Why is it that we know and still act as if we do not know? SMEs are considered engines of job creation and therefore growth and generation of income but is it really true that the solo self-employed and micro entrepreneurs will become small or medium entrepreneurs, e.g. graduate? We knew in the 80’s that this assumption needed to be looked at critically. Research revealed that graduation hardly existed. Practitioners in MSME support and development programmes entertain few illusions about their programmes actually leading to graduation, while NGO and Government policy officers, from behind their desks, often presume that graduation occurs frequently. Actual graduation rates and the extent to which they can be attributed to interventions remain an unresolved and important issue. After more than three decades it is justified to the question whether it is still true that graduation hardly exists? If that is the case one needs to take a critical look into prevailing policies and programs in support of the SME sector.
In considering how to better support teacher and school leader careers, the ET2020 Working Group on Schools has redressed the balance by understanding better the lived experience of individual teachers and school leaders. The starting point was to focus on what teachers may want from their careers as they enter the school education profession, and how these ambitions may change as their career is sustained.Importantly for policy makers, the Group has considered how support mechanisms can benefit these individuals and, at the same time, benefit schools and the wider system in a coherent manner.It is hoped that education systems, by virtue of their policy makers, can engage and support stakeholders to take a new approach to teacher and school leader careers: one that genuinely nurtures individual motivation and abilities (competence), whilst providing a range of opportunities in which all teachers and school leaders can grow and progress.There are two core ideas explored in this Guide: the need to recognise and support diverse career paths; and the need to take a coherent approach to that support.
BackgroundWe report development of the SPQ (School Participation Questionnaire) a teacher-completed measure of participation related constructs for schools. The SPQ was developed to support participation-related assessment, interventions, and research in the inclusive school context.MethodsSeveral iterative steps were undertaken. An international panel of experts reviewed content validity. A 66-item pilot questionnaire was administered in schools. Mokken and Rasch model analysis were applied. Internal consistency was assessed using Cronbach’s alpha. Analyses were conducted on associations with teacher and child demographic variables. Feedback was sourced from users. Participants were teachers of 101 children (5−12 years old) with a range of disabilities, including intellectual disability, autism spectrum disorder and learning difficulties.ResultsFour participation-related dimensions of the SPQ were confirmed. Rasch person and item reliability were good, and 2–4 strata were confirmed per scale. Internal consistency was good (all scales, Cronbach α > 0.8). Mean administration time was 11.7 min. Mean SPQ scores were independent of teacher characteristics. A significant effect of school support level, eligibility for free school meals and gender was found. Through synthesising analytic results and feedback, a new 46-item tool was obtained.ConclusionThe results of this study provide evidence of acceptability, practicality and validity. The SPQ is the first tool developed to assess participation related constructs in schools, and it contains novel information not given by other assessments. The SPQ may be used by practitioners and researchers to understand and improve the participation of children with a range of disabilities in schools.
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The recently established BUas Research & Graduate School has been set up to facilitate and coordinate both in-domain and cross-domain research projects. One of its ambitions is to connect our expertise on Digital Realities (DR) with our other research domains. This will give all domains a better position to contribute to the European ambition to create “a Europe fit for the digital age”. Additionally, the project will enable the SPRONG group DIGIREAL-XL to strengthen its visibility and reputation on a European level. Connecting with the European VR/AR Coalition will be an important step to achieve this goal, in combination with activities for extending our European network for DR applications. Key deliverable will be a grant proposal for the new European VR/AR-Lab, in which we combine our DR expertise with our specialized knowledge in other domains (e.g. entertainment, culture, tourism and education). The ultimate goal is to establish a more coherent and focused research portfolio, and reach a better position to contribute to a greener, more digital and more resilient Europe.
Despite Dutch Hospitality industry’s significant economic value, employers struggle to attract and retain early career professionals at a time when tourism is forecasted to grow exponentially (Ruël, 2018). Universally, hospitality management graduates are shunning hospitality careers preferring other career paths; stimulating the Dutch Hospitality to find innovative ways of attracting and retaining early career professionals. Following calls from the Human Resource Management (HRM) community (Ehnert, 2009), we attribute this trend to personnel being depicted as rentable resources, driving profit’’ often at personal expense. For example, hotels primarily employ immigrants and students for a minimum wage suppressing salaries of local talent (Kusluvan, et al 2010, O’Relly and Pfeffer, 2010). Similarly, flattening organizational structures have eliminated management positions, placing responsibility on inexperienced shoulders, with vacancies commonly filled by pressured employees accepting unpaid overtime jeopardizing their work life balance (Davidson, et al 2010,). These HRM practices fuel attrition by exposing early career professionals to burnout (Baum et al, 2016, Goh et al, 2015, Deery and Jog, 2009). Collectively this has eroded the industry’s employer brand, now characterized by unsocial working hours, poor compensation, limited career opportunities, low professional standing, high turnover and substance abuse (Mooney et al, 2016, Gehrels and de Looij, 2011). In contrast, Sustainable HRM “enables an organizational goal achievement while simultaneously reproducing the human resource base over a long-lasting calendar time (Ehnert, 2009, p. 74).” Hence, to overcome this barrier we suggest embracing the ROC framework (Prins et al, 2014), which (R)espects internal stakeholders, embraces an (O)pen HRM approach while ensuring (C)ontinuity of economic and societal sustainability which could overcome this barrier. Accordingly, we will employ field research, narrative discourse, survey analysis and quarterly workshops with industry partners, employees, union representatives, hotel school students to develop sustainable HRM practices attracting and retaining career professionals to pursue Dutch hospitality careers.
The Dutch floriculture is globally leading, and its products, knowledge and skills are important export products. New challenges in the European research agenda include sustainable use of raw materials such as fertilizer, water and energy, and limiting the use of pesticides. Greenhouse growers however have little control over crop growth conditions in the greenhouse at individual plant level. The purpose of this project, ‘HiPerGreen’, is to provide greenhouse owners with new methods to monitor the crop growth conditions in their greenhouse at plant level, compare the measured growth conditions and the measured growth with expected conditions and expected growth, to point out areas with deviations, recommend counter-measures and ultimately to increase their crop yield. The main research question is: How can we gather, process and present greenhouse crop growth parameters over large scale greenhouses in an economical way and ultimately improve crop yield? To provide an answer to this question, a team of university researchers and companies will cooperate in this applied research project to cover several different fields of expertise The application target is floriculture: the production of ornamental pot plants and cut flowers. Participating companies are engaged in the cultivation of pot plans, flowers and suppliers of greenhouse technology. Most of the parties fall in the SME (MKB) category, in line with the RAAK MKB objectives.Finally, the Demokwekerij and Hortipoint (the publisher of the international newsletter on floriculture) are closely involved. The project will develop new knowledge for a smart and rugged data infrastructure for growth monitoring and growth modeling in the greenhouse. In total the project will involve approximately 12 (teacher) researchers from the universities and about 60 students, who will work in the form of internships and undergraduate studies of interesting questions directly from the participating companies.
