Education for social work as a self-regulating profession.

Resumen basado en del autor

Who am I this time? : exploring prospective teachers' attitudes towards the teaching profession in Malaysia

Monogr??fico con el t??tulo: "La investigaci??n sobre la identidad profesional del profesorado en Europa???

Veterinary differentiation : how veterinary education can adequately support the developing profession

Resumen basado en el de la publicaci??n

Efficiency and social inclusion: implications for the museum profession

In the late 1980s Stephen Weil (1990) raised the question of the extent to which museum work could be considered a profession, the extent to which it had been professionalized, and in what ways this professionalization was facilitated or impeded by the changing circumstances of museum work, its organizational and governance context and its already multiplying roles vis-à-vis public culture and society at large. Although Weil‘s thoughts were situated in the American museum context of the mid-1980s, many of his thoughts apply to contexts beyond the US, and some of the questions he raised about the potential for professionalising museum work still resonate with the current situation of museum work. This paper tries to pose and approach a host of questions that, whilst in the main echoing Stephen Weil‘s mid-1980s reflections, are reconfigured in light of some sweeping changes in the nature of museum work, its mode of governance and its governing norms and values.

Response to Anwar Tlili‘s paper -Efficiency and social inclusion: implications for the museum profession

I have been asked to respond to Anwar Tlili‘s paper, and I propose to do this in four steps. I will follow Anwar‘s line of arguments closely. I will be dealing in turn withStep no. 1: Profession and ProfessionalizationStep no. 2: Social InclusionStep no. 3: ManagerialismStep no. 4: Museum Education and Training

Barriers and commitment of facilities management profession to the sustainability agenda

The practice of sustainable facilities management (FM) is rapidly evolving with the increasing interest in the discourse of sustainable development. This paper examines a recent survey of the experiences of facilities managers in the rapidly growing and evolving industry in regard to the barriers and their commitment to the sustainability agenda. The survey results show that time constraints, lack of knowledge and lack of senior management commitment are the main barriers for the implementation of consistent and comprehensive sustainable FM policy and practice. The paper concludes that the diversity of the FM role and the traditional undervaluation of the contribution it makes to the success of organisations are partially responsible for lack of success in achieving sustainable facilities. The overwhelming barrier for sustainable FM practice is the lack of understanding, focus and commitment of senior executives in appreciating the opportunities, threats and need for strategic leadership and direction in driving essential change, and hence further the sustainability agenda.

HR-semantics roadmap: the semantic challenges and opportunities in the Human Resources domain

Purpose: This document identifies the challenges and opportunities in applying the ontology technology in the Human Resources domain. Target users: A reference for both the HR and the ontology communities. Also, to be used as a roadmap for the OOA itself, within the HR domain. Background: During the discussion panel at the OOA kick-off workshop, which was attended by more than 50 HR and ontology experts, the need for this roadmap was realized. It was obvious that the current understanding of the problem of semantics in HR is fragmented and only partial solutions exist. People from both the HR and the ontology communities speak different languages, have different understandings, and are not aware of existing solutions.