Cultural Preference Nets

2021 ◽  
pp. 182-196
Author(s):  
Michael J. Camasso ◽  
Radha Jagannathan
Keyword(s):  
Labor Market ◽  
General Education ◽  
Value Added ◽  
Value Orientations ◽  
Cultural Value ◽  
Job Seekers ◽  
Skill Sets ◽  
Sharing Values ◽  
Global Labor Market ◽  
Cultural Preference

In this final chapter, the authors summarize the results on the empirical analyses of attitudes, beliefs, metaphors, and preferences. They find evidence to support the contention that cultural value orientations do indeed distinguish labor market responses and the structure of those labor markets. They also note how this stability shows signs of erosion, with millennials often sharing values that transcend country boundaries. The trends in all six nations of an increasing preference for general education among younger generations has the potential of dramatically changing the skill sets of job seekers in an increasingly complex global labor market. The perils of this loss of value-added production skills are explored, as are the risks associated with the neglect of national culture as an economic organizing principle.

scholarly journals Global Labor Market Trends and Their Significance for the Future Employees’ Competences

2018 ◽  
Vol 10 (4) ◽  
pp. 5-38
Author(s):  
Sylwia Przytuła
Keyword(s):  
Labor Market ◽  
Value Added ◽  
Communication Model ◽  
Global Trends ◽  
Global Workforce ◽  
Path Creation ◽  
Intercultural Skills ◽  
Global Labor Market ◽  
Postgraduate Studies ◽  
Market Management

Abstract Objective: The theoretical purpose of this article is to present social, technological, economic and cultural trends that determine the global labor market, new needs on the labor market and create new competences and professions. The goal of empirical research was to diagnose the most challenging trends for HR specialists and to identify key competencies on the global workforce market. Methodology: The paper, apart from desk-research and literature review, presents the results of exploratory pilot research. Purposive sampling was applied and the questionnaire was addressed to 44 managers and HR specialists (“key informants”, Myers, 2009) who are participants of postgraduate studies in HR Business Partner, Human Resource Management. The conducted research was idiographic, which means that its conclusions concern only the studied population. But resignation from a broad generalization of results does not necessarily reduce their cognitive value (Chełpa, 2003). Findings: The biggest challenges for HR were: retention of employees and building their loyalty, shortage of employees on the labor market, management of employees of different generations. It can be said that these challenges are inherent with global trends and problems faced by employers. Respondents pointed to the most desirable competences nowadays and in the near future: IT competencies, intercultural skills, creative and cognitive thinking, ability to work in virtual and multicultural teams. To the key personnel activities which in the next 5 years will gain in importance belonged: mobile working, hiring experts (freelancers), crowd working, portfolio work. Value Added: This theoretical-empirical study organizes the current results of foresight research on HR trends, in order to develop an aggregated list of the most desirable competencies on the global labor market. Knowledge about the missing, niche competencies of employees pointed out by employers will allow targeting education systems and equipping employees equipped with the most demanded skills and knowledge. Recommendations: The challenges of the global labor market presented in this article will contribute to disappearance of many previous professions, changes in the nature of work and the emergence of its new forms. In the coming years, many HRM practices will require the revision and implementation of new personnel solutions for recruitment, motivation and career path creation. A flexible career understood as a “portfolio of projects and experiences” of an employee will develop in any direction. Communication model in companies will also be transformed, as mobile devices will become an office, a training room and a personal assistant.

Skill Shortages, Skill Gaps, and Labor Demand

2021 ◽  
pp. 71-106
Author(s):  
Michael J. Camasso ◽  
Radha Jagannathan
Keyword(s):  
Labor Market ◽  
Labor Markets ◽  
Labor Demand ◽  
Value Added ◽  
Labor Market Institutions ◽  
Skill Sets ◽  
Government Interventions ◽  
Goods And Services ◽  
Skill Gaps ◽  
Active Labor Market Policies

The focus in this chapter is on the consequences of employers’ decisions and on labor market institutions that create flexible, rigid, or segmented labor markets. The authors profile how each of the focal countries maintains culturally distinctive production functions and how these approaches to the creation of goods and services impact employment and overall economic performance. The importance of a labor market designed around the production of value-added product for export is highlighted, as is the pressure it places on renewal of knowledge and skill sets and flexible labor markets. Failures of the labor market in the forms of unemployment, underemployment, and low labor force participation have resulted in a variety of government interventions or active labor market policies. The authors examine the effectiveness of a number of these policies, including subsidies paid to employees, minimum wages, and employment subsidies to private businesses and public sector jobs.

scholarly journals How do Slovak Women Perceive Their Opportunities on the Global Labor Market? Generational study

2021 ◽  
Vol 92 ◽  
pp. 07064
Author(s):  
Mária Urbánová ◽  
Jana Kozáková ◽  
Silvia Klátiková
Keyword(s):  
Labor Market ◽  
Generational Differences ◽  
Online Survey ◽  
Wage Gap ◽  
Value Added ◽  
Generation Z ◽  
Global Labor Market ◽  
Employment Gap ◽  
Questionnaire Method ◽  
Post Hoc

Research background: Despite European labor market offers wider opportunities of employment also for Slovak women, it is characterized by notable gender disparities too. Except for the 12% employment gap, the 16% wage gap still occurs. Study examines generational differences in attitudes of Slovak woman according to their opportunities on the global labor market with the respect of fact that, women’s own views on the need for such activities differ across generations. Purpose of the article: The aim is to point out that views of Slovak women on their opportunities at the global labor market is perceived differently by women of diverse generations. Methods: The research was conducted using the questionnaire method on a sample of 361 respondents, who were exclusively women of economically active age already incorporated in the labor market. For this reason, stratified randomization was performed and members of Generations X, Generation Y, and Generation Z were approached to participate in the online survey. The assumptions of differences were set for 6 chosen variables and statistically tested according to the age through Kruskal-Wallis test using XL stat. As a post hoc test the Bonferroni correction was computed to counteract the problem of multiple comparisons between variables. Findings & Value added: The uniqueness of our study is primarily in targeting at women of different generations and looking for differences in their generational attitudes.

Educational Downgrading: Adult Education and Downward Mobility

2021 ◽  
pp. 003804072098289
Author(s):  
Corey Moss-Pech ◽  
Steven H. Lopez ◽  
Laurie Michaels
Keyword(s):  
Labor Market ◽  
Adult Education ◽  
Educational Aspirations ◽  
Qualitative Interviews ◽  
The United States ◽  
Job Seekers ◽  
Downward Mobility ◽  
Precarious Labor ◽  
The Life Course ◽  
Returning To School

Scholarship on adult education throughout the life course focuses on the relationship between education and upward mobility. Scholars rarely examine how adults’ educational aspirations or trajectories are affected by downward mobility or an increasingly precarious labor market. Drawing on in-depth qualitative interviews with 21 job seekers in the post–Great Recession labor market in the United States, this article advances the concept of educational downgrading: returning to school in pursuit of a credential lower than the highest level of education one previously sought or attained. We explore three pathways to downgrading connected to downward mobility: occupational dead ends, career reversals, and educational inflation. In the process, we highlight how individuals adjust their practical educational aspirations as they navigate a contemporary economy in which careers are unstable and credentials are needed for many kinds of jobs across the occupational hierarchy.

scholarly journals The ABC Concept—Value Added to the Earth Heritage Interpretation?

Geoheritage ◽  
2021 ◽  
Vol 13 (2) ◽  
Author(s):  
M. Pásková ◽  
J. Zelenka ◽  
T. Ogasawara ◽  
B. Zavala ◽  
I. Astete
Keyword(s):  
General Education ◽  
Value Added ◽  
Cultural Aspects ◽  
The Earth ◽  
Holistic Interpretation ◽  
Level Of Knowledge ◽  
Internal And External Factors ◽  
The Given ◽  
Heritage Interpretation

AbstractHolistic interpretation of Earth heritage is one of the most important tasks of UNESCO Global geoparks. The ABC (abiotic, biotic, and cultural interconnections) concept is a potential interpretive approach used in Earth heritage popularization through geotourism. Apart of the deeper understanding of this concept, this study explores the application of this concept in selected geoparks. The Colca and Volcanoes Andagua UNESCO Global Geopark (Peru) and Muroto UNESCO Global Geopark (Japan) served as a case study in the frame of this qualitative research conducted during the summer 2019. Results show that the ABC approach is nearly perfectly understood by both geoparks, however there are both internal and external factors which influence the extent and form of how this concept is applied in practice. Except for specific geographical settings, different stages of geopark product development, and different managerial approaches, they mainly include the level of scientific knowledge and general education in the given geopark, as well as level of knowledge management and networking with another UNESCO global geoparks. The more experienced Muroto Geopark interpretation exhibits a comparatively higher level of visible ABC application, while the Colca and Volcanoes Andagua Geopark can benefit in the future from the natural inclination and ability of the local people to integrate the cultural aspects into their Earth heritage interpretation.

scholarly journals Race and Networks in the Job Search Process

2019 ◽  
Vol 84 (6) ◽  
pp. 983-1012 ◽  
Author(s):  
David S. Pedulla ◽  
Devah Pager
Keyword(s):  
Social Networks ◽  
Labor Market ◽  
African Americans ◽  
Racial Disparities ◽  
Job Search ◽  
Search Process ◽  
Job Seekers ◽  
Employment Opportunities ◽  
Black And White ◽  
Job Offers

Racial disparities persist throughout the employment process, with African Americans experiencing significant barriers compared to whites. This article advances the understanding of racial labor market stratification by bringing new theoretical insights and original data to bear on the ways social networks shape racial disparities in employment opportunities. We develop and articulate two pathways through which networks may perpetuate racial inequality in the labor market: network access and network returns. In the first case, African American job seekers may receive fewer job leads through their social networks than white job seekers, limiting their access to employment opportunities. In the second case, black and white job seekers may utilize their social networks at similar rates, but their networks may differ in effectiveness. Our data, with detailed information about both job applications and job offers, provide the unique ability to adjudicate between these processes. We find evidence that black and white job seekers utilize their networks at similar rates, but network-based methods are less likely to lead to job offers for African Americans. We then theoretically develop and empirically test two mechanisms that may explain these differential returns: network placement and network mobilization. We conclude by discussing the implications of these findings for scholarship on racial stratification and social networks in the job search process.

scholarly journals Training Regimes and Skill Formation in France and Germany: An Analysis of Change between 1970 and 2010

2020 ◽  
Author(s):  
Benjamin Elbers ◽  
Thijs Bol ◽  
Thomas Albert DiPrete
Keyword(s):  
Labor Market ◽  
General Education ◽  
School To Work ◽  
Educational Systems ◽  
Educational Expansion ◽  
Large Share ◽  
Skill Formation ◽  
Ideal Types ◽  
Analysis Of Change ◽  
Formation Systems

How do educational systems prepare workers for the labor market? Stratification research has often made a distinction between two ideal-types: “qualificational spaces,” exemplified by Germany with a focus on vocational education, and “organizational spaces,” exemplified by France with a focus on general education. However, most studies that investigated this distinction did so by focusing only on the size of the vocational sector, not on whether graduates with a vocational degree actually link strongly to the labor market. Moreover, they often studied male workers only, ignoring potential gender differences in how school-to-work linkages are established. In this paper, we map the change in education-occupation linkage in France and Germany between 1970 and 2010 using an approach that can distinguish between changes in rates and changes in the structure of school-to-work linkages. Surprisingly, we find that the German vocational system in 1970 was not, on average, substantially more efficient in allocating graduates to specific occupations than the French system. This finding is a major departure from earlier results, and it shows that the differences between 1970's France and Germany, on which the qualificational-organizational distinction is based, are smaller than previously assumed. Partly, this is due to the fact that the female labor force was omitted from earlier analyses. We thus show that ignoring the female workforce has consequences for today's conception of skill formation systems, particularly because a large share of educational expansion is caused by an increase in female enrollment in (higher) education.

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