title: Scenario planning for climate change adaptation for natural resource management: Insights from the Australian East Coast Cluster

authors: Serrao-Neumann, Silvia

subjects: Science & Technology

abstract: Natural resources and inherent ecosystem services have long been under pressure from unsustainable exploitation further exacerbated by climate change impacts. Managing natural resources in the Australian context is also a complex task because it involves a raft of stakeholders subjected to ongoing institutional changes and reductions in funding for programme implementation. This paper explores the use of scenario planning as a suitable tool to deal with the uncertainty and complexity inherent to natural resource management. Specifically, it reports on the development and application of explorative scenarios (multiple plausible futures) involving six natural resource management organisations and their communities of practice operating along the East Coast of Australia. Scenarios were developed based on two key drivers of change, namely: maturing approach to natural resource management; and community driven climate change action, to test the robustness and flexibility of a suite of existing strategies, policies and targets. Findings indicate that explorative scenarios were useful in the identification of strategies that may result in perverse or negative impacts under different futures; guide selection of different approaches in response to unexpected events; encourage a forward-looking approach rather than relying on past experiences only; create flexible, robust strategies that are better able to deal with shocks and surprises; provide participating policy owners with an opportunity to consider future contexts for their policies to play out in; and, ascertain a range of possible pathways to achieve a vision or goals depending on changed circumstances.

text: Scenario planning for climate change adaptation for natural resource management: Insights from the Australian East Coast Cluster Natural resources and inherent ecosystem services have long been under pressure from unsustainable exploitation further exacerbated by climate change impacts. Managing natural resources in the Australian context is also a complex task because it involves a raft of stakeholders subjected to ongoing institutional changes and reductions in funding for programme implementation. This paper explores the use of scenario planning as a suitable tool to deal with the uncertainty and complexity inherent to natural resource management. Specifically, it reports on the development and application of explorative scenarios (multiple plausible futures) involving six natural resource management organisations and their communities of practice operating along the East Coast of Australia. Scenarios were developed based on two key drivers of change, namely: maturing approach to natural resource management; and community driven climate change action, to test the robustness and flexibility of a suite of existing strategies, policies and targets. Findings indicate that explorative scenarios were useful in the identification of strategies that may result in perverse or negative impacts under different futures; guide selection of different approaches in response to unexpected events; encourage a forward-looking approach rather than relying on past experiences only; create flexible, robust strategies that are better able to deal with shocks and surprises; provide participating policy owners with an opportunity to consider future contexts for their policies to play out in; and, ascertain a range of possible pathways to achieve a vision or goals depending on changed circumstances.

year: 2019

title: Preferences for Early Retirement: The Role of Work Related Factors

authors: Fowlie, Toni Jessica

subjects: early retirment

abstract: This study investigated the work related factors related to the retirement preferences of 132 full time older workers, defined as those aged 55+, in a range of New Zealand organisations. This research is important as due to the ageing population, maintaining the employability of the older worker for as long as possible is vital for economic growth and sustainability. Identifying the work related factors that may be influencing the early retirement preferences of older workers may lead to a better understanding of ways to maintain these workers in employment. The aim of this study was to contribute to the understanding of the factors which can be influenced directly by organisations, as retirement preferences are strongly influenced by norms and attitudes within the workplace.
The research proposed that the predictor variables perceived age discrimination, job flexibility satisfaction, attitudes towards information and communication technologies (ICTs), perceptions of techno-complexity, and perceived threat from organisational downsizing, would have a direct relationship with early retirement preferences. In this study, the older worker was considered to have early retirement preferences if their preferred retirement age was earlier than their expected retirement age. The model predicted that job satisfaction and job security would mediate the relationships between the predictor variables and early retirement preferences.
Correlation and mediation analyses were performed in SPSS to test the proposed hypotheses. Several hypotheses were supported: perceived age discrimination was positively related to early retirement preferences; perceived age discrimination was negatively related to job satisfaction; job flexibility satisfaction was positively related to job satisfaction; perceived threat from organisational downsizing was negatively related to job security; job satisfaction was negatively related to early retirement preferences; and job security was negatively related to early retirement preferences. The other hypotheses were not supported. This may be due to external factors not explored in this study potentially influencing the retirement intentions of older workers more heavily than the work related factors studied.
Non-hypothesized significant relationships were also found. Firstly, perceived age discrimination was significantly related to job flexibility satisfaction, job security, and perceived threat from organisational downsizing. Job satisfaction and job security were also found to be significantly related to perceived threat from organisational downsizing. These results indicate that the work related factors thought to predict early retirement intentions, are perhaps not currently as important to New Zealand employees as past research has shown, as none of the predictor variables except perceived age discrimination correlated significantly with early retirement preferences. Overall, the results indicate that there are likely to be other factors not explored in this study influencing the retirement intentions of older workers in New Zealand organisations.
For organisations who have recently been through organisational downsizing, employers should be mindful of the negative impacts this can have on older workers, namely job security and job satisfaction. New Zealand organisations should strive to create working environments that take into consideration the needs of older workers, and which encourage older workers to want to stay working, even past the age they are eligible for New Zealand Superannuation. Older workers who feel as though they have limited choice when it comes to making decisions surrounding their retirement may have difficulty adjusting to post-retirement life, thus organisations should be doing all they can to encourage flexible transitions to retirement

text: Preferences for Early Retirement: The Role of Work Related Factors This study investigated the work related factors related to the retirement preferences of 132 full time older workers, defined as those aged 55+, in a range of New Zealand organisations. This research is important as due to the ageing population, maintaining the employability of the older worker for as long as possible is vital for economic growth and sustainability. Identifying the work related factors that may be influencing the early retirement preferences of older workers may lead to a better understanding of ways to maintain these workers in employment. The aim of this study was to contribute to the understanding of the factors which can be influenced directly by organisations, as retirement preferences are strongly influenced by norms and attitudes within the workplace.
The research proposed that the predictor variables perceived age discrimination, job flexibility satisfaction, attitudes towards information and communication technologies (ICTs), perceptions of techno-complexity, and perceived threat from organisational downsizing, would have a direct relationship with early retirement preferences. In this study, the older worker was considered to have early retirement preferences if their preferred retirement age was earlier than their expected retirement age. The model predicted that job satisfaction and job security would mediate the relationships between the predictor variables and early retirement preferences.
Correlation and mediation analyses were performed in SPSS to test the proposed hypotheses. Several hypotheses were supported: perceived age discrimination was positively related to early retirement preferences; perceived age discrimination was negatively related to job satisfaction; job flexibility satisfaction was positively related to job satisfaction; perceived threat from organisational downsizing was negatively related to job security; job satisfaction was negatively related to early retirement preferences; and job security was negatively related to early retirement preferences. The other hypotheses were not supported. This may be due to external factors not explored in this study potentially influencing the retirement intentions of older workers more heavily than the work related factors studied.
Non-hypothesized significant relationships were also found. Firstly, perceived age discrimination was significantly related to job flexibility satisfaction, job security, and perceived threat from organisational downsizing. Job satisfaction and job security were also found to be significantly related to perceived threat from organisational downsizing. These results indicate that the work related factors thought to predict early retirement intentions, are perhaps not currently as important to New Zealand employees as past research has shown, as none of the predictor variables except perceived age discrimination correlated significantly with early retirement preferences. Overall, the results indicate that there are likely to be other factors not explored in this study influencing the retirement intentions of older workers in New Zealand organisations.
For organisations who have recently been through organisational downsizing, employers should be mindful of the negative impacts this can have on older workers, namely job security and job satisfaction. New Zealand organisations should strive to create working environments that take into consideration the needs of older workers, and which encourage older workers to want to stay working, even past the age they are eligible for New Zealand Superannuation. Older workers who feel as though they have limited choice when it comes to making decisions surrounding their retirement may have difficulty adjusting to post-retirement life, thus organisations should be doing all they can to encourage flexible transitions to retirement

year: 2016

title: Whānau mentoring, Māori youth and crime

authors: Joseph, Robert

abstract: This article will discuss how the whänau was the traditional institution for teaching and nurturing children through (among other things) effective mentoring, and how children were taught tikanga, or the ‘right way’ to think, speak, act and become. Traditional leadership development, whänau dysfunction and whänau renewal are also discussed, followed by my conclusions. This article will not be discussing the place of colonisation, high unemployment, lower education rates and other socio-economic disparities among Mäori that play a part in the causes and perpetuation of Mäori youth and crime. A discussion on the Treaty of Waitangi, indigenous rights, and Mäori development is also omitted although the importance of each of these areas is acknowledged. As the theme of this issue of Childrenz Issues is ‘seeking pathways beyond colonisation’, the focus of this article is on Mäori dealing appropriately with the problems of Mäori youth and crime through effective mentoring within the institution of the whänau.

text: Whānau mentoring, Māori youth and crime This article will discuss how the whänau was the traditional institution for teaching and nurturing children through (among other things) effective mentoring, and how children were taught tikanga, or the ‘right way’ to think, speak, act and become. Traditional leadership development, whänau dysfunction and whänau renewal are also discussed, followed by my conclusions. This article will not be discussing the place of colonisation, high unemployment, lower education rates and other socio-economic disparities among Mäori that play a part in the causes and perpetuation of Mäori youth and crime. A discussion on the Treaty of Waitangi, indigenous rights, and Mäori development is also omitted although the importance of each of these areas is acknowledged. As the theme of this issue of Childrenz Issues is ‘seeking pathways beyond colonisation’, the focus of this article is on Mäori dealing appropriately with the problems of Mäori youth and crime through effective mentoring within the institution of the whänau.

year: 2007-01