The World Health Organization (WHO) strives to assist and inspire cities to become more “age-friendly”, and the fundamentals are included in the Global Age-Friendly Cities Guide. An age-friendly city enables residents to grow older actively within their families, neighbourhoods and civil society, and o ers extensive opportunities for the participation of older people in the community. Over the decades, technology has become essential for contemporary and future societies, and even more imperative as the decades move on, given we are nearly in our third decade of the twenty-first century. Yet, technology is not explicitly considered in the 8-domain model by the WHO, which describes an age-friendly city. This paper discusses the gaps in the WHO’s age-friendly cities model in the field of technology and provides insights and recommendations for expansion of the model for application in the context of countries with a high human development index that wish to be fully age-friendly. This work is distinctive because of the proposed new age-friendly framework, and the work presented in this paper contributes to the fields of gerontology, geography urban and development, computer science, and gerontechnology. Original article at MDPI; DOI: https://doi.org/10.3390/ijerph16193525 (This article belongs to the Special Issue Quality of Life: The Interplay between Human Behaviour, Technology and the Environment)
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The COVID-19 global pandemic has raised once more the spectre of world governance, demonstrating in one fell swoop, the intricate entanglement of nation-states and the challenges they face when confronted with a global threat. The pandemic has produced an array of problems, from the deaths of millions, the desecration of health care systems all over the world, to the disruption of the economic and social lives of most of the worlds citizens and the emergence of vaccine politics. While not addressing the pandemic directly, this dossier examines the pandemic moment as both an opportunity and a crisis for the UN and the idea of global governance. The articles in this dossier, drawn from a selection of established academics and younger scholars, highlight the expanding array of issues and challenges the UN faces as its competencies increase in the face of multiplying threats to the global system. The organisation has gained new areas of expertise, consolidated its competencies in some areas while expanding its agency in others. In addressing global challenges, the UN has increased its relevance, normative power and connection to humanity but at the same time its lacklustre performance on a lot of issues has revealed that leadership is lacking, and the organisation has in many cases been found wanting. This dossier examines some of the new challenges facing the UN with a view towards assessing the ability of the organisation to effectively respond to global crises, and whether or not it has the capacity for institutional learning and adaptation in the face of adversity and anarchy. Originally published: https://nvvn.nl/governing-the-world-united-or-divided-nations/
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High Performance Organization (HPO) characteristics indicate why an organization is able to achieve significantly better results than other organizations and these characteristics can facilitate associations to optimize employees’ work outcomes. The independent professional (IP) is an increasingly occurring phenomenon in the labor market that fulfils an organizations’ need for flexibility in knowledge productivity. This study focuses on the contribution of HPO characteristics to the knowledge productivity of IP's. It was conducted among managers and HRM professionals in various Dutch knowledge-intensive organizations that frequently enlist the services of IPs. This study found a number of HPO attributes that appeared to contribute to the IPs' knowledge productivity, namely the quality of management, an open and actionfocused organizational culture, and continual improvement and innovation. We will use these results to look ahead and consider the future consequences for professional practice. Managers and HRM professionals should strive to contribute to the incorporation of these characteristics within the organization in order to safeguard and enhance knowledge productivity of independent professionals.
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