title: Rapid global ocean-atmosphere response to Southern Ocean freshening during the last glacial

authors: Turney, Chris S.M.

abstract: Contrasting Greenland and Antarctic temperatures during the last glacial period (115,000 to 11,650 years ago) are thought to have been driven by imbalances in the rates of formation of North Atlantic and Antarctic Deep Water (the ‘bipolar seesaw’). Here we exploit a bidecadally resolved ¹⁴C data set obtained from New Zealand kauri (Agathis australis) to undertake high-precision alignment of key climate data sets spanning iceberg-rafted debris event Heinrich 3 and Greenland Interstadial (GI) 5.1 in the North Atlantic (~30,400 to 28,400 years ago). We observe no divergence between the kauri and Atlantic marine sediment ¹⁴C data sets, implying limited changes in deep water formation. However, a Southern Ocean (Atlantic-sector) iceberg rafted debris event appears to have occurred synchronously with GI-5.1 warming and decreased precipitation over the western equatorial Pacific and Atlantic. An ensemble of transient meltwater simulations shows that Antarctic-sourced salinity anomalies can generate climate changes that are propagated globally via an atmospheric Rossby wave train.

text: Rapid global ocean-atmosphere response to Southern Ocean freshening during the last glacial Contrasting Greenland and Antarctic temperatures during the last glacial period (115,000 to 11,650 years ago) are thought to have been driven by imbalances in the rates of formation of North Atlantic and Antarctic Deep Water (the ‘bipolar seesaw’). Here we exploit a bidecadally resolved ¹⁴C data set obtained from New Zealand kauri (Agathis australis) to undertake high-precision alignment of key climate data sets spanning iceberg-rafted debris event Heinrich 3 and Greenland Interstadial (GI) 5.1 in the North Atlantic (~30,400 to 28,400 years ago). We observe no divergence between the kauri and Atlantic marine sediment ¹⁴C data sets, implying limited changes in deep water formation. However, a Southern Ocean (Atlantic-sector) iceberg rafted debris event appears to have occurred synchronously with GI-5.1 warming and decreased precipitation over the western equatorial Pacific and Atlantic. An ensemble of transient meltwater simulations shows that Antarctic-sourced salinity anomalies can generate climate changes that are propagated globally via an atmospheric Rossby wave train.

year: 2017

title: Discretion in Decision Making: The Fonterra Case

authors: De Witt, Marlize

subjects: Discretion

abstract: Management literature adopt the definition of discretion as “latitude of action” and it is typically researched as freedom of decision making associated with positions in the upper echelons of organisations. This is a narrow view of discretion which underestimates the exercise of discretion irrespective of organisational prescription. The aim of this study was to examine the exercise of discretion across organisational levels, guided by the overarching question: “How do employees use discretion in the workplace?” Valuable insight about the use of discretion by all employees was gained. In addition, the study contributed to a better understanding of the role of personal belief systems in discretionary decision making – an existing gap in the current research on discretion in the management field.

Discretion is about individuals’ freedom of choice, based on their internal beliefs, values and principles. The best way to understand this individual social process was to examine it from the point of view of the decision maker, and therefore a subjectivist research position was adopted. A phenomenological approach allowed the examination of participants’ concepts and pursuits of discretion in their work environment, accessed through face-to-face interaction. Fonterra was chosen as an ideal case for this study since it was representative of other large businesses, but also unique due to the company’s different struggles within the dairy industry. The data was coded and analysed in Atlas.ti. to identify major themes as it emerged from the experiences shared by participants. 

Results supported the notion of discretion as a bilateral phenomenon in the form of intrinsic and extrinsic discretion, exercised across organisational levels. It was found that interpersonal factors such as management style and collaboration with colleagues in the judgement phase of decision making encouraged employees to engage in discretionary decision making. Certain organisational factors were found to discourage the use of discretion. Factors associated with internal and external organisational good (as theorised by MacIntyre) were however experienced differently: employees felt positive about restrictions on their discretion if it was associated with the internal good of the organisation; but negative about restrictions associated with the external good of the organisation. It was determined that employees strongly identified with organisational values, which seemed to act as surrogate values in the absence of clearly defined personal values. 

Conclusions drawn from this study were that discretion was not only an allocated level of leeway associated with organisational positions, but was associated with individuals who occupy those positions. This was clear from the examples of important discretionary decisions made by employees on lower organisational levels. Organisations need to be aware of the significant role that management style and employee collaboration play in the willingness of employees to use their discretion. Organisations will also benefit from the knowledge that employee dissatisfaction ensues from restrictions on their use of discretion due to external but less so from internal organisational practices; and to take note of the importance of articulating the values on which employees could later base their discretionary decisions.

text: Discretion in Decision Making: The Fonterra Case Management literature adopt the definition of discretion as “latitude of action” and it is typically researched as freedom of decision making associated with positions in the upper echelons of organisations. This is a narrow view of discretion which underestimates the exercise of discretion irrespective of organisational prescription. The aim of this study was to examine the exercise of discretion across organisational levels, guided by the overarching question: “How do employees use discretion in the workplace?” Valuable insight about the use of discretion by all employees was gained. In addition, the study contributed to a better understanding of the role of personal belief systems in discretionary decision making – an existing gap in the current research on discretion in the management field.

Discretion is about individuals’ freedom of choice, based on their internal beliefs, values and principles. The best way to understand this individual social process was to examine it from the point of view of the decision maker, and therefore a subjectivist research position was adopted. A phenomenological approach allowed the examination of participants’ concepts and pursuits of discretion in their work environment, accessed through face-to-face interaction. Fonterra was chosen as an ideal case for this study since it was representative of other large businesses, but also unique due to the company’s different struggles within the dairy industry. The data was coded and analysed in Atlas.ti. to identify major themes as it emerged from the experiences shared by participants. 

Results supported the notion of discretion as a bilateral phenomenon in the form of intrinsic and extrinsic discretion, exercised across organisational levels. It was found that interpersonal factors such as management style and collaboration with colleagues in the judgement phase of decision making encouraged employees to engage in discretionary decision making. Certain organisational factors were found to discourage the use of discretion. Factors associated with internal and external organisational good (as theorised by MacIntyre) were however experienced differently: employees felt positive about restrictions on their discretion if it was associated with the internal good of the organisation; but negative about restrictions associated with the external good of the organisation. It was determined that employees strongly identified with organisational values, which seemed to act as surrogate values in the absence of clearly defined personal values. 

Conclusions drawn from this study were that discretion was not only an allocated level of leeway associated with organisational positions, but was associated with individuals who occupy those positions. This was clear from the examples of important discretionary decisions made by employees on lower organisational levels. Organisations need to be aware of the significant role that management style and employee collaboration play in the willingness of employees to use their discretion. Organisations will also benefit from the knowledge that employee dissatisfaction ensues from restrictions on their use of discretion due to external but less so from internal organisational practices; and to take note of the importance of articulating the values on which employees could later base their discretionary decisions.

year: 2017

title: A case study of using the He Pikinga Waiora Implementation Framework: Challenges and successes in implementing a twelve-week lifestyle intervention to reduce weight in Māori men at risk of diabetes, cardiovascular disease and obesity

authors: Oetzel, John G.

subjects: Science & Technology

abstract: BACKGROUND: Māori men have stark health inequities around non-communicable diseases. This study describes the case of a partnership attempting to develop and implement a culturally centred intervention through a collaborative partnership to potentially address the inequities. In particular, the partnership followed a participatory, co-design approach using the He Pikinga Waiora (HPW) Implementation Framework; the study presents lessons learnt in addressing health inequities following this framework. METHODS: The partnership involved a university research team and a Māori community health provider. They engaged with other stakeholders and several cohorts of Māori men through a co-design process to adapt a 12-week lifestyle intervention. The co-design process was documented through meeting notes and interviews with partners. Two cohorts participated in separate single group pre-intervention/post-intervention designs with multi-method data collection. Key outcome measures included weight loss, self-reported health, physical activity, and nutrition. Post-intervention data collection included qualitative data. RESULTS: The co-design process resulted in a strong and engaged partnership between the university team and the provider. There were significant challenges in implementing the intervention including having two additional partner organisations dropping out of the partnership just after the initial implementation phase. However, a flexible and adaptable partnership resulted in developing two distinct lifestyle interventions run with 32 Māori men (in two different cohorts of 8 and 24). All but one in the first cohort completed the programme. The first cohort had a modest although statistically insignificant improvement in weight loss (d = 1.04) and body mass index (BMI; d = 1.08). The second cohort had a significant reduction in weight loss (d = 1.16) and BMI (d = 1.15). They also had a significant increase in health-related quality of life (d = 1.7) and self-rated health (d = 2.0). CONCLUSION: The HPW Framework appears to be well suited to advance implementation science for Indigenous communities in general and Māori in particular. The framework has promise as a policy and planning tool to evaluate and design interventions for chronic disease prevention in Indigenous communities. Despite this promise, there are structural challenges in developing and implementing interventions to address health inequities. TRIAL REGISTRATION: Retrospectively registered, Australia New Zealand Clinical Trials Registry, ACTRN12619001783112.

text: A case study of using the He Pikinga Waiora Implementation Framework: Challenges and successes in implementing a twelve-week lifestyle intervention to reduce weight in Māori men at risk of diabetes, cardiovascular disease and obesity BACKGROUND: Māori men have stark health inequities around non-communicable diseases. This study describes the case of a partnership attempting to develop and implement a culturally centred intervention through a collaborative partnership to potentially address the inequities. In particular, the partnership followed a participatory, co-design approach using the He Pikinga Waiora (HPW) Implementation Framework; the study presents lessons learnt in addressing health inequities following this framework. METHODS: The partnership involved a university research team and a Māori community health provider. They engaged with other stakeholders and several cohorts of Māori men through a co-design process to adapt a 12-week lifestyle intervention. The co-design process was documented through meeting notes and interviews with partners. Two cohorts participated in separate single group pre-intervention/post-intervention designs with multi-method data collection. Key outcome measures included weight loss, self-reported health, physical activity, and nutrition. Post-intervention data collection included qualitative data. RESULTS: The co-design process resulted in a strong and engaged partnership between the university team and the provider. There were significant challenges in implementing the intervention including having two additional partner organisations dropping out of the partnership just after the initial implementation phase. However, a flexible and adaptable partnership resulted in developing two distinct lifestyle interventions run with 32 Māori men (in two different cohorts of 8 and 24). All but one in the first cohort completed the programme. The first cohort had a modest although statistically insignificant improvement in weight loss (d = 1.04) and body mass index (BMI; d = 1.08). The second cohort had a significant reduction in weight loss (d = 1.16) and BMI (d = 1.15). They also had a significant increase in health-related quality of life (d = 1.7) and self-rated health (d = 2.0). CONCLUSION: The HPW Framework appears to be well suited to advance implementation science for Indigenous communities in general and Māori in particular. The framework has promise as a policy and planning tool to evaluate and design interventions for chronic disease prevention in Indigenous communities. Despite this promise, there are structural challenges in developing and implementing interventions to address health inequities. TRIAL REGISTRATION: Retrospectively registered, Australia New Zealand Clinical Trials Registry, ACTRN12619001783112.

year: 2020