Nadine Nabulsi, Beverley McNally and Grace Khoury
This research paper seeks to identify multiple stakeholder perceptions relating to the level of graduateness of a group of business school graduates in Palestine.
Abstract
Purpose
This research paper seeks to identify multiple stakeholder perceptions relating to the level of graduateness of a group of business school graduates in Palestine.
Design/methodology/approach
An exploratory mixed method approach was employed. Survey data provided the quantitative information that was analysed using statistical package for the social sciences (SPSS). Interviews of 1.5–2 h duration were conducted to gather the qualitative data. The study utilised an inductive thematic approach to analyse these data.
Findings
Employers were resolute in the view that despite the high level of youth unemployment in Palestine, they still had difficulty in sourcing suitably qualified graduates. Collaboration between employers and higher education providers is not of a level that supports the development of graduateness. The identified key skill shortages occurred in the soft skills area, for example, written and verbal communication, language and problem-solving skills, negotiation and conflict resolution.
Research limitations/implications
As an exploratory research study, there are opportunities for future research investigating more deeply the themes identified and the success or otherwise of the recommended initiatives.
Practical implications
This study has implications for both educationalists and policymakers, regarding the prioritisation of development funding and of policies and practices aimed at improving youth employment. There are implications for all stakeholders with regard to collaboration in curriculum development, provision of education, and training and development programmes targeting young people to ensure that they are work ready.
Originality/value
This paper is one of the first to examine the skills gap between business schools' graduates and employment in Palestine.
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Grace C. Khoury and Beverley McNally
The purpose of this paper is to report on the findings of a study exploring the challenges confronting the provision of human resource development (HRD) in large Palestinian…
Abstract
Purpose
The purpose of this paper is to report on the findings of a study exploring the challenges confronting the provision of human resource development (HRD) in large Palestinian organizations.
Design/methodology/approach
A mixed methods approach was used to gather the data. The quantitative data were analysed using statistical programme for social sciences. Qualitative data were analysed using thematic analysis.
Findings
The first challenge pertained to the need for large-scale investment in human capital while at the same time facing serious resource constraints. Additional challenges were; the operational nature of the HR function, the limited training and development expertise and the lack of alignment between educational institutions and employers’ needs.
Research limitations/implications
This exploratory study provides recommendations for future explanatory research to contribute to the literature examining national human resource development (NHRD) in high-conflict societies.
Practical implications
The findings have implications for both policy makers and the HRD profession. There are also implications for the prioritization of development funding.
Social implications
There is an identified need for closer alignment between the country’s education system, the needs of the workplace and the HRD function in organizations. The overarching recommendation is that the HRD function be considered from a NHRD and human capital theory perspectives.
Originality/value
This study is the first of its type to be conducted in Palestine. The findings highlight the importance of NHRD to the sustainable nation-building process in Palestine.
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John Stott, Tony McNally and Jake Burnyeat
Heart of England Community Energy (HECE) is 1 of 495 community energy companies with 331 MW of community-owned renewable electricity collectively generating 506 GWh renewable…
Abstract
Heart of England Community Energy (HECE) is 1 of 495 community energy companies with 331 MW of community-owned renewable electricity collectively generating 506 GWh renewable electricity, saving £3.35 million on energy bills, 143,000 tCO2e annually, powering 174,000 UK households and contributing over £21.5 million to community benefit funds (Community Energy, 2022). HECE’s 15-MW array, comprising 60,000 solar panels, is located outside Stratford-upon-Avon generating renewable electricity since 2016, raising £17 million to make this possible and through surplus revenues over a 20-year period will contribute £6 million back into local communities. Small UK community energy companies face a wide range of challenges compared with policies elsewhere. The biggest hurdle for community energy companies in becoming a licenced energy supply company is the cost (IPPR, 2016). Gaining a grid connection is challenging with Ofgem estimating that between 60% and 70% of high voltage schemes never connect to the grid and a large backlog of green power projects has accumulated (Lawson, 2023). In Germany, where there is a ‘Right to Local Supply’ set-up, costs are proportional to the size of the energy organisation (Croner-i, 2022).
Whilst the Climate Change Committee has stated, ‘it will not be possible to get close to meeting a net zero target without engaging with people or by pursuing an approach that focuses only on supply-side changes’, government’s focus remains very largely supply-side focussed (Community Energy, 2022).
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Alex de Ruyter, Steven McCabe and Beverley Nielsen
Climate change caused by an increase in greenhouse gas emissions poses a threat to species on earth. Such emissions have been caused by activities that have increased the rate at…
Abstract
Climate change caused by an increase in greenhouse gas emissions poses a threat to species on earth. Such emissions have been caused by activities that have increased the rate at which greenhouse emissions have occurred due to the burning of fossil fuels and industrial processes in recent decades. Without urgent intervention, the ability of earth’s citizens will be irrevocably altered. Hundreds of millions of people’s lives will effectively become extremely challenging. Deaths due to starvation, lack of water, storms and flooding will increase. The magnitude of the crisis confronting humanity has resulted in means the formation of what’s known as the ‘Net Zero’ target set by The Intergovernmental Panel on Climate Change (IPCC, 2024), a United Nations body consisting of global experts on climate change in 1994. This chapter explains why climate change has occurred, what its impact may be and how intervention by governments as well as all organisations and individuals catastrophe can be avoided. There is an overview of subsequent chapters contained in this book.
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I begin by examining some ways in which organisations have attempted to improve their recruitment and selection procedures to minimise bias and unfair discrimination, and focus on…
Abstract
I begin by examining some ways in which organisations have attempted to improve their recruitment and selection procedures to minimise bias and unfair discrimination, and focus on the assessment centre as a potentially useful technique in this respect, especially for managerial selection. I go on to examine the assessment centre in more detail, including its origins, construction and uses, before discussing the strong evidence for its validity as a selection and assessment procedure. I then describe some recent British innovations in assessment centre design and practice, especially in its use for management and organisation development purposes, before discussing some of my own recent research, in collaboration with Ivan Robertson and Usha Rout, on participants' attitudes towards the use of assessment centres for selection and development purposes, including gender differences in attitudes.
C Long, L Collins, C MacDonald, D Johnston and S Hardy
The effects of organisational change on a medium secure ward for women with developmental disabilities are examined. Intervention followed the BAITS model (Milne et al, 2003) in…
Abstract
The effects of organisational change on a medium secure ward for women with developmental disabilities are examined. Intervention followed the BAITS model (Milne et al, 2003) in focusing on behavioural analysis, intervention, training and support as a way of amalgamating psychological perspectives to address problems and promote positive attitude change. The positive benefits of this programme are described in terms of pre‐ and post‐changes in the perceived work environment, job satisfaction and burn‐out, and levels of disturbed behaviour. The implications of these findings are discussed in terms of promoting positive evidence‐based practices in secure developmental disability services.
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Yossef Meller and David Macarov
Responses to open‐ended questions concerning sources of work satisfaction among social workers indicate that instruments and methodology which have been devised in industrial…
Abstract
Responses to open‐ended questions concerning sources of work satisfaction among social workers indicate that instruments and methodology which have been devised in industrial settings may create distortions when applied to human services. The most important sources of satisfaction and dissatisfaction differ from those elicited in industry, a fact which points out the need to begin detailed research in the service sector using workers' own conceptions of their situation rather than preconceptions drawn from other areas of work.
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Games were used in social work, especially in group work, for many years (Abels & Abels, 1985; Zayas & Lewis, 1986). Games are recognized as a necessary part of human development…
Abstract
Games were used in social work, especially in group work, for many years (Abels & Abels, 1985; Zayas & Lewis, 1986). Games are recognized as a necessary part of human development and thus have many applications in professional life (Dromi & Krampf, 1986). Computers became a growing source of help in our profession. Among their new applications they are used as games machines for educational or therapeutic purposes (Resnick & Sherer, 1989). This article deals with computerized games in social work. We will focus our attention on the current state of this art, analyze its potential applications in various fields of social work, and as an example introduce one such game and discuss its potential use.
Y. Meller and D. Macarov
The gradual shift from industrial to service economies which has been characteristic of all the western democracies for at least the last century has not been reflected in…
Abstract
The gradual shift from industrial to service economies which has been characteristic of all the western democracies for at least the last century has not been reflected in research on the services in a manner commensurate with the pace and importance of that shift. Although there are semantic and practical difficulties in defining exactly what is meant by services, one can discern a rough continuum running through most definitions and categorisations, with creating, altering, or combining material objects on one end of the continuum, and dealing with an individual's problems and needs through the use of a helping relationship on the other. Using this model, it is clear that the overwhelming majority of research studies into work attitudes, patterns, influences, productivity and so forth, have been towards the materials‐altering, or industrial, end of the continuum.