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The purpose of this paper is to discuss Ireland's national apprenticeship programme, introduced in 1993, in the context of the country's evolving economic and social policies.

A critical analysis is undertaken of the industrial climate in Ireland, which prevented the introduction of a national apprenticeship programme, until 1993.

The paper argues that the main factor for the successful implementation of this programme in 1993 was the emergence of a new climate of cooperation among the social partners providing the institutional foundations for the programme. This cooperation was a result of the 1991 ground‐breaking “social partnership” agreement between employers, trade unions and government, in signing up to a joint national framework programme.

The paper only briefly looks at earlier efforts – from the 1960s onwards – to introduce a well‐functioning programme, which are seen as a learning period, underpinning the breakthrough of the 1990s.

In acknowledging the success of the programme, the paper asks whether this success can be built on further. This could be achieved through increasing the number of apprenticeships, through enlarging the apprenticeship regulatory framework. This could then have a knock‐on effect on employment generation and skill development as, for example, has happened in Australia.

The paper shows that, despite comments about Ireland being institutionally unsuited for apprenticeship – owing to the lack of an industrial cultural tradition of cooperation, it did, in fact, create an industrial cultural climate to provide the social foundations for a well‐functioning programme.

Core economy is defined as the economic activity, which is mostly underestimated as the non-market economy. As a result of certain concurrent studies, it is however estimated to be 25% of the economy of the USA with 1.91 trillion USD for the year 1998, which can’t be measured directly in spite of generating direct benefits. District bazaars and marketplaces and the street economy, an intersection point of the ones tired of suppression and tyranny of the Landowners and Sheikhdom, snowed under the sectarian conflicts, the ones feeling outcasted from the society, who would like to enjoy the benefits of modern life, the ones without the sufficient capital to establish a business or a regular business, the ones who would like to contribute to their families, the ones who are outside and excluded from the professional life; some of the ones are thugs and ramblers and lumpen, and the ones with no jobs and got nothing as defined as ‘Bosiacs’ by Maxim Gorki.

The purpose of this research is to investigate the degree to which trends and structural change may have altered crop insurance expected loss cost ratios across time. Because loss experience is used to set rates for the program, these changes can impact the premiums paid by producers and cost to the government.

County level adjusted loss cost data was merged with climate division weather data for the 1980‐2009 period. Crop‐specific regional‐level regression models were estimated to test for trends and structural changes in the loss experience for major crops (corn, soybeans, sorghum, cotton, winter wheat, and spring wheat). Climate data was used to control for the effect of weather.

For several crops and regions, a significant break point in the loss cost data is found at 1995. This is consistent with the policy changes that occurred in in the program due to the 1994 legislative change. In most instances loss experience prior to 1995 is higher than more recent years even when controlling for the effect of weather. The exception is in winter wheat where it appears recent experience may be worse rather than older experience.

This paper provides a large‐scale assessment of the magnitude of improved crop insurance loss experience across time.

While research on digital dangers has been growing, studies on their respective solutions and justice responses have not kept pace. The agathokakological nature of technology demands that we pay attention to not only harms associated with interconnectivity, but also the potential for technology to counter offenses and “do good.” This chapter discusses technology as both a weapon and a shield when it comes to violence against women and girls in public spaces and private places. First, we review the complex and varied manifestations of technological gender violence, ranging from the use of technology to exploit, harass, stalk, and otherwise harm women and girls in communal spaces, to offenses that occur behind closed doors. Second, we discuss justice-related responses, underscoring how women and girls have “flipped the script” when their needs are not met. By developing innovative ways to respond to the wrongs committed against them and creating alternate systems that offer a voice, victims/survivors have repurposed technology to redress harms and unite in solidarity with others in an ongoing quest for justice.

The purpose of this paper is to explore the perceptions of new nurses in Singapore of their experiences of role transition and to examine the implications for managers in terms of employee training, development and retention.

This qualitative study was conducted using a constructivist grounded theory approach. In total 26 novice nurses and five preceptors (n=31) from five different hospitals participated in the study. Data were collected from semi-structured interviews and reflective journal entries and analysed using the constant comparative method.

The findings revealed that novice nurses remained emotionally and physically challenged when experiencing role transition. Two major constructs appear to play an important part in the transition process; learning how to Fit in and aligning personal with professional and organisational identities. The findings highlight factors that facilitate or impede Fitting in and aligning these identities.

Although the concept of Fitting in and its relation to the attrition of novice nurses has been explored in global studies, that relationship has not yet been theorised as the dynamic alignment of multiple identities. Also, whilst most research around Fitting in, identity and retention has been conducted in western countries, little is known about these issues and their interrelationship in the context of Singapore. The study should inform decision making by healthcare organisations, nurse managers and nursing training institutions with respect to improving the transition experience of novice nurses.

In the fall of 2014, Chad Kartchner, senior manager of marketing and product management at Honeywell Aerospace (HA), pondered how technology could transform the way aircraft were maintained. He had heard a lot of buzz about cognitive analytics, an artificial intelligence term referring to the use of computer models and algorithms to simulate human thought through self-learning systems, data mining, pattern recognition, and natural language processing. The sheer volume of parts and the time-sensitive nature of repairs in the aviation industry made it complicated to identify problems and address them quickly.

Kartchner contemplated the options for updating HA's ground-based maintenance system. Should he emulate HA's state-of-the-art on-board system for an entire aircraft or try something new? Emulating the on-board system, which HA developed internally, would be an easy sell to leadership given internal buy-in and satisfaction with the on-board system, but he contemplated new approaches because he did not want to overlook rapidly emerging technologies. The latter could include crowdsourced features that leveraged the abundance of knowledge among HA's customers' technicians or a cognitive analytics approach. Even if he could persuade leadership to try a new cognitive analytics approach, should HA partner with an established entity or work with a relatively unproven startup who promised lower cost, better features, and quicker turnaround to develop a new system?

Students will step into the shoes of Kartchner as he leads the internal discussion on whether and how to tap into the benefits of cognitive analytic solutions for Honeywell Aerospace and its customers.

This chapter will examine the rise and downfall of the Irish Green Party from a party of protest through their elevation as junior coalition partners in the national government from 2007 until 2011. An ‘Event History Analysis’ (EHA) (Berry & Berry, 1990) through an ‘Issue History’ (Szasz, 1994) will be applied to the key events in this process, in order to illustrate the key motivations, moments, potential successes and enduring difficulties which emerged during this time. An Event History Analysis provides an explanation for ‘a qualitative change’ that occurs as a result of key events in an organisation's history (Berry & Berry, 1990). An Issue History requires a trans-disciplinary analysis of events using theories and methods from history, sociology, political science, sources from the state, the media, surveys and the social movements, in addition to theories of political economy and postmodernism, to analyse various interrelated facets of the salient ‘issue’ being studied (Szasz, 2004, 2008).

The purpose of this paper is to analyse the emergence, operation and features of the time banks that were created during the recent financial crisis in Greece as grass-roots initiatives of different communities, and to examine their relation to the concept of “co-production” and possible relevance to foresight. Time banks are particularly interesting for the future of services: they address all sorts of services while the time-bank “value” of these different types of services does not necessarily reflect their actual value in the free market; impacts may spread from the mere coverage of people’s needs, to increased social capital and community empowerment; and some scholars consider them as flexible forms of co-production, or even as enablers of wider social change. The purpose of the paper is to examine the emergence, and features of the time banks created during the recent financial crisis in Greece as grass-roots initiatives.

Primary information and data were gathered through eight extensive face-to-face interviews with key members of the four time banks based on a semi-structured questionnaire. The methodology also included desk research and review of the information included in time banks’ websites. The selection of these four time banks was based on the fact that they are the most active ones in Athens, which is the capital of the country gathering around 40 per cent of the Greek population and presenting the severest consequences of the financial crises in terms of unemployment, poverty, shutdown of businesses, share of people with no insurance, etc.

Based on a specific analytical framework summarising the available literature, the Greek time banks are compared with each other but also in relation to the findings in the literature, where some interesting differences emerge. The paper also explores the role that foresight can plan in the development of alternative initiatives like time banks. The interesting conclusion is that foresight can help time banks as much as time banks can help foresight in upgrading its processes to deal with challenges of the twenty-first century.

The research focuses on the four most active time banks in Athens. While this selection is justified, future research would be good to include all the time banks in Greece.

The paper explores how time banks in Greece emerged as well as how they can further develop. This is of direct relevance to society as time banks are by default a community initiative.

Time banks in Greece have not been previously studied. Second, time banks in general were never linked to approaches like foresight. This becomes increasingly important in examining possible approaches toward more sustainable and resilient societies.

The purpose of this paper is to examine the impact of emotional culture on the quality of employee–organization relationships (EORs). To understand the nuances of the influence of positive and negative emotional cultures on employee relational outcomes, this study specifically examined four fundamental emotional cultures, namely, joy, love, fear and sadness, in the cultivation of EORs. Further, as more recent emotional connotations of culture delve into the connections between employees’ fundamental need for psychological satisfaction and business success, likewise, this study proposes employees’ psychological need satisfaction as a potential mediator that explains how emotional culture influences employee–organization relational outcomes.

To test the hypothesized model, the authors conducted an online survey on a random sample of 509 employees working in 19 diverse industry sectors in a one-week period in February 2017, with the assistance of a premier global provider of survey services, Survey Sampling International. To test the hypothesized model, structural equation modeling analysis was employed using AMOS 24.0 software.

Results indicated that joy, happiness, excitement, companionate love, affection and warmth could meet employees’ psychological need for mutual respect, care, connection and interdependence within the organization. Such culture contributed to employees’ feelings of trust, satisfaction, mutual control and commitment toward the organization. By contrast, employees in organizations with a dispirited, downcast and sad emotional culture were less inclined to develop quality relationships with the organization. Employees in organizations where the emotional culture was fearful, anxious, tense or scared were less likely to satisfy their psychological need for relatedness.

This study is among one of the earliest attempts to theorize and operationalize organizational emotional culture, which fills the research gap in decades of organizational culture research that focused predominantly on the cognitive aspect. Also, this study expands the thriving relationship management literature, in particular, employee relationship management research by showing the positive impact of emotional culture of joy and love and negative impact of emotional culture of sadness on employee relational outcomes.