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The Inflation Reduction Act has allocated over $369 billion to expedite the transition from fossil fuels to renewable energy. Along with these incentives, the funds support job training initiatives, like the recently introduced American Climate Corps. The transition to new energy forms will result in structural changes in the labor market and the demand for new and emerging skills, tasks, and jobs. A challenge, however, is that there are no existing definitions of what constitutes green jobs and skills, and thus, no clear consensus on the training workers will need for these jobs. This dissertation employs a data-driven approach using the Occupational Information Network to define and characterize green tasks, skills, and jobs. Using Natural Language Processing, we develop a method to quantify the "greenness'' of tasks and occupations. Utilizing this index, we explore the significant role of green skills during economic transitions. Our findings offer a comprehensive roadmap for understanding the evolution of green jobs and skills over the next decade. This dissertation comprises three chapters analyzing the tasks, skills, and jobs in the green economy. The first chapter investigates what constitutes green jobs and their characteristics. We construct "Task Greenness Scores" and "Occupational Green Potential" indices using Natural Language Processing and machine learning techniques to assess the greenness of tasks and overall occupations. Clustering methods categorize occupations based on task attributes -- green potential, frequency, importance, and relevance, identifying five distinct groups. This classification reveals significant variability in job greenness; although many jobs incorporate green tasks, only 113 occupations are definitively categorized as green. These are further divided into "High Green Intensity-Task Focus" and "High Green Intensity-Use Focus" groups, with the latter typically requiring less formal education and emphasizing manual skills over analytical or interactive skills. Our analysis also indicates a modest overall unconditional green wage premium of 3% for 2019 and 2020. The second chapter delineates green skills and maps their prevalence across the U.S., focusing on coal-mining communities in Appalachia. We sort a variety of skills into categories reflecting task and skill differences between green and non-green occupations, identified through O*NET. Principal Component Analysis helps categorize these into broader green skill groups such as "Technical Skills", "Management Skills", "Science Knowledge", and "Integrated Knowledge". The prevalence of green skills is notable in production-related occupations, suggesting essential technical expertise for the green economy. Interestingly, sectors traditionally viewed as energy-intensive also show a foundation conducive to green practices. Our findings highlight the necessity of tailored training programs that cater to diverse educational backgrounds, particularly emphasizing the lack of green skills in Appalachian regions, which may exacerbate inequalities during the economic transition. The third chapter examines the mediating role of green skills in local labor markets amidst the transition to a sustainable and energy-efficient economy. This chapter informs policy debates on large-scale green fiscal plans of the 2009 American Recovery and Reinvestment Act. We discover that regions well-prepared for environmental regulations or new energy development benefit from a robust stock of green skills. However, our analysis suggests that green ARRA investments are negatively correlated with wages and job creation, contrasting with positive correlations found in non-green ARRA investments. This chapter concludes that green skills significantly influence labor market outcomes, particularly in the manufacturing sector, and highlights the spillover effects of green stimulus on neighboring labor markets. / Doctor of Philosophy / This dissertation examines jobs, tasks, and skills in the green economy which promotes renewable energy and environmental sustainability. The transition to renewable energy requires new skills and tasks, but there is no clear definition of what constitutes green jobs and skills, nor an understanding of their distribution across occupations, industries, and geographic regions. This study uses a data-driven approach to construct an index that quantifies, defines, and characterizes green tasks, skills, and jobs. Overall, this dissertation provides a comprehensive analysis of green jobs and skills, offering insights into the evolving labor market and the necessary training programs to support this transition. The first chapter identifies what makes a job green and categorizes occupations based on their green potential. The analysis reveals significant variability in job greenness and shows that while many jobs include green tasks, only a small number are definitively green, with a modest wage premium for green jobs. The second chapter maps the distribution of green skills across the U.S., with a focus on coal-mining communities in Appalachia. It highlights the technical expertise required for green jobs and the need for tailored training programs to address skill gaps, particularly in regions like Appalachia. The third chapter explores the mediating role of green skills in labor market outcomes during the transition to a sustainable economy. It finds that regions with a strong stock of green skills fare better under environmental regulations and new energy development. Green investments from the 2009 American Recovery and Reinvestment Act show mixed effects on wages and job creation compared to non-green investments.

On April 1, 1976, Steve Jobs and Steve Wozniak entered into a partnership agreement to found Apple Computer. In the decade that followed, Apple experienced remarkable growth and success, as Jobs catapulted Apple to the Fortune 500 list of top‐flight companies faster than any other company in history. Under direction of Jobs, Apple, an idea that started in a garage, transformed into a major force in the computer industry of the 1980s. Though Jobs' leadership undoubtedly influenced Apple’s success during this time, in 1995, he was forced to resign, when conflicts mounted at the executive level. Using Kenneth Burke’s theory of identification and the dramatistic process, this thesis examines Jobs’ discourse through a series of interviews and textual artifacts. First, I provide a framework for Jobs' acceptance and rejection of the social order at Apple, and then consider the ways in which Jobs identified with employee and consumer audiences on the basis of division. Analysis shows that Jobs identified with individual empowerment, but valued separation and exclusivity. Jobs' preference to create identification through division, therefore, established the foundation for new identifications to emerge. The findings of this study suggest that division has significant implications for creating unity. / Graduation date: 2012

Den här uppsatsen tar en närmare blick på karismatiskt ledarskap vilket ofta sägs vara en personlig egenskap som vissa föds med. Det sägs att personer som Gandhi, Barack Obama och Olof Palme har haft denna egenskap. En egenskap som får folk att följa ledaren oavsett uppoffringen för följaren, och som gör vad än ledaren vill att de skall göra. Arbetet vill problematisera synen på karisma som en personlig egenskap. Med hjälp av karismaforskningens fader, Max Weber, tillsammans med annan forskning om ledarskap och karisma formar denna uppsats en modell för att förstå karismatiskt ledarskap. Denna modell består av tre delar; Ledaren, Följarna och relationer samt Situationen. Denna modell används sedan för att med hjälp av Steve Jobs, känd bland annat för att ha varit karismatisk, visa att karismatiskt ledarskap inte är en personlig egenskap. Utan att den består av dessa tre delar och växer under en process för att bli starkare. / This Bachelor thesis takes a closer look at the charismatic leadership that often is claimed to be a trait that some people are born with. It is often said that people like Gandhi, Barack Obama and Olof Palme had this particular trait. A trait that would make people follow the leader willingly despite themselves and cater to his or her every whim. This thesis aims to problematize this and see if charisma as a personal trait really is true. With the help of the father of charisma, Max Weber, and research about leadership and charisma, this paper draws a model and tries to understand if charismatic leadership is more depended on these three components; The leader, the followers and the situation. This model is then applied to Steve Jobs, famous to be a charismatic person, and his career to try to show that charisma is not a personal trait. The thesis concludes that charisma is built on these three components and that charisma is a part of a process, which makes it come alive and grow.

Many researchers in engineering education have studied the engineering curriculum, employability, industrial training, generic skills and gender issues. From a wide spectrum of study, there is a gap around issues of interpersonal skills and enterprise skills in engineering education that has not been studied. Previous study has shown that there is unemployment amongst graduate engineers in Malaysia. This study aimed to assess whether the suggested lack of interpersonal and enterprise skills competencies cause unemployment amongst engineering graduates in Malaysia. This study also intended to appraise whether engineering undergraduates have received a quality work placement appropriate to their learning, knowledge and employability skills and also to create awareness about interpersonal and enterprise skills competencies amongst engineering undergraduates, higher education educators and employers in Malaysia. This study intended to create awareness about the importance of interpersonal and enterprise skills amongst engineers. A mixed method of questionnaire survey and interview was used to access data from final year engineering students and employers in Malaysia. Results from the study have provided evidence that interpersonal and enterprise skills are not a major contributor to unemployment of engineering graduates in Malaysia. This study has created new awareness of the subject that will allow the enhancement of the engineering education curriculum. This study has demonstrated that when interviewing companies for the purposes of research into curriculum it is necessary to have full awareness of their culture and ways of working.

The thesis will focus on family in the area of its significance for the society and particularly the compatibility between family life and career will be investigated. The changes in family coexistence and disadvantageous demographic factors determining the condition of families in the Czech Republic will be brought out for closer comprehension of the problems. Facilitation of smooth concurrency of professional realization and parenting is the crucial question of the present economies. The thesis will introduce contemporary family in the society, its significance and economic condition. It will also try to explain the reasons of demographic changes and their impact on the forms of contemporary Czech households. To follow up this analysis there will be briefly described propositions rising from the era of former regime. Consecutively the thesis will show contemporary system of career compatibility and demonstrate how much this way is used in reality by employers and employees who are taking care of one minor unprovided child at least. Analysis of suggested National conception of support for families with children will follow together with economic impacts on Czech society. No solution is nowadays accepted unanimously by all participants and that is why it is very important to find a compromise acceptable for all.

Thesis advisor: Michael Cermak / Electronic waste (e-waste) is being generated faster than ever, threatening the health of people at home and abroad. This paper advocates for improvements in e-waste management that increase environmental protection in innovative ways that also benefit workers. It reviews what is being done around the world in response to the problem and then introduces suggestions on how public and private actors can cooperate to achieve better results, particularly within the United States. The paper begins by examining the successes and failures of extended producer responsibility (EPR) regulations in Europe, the United States, China, and Japan. It then goes on to advocate for a system combining EPR with a refundable deposit to encourage consumer-driven increases in return rates. If people could receive five to ten dollars for recycling their old cell phone or laptop, far fewer would end up in landfills. The paper culminates with an examination of how the idea of “green-collar jobs” can apply to ewaste management. It examines non-college training programs to prepare people to work in this industry and bring them out of poverty. Several reports have discussed the e-waste issue and its policy implications but this will be the first that brings in the labor aspect. / Thesis (BA) — Boston College, 2009. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: College Honors Program. / Discipline: International Studies Honors Program. / Discipline: International Studies.

This thesis centers its scope on the macroeconomic implications of two contemporary issues affecting welfare: the arrival of smart technologies and global control policies as sanctions. The key element that integrates these topics into the thesis is the intergenerational perspective. The thesis employs overlapping generations (OLG) models to study how smart technologies could modify long-term economic conditions and how fiscal policies are to be thought as a global matter rather than isolated decisions. The first chapter addresses the circumstances under which smart technologies may drive people out of well-compensated work. The Chapter uses a two-period OLG model comprising two type of workers, high and low-tech, and two goods –a capital intensive one and a labor intensive one. Automation, characterized as legacy code, combines with capital to give birth to a smart machine: a robot. In turn, as automation capacity grows these robots leave future workers– both high and low-tech– worse off. The lower code relative to capital increases the high-tech worker’s compensation, savings, and capital formation. However, as code accumulates, demand for high-tech labor falls, limiting younger generations’ savings and investments. Similarly, the second chapter seeks to answer whether robots raise or lower economic well-being. The setup is once again a two-period OLG. However, in this economy two goods are produced and consumed, but only one is fully automatable. Robots may be harmful except when robotic productivity is high enough that induces a virtuous circle of rising wages, savings, and output, producing the open-ended constant growth of an AK model. Additionally, a government transfer can turn an increase in robotic productivity into a long-term welfare improvement for future generations. Finally, the third chapter develops a large-scale multi-country OLG model to address the fiscal implications of global sanctions to a country –namely Russia. The model is uniquely suited to understanding the long-term effect of different trade and fiscal regimes. The sanctioned country responds either by seizing foreign assets, or imposing capital controls, policies that might hurt the sanctioning countries. In all scenarios, except for the most benign, all generations alive at the time are made worse off in the sanctioned country.

Member department chairs from the Council of Graduate Departments of Psychology (COGDOP), who also happen to be child development researchers, will advise up and coming SRCD scholars about the daunting process of academic job-seeking. Although panelists’ administrative experiences draw from their roles in academic departments of psychology, their experiences generalize to the academy broadly. In this Q&A panel format, chairs representing institutions of various sizes (see Table 1) will answer questions about the search process and give advice based on several decades of combined experience negotiating research start-up packages and making jobs offers. The panel symposium should be of great interest to graduate students, post-doctoral fellows, and seasoned professionals considering re-entering the academic job market. During Part 1 of the session, panelists will speak 4 minutes each to describe their institutional contexts, their experiences in hiring, and to share short stories about candidates they found especially impressive. Part 1 of the session will conclude with a brief period of broad Q&A. In Part 2 of the session, we will break into more focused Q&A groups based on the special interests of “larger” and “smaller” institutions. At the conclusion of Part 2, groups will report out to one another about particularly relevant topics that arose during small group discussions. At the conclusion of the session, attendees will have a better understanding of the factors department chairs take into consideration when offering jobs and start-up packages to new hires.

The International Congress on Infant Studies (ICIS) joins forces with the Council of Graduate Departments of Psychology (COGDOP) to provide young ICIS scholars a unique opportunity to gain advice from acting Department Chairs about how best to write cover letters, select good referees, negotiate for job offers, secure competitive start-up allowances, and manage many other elements of the very anxiety-provoking process of landing a new job. In this Q&A panel format, multiple Department Chairs representing institutions ranging in size from very small to very large, and from private to public, will answer questions and give advice based on their several decades of combined experience negotiating and making jobs offers from the other side of table. This panel symposium should be of great interest to graduate students in all years of study, post-doctoral fellows, and even more seasoned professionals who are thinking of re-entering the academic job market.