scholarly journals In for a Penny, or: If you Disapprove of Investment Migration, Why Do You Approve of High-Skilled Migration?

2019 ◽  
Vol 0 (0) ◽  
Author(s):  
Lior Erez

AbstractWhile many argue investment-based criteria for immigration are wrong or at least problematic, skill-based criteria remain relatively uncontroversial. This is normatively inconsistent. This article assesses three prominent normative objections to investment-based selection criteria for immigrants: (i) that they wrongfully discriminate between prospective immigrants (ii) that they are unfair, and (iii) that they undermine political equality among citizens. It argues that either skill-based criteria are equally susceptible to these objections, or that investment-based criteria are equally shielded from them. Indeed, in some ways investment-based criteria are less normatively problematic than skill-based criteria. Given this analysis, the resistance to investment-based migration criteria, but not to skill-based criteria, is inconsistent.

1991 ◽  
Vol 22 (2) ◽  
pp. 51-59 ◽  
Author(s):  
Kathy L. Coufal ◽  
Allen L. Steckelberg ◽  
Stanley F. Vasa

Administrators of programs for children with communicative disorders in 11 midwestern states were surveyed to assess trends in the training and utilization of paraprofessionals. Topics included: (a) current trends in employment, (b) paraprofessional training, (c) use of ASHA and state guidelines, and (d) district policies for supervision. Selection criteria, use of job descriptions, training programs, and supervision practices and policies were examined. Results indicate that paraprofessionals are used but that standards for training and supervision are not consistently applied across all programs. Program administrators report minimal training for supervising professionals.


1978 ◽  
Author(s):  
Agnes N. O'Connell ◽  
◽  
Nancy Felipe Russo

2014 ◽  
pp. 126-140
Author(s):  
O. Mironenko

Employers incur costs while fulfilling the requirements of employment protection legislation. The article contains a review of the core theoretical models and empirical results concerning the impact of these costs on firms’ practices in hiring, firing, training and remuneration. Overall, if wages are flexible or enforcement is weak, employment protection does not significantly influence employers’ behavior. Otherwise, stringent employment protection results in the reduction of hiring and firing rates, changes in personnel selection criteria, types of labour contracts and dismissal procedures, and, in some cases, it may lead to the growth of wages and firms’ investments to human capital.


2018 ◽  
Vol 15 (4) ◽  
pp. 545-559 ◽  
Author(s):  
Florian Tissot

The aim of this article is to clarify the role of the organisations that support skilled migrants after a relocation, using the analytical concept of migration industry. The concept is used as a tool to explore the gap between the macro and the micro levels and by that stresses the crucial meso-level when it comes to conceptualizing (skilled) migration. I use 30 semi-directive interviews with skilled migrants and six interviews with key informants in the migration industry as a basis for the analysis, leading me to distinguish three main services at the heart of this industry. Each service is covered by distinct private actors: the basic needs of the family by relocation offices, the education of the children by international schools, and the careers of the partner by outplacement agencies.


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