Journal Article

This article explores and discusses key conditions needed to develop skills for innovation. This article analyses five trends that can contribute to fostering the development of skills for innovation within and outside formal educational institutions. These key trends, identified through a literature review, are elements that foster learning and human capital development necessary for an innovative society. These five key elements are: (1) the mismatch between formal education and the challenges of an innovative society; (2) the shift from what we learn to how we learn; (3) the fluctuating relationship between digital technologies and contents; (4) the changing conceptions of space-time and the emphasis on lifelong learning; and (5) the development of soft skills. Finally, this article ends highlighting that the expanded learning and the development of skills for innovation are critical aspects for the future of education.

The purpose of this paper is to determine how the unprecedented developments in information and communications technologies now permit a variety of forms of remote working and the subsequent shifting of spatial and temporal boundaries between home, office and city. It examines the changing context within which knowledge-based work is conducted with the specific objective of understanding how the blurring of the distinction between the domains of “work” and “leisure” is influencing the notion of workplace culture. It offers a framework that organizes the key issues in a legible form. Design/methodology/approach – The paper draws on concepts, theories and ideas in workplace, information and communications technology and green building literature and restructures them to formulate an emerging set of key issues, trends and relationships. Findings – The paper identifies possible implications for both the changing nature of the workplace in current green building practice and understanding the notion of workplace within different national cultural contexts. It outlines implications for employees, employers and facilities managers. Research limitations/implications – The work represents an initial attempt to bridge across issues not immediately evident in several bodies of literature. While several other issues may also have bearing on the work, the findings with regards to the blurring of work and leisure have significant theoretical and practical implications. Practical implications – As the “workplace” now embraces a wide range of possibilities that extend beyond the domain of the “office” to the home and to a host of “hot-spots” in public venues available within the city, the broader framing has significant consequence for comfort provisioning and other services in the office buildings and facilities management. Originality/value – The paper’s originality derives from emphasizing the potential positive and negative consequences for employers, employees and facilities managers associated with the blurring of work and leisure.

This paper examines whether men's and women's noncognitive skills influence their occupational attainment and, if so, whether this contributes to the disparity in their relative wages. We find that noncognitive skills have a substantial effect on the probability of employment in many, though not all, occupations in ways that differ by gender. Consequently, men and women with similar noncognitive skills enter occupations at very different rates. Women, however, have lower wages on average not because they work in different occupations than men do, but rather because they earn less than their male colleagues employed in the same occupation. On balance, women's noncognitive skills give them a slight wage advantage. Finally, we find that accounting for the endogeneity of occupational attainment more than halves the proportion of the overall gender wage gap that is unexplained.

Until recently, the dominant model was that of the universal bank; long protected by regulations and customer loyalty, it is challenged by a new class of actors: FinTech, which introduce innovative uses and transform gradually into service platforms. These are gradually joined by telecom operators looking to reduce attrition of their portfolio and supermarkets. But the main danger comes from GAFA who can ignore the exceptional data vector that are financial services.  The movement is accelerated by the revolution of the given technology (IA blockchain and Internet of Things) and by the new European regulatory structures (DSP2, in particular). The general trend is to the hybridization of styles and cultures.  In this bubbling context, France has significant assets, such as its world class expertise in cognitive science and its privileged access to the European integrated market. [googletranslate_en]

Listening to a group of professional designers help their clients, we highlight the plurality of resources mobilized and transformed through skills building loops. However, it is above all an almost alchemical combination that emerges results. The active designer skills of its own, both forced and carried by the situation in which it operates and interacts. [googletranslate_en]

Following recent research on the jobless economy in a post-work society, I have identified and provided empirical evidence on how automation will transform the labor market. Building my argument by drawing on data collected from Citigroup, National Post, OECD, Pew Research Center, Statista, U.S. Bureau of Labor Statistics, and World Bank, I performed analyses and made estimates regarding share of people with high automatibility (by income), risk of being replaced by automation (percent of workforce possibly affected in various countries), probability of job automation by race, ethnicity and gender, and estimated share of jobs at potential high risk of automation in European countries by 2030 (by gender).

We use administrative records on the incomes of more than 40 million children and their parents to describe three features of intergenerational mobility in the United States. First, we characterize the joint distribution of parent and child income at the national level. The conditional expectation of child income given parent income is linear in percentile ranks. On average, a 10 percentile increase in parent income is associated with a 3.4 percentile increase in a child’s income. Second, intergenerational mobility varies substantially across areas within the United States. For example, the probability that a child reaches the top quintile of the national income distribution starting from a family in the bottom quintile is 4.4% in Charlotte but 12.9% in San Jose. Third, we explore the factors correlated with upward mobility. High mobility areas have (i) less residential segregation, (ii) less income inequality, (iii) better primary schools, (iv) greater social capital, and (v) greater family stability. Although our descriptive analysis does not identify the causal mechanisms that determine upward mobility, the publicly available statistics on intergenerational mobility developed here can facilitate research on such mechanisms.

Between fintechs and banks, the Mass is not known. Some think the "mammoth bank" is sentenced to short and medium term, others believe that the disruption of fintechs will be strong to the point they become the main actor of financial trades. The reality is less Manichean, because the future of finance will be made of cooperation between the players, although competition will exist as long as the positions will not be stabilized. Although innovation strategies fintechs correspond to the perception of the evolution of demand, innovations are not confined to new entrants and already cooperation in R & D and distribution appear in the capital and partnership forms. The prudential and resolution Authority (ACPR) questions the viability of models of some neo-banks and limits of cooperation - or coopetition - between actors. The new paradigm is not stabilized. [googletranslate_en]

Social networks have become essential in a job search. Internet is especially used by researchers to Generation Y job at their first job and throughout their careers and allows it to maximize its chances of success in getting a job. We demonstrated the interdependence between the variables: networking skills, emotional skills associated with Generation Y. So Emotional intelligence refers to adaptive capacities other than purely cognitive humans. The person with this emotional intelligence skills in four areas of identification of emotions, using emotions, understanding emotions and adjustment of emotions. [googletranslate_en]