In the Migrant’s Paradox, Suzanne Hall takes you on an excursion to the world of migrant shop proprietors in the urban margins of five UK cities, exposing it as a world full of controversies and contradictions.
Aviation increasingly faces capacity challenges exposing inefficiencies and shortcomings of aviation related processes and systems. The European slot allocation system was designed in an era with little to no capacity constraints, now resulting in regulations not fitting in today’s developments.
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Global climate change (CC) affects marine mammals, such as cetaceans, by exposing them to an altered marine environment. Cetaceans are indirectly influenced by CC (e.g. through their prey, warmer environment). They are indicator species, significant to marine ecosystems and one of the most endangered vertebrate groups on this planet. Since oceanic water temperatures have increased, a noticeable shift in diversity of cetaceans present in marine hotspots is expected. In this paper, the community structure (occurrence) of cetacean species present around São Miguel Island, Portugal were investigated to contribute to the current understanding of the effects of CC on cetaceans.
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Despite Dutch Hospitality industry’s significant economic value, employers struggle to attract and retain early career professionals at a time when tourism is forecasted to grow exponentially (Ruël, 2018). Universally, hospitality management graduates are shunning hospitality careers preferring other career paths; stimulating the Dutch Hospitality to find innovative ways of attracting and retaining early career professionals. Following calls from the Human Resource Management (HRM) community (Ehnert, 2009), we attribute this trend to personnel being depicted as rentable resources, driving profit’’ often at personal expense. For example, hotels primarily employ immigrants and students for a minimum wage suppressing salaries of local talent (Kusluvan, et al 2010, O’Relly and Pfeffer, 2010). Similarly, flattening organizational structures have eliminated management positions, placing responsibility on inexperienced shoulders, with vacancies commonly filled by pressured employees accepting unpaid overtime jeopardizing their work life balance (Davidson, et al 2010,). These HRM practices fuel attrition by exposing early career professionals to burnout (Baum et al, 2016, Goh et al, 2015, Deery and Jog, 2009). Collectively this has eroded the industry’s employer brand, now characterized by unsocial working hours, poor compensation, limited career opportunities, low professional standing, high turnover and substance abuse (Mooney et al, 2016, Gehrels and de Looij, 2011). In contrast, Sustainable HRM “enables an organizational goal achievement while simultaneously reproducing the human resource base over a long-lasting calendar time (Ehnert, 2009, p. 74).” Hence, to overcome this barrier we suggest embracing the ROC framework (Prins et al, 2014), which (R)espects internal stakeholders, embraces an (O)pen HRM approach while ensuring (C)ontinuity of economic and societal sustainability which could overcome this barrier. Accordingly, we will employ field research, narrative discourse, survey analysis and quarterly workshops with industry partners, employees, union representatives, hotel school students to develop sustainable HRM practices attracting and retaining career professionals to pursue Dutch hospitality careers.
