Kooperativer Bibliotheksverbund

UID:

Format: 1 Online-Ressource (348 Seiten)

Edition: 1st ed

ISBN: 9781464819421

Series Statement: World Development Report

Note: Description based on publisher supplied metadata and other sources , Front Cover -- Contents -- Foreword -- Acknowledgments -- Key takeaways -- Glossary -- Abbreviations -- Overview -- Migration is necessary for all countries -- A practical framework for policy makers: The Match and Motive Matrix -- When the match is strong, the gains are large -- When the match is weak, the costs need to be shared-and reduced-multilaterally -- Making migration work better requires doing things differently -- A message of hope -- Notes -- References -- 1 The Match and Motive Matrix -- Key messages -- A people-centric approach -- A focus on foreign nationals -- Two perspectives: Labor economics and international law -- The Match and Motive Matrix -- Policy priorities -- Notes -- References -- Spotlight 1 History -- Part 1 Migration is increasingly necessary for countries at all income levels -- 2 The numbers: Understanding who moves, where to, and why -- Key messages -- Current trends -- Motives and patterns -- Notes -- References -- Spotlight 2 Data -- 3 The outlook: Changing patterns, needs, and risks -- Key messages -- Demographics: The coming competition for workers -- Climate change: New risks of distressed movements -- Notes -- References -- Spotlight 3 Methodological considerations -- Part 2 When the match is strong, the gains are large -- 4 Migrants: Prospering-and even more so with rights -- Key messages -- Receiving higher wages -- Accessing better services -- Dealing with social costs -- Returning -- Failing, sometimes -- Notes -- References -- Spotlight 4 Gender -- 5 Origin countries: Managing migration for development -- Key messages -- Reaping the full development benefits of remittances -- Leveraging knowledge transfers -- Managing labor market impacts -- Taking a strategic approach -- Notes -- References -- Spotlight 5 Measurement of remittances , 6 Destination countries: Maximizing gains through economic and social policies -- Key messages -- Benefiting from migrants' labor -- Maximizing economic gains -- Fostering social inclusion -- Notes -- References -- Spotlight 6 Racism, xenophobia, and discrimination -- Part 3 When the match is weak, the costs need to be shared-and reduced-multilaterally -- 7 Refugees: Managing with a medium-term perspective -- Key messages -- Recognizing the development challenge -- Enhancing responsibility-sharing through regional solidarity -- Going beyond emergency responses -- Making progress toward durable solutions by combining legal status and access to opportunities -- Notes -- References -- Spotlight 7 Internal displacement and statelessness -- 8 Distressed migrants: Preserving dignity -- Key messages -- Acknowledging policy trade-offs -- Extending international protection -- Shifting migrants' incentives through legal pathways -- Strengthening the match of migrants' skills and attributes through development -- Notes -- References -- Spotlight 8 "Root causes" and development -- Part 4 Making migration work better requires doing things differently -- 9 Recommendations: Making migration work better -- Key messages -- Introduction -- Strong match: Maximize gains for all -- Weak match and fear motive: Ensure the sustainability of refugee-hosting, including through responsibility-sharing -- Weak match and no fear motive: Respect dignity and reduce the need for distressed movements -- Essentials for reform -- Notes -- References -- Boxes -- Box O.1 How many migrants are there, and where do they live? -- Box 1.1 Foreign nationals or foreign-born? -- Box 2.1 Migration data in this Report -- Box 3.1 Can technology solve labor market mismatches across countries? -- Box 3.2 Compounded drivers of migration in Sub-Saharan Africa , Box 4.1 Migrating to seek more inclusive gender norms: The case of highly educated women -- Box 5.1 Migrants can transfer institutional and social norms to their origin country -- Box 5.2 The Philippines: A case study of how origin countries can benefit from migration -- Box 6.1 The longer-term economic effects of migration -- Box 6.2 Profound cultural changes are under way -- Box 6.3 Lessons from Germany: The successful integration of asylum-seekers and refugees -- Box 7.1 Ukrainian refugee crisis -- Box 7.2 Among refugees, some have higher protection needs -- Box 7.3 An example of development financing: IDA's Window for Host Communities and Refugees -- Box 7.4 Preparedness is critical when refugee situations are predictable or chronic -- Box 7.5 Return: Homecoming or new movement? -- Box 7.6 Creating better outcomes through integration: Lessons from Colombia -- Box S7.1 IDPs versus refugees -- Box S7.2 Internal displacement and assistance targeting -- Box 8.1 The externalization of migration policy -- Box 8.2 The evolving definition of refugee -- Box 8.3 Climate-related mobility in Small Island Developing States -- Box 8.4 Smugglers and traffickers -- Box 9.1 Priorities for research ahead -- Figures -- Figure O.1 Widely different demographic forces are at play in Italy, Mexico, and Nigeria -- Figure O.2 Two perspectives on cross-border migration -- Figure O.3 "Match" determines the net gains of receiving migrants -- "motive" determines their international protection needs -- Figure O.4 When the match is strong, policies in both destination and origin countries can maximize the gains of migration -- Figure O.5 When the match is weaker, policy making involves trade-offs for the destination country between economic gains and migrants' dignity -- Figure O.6 Policy actions in both origin and destination countries can reduce distressed migration , Figure O.7 Different types of migration require distinct forms of international cooperation -- Figure 1.1 Distinct groups of migrants require distinct policy responses -- Figure B1.1.1 In many high-income OECD countries, over half of foreign-born people have been naturalized -- Figure 1.2 When migrants are a strong match, their contributions exceed the costs of their integration -- Figure 1.3 When people have a "well-founded fear" of harm if they return to their country of origin, destination countries are obligated to host them -- Figure 1.4 The Match and Motive Matrix combines the perspectives of labor economics and international law to distinguish between four types of movements -- Figure 1.5 Destination countries' policies partly determine where migrants fit in the Match and Motive Matrix -- Figure 1.6 The Match and Motive Matrix helps to identify policy priorities for distinct groups of migrants -- Figure 1.7 The challenge for countries is to enhance the match of migrants and reduce distressed movements -- Figure 2.1 Patterns of movements reflect distinct matches and motives -- Figure 2.2 A large share of migrants and refugees live in low- and middle-income countries -- Figure 2.3 Since 1960, the share of emigrants in low-income countries' population has almost doubled -- Figure 2.4 Since 1960, the share of immigrants and naturalized citizens in high-income countries' population has tripled -- Figure 2.5 Cross-border movements vary greatly by region -- Figure 2.6 Where migrants go to largely depends on where they come from -- Figure 2.7 Most refugees come from a limited number of countries of origin-and increasingly so -- Figure 2.8 Refugee flows spike after a crisis and then slow over time -- Figure 2.9 Refugees are increasingly originating from middle-income countries , Figure S2.1 Many population censuses do not collect basic and consistent data on migration -- Figure 3.1 Demographics and climate change are transforming migration patterns -- Figure 3.2 Widely different demographic forces are at play in Italy, Mexico, and Nigeria -- Figure 3.3 The population is growing quickly in lower-income countries, whereas it will soon begin to shrink in higher-income countries -- Figure 3.4 Higher-income countries are aging rapidly, whereas lower-income countries remain young -- Figure 3.5 In high-income countries, the elderly population is growing, whereas the working-age population is declining -- Figure 3.6 By 2050, in the high-income OECD countries there will be fewer than two working-age individuals to support every elderly person -- Figure 3.7 The number of children born per woman is declining rapidly in middle-income countries -- Figure 3.8 Many upper-middle-income countries are reaching shares of elderly usually seen in higher-income countries -- Figure 3.9 By 2050, Sub-Saharan Africa will be the only region with population growth -- Figure B3.1.1 US employment growth is expected to be higher for occupations having younger and less-educated workers -- Figure 3.10 Climate change affects migration through income and habitability -- Figure B3.2.1 Some intertwined drivers of mobility -- Figure 4.1 When migrants' skills and attributes match the needs of destination societies, the gains are large -- Figure 4.2 In Bangladesh, Ghana, and India, income gains from international migration are many times greater than those from internal migration -- Figure 4.3 Decades of economic growth are needed in the country of origin for non-migrants to achieve the economic gains of migrants who moved to high-income countries -- Figure 4.4 For low-skilled migrants, incomes surge at the destination , Figure 4.5 South Asian workers moving to Gulf Cooperation Council countries face some of the highest migration costs

Additional Edition: Erscheint auch als Druck-Ausgabe World Bank, World World Development Report 2023 Washington, D. C. : World Bank Publications,c2023 ISBN 978-1-4648-1941-4

Language: English

UID:

Format: 1 Online-Ressource (400 pages)

Edition: 1st ed

ISBN: 9781509919178

Content: The presence of migrant workers has become a central feature of labour markets in highly developed countries. The International Labour Organisation estimates that in 2013 there were 112 million resident migrant workers in the 58 highest-income countries, who made up 16% of the workforce. Non-resident workers have also increasingly become part of the labour available for employment in other states, often on a temporary basis. This work takes a thematic and comparative approach to examine the profound implications of contemporary labour migration for employment law regimes in highly developed countries. In so doing, it aims to promote greater recognition of labour migration-related questions, and of the interests of migrant workers, within employment law scholarship. The work comprises original analyses by leading scholars of migration and employment law at the European Union level, and in Australia, Canada, Germany, Italy, the Netherlands, Spain, the United Kingdom and the United States. The specific position of migrant workers is addressed, for example as regards equality of treatment, or the position in employment law of migrant workers without a right to work. The work also explores the effects of migration levels and patterns upon general employment law - including the law relating to collective bargaining, and remedies against exploitation

Note: 1. From Labour Migration to Employment Law Reform: A Comparative Interpretation, Bernard Ryan (University of Leicester, UK) Part 1: Equality 2. The Same, Only Different: How to Make Swedish Labour Law Work for Labour Migrants, Petra Herzfeld Olsson (Stockholm University, Sweden) 3. Exploitation Based on Migrant Status in the United States: Current Trends and Historical Roots, Maria Ontiveros (University of San Francisco, USA) 4. Is There a Welcoming Culture for Migrant Workers in the German Labour Market? Olaf Deinert (Institute of Labour Law of Göttingen University, Germany) 5. 'Wanderer, the Road is Made by Walking': The Long Hard Road Towards Equality for Migrants in Employment in Spain, Ferran Camas Roda (University of Girona, Spain) Part 2: Countering Exploitation 6. Labour's Recourse? Legal Protections and Remedies for Migrant Workers in Canada, Sarah Marsden (Thompson Rivers University, Canada) 7. Exploitation of Unauthorised Migrant Workers in Australia: Access to the Protection of Employment Law, Laurie Berg (University of Technology Sydney, Australia) and Bassina Farbenblum (UNSW Sydney, Australia) 8. Blurring Legal Divides: The EU Employer Sanctions Directive and its Implementations in the Netherlands, Tesseltje de Lange (Radboud University Nijmegen, the Netherlands) 9. Irregular Migrants and Fundamental Social Rights: The Case of Back-Pay under the English Law on Illegality, Alan Bogg (University of Bristol, UK) 10. Counteracting Labour Exploitation: The Italian Response to Undeclared Work by Migrants, William Chiaromonte (University of Florence Law School, Italy) Part 3: Reconciliations 11. New Labour Laws in Old Member States: The impact of the EU Enlargements on National Labour Law Systems in Europe, Rebecca Zahn (University of Strathclyde, Glasgow, UK) 12. Revisiting the Ethics of Temporary Labour Migration Programmes: The Role of Exit in Migrant Work Relations, Mimi Zou (University of Exeter, UK) 13. Rationales for Regulation of Temporary Movement of Natural Persons: Options for a Post-Brexit Model, Tonia Novitz (University of Bristol, UK) 14. Migration in Employment Law Scholarship in Britain: Going Beyond Methodological Nationalism, Bernard Ryan (University of Leicester, UK)

Additional Edition: ISBN 9781509919147

Additional Edition: ISBN 9781509919154

Additional Edition: ISBN 9781509919161

Additional Edition: ISBN 9781509968329

Language: English

DOI: 10.5040/9781509919178

URL: lizenzpflichtig

UID:

Format: 1 Online-Ressource (322 pages)

ISBN: 9783030422110

Series Statement: Palgrave Studies in Global Human Capital Management Ser

Note: Description based on publisher supplied metadata and other sources , Intro -- Foreword -- Contents -- Notes on Contributors -- List of Figures -- List of Tables -- 1: Introduction -- Themes of the Book -- Happiness -- Employee Incentives -- Restructuring and Integration -- Employer and Nation Branding -- Innovation -- Outline of the Book -- References -- Theme I: Happiness and Human Capital in the UAE -- 2: The Impact of Cross-Cultural Training on Employee Performance in the UAE Hospitality Industry -- Training and Employee Performance -- Cultural Training and Employee Performance -- Research Methodology -- Data Analysis Technique -- Data Analysis -- Cross-Cultural Training and Impact on Employee Motivation and Abilities -- Challenges Faced by HR Professionals in Cultural Training and Development -- Discussion -- Key Findings -- Contribution -- Limitations -- Future Scope -- Conclusion -- References -- 3: Low Employee Engagement in the UAE: Causes and Solutions to Overcome the Issue -- Research Questions -- Employee Turnover and Employee/Work Engagement -- Job Satisfaction -- Factors Related to Job Satisfaction -- Boredom -- Lack of Recognition and Career Advancement -- Leadership -- Strategies for Employee Engagement, Job Satisfaction and Turnover -- Research Methodology -- Data Collection -- Reasons for Low Employee Engagement -- Solutions to Improve/Enhance Employee Engagement -- Discussion and Findings -- Conclusion -- References -- 4: The Impacts of High Employee Turnover in the UAE Hospitality Industry -- Literature Review -- Categories of Employee Turnover -- Causes of High Employee Turnover in the Hospitality Industry -- Comparisons of Employee Turnover in the Airline, Health and Hospitality Sectors -- HR Strategy -- Factors Affecting Retention -- Work Environment -- Training and Development -- Work-Life Balance -- Rewards and Their Benefits -- Communication -- Conclusion -- References , 5: The Effects of Employee Engagement on Employee Turnover: A Case Study from the UAE -- Employee Engagement -- Role of Culture -- Role of Job Tenure -- Role of Industry -- Effect of Employee Engagement on Turnover -- Ability-Motivation-Opportunity Model -- Discussion -- Findings -- Culture -- Job Tenure -- Industry -- Oil and Gas Industry -- Logistics Industry -- Retail Industry -- Technology Industry -- Conclusion -- References -- 6: Long Working Hours and Their Impact on Employee Productivity in the UAE Service Sector -- Dominant Performance and Productivity Theorizations and Models -- Relationship of Long Working Hours to Employee Productivity -- Potential Productivity Effects of Working Hours Reduction -- Psychological Effects -- Motivational Effects -- Organizational Effects -- Variables Impacting Productivity -- Black Box Theory -- Comparison of Service Sector Productivity in the UAE, GCC, Germany, and India -- Discussion and Analysis -- Reasons for Working Long Hours in the UAE -- Productivity -- Variables That Impact Productivity -- Model Development -- Conclusion -- References -- Theme II: Employee Incentives in the UAE -- 7: How Does a Total Reward System Influence Employee Motivation Among Executive Management? An Analysis of the UAE Real Estate Industry -- Motivation Theories -- Self-Determination Theory -- Motivation-Hygiene Theory -- Expectancy Theory -- Psychological Contract -- Reward System -- Intrinsic Rewards -- Extrinsic Rewards -- Total Reward System -- Literature Review -- Methodology -- Data Collection -- Sampling Technique and Sample Size -- Data Analysis -- Research Instruments -- Results Analysis -- Descriptive Statistics -- Correlation -- Demographic Analysis -- Impact of Age Group on Monetary Rewards -- Impact of Age on Non-monetary Rewards -- Impact of Experience on Monetary Rewards , Impact of Experience on Non-monetary Rewards -- Impact of Gender on Monetary Rewards Usage -- Impact of Gender on Non-monetary Rewards Usage -- Regression Results -- Results Discussion -- Novelty -- Limitations of the Research -- Recommendations -- Conclusion -- References -- Theme III: Restructuring and Integration of Employees in the UAE -- 8: Consequences of Mergers and Acquisitions and Their Effect on Employees: A Case Study from the Banking Industry in the UAE -- Literature Review -- Analysis and Discussion -- Organizational Change and Mergers in the UAE -- Relationship Between Organizational Culture and Employees' Perspective to Change -- Organizational Culture -- Exploring Organizational Change and Culture and Their Deep Implications for Employees' Psychological Perception -- Impact of Organizational Culture on Organizational Change -- Organizational Mergers and Acquisitions Around the World: Strategic and Financial Perspective -- Statistics on Mergers and Acquisitions -- Mergers and Acquisitions in the GCC Region -- Mergers and Acquisitions in the UAE's Banking and Financial Sector -- Merger and Acquisition of the UAE's Banking Sector: AL Hilal Bank, ADCB and UNB -- Merger of Dubai Islamic Bank (DIB) and Noor Bank in the UAE -- Emirates NBD Buys Turkey's Denizbank -- Possible Merger News of Abu Dhabi Islamic Bank and First Abu Dhabi Bank -- Merger of Shuaa Capital and Abu Dhabi Financial Group -- Possible Merger of Arqaam Capital and The National Investor -- Mergers and Acquisitions in Saudi Arabia's Banking Sector -- Mergers and Acquisitions in Kuwait's Banking Sector -- Mergers and Acquisitions in Oman's Banking Sector -- Impact of Organizational Restructuring on Employees' Psychological Wellbeing -- Investigating Merger from Employees' Perspective -- Psychological Effects of Mergers and Acquisitions Across the Globe , Effects of Mergers and Acquisitions on Two Critical Employee Responses -- Employees' Possible Response to Mergers -- Relationship Between the Effects of Mergers and Acquisitions and Organizational Change -- Psychological Elements of Mergers and Acquisitions: Social Identity Theory -- Organizational Change: Exchange Theory -- Relationship Between Organizational Valence and Personal Valence -- Post-merger Issues -- Relationship Between Organizational Culture and Employees' Perception of Merger Change (Psychological Emotions Experienced Due to Cultural Change) -- Impact of Organizational Culture on Change Attempts -- Poor Organizational Commitment -- The Effects of Post-merger Stress -- Outcomes of Researches on Employees' Reaction During and After Mergers and Acquisitions -- Psychological Emotions Experienced During Structural Change -- Low Contact Between Managers and Employees Creates a Sense of Ambiguity During a Merger -- Effect of Downsizing During Mergers and Acquisitions on Employees' Psychological Wellbeing -- Psychological Factors (Fear and Insecurity) -- Employees' Perception of Organizational Commitment and Organizational Justice -- Employees' Perception of Job Commitment -- Recommended Approaches for Successful and Sustainable Mergers in the UAE -- Building and Implementing Organizational Learning Culture -- Role of Leadership in Building Organizational Culture -- Strong Communication Between Top Management and Employees -- Organizational Justice -- Identifying Gaps and Planning for Efficient Resource Alignment -- Avoiding Employee Downsizing -- Establishing a Sense of Stability and Security for Employees -- Boosting Performance Through Benefits Gained from Merger -- Provide Guidance, Training and Tracking Progress -- Limitations -- Conclusion -- References -- Theme IV: Employer and Nation Branding in the UAE. , 9: Key Elements of Nation Branding: The Importance of the Development of Local Human Capital in the UAE -- Research Background -- Literature Review -- Concept of Nation Branding -- Export Opportunities Via National Identity and Country of Origin -- FDI and Immigration -- Tourism Industry -- Government Environment -- Nation Branding, National Identity and Nation Image -- Methodology -- Data Collection -- Data Analysis -- Theme 1: Nation Branding and COO -- Theme 2: Nation Branding and Destination Branding -- Theme 3: Nation Branding and Public Diplomacy -- Theme 4: Nation Branding and Nation Identity -- Results Discussion -- The Concept of Nation Branding Elements -- UAE Nation Branding -- Nation Branding and Sustainable Human Capital -- Recommendations -- Theoretical/Academic Contributions -- Managerial/Practical/Policy Contributions -- Research Limitation and Areas for Future Research -- References -- 10: E-Commerce Acceptance and Implementation Among Consumers in the UAE: An Opportunity to Build Human Capital for Future Jobs in Technology and Marketing -- Literature Review -- Research Aim -- Methodology -- Data Collection -- Data Analysis and Results -- Factors That Have Contributed Toward Steady Growth in E-commerce Usage in the UAE -- Adoption Model of Theory: A Framework for Critically Analyzing the Adoption of E-commerce in the UAE as a Technological Innovation -- Compatibility -- Complexity -- Trialability -- Observability -- Security/Confidentiality -- Impact of E-commerce on Employability of the Current and Future Human Capital in the UAE -- Recommendations -- Conclusion -- References -- Theme V: Human Capital and Innovation in the UAE -- 11: The Role of Human Capital in the Implementation of Healthcare Innovation in the UAE -- Methodology -- Innovation -- Healthcare Innovation and Global Trends , Health Innovation Process and Its Stakeholders

Additional Edition: Erscheint auch als Druck-Ausgabe Pereira, Vijay Human Capital in the Middle East Cham : Springer International Publishing AG,c2020 ISBN 9783030422103

Language: English

Subjects: Economics

Keywords: Aufsatzsammlung

URL: Volltext  (URL des Erstveröffentlichers)

URL: Buchcover