’ salaries, civic activity, and public libraries. Based on the results of this ranking, a baseline is proposed to develop it using new data. In addition, recommendations are provided regarding public policies that have promoted cultural development in the communities with unsuccessful results. The article provides significant information for decision makers in Chile and a quantitative method for exploring cultural materialism in specific territories.

Taxus cuspidata Sieb. ET. Zucc. is a taxus of Taxaceae, a rare third-order relict species distributed in northeastern China, and a wild endangered plant species protected by national level I. Taxol (paclitaxel, trade name taxol) and cephalomannine (cephalomannine) are all diterpenoids contained in the genus Taxus, with broad-spectrum anti-tumor activity and unique anti-cancer mechanism. In this study, the distribution of paclitaxel and cephalomannine in the leaves of Taxus cuspidata in different parts and different growth stages was discussed. The results showed that the content of two substances in the leaves of the majority of the crowns was lower than that of the biennial and tertiary there were no significant differences in the contents of two substances in the two-year and three-year-old

foliage. There was no significant difference in the contents of the two layers in the three levels of the noodles, and

the content of the male was slightly higher than that of the dark. The content of paclitaxel in the leaves of natural

northeast yew was the highest at dormancy period, and the content of flowering and fruit was not much different. The

content of Cephalotaxin was the highest in dormancy period, and that of cephalosporin the content of paclitaxel and

cephalomannine in each plant were significantly different. There was significant difference between the two plants.

Organisational culture stands as a fundamental prerequisite for the efficacious operation of any given organisation. The primary aim of this study is to discern potential alterations within the dimensions of organisational culture across the pre-COVID-19, contemporary, and favoured paradigms within the realm of public administration. The data set was obtained from a cohort of 1189 officials in the Czech Republic. The Organisational Culture Assessment Instrument (OCAI) was deployed for the purposes of conducting an online survey. The dominance of the clan archetype across all examined time frames has been corroborated. In addition, a statistically significant manifestation of these dimensions has been determined. In relation to pertinent variables, specifically gender, age, tenure, manager gender, and the dimensions typifying organisational culture, no statistically significant correlations have emerged. Respondents have not reported a sense of work-life imbalance in the aftermath of the pandemic. In summary, it is deduced that the pandemic has not exerted a drastic influence on the metamorphosis of organisational culture within the ambit of public administration. This study provides invaluable information on the repercussions of the pandemic within a sphere that, as an intangible constituent, often goes under-recognised. Mastery of the positioning of dimensions across diverse archetypes is of paramount significance for managers, as it can provide guidance in the cultivation of an apt organisational culture.