The Northern Netherlands is like many delta’s prone to a wide range of climate change effects. Given the region its long history with floods and adaptation, there are numerous initiatives to be found that tried to battle these effects. As part of the Climate Adaptation Week Groningen, an inventory was made of these initiatives. The most inspiring ones were coined ‘best practices’, and analysed in order to learn lessons. A distinction was made between 4 regional landscape types. The first consists of the coastline itself, where the effects of the rising sea level begin to show. The second covers the farmlands near the coastlines, where challenges such as salinisation and the loss of biodiversity prevail. A third landscape covers the historically compact cities, which have to deal with rising temperatures and heavy rainfall in increasingly limited spaces. The fourth and final landscape comprises the wetlands surrounding the cities, where the natural capacity to retain and store rainwater is undermined by its agriculture usage. Most of these challenges form a risk for maintaining a liveable region. The best practices that were collected show a diverse set of innovations and experiments, both on small and large scales. Three main characteristics could be distinguished that illustrate trends in climate adaptation practices. First, many best practices were aimed at restoring and embracing the natural capacity of the different landscapes, giving more and more room for the building with nature concept as part of building resilience. Second, climate adaptation is seldomly focussed on as the sole function of a spatial intervention, and is almost always part of integrated plans in which biodiversity, agriculture, recreation or other themes are prolonged with it. A third and last characteristic shows that many projects embed a strong focus on the historical context of places as a source of inspiration and cultural identity. The best practices show how different ways of adapting are emerging and can inspire planners across the world.
This study focuses on top-down and bottom-up processes within the field of energy transition. It aims at gaining insights into the ways that a more balanced approach can be achieved, by taking into consideration the (mutual) interests, barriers and expectations of the municipality and local citizen initiatives. The theoretical framework of the study is the implementation analysis framework, distinguishing top-down and bottom-up approaches. Specifically, this qualitative (thematic analysis) research study investigates the mismatch in expectations between a number of local energy initiatives and the municipality of Groningen regarding their roles within the local energy transition context. To this end, semi-structured interviews have been conducted with members of the municipality of Groningen, Grunneger Power (a local energy intermediary), and four local energy initiatives. Need and expectation gaps have been identified and potential solutions have been explored. The main findings of the study illustrate the need of professional support for citizen initiatives, at both technical and organizational level, especially in the first phases of their development. Additionally, clear mutual communication on short and long-term planning and ambitions of the involved parties is of key importance for the alignment of the interests and the course of actions. Consequently, a clear context is needed, within which an exchange of feedback on the envisioned strategies, and the subsequent energy saving or generation interventions, can take place in an efficient and effective way. Additionally, such a context increases confidence and provides a clear understanding to the citizen initiatives regarding their role and the level and nature of support they can expect in their intended projects and activities. Based on these findings, policy implications have been drawn.
Given the urgency of global energy transition, small- and medium-sized cities often undergo rapid changes. What is often missing, however, is a better understanding of how residents of those places perceive, and relate to the various aspects of local energy transition process and spatial outcomes. This study focuses on the Hoogkerk district of Groningen in the Northern Netherlands, where we used Q-Methodology to identify shared viewpoints. Our findings reveal three main viewpoints: a) the importance of protecting local spatial and environmental values, b) prioritising energy-saving approaches notably for the vulnerable segments of the society, and finally c) the need for comprehensive district-level planning led by the municipality. These findings underscore the importance of integrated approaches that address both spatial and process aspects of local energy transition. We argue that these insights can support policymakers and the local citizen initiative towards the development of an integrated local energy vision.
The Hanze Hogeschool Groningen, the Authoridad Nacional del Agua, and Waterschap Noorderzijlvest, together with several other Dutch and Peruvian universities, co-organise an annual ClimateCafé in the northern Peruvian areas Piura and Tumbes, as part of the Blue Deal project. The ClimateCafé methodology is a multiple-day participatory workshop composed by an international community and powered by individual, corporate, public, and academic climate change adaptation influencers. The aim is to educate and inspire tech and non-tech people, focusing on young professionals in a “learning by doing” interaction.
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.
Het Hanze Innovation Traineeship Pilot project is geïnitieerd op de Hanzehogeschool Groningen door drie onderzoeksgroepen (lectoraten) die zijn ingebed in het Marian van Os Centre of Expertise Ondernemen (CoEO). De trainees worden gecoacht in een Community of Learners en begeleid door een diverse groep van onderzoekers van de volgende onderzoeksgroepen van de Hanzehogeschool Groningen: (1) International Business, (2) Marketing/Marktgericht Ondernemen en (3) User-Centered Design. Het doel van het programma is om regionale MKBs in Noord-Nederland te ondersteunen om duurzaam te innoveren met de hulp en ondersteuning van trainees en onderzoekers van de drie onderzoeksgroepen. De trainees worden begeleid bij het ontwikkelen en implementeren van een door onderzoek ondersteunde innovatie tijdens een afstudeerproject en een 12-maanden durende traineeship bij het bedrijf. Bij de start van het programma ondergaan de MKBs een innovatie-gezondheids-check die wordt herhaald nadat de traineeship is afgerond. Over het algemeen zouden de bedrijven hun bedrijfsprestaties en innovatiecapaciteit moeten kunnen verbeteren door middel van het programma. Verder zal de onderzoekssamenwerking tussen de onderzoeksgroepen van de Hanzehogeschool en de MKBs leiden tot een beter inzicht in innovatiebarrières en succesfactoren. De opgedane kennis over regionale MKB-innovatie zal in alle sectoren en industrieën worden geprojecteerd. De uiteindelijke projectresultaten zullen dienen voor het besluitvormingsproces van toekomstige innovatie traineeship programma's
