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Creativity Is the New Economy Posted: 06/27/2012 12:13 Pm
Richard Florida Author Creativity Is the New Economy Posted: 06/27/2012 12:13 pm Excerpted with permission from The Rise of the Creative Class Revisited: 10th Anniversary Edition, by Richard Florida. Available from Basic Books, a member of The Perseus Books Group. Copyright (C) 2012. Someone recently said, "the longer the crisis goes on, the smaller the ideas for fixing it get." While pundits and commentators on the left and right savage each other over short-term fixes -- tax cuts versus stimulus, budget cuts versus monetary easing (I could go on) -- our economy is still sputtering and Europe is teetering on the brink of economic collapse. Policy-makers and central bankers have been able to stave off the massive economic dislocation brought on by previous crises like the Great Depression of the 1930s or the Panic and Long Depression of the late nineteenth century, but what we are going through is not any run-of-the-mill economic cycle. It's an enormous structural transformation -- similar if not larger in scale and scope to the shift from the Agricultural to the Industrial Age. Two charts make this abundantly clear. The first one (above) tracks Americans' employment from 1800 to 2010, across the nation's three great economic eras -- the Agricultural Age running from the time of Western settlement until the early to mid nineteenth century, the Industrial Age from the middle of the nineteenth century until the middle of the twentieth, and the new Creative Age, from the mid-twentieth century to the present. The second chart (below) shows the same trends, but this time as shares of the workforce. -
The Creative Capital Theory
Major Themes in Economics Volume 14 Article 3 Spring 2012 Economic Development Strategy: The Creative Capital Theory Zach Fairlie University of Northern Iowa Follow this and additional works at: https://scholarworks.uni.edu/mtie Part of the Economics Commons Let us know how access to this document benefits ouy Copyright ©2012 by Major Themes in Economics Recommended Citation Fairlie, Zach (2012) "Economic Development Strategy: The Creative Capital Theory," Major Themes in Economics, 14, 1-12. Available at: https://scholarworks.uni.edu/mtie/vol14/iss1/3 This Article is brought to you for free and open access by the Journals at UNI ScholarWorks. It has been accepted for inclusion in Major Themes in Economics by an authorized editor of UNI ScholarWorks. For more information, please contact [email protected]. Fairlie: Economic Development Strategy: The Creative Capital Theory Economic Development Strategy: The Creative Capital Theory Zach Fairlie ABSTRACT. This paper aims to identify the relationship between the Creative Capital theory and the unemployment rate. Using panel data from 370 Metropolitan Statistical Areas over a 12-year period, this study finds that talent, technology, and tolerance are not statistically significant determinants of the unemployment rate. The result is contrary to what Creative Capital theory suggests. I. Introduction Economic development groups are responsible for promoting economic growth and bringing jobs to their area. To do this, the groups adopt a variety of strategies based on conventional and non-conventional theories of economic development. Some non-conventional theories lack substantial academic verification (Hoyman 2009). The Creative Capital theory is an example. Richard Florida, founder of the Creative Capital theory, is a relatively new authority in the realm of economic development. -
Frequently Asked Questions About Bullying
Safety and Respect for All Frequently Asked Questions About Bullying 1-What is school bullying? 2-What are the consequences of school bullying? 3-What can a school community do about bullying? 4-What can teachers do about classroom bullying? 5-What can students do about school bullying? 6-What can parents of young children do about school bullying? 7-What can parents of teens do about school bullying? 8-What can community partners do about school bullying? 9-How can a caring adult work with a bully? 10-How can a school community promote an anti-bullying climate? 11-What is cyber bullying? 12-Resources 1-What is school bullying? Bullying is exposing a person to abusive actions repeatedly over time. Being aware of children's teasing and acknowledging injured feelings are always important. Bullying becomes a concern when hurtful or aggressive behavior toward an individual or group appears to be unprovoked, intentional, and (usually) repeated. Bullying is a form of violence. It involves a real or perceived imbalance of power, with the more powerful child or group attacking those who are less powerful. Bullying may be physical (hitting, kicking, spitting, pushing), verbal (taunting, malicious teasing, name calling, threatening), or emotional (spreading rumors, manipulating social relationships, extorting, or intimidating). Bullying can occur face-to-face or in the online world. What do bullies do? Bullying actions may be direct or indirect. Direct bullying or identifiable bullying actions may include: • Hitting, tripping, shoving, pinching, -
PS-79: Flexible Work Hours and Staffing
Flexible Work Hours and Staffing PS-79 PURPOSE: The purpose of this policy is to describe the campus policy on flexible work hours and flexible staffing. FLEXTIME POLICY: The University's regular business hours are 8:00 a.m. to 4:30 p.m. Monday through Friday. However, campus departments may have official hours which differ in order to provide necessary services, including multiple shifts. Departments are encouraged to consider flexible schedules when in the best interest of employees and the department. LSU recognizes that flexible schedules can improve morale, productivity and recognize the contributions made before and after normal work hours, particularly by professional staff. Flextime is a work schedule equal to 40 hours per week but differing from the regular business hours. A flextime schedule is appropriate only when the work schedule is beneficial to the University. Working a flextime schedule is a privilege, not an employee right and flexible schedules are not appropriate for all job situations. Flextime schedules may be considered using the following guidelines: A. Service - The level of service provided by the department may not decrease. Normally, flextime provides a wider span of service and provide staff with an opportunity to modify their work schedule to fit individual needs. Department heads must also consider the workload, flow of work, impact on quality and schedules as they relate to the mission and objectives of the department. B. Coverage - Implementation is contingent on ensuring at least minimal coverage (i.e., office front desk and phones) from 8:00 a.m. to 4:30 p.m. including the lunch period as appropriate. -
The Revolving Door: Rehired Employees
The Revolving Door: Rehired Employees Robert M. Richter, Esq., APM Vice President SunGard Relius 1 What Will Be Covered • Counting service • Break in service rules including the “rule of parity” • Entry requirements for rehires • Buy-back rights • Returning from military leave 2 Robert’s Rules of Rehires • Don’t rehire former employees • If the person was good enough to rehire, then why go to all this effort to keep the person out of the plan • In 95 percent of the cases, the person will be eligible on the date of rehire 3 Eligibility Requirements 4 410(a) Maximum • Code §410(a) limits maximum age and service condition plan can impose – Generally one year of service – Age 21 • Plan can’t impose higher service requirement – Even if plan would pass coverage 5 Two Years of Service • The law allows a plan to use a two-year eligibility condition • But pay the price – Full and immediate vesting • Exception: Can’t use two-year rule for elective deferrals • Can be years of service without an intervening break in service (first exception to rule that all service counts) 6 Entry Date • EE generally enters plan on entry date after satisfying eligibility requirements • Maximum entry date is earlier of: – First day of the first plan year beginning after the date requirements are met, or – Date that is six months after the date requirements are met • Roughly 182 entry dates – but January 1st and July 1st meet the maximum 7 Employment on Entry Date • Plan can require employment on entry date as condition to enter • If EE comes back after entry date, -
Rules for Shared Parental Leave
FEATURE Rules for shared parental leave By Alan Pitcaithley, practice management consultant arents will soon be legally their child’s first year. This will have an impact Written notice entitled to share statutory on employers and there are, therefore, precise To use these rights, eligible parents (Table leave following the birth procedures to be followed. 1) must give their employer proper written or adoption of a child. This The mother would normally be able to notice; in fact, three different notices. ‘shared parental leave’ will take up to 52 weeks’ maternity leave. Shared First, the mother must give notice to end apply to eligible parents of parental leave allows a mother to turn her her maternity leave and change over to shared Pbabies due, or children placed for adoption, maternity leave into shared parental leave. parental leave. Second, both parents must give on or after 5 April 2015. It allows employees The actual amount of shared parental leave their employers a notice of entitlement letter to break their absence from work into available depends on how much maternity that sets out their basic eligibility (Table 2). separate blocks and to share some of the leave is taken. Finally, each must provide a notice of leave leave with their spouse or partner. Potentially, Since a mother must take at least two letter that specifies the actual dates that the eligible parents, in the first year of a child’s weeks’ compulsory maternity leave following employee wishes to take as shared parental birth or adoption, will be able to dip in and the birth of their child, there could be up to leave. -
Statement of Gail Heriot
Peer-to-Peer Violence and Bullying 181 DISSENTING STATEMENT OF COMMISSIONER GAIL HERIOT, WITH WHICH COMMISSIONERS PETER KIRSANOW AND TODD GAZIANO CONCUR I. Background to the Report: A Twice-Told Tale Rather Than an Investigation This report has been a disappointment—though its shortcomings can in no way be attributed to our staff. The responsibility must lie with the Commission itself. Switching topics at the last possible moment made it impossible for the report to be anything but an uncritical re-telling of the positions of the Department of Education and the Department of Justice—along with a very brief nod to a few of the objections to those positions.1 Nothing that can be dignified with the term ―investigation‖ has occurred here. No useful new evidence is uncovered. No serious analysis has been engaged in.2 In the Commission‘s charter, Congress requires us to produce at least one report each year critiquing the manner in which a federal agency enforces civil rights laws.3 It is for that reason that the Commission is frequently referred to as a ―civil rights watchdog.‖4 Our job is to be fair and independent critics. 1 The brief discussion of the objections to the policy is contained almost exclusively in the last chapter of the report. 2 I agree with my colleagues Commissioners Todd Gaziano and Peter Kirsanow that none of the empirical studies on bullying cited in the report is relevant to the issues before the Commission. See Joint Dissent and Rebuttal of Commissioners Gaziano and Kirsanow. These studies do not show that the kind of bullying for which school districts can be held legally accountable for is widespread. -
Exploring Creative Class in the Canadian Periphery*
A Look beyond Metropolis: Exploring Creative Class in the Canadian Periphery* Andrey N. Petrov Department of Geography University of Toronto 100 St. George Street Toronto, ON M5S 3G3 Introduction In the last few years, Richard Florida’s creative class thesis (Florida 2002b), inspired the interest and criticism of scholars all across economic geography and regional science. Following Florida’s works, a number of studies developed his approach and placed his inquiry in a wider geographical context. It became almost conventional to cite the creative class among major drivers of regional develop- ment and to consider it as the key element of regional competitiveness. The ability of regions to attract the creative class through openness and diversity is widely perceived as a condition, underpinning innovative development and knowledge- based economic growth (Florida 2002a, 2002b; Florida and Gates 2001). Florida’s thesis found some support in empirical studies, which measured creativity and analyzed its effects on regional economic competitiveness (see Florida 2002a, 2002b; Gertler et al 2002). Although causal links of such effects largely remain unclear (Markusen 2006; Scott 2006), the notion of creativity has firmly become a part of the knowledge economy metatheory (Tremblay 2005). Substantial undertakings to analyze the creative class in Canada were accom- plished for the largest Canadian and Ontario cities, partially with Florida’s own participation (FCM 2002; Gertler et al 2002). This research generally supported the applicability of Florida’s approach to studying creative capital in different geographical settings. * I am grateful to Meric S. Gertler, Richard J. DiFrancesco and the anonymous reviewers for their comments on the earlier versions of this paper. -
A Creative Class Theory of City Sustainability Policies
A Creative Class Theory of City Sustainability Policies Jeffrey M. Berry Department of Political Science Tufts University Kent E. Portney Bush School of Government and Public Service Texas A&M University Paper prepared for delivery at the annual conference of the American Political Science Association, Philadelphia, PA, September 1-4, 2016. Corresponding author: [email protected] Abstract After decades of migration from central cities to suburbs, corporate America is reversing direction and returning in increasing numbers to downtown locations. There are surely many reasons that explain this trend but we begin by focusing on the workforce needs of firms in the modern economy. For those companies competing in knowledge-based industries, the young professionals they are trying to attract may have a strong preference for living in the city rather than in suburban or exurban locations. Part of the attraction to the city is surely related to an array of lifestyle choices, including a city’s disposition toward the environment. Here we look at the intersection of politics, economics, and demographic change and explore three possible (and not mutually exclusive) explanations of sustainable cities. First, we test Richard Florida’s creative class theory and ask if the size of the creative class is related to higher levels of prosperity in the city. Second, acknowledging the growing political liberalism of contemporary cities, we determine if sustainability policies similarly related to the size of the creative class, or are simply a function of aggregate political ideology. Third, we turn from issues of political ideology to mobilization by advocacy organizations, asking if interest group politics structures environmental policymaking. -
Why Creative Workers' Attitudes May Reinforce Social Inequality
This is a repository copy of ‘Culture is a meritocracy’: Why creative workers’ attitudes may reinforce social inequality. White Rose Research Online URL for this paper: http://eprints.whiterose.ac.uk/121610/ Version: Accepted Version Article: Taylor, M.R. orcid.org/0000-0001-5943-9796 and O'Brien, D. (2017) ‘Culture is a meritocracy’: Why creative workers’ attitudes may reinforce social inequality. Sociological Research Online. ISSN 1360-7804 https://doi.org/10.1177/1360780417726732 Reuse Items deposited in White Rose Research Online are protected by copyright, with all rights reserved unless indicated otherwise. They may be downloaded and/or printed for private study, or other acts as permitted by national copyright laws. The publisher or other rights holders may allow further reproduction and re-use of the full text version. This is indicated by the licence information on the White Rose Research Online record for the item. Takedown If you consider content in White Rose Research Online to be in breach of UK law, please notify us by emailing [email protected] including the URL of the record and the reason for the withdrawal request. [email protected] https://eprints.whiterose.ac.uk/ Culture is a meritocracy: Why Abstract The attitudes and values of cultural and creative workers are an important element of explaining current academic interest in inequality and culture. To date, quantitative approaches to this element of cultural and creative inequality has been overlooked, particularly in British research. This paper investigates the attitudes of those working in creative jobs with a unique dataset, a web survey of creative Using principal components analysis and regression, we have three main findings. -
The Rise of the Creative Class, Revisited
CULTURE The Rise of the Creative Class, Revisited Share on facebookShare on twitterShare on emailMore Sharing Services By Richard Florida, The Atlantic Cities June 25, 2012 | 3:53 p.m. The following is an abridged version of the preface to The Rise of the Creative Class, Revisited, out this month from Basic Books. It’s been ten years since I published – and a bit longer than that since I wrote – The Rise of the Creative Class. It would be an understatement to say that a lot has changed since then. We’ve see a whole series of world‐shattering events—from the collapse of the tech bubble and 9/11, to the economic and financial meltdown of 2008, any one of which might have been sufficient to derail or reverse the changes in America’s class structure and the economic cultural and social trends I described in that book. Instead, they have only become more deeply ensconced. At a time when the U.S. unemployment rate topped 10 percent, the rate of unemployment for the Creative Class did not hit even 5 percent. By late 2011, the social media site LinkedIn reported that the word most used by its members to describe themselves was ʺcreative.ʺ As TechCrunch put it: ʺIn a time of high unemployment, when traditional skills can be outsourced or automated, creative skills remain highly sought after and highly valuable. We all want to be part of the Creative Class of programmers, designers, and information workers. The term used to mean artists and writers. Today, it means job stability.ʺ The Creative Class has become truly global, numbering between one‐third to nearly one‐half of the workforce in the advanced nations of North America, Europe, Asia, and around the world. -
Short Work Break Reference Guide
Short Work Break Reference Guide What is Short Work Break (SWB)? Short Work Break is used to create a temporary halt to a job with the expectation that the employee will be returning into the same job. Putting a job in SWB stops pay on the job but allows employees to remain active in the payroll system. When do I use Short Work Break (SWB)? Academic jobs for certain quarters of the year (Lecturers, academic student employees, etc.) Floater employees during periods of inactivity (temp services) Staff Employee on Furlough (most commonly, partial-year career 10/12) DO NOT USE FOR GRADUATE STUDENT EMPLOYEES Important Note: Please refer to the Short Work Break Matrix for more details. UCI Short Work Break Matrix Features/Benefits of Short Work Break Considerations Don’t have to re-hire Minimal transaction Doesn’t have to go to path center (local process) Returning from SWB is simple process Units will continue to have visibility to employees, still on active HR status Needs monitoring, especially the return Have to return them before you can do anything else to them (e.g. have to return to terminate them) Length of SWB is pre-determined based on title code Benefits are halted during SWB Can change position funding during SWB Can still do retro transactions during SWB Assumptions Employee needs to be returning to the same job. UCI UCPATH - Training Last updated 9/11/2019 Short Work Break Reference Guide How to put an employee on Short Work Break Navigation: PeopleSoft Menu > UC Customizations > UC Extensions > PayPath Actions.