The vast literature on accountability in the public sector (usually called ‘public accountability’originating from political science and public administration tends to emphasize the positive dimension of holding authorities to account. As formulated by one prominent scholar in the field, ‘[a]ccountability has become an icon for good governance’: it is perceived as ‘a Good Thing, and, so it seems, we can’t have enough of it’ (Bovens, 2005: 182, 183). Accountability has, thus, become one of the central values of democratic rule – varying on a well-known American slogan one could phrase this as ‘no public responsi bility without accountability’.
MULTIFILE
Een holistisch perspectief op binnenstedelijke herontwikkeling Spatial Planning http://www.uu.nl/agenda/promotie-een-holistisch-perspectief-op-binnenstedelijke-herontwikkeling Promovendus Rien van Stigt onderzoekt waarom het moeilijk is om milieukwaliteit een prominente plaats te geven in de besluitvorming over ruimtelijke plannen. In zijn proefschrift ontwikkelt hij een holistisch perspectief op het complexe proces van compacte binnenstedelijke herontwikkeling. De kwaliteit van de stedelijke leefomgeving is essentieel in duurzame stedelijke ontwikkeling. Die kwaliteit staat met name bij compacte binnenstedelijke herontwikkeling onder druk, en daarom is milieukwaliteit een belangrijke factor in het plannen van zulke ontwikkelingen. Uit de literatuur over de integratie van milieubeleid blijkt dat dit, vooral op lagere bestuurlijke niveaus, niet altijd goed lukt. Er is nog geen overtuigende verklaring waarom dit zo is. Promotor(es): Prof.dr. P.P.J. Driessen en Prof.dr. T.J.M. Spit
DOCUMENT
Although the attention for neurodiversity in human resource management (HRM) is growing, neurodivergent individuals are still primarily supported from a deficit-oriented paradigm, which points towards individuals' deviation from neurotypical norms. Following the HRM process model, our study explored to what extent a strengths-based HRM approach to the identification, use, and development of strengths of neurodivergent groups is intended, implemented, and perceived in organizations. Thirty participants were interviewed, including HRM professionals (n=15), supervisors of neurodivergent employees (n=4), and neurodivergent employees (n=11). Our findings show that there is significant potential in embracing the strengths-based approach to promote neurodiversity-inclusion, for instance with the use of job crafting practices or (awareness) training to promote strengths use. Still, the acknowledgement of neurodivergent individuals' strengths in the workplace depends on the integration of the strengths-based approach into a supportive framework of HR practices related to strengths identification, use, and development. Here, particular attention should be dedicated to strengths development for neurodivergent employees (e.g., optimally balancing strengths use). By adopting the strengths-based HRM approach to neurodiversity as a means of challenging the ableist norms of organizations, we add to the HRM literature by contributing to the discussion on how both research and organizations can optimally support an increasingly diverse workforce by focusing on individual strengths
DOCUMENT
Indonesia’s peat forests remain severely threatened by forest fires, oil palm plantation development and extractive industries, which leads to biodiversity loss, increased emissions of greenhouse gases, and the marginalization of Indigenous Peoples and local communities. In 2008 the Government of Indonesia introduced the Social Forestry Programme under which Indigenous Peoples and local communities can acquire a 35-year management permit. Since then, about 10 percent of Indonesian State Forest has been designated for community-based forest conservation and restoration initiatives. The devolution of authority to the local level has created a new playing field. The Social Forestry Programme reverses more than a century of centralistic forest policy, and requires a fundamental re-orientation of all actors working in the forestry sector. The central question underlying this proposal is how Dutch civil society organizations (applied universities and NGOs) can effectively support Indigenous Peoples and local communities in the protection and restoration of peat forests in Indonesia. This project aims to set up a Living Lab in Ketapang District in West Kalimantan to study, identify and test novel ways to work together with a variety of stakeholders to effectively conserve and restore peat forest. In Ketapang District, Tropenbos Indonesia has assisted three Village Forest Management Groups (Pematang Gadung, Sungai Pelang and Sungai Besar) in securing a Social Forestry Permit. Students from three Dutch Universities (Van Hall Larenstein, Aeres Hogeschool and Inholland) will conduct research in partnership with students from Universitas Tanjungpura on the integration of local ecological knowledge and technical expertise, on the economic feasibility of community-based forestry enterprises, and on new polycentric governance structures. The results of these studies will be disseminated to policy makers and civil society groups working in Indonesia, using the extensive networks of IUCN NL and Tropenbos Indonesia.
