Labor market projections indicate a shortage of health care workers across Canada and around the world. The shortage of healthcare workers is more acute in developing nations, which grapple with weak health systems unable to address high disease burdens. This situation is made worse by the movement of health personnel in search of a better standard of living, access to advanced technology and more stable political conditions in developed countries such as Canada - a process known as ‘brain drain’. Brain drain has been described as ‘a perverse subsidy’ by scholars and identified as disconcerting by the World Health Organization, which calls for the ethical recruitment of internationally educated health professionals. Significant research on the migration and recertification experiences of internationally trained physicians and nurses exists but very little has been written on internationally educated midwives (IEMs). This study uses a social equity framework and insights from Foucauldian and post-colonial feminist research to explore practices of assessment and bridging programs for IEMs; the factors that impede IEM recertification; and the ways Canadian midwifery stakeholders mitigate international migration (brain drain) and poor labor integration (brain waste) of IEMs. Data collection was primarily through key informant interviews and document analysis. The study data - gathered and analyzed in 2011/12 – is reflective of the situation of midwifery during that period. Findings from the study indicate several inequities in the recertification process of IEMs, primarily in the application process to assessment and bridging programs and in financial and geographical constraints. The study also suggests a lack of discernment by midwifery stakeholders between active and passive recruitment, and tacit support of the passive recruitment of IEMs. Questions are also raised regarding the inclusivity of the Canadian midwifery model of practice and illustrate that further research is needed.

No abstract available. / Thesis (M.A.)-University of KwaZulu-Natal, Westville, 1991.

This dissertation examines the political economy of labour market policy in Canada and its effectiveness in addressing the social and economic exclusion of Aboriginal people. For many Aboriginal people, the colonial experience has left a legacy of destruction that all too often makes the journey through life extremely complicated. Aboriginal people generally have lower education levels than non-Aboriginal people and they earn lower incomes. The Aboriginal population is growing at a faster rate than the non-Aboriginal population and is on average much younger. In provinces like Manitoba where Aboriginal people make up 15 percent of the overall population, they are an important source of labour. Yet the statistics suggest that there is much to be done to bring Aboriginal people to a state of social and economic inclusion. Low high-school completion rates imply that the primary school system is failing Aboriginal children, leaving many unprepared to enter post secondary education and the labour market. Labour market policies can help address poverty and exclusion. While they can broadly include a set of policies affecting both the supply and demand for labour, this research shows that in a neo-liberal political economy, they have come to be much more limited in scope, focusing almost solely on supply-side solutions. For Aboriginal adults, this has meant support for short-term training programs aimed at preparing them for jobs determined by the market. This creates challenges for individuals who have a host of factors standing in their way. An examination of Manitoba based initiatives shows the implications of the policy environment for Aboriginal second-chance learners. It also shows how some programs have adapted to the neo-liberal environment to better serve their students and leads to some concluding thoughts on what might be done to further improve outcomes for Aboriginal second-chance learners.

Magistro darbe yra nagrinėjama darbo rinkos samprata ir darbo rinkos pokyčiai, jų įtaka nedarbo ir ilgalaikio nedarbo atsiradimui. Taip pat darbe aptariamos ilgalaikio nedarbo atsiradimo priežastys bei pasekmės, ilgalaikių bedarbių integravimo į darbo rinką galimybės mokslinės literatūros pagrindu. Šis magistro darbas susideda iš trijų dalių: 1) Ilgalaikių bedarbių neįsidarbinimo priežastys ir grįžimo į darbo rinką galimybės teoriniu požiūriu; 2) Ilgalaikių bedarbių neįsidarbinimo priežasčių ir jų grįžimo į darbo rinką galimybių tyrimo metodologija; 3) Ilgalaikių bedarbių neįsidarbinimo priežasčių ir jų grįžimo į darbo rinką galimybių: kiekybinio tyrimo duomenys. Atliekant empirinį tyrimą buvo pasinaudota anketinės apklausos metodu. Vykdant ilgalaikių bedarbių anketinę apklausą buvo išdalinta 200 anketų, tačiau grąžinta 181. Tyrimo metu atliktoje apklausoje dalyvavo ilgalaikiai bedarbiai, kurie buvo registruoti Kelmės rajono darbo biržoje. Atliktas tyrimas atskleidė, kad ilgalaikių bedarbių neįsidarbinimo priežastys yra įvairios. Jas galima būtų išskirti į subjektyvias ir objektyvias. Daugumai ilgalaikių bedarbių įsidarbinti trukdo darbdavių siūlomi maži darbo užmokesčiai už atliekamą darbą, mobilumo stoka, profesinės patirties stoka, trūkumas konkrečių žinių. Viena iš galimybių daugumai ilgalaikių bedarbių grįžti į darbo rinką yra aktyvios darbo rinkos politikos priemonės, kurias organizuoja darbo birža. Šios priemonės respondentų buvo įvertintos kaip... [toliau žr. visą tekstą] / The conception, chantes and their influence to unemployment and rise of long – term unemployment are analysed in this master’s study. There are discussed the reasons and outcomes of long – term unemployment, rise, integration of long – term unemployeds to the labour market on the scientific literature back ground. This master’s study in three partite: 1) The reasons of unemployment of long – term unemployeds and their possibilities to comeback to the labour market on the theoretical back ground. 2) Methodology of survey of the reasons of unemployment of long – term unemployeds and their possibilities to come back to the labour market; 3) Data of numerical survey of reasons of unemployment of long – term unemployeds and their possibilities to come back to the labour market. The questionnaire form method was used carring and this empirical survey. Implementing questioning 200 questionnaire former were distributed, but 181 were returned. In this questioning took part long – term unemployeds who were registered in Kelmė district labour market office. The outcomes of this survey shows that the reasons of unemployment are different. We can divide them to objective and subjective. Most part the unemployed people do not employ because of low salary, lack of mobility, professional experience and particular knowledge. One of possibilities to comeback to labour market is active actions of labour market policy what are organized by labour market office. ... [to full text]

This PhD study centres on analysing the changing employment service portfolios available to disadvantaged people out of work in Britain and Germany. Looking at the recent wave of comparative studies on ‘activation’ reforms, it springs to mind that the question of the changing portfolio of ‘active’ labour market policy (ALMP) measures has received only little attention in the sense of a rigorous comparative analysis. In order to address that gap, this study develops a novel normative and analytical perspective for the study of ALMP, which then is applied to the empirical cases Britain and Germany. I first develop the concept of personalisation as the normative and analytical framework for the analysis of ALMP. I show that the diversity of ALMP portfolios, which is a precondition for a personalised service provision, can serve as a proxy for measuring personalisation. Equipped with this analytical tool, the analysis subsequently focuses on the changes to ALMP portfolios over the past 15 years in terms of diversity. It is shown that during this period both Britain and Germany reformed working-age benefits in a way that led to a closer integration of the benefit system at an institutional level. Taking the policy rhetoric that closer integration will lead to more ‘personalised’ (UK) or more ‘tailor-made’ (Germany) services as a starting point, I analyse whether these developments at an institutional level have indeed led to a more personalised, or more diverse, provision of employment services. This study looks in particular at the situation of those groups in the two countries who have been most affected by recent integration reforms. These have primarily been claimants of second-tier working-age benefits, namely incapacity related benefits in the UK, and ‘Sozialhilfe’ (SH, social assistance) and ‘Arbeitslosengeld II’ (ALGII, Unemployment Benefit II) in Germany. I find that in both countries, employment services for claimants of these second-tier benefits have become more diverse in the wake of the integration reforms of the past 10 to 15 years, thereby increasing their personalisation potential. However, the two countries have each followed very specific reform trajectories. While the volume and coverage of ALMP have increased in both countries, the portfolio of services for second-tier claimants today is much more diverse in Germany than in Britain. This is primarily due to the existence of a large volume of services directed at claimants more distant from the labour market that follow a social integration & employability approach. These services are more marginal in Britain, where measures that follow a work-first approach are dominant. This divergent development is indicative of major and persistent differences in terms of ideational context as well as institutional (operational) factors. New Public Management reforms have influenced operational policy to different degrees in the two countries, effectively limiting the diversity of employment services in Britain more than in Germany.

The aim of this study was to find out: (a) the role played by various agencies in the discharge procedure and (b) former psychiatric patients" own perspective on their social network, quality of life and future life expectations. The theoretical framework is based on Mead's symbolic interactionism, Asplund's interpretation of Tönnies' concepts Gemeinschaft and Gesellschaft and Buber's dialogical philosophy. Descriptive, quantitative and qualitative data were gathered on four occasions from May 1984 to December 1986. On three occasions professionals provided information by means of structured questionnaires. Information on the last occasion was provided by former patients through interviews by means of a semistructured questionnaire. Seventy-three patients were discharged during the research period. I was able to follow 50 through all four stages. Fifty-three patients were interviewed. Other agencies were hardly involved at all in the discharge procedure except for the provision of home support. The duration of and stigma attached to mental illness, being without work and gender seemed to have the most influence on the primary network. The same issues (with the exception of gender), together with place of residence, financial difficulties and inability to exert influence over one's own situation influenced the former patients' quality of life and their expectations of the future. Special attention has been given to their occupational situation and to their relations to the professional network. Work opportunities were highly valued but most of the former patients were excluded from the labour market. The LFP groups satisfaction with the home care workers and dissatisfaction with the psychiatric professionals seemed to be due to the former's ability to undertake a ’caring’ relationship. / <p>S. 1-67: sammanfattning, s. 71-147, [3] s.: 5 uppsatser</p> / digitalisering@umu

The aim of this paper is to research and discuss the role the cultural politics play for the Swedish employment office (Arbetsförmedlingen) and the meaning culture politics have within the labour market policy. A research has shown that Arbetsförmedlingen evaluates unemployed cultural workers differently than regular registered jobseekers. From an instrumental perspective on political implementation this can be considered as an anomali. Arbetsförmedlingen’s mandate derives from the government and its authority is a tool for carrying out state policy. A study, conducted on how Arbetsförmedlingen handles matching of culture jobseekers in the labour market can therefore be utilized as guidance towards possible answers regarding the state’s cultural policy in general. The problem formulation presented above led to the following inquiry: Does Arbetsförmedlingen have a cultural political assignment appointed by the government? Furthermore, what does the answer to the question imply regarding the Swedish cultural policy? A descriptive analysis of ideas are applied in order to examine governmental political documents and Arbetsförmedlingen’s regulations. The inquiry has generated a no answer for its question.  Arbetsförmedlingen does not have a cultural political assignment. The governmental organization has primarily a labour market political mission and in this context it signifies that it balances the cultural labour market. The result indicates that the Swedish cultural policy are presently diverting from the traditional Swedish model, where the state had a closer relationship to the culture and the culture workers.

Företag och organisationer arbetar i dag i projekt. Att arbeta i projektform kan medföra både för- och nackdelar när det gäller kunskapsöverföring. Kunskapsöverföring är viktig eftersom den möjliggör för medarbetare att använda sig av gamla lösningar på nya problem. Syftet med uppsatsen är att titta på vilken kunskap som sprids och på vilket sätt det görs mellan ett mellankommunalt projekt Kompetensare 2.0 och dess föregångare Kompetensare. Kompetensare 2.0 är ett mellankommunalt projekt mellan 10 olika kommuner som ska implementera arbetssättet och arbetsmodellen från Kompetensare. Eftersom det saknas modeller för kunskapsöverföring i mellankommunala projekt användes här en befintlig modell för kunskapsöverföring inom företag för att se om den är applicerbar även i mellankommunala projekt. Vi har valt att använda Tells och Söderlunds modell om lärande organisationer (se teoridelen) och avser att undersöka ifall den går att använda för att analysera vilken typ av kunskap som har överförts, se Figur 3, och vilka konsekvenser det har. Vi genomför intervjuer med delprojektledare och huvudprojektledare och redovisar vårt resultat från dessa i form av analysscheman. Sedan går vi igenom de olika kunskapsöverföringsprocesserna som beskrivs av Tell och Söderlund och hittar även sådana som de inte tar upp. Tell och Söderlunds matris för kunskapsöverföring är applicerbar genom att den kan beskriva de kunskapsöverföringsprocesser som har skett inom Kompetensare 2.0. Den studerade kunskapsöverföringen visar att medveten kunskap blivit till institutionaliserad kunskap i större omfattning än objektifierad kunskap blivit till institutionell kunskap, detta skiljer sig från Tell och Söderlunds modell. En tänkbar förklaring är att mängden objektifierad kunskap varit relativt liten i jämförelse med mängden medveten kunskap. En annan förklaring är att Kompetensare 2.0 är ett relativt litet projekt där samtliga delprojektledare känner varandra och träffas regelbundet personligen. Tell och Söderlunds modell är inte en heltäckande modell men kan utgöra ett teoretiskt ramverk som gör kunskapsöverföringen mer effektiv mellan projekt. I Kompetensare 2.0 visar den tydligt brister men också möjliga förbättringar i kunskapsöverföringen, den visar även vilken typ av kunskapsöverföring som har fungerat bra i Kompetensare 2.0. Modellen är särskilt relevant eftersom det idag saknas teoretisk modell för kunskapsöverföringen mellan och till delprojekten i Kompetensare 2.0. / Companies and organizations use project as a way to organize work. Projects have both advantages and disadvantages in terms of knowledge transfer. Knowledge and skill are a large part of the assets of many of today's organizations. Knowledge transfer is important for the reason that it enables employees to make use of old solutions to new problems. The purpose of this paper is to look at the transfer of knowledge between municipal projects by studying the two projects Kompetensare and Kompetensare 2.0. Kompetensare 2.0 is an inter-municipal project from 10 different municipalities with the task to implement the model of Kompetensare. In the absence of models for knowledge transfer between municipal projects we use an existing model for knowledge transfer within enterprises and see if it is applicable even for municipal projects. We use Tell’s and Söderlund's model of learning organizations (see theoretical part) and intends to investigate whether Tell and Söderlund's model can be used to analyze the type of knowledge that has been transferred, see Figure 3, and the consequences. We conduct interviews with project managers and senior project manager and report our results from these in the form of analysis schedules and go through the different knowledge transfer processes described by Tell and Söderlunds and also knowledge transfer processes that they do not take up. Tell and Söderlunds matrix for knowledge is applicable in that it can describe the knowledge transfer processes that have occurred in Kompetensare 2.0. The studied knowledge transfer shows that the conscious knowledge that has become institutionalized knowledge than has been objectified knowledge of institutional knowledge and this differs from Tell and Söderlund's model. One possible explanation is that the amount of objectified knowledge was relatively small compared to the amount of conscious knowledge. Another explanation is that Kompetensare 2.0 is a relatively small project where all project managers know each other and meet regularly in person. Tell and Söderlund's model is not a comprehensive model but as a theoretical framework that can make more efficient knowledge transfer between projects. In Kompetensare 2.0 shows it clearly on both the shortcomings and possible improvements in the transfer of knowledge but also the type of knowledge that have worked well in Kompetensare 2.0. The model is particularly relevant since there is currently no theoretical model for knowledge transfer from and to the sub-projects in Kompetensare 2.0.

Mixed-use development is one of the canonical elements of modern urban planning theory and practice. The principles of this approach to development are applied throughout the world and have seen a resurgence in the last several decades as part of the rise of populist movements such as smart growth and new urbanism. At the same time, cities across the industrialized world have been reshaped within the broader context of fundamental restructuring in the labour market over the past several decades. The urban core of the post-industrial city has increasingly become the site of residential development amongst various complementary land uses, marketed to an upwardly mobile professional class. Who benefits from this kind of mixed-use development in the housing market? Despite its popularity, mixed-use development is not often examined with regard to the affordability of housing. This study explores the affordability of housing in areas zoned as mixed-use in the old City of Toronto in relation to shifts in the occupational structure of the city’s workforce between 1991 and 2006. Using census data and spatial analysis methods, the cartographic and analytical outputs of this study demonstrate two major findings: first, that housing in mixed-use areas was more expensive than the rest of the city over the study period; and second, that socioeconomic polarization between classes of occupations is not only evident in mixed-use areas, but in some ways more pronounced than in the rest of the city. Based on these findings, the study concludes with a realistic assessment of why and how academics, practitioners and policymakers active in urban planning should step up efforts to couple the revitalization of Toronto’s urban core with gains to the affordability of housing.

It is generally accepted that the quality of a country's labour force is a crucial factor in successful competition in the global economy. South Africa's richness in human resources unfortunately does not in itself make us a winning nation. Because of the low educational attainment of our labour force, we have to compete in the global economy at a disadvantage. The global labour market is characterised by constant change (benefiting skilled workers) and the progressive destruction of jobs (affecting in particular semiskilled and unskilled workers). The purpose of the study is to investigate the structural changes taking place in the workplace, the effects thereof on the demand for human resources, and how education and training in South Africa can respond to these changes to the benefit of individuals, organisations and the country as a whole. An intensive literature survey cast light on the development of economies, how such development influences the demand for worker skills and how different nations have attempted to meet the requirements of their productive systems through appropriate education and training. South Africa's economy, labour problems and strategies to enhance human capital and create jobs were also examined. Consistent with trends observed in the advanced economies of the world, the pattern of activity in the South African economy has shifted from the primary and secondary sectors to the tertiary and service sectors, shedding jobs requiring lower levels of skills and creating jobs for highly qualified workers. A historical overview of the provision of education and training in South Africa highlights how apartheid policies contributed to vast disparities in the skills levels of the different population groups in South Africa. Many innovative measures to enhance skills levels and job creation have been introduced since 1994 by the democratically elected government. These measures were evidently informed by the experience of other countries. The formidable task of implementing these measures or strategies successfully is exacerbated by the fact that the different provinces in South Africa are in different stages of economic development and have different educational outputs, leading to differences in the skills levels of their respective labour forces. Research on how unemployed people participate in the labour market served as the basis for the empirical input to the study. The data collected in Gauteng and the Eastern Cape were interpreted to ascertain how such people interact with the labour market in these provinces. The survey results revealed that the effects of low educational levels, people's interaction with the labour market, their job interest and the way job creation strategies are implemented may influence the efficacy of strategies to enhance people's skill levels and to create jobs. Factors influencing the demand for labour and factors that may impact on the success of education and training interventions were considered in the construction of a model to prioritise skills formation strategies. The model should be a versatile planning tool for identifying target groups, and for prioritising and implementing skills development strategies in the context of local socio-economic structures, as well as in the context of the national socio-economic structure and the global economy. As proposals for job creation by experts throughout the world have not been able to arrest increasing unemployment rates, it would be presumptuous to claim that this study provides a solution to the problem. Nevertheless, ways need to be found to optimise the impact of skills formation and job creation efforts. The following recommendations are made on the basis of the findings of the present study: • The structural and attitudinal changes taking place in the workplace should be investigated and workplace demands should be matched with the skills needed by workers. • Efficient, modern systems of administration staffed by technically competent officials should be established to manage the implementation of skills formation and job creation strategies. • A close relationship should be established between government, business and labour. • All persons over the age of 15 years who enter the labour market (and those who are already in the labour market) without the prospect of becoming employed should be registered as job seekers. • All young people should have a minimum of 12 years general education and enhanced forms of technical education. • Educational and training institutions should disabuse learners of the idea that they have to be dependent on someone else to give them a job. • The general and further education and training system should provide learners with the basic skills in mathematics, language, science and technology required by industry. • Qualified mathematics and science teachers should receive recognition through higher salaries. • Appropriate assistance should be provided to education leavers and to the unemployed. • The basic skills of those already in jobs should be improved. • Employers should be assisted on how to organise and implement workplace training. • Organisations should double their investment in training to at least 2% of their payrolls. / Thesis (Ph.D. (Education))--Potchefstroom University for Christian Higher Education, 2002