Biodiversity preservation is often viewed in utilitarian terms that render non-human species as ecosystem services or natural resources. The economic capture approach may be inadequate in addressing biodiversity loss because extinction of some species could conceivably come to pass without jeopardizing the survival of the humans. People might be materially sustained by a technological biora made to yield services and products required for human life. The failure to address biodiversity loss calls for an exploration of alternative paradigms. It is proposed that the failure to address biodiversity loss stems from the fact that ecocentric value holders are politically marginalized and underrepresented in the most powerful strata of society. While anthropocentric concerns with environment and private expressions of biophilia are acceptable in the wider society, the more pronounced publicly expressed deep ecology position is discouraged. “Radical environmentalists” are among the least understood of all contemporary opposition movements, not only in tactical terms, but also ethically. The article argues in favor of the inclusion of deep ecology perspective as an alternative to the current anthropocentric paradigm. https://doi.org/10.1080/1943815X.2012.742914 https://www.linkedin.com/in/helenkopnina/
Het ontwerp van een onderzoek naar de effectiviteit van twee interventiemethodes (U-PRIM en U-CARE) voor een proactieve zorg voor kwetsbare ouderen. Uitdagingen en methodologische kwesties worden uitgelicht.
The transition from adolescence to adulthood also has been described as a window of opportunity or vulnerability when developmental and contextual changes converge to support positive turnarounds and redirections (Masten, Long, Kuo, McCormick, & Desjardins, 2009; Masten, Obradović, & Burt, 2006). The transition years also are a criminological crossroads, as major changes in criminal careers often occur at these ages as well. For some who began their criminal careers during adolescence, offending continues and escalates; for others involvement in crime wanes; and yet others only begin serious involvement in crime at these ages. There are distinctive patterns of offending that emerge during the transition from adolescence to adulthood. One shows a rise of offending in adolescence and the persistence of high crime rates into adulthood; a second reflects the overall age-crime curve pattern of increasing offending in adolescence followed by decreases during the transition years; and the third group shows a late onset of offending relative to the age-crime curve. Developmental theories of offending ought to be able to explain these markedly different trajectories
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.
