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The purpose of this paper is to discuss how kindergarten, as a learning arena equal to a university college, creates learning spaces that engage or intervene in the professional learning of student teachers in early childhood education.

This paper is based on narratives from students in work-based education.

The paper addresses the complexity of education by outlining how the concept of learning is applied in earlier research on work-based learning (WBL).

This earlier understanding is complemented this with two theoretical lenses (sociocultural and sociomaterial thinking) to analyse a constructed narrative from the students.

The two theoretical positions open up to examine knowledge development and potentially enrich the picture of learning spaces in experiential WBL, going beyond the student as an individual learner.

This chapter compares four dimensions of ethnic identity construction among youth in two ethnically diverse schools, one in the inland city of Lillehammer and one in Oslo, Norway. In Lillehammer children of immigrant origin are in the minority, while at the place Furuset in Oslo they are in the majority. The first dimension deals with how children of immigrant origin experience having “one foot in two cultures.” The second dimension concerns the importance of appearance regarding skin color, while the third concerns the importance of appearance through clothing. The last dimension concerns proficiency in the Norwegian language. The chapter suggests that the answer to the question “Always a foreigner?” is not a clear “yes” or “no,” it depends on the social context. Most children of immigrant origin, at both schools, try to act out Norwegian identities in some contexts and foreign ethnic identities in others. However, it appears that belonging and social inclusion in Norwegian contexts are best achieved by children of immigrant origin who are in the minority and who apply assimilation strategies – that is, who try to act and pass as Norwegian. If assimilation strategies are needed for experiencing belonging and inclusion, more knowledge and education is needed in Norwegian schools on values of tolerance and creative potentiality of ethnic and cultural diversity in both local and national contexts.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

The aim of this study is to investigate which factors employers should focus on in their employer branding strategies. The present study tested the employer attractiveness scale (EmpAt) and analysed relationships between dimensions in this measurement scale and the use of social media in relation to corporate reputation and intentions to apply for a job.

Electronic questionnaires were distributed to students at three higher education institutions in Norway. The proposed model is analysed on the basis of 366 responses related to three well-known Norwegian engineering firms.

The results indicate that several employer attributes are positive for corporate reputation, which again is related to attraction of potential employees. Specifically, the results suggest that innovation value, psychological value, application value, and the use of social media positively relate to corporate reputation, which in turn is positively linked to intentions to apply for a job. Psychological value, which is the strongest predictor, is also directly related to intentions to apply for a job. Furthermore, the validation of the EmpAt scale resulted in different dimensions than in the original study. New dimensions and a re-arrangement of indicators are proposed.

The research is original in the way it combines employer branding and social media, and this will be of value to employers in their recruitment processes.