The textile and clothing industry has become very competitive in the world over. There are many players in the industry. The most prominent player is China. Recent statistics reveal that China continue to be the world...The textile and clothing industry has become very competitive in the world over. There are many players in the industry. The most prominent player is China. Recent statistics reveal that China continue to be the world’s largest textile and clothing producer in 2016 (Textiles outlook, 2017). China’s major export markets are EU, USA and Japan. However, rising labour costs and production costs of China will shift production to lower cost suppliers. This will give South Asia and South-East Asia an opportunity to capitalize in their exports. The question is, can these regions in Asia take this challenge? To overcome the challenges, they must be ready with highly skilled manpower. The Tertiary and Vocational Educational Training system across Asian region must be geared to take this challenge of training the new recruits. Can these countries have adequate numbers of skilled, effective and experienced trainers to train the new recruits? Qualified trainers may be in short supply. Then, how quickly can these trainers be made available for training? Half-baked trainers would turn half-baked workers that will not give right condition to meet the future challenges. A recent study by the author has revealed that there are not enough qualified trainers to impart knowledge and skill for those in the textile and clothing industry in Sri Lanka. This can be the case across Asia. It is time that responsible professionals in the training industry should consider about trainers if they are to launch a massive skilling project to meet requirements of the textile/clothing industry. Skilling the trainers must be a priority. It will be interesting to note that there is a mismatch between trainees and training courses. Also, students are not attracted to training courses. So, there is a concern about who should be trained and are they available?展开更多
Objectives: The goals of this work were to critically explore the challenges faced by overseas nurses during their working careers in the UK, to critically explore the available support for overseas nurses, and to mak...Objectives: The goals of this work were to critically explore the challenges faced by overseas nurses during their working careers in the UK, to critically explore the available support for overseas nurses, and to make recommendations on how to minimize the effects of these challenges, as well as how to provide more support for overseas nurses during their working careers in the UK.Methods: A systematic and comprehensive literature review was conducted to explore the said objectives. A search was conducted in the Cumulative Index to Nursing and Allied Health Literature(CINAHL), Scopus, and Academic Search Complete databases for relevant research. Inclusion and exclusion criteria were used to select the included articles. A total of 8 studies including 6 qualitative studies,1 quantitative study, and 1 mixed-method study were selected for literature review. The validity and reliability of these 8 studies were analyzed by using 2 appraisal tools.Results: This review reveals 4 challenges, which overseas nurses experience in the past 15 years, including cultural differences,communication issues, unequal opportunities, and de-skilling. These challenges have a negative impact on overseas nurses' emotions and career development. The formal and informal supports are revealed in this review. Various supports can help overseas nurses to work better.Conclusions: This review reveals 4 challenges faced by overseas nurses, including cultural differences, communication issues,and unequal opportunities and de-skilling. These challenges naturally have a profound negative impact on the emotions and career development of overseas nurses. Additionally, the formal and informal support systems available to these nurses are reviewed. Various support systems can help overseas nurses work more effectively.展开更多
文摘The textile and clothing industry has become very competitive in the world over. There are many players in the industry. The most prominent player is China. Recent statistics reveal that China continue to be the world’s largest textile and clothing producer in 2016 (Textiles outlook, 2017). China’s major export markets are EU, USA and Japan. However, rising labour costs and production costs of China will shift production to lower cost suppliers. This will give South Asia and South-East Asia an opportunity to capitalize in their exports. The question is, can these regions in Asia take this challenge? To overcome the challenges, they must be ready with highly skilled manpower. The Tertiary and Vocational Educational Training system across Asian region must be geared to take this challenge of training the new recruits. Can these countries have adequate numbers of skilled, effective and experienced trainers to train the new recruits? Qualified trainers may be in short supply. Then, how quickly can these trainers be made available for training? Half-baked trainers would turn half-baked workers that will not give right condition to meet the future challenges. A recent study by the author has revealed that there are not enough qualified trainers to impart knowledge and skill for those in the textile and clothing industry in Sri Lanka. This can be the case across Asia. It is time that responsible professionals in the training industry should consider about trainers if they are to launch a massive skilling project to meet requirements of the textile/clothing industry. Skilling the trainers must be a priority. It will be interesting to note that there is a mismatch between trainees and training courses. Also, students are not attracted to training courses. So, there is a concern about who should be trained and are they available?
文摘Objectives: The goals of this work were to critically explore the challenges faced by overseas nurses during their working careers in the UK, to critically explore the available support for overseas nurses, and to make recommendations on how to minimize the effects of these challenges, as well as how to provide more support for overseas nurses during their working careers in the UK.Methods: A systematic and comprehensive literature review was conducted to explore the said objectives. A search was conducted in the Cumulative Index to Nursing and Allied Health Literature(CINAHL), Scopus, and Academic Search Complete databases for relevant research. Inclusion and exclusion criteria were used to select the included articles. A total of 8 studies including 6 qualitative studies,1 quantitative study, and 1 mixed-method study were selected for literature review. The validity and reliability of these 8 studies were analyzed by using 2 appraisal tools.Results: This review reveals 4 challenges, which overseas nurses experience in the past 15 years, including cultural differences,communication issues, unequal opportunities, and de-skilling. These challenges have a negative impact on overseas nurses' emotions and career development. The formal and informal supports are revealed in this review. Various supports can help overseas nurses to work better.Conclusions: This review reveals 4 challenges faced by overseas nurses, including cultural differences, communication issues,and unequal opportunities and de-skilling. These challenges naturally have a profound negative impact on the emotions and career development of overseas nurses. Additionally, the formal and informal support systems available to these nurses are reviewed. Various support systems can help overseas nurses work more effectively.
