More than 45,000 international students are now studying for bachelor programs in the Netherlands. The number of Asian students increased dramatically in the past decade. The current research aims at examining the differences between Western European and Asian students’ perceptual learning styles, and exploring the relationships between students’ learning styles and their academic achievements in international business (IB) study. One hundred and seventy-two students from a Dutch university participated in the survey research. Western European students significantly outperformed Asian studentsin academic performances. Significant differences in learning styles were also found between Western Europeans and Asian students in English, second language, business subjects, and group project learning. Besides, in comparison with Asian students, Western European students preferredto learn from hearing words, taking notes of lectures, and getting involved in some classroom experiences such as role-playing. They may benefit more from lecture-based subjects than Asian students.Based on the findings, practical recommendations are offered for instructors in international higher education
Higher education providers need to deliver graduates with the conceptual understanding required for professional life. Conceptual understanding entails a synthesis of relevant facts, theories and practices that influence occupational performance. To help align curricula with individual student differences, this study investigates differences in international business undergraduates’ conceptual understanding with regard to study progress. Seventy-four international business students of a bachelor’s programme in the Netherlands participated. Students were presented with a complex business problem. They then wrote essays in which they explicated their conceptual understanding of the case. Using a rubric, six components of conceptual understanding were graded on a 5-point scale ranging from negligible to extraordinary. Results indicated three types of conceptual understanding: limited, developing and extensive. Their relationship with study progress was nonlinear, indicating that effects other than curriculum may account for differences between students. Suggestions are made to account for differences, and recommendations are made regarding curriculum development.
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Conceptual understanding is important for professionals because a broad and deep synthesis of knowledge enables flexible and original thinking in complex problem solving. However, little is known about the appearance of conceptual understanding at the student level. This article therefore investigates the appearance of conceptual understanding in writing, since writing skills are a highly rated competency in both education and professional domains like international business. 44 students in their final year studying international business wrote literature reviews to illustrate how different levels (negligible, weak, moderate, strong and extraordinary) appeared for six components of conceptual understanding (global context, local context, business practices, practice instances, business concepts and business mechanisms). Two results are suggested. The first is that conceptual understanding in students’ writing is broad rather than deep, suggesting fragmented rather than integrated knowledge needed for conceptual understanding. The second is that different patterns of conceptual understanding emerge between and within students’ writing, both in the varying depths of conceptual understanding per component and in the different ways conceptual understanding manifests. Methodological issues and further research are discussed. Implications for education include suggestions for teachers to stimulate knowledge integration for conceptual understanding through the use of rubrics and iterative cycles.
Verbeterprogramma’s, zoals Lean en Six Sigma, worden veelal succesvol ingezet om bedrijfsprocessen te verbeteren en verspillingen te elimineren. Succesverhalen tonen aan dat verbeterprogramma’s kunnen leiden tot betere resultaten voor people, planet en profit. Naarmate de bedrijfsvoering globaliseert wordt het echter moeilijker voor bedrijven om met een uniforme toepassing van verbeterprogramma’s in verschillende landen dezelfde successen te behalen. Volgens de theorie zijn cultuurverschillen een oorzaak van dit probleem. Onderzoek naar succes- en faalfactoren van verbeterprogramma’s binnen een cultuur of land heeft bijvoorbeeld aangetoond dat leiderschap en organisatiecultuur van grote invloed zijn op het succes van verbeterprogramma’s. Juist leiderschap en organisatiecultuur zijn gevoelig voor cultuurverschillen en kunnen, zonder rekening te houden met de context, niet automatisch worden ingezet als succesfactoren bij uniforme toepassing van verbeterprogramma’s door internationale bedrijven. Van meerdere geïdentificeerde succesfactoren is onbekend of ze ook succesvol zijn in andere culturen. De onderzoeksvraag is afgeleid van wetenschappelijke én praktijkbevindingen en is geformuleerd als: Wat is de invloed van cultuurverschillen op factoren die zorgen voor succesvolle toepassing van verbeterprogramma's in organisaties in een internationale context? Meerdere organisaties, waaronder Heineken Business Process Management Office, hebben aangegeven te willen participeren in een praktijkgericht onderzoek dat de betekenis van cultuurverschillen voor uniforme toepassing van verbeterprogramma’s inzichtelijk maakt. Het onderzoek wordt uitgevoerd door Alinda Kokkinou, docent van de opleiding International Business, academie Avans School of International Studies (ASIS) en onderzoeker verbonden aan het lectoraat Improving Business, onderdeel van het Expertisecentrum Sustainable Business (ESB). Het onderzoek is vanwege de internationale dimensie verdiepend voor het lectoraat. Het verrijkt het onderwijs door beter inzicht te geven in de internationale competenties die studenten in hun toekomstige loopbaan nodig zullen hebben. Het voorziet in de behoefte van meerdere opleidingen binnen Avans (o.a. Bedrijfseconomie, Bedrijfskunde, en Technische Bedrijfskunde), die bezig zijn met curriculum vernieuwing en waarin continu verbeteren en internationalisering centraal staan.
The carbon dioxide emissions of aviation play an important role in many studies and databases. But unfortunately, a detailed and reliable overview of emission factors, and algorithms to calculate these based on factors like seating class, airline type, and aircraft type, did not exist for the Dutch aviation sector. This study calculated such emissions for a sample of over 5000 international flights in 2019 from the 5 Dutch main airports. The data about the flights were gathered from FlightRadar and enriched with seating capacities specific to the airline performing ten flights. in this way, emissions could be assigned to each of the four seating classes (economy, economy-plus, business and first). By aggregating the data to airline types and distance of the flight, algorithms were developed that help researchers and policy-makers to calculate the emissions. Societal IssueThe carbon footprint of Dutch aviation is about 10% of the total footprint. To prevent the world to exceed 1.5 degrees C and enter 'dangerous climate change', emissions need to decline to zero before 2050. This study helps assess and understand current aviation emissions from Dutch airports.Benefit to societyThe results were an update of emissions factors as used by the funding organisation, MilieuCentraal, and the official emission factors list (https://www.co2emissiefactoren.nl/lijst-emissiefactoren/).
In our increasingly global society, organizations face many opportunities in innovation, improved productivity and easy access to talent. At the same time, one of the greatest challenges, businesses experience nowadays, is the importance of social and/or human capital for their effectiveness and success (Backhaus and Tikoo, 2004; Mosley, 2007; Theurer et al., 2018; Tumasjan et al., 2020). High-quality employees are crucial to the competitive strength of an organization in the global economy, as these employees have a major influence on organizational reputation (Dowling at al., 2012). An important question is how, under these global circumstances, organizations and companies in the Netherlands can best be stimulated to attract and preserve social capital.Several studies have suggested the scarcity of talent and the crucial importance of gaining competitive advantage with recruitment communication to find the fit between personal and fundamental organizational characteristics and values for employees (Cable and Edwards, 2004; Bhatnagar and Srivastava, 2008; ManPower Group, 2014; European Communication Monitor (ECM), 2018). In order to become an employer of choice, organizations have to not only stand out from the crowd during the recruitment process but work on developing loyalty and a culture of trust in their relationship with employees (ECM, 2018). Employer Branding focuses on the process of promoting an organization, as the “employer of choice” to a desired target group, which an organization aims to attract and retain. This process encompasses building an identifiable and unique employer identity or, more specifically, “the promotion of a unique and attractive image” as an employer (Backhaus 2004, p. 117; Backhaus and Tikoo 2004, p. 502).One of the biggest challenges in the North of the Netherlands at the moment is the urgent need for qualified labor in the IT, energy and healthcare sectors and the excess supply of international graduates who are able to find a job in the North of the Netherlands (AWVN, 2019). Talent development, as part of the regional labor market and education policy, has been an important part of government programs and strategies in the region (VNO-NCW Noord, 2018). For instance, North Netherlands Alliance (SNN) signed a Northern Innovation Agenda for the 2014-2020 period. SNN encourages, facilitates and connects ambitions focused on the development of the Northern Netherlands. Also, the Social Economic council North Netherlands issued an advice on the labour market in the North Netherlands (SER Noord Nederland, 2017). Knowledge institutions also contribute through employability programs. Another example is the Regional Talent Agreement (Talent Akkoord) framework issued by the Groningen educational institutions, employers and employees’ organizations and regional authorities in which they jointly commit to recruiting, training, retaining and developing talent for the Northern labor market. Most of the hires with a maximum of five year of experience at companies are represented by millennials. To learn what values make an attractive brand for employees in the of the North of the Netherlands, we conducted a first study. When ranking the most important values of corporate culture which matter to young employees, they mention creative freedom, purposeful work, flexibility, work-life balance as well as personal development. Whereas attractive workplace and job security do not matter to such a degree. A positive work environment and a good relationship with colleagues are valued highly (Hein, 2019).To date, as far as we know, no other employer branding studies have been carried out for the North of the Netherlands. Further insight is needed into the role of employer branding as a powerful tool to retain talent in Northern industry in particular.The goal of this study is to provide a detailed analysis of the regional industry in the Northern Netherlands and contribute to: 1) the scientific body of knowledge about whether and how employer branding can strengthen the attractiveness of a regional industry in the labor market; 2) the application of this knowledge and insights by companies and governments in local policy development in the North of the Netherlands.
