Suchergebnisse

The exodus from the Netherlands or brain circulation: Push and pull factors of remigration among highly educated Turkish-Dutch An increasing number of Turks, the Netherlands' largest ethnic minority, are beginning to return to their country of origin, taking with them the education and skills they have acquired abroad, as the Netherlands faces challenges from economic difficulties, social tension and increasingly powerful right wing parties. At the same time Turkey's political, social and economic conditions have been improving, making returning home even more appealing for Turkish migrants at large. This article gives explanations about the push and pull factors of return migration. The factors influencing return to one's country of origin are "pulls". It is assumed that remigration is more affected by positive developments in the country of origin than by negative developments in the country of residence. Civil society, business world and the Dutch government can develop policies to bind these capable people to the Netherlands, at least in the form of "brain circulation" so that they can serve as "bridge builders" between the two countries. De uittocht uit Nederland of breincirculatie: Push- en pull-factoren van remigratie onder hoogopgeleide Turkse Nederlanders In Nederland zien we een lichte toename van het aantal Turken, de grootste etnische minderheidsgroep in Nederland, die terugkeren naar hun land van herkomst. Ze exporteren daarmee goede opleidingen en vaardigheden die ze in Nederland verwierven. De oorzaken: de economische neergang, sociale spanningen en de groeiende invloed van extreemrechtse partijen. Tegelijkertijd verbeteren in Turkije de politieke, sociale en economische omstandigheden die steeds meer aantrekkingskracht uitoefenen op immigranten in dat land. Dit artikel gaat in op de push- and pull-factoren voor remigranten. Pull-factoren beïnvloeden iemands terugkeer naar zijn land van herkomst. Aangenomen wordt dat zo'n remigratie sterker wordt bevorderd door positieve ontwikkelingen in het land van herkomst dan door negatieve (push-factoren) in het land waar men op dat moment woont. De

The ongoing turbulence in Turkey's domestic and international politics raises a number of crucial questions. What explains the movement toward one-party, and even one-person, rule? What role does Islam play in the ideology and policies of the ruling party and its leader, Recep Tayyip Erdoğan? Is the country's long commitment to secular rule a thing of the past—and if so, with what consequences for Turkish society? What is Turkey's likely international role in the Middle East and beyond? These are among the key issues addressed in this comprehensive analysis of the actors and factors driving recent developments in Turkish politics at home and abroad.

The Hizmet Movement initiated by Fethullah Gülen in Turkey in the 1960s is today active in more than 160 countries. The participants of Hizmet are often less visible among the Muslim minorities in Western societies. They do not build mosques or hold regular prayer meetings like institutional Muslims or Sufi masters, but establish emancipatory schools without religious instruction, cherish networks of business people, publish the newspaper Zaman in various national editions, and run dialogue charities for intercultural and interreligious encounters. Small groups come together in private houses to hold sohbets, that is spiritual talks on faith, religion and society, and to discuss Hizmet-related projects in the light of teachings articulated by Gülen in his books and talks.This book provides a broad presentation of Gülen's thought and practice. These issues are discussed in the first part of this book. The second part presents six case studies from countries where the name of Gülen has been attached to a great variety of social activities in the field of education, media, business, dialogue, and the support of integration and defence of human rights. These countries are Belgium, the Netherlands, the United Kingdom, France, Germany, and Albania as the centre of Muslims in the Balkans. Although the participants of Hizmet are quite small in number and work in an extremely decentralised way, they are among the best educated and most socially active of the Turkish-speaking communities in their countries. This is therefore an important study of a group of Muslims who cannot simply be categorized as «conservative» or «progressive», «pietistic» or «political»

PurposeThe higher education sector has become increasingly aware of how the increasing diversity in society affects their institutions. The student population has become more diverse and future employers increasingly require trained students who are able to meet the demands of dealing with a more diverse market/clientele. In this regard, education institutions need to align their strategic approach to diversity within their organization. The purpose of this paper is to examine strategical reasons to diversify in different education teams in relation to two different diversity practices: attraction and selection of culturally diverse lecturers and utilization of cultural differences in team interaction.Design/methodology/approachIn a qualitative study the authors conducted 19 interviews with educational professionals in six different education teams in a university of applied sciences.FindingsInterviews with 19 members of six educational teams revealed that some teams acknowledge they need more diversity and exchange of knowledge and skills in order to meet the requirements of the labor market. Especially teams that prepare students for international careers foster this "Integration and Learning" perspective. Other teams, e.g. the Law team, notice less changes in labor market requirements. Still, these teams were open for recruiting diverse lecturers and found it important, especially to meet the needs of the diversity in students (access perspective). They also found value in the interaction and mutual learning in their team, but saw no extra value of diversity (colorblind perspective). Labor market demands for diversity seem to have more influence on the diversity perspective of teams than the diversity in the student population.Practical implicationsSince earlier research has shown that the diversity practices of organizations are more effective when they are in line with their diversity perspective, the differences between teams suggest that when dealing with diversity issues, universities can best work toward a common understanding of the importance of diversity but leave room for team differences in diversity practices.Originality/valueMost studies on diversity management assume or argue that organizations adopt one diversity perspective. The present study shows that intra-organizational differences may exist with regard to the specific needs or concern for diversity management practices.

Servant-leadership scholars from around the globe present cutting-edge research, conceptual models, and practice-oriented case studies to address the leadership challenges of the twenty-first century in order to reveal a path toward more healthy and sustainable individuals, families, organizations, and nations.