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Showing posts with label Inclusiveness. Show all posts
Showing posts with label Inclusiveness. Show all posts

Sunday, November 1, 2015

What Taking a Global View of Youth Unemployment Reveals 11-01



















Looking at trends in youth unemployment in high- and low-income countries makes the need for supporting youth entrepreneurship clear Youth unemployment is a critical issue for any country. From the lifelong effect graduating in a recession can have on students’ earnings to the upheaval of the Arab spring, the headlines of the last few years have shown that the ramifications of youth unemployment are deep and far-reaching. Taking a global view of trends in youth employment reveals what’s at the heart of the challenge—and points to the change that needs to be made to address it.

While youth unemployment rates across geographies vary, they diverge in a fashion that one may not expect. The world youth unemployment rate (ages 15–24) sits at 13.9 per cent, according to the World Bank, increasing by .2 percentage points since 2006. High-income countries—including the United States, Argentina and Kuwait—average an unemployment rate of 18.2 per cent. Middle-income countries—including China, Malaysia and Mexico—average a rate of 13.8 per cent. Low-income countries—including Afghanistan, Nepal and Liberia—a rate of 9 per cent. The key to making sense of what may be a surprising disparity is to ask: What kind of employment do these numbers reflect? That in turn underscores the transformative role youth entrepreneurship can play in both developing and developed economies.

“What often goes unrecorded in the data on youth unemployment is underemployment, and the negative impact that has on income and quality of life,” says Dr. Ben Oppenheim, Visiting Scholar and Senior Fellow at New York University, whose research focuses on economic development and governance in emerging markets. “Unemployment estimates can also be unreliable, since in many emerging markets, a significant share of labor activity takes place in the informal economy.”

A dearth of legal, high-paying economic opportunities means populations, including youth, in developing countries are forced to take jobs that expose them to occupational hazards and decrease their overall well-being. A 2012 study, for example, found that people in developing countries are exposed to more than 80 per cent of global occupational hazards.

In a similar vein, workers in the developed world are witnessing an increased informalization and fragmentation of their work, putting greater strains on youth employment. “What we see today is increasingly informalized labor in wealthy countries,” says Oppenheim. “The rise of the on-demand economy creates both pressures and opportunities for workers in the developed world to piece together income streams, as many people in developing countries do.”

This global, cross-regional perspective helps to clarify where the focus of combating youth unemployment should be—not just on hitting a number of “employed,” but also on creating quality employment opportunities with a positive impact on the individual and community alike. Fostering youth entrepreneurship may provide one avenue for accomplishing this. “Small and micro enterprises can absorb a lot of labor, and we know how to stimulate those kinds of businesses—for example, through microloans when credit bottlenecks are a critical constraint,” says Oppenheim. While no prescription for fostering youth entrepreneurial activity will be the same across borders, there may be similar through-lines that transect geographies. A key challenge, however, says Oppenheim, is that not everyone is ready to be an entrepreneur, and training and relieving constraints to entrepreneurship can only go so far.

This highlights that a combination of measures is needed to support a culture of youth entrepreneurship by choice, as opposed to labor-force participation out of hand-to-mouth necessity. While programs like social safety nets can free young would-be-entrepreneurs from subsistence work, getting to the “liftoff” point, where ideas become thriving business realities, takes more than that. That’s why training and mentoring are key. Investing in these resources for youth can have an impact on a country’s social and economic health that goes far beyond today’s topline numbers.

In the coming weeks, we’ll explore how this central insight is being turned into solutions that are unique to the challenges and opportunities of countries around the world.

Wednesday, October 8, 2014

On Becoming That Truly Inclusive Leader 10-08


On  Becoming That Truly  Inclusive  Leader



The most successful entrepreneurs have a natural curiosity to ask others for thoughts and feedback on their ideas. Simply put, they’re inclusive. Yet as businesses grow and functions become more siloed, the idea of pinging others for their insights, usually dissipates.
But there are certain realities in today’s new business normal that suggest that business leaders ought to do more listening than talking:
Related: 5 Steps to Getting Better Employee Feedback (Even If You Hate It)
Every business is now global. Even if you don’t plan on selling any goods or services beyond your geographic region, you will still compete with those who do. Selling products or services to divergent markets requires diverse insights that can be gleaned from a diverse workforce. If you shut yourself off to the groups that make up the new global consumer landscape, you will fall behind your competitors.
Plus, innovation is imperative. Competitors are constantly finding new and better ways to reduce costs, reach newly defined customer cohorts and improve products. It’s not enough to stumble onto one game-changing innovation. Companies must anticipate new markets by harvesting multiple sympathetic insights.
An inclusive leader is one who seeks and integrates the input of all stakeholders. The culture that is created as a result of inclusive leadership is the most adept at confronting challenges to find new markets. According to a recent Ernst & Young study, 85 percent of the business executives surveyed agree, but less than half of them said their organizations lack inclusive leaders.
Related: Collaborating Is a Waste of Time If It Falls Into These 4 Traps
To get your team operating in high gear, put some of these strategies into action:
1. Crowdsource. Actively seek ideas from employees to improve your knowledge of business issues through the use of online forums, live chats or other communications technologies.   
2. Listen in. Be alert to the leadership potential within your own work team. When someone leans in (a term popularized by Facebook executive Sheryl Sandberg), be there to pay attention.
3. Host events that attempt to solve problems by small incremental improvements. Leverage employee insights and inputs to make positive change.
This can be your new model: When a problem arises, a diverse and independent work team should assemble, throwing ideas on the table: The concept most likely to solve the matter can be put into action immediately.
Most importantly, begin to embrace a mind-set that encourages cross-team collaboration and that takes everyone’s ideas into consideration, not just those of a select few. Inclusive leadership works.

Friday, October 3, 2014

Solar Light Libraries, A Social Business effort at Sustainability in Africa 10-04

Solar Light Libraries, A Social Business effort at Sustainability in Africa 
   





Are you looking for a way to grow demand for solar lights in Africa that doesn't undermine attempts to build a sustainable market? We thought so. Then perhaps this Guide to our successful Light Libraries project is right up your street.
You may remember from a previous blog the Light Library project is funded by Lighting Africa, a World Bank/IFC joint initiative, and delivered in partnership with the Senegalese Rural Electrification Agency and the Ministry of Education.
Nearly 5,000 solar lights, 58 schools and an estimated 55,000 people gained direct exposure to the solar lights through the project whose objective was to support market-building by overcoming two of the main barriers to uptake: lack of trust and awareness.
As a follow up to the project, our social enterprise SunnyMoney, delivered its traditional sales campaign to assess change in demand and found that sales were dramatically higher in the Light Library schools at 35% of school population (2,138 lights) than in control schools with15% uptake (966 lights).

The Light Library model not only appears to have increased uptake but also seems to have reduced the perception of risk. Many of the Light Library schools included customers from lower-income families who are generally more risk averse and less prone to become early adopters.
The Guide shares information on the design and delivery of the project and the subsequent delivery of SunnyMoney’straditional sales model. It shares the results of the evaluation as well as the lessons learned, challenges faced and key issues addressed.
We know that the only way we’re going to be able to eradicate the kerosene lamp is by being open, transparent, and sharing our knowledge with others. As part of this ethos we will make the tools and materials designed for the Light Library project available for public use.