Staff Mobility Research Articles

Internationalisation strategy implemented through faculty exchange: strategic entrepreneurship in a 'new' UK university

The promotion of international staff mobility is a founding principle of the Bologna Process; creation of a converged system of European higher education (HE). Many UK universities are developing internationalisation strategies including staff exchange. Meanwhile, failure to execute strategy is acknowledged as a problem in organisational performance. Using a first-, second and third-person insider action research approach, six chronological cycles of AR were enacted over 28 months to implement a staff exchange between universities in Europe. Concepts from literature in three domains - entrepreneurship in HE, globalisation of HE and execution through strategic entrepreneurship - are combined with the research analysis to propose that 'strategic entrepreneurs' can execute the riskier elements of an internationalisation strategy, such as staff exchange. This work broadens AR from education into strategic management. It goes beyond the well-intentioned yet vague statements involving the 'encouragement' of mobility to propose a method of execution through strategic entrepreneurship.

Biology Teacher Education in Flanders and in France. Results of an Erasmus Staff Mobility Teaching Assignment

Having been a biology teacher educator as well as an Erasmus co-ordinator for more than a decade, the content of this article combines both professions of the author. First this article focuses on the benefits of the Erasmus programme for staff of higher education institutes in Europe, by describing a personal experience of the author: a study visit to the Institute Universitaire de Formation des Maitres in Guadeloupe. Thereafter, the author compares the biology teacher education and subject content taught in Flanders and in France. This comparison resulted from this study visit.

Bridging the Gap between ESP and CLIL in the University Context

Further to the establishment of the European Higher Education Area (EHEA), many European countries have joined the Bologna Process in order to standardise their higher education systems to create an open market for both European and non-European citizens (Wachter 2008). As a result, universities felt the need of internationalising their curricula to foster academic cooperation, thus encouraging staff and student mobility. Internationalisation of tertiary institutions implies the use of English as a lingua franca to both attract students and staff from other countries as well as allowing one’s own peoples to move abroad. University teachers of English, then, can choose whether to implement CLIL or teach ESP courses in order to meet these needs of standardisation and internationalisation. The present paper attempts to explore the relationship between ESP and CLIL in the context of tertiary level education. These teaching approaches have been at the core of heated controversies as to whether they are different methodologies or two different terms used for the same approach. From a theoretical point of view, ESP and CLIL share several key features, such as 1) the use of context from different non-linguistic subjects, 2) the use of communicative language teaching methodology and 3) the development of academic and communication skills, among others. Nevertheless, there are also some significant differences between ESP and CLIL such as 1) the objectives and learning outcomes, 2) different approach to L2 and 3) different teachers’ roles, among the most important features. In broad terms, ESP is viewed as being single-focused on language, whereas CLIL is meant to teach both language and subject content simultaneously. This work supports the belief that there are more areas of convergence than divergence between ESP and CLIL and, therefore, English language learning in university contexts could benefit from a gradual and mutual collaboration between these two approaches.

SOME STRATEGIES OF THE EFFECTIVE TEACHING OF FOREIGN LANGUAGES

Nowadays, under the influence of drastic changes of the contemporary world, the institutions of higher education focus on the promotion of equity and quality. Special attention is paid to the cross-border education, bacause the mobility of students and staff facilitates the „formation” of highly skilled workers in certain specialized areas. The main precondition of a successful implementation of mobility programs is a profound knowledge of foreign languages. The given paper deals with the importance of second language acquisition and outlines the strategies of a successful teaching process. The main emphasis is put on the “enhancement” of students’ motivation (including a good teacher-student rapport) and teaching a language through teaching a culture. The first one is regarded as a key element of a classroom success, while the latter simplifies learners’ comprehension of second language reality.

Total Dedication of the Top Management within the Macedonian Higher Education Institutions

In this paper is given integral methodology for the design of TQM (Total Quality Management) system in higher education institutions and its implementation in practice of higher education, as well as actions to be taken to build a system of quality assurance. The success of the application of TQM strategy depends on the commitment of the academic staff and administration and their motivation. Although the philosophy of total quality management (TQM) is deeply involved in many higher education institutions and business aspects of European and other countries, it is not sufficiently present in the country and other developing countries. Especially critical is the long term point of this philosophy, when results do not come “overnight”. Globalization allows creating a European area of higher education in order to facilitate joint knowledge creation and greater mobility of students and academic staff. Thus Europe has become a common space of higher education, the rules and principles designed to work together and to use the common results.

A Development of Staff Mobility in the System of Strategic Human Resource Management

Purpose - This work aims to study the existing management process and methods of statistical evaluation of personnel mobility management, and propose improvement measures. This is particularly relevant in today's market economy because proper organization of personnel movement affects the availability and effective utilization of human resources in enterprises. Hence, it influences the volume, timely execution of work, equipment efficiency, and consequently the volume of production, its cost, profit, and other economic indicators. Research design, data, and methodology - We investigate the indicators that measure staff mobility, and their dependent consequences. Further, it analyses the factors influencing high staff turnover, which is a main indicator of staff mobility. Results - Measures for staff mobility development and prevention of turnover are proposed. Micom Systems is a sample case that has developed special programs to reduce staff turnover. Conclusions - Staff mobility leads to additional costs, significant loss of working time, and increase in defects. However, the advantages of staff mobility outweigh these negative factors. The role of staff mobility in a market economy cannot be overestimated.

Dynamics of Academic Mobility: Hegemonic Internationalisation or Fluid Globalisation

Two broad frameworks are used to describe and analyse the mobility of academic staff. The first, and dominant, framework focuses on flows from the ‘periphery’ to the ‘core’, although that ‘core’ is also evolving (and is no longer dominated by North America and Western Europe but is increasingly likely to embrace dynamic East Asia systems). This first approach is labelled ‘hegemonic internationalisation’. The second framework focuses instead on issues of development, the emergence of global communities and social movements. This is labelled ‘fluid globalisation’. The article argues that the latter may be more useful for understanding trends in academic mobility.

International staff mobility in higher education: To what extent could an intra-European entrepreneurial approach be applied to Sino-CEE initiatives? *

The promotion of international staff mobility is a founding principle of the ‘Bologna Process’, designed to create a converged system of higher education across Europe, the European Higher Education Area (EHEA), and in which CEE countries are implicated. Meanwhile, the Chinese government encourages Chinese universities to internationalise and exchange staff, while focussing on Central and Eastern Europe to develop relationships in the EU. A unique, two-phase research methodology was devised to investigate the effects of culture on implementing staff mobility through strategic entrepreneurship and the feasibility of the transfer of such an approach from intra-EHEA mobility to Sino-EHEA mobility. A first-, second and third-person Insider Action Research (AR) approach was used to organise and implement an international staff exchange between universities within the EHEA. Data generated were subjected to a double process of analysis, including a meta-cycle of enquiry. This was followed by a series of in-depth interviews with Chinese academics on exchange in Europe. Data collected were subjected to thematic analysis and then triangulated with the Phase One data. Results showed the importance of individuals in the implementation of strategy. There were marked similarities in the importance of an ‘eco-system of collective interest’, often provided by the exchanger’s family, and in institutional attitudes to supporting these networks. Differences in entrepreneurial intensity between institutions as a result of organisational and national cultures affected the behaviour of individuals and this determines the strategy used to implement the exchange. Evidence of the paradoxical behaviour pattern in China and the significant cultural differences within the EHEA is presented as a starting point for Sino-CEE mobility strategy development: an entrepreneurial intra-EHEA strategy cannot simply be transferred to a Sino-EHEA context.

Current Trends, Challenges and Prospects of Student Mobility in the African Higher Education Landscape

Since the 1990s, the development in the international dimension of higher education including student/scholar mobility, regional and international research networks and initiatives have brought new opportunities for African higher education to be incorporated in the global knowledge production and circulation processes. One of the instruments of internationalization process that facilitates international knowledge flows in the knowledge society is academic mobility. This research will touch upon the major issues related to student mobility in Africa since the 1990s addressing pressing issues like; what is the current trend of both intra and inter African student and staff mobility in higher education in the region? How do the continental initiatives already in place to promote student and academic mobility work? What are the challenges and prospects of academic mobility in Africa? Recent developments in the area have also been described through quantitative and qualitative data generated from primary and secondary sources.

International staff mobility in higher education: To what extent could an intra-European entrepreneurial approach be applied to Sino-CEE initiatives?

The promotion of international staff mobility is a founding principle of the ‘Bologna Process’, designed to create a converged system of higher education across Europe, the European Higher Education Area (EHEA), and in which CEE countries are implicated. Meanwhile, the Chinese government encourages Chinese universities to internationalise and exchange staff, while focussing on Central and Eastern Europe to develop relationships in the EU. A unique, two-phase research methodology was devised to investigate the effects of culture on implementing staff mobility through strategic entrepreneurship and the feasibility of the transfer of such an approach from intra-EHEA mobility to Sino-EHEA mobility. A first-, second and third-person Insider Action Research (AR) approach was used to organise and implement an international staff exchange between universities within the EHEA. Data generated were subjected to a double process of analysis, including a meta-cycle of enquiry. This was followed by a series of in-depth interviews with Chinese academics on exchange in Europe. Data collected were subjected to thematic analysis and then triangulated with the Phase One data. Results showed the importance of individuals in the implementation of strategy. There were marked similarities in the importance of an ‘eco-system of collective interest’, often provided by the exchanger’s family, and in institutional attitudes to supporting these networks. Differences in entrepreneurial intensity between institutions as a result of organisational and national cultures affected the behaviour of individuals and this determines the strategy used to implement the exchange. Evidence of the paradoxical behaviour pattern in China and the significant cultural differences within the EHEA is presented as a starting point for Sino-CEE mobility strategy development: an entrepreneurial intra-EHEA strategy cannot simply be transferred to a Sino-EHEA context.

Assessing the Extension Staff Farm Visits Frequency Effect on Greenhouse Technology Performance in Small Scale Farms in Gusii Highlands, Kenya

Purpose: The study aimed at assessing the extension staff farm visits frequency effect on greenhouse technology performance in small scale farms in Gusii Highlands, Kenya. Research Methodology: The study employed a survey research design. The target population for the study was 1000 farmers practising greenhouse technology in Gusii Highlands (Kisii and Nyamira Counties). Purposive and multi-stage sampling techniques were used to sample 276 respondents from the target population. Primary data were collected using questionnaires and key informant interviews. Data was analysed using Microsoft excel and SPSS software. Regression analysis was conducted to determine the relationship between extension staff farm visit frequency and greenhouse technology performance. Findings: The study found out that extension staff farm visit frequency had a significant effect on technology performance (t-value of 7.066 and significance level 0.000) that is, there was a positive relationship between extension staff visit frequency and greenhouse technology performance, with an increase of extension staff farm visit by one resulted in an increased performance in tomato production by 305.97 kg. Practical Implications: There is need for extension support in terms of staff capacity building, mobility and employment to improve farmer coverage staff: farmer. Other identified constraints facing smallholder farmers investing in the technology like soil sampling and analysis, irrigation and water management, need to be addressed if green house technology performance is to be improved. Originality: The article presents actual data collected from famers in Gusii Highlands. Assessing the extension staff farm visits frequency effect on greenhouse technology performance in small scale farms in the Gusii Highlands.

Collaborative meta-profile development to harmonise mechanical engineering education in Africa

<p>This paper describes the contribution of the Tuning Methodology toward harmonisation of undergraduate mechanical engineering programmes in Africa. This methodology is an interactive process in which academics develop high quality curricula and learning standards for students through the identification of generic and subject specific competences in consultation with employers, students, graduates, peers and other stakeholders involved in Mechanical Engineering higher education. The current Tuning process involves academics in 11 universities drawn from across Africa. The aim is to collaboratively contribute to revitalizing and reforming Mechanical Engineering higher education in Africa to make it more responsive to Africa’s developmental needs. The results so far show that such a project is not only highly feasible but also holds promise for establishing compatible academic structures and reference standards across Africa, which would facilitate student and staff mobility as well as enhance cooperation not only among African academic institutions, but also between African institutions and those in the rest of the world. Eighteen generic competences and nineteen mechanical engineering-specific competences are developed, analysed and synergised to form a meta-profile that will inform the next phase of the project, which is the actual curriculum development. This activity is part of “Tuning Africa” project, which is funded through European Union-African Union collaboration.<em> </em></p>

Factors affecting performance of Facilitators in the Fadama 111 Development Project in Enugu State, Nigeria

The study examined issues associated with the performance of facilitators in Fadama 111 Development Project. All the (68) facilitators in the Fadama 111 Development Project were used. Questionnaire was used for data collection and analysis conducted using descriptive statistics. Majority of the facilitators were females (51.6%) with mean age of 39 years and working experience of 8 years in extension. A greater proportion (64.0%) had degree with specialization in agriculture (50.9%) and social sciences and other disciplines (49.0%). The respondents ranked interaction with supervisors (M= 3.98), methods of human /staff communication (M= 3.56), monitoring and evaluation system (M= 3.32), timeliness of allowance (M=3.22), coordination and supervision techniques used (M= 3.20), provision of training facilities, (M= 3.20) as the first six organizational factors influencing performance. Job- related issues included pressure to increase output/quality of work (M=3.67), Supervisors expectations (M= 3.57), staff mobility (M= 3.52), timeliness of input (M=3.49), inadequate training opportunity (M= 3.28), conflicting orders (M= 3.21) and others. Also employeerelated issues associated with performance of facilitators were involvement in religious activities (M=3. 37), academic background (M= 3.34) health status (M= 3.26), extended family burdens (M= 3.13), listening to TV programmes (M= 3.12), relationship with spouse (M= 2.98) and others. The study recommends that development planners and administrators should ensure organizational type, personnel development and management systems that could promote and foster enabling working environment, improve capability and staff welfare for enhanced performance of extension workers.

Managing Academic Internationalization: A Culture-Based Approach

Abstract The goal of the present paper is apply the blue-ocean strategy to the current status of the higher education system, with a major focus on managing cultural diversity in a global world. Universities nowadays represent poles of excellence in terms of cultural innovation, knowledge creation and transfer to the industry, an interface between home and host country as regards academic mobility (teaching and research mobility); they have a significant role in promoting cultural values and informed intercultural communication, creating academic consortia as well as interacting with the local and business communities. The paper shall also redefine: the role of university managers in the context of expanding internationalization, both in terms of student / staff mobility and developing research networks; the relation of universities and higher education to the needs of society, in view of attaining economic growth and technological advancement. In this respect, the cultural centres affiliated to HEIs represent the best vehicle for raising cultural awareness, informed and coherent understanding of „otherness”, overcoming the „either/or” perspective. University differentiation and diversity are key components of current European strategies as illustrated by several documents: New Skills for New Jobs: Action Now; Europe 2020: A Strategy for Smart, Sustainable and Inclusive Growth; EDU 2025; Blue Ocean Strategy; The FOR-UNI Blueprint; 2005 UNESCO Convention on Cultural Diversity. Managing cultural diversity in a global world has become equally a challenge and a prerequisite for higher education institutions in view of their survival on a highly competitive market and will eventually render sustainable advantage at national and international level. Cultural centers affiliated with universities represent poles of excellence in terms of facilitating and promoting interculturality, plurilingualism, staff and student mobility as well as an exchange of teaching and research practices. In this context, the Confucius Institute at “Lucian Blaga” University of Sibiu represents an example of best practice in terms of efficient management and anticipatory leadership.

AQUA-TNET thematic network: an 18-year chronicle of development and achievement in European aquaculture education

The long-running higher education network AQUA-TNET, a tightly-knit collaboration of university departments, research institutes and other stakeholders from the aquaculture industry, was established in 1996 by AQUATT, a coordinating partner in the SOCRATES-ERASMUS Thematic Network DEMETER led by ICA (Association for European Life Sciences Universities). Later, AQUA-TNET activities continued under an umbrella organisation, the AFANET Thematic Network. Previous work on accreditation in European aquaculture courses carried out by AQUA-TNET’s first coordinator, the UETP (University Enterprise Training Partnership) AQUATT enabled the fledging network of 15 partners to publish details of aquaculture courses in all its 15 member countries and to focus on issues soon to be raised as part of the emergent Bologna Process (1999). AQUA-TNET’s ground-breaking work in educational reforms led to its steady expansion, with the result that in 2005 it was established as a stand-alone ERASMUS Thematic Network. Its achievements from 2005 to 2011 under the coordination of Gent University (Belgium) and from 2011 to 2014 of the University of Stirling (UK), demonstrate the incremental impact of AQUA-TNET’s long-term activities. AQUA-TNET played a leading co-operative role between higher education institutions, further education providers, research institutions and industry, defining and developing a high-quality European dimension within its academic disciplines. Activities included contributions to Bologna priorities such as student and staff mobility (M.Sc. and Ph.D. online portals detailing all members’ courses); development of innovative M.Sc., Ph.D., HE/VET and Lifelong Learning (LLL) programmes; organisation of hands-on workshops on new technologies (e-learning, ICT); identification of flexible pathways for lifelong learners (EQF and ECVET); developing diversified language learning for HE; excellent online forum ( www.aquatnet.com ) disseminating comprehensive information to all stakeholders, including industry.

Staff Mobility as an Aspect of the Quality Assurance in Hungarian Universities

Internationalisation is one of the most important aspects of the higher educational development in the 21st century. The staff mobility, including the academic and the administrative staff's mobility is a considerable part of this internationalisation. It's impossible to increase the quality level of the higher education without the intensification of the universities’ staff mobility rate. This intensification will make the Hungarian higher educational system more attractive for foreigner students too.

Foreign direct investment in tourism, poverty alleviation, and sustainable development: a review of the Gambian hotel sector

Despite the growing importance of foreign direct investment (FDI) in tourism for developing countries and its perceived developmental importance, there are few empirical impact studies. This paper explores tourism FDI and poverty alleviation through both the literature and a detailed review in The Gambia of the relative contribution of foreign versus locally owned hotels to development and poverty alleviation. Data was collected via an in-depth questionnaire with senior hotel management and through key informant interviews with tourism officials and stakeholders. The study provides empirical evidence of the relative characteristics, performance, and benefits of foreign investments, suggesting that different forms of hotel ownership have complex advantages and disadvantages for poverty alleviation. FDI was concentrated in larger, upmarket hotels, which tended to employ more staff, pay higher wages, and provide more training. However, they had a lower proportion of women employees and employment was more likely seasonal. They have more high-skilled positions, potentially offer staff mobility, but have more expatriates in management roles. Local food purchases were similar across hotel ownership types, as were local philanthropic initiatives, although there were differences of approach. Some resident foreign owners were involved in successful best practice community-linked businesses, driven by social service and environmental ethics.

Petra ten Hoope-Bender: a “midwife's midwife”

Petra ten Hoope-Bender: a “midwife's midwife”

An Analysis of Safety Management in Construction Projects

As a kind of labor-intensive industry, the building industry is characteristic of fixed product, huge staff mobility and many participants, which in turn bring about many insecure factors, and greatly affect the development of construction enterprises and national economy. Therefore, the construction enterprises in China must take the safety management in construction seriously. Safety management is very important to production and operation activities of construction enterprises. The good safety management can not only bring social reputation and economic benefits to the enterprises, but also keep the companies from losing property. Based on the characteristics of construction and the causes of secure problems, this thesis discusses how to deal with the work of safety management, and helps to guide the safety production in construction.

Leader’s Perceptions on Family-Work Conflict of Subordinates Affecting Nomination and Promotion of Women Employees in Bali

The purposes of this study were to determine the perception of leaders on work-family conflict among subordinates, the influence of the status or condition of subordinates and the influence of leader’s perceptions of work-family conflict experienced by subordinates against superior perceptions on the former nomination and promotion. The research was conducted in Denpasar, Badung, Gianyar, and in the Province of Bali. The respondents were the super-ordinates holding Echelon II, III, and IV both 40 men and women, with each having 1-3 subordinates, totaling 111 people. The method of sampling used was non-probability sampling, and data were collected via questionnaire method and interviews. Statistical analysis technique used was multiple linear regression. The results of the study showed among others that female employee has work-family conflict higher than male, the differing conditions have a significant effect on the perception of leaders on work-family conflict experienced by subordinates and such perceptions significantly influence the nomination and promotion of subordinates. As a result, the recommendations for the study include empowerment for both men and women, staff mobility as an important agenda in terms of the suitability of employees at work. Additionally, there should be active participation of the male-female employee in the domestic affair which can be accomplished jointly with husband-wife cooperation.