Catalogue Search | MBRL
Are you sure you want to remove the book from the shelf?
{{itemTitle}}
50
result(s) for
"Manpower policy Middle East."
Sort by:
Jobs or privileges
This report shows that in MENA, policies that lower competition and create an unleveled playing field abound and constrain private sector job creation. These policies take different forms across countries and sectors but share several common features: they limit free-entry in the domestic market, exclude certain firms from government programs, increase regulatory burden and uncertainty on non-privileged firms, insulate certain firms and sectors from foreign competition, and create incentives that discourage domestic firms from competing in international markets. The report shows that such policies are often captured by a few privileged firms with deep political connections, and that these policies persist despite their apparent cost to society. The millions of workers, consumers, and the majority of entrepreneurs who bear the brunt of that cost are often unaware of the adverse impact of these policies on the jobs and economic opportunities to which they aspire. This limits the scope for internal country debate and curtails the policy dialogue necessary for reform. Thus, Middle East and North Africa (MENA) countries face a critical choice in their quest for higher private sector growth and more jobs: promote competition, equal opportunities for all entrepreneurs and dismantle existing privileges to specific firms or risk perpetuating the current equilibrium of low job creation.
eBook
Jobs for shared prosperity
Jobs are crucial for individual well-being. They provide a livelihood and, equally important, a sense of dignity. They are also crucial for collective well-being and economic growth. However, the rules and incentives that govern labor markets in Middle East and North Africa (MENA) countries have led to in efficient and inequitable outcomes, both individually and collectively. Several underlying distortions prevent a more productive use of human capital and have led to a widespread sense of unfairness and exclusion, of which the Arab Spring was a powerful expression. The Middle East and North Africa has a large reservoir of untapped human resources, with the world's highest unemployment rate among youth and the lowest participation of females in the labor force. Desirable jobs, defined as high paying or formal jobs, are few, and private employment is overwhelmingly of low added value. Overall, the region's labor markets can be characterized as being in efficient, inequitable, and locked in low productivity equilibrium.
eBook
Jobs or Privileges
The report Jobs or Privileges: Unleashing the Employment Potential of the Middle East and North Africa shows that policies that lower competition and create an uneven playing field are common and constrain private sector job creation. These policies take different forms across countries and sectors but share several common features: They limit free entry in the domestic market, exclude certain firms from government programs, increase regulatory burden and uncertainty on the majority of firms, insulate certain firms and sectors from foreign competition, and create incentives that discourage dom
Publication
The future of labour market reform in the Gulf region
As governments across the GCC strive to implement labour policies which accelerate the transition to \"post oil\" knowledge-based economies, this volume provides insights into the size of this challenge, along with analysis of progress to date. With a comprehensive coverage of the region (each GCC member is included in some respect), this new work provides unique insights into how the domestic policy agenda is shifting the region's moribund labour markets inexorably towards greater productivity, positivity, sustainability and efficiency.
eBook
Building effective employment programs for unemployed youth in the Middle East and North Africa
This study surveys active labor market programs (ALMPs) in selected countries of the Middle East and North Africa (MENA) region, identifies key challenges to their effective and efficient delivery, and proposes a policy framework for reforming public service provision. This study draws on data collected through surveys administered to public social, employment, and education agencies in selected MENA countries to identify key constraints and options for reforming publicly provided employment programs. Recent political transitions arising from the Arab Spring have contributed to the deterioration of labor market outcomes in the MENA region. In this context, ALMPs could become an important policy lever to address some of the challenges facing labor markets. These include: joblessness, skills mismatches, lack of labor market mobility, large and expanding informal sector, and lack of formal employment networks. The study also provides specific details on the beneficiaries, targeting, and expenditures of ALMPs during this same period.
eBook
Critical Factors Favoring Outward Physician Migration from an Affluent Gulf Country
Physician retention is essential to creating a strong and stable healthcare system worldwide. The density of physicians and nurses significantly impacts important population health outcomes. Globalization has enabled the mobility of physicians, but the recruitment and retention of quality physicians have not been without challenges. The purpose of this study was to identify the outward migration factors affecting expatriate physicians who have resided and worked in the United Arab Emirates (UAE) for at least 5 years, as compared with newly emigrated physicians. This physician population has likely adapted to the local environment and actively contributed to the advancement of medical care in the country; their attrition is a significant loss to the UAE healthcare system.
A 23-point validated survey questionnaire, consisting of four domains, was electronically administered to the participants (n = 374), and responses were statistically analyzed, using descriptive statistics and the Chi-square test.
Our results indicate that all physicians considered a ten-year visa to be factor contributing to retention, more so for the recent physician migrants to the UAE. Professional development opportunities, career-specific plans and income promoted only short-term retention of physicians in the UAE. Non-financial factors related to living and working conditions prevented migration of physicians who lived in the country for more than five years.
Lifestyle-related factors are an important consideration in long-term retention of physicians in the UAE. Initiatives to promote career advancement and improve job satisfaction for mid- and late-career clinicians are necessary to set the foundation for a robust physician retention policy and to enhance the quality of the healthcare system. Long-term visas provide an additional factor for retention.
Journal Article
Effective screening programmes for cervical cancer in low- and middle-income developing countries
Cervical cancer is an important public health problem among adult women in developing countries in South and Central America, sub-Saharan Africa, and south and south-east Asia. Frequently repeated cytology screening programmes--either organized or opportunistic--have led to a large decline in cervical cancer incidence and mortality in developed countries. In contrast, cervical cancer remains largely uncontrolled in high-risk developing countries because of ineffective or no screening. This article briefly reviews the experience from existing screening and research initiatives in developing countries. Substantial costs are involved in providing the infrastructure, manpower, consumables, follow-up and surveillance for both organized and opportunistic screening programmes for cervical cancer. Owing to their limited health care resources, developing countries cannot afford the models of frequently repeated screening of women over a wide age range that are used in developed countries. Many low-income developing countries, including most in sub-Saharan Africa, have neither the resources nor the capacity for their health services to organize and sustain any kind of screening programme. Middle-income developing countries, which currently provide inefficient screening, should reorganize their programmes in the light of experiences from other countries and lessons from their past failures. Middle-income countries intending to organize a new screening programme should start first in a limited geographical area, before considering any expansion. It is also more realistic and effective to target the screening on high-risk women once or twice in their lifetime using a highly sensitive test, with an emphasis on high coverage (>80%) of the targeted population. Efforts to organize an effective screening programme in these developing countries will have to find adequate financial resources, develop the infrastructure, train the needed manpower, and elaborate surveillance mechanisms for screening, investigating, treating, and following up the targeted women. The findings from the large body of research on various screening approaches carried out in developing countries and from the available managerial guidelines should be taken into account when reorganizing existing programmes and when considering new screening initiatives.
Journal Article
Strengthening national and subnational departments for human resources development
There is a growing health workforce crisis in many countries. In the WHO Eastern Mediterranean Region, the disparity in supply and demand, geographic maldistribution in urban and rural settings and imbalance in the number of different categories of professionals, represent further dimensions of the crisis facing health system development and its health workforce. Human resources for health include trained health professionals as well as non-health professionals working in health systems and those who have gained some caring knowledge and skills and volunteer to support health in families and communities. The Health Workforce Development Series represents a major contribution on the part of the WHO Regional Office for the Eastern Mediterranean to the Human Resources for Health Decade 2006–2015. It is aimed at supporting Member States of the Region in improving health system performance in general, and the health workforce in particular through boosting institutional capacity building for human resources development. The series is generic, user-friendly and has been specifically designed to meet the special needs of different countries in the Region for rapid yet sustainable health system improvement. Each country can select actions applicable to its own context for health system strengthening
eBook