The ambition of a transition to a sustainable society brings forth the dual challenge to preserve historical buildings and simultaneously improve the energy performance of our built environment. While engineers claim that a dramatic reduction of energy use in the built environment is feasible, it has proven to be a difficult and twisting road.In this paper we focus on historical buildings, where difficulties of energy reduction are paramount, as such buildings provide local identity and a connection to our past. It is a EU policy objective to conserve and redesign heritage buildings like prisons, military barracks, factories, stations, and schools. Such redesign should also ensure reduction of energy use without compromising historical identity. In this paper we conceptually and empirically investigate how the two conflicting aspirations unfold. In particular we elaborate the obduracy and scripts of buildings, to clarify how they resist change and invite a specific use. We analyse the tensions between identity and energy conservation in a case study of a restoration project in Franeker. This buildinghas recently undergone a restoration, with energy efficiency as one of its goals.Scripts and networks are traced by a combination of methods, such as studyinglayout, materials and building history, and qualitative interviews with restoration architects and users. We identified three types of strategies to conserve identity and energy: design strategies; identity strategies and network strategies. Such strategies are also relevant for other efforts where conservation and innovation have to be reconciled.
The ambition of a transition to a sustainable society brings forth the dual challenge to preserve historical buildings and simultaneously improve the energy performance of our built environment. While engineers claim that a dramatic reduction of energy use in the built environment is feasible, it has proven to be a difficult and twisting road.In this paper we focus on historical buildings, where difficulties of energy reduction are paramount, as such buildings provide local identity and a connection to our past. It is a EU policy objective to conserve and redesign heritage buildings like prisons, military barracks, factories, stations, and schools. Such redesign should also ensure reduction of energy use without compromising historical identity. In this paper we conceptually and empirically investigate how the two conflicting aspirations unfold. In particular we elaborate the obduracy and scripts of buildings, to clarify how they resist change and invite a specific use. We analyse the tensions between identity and energy conservation in a case study of a restoration project in Franeker. This buildinghas recently undergone a restoration, with energy efficiency as one of its goals.Scripts and networks are traced by a combination of methods, such as studyinglayout, materials and building history, and qualitative interviews with restoration architects and users. We identified three types of strategies to conserve identity and energy: design strategies; identity strategies and network strategies. Such strategies are also relevant for other efforts where conservation and innovation have to be reconciled.
By reframing (from a future perspective) projects, programs and events, as deployed over the last decade, the paper aims to provide stimuli to convert them into a coherent strategic line of development. Based on postmodern epistemologies, the authors of this paper propose an analysis of selected lighting manifestations as separated future-forming moments of city identity. The adoption of a futures research matrix as a reflexive framework sees the repurposing of such a framework from its standard generative function within design processes to an analytical function. The ambition is to provide narrative context to existing projects and everyday practices by linking them within given future scenarios. With the final outcome proposed as to coherently connect separate, lighting-related, manifestations to an overarching system of interpretation. The case offered is the city of Eindhoven, The Netherlands. The tool adopted and repurposed is the Urban Futures Matrix from city.people.light. The specific manifestations, as presented, pertain both high culture and popular culture. This paper does eminently offer a coherent and consistent reflection on practices in the form of a case study, however, grounded in a theoretical and epistemological solid framework of reference.
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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.
