Academic literature on the topic 'Relationship-creating recruitment'

This paper suggests that the service mindset of academia needs attention to ensure that the potential of university–industry linkages for creating value is used strategically in building advantage in the increasingly competitive market for international higher education. Universities should clearly articulate the value of the higher education–employability interface in the context of growing competition for international students. The paper studies university–industry linkages by deconstructing the relationship with a focus on university–industry service interactions in international higher education service delivery and use and by analysing the relationship elements and dynamics that affect the market for international student recruitment, placements and employability. The relationship marketing paradigm is applied to explain that, by adopting a market-driven, customer-oriented mindset, universities could build strategic relationships with industry, communicate their international higher education services to industry better and more forcefully and develop competitive advantage in attracting and retaining international students.

Chemokines are a small family of cytokines that were first discovered as chemotactic factors in leukocytes during inflammation, and reports on the relationship between chemokines and cancer progression have recently been increasing. The CCL2-CCR2 axis is one of the major chemokine signaling pathways, and has various functions in tumor progression, such as increasing tumor cell proliferation and invasiveness, and creating a tumor microenvironment through increased angiogenesis and recruitment of immunosuppressive cells. This review discusses the roles of the CCL2-CCR2 axis and the tumor microenvironment in cancer progression and their future roles in cancer therapy.

According to a study conducted by BoardSource and reported in, Leading with Intent: 2017 National Index of Nonprofit Board Practices (Board-Source, 2017), 72% of nonprofit CEO/Executive Director positions are held by females, while only 48% are Executive Board Members and 42% are Board Chairs. The discrepancy between the number of board positions held by women versus staff leadership positions has been the subject of many recent publications. Reviewing academic and industry literature, this paper explores the relationship between an allmale board’s choice of self-assessment tools and its decision-making processes related to creating a gender inclusive board. This paper provides additional insight by applying communication theoretical frameworks to analyze allmale board decision-making processes which ultimately affect recruitment outcomes.

Floriculture, among the fastest-growing agricultural segments in New Mexico, is creating job opportunities for graduates. Limited faculty resources restrict growth in floriculture academic programs, particularly for curricular modernization, extracurricular activities, and capacity building of the student:industry relationship. Federal funding has provided a Program Coordinator to lead our floriculture academic programs, responsible for raising technical quality of floriculture courses, recruitment and retention of undergraduates, and establishment of regional alliances with industry to exploit job opportunities. During the first year of the program (2003), deliverable products included course modules, fund raising protocols, and public school workshops. Results demonstrate an affinity for students of Hispanic origin to the program (over 40% of enrollments). Industry support included over a 2-fold increase in 2003 horticultural internship placements, financial aid, and donations of expendable materials. Floriculture student participation in intra-campus governance and off-campus community service projects also defrayed program costs and resulted in institutional gain. Over 80% of the 25 students enrolled in the beginning floral design and floral crops judging class agreed or agreed strongly that they had an obligation to engage in fund raising efforts to strengthen the floriculture academic program. Our intent is to build the floriculture teaching program into a template that can be replicated into the future through sustained institutional commitment. The program can serve as a model for other academic departments seeking diversification of horticulture academic programs and recruitment of a diverse student body, but struggling with limited human resources.

Brains for Dementia Research is a planned brain donation project with serial assessments during life. Lay input helped conceive and shape Brains for Dementia Research and over time a growing number of lay volunteers have engaged with the project in almost all areas of activity. Lay representatives serve on the management and tissue banking committees, have spoken at recruitment and team events, and have reviewed all public and participant facing communications. Recruitment and retention has been greatly facilitated through lay involvement with community organisations and creating regional/national media opportunities. The experience of Brains for Dementia Research has been that involvement of the public and study participants has the greatest positive impact on study outcomes when the relationship is a genuine partnership. Purposeful inclusivity allows lay people to contribute in situations where professionals might otherwise dominate. Maintaining an environment where both lay and professional staff can think creatively, express ideas and opinions, problem-solve and work well together has had a synergistic effect on project outcomes. Ensuring good communication between the various professionals and lay representatives has also been part of the success in keeping the cohort flexible and able to respond to the changing landscape of clinical trials, the emergence of ‘big data’ and to maximise the future potential of the cohort. Our lay representatives may also be study participants, study partners, or have personal experience of dementia and bring an energy, enthusiasm and commitment to what they do, that in turn encourages the professional team.

Purpose The purpose of this paper is to investigate the relationship between complexity leadership and contextual ambidexterity as well as the mediating effect of organisational innovation climate in this link. This study is an answer to a call on which leadership approach and mediating factors can meet today’s seemingly contradictory challenges of efficiently managing business demands, while simultaneously searching for new opportunities. Design/methodology/approach The researchers analysed 1,204 usable survey responses from employees of South African organisations. Analysis was in the form of structural equation modelling. Mediation analysis was carried out on estimates of the indirect effect. Findings Results show that complexity leadership was a strong predictor of innovation climate; in turn, innovation climate positively impacts exploratory innovation by 64 per cent; complexity leadership and innovation climate positively affect exploitation by 57 per cent. The innovation climate plays a total mediator role between complexity leadership and exploratory innovation and a partial effect on exploitation. Practical implications This study gives human resource management (HRM) insight into strategically directing leadership recruitment and development towards creating an organisational climate to enhance ambidexterity. HRM must conduct regular climate surveys to ascertain whether current leadership is creating an environment that enables exploratory and exploitative innovation. Originality/value The authors’ contribution includes a theoretical contribution to the emerging field of complexity leadership by offering conceptual as well as empirical evidence of its role in ambidexterity. This study extends previous research in highlighting organisational climate’s mediating role of being open to new ideas to enable exploratory innovation.

Purpose. While some aspects of what makes for an effective portfolio program are known, little is published about what students value in the faculty-student-portfolio relationship. Lack of student buy-in and faculty engagement can be significant challenges. The purpose of this study was to identify behaviors and types of engagement that students value in their relationships with portfolio-associated faculty. Methods. Medical students (174) participating in the Ohio State University College of Medicine Portfolio Program described behaviors observed in their portfolio-associated faculty in a survey completed at the end of the first year of their four-year program. Narrative responses were coded and categorized into themes, followed by member checking. Results. A total of 324 comments from 169 students were analyzed. Four themes were identified: (1) creating a supportive environment; (2) inspiring academic and professional growth; (3) investing time in students; and (4) providing advice and direction. Conclusions. The themes identified suggest that students value certain types of coaching and mentoring behaviors from their portfolio-associated faculty. The themes and their specific subcategories may be useful in making decisions regarding program development and guiding recruitment and training of these faculty coaches.

This research was picturing the society of Ahmadiyah (which consists<br />of only ten families) in Kudus, Central Java. On one hand this community <br />can be so adaptive to outers (non-Ahmadiyah people) such as joining their yasiinan or manaqiban groups and attending neighborhood meetings and can be so exclusive on the other hand. By exclusive here means that the Ahmadiyah people in Kudus will recite the quran and perform daily prayers together with themselves in their own mosque (Ahmadi mosque). The acceptance of Ahmadiyah in Kudus began when in 1989 some people in Kudus looked for physical and spiritual tranquility to Ahmadi people in Gabus, Pati, Central Java. The Ahmadi people of Gabus then taught them sesorah (Ahmadi teachings) which was suitable with them so that the Ahmadi teaching then well received. Kinship and patron client (employer-employee) relationship are two significant factors for the Ahmadiyah recruitment. The Ahmadiyah in Kudus could exist for the “center” (Bogor) sends them religious teachers who teach and lead their daily prayers in their own masjid. This masjid is built on a piece of land given by Ahmadi people. In order for their existence among local people not to be regarded such as creating “water and oil” relationship, Ahmadi people perform some social events which more outers are involved in, such as inviting them to halal bihalal forum and blood donor.<br /><br />

As a marketing tool, internet and digital media is a significant strategic weapon which goes beyond borders and targets the specific audience in accordance to the consumer needs. It is not dependent on the location, area or region and free of all the temporal restrictions. This study focused on identifying the impact of the online internet and digital media marketing strategies in creating the brand loyalty and retaining the existing and new customers. This research was to explore the depth of internet and figure out the possible outcomes and benefits of using internet and digital media as a marketing tool. The study opted a primary quantitative method and conducted a survey of 200 consumers and results affirmed that internet is useful marketing tool which helps and assist the companies to target specific and their targeted audience to promote their brand or product and also retain their new and existing consumers. The study has finally revealed that internet marketing and digital media marketing facilitates the companies and brands to increase their popularity and make loyal customers. o-ascii-theme-font:major-bidi;mso-fareast-font-family:宋体;mso-hansi-theme-font: major-bidi;mso-ansi-language:EN-US;mso-fareast-language:ZH-CN;mso-bidi-language: AR-SA;mso-bidi-font-style:italic'> Job satisfaction has been conceptualized with the expectations of an employee. The survey was conducted by using closed-end structured questionnaires from the employees working in telecommunication and banking sectors in Pakistan. A total of 224 questionnaires were received. Correlation and ANOVA were used to determine the relationship between the variables. The outcome indicates that there is a significant positive relationship between the realistic information provided to the employees at the time of recruitment and job satisfaction.

Abstract The natural mortality rate M is an important parameter for understanding population dynamics, and is extraordinarily difficult to estimate for many fish species. The uncertainty associated with M translates into increased uncertainty in fishery stock assessments. Estimation of M within a stock assessment model is complicated by its confounding with other life history and fishery parameters which are also uncertain, some of which are typically estimated within the model. Ageing error and variation in growth, which may not be fully modelled, can also affect estimation of M, as can various assumptions, including the form of the stock–recruitment function (e.g. Beverton–Holt, Ricker) and the level of compensation (or steepness), which may be fixed (or limited by a prior) in the model. To avoid these difficulties, stock assessors often assume point estimates for M derived from meta-analytical relationships between M and more easily measured life history characteristics, such as growth rate or longevity. However, these relationships depend on estimates of M for a great number of species, and those estimates are also subject to errors and biases (as are, to a lesser extent, the other life history parameters). Therefore, at the very least, some measure of uncertainty in M should be calculated and used for evaluating uncertainty in stock assessments and management strategy evaluations. Given error-free data on M and the covariate(s) for a meta-analysis, prediction intervals would provide the appropriate measure of uncertainty in M. In contrast, if the relationship between the covariate(s) and M is exact and the only error is in the estimates of M used for the meta-analysis, confidence intervals would appropriate. Using multiple published meta-analyses of M’s relationship with various life history correlates, and beginning with the uncertainty interval calculations, I develop a method for creating combined priors for M for use in stock assessment.

Enligt undersökningar som chefsorganisationen Ledarna publicerar årligen finns det en återkommande problematik med att rekrytera unga kvinnor till chefspositioner. Syftet med examensarbetet är att undersöka vad som kan inverka på kvinnors vilja att söka en chefstjänst och att utforma en HR strategi som främjar och motiverar kvinnor att söka chefstjänster. Unga kvinnor kan känna tvekan inför chefskap på grund av känslan av bristande erfarenhet och svårighet med att identifiera sig med den stereotypa chefsnormen. Aspekter av chefskapet som motiverar är möjligheten att kunna påverka, fatta beslut samt personlig utveckling. Att en chef har hög arbetsbelastning är något som omnämns som negativt samtidigt som att utmaningen i chefskapet lockat intervjupersonerna. Fokus på svårigheter med att balansera chefskap och privatliv/familjeliv kan vara en generell förklaring till att färre unga kvinnor väljer en chefskarriär. Chefskapet innebär i många fall en möjlighet till flexibel arbetstid, vilket gynnar balansen mellan arbets- och privatliv. En nyckelfaktor för att kombinera chefskap med familj och barn är en jämställd fördelning av hushållsarbete och ansvar för barnen. Flera av intervjupersonerna har fått sin tjänst genom uppmuntran, något som varit avgörande för att anta chefskapet. För att motivera unga kvinnor till chefstjänster behövs ett engagemang där potentiella kvinnliga chefer upptäcks och uppmuntras till karriär. Arbetet grundas på en kvalitativ ansats med semistrukturerade intervjuer som insamlingsmetod. Resultaten har analyserats utifrån den teoretiska referensram som sammanställts inom fokusområdet. Genomgående följer arbetets uppbyggnad de tematiseringar som baseras på frågeställningarna: Vad är det som gör att unga kvinnor kan tveka inför chefskap? Vad kan motivera unga kvinnor att vilja bli chef? Hur kan arbetslivet som chef kombineras med privatlivet/familjelivet? Hur kan rekrytering förbättras för att motivera unga kvinnor att söka chefstjänster?<br>According to surveys conducted by the organization Ledarna, there is a recurrent problem of recruiting young women to senior positions. The purpose of this essay is to investigate what may affect women's desire to seek a managerial position and to design a HR strategy that promotes and motivates women to seek executive positions. Young women feel doubtful about manager positions because of the feeling of lack of experience and difficulty identifying themselves with the stereotype manage standard. Aspects of the management that motivate are the ability to influence, make decisions and gain personal development. The fact that a manager has a high workload is something that is referred to as negative while the challenge in the manager position attracted the interviewees. Focusing on difficulty in balancing work and private/family life can be an overriding explanation that fewer women choose a managerial career. In many cases, the manager position offers an opportunity for flexible working hours, which benefits the balance between work and private life. A key factor in combining management positions with family and children is an equal distribution of household work and responsibility for the children. Several of the interviewees have gained their position through encouragement, something that was crucial for the manager position. In order to motivate young women into management positions, engagement is needed in which female executive subjects are discovered and encouraged to career. The work is based on a qualitative approach with semi structured interviews as a collection method. The results are analyzed based on the theoretical reference frame compiled within the focus area. Throughout the structure of the work, the thematic approaches are based on the questions: What is it that makes young women doubt about leadership? What can motivate young women to want to become a manager? How can work life as a manager be combined with privacy/family life? How can recruitment be improved to motivate young women to seek executive positions?