Despite the efforts of governments and firms, the construction industry is trailing other industries in labour productivity. Construction companies are interested in increasing their labour productivity, particularly when demand grows and construction firms cope with labour shortages. Off-site construction has proved to be a favourable policy to increase labour productivity. However, a complete understanding of the factors affecting construction labour productivity is lacking, and it is unclear which factors are influenced by off-site construction. This study developed a conceptual model describing how 15 factors influence the construction process and make a difference in labour productivity between off-site and on-site construction. The conceptual model shows that all 15 factors affect labour productivity in three ways: through direct effects, indirect effects and causal loops. The model is a starting point for further research to determine the impact of off-site construction on labour productivity.
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Multinational enterprises (MNEs) have become global players in the current globalized labour market and their economic activities are no longer territorially limited, but they extend in different countries, thereby leading to the development of global supply chains. Against this background, companies’ operations are increasingly conducted by foreign subsidiaries and they are being outsourced to business partners worldwide. In both cases, lower working conditions and production costs in foreign countries are one of the driving factors leading to this business choice.
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"Despite many efforts, people with a refugee background still have great difficulties to find a job on the Dutch labour market. This has adverse consequences for the economic independence of people with a refugee background, their social connections, personal development, health and general well-being, but also for employers as well as society in general. There are many sectors in the Dutch labour market with large, structural labor shortages, while at the same time much talent remains untapped. Meanwhile, more and more social enterprises in the Netherlands are stepping into this void, with the explicit goal to facilitate access to the labour market for people with a vulnerable position, including people with a refugee background. Consequently, these so-called work integration social enterprises (WISEs) are — by far — the dominant type of social enterprises in the Netherlands. Although the diversity between WISEs in terms of economic sectors, specific target groups and business models is large, the way in which they organize their key activities can serve as an example for regular employers, who still tend to think in problems rather than opportunities when it comes to employing people with a refugee background. At the same time, the impact of these social enterprises still remains relatively limited in comparison to the scale of the societal challenge. The aim of this study therefore is twofold: 1) to obtain a better understanding of the role of WISEs with regard to the sustainable labor participation of refugees, and 2) to assess the ways in which WISEs can scale their societal impact with respect to labour participation of refugees. These conference proceedings focus in particular on (new) forms of collaboration between WISEs and regular employers that aim to become more inclusive employers."
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Paper presented in the workshop 'SMEs, CSR and employment relations in a global economy' at the USE 2015 Conference, Groningen, Oct 21-23 2015European labour market integration has, unfortunately, also led to attempts at unfair competition on employment conditions s. Competitive pressures to lower labour costs can gradually lure to explore and (un)consciously cross the borders of fair competition into dubious to illegal practices. Next to workers who may not receive all the benefits they are entitled to, one other category of potential victims are ‘fair’ employers, as they may lose market share to ‘unfair’ employers that compete with lower prices based on unfair labour practices. State governance and legal prosecution are currently not able to effectively combat all such practices. In the Netherlands, in some problems apparently became severe enough that employers and other parties joined forces and developed self-regulation initiatives, such as a certification system. This paper explores this emerging field of practice. Section 2 presents an overview of a number of different emerging initatives in the Netherlands based on desk research, Section 3 explores one of those cases – from the mushroom -a bit more in depth based upon desk research and a number of interviews. Based upon this exploratory research, section 4 develops a conceptual framework that can be used to analyse them. Section 1 first discusses the underlying problem of unfair competition, and specifies the research question.
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Internationalizing curricula. Needs and wishes of alumni and employers with regard to international competencies. Internationalization has become of great importance for universities acrossthe globe. The labour market is becoming international, with internationalopportunities and international competition. Emerging markets such as India, China and Russia are gaining economic power. Global challenges demand world-wide solutions. Production and marketing networks span the globe and various forms of migration have resulted in a large cultural diversity within nations. As a result, societies and labour markets are changing as well. In order to deal with these societal changes adequately and to succeed in today’s labour market, graduates need to be equipped with international competencies. In a survey among 500 chief executives, ICM Research (on behalf of Think Global and The British Council, 2011) showed that employers strongly value staff members who are able to work in an international and multicultural environment. Similar results were found in Diamond et al. (2011), in which ‘multicultural teamwork’ was considered most important. The Hague University of Applied Sciences seeks to prepare its students adequately for the world of tomorrow. The University’s development plans (e.g. HogeschoolOntwikkelingsPlan, HOP 7, 2009-2013 and HOP 8, 2014-2017) indicate that its vision is to train students to be globally-minded professionals with an international and multicultural perspective, who are world-citizens, interested in global issues and able to deal with diversity in a constructive manner. They are to be professionals, who possess the competencies to function well in an international and intercultural environment. Internationalization is therefore high on the agenda of The Hague University of Applied Sciences (THUAS) which is illustrated by the fact that, as of 2014, new students in all academies have to fill 12.5% (30 ECTS) of their four-year Bachelor program with international activities. These activities can range from an internship or semester abroad (student mobility) to participating in full programs of study or minors in which English is the medium of instruction, or an internationally themed minor (Internationalization at Home, IaH). And this is only the beginning. Internationalization is a means, not an end. All THUAS courses are looking into ways in which they can internationalize their curriculum. And in doing so, they need to be innovative (Leask, 2009) and keep in mind the specific needs and wishes of alumni and their employers with regard to international competences. The THUAS research group International Cooperation supports these internationalization policy objectives by investigating various aspects, such as: • The acquisition and development of international competencies among students. • The extent to which lecturers possess international competencies and what their needs and wishes are for further development. • The international competencies THUAS graduates have acquired as part of their degree and how THUAS has stimulated this development. • The international competencies that employers and alumni consider important. Although international competencies and employability have received growing attention in internationalization research, existing studies have mainly focused on: • The effects of study abroad on the development of international competence (cf. Hoven & Walenkamp, 2013). • The effects of an experience abroad (study, internship, voluntary work) on employability. • A more general analysis of the skills employers look for in prospective employees.
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This feasibility report aims to create a solid background for Savings Groups programming in Italy, Spain, Germany, Poland and the Netherlands where partner organisations of the LETS SAVEE1 project are based. This Erasmus+ funded project aims at exploring the potential of saving groups in the European countries’ context, by improving entrepreneurial skills and access to financial services and social networks of diverse target groups. This particular report provides the partner organisation as well as other interested implementing organisations with a better understanding of how the different contexts influences the setting up and/or scale up of saving groups. This report is set up as follows: The market potential is based on literature of societal developments and how they can be linked to the emergence of saving groups in the respective countries and what kind of target groups have potential for benefitting the services offered by savings groups. By mapping partner organisations, the feasibility study identifies present and potential partners and stakeholders which could play an essential role reaching out to target groups. Then, the study will inform partner organisations and other implementers about the legal framework in each country that allows them to set up Savings Groups accordingly and identify issues that might need advocacy actions. Finally, this report provides a mapping of risk factors and ways to mitigate risks for savings groups members that were applicable for all partner organizations.
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For many EU citizens, working across the border is the only way to make a living in the EU. The battle for cheap labour has now become a well-oiled machine, in which almost all Western European countries participate. Nevertheless, the employment situation of EU Mobile Citizens, workers of low-skilled and -paid jobs, is often substandard. Challenges are housing, health care and working conditions. In addition, due to the lack of registration in municipalities, it is impossible to have an overview of the numbers and to offer effective help. This is a problem in small to medium-sized cities, where many workers live to work in agriculture, transport, construction, meat industry and logistics. For this study, 32 interviews were conducted in eleven small to medium-sized towns (SMSTs) in Sweden, Germany, the Netherlands, Ireland, Poland, and Spain. The study uses three different perspectives: EU representatives of participating regions, municipalities, and employers. The outcomes show that most SMSTs deal with a shortage of housing, and a lack of grip on the registration process of EU citizens. Although there are some success stories, most SMSTs are not in touch with each other to share these. The paper concludes with proposals for further action-research and collaborations to impact local policies.
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Social innovation is the renewal of labour organisation that leads to improved performance by the organisation. The innovations that are promoted under the heading of social innovation often require substantive behavioural change on the part of employees and managers. However, in many organisations there are hidden, often unconscious forces at work that make it difficult to implement these new ways of working. In this paper Maslow‟s hierarchy of needs and transactional analysis theory are used to identify possible barriers for the implementation of social innovation. A case study is presented to show how potential barriers can be identified.
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In the social sciences, especially in social psychology and sociology, fear of the unknown and the tendency to favour the group one belongs to are recognised phenomena. This chapter will look at elements of these scientific theories and establish a link between these elements and the initial findings of a study of Syrian refugees on the Dutch labour market. First, this study is described, after which a glimpse into the world of social psychology is provided. This chapter concludes by taking a wide perspective on Dutch society and by discussing some lessons that can be learned for a diverse future. Research and education can support society in highlighting the importance of diversity and in training people to recognise the added value of diversity. Everyone will need to put considerable effort into ensuring people are judged for their personal qualities. Lecturers and professionals will need to examine their own judgements and biases first, before they can help to shape the perceptions of students. Together with students, lecturers can promote the benefits of the contact hypothesis and the concept of interactional diversity.
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from the paper: "This paper presents a research endeavouring to model site work in a 4D BIM model. Next simulations are performed with this model in 5 scenarios including specific interventions in work organisation, notably changing positons of facilities for site workers. A case study has been done in a construction project in the Netherlands. The research has showed the possibility to model time use of site workers in 4D BIM. Next the research has showed potential to perform and calculate specific interventions in the model, and prospect realistic changes in productive time use as a result."
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