These case studies emphasise the functional role played by migrants In helping employmentagencies meet client obligations. A counter-example to these strategies could be seen at Socialco, which was a social enterprise agency which began to operate in London in 2005. Socialco claimed that it could, because of its’ broader set of goals and objectives, focus beyond the initial transition into work for migrants. Their aspiration was to look at long-term opportunities for development of migrant skills.. Socialco recognised that migrants often ended up in a vicious circle of agency work, reproducing precarious jobs and skills underutilisation over time. Socialco, instead, sought to focus on multiple transitions and to think about the career trajectory of the migrants on its books. The agency had developed practices which sought to identify and develop the skills that migrants had, with a view to placing them in long-term sustainable employment, commensurate with their skills. This did, in some cases result in tensions and challenges, since Socialco did have to compete with private sector, profit-motive focused agencies for contracts. Nonetheless, the important aspect of the agency’s strategy, and what distinguished it from other agencies was its’ core commitment, reflected in its objectives and approach, to serving the long-term needs of the migrant worker.
In this paper, we adapt the idea of the policy and imple- mentation styles of political instruments to local employmentagencies in the context of a fundamental reform in Germany. To the best of our knowledge, this is the first study that att- empts to describe the variation between the award intensity of one important program of ALMP between local employ- ment agencies. Besides structural differences in the unem- ployment stock and regional conditions, parameters that are likely to incorporate the policy style of employment agen- cies are taken as explanatory information to learn more about the source of the variation in the use of training vouchers. We use data provided by the German Federal Employment Agency, including the precise numbers of awarded training vouchers between 2005 and 2010 at the level of local em- ployment agencies. We combine this data set with variables describing local labor market conditions and regional cha- racteristics to take into account regional effects and effects that stem from the composition of the unemployment stock. In a further step, we explain the inter-regional variation by parameters related to the policy style of employment agen- cies regarding the use of training vouchers. The reform of
This exploratory case study responded to the broad research question: why, how, and what leadership approaches are being used by mid-level managers of Ontario non- profit employmentagencies to intrinsically motivate their career professionals. The findings pointed out that mid-level managers mostly use transformational leadership approaches for building and sustaining the intrinsic motivation of career professionals. The reason for them using this leadership approach is their sense of the capacity of this approach to motivate people by creating an environment where mid-level managers and career professionals have, at the least, a basic level of trust of each other. Mid-level managers use this leadership approach by encouraging learning and innovating, fostering open communication, modeling the way to perform jobs, and showing appreciation of career professionals. Mid-level managers in this study mentioned using what in essence are non-monetary rewards such as showing appreciation, celebrating successes, and buying treats for career professionals as symbols or tokens of appreciation. In order to signify the importance of reaching and exceeding employment targets, they share their understanding of the ‘big picture’ to career professionals by depicting the funding- structure of these agencies. A further elaboration of each research question and how this study answered them are given below.
The primary opportunity for the development of employmentagencies for people with disabilities is their inner potential. In general, respondents highly appreciate their NGOs, an average of 4 points in a 6-point scale (where 1 is unsatisfactory, and 6 is perfect). At 4.6 points, they evaluate various aspects of the organization ’s infrastructure (office, accessibility for clients, and lack of architectural barriers), skills, and resources. The agency marketing, business consulting, quality management and general aspects of the management, are also positively evaluated. The biggest challenge is the financial management. While acquiring the external resources is evaluated as good (4.1), the quality of competencies of fundraising staff is insufficient (3.9), the financial stability of the entity is rather low (3.5), and the ability to use NGO’s financial resources is low (3.2). The agencies point out that the activation of their customers is often possible only with external funding, which leads to the strong competition for grants without concern for the quality of submitted projects. At the same time when their fundraising departments are weak, the agencies are dependent on the European and domestic public funds. The main problems in raising the external funds are the complicated procedures and low subsidies (both 32.3%) and the lack of support from the local authorities (29.0%). In the standardization of their services, agencies perceive the continuous improvement of services (4.4), an increase of requirements for their employees and their contacts with the environment (4.3), and the promotion of agency through the creation of the best practices (4.3). Respondents were also asked to assess the barriers to the development of agencies. The highest scores were obtained on the side of the public employment service deficits: lack of interest in cooperation, lack of studies of the best practices in employment of people with disabilities, lack of contacts developed between agencies, and lack of measures to support employmentagencies such as training and joint projects with local authorities.
The above correlation should be examined in relation to the projects’ requirements and the civil servants’ training needs. In order to be successful, civil servants involved in EU funded projects’ development and implementation should possess a range of skills such as: advanced project management, leadership, communication, schedul- ing, negotiation, cost management, critical thinking, task management and teamwork. According to Rammata (2017), these skills can be gleaned from experience or train- ing courses. Civil servants’ participation in training courses on project management addresses a variety of their needs related to successful initiation and implementation of projects (Žurga, 2018). While the employees’ training needs in carrying out proj- ects are met, the territorial Agencies will experience increases in their initiation and implementation. Moreover, the investments in civil servants’ training contribute to a learning atmosphere, generate a continuous climate of gaining knowledge and skills. This allows exchanging information and opinions between participants, which subse- quently has the effect of producing new knowledge, skills and ideas.
Principal-agency agreement is a relational authoritative model in contractual governance where according to institutional economics, agent of implementation (here employmentagencies) is supposed to pursue the interest of the principal (here a bureaucratic apparatus or individual officials) (Potůček et al 2016). Analysing of the principal-Agency model over the past years is essential to understand the causes and consequences of interests’ disagreements (Zinyama 2014). In particular, it assumes human beings actions as rational bounded with self-interest and opportunism (Eisenhardt, 1989). The principal – agent arrangement emphasizes on information asymmetry problems in contracting out of service implementation (Barney and Ouchi, 1986). As a matter of fact, principal-agency agreement shows the risk attitudes of principals and agents (Eisenhardt, 1989) in contracting-out of employment case management services delivery implementation. However, there are information resulting to conflict of interest that is often manage with bonding to target agency`s activities, and monitoring of their tasks.
There is another side of the problem – an economic one. If the principle of equality is complied with, question of its appropriateness arises. The thing is that many types of employee benefits are associated with the length of service of such employee at one enterprise (length of service benefits, profit sharing plan, bonuses, social insurance, etc) and are integral part of the employee policies of most companies. Since contingent workers are usually employed during a short period of time at one enterprise, and, moreover, they are often employed by several companies at a time, the payment and bonus systems for which permanent employees are eligible are in most cases not applicable to contingent employees. However, the question of equal conditions for permanent and contingent employees is still under discussion and it is a key issue of the social dialogue between trade unions and employers (employmentagencies) in EU countries.
The study population consisted of 278 subjects who attended the local courses. The course participants were working in refugee reception within the local social services, in mental health care (primary care and psychiatric care) and in employmentagencies. They had varying professional backgrounds, including social workers, Swedish language teachers, employment officers, nurses, psychologists and physicians. All participating organisations are publically funded. Each course was composed of three sessions, taking place on different dates. Only participants attending at least two sessions (N = 232) were included, see Figure 1. Ethical approval was obtained from the Regional Ethical Review Board in Stockholm, Dnr 2011/1227-31.
Many of the sites involved in the DDA action research projects were working primarily with learners with learning difficulties. However, several of them, in particular those working for training providers, recognised that there was a significant need to increase access to employment for young people who might not have any difficulty with learning but did have a physical or sensory disability. These sites recognised that there was a problem with the reliability of data as to how many young people on apprenticeships had a physical or sensory disability. While numbers self-declaring as having some kind of ‘disability, learning difficulty or health problem’ are relatively high, these figures are not broken down to establish the nature of the difficulty. Anecdotal evidence seems to suggest that, although some people with physical and sensory disabilities do gain entry onto and succeed in apprenticeships, these numbers are not as high as they should be - an issue which the project leader has raised with National LSC as requiring further research. In a series of regional events carried out by LSDA to disseminate the project findings, it became apparent that delegates from the work-based learning sector, in particular those working with apprenticeship learners, had far less experience and received far less support in working with disabled learners than their counterparts in colleges. The issue becomes a ‘chicken and egg’ cycle – disabled people do not get referred to apprenticeships, so expertise in supporting them is not built up, therefore few get referred, etc, etc. One of the sites, Chelmer Training, stated: A large percentage of our learners are interested in manual and construction trades.
Since 2011 I have been working on pieces that are open-form performative explorations composed around the balancing of two agencies in an unstable instrumental medium; these are the human agency of the player, and the material agency of the instrument. In this article, I will talk mainly about intra-actions, my new work for solo cello – written for cellist Seth Woods – which is concerned with a continuous and indeterminate spectral exploration, revealing the partials of the open strings using the bowing hand alone.
tains a two-percent random sample of all German employees registered with the social security system. Supplementary information on registered unemployment spells at the employment office is added to the sample. Being of administrative nature the IABS provides longitudinal and high quality information on the employment and unemployment history of employees. Temporary agency workers are identified by an industry classification code, which allows us to identify those workers covered by the social se- curity system in professional temporary work agencies. Firms placing their employees only on a sporadic basis (so-called mixed firms) can not be identified by this code. Therefore about 87 percent of all placed temps in our sample are included in the analysis (Jahn/Wolf 2005). The missing information on tempo- rary agency workers employed in mixed firms has no effect on our results because the reforms of the La- bor Placement Act are likely to affect primarily the employment behavior of professional agencies. Each employment and unemployment spell contains starting and ending date and provides accurate information on the timing of transitions from temporary agency work to another labor-market status. Using an inflow sample over the period 1980 to 2003 with censoring on December 2004, we can investi- gate and compare the effects of the five reforms between 1985 and 2003. For administrative reasons ap- proximately 85 percent of the employment spells are updated for 2004. We suppose that register infor- mation is particularly incomplete for new employment relationships. To avoid any distorting effects we therefore excluded all spells starting in 2004. The reference to employment spells rather than workers implies that temporary agency workers with multiple completed temporary agency spells within the same firm or with another employer in a given period are included repeatedly. If a temporary agency spell is followed by a new spell without interruption at the same employer employment duration of these two spells are added.
Increasing the conditionality of welfare benefits is a growing trend in many developed countries, particularly in relation to some groups who may be perceived as undeserving of state support. Problem drug users (PDUs) are one such group, and in the UK most PDUs do not work and a high proportion claim benefits. Facilitating the movement of these individuals into employment is a policy aim, because it is believed to improve the circumstances of drug users (and promote future abstinence) and because moving all groups off benefits and into work is a primary purpose of recent welfare reforms. Yet little is known about the interactions of PDUs with the UK benefits system or how recent moves to increase the conditionality of benefits are likely to affect this vulnerable group. This paper begins to address this gap by exploring the perceptions that PDUs and relevant frontline staff have of drug users’ interactions with the welfare system and the factors affecting their prospects for employment. The findings suggest some aspects of recent welfare reforms, notably the simplification of benefits, may help PDUs interact with the system. However, the data also reinforce claims that the increased use of sanctions is unlikely to succeed in improving employment rates amongst this group without intensive support and demand-side interventions.
The evidence presented here has suggested that ratings, by and large, fail to anticipate financial crises and are, instead, adjusted ex-post. However, in light of the evidence on other market indicators, this result is not surprising. Kaminsky and Reinhart (1996) show domestic- foreign interest rate differentials are not good predictors of crises, particularly currency crises. This result is re-enforced in Tables 3.1-2. If market participants anticipate a crisis, these expectations should be reflected in a rising risk premia as the crisis nears--unless, of course, there are explicit or implicit guarantees, a point that has been stressed by Dooley (1997). A similar argument could be made about the rating agencies, if they internalize that the IMF will provide a bail-out to the sovereign debtors. In that case, there is no need to reassess the risk of default.
One area that is particularly concerning regarding standardized testing in Japan is the use of what can be called non-standard standardized tests. Private high schools, universities, and even some companies often rely on their own locally made standardized tests in order to make the determination of the language proficiency of prospective entrants. It is very likely that many of these organizations have not thoroughly researched their methods of test construction, nor do they undertake the rigorous procedures of statistical analysis that are currently being undertaken by the formal testing agencies mentioned in this article. The result is that these non- standard tests lose many of the benefits that regular standardized tests have while maintaining all of their limitations. In the same way that formal testing agencies should be required to, entrance examinations made by local boards of education, by language departments within schools or within private companies need to be available to outside parties for scrutiny.
A prevalent mantra in the business world this day is consolidation. Take any sector banking, e-commerce, wireless, cable, computers, and auto industry, one will see that companies are being bought and consolidated in the hopes of reducing cost structure, streamlining operations and realizing benefits of economies of scale and scope. Over decades, the webification option for companies and agencies, such as that of the recruitment, came into lime light and is followed by a rush of companies trying to exploit the opportunities it presents.
This study aims to determine the effect of ability and workload on the organizational performance simultaneously, determine the effect of the ability to organizational performance partially, determine the effect of workload on the organizational performance partially, determine the effect of organizational commitment on organizational performance partially, determine the effect of ability on performance organization through organizational commitment and determine the effect of workload on organizational performance through organizational commitment. The study was conducted in the supervision Directorate of the Pension Fund and the Social Security Agency Employment FSA. Sampling using saturated samples involving 36 employees in all parts of the organization. Analysis of data using path analysis.