Background: Retention of movement technique is crucial in anterior cruciate ligament (ACL) injury pre- vention programs. It is unknown if specific instructions or video instructions result in changes in kine- matic and kinetic measures during a relatively short training session, and in a retention test one week later.Hypothesis/Purpose: The purpose was to determine the effects of verbal external focus (EF), verbal inter- nal focus (IF) and video instructions (VI) on landing technique (i.e. kinematics and kinetics) during train- ing and retention.Study Design: Randomized Controlled Trial.Methods: This study compared verbal EF, verbal IF, VI and CTRL group. Forty healthy athletes were assigned to the IF (n=10), EF (n=10), VI (n=10) or CTRL group (n=10). A jump-landing task was per- formed as a baseline, followed by two training blocks (TR1 and TR2) and a post test. Group specific instruc- tions were offered in TR1 and TR2. In addition, subjects in the IF, EF and VI groups were free to ask for feedback after every jump in TR1 and TR2. One week later, a retention test was conducted without specific instructions or feedback. Kinematics and kinetics were captured using an 8-camera motion analysis system.Results: Males and females in the EF and VI instruction group showed beneficial results during and after the training session, in terms of improved landing technique. Retention was achieved after only a short training session.Conclusion: ACL injury prevention programs should include EF and/or VI instructions to improve kine- matics and kinetics and achieve retention.Level of Evidence: 3bKey words: Injury prevention, motor learning, movement technique, retention
Conceptual metaphors play a vital role in our ability to think in abstract terms like knowledge. Metaphors structure and give meaning to the concept of knowledge. They hide and highlight certain characteristics. The choice of metaphor when reasoning about knowledge is therefore of vital importance for knowledge management (KM). This paper explores the possibility of introducing new knowledge metaphors to the field of KM. Based on a ‘wish list’ of characteristics of knowledge they want to highlight, the authors choose to explore the Knowledge as a Journey metaphor as a new metaphor for knowledge. This results in new insights regarding knowledge sharing, acquisition, retention, and innovation.
Conceptual metaphors play a vital role in our ability to think in abstract terms like knowledge. Metaphors structure and give meaning to the concept of knowledge. They hide and highlight certain characteristics. The choice of metaphor when reasoning about knowledge is therefore of vital importance for knowledge management (KM). This paper explores the possibility of introducing new knowledge metaphors to the field of KM. Based on a ‘wish list’ of characteristics of knowledge they want to highlight, the authors choose to explore the Knowledge as a Journey metaphor as a new metaphor for knowledge. This results in new insights regarding knowledge sharing, acquisition, retention, and innovation.
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.
Since the 1970s, Caribbean reefs have transitioned from coral-dominated to algal-dominated ecosystems. The prevalence of algae reduces coral recruitment, rendering the reefs unable to recover from additional disturbances and jeopardizing crucial ecosystem services, including coastal protection, fisheries, and tourism. One of the main factors to the proliferation of algae is the scarcity of grazers, which is a result of overfishing and disease outbreaks. While fishing supports livelihoods, enhances local food security, and is an integral part of the Caribbean communities' culture, it remains a significant threat to coral reefs. Consequently, the Nature and Environmental Policy Plan (NEPP) 2020-2030, outlining conservation and restoration priorities in the Caribbean Netherlands, underscores the necessity of an integrated approach to tackle the complex challenges of coral reef restoration and fisheries development. The Saba government, and nature management organizations of Bonaire, St. Eustatius, and Saba are implementing the NEPP. Together with University of Applied Sciences Van Hall Larenstein, Wageningen University and WWF, they aim to identify novel species of native invertebrate grazers with the dual purpose of reef restoration and fisheries diversification. The Caribbean king crab (Maguimithrax spinosissimus), the West Indian sea egg (Tripneustes ventricosus), and the West Indian top shell (Cittarium pica) have been identified as potential candidates. Despite their preference to graze on macroalgae, their current densities are inadequate. Population enhancement of these species holds promise for reducing algae, promoting biodiversity, and simultaneously supporting small-scale fisheries. However, there is limited knowledge regarding the ecological effects and socio-economic potential of these grazers. The ReefGrazers project aims to assess the current densities of these herbivores around the BES islands, analyze their impacts on the reef, and evaluate their retention post-restocking. Socio-economic research will quantify current small-scale fishing practices, while market analysis will help assess the potential for the development of these novel resources as sustainable fisheries.
