Tagged / BUBS

New book: Money and Inflation: A New Approach to Monetary Analysis for the 21st Century

BU research, Featured, Featured academics, Publishing

Dr Mehdi Chowdhury of Bournemouth University Business School has published a book titled “Money and Inflation: A New Approach to Monetary Analysis for the 21st Century”. The publisher is Palgrave Macmillan.

A short summary:

The book aimed to develop a new scholarship on money and inflation on the background of the cost of living crisis faced by many countries of the world, and the inability of nation states to address monetary matters like inflation and the debt crisis.

Accordingly, the book proposes to go beyond the usual view of money expressed by monetary units like dollars, pounds, gold coins, bitcoins, bank money etc. and demonstrates that money is better identified as the ability of a person/party to obtain goods and services from another person/party. Such ability can originate via the possession of the money in usual sense, but also due to force, coercion, altruism, trust and human biological characteristics.

Money therefore encompasses all human activities and always in existence irrespective of forms or representation. Money, i.e., the ability to obtain originates due individual and social idiosyncrasies; and appears or disappear when those change. Inflation, instead of the usual measures expressed via the price indices, is identified as the increased need to utilise human body and mind to obtain goods and services from others. Hence inflation is connected with the availability of money, i.e. the ability to obtain of different segments of an economy. The causes of inflation are identified in the balance of triangle comprising non-market factors, the stored ability and the borrowed ability.

The current inflation can be explained by the increased desire to consume observed in modern societies, as well as the distortionary policies of governments favouring one section of the economy over another; both inducing individuals and sections to employ more body and mind to create money, i.e., the ability to obtain goods and services.

The book did not aim to provide a comprehensive analysis of economic policies, but the UK housing market has been studied to demonstrate how the policies taken during Covid-19 may have caused the inflation in the UK housing market through distortion.

The book suggests that the policies of the apex institutions like governments or central banks should on principle aim not to disrupt the balance of this triangle and to avoid distortion. This recommendation is equally applicable for the Third World countries; however, those countries should also aim to design economic policies to shield themselves from distortions caused by actions of international economic actors.

Individuals can also shield themselves from inflation i.e., the need to utilise more body and mind, by containing the desire to consume more that characterises modern societies.

Recruiting : Faculty Research Staff Representatives 

BU research, Research Concordat, research staff

The BU Research Staff Association (RSA) is a forum to promote research culture at BU. Research staff from across BU are encouraged to attend, to network with others researchers, disseminate their work, discuss career opportunities, hear updates on how BU is implementing the Research Concordat, and give feedback or raise concerns that will help to develop and support the research community at BU.

Recruiting FST and BUBS Faculty Research Staff Representatives

The Faculty RSA reps role is to support the Institutional reps with the running of the BU RSA, attending the Research Concordat Steering Group, and Faculty Research and Professional Practice Committee Meetings, to provide an update on the BU RSA and feedback any comments or concerns.

Eligible research staff are those on research-only contracts – fixed-term or open-ended employment (not PTHP/casual contracts) who have at least one year remaining on their contract at the time of recruitment.  

If you are interested in the FST rep or BUBS  rep role, please supply a few words to demonstrate your interest, availability in relation to the position to Researchdev@bournemouth.ac.uk by the 14/02/24.

Please contact your Faculty RSA reps to chat about it if you have any queries.

 

SPARC Seminar: Cities of (physical) culture 25/09/23

BU research, Research Centres, RKE development framework

Cities of (physical) culture

 “Green” Urban Infrastructures, Physical Activity Promotion, and their Margins

 

Amid a worldwide growth in urban populations and an increasing policy focus on creating “smart”, “sustainable” and “wellness” cities, the relationship between cities and physical activity has been changing from the end of the 20th century.

Previously confined in specific urban areas, the pursuit of active physicality has been progressively seen as contributing to a range of urban functions (from health promotion to social cohesion) in the city itself. This has been particularly relevant for urban leaderships facing the need to regenerate dismissed industrial areas and to promote urban diversity and citizenship in increasingly unequal cities.

Yet, as urban initiatives aim to build “the city of the future” including by changing how urban residents move within it, what forms of urban citizenship these interventions envision, and what hierarchies of belonging and deservingness do they (re)produce? How are these processes lived and negotiated by urban dwellers differently positioned at the social and spatial margins of the city?

This seminar draws on research conducted in Italy (Turin) and Brazil (Sao Paulo) to explore how “sustainable” urban policies and the urban spaces and infrastructures they create shape the ways in which urban inequalities are manifested and negotiated through leisure and physical activities in contemporary cities.

This seminar will be held on Monday 25th September

from 14:00-15:00 at F109 Fusion, Talbot Campus

For more information, please contact:

Sport and Physical Activity Centre (SPARC) futurestudents@bournemouth.ac.uk

Nicola De Martini Ugolotti, Senior Lecturer In Sport, ndemartiniugolotti@bournemouth.ac.uk

Alessandra Bueno, Visiting fellow BUBS abueno@bournemouth.ac.uk

Report on the British Academy Writing Workshop at UABC Tijuana, Mexico

Awarded & submitted bids, Events, international, Knowledge Exchange, writing

The UK-Mexico Leisure and Tourism Academic Writing Workshop at UABC, Tijuana

After two years of postponing the British Academy-funded ‘UK-Mexico Leisure and Tourism Academic Writing Workshop: Supporting Mexican ECRs in writing for publication’ due to the COVID-19 pandemic, the organisers Dr Paola Vizcaino (Bournemouth University, Department of Sport and Event Management) and Dr Isis Arlene Díaz- Carrión (Universidad Autónoma de Baja California, Facultad de Turismo y Mercadotecnia), were able to deliver a successful face-to-face workshop at the UABC campus in Tijuana this summer.

The event took place from 8-12 August 2022 with the aim to support the career development of up to 20 PhD students and early career researchers (ECRs) from Universidad Autónoma de Baja California (UABC) and seven other Mexican universities (Universidad de Guanajuato, Universidad Autónoma del Estado de México, Universidad Anáhuac, Universidad Autónoma Metropolitana, Universidad Autónoma de Querétaro, Colegio de Postgraduados and Universidad Veracruzana).

 

The workshop was designed to provide participants access to the academic requirements of high-ranking leisure and tourism journals in English, and to equip them with the necessary knowledge and skills to publish in these journals.

The brilliant speakers included:

Nancy Gard McGehee, PhD, Professor at Virginia Tech, USA and Co-editor of the Journal of Travel Research, the 2021 top-ranked impact factor journal in the area of tourism;

Donna Chambers, PhD, Professor of Tourism at the University Sunderland, UK and Managing Editor of Leisure Studies and Resource Editor of Annals of Tourism Research;

Jayne Caudwell, PhD, Associate Professor in Social Sciences, Gender and Sexualities at Bournemouth University, UK and former Managing Editor of Leisure Studies;

Xavier Font, PhD, Professor in Sustainable Marketing at the University of Surrey, UK and Co-editor of the Journal of Sustainable Tourism;

Philipp Wassler, PhD, Assistant Professor at the University of Bergamo, Italy and reviewer for a number of high-ranking tourism journals.

The workshop offered networking sessions to allow participants to discuss their research interests and start conversations about potential research collaborations, as well as personalised mentoring with journal editors and established academics in the fields of leisure and tourism management.

Finally, participants also learned about the British Academy’s international funding schemes and were particularly interested in the Newton International Fellowships and Visiting Fellowships, which can facilitate collaborative research projects between academics based overseas  (i.e. Mexico) and UK higher education institutions.

Please find below some of the workshop highlights.

Welcome

Dr Marisa Reyes-Orta, Research and Postgraduate Coordinator at the Facultad de Turismo y Mercadotecnia, welcomed speakers and participants to the UABC, Tijuana on behalf of the faculty’s Director, Dr Martha Ofelia Lobo Rodríguez.

Dr Reyes-Orta highlighted the importance of the British Academy-funded workshop to build collaboration networks between Mexico and the United Kingdom, to develop the competitiveness of the academic outputs written by Mexican PhD students and ECRs and to contribute to the internationalisation of the UABC’s postgraduate programmes, particularly the recently validated PhD in Tourism.

Welcome to the workshop. Left to right: MC, Jesús Amparo López Vizcarra (UABC), Dr Paola Vizcaino (BU), Dr Isis Díaz-Carrión (UABC) and Dr Marisa Reyes-Orta (Research and Postgraduate Coordinator at UABC, Tijuana)

 

Academic Writing Tips from Journal Editors

After a brief introduction to the workshop and an ice-breaker activity led by Dr Paola Vizcaino (BU) and Dr Isis Arlene Díaz-Carrión (UABC, Tijuana), the journal editors presented the publication requirements of top-ranking leisure and tourism journals and shared insightful writing tips with participants.

Key note by Prof Nancy McGehee

Professor Nancy Gard McGehee (Virginia Tech, USA, Co-editor of the Journal of Travel Research, JTR) highlighted the need for PhD students and ECRs to develop a solid research plan by: a) studying the literature to look for gaps, b) examining the tourism industry and current environment to look for problems that need solutions, c) finding the best theory (or theories) to solve the problem, and d) letting the problem direct the method.

She also recommended assessing tourism journals to find the right match for participants’ research and the importance of translating local research to a global audience in the case of international journals. Furthermore, she emphasised how top-ranked impact factor journals only consider manuscripts for publication when they demonstrate substantive and leading edge research, a sound methodology and a strong theoretical foundation / contribution.

 

Presentation by Prof Donna Chambers

Professor Donna Chambers (University of Sunderland, UK, Managing Editor of Leisure Studies) explained the type of papers that are welcome by Leisure Studies, including papers that examine the inter-relationships between leisure and work, civic engagement, health and wellbeing, major
resources of social inequality and forms of social (in)justice.

As Prof Chambers was aware that most of the workshop participants had a focus on tourism management and some are developing projects on natural and cultural heritage, she mentioned that research that addresses tourism as a leisure activity or examines the leisure aspects of events and festivals are also a good fit for the journal. Finally, she expressed that Leisure Studies seeks to develop culturally diverse and nuanced understandings of leisure and that research which examines leisure in the Global South is welcomed alongside studies of leisure in the Global North.

 

Presentation by Associate Prof Jayne Caudwell

Associate Professor Jayne Caudwell (BU) shared some practical tips for PhD students and ECRs to enhance their research and written outputs. She highlighted the need for strong theoretical underpinning, sound methodology and critical analysis of findings (demonstrating rigor in every section), a clear structure to the paper, logical and coherent (to meet scholarship requirements), and to explain the original aspects of the research or demonstrate an original contribution to the body of knowledge (originality).

 

Professor Xavier Font

Professor Xavier Font (University of Surrey, UK, Co-editor of the Journal of Sustainable Tourism), joined remotely from the UK to deliver an online presentation in Spanish to ensure maximum rapport with participants. He recognised that less than 1% of the submissions to the Journal of Sustainable Tourism come from academics ascribed to Latin American universities or research centres and offered sound advice on how to overcome the language barriers to publish in English-speaking journals, as well as to develop a work plan to publish in top-ranked impact factor journals.

He also emphasised the need for ECRs to specialise in an area of leisure or tourism research, whilst building collaborative networks to gain access to the theoretical and methodological expertise of more senior colleagues to develop stronger research proposals and outputs.

 

Presentation by Dr Philipp Wassler

To close the first two days of guest speaker presentations, Dr Philipp Wassler (University of Bergamo, Italy) shared his perspective as a journal reviewer, and provided practical examples on how to structure a strong research article before submitting to a top-ranked impact factor journal. He highlighted the need to write a sharp abstract and introduction section to capture the readers’ interest; a strong literature review that demonstrates a thorough understanding of the theories that have been employed to examine the problem; a detailed methodology section with clear justification of choices; and a findings / discussion section that tackle the research questions / objectives.

The second part of the report will follow suit on a separate blog post to summarise the creation of the UK-Mexico Leisure and Tourism Academic Network and the initial collaborations that are stemming from the workshop.

 

 

 

Understanding the determinants of employing apprentices: From an economic perspective

BU research, Business Engagement, Featured academics

Lei Xu has written a piece on the timely topic of apprenticeships:

Motivation

Apprenticeship is high on the political agenda and the government has set a target of 3 million apprenticeship starts by 2020.[1] Apprenticeships were intended to train young workers with the right set of skills and match them with suitable employers. However, new starts were much lower than expected partly because of the apprenticeship levy and partly because of Covid.[2] Since the introduction of the levy fund in 2017, much of the fund has gone unused , suggesting some employers are not well prepared to provide apprenticeships.[3] Prior to the levy, many apprentices were converted from existing employees in firms. This went against the original objective of apprenticeships which was to train young unskilled workers. In this context, this analysis aims to understand the determinants of employing apprentices from an economic perspective. Information is collected primarily from semi-structured interviews with training-related managers and providers, using a detailed interview schedule.

The merit of apprenticeships has been extensively discussed in qualitative research, such as steeping in company values, and reducing labour turnover. In a survey conducted by Mieschbuehler et al (2015), 51% of employers responded that they had difficulty recruiting the skills they needed.[4] Based on the interviews, it is commonly accepted among providers that apprenticeships are a better way of attracting and screening workers to fit with employers and embed them in a firm’s culture.

The cost of employing and training apprenticeships has seen as one of the main obstacles to boost the number of apprenticeships.  Although generous subsidies could increase the supply of apprenticeships, the cost-effectiveness of funding would decrease. Our interviews also showed that some firms, especially larger firms, are not sensitive to the direct costs, such as wages and benefits, whilst smaller companies are more cost sensitive. In general, they argue that the cost might not be the priority because the wage of an apprentice is not expensive and some providers have also argued that the wage is too low to attract good candidates.

This analysis highlights the importance of managerial practices on the decision of taking on apprentices. Apprenticeships are operated by firms and hence need to align with firms’ business plans and the decision of taking on apprentices might be complex due to the complex structure in an organisation. In addition, call center recruiting Utah and training apprentices is a complex activity, involving significant inputs of senior members, especially the team leaders who provide personal guidance for apprentices. A hypothesis is that managers’ ability and motivation is vital in employing apprentices and the success of apprenticeships. Apprenticeships are unlikely to be successful if the managers are not in place to arrange suitable work for apprentices. A successful scheme encouraging employers to recruit apprentices depends on thoughtful consultation with employers.

This analysis explains the observations from the interviews that affect employers recruiting apprentices.

 

Observations from the interviews:

First of all, we observed that lots of apprentices are recruited by apprenticeship providers rather than employers via publishing job adverts on the government’s website, which is strange since apprentices are be employed by employers rather than the providers. Some hidden costs might be associated with employing apprentices. The responses suggest that providers have largely engaged in recruiting and screening apprentices as an additional service of the business. Some providers believe that the additional service provided for employers is value-added, additional to the training. From this perspective, they are providing as much value as they could to retain their clients. The providers will help employers to recruit, screen, and select the most suitable candidates and support the managers and apprentices throughout the training until they complete the training and become independent workers. The providers have argued that they have spent time on talking about procedures and guidance with employers. The evidence suggests that employing apprentices may put both pecuniary and non-pecuniary burdens on employers. The employers are specialised in their own businesses rather than recruiting and training apprentices, especially small firms which normally don’t have the capacity to deal with extra administrative duties. Some employers may have concerns about retaining apprentices after the training. In addition, due to limited managerial resources, the quality of apprenticeship is hard to maintain. The responses suggest that the retention rate is key for the firms hiring apprentices.

The decision of taking on apprenticeships might be complex and often involves different parties, in the same way as every business decision made. The majority of interviewers argue that line managers are vital to the success of apprenticeships. Not all line managers have committed to the idea of training apprentices, resulting in undesirable training outcomes. Since the decision of taking on apprentices might be a collective decision or may come from more senior managers, line managers may not be motivated to take on apprentices. However, line managers need to provide necessary guidance and distribute work to apprentices and are required to provide encouragement at a personal level sometimes. Contrary to experienced colleagues, training apprentices may substantially increase the workload as line managers need to provide guidance to the apprentices and communicate with providers and assessors.

At present, most vacancies are advertised on the website and the virtual platform may result in low efficiency of matching, especially when managers have a  lack of information on job seekers.[5] Employers often screen workers based on their historical performance on relevant tasks. In the absence of prior experience, it is hard to ascertain candidates’ genuine productivity. Good matches between employers and candidates also requires substantial knowledge of both the firms and young workers. Outsourcing agencies have emerged to help inexperienced candidates with high productivity to match with employers. Stanton and Thomas (2016) argue that workers affiliated with an outsourcing agency have a higher probability of finding a job and receiving a higher starting wage as well.[6]

There is divided opinion on whether it is hard to convince employers. It takes more effort to persuade line managers to take on apprentices when they would rather work with existing employees, suggesting the cost of running apprenticeships is associated with social cognition. Apprentices concentrate on several sectors where there is a long tradition of employing apprentices. Some providers argue that a company whose CEO was formerly an apprentice is more likely to accept apprentices . Most of the providers argue they will explain the procedures and the benefits of apprenticeships to employers and discuss with employers how to develop a plan for apprenticeships. On the other hand, some providers argue that the information is not enough for candidates to understand the nature of the job and the required skills, especially when the employer’s job description is vague. Some firms tend to make the job adverts quite generic as they may want more potential candidates to apply. But it may create issues for apprentices who usually are new to the job, potentially resulting in a matching problem.

 

Suggestions and implications

The government’s aim to increase apprenticeships might not be successful without comprehensive consulting with firms. Firms may need to adjust their business models to adapt to apprentices. Successful apprenticeships require collective efforts, especially the support from line managers.

The costs of running apprenticeships are often regarded as one of the most important factors affecting the decision of taking on apprentices. However, this analysis notices that some large firms are not sensitive to the direct costs, contrary to firms with smaller scale. In general, they argue that the cost might not be the most important reason for not employing apprentices and some providers argue that the wage is too low to attract good candidates. Moreover, one of the social costs of running apprenticeships is due to the low social recognition. This explains why the most successful firms operating apprenticeships often have senior managers who understand and share the value of apprenticeships.

Some managers might be reluctant to take on apprentices as there is no incentive. Given that managers are one of the fundamental factors of a successful apprenticeship, the government should not only provide financial aids to support employers to train more apprentices but also introduce the genuine benefits of apprenticeships, especially to managers, by disseminating research findings and communicating with them openly. The objective is to make employers and managers fully understand how to operate apprenticeships and what benefits apprentices could bring to the team. Firms should develop a suitable plan to allow apprentices to grow and keep the apprentices busy, investing time and effort in apprentices and help apprentices to make progress throughout their career.

In addition, the research also has some interesting observations. Generally, no issue on the flexibility of adjusting programs has been raised. But it is worth noting that some firms may have special needs as different businesses tend to have different models. Both digital skills and higher levels of apprenticeship have attracted more attention. Given the small number of interviews carried out for this report, it is worth noting that the discussions are indicative rather than definitive for all employers.

[1] House of Commons, Briefing paper CBP 03052.

[2] From April 2017, all UK employers of pay bill over £3 million need to pay the levy.

[3] The Open University. 2018. The apprenticeship levy: one year on.

[4] Mieschbuehler, R., Hooley, T. and Neary, S., 2015. Employers’ experience of Higher Apprenticeships: benefits and barriers.

[5] https://www.gov.uk/apply-apprenticeship

[6] Stanton, C.T. and Thomas, C., 2016. Landing the first job: The value of intermediaries in online hiring. The Review of Economic Studies, 83(2), pp.810-854.