Has the youth labour market deteriorated in recent decades? Evidence from developed countries

There is nowadays a widespread sense that things have gone badly wrong for young workers in advanced economies, and that the difficulty is caused by a fall in their appeal to employers. It is tempting to attribute the problem to a trend in labour demand that favours older, more experienced workers over younger, less experienced ones. The same line of interpretation has been widely favoured for the other major dimension of employee skill: educational attainment. The contemporary fall in the pay of less educated workers, as compared to more educated ones, in the US and the UK in particular, has been widely attributed to the spread of information technology and globalisation, both of which are taken to raise the productivity of more educated workers relative to less educated ones. An influential account of developments in the US claims that ‘relative demand shifts favouring more skilled workers are … essential to understanding longer-run changes in the US wage structure’ (Katz and Autor 1999: 1513). The same factors might had similar effects in the experience dimension of skill, thereby impairing labour market prospects for young workers. The validity of these propositions has however been contested. Doubts have been raised concerning the existence of skill-bias in technical change (Card and DiNardo 2002). Some commentaries deny the existence of an underlying trend unfavourable to youth (OECD 2002: 20-29). This paper investigates the evidence concerning trends in youth relative pay and employment in developed economies since the mid-1970s, focusing on structural change on the demand-side of the labour market. It improves on previous research by including more countries, and by controlling for macroeconomic fluctuations, which affect youth employment particularly keenly. It then considers the growth of educational participation, as a further, supply-side, influence that complicates the interpretation of changes in youth outcomes.young workers; labour market

The Irrelevance of Trade Union Recognition? A Comparison of Two Matched Companies

Two UK business services companies are compared both to each other and to their common state-owned industry background in order to assess the implications of trade union recognition and changed bargaining structure. Union recognition had been abandoned by one company under the agenda of "individualization" and "personal contracts" but retained by the other under the agenda of "partnership". Changes in the level at which employment relationships are regulated occurred at both companies relative to their ancestral public enterprises. The similarity of the companies in terms of products, technologies and institutional history provides an approximation to a natural experiment. The evidence suggests only secondary effects from union presence upon operational attributes and economic performance, but major effects from the decentralization of employment relations, which formed part of a wider and more radical set of changes in the relevant markets, technologies, ownership structures and labour law

Large employers and apprenticeship training in Britain

We consider two aspects of the link between apprenticeship and large employers in Britain: the contributions of apprenticeship to employers supplies of intermediate skills and of employers to the Advanced Apprenticeship programme. Evidence is taken from interviews with managers in twenty-nine organisations. We find that apprenticeship does function outside Advanced Apprenticeship, primarily because of trainee ineligibility. Employers use of apprenticeship depends on its cost-effectiveness relative to recruitment and upgrade training within HRM practice. Some employers value apprenticeship as a source of long-term employment and career progression. The intensity of training depends on ownership attributes, with family firms operating larger programmes. Employers participate in Advanced Apprenticeship, in terms of contractual role and programme delivery, in diverse ways. The implications of their choices for training quality are not unambiguous. -- In dem Papier werden zwei Aspekte zum Zusammenhang von betrieblichen Ausbildungen und Großunternehmen in Großbritannien analysiert: Einmal der Beitrag betrieblicher Erstausbildungen zur Bereitstellung von Facharbeiter-Qualifikationen und zum anderen der Beitrag der Arbeitgeber für das Programm Advanced Apprenticeship. Die gewonnenen Erkenntnisse stützen sich auf Interviews mit Managern in 29 Organisationen. Es wurde deutlich, dass betriebliche Ausbildungen außerhalb des Advanced Apprenticeship-Programms funktionieren, vor allem wegen Nichtzulassung zu dem Advanced Apprenticeship Programm auf Grund fehlender Erfüllung der Zulassungskriterien. Der Umfang, in dem Arbeitgeber die Möglichkeiten betrieblicher Erstausbildungen nutzen, hängt ab von dem Vergleich der Ausbildungskosten zu den Kosten von Neueinstellungen und von betrieblichen Weiterbildungen im Rahmen betrieblicher Personalentwicklungsmaßnahmen. Einige Arbeitgeber schätzen betriebliche Erstausbildungen vor allem insofern, als sie förderlich sind für eine lange Betriebszugehörigkeit und eine positive berufliche Entwicklung. Es gibt einen Zusammenhang von Ausbildungsqualität und Eigentumsstruktur: familiengeführte Unternehmen bieten umfangreichere Ausbildungsprogramme an. Unternehmen nehmen in unterschiedlicher Weise an dem Advanced Apprenticeship- Programm teil, bezogen auf ihre vertraglich vereinbarte Rolle und der Art ihres Angebots. Die Auswirkungen und Folgen ihrer Entscheidungen hinsichtlich der Qualität der von ihnen angebotenen Ausbildung sind nicht eindeutig.

Four Lenses for Designing Morally Engaging Games

Historically the focus of moral decision-making in games has been narrow, mostly confined to challenges of moral judgement (deciding right and wrong). In this paper, we look to moral psychology to get a broader view of the skills involved in ethical behaviour and how they may be employed in games. Following the Four Component Model of Rest and colleagues, we identify four “lenses” – perspectives for considering moral gameplay in terms of focus, sensitivity, judgement and action – and describe the design problems raised by each. To conclude, we analyse two recent games, The Walking Dead and Papers, Please, and show how the lenses give us insight into important design differences between them

Morality Play: A Model for Developing Games of Moral Expertise

According to cognitive psychologists, moral decision-making is a dual-process phenomenon involving two types of cognitive processes: explicit reasoning and implicit intuition. Moral development involves training and integrating both types of cognitive processes through a mix of instruction, practice, and reflection. Serious games are an ideal platform for this kind of moral training, as they provide safe spaces for exploring difficult moral problems and practicing the skills necessary to resolve them. In this article, we present Morality Play, a model for the design of serious games for ethical expertise development based on the Integrative Ethical Education framework from moral psychology and the Lens of the Toy model for serious game design

Papers, Please and the systemic approach to engaging ethical expertise in videogames

Papers, Please, by Lucas Pope (2013), explores the story of a customs inspector in the fictional political regime of Arstotzka. In this paper we explore the stories, systems and moral themes of Papers, Please in order to illustrate the systemic approach to designing videogames for moral engagement. Next, drawing on the Four Component model of ethical expertise from moral psychology, we contrast this systemic approach with the more common scripted approach. We conclude by demonstrating the different strengths and weaknesses that these two approaches have when it comes to designing videogames that engage the different aspects of a player’s moral expertise

Modelling Heterogeneity and Uncertainty in Contingent Valuation : an Application to the Valuation of Informal Care

Peer reviewedPostprin