This paper introduces and contextualises Climate Futures, an experiment in which AI was repurposed as a ‘co-author’ of climate stories and a co-designer of climate-related images that facilitate reflections on present and future(s) of living with climate change. It converses with histories of writing and computation, including surrealistic ‘algorithmic writing’, recombinatory poems and ‘electronic literature’. At the core lies a reflection about how machine learning’s associative, predictive and regenerative capacities can be employed in playful, critical and contemplative goals. Our goal is not automating writing (as in product-oriented applications of AI). Instead, as poet Charles Hartman argues, ‘the question isn’t exactly whether a poet or a computer writes the poem, but what kinds of collaboration might be interesting’ (1996, p. 5). STS scholars critique labs as future-making sites and machine learning modelling practices and, for example, describe them also as fictions. Building on these critiques and in line with ‘critical technical practice’ (Agre, 1997), we embed our critique of ‘making the future’ in how we employ machine learning to design a tool for looking ahead and telling stories on life with climate change. This has involved engaging with climate narratives and machine learning from the critical and practical perspectives of artistic research. We trained machine learning algorithms (i.e. GPT-2 and AttnGAN) using climate fiction novels (as a dataset of cultural imaginaries of the future). We prompted them to produce new climate fiction stories and images, which we edited to create a tarot-like deck and a story-book, thus also playfully engaging with machine learning’s predictive associations. The tarot deck is designed to facilitate conversations about climate change. How to imagine the future beyond scenarios of resilience and the dystopian? How to aid our transition into different ways of caring for the planet and each other?
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This empirical study investigated the relationship between the learning climate and training participation in Dutch organizations and how subsidies and the sharing of investments in time and costs between employers and employees affect this relationship. Our analyses are based on a survey of a representative sample of 512 organizations with at least five employees in a Dutch region. Respondents replied to five statements to measure the learning climate, while training was measured through participation and intensity. We found that an organization’s learning climate is positively related to participation and intensity of training in terms of hours. However, we observe that the effect of learning climate on the number of hours of training decreases when the employer pays the costs for the training and when the training takes place during working hours. When organizations can use government subsidies, participation in training increases, and the number of hours per participant increases.
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Lifelong learning is necessary for nurses and caregivers to provide good, person-centred care. To facilitate such learning and embed it into regular working processes, learning communities of practice are considered promising. However, there is little insight into how learning networks contribute to learning exactly and what factors of success can be found. The study is part of a ZonMw-funded research project ‘LeerSaam Noord’ in the Netherlands, which aims to strengthen the professionalization of the nursing workforce and promote person-centred care. We describe what learning in learning communities looks like in four different healthcare contexts during the start-up phase of the research project. A thematic analysis of eleven patient case-discussions in these learning communities took place. In addition, quantitative measurements on learning climate, reciprocity behavior, and perceptions of professional attitude and autonomy, were used to underpin findings. Reflective questioning and discussing professional dilemma's i.e. patient cases in which conflicting interests between the patient and the professional emerge, are of importance for successful learning.
MULTIFILE
The climate crisis is an urgent and complex global challenge, requiring transformative action from diverse stakeholders, including governments, civil society, and grassroots movements. Conventional top-down approaches to climate governance have proven insufficient (e.g. UNFCCC, COP events), necessitating a shift towards more inclusive and polycentric models that incorporate the perspectives and needs of diverse communities (Bliznetskaya, 2023; Dorsch & Flachsland, 2017). The independent, multidisciplinary approach of citizen-led activist groups can provide new insights and redefine challenges and opportunities for climate governance and regulation. Despite their important role in developing effective climate action, these citizen-led groups often face significant barriers to decision-making participation, including structural, practical, and legal challenges (Berry et al., 2019; Colli, 2021; Marquardt et al., 2022; Tayler & Schulte, 2019).
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Climate change is now considered more than just an environmental issue, with far-reaching effects for society at large. While the exact implications of climate change for policing practice are still unknown, over the past two decades criminologists have anticipated that climate change will have a number of effects that will result in compromised safety and security. This article is informed by the outcome of a co-creation workshop with 16 practitioners and scholars of diverse backgrounds based in The Netherlands, who sought to conceptualize and systematize the existing knowledge on how climate change will most likely impact the professional practice of the Dutch (or any other) police. These challenges, with varying degrees of intensity, are observable at three main levels: the societal, organizational, and individual level. These levels cannot be separated neatly in practice but we use them as a structuring device, and to illustrate how dynamics on one level impact the others. This article aims to establish the precepts necessary to consider when exploring the intersection between climate change and policing. We conclude that much still needs to be done to ensure that the implications of climate change and the subject of policing are better aligned, and that climate change is recognized as an immediate challenge experienced on the ground and not treated as a distant, intangible phenomenon with possible future impacts. This starts with creating awareness about the possible ways in which it is already impacting the functioning of policing organizations, as well as their longer-term repercussions.
MULTIFILE
We have developed a lesson in which learners interactively construct a qualitative representation about climate change and the decline of biodiversity by using the online software DynaLearn. They are supported by a built-in support function to notice mistakes, and they can run simulations to explore system behavior. Throughout the lesson, learners are guided by a workbook providing necessary information step by step.
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Purpose – The hospitality industry creates a distinctive context in which learning takes place. The industry’s international perspective and large globalisation play an important role in learning, as well as the operational and structural features that give meaning to learning and development in the hospitality industry. This explorative research therefore studies the relation between workplace learning and organisational performance in the Dutch hospitality industry. Design/methodology/approach – The qualitative research is done through 15 in-depth interviews with general managers and HR managers of Dutch hotels with three or more stars and at least ten employees. Findings – It can be concluded that there is a relation between workplace learning and organisational performance in the hospitality industry, as the participants in this research and the literature both mention workplace learning enhances organisational performance. Originality/value – Little research has been done on learning and organisational performance specifically, in the (Western) hospitality industry. This research therefore focusses on HRD and studies the influence of workplace learning on organisational performance in the Dutch hospitality industry.
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Purpose As a step toward more firmly establishing factors to promote retention among younger employees in the hospitality industry, this study aims to focuses on fun in the workplace (fun activities, manager support for fun and coworker socializing) and training climate (organizational support, manager support and job support) as potential antecedents of turnover in a European context. Design/methodology/approach Logistic regression was used to analyze the impact of fun and training climate on turnover with a sample of 902 employees from Belgium, Germany and The Netherlands. Data on fun and training climate were obtained through surveys, which were paired with turnover data from organizational records. Findings With respect to fun in the workplace, group-level manager support for fun and coworker socializing were significantly related to turnover, but not fun activities. With respect to training climate, individual-level job support was significantly related to turnover, but not organizational support and manager support. Research limitations/implications As the data were obtained from employees from one organization, further research would be valuable with additional samples to substantiate the generalizability of the results. Practical implications Given the challenge of turnover, organizations should foster informal aspects of fun in the workplace and learning opportunities to promote retention. Originality/value The study examined the fun–turnover relationship in a context outside of the USA where previous fun–turnover research has been conducted, and it examined fun relative to training climate, which has not been studied heretofore. This study also investigated group- and individual-level effects of both fun and training climate on turnover.
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Uit het vooronderzoekvan het project Duurzamelearning communities: Oogstenin de Greenportblijkt dat12 factorenhierbijvan belangrijk zijn. Deze succesfactoren staan centraal in de interactieve tool Seeds of Innovation. Ook komen uit het vooronderzoek, aangevuld met inzichten uit de literatuur en tips om de samenwerking door te ontwikkelen en meer gebruik te maken van de opbrengsten 12 succesfactoren met toelichting, belangrijkste bevindingen en tips voor ‘hoe nu verder’, Poster, Walk through, De app die learning communities helptde samenwerkingnaareenhogerplan te tillenen innovatieveopbrengstenoptimaalte benutten.
MULTIFILE
The workforce in the EU is ageing, and this requires investment in older workers so that the organisations in which they work remain competitive and viable. One such investment takes the form of organising and facilitating intergenerational learning: learning between and among generations that can lead to lifelong learning, innovation and organisational development. However, successfully implementing intergenerational learning is complex and depends on various factors at different levels within the organisation. This multidisciplinary literature review encompasses work from the fields of cognitive psychology, occupational health, educational science, human resource development and organisational science and results in a framework that organisations can use to understand how they can create the conditions needed to ensure that the potential of their ageing workforce is tapped effectively and efficiently. Although not a comprehensive review, this chapter serves as a basis for further empirical research and gives practitioners an insight into solving a growing problem.
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