LEADER 04223nam 2200565 450 001 9910463932303321 005 20200520144314.0 010 $a3-95489-563-3 035 $a(CKB)2670000000534398 035 $a(EBL)1640412 035 $a(SSID)ssj0001215262 035 $a(PQKBManifestationID)11749321 035 $a(PQKBTitleCode)TC0001215262 035 $a(PQKBWorkID)11178268 035 $a(PQKB)11508698 035 $a(MiAaPQ)EBC1640412 035 $a(Au-PeEL)EBL1640412 035 $a(CaPaEBR)ebr10856492 035 $a(OCoLC)871780143 035 $a(EXLCZ)992670000000534398 100 $a20140414h20132013 uy 0 101 0 $aeng 135 $aur|n|---||||| 181 $ctxt 182 $cc 183 $acr 200 14$aThe cultural aspects of MINT recruitment $ehow to overcome the skills shortage by understanding graduates' needs /$fBenjamin Gu?nther 210 1$aHamburg, Germany :$cAnchor Academic Publishing,$d2013. 210 4$dİ2013 215 $a1 online resource (89 p.) 300 $aDescription based upon print version of record. 311 $a3-95489-063-1 320 $aIncludes bibliographical references. 327 $aThe cultural aspects of MINT recruitment; Table of Contents; List of Figures; List of Abbreviations; 1. Introduction; 2. Literature review; 2.1 Culture; 2.1.1 Definitions and concepts of culture; 2.1.2 The 5D model of Hofstede; 2.2 The skills shortage; 2.2.1 Definitions; 2.2.2 The skills shortage in the short- term view; 2.2.3 The skills shortage in the long- term view; 2.3 Research questions; 2.3.1 H 1:Expectations about the occurrences of MAS, UAI, IDV and LTO; 2.3.2 RQ 1: How can employers take the survey results into account concerning their recruitment? 327 $a3. Methodology of the underlying survey3.1 Subjects; 3.2 Procedures; 3.3 Data treatment; 3.3.1 Allocation of questionnaire components to Hofstede's cultural dimensions; 3.3.2 Calculation of the dimensions' scores; 4. Results; 4.1 Scores of the single questionnaire items; 4.2 The occurrence of Hofstede's cultural dimensions; 4.2.1 MAS; 4.2.2 UAI; 4.2.3 IDV; 4.2.4 LTO; 4.2.5 Comparison of German national macroculture and MINT students' microculture; 5. Discussion; 5.1 Benefits that employers should offer to MINT graduates; 5.1.1 Work- life balance; 5.1.2 Job security; 5.1.3 Diversified tasks 327 $a5.2 Less important attracting factors in MINT recruitment5.2.1 Online presence; 5.2.2 Working abroad; 5.2.3 Monetary and non- monetary reward; 5.3 Important factors in the recruitment of female MINT graduates; 5.3.1 Corporate responsibility for environment and society; 5.3.2 Ethically problematic business areas; 5.3.3 Personal contact persons along the recruitment process; 6. Limitations; 6.1 Limitations of external validity due to the database; 6.2 Limitations of internal validity; 6.2.1 Limitations due to the methodology of data ascertainment 327 $a6.2.2 Limitations due to the methodology of data treatment6.3 Other limitations; 7. Outlook; 8. References; 9. Appendix A: Questionnaire used for the underlying survey; 10. Appendix B: Results table of the underlying survey; 11. Appendix C: Visualization of the single questionnaire items' scores 330 $aThis study is based upon the assumption that in case of a shrinking workforce supply in the scope of a possible skills shortage, employers would have to adjust their offers in order to attract job candidates. Although, this topic already is being paid widespread public and scholar attention, this book is the first to include cultural aspects into the discussion. The book's focus is on the German labor market. However, it contains findings which are generally applicable. As in Germany the public debate is focused on the MINT sector, the scope of the examination is limited to exactly this pa 606 $aLabor market$zGermany 608 $aElectronic books. 615 0$aLabor market 676 $a331.120941 700 $aGu?nther$b Benjamin$0913284 801 0$bMiAaPQ 801 1$bMiAaPQ 801 2$bMiAaPQ 906 $aBOOK 912 $a9910463932303321 996 $aThe cultural aspects of MINT recruitment$92045842 997 $aUNINA