Neues Lernen in der Pflege

Zusammenfasung  Didaktische Konzepte — Vor vier Jahren trat die neue Ausbildungsordnung für die Berufe der Gesundheits- und Krankenpflege in Kraft. Was hat sich seitdem ge?ndert? Wie haben die nach den neuen Richtlinien ausgebildeten Pflegefachkr?fte ihre Ausbildung erlebt? Wie lernen Auszubildende in der Pflege heute? Herausforderungen und Ergebnisse. Literatur finden Sie unter www.heilberufe-online.de     

Will the Internet Bring Electronic Services to the Home?

Few topics have attracted more hype than the Internet. This article provides a rare long-term perspective. It starts with an account of a century of failed visions and applications: the Internet itself operated in obscurity for two decades. However, in the rest of the article, the author documents why he thinks interactive home services may now at last take off, draws some general lessons from past experience and indicates the next areas for growth.     

Ein neuer H?chstsatz der degressiven Abschreibung – ein wirksamer Investitionsanreiz?

Zusammenfassung Mit dem ,,Gesetz zur steuerlichen F?rderung von Wachstum und Besch?ftigung‘‘ wird für bewegliche Wirtschaftsgüter des Anlageverm?gens, die in den Jahren 2006 und 2007 angeschafft werden, der H?chstsatz der degressiven Abschreibung als Buchwertabschreibung wieder auf 30% angehoben. Damit sollen Anreize für verst?rkte Investitionen gesetzt werden. Im Rahmen des Beitrags wird der Zuwachs an Vorteilhaftigkeit, der mit der o.g. ?nderung von x 7 Abs. 2 EStG einhergeht, quantifiziert und die Eignung für den intendierten Zweck beurteilt.

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Summary A modification of the German income tax law (EStG) in 2006 allows an enhanced maximum rate of 30% for the declining balance method of depreciation. It concerns movable assets acquired in 2006 and 2007 only. The modification is intended to provide a fiscal stimulus for investments. This paper quantifies the benefits for investments and asks, whether the increased maximum rate suits the desired purposes.

     

Youth development volunteers: Their motives,how they differ from other volunteers and correlates of involvement intensity

The research objectives were to understand better the motives of youth development volunteers, determine if youth development volunteers could be differentiated from other volunteers using determinant variables from multiple conceptual domains and to discover correlates that may predict more intensive volunteering involvement. Social-lifestyle, demographic, personality and terminal value measures were obtained from a sample of 164 youth development volunteers and 849 volunteers serving in other organisations. Survey respondents were derived from over 40 nonprofit organisations in two mid-western US cities. Results, managerial implications and recommendations for future research are presented.     

How warm is the corporate response to climate change? Evidence from Pakistan and the UK

In response to growing consensus among scientists and governments to act fast to avoid dangerous impacts of climate change, many industries have started to prepare for a carbon‐constrained world. However, this response is far from being uniform. Often action is predicated on economic, technological, organizational and institutional drivers and barriers, which vary between countries and across industrial sectors. In order to understand the effectiveness of industry response, it is therefore important to analyse corporate response across different sectors in different countries. Focusing on the nine most energy‐intensive and greenhouse gas (GHG) emitting industrial sectors, this paper compares corporate responses to climate change in Pakistan and the UK. By analysing the divergence of strategies adopted by industries across different sectors in two countries, the paper examines the key factors influencing corporate adoption and implementation of GHG reduction and energy‐efficiency strategies in Pakistan and the UK. Copyright © 2007 John Wiley & Sons, Ltd and ERP Environment.     

Increasing Corporate Social Responsibility Through an Employee-centered Approach

As the Corporate Social Responsibility (CSR) literature has developed, it appears that a dominant paradigm has emerged. Both scholars who study CSR and those who write about its organizational application have largely converged on CSR as an organizational strategy issue. Viewing CSR as a matter of top-level strategy unwittingly links it to a particular conceptualization of organizational change—a top-down perspective. We suggest that the dominance of this traditional view of organizational change is limiting the study of CSR. Thus, we seek to increase awareness of an alternative model, one that complements the strategic view. Specifically, we describe a model of CSR organizational change that suggests two things. First we assert that significant change can be initiated at lower organizational levels as well as from the top. And second, we suggest that the change can be accomplished in small steps and involve only a portion of the organization, as opposed to an overarching organizational strategy. We present our employee-centered approach to CSR change as an addition to the traditional top-down view.