Career Mobility
Vocational Guidance
Mentors
Students, Medical
Aspirations (Psychology)
Fellowships and Scholarships
Faculty, Medical
Personnel Selection
Training Support
Medicine
Internship and Residency
Education, Medical, Graduate
Electrophoretic Mobility Shift Assay
Social Mobility
Education, Graduate
High Mobility Group Proteins
Education, Medical, Undergraduate
General Surgery
Attitude of Health Personnel
Professional Practice Location
Questionnaires
Staff Development
Job Application
Biomedical Research
Professional Autonomy
Health Occupations
The career outcomes for doctors completing general practice vocational training 1990-1995. (1/317)
BACKGROUND: While much has been published about the career outcomes of doctors who completed general practice vocational training prior to 1990, no evidence is currently available about those who have qualified since that time. AIM: To obtain information about the career paths of doctors who had completed general practice vocational training since 1990, and to compare the results with previously published data. METHOD: Postal questionnaire survey of all doctors completing vocational training during the period 1990-1995 in three regions of the United Kingdom. The study examined current work status, career path since completion of training, desire for and experience of part-time training, degree of difficulty in choosing and following a career, and the degree to which certain factors impeded career choice. RESULTS: The overall response rate was 64.8%, although there was a significant difference between the response rates for men and women. While virtually all responders were employed, with the majority working in general practice, women were significantly less likely than men to be working as principals in general practice, for all cohorts. These results were very similar to those cohorts described in earlier studies. The career paths of doctors only became stable after about four years. Of those working in general practice, about 20% found it difficult to choose their career, and about 10% found it difficult to follow their career. Out-of-hours work was the major factor impeding career choice. CONCLUSION: Although they are taking longer to reach, the final career destinations of doctors completing vocational training since 1990 are no different from those of earlier cohorts. (+info)Library residencies and internships as indicators of success: evidence from three programs. (2/317)
This paper discusses post-master's degree internships in three very different organizations; the University of Illinois at Chicago, the National Library of Medicine, and the Library of Congress. It discusses the internships using several questions. Do the programs serve as a recruitment strategy? Do the programs develop key competencies needed by the participant or organization? Do the programs develop leaders and managers? Is acceptance into a program an indicator of future career success? A survey was mailed to 520 persons who had completed internships in one of the three programs. There was a 49.8% response rate. Responses to fifty-four questions were tabulated and analyzed for each program and for the total group. The results confirm the value of internships to the career of participants. (+info)Human resource development: the management, planning and training of health personnel. (3/317)
The morale of health personnel is fast becoming the major factor affecting both the sustainability and the quality of health care world-wide. Low morale mirrors problems ranging from declining balance of payments allocation to GNP, and a lack of support for the health system from the very top down to the rigid application of national pay, grading and career structures, and the stress of not being able to do the job properly. While many of these and other problems have been voiced again and again in the press and in the academic literature, much of the work on health manpower development has focused on the planning and production of personnel. This has been with the aim of producing specific categories of better-trained health workers with relevant qualifications, resulting in a heavy emphasis on a quantitative output. In this paper it is argued that the management of health personnel, the qualitative aspect of staff development, has been relatively neglected. Unless and until the management of human resource development receives the attention it needs, seeds of discontent, disillusion and dissatisfaction will ultimately lead to national health services losing their competitiveness as employers. The sustainability and quality of health programmes will then be in even greater jeopardy than they are at present. The planning, production and management components of health manpower development have developed haphazardly as verticle activities. A new term such as 'human resource development; the management of health personnel' might help ensure the concept of an integrated process contingent on economic, political, organizational and other important circumstances. (+info)Determinants of career structure and advancement among Italian cardiologists. An example of segregation and discrimination against women? SCIC Group. Studio Condizione Italiana Cardiologi. (4/317)
AIMS: The aim of this study was to analyse the processes through which job, career and research-related choices are determined in Italian cardiology, focusing on characteristics such as productivity, gender and family. METHODS AND RESULTS: In June 1996, a questionnaire surveying individual and career-related data was mailed to all members (8000) of the Italian societies of cardiology. Returned questionnaires numbered 1715 (21.4% of the total mailed), 83% were completed by men and 17% by women. For both hospital and academic careers, advancement in rank was influenced by variables denoting productivity, family and individual characteristics. However, men and women showed slightly different patterns. CONCLUSIONS: Promotion to the upper ranks of the hierarchy was highly dependent upon time (once the effects of the covariates were eliminated). This situation is typical of the internal labour market, that is, in institutions in which staff members are ranked on a hierarchical scale according to formal criteria that are 'rigid' and institutionalized, partially sheltered from competition. Therefore, once a member has gained access to the bottom of the hierarchy, the professional career is 'pre-determined' and seniority has an appreciable influence on promotion decisions; in this context, women appear to be at a disadvantage. (+info)Women physicians in academic medicine: new insights from cohort studies. (5/317)
BACKGROUND: I conducted a study to determine whether women who graduate from medical schools are more or less likely than their male counterparts to pursue full-time careers in academic medicine and to advance to the senior ranks of medical school faculties. METHODS: The rates of advancement to the ranks of assistant, associate, and full professor for all U.S. medical school graduates from 1979 through 1993 and for all members of U.S. medical school faculties from 1979 through 1997 were studied. Cohorts were defined on the basis of the year of graduation from medical school, track (tenure or nontenure), and academic department. Within each cohort, the number of women who advanced to a senior rank was compared with the number that would be expected on the basis of parity between men and women, and 95 percent confidence intervals were calculated. RESULTS: Women were significantly more likely than men to pursue an academic career. During the study period, 634 more women became faculty members than expected. The numbers were higher in the older cohorts than in the younger cohorts. The numbers of women who advanced to the ranks of associate and full professor were significantly lower than the expected numbers. This was true for both tenure and nontenure tracks, even after adjustment for the department. A total of 334 fewer women advanced to associate professor than expected, and 44 fewer women advanced to full professor than expected. CONCLUSIONS: Disparities persist in the advancement of men and women on medical school faculties. However, the numbers of women physicians at all levels of academic medicine are increasing. (+info)Women in hospital medicine in the United Kingdom: glass ceiling, preference, prejudice or cohort effect? (6/317)
OBJECTIVE: To assess from official statistics whether there is evidence that the careers of women doctors in hospitals do not progress in the same way as those of men. DESIGN: The proportions of female hospital doctors overall (1963-96), and in the specialties of medicine, surgery, obstetrics and gynaecology, pathology, radiology/radiotherapy, anaesthetics and psychiatry (1974-1996) were examined. Additionally data were examined on career preferences and intentions from pre-registration house officers, final year medical students, and medical school applicants (1966-1991). ANALYSIS: Data were analysed according to cohort of entry to medical school to assess the extent of disproportionate promotion. RESULTS: The proportion of women in hospital career posts was largely explained by the rapidly increasing proportion of women entering medical school during the past three decades. In general there was little evidence for disproportionate promotion of women in hospital careers, although in surgery, hospital medicine and obstetrics and gynaecology, fewer women seemed to progress beyond the SHO grade, and in anaesthetics there were deficits of women at each career stage. Analyses of career preferences and intentions suggest that disproportionate promotion cannot readily be explained as differential choice by women. CONCLUSIONS: Although there is no evidence as such of a "glass ceiling" for women doctors in hospital careers, and the current paucity of women consultants primarily reflects historical trends in the numbers of women entering medical school, there is evidence in some cases of disproportionate promotion that is best interpreted as direct or indirect discrimination. (+info)Doctors who kill themselves: a study of the methods used for suicide. (7/317)
Medical practitioners have a relatively high rate of suicide. Death entry data for doctors who died by suicide or undetermined cause between 1979 and 1995 in England and Wales were used to compare methods used for suicide by doctors with those used by the general population. Methods used were analysed according to gender, occupational status and speciality, to assess the extent to which access to dangerous means influences the pattern of suicide. Self-poisoning with drugs was more common in the doctors than in general population suicides (57% vs. 26.6%; OR=3.65, 95% CI 2.85-4. 68), including in retired doctors. Barbiturates were the most frequent drugs used. Half of the anaesthetists who died used anaesthetic agents. Self-cutting was also more frequently used as a method of suicide. The finding that the greater proportion of suicide deaths in doctors were by self-poisoning may reflect the fact that doctors have ready access to drugs, and have knowledge of which drugs and doses are likely to cause death. The specific finding that a large proportion of suicides in anaesthetists involved anaesthetic agents supports this explanation. Availability of method may be a factor contributing to the relatively high suicide rate of doctors. This fact might influence clinical management of doctors who are known to be depressed or suicidal. (+info)Recruitment and retention of general practitioners in the UK: what are the problems and solutions? (8/317)
Recruitment and retention of general practitioners (GPs) has become an issue of major concern in recent years. However, much of the evidence is anecdotal and some commentators continue to question the scale of workforce problems. Hence, there is a need to establish a clear picture of those instabilities (i.e. imbalances between demand and supply) that do exist in the GP labour market in the UK. Based on a review of the published literature, we identify problems that stem from: (i) the changing social composition of the workforce and the fact that a large proportion of qualified GPs are significantly underutilized within traditional career structures; and (ii) the considerable differences in the ability of local areas to match labour demand and supply. We argue that one way to address these problems would be to encourage greater flexibility in a number of areas highlighted in the literature: (i) time commitment across the working day and week; (ii) long-term career paths; (iii) training and education; and (iv) remuneration and contract conditions. Overall, although the evidence suggests that the predicted 'crisis' has not yet occurred in the GP labour market as a whole, there is no room for lack of imagination in planning terms. Workforce planners continue to emphasize national changes to the medical school intake as the means to balance labour demand and supply between the specialities; however, better retention and deployment of existing GP labour would arguably produce more effective supply-side solutions. In this context, current policy and practice developments (e.g. Primary Care Groups and Primary Care Act Pilot Sites) offer a unique learning base upon which to move forward. (+info)Mobility limitations can have a significant impact on an individual's quality of life, affecting their ability to perform daily activities such as bathing, dressing, grooming, cooking, and cleaning, as well as their ability to participate in social and recreational activities. They may also limit a person's access to healthcare services, education, employment, and other resources.
There are several types of mobility limitations, including:
1. Physical mobility limitation: resulting from physical disabilities or injuries that affect the musculoskeletal system, such as paralysis, amputations, or muscular dystrophy.
2. Cognitive mobility limitation: resulting from cognitive impairments such as dementia, Alzheimer's disease, or traumatic brain injury.
3. Environmental mobility limitation: resulting from environmental barriers such as stairs, uneven terrain, or lack of accessibility features in buildings and public spaces.
4. Technological mobility limitation: resulting from the lack of accessible transportation options, such as inadequate public transportation or the absence of wheelchair-accessible vehicles.
Assessing mobility limitations involves a comprehensive evaluation of an individual's physical, cognitive, and environmental factors to identify any barriers to movement and develop strategies for improving mobility and independence. This may involve working with healthcare professionals such as physicians, occupational therapists, and rehabilitation specialists to create a personalized treatment plan that addresses the individual's specific needs and goals.
Overall, addressing mobility limitations is essential for promoting health equity, improving quality of life, and enabling individuals with disabilities or chronic conditions to participate fully in their communities. By recognizing and addressing the various factors that contribute to mobility limitations, we can help create a more inclusive and accessible society for all.
Socioeconomic mobility in the United States
Horizontal mobility
Geographic mobility
Economic mobility
Career ladder
Fredrik Elfving
Joseph Majdalani
Yulia Kovas
Jutta Allmendinger
Career
John F. Regni
Arne L. Kalleberg
Jahidi White
Bill Thornton
Barbara Reagan
Bonnielin Swenor
Expatriate
European Society of Clinical Microbiology and Infectious Diseases
Steve Granick
Barriers to exit
Nils Poppe
Jean-Luc Cerdin
David J. Campanale
Pramod Maheshwari
Min-Zhan Lu
Tempe, Arizona
Dan Meuser
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Tranquillo Barnetta
Karl Gunnar Persson
Sarah Stewart (basketball)
Ferrie Bodde
Imperial examination
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Dagongmei
Blackburn Buccaneer
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Emma Kaye
Phillip Ervin
Namibian Army
Nima Sanandaji
Prostitution
University of North Carolina at Charlotte
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Islam in India
Education in Austria
Nicholas Watson (academic)
List of Metal Gear characters
Legionary
Walter Cunningham Hume
Virgin Plus
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Preclassic Period in Belize
SAT
Center on Education and the Workforce
Economy of Hungary
Oaxaca en la historia y en el mito
Baldomero Espartero
Browsing EB136 by Subject "Career Mobility"
Career in electric mobility
What it's like to work here
Career Mobility Office » GOT-IT » Agency Search
Careers | QOOB Mobility HUB
Dual Bachelor in Law and Economics | UC3M
Career Advancement and Internal Mobility | Careers at Columbia
Wireless Headset Adapter adds mobility to VoIP phones.
About the Doctoral Schools - Doctoral Schools - Ghent University
Category: Career Mobility - In Search of the Fun-Forever Job
Randal Tillery
Hong Kong
Robert H. Topel | RAND
About Mobility - Deutsche Leasing Mobility Business Segment
Internal Talent Mobility Platform - Opportunity Marketplace | iCIMS
AAR Receives $24 Million in Contracts for Specialized Mobility Shelters | AAR Corporate
Dominique Aman: Growing and learning through varied experiences within Macquarie Capital | Macquarie Group
Statement on 2013 state budget (June 1, 2013) | Michigan State University
Apply now: Drive Your Career Forward at Volkswagen Group
Mobility hubs are on the way
Expanding Choice: Practical Strategies for Building a Successful Housing Mobility Program | Urban Institute
Dow announces global capacity expansion in response to growing demand for mobility technologies - Wayne Careers
Dow announces global capacity expansion in response to growing demand for mobility technologies - Troy Careers
Free2move Becomes a World Leader in Mobility with Acquisition of Share Now - Rapid City Careers
January 27th@Centennial Clock Tower Memorial Hall】L-INSIGHT Career Program Global Mobility for Early Career Researchers in Post...
The future of Japan's mobility trends | McKinsey
Older Drivers at Work | NIOSH | CDC
Tata Motors Ushers In A New Wave Of E-mobility In India, Launches Nexon EV
20191
- The mobility provider was founded in 2019 as a joint venture between BMW Group and Mercedes-Benz Mobility AG. (rapidcitycareers.com)
20181
- Frank Hägele and Dr Hubertus Mersmann have been heading the Mobility business segment of Deutsche Leasing since 2018 and, together with their teams, have been developing key future mobility topics into practical solutions for the fleet. (deutsche-leasing.com)
20222
- Midland, Mich., - March 30, 2022 - As the mobility and transportation industry continues to transform and grow, Dow (NYSE: DOW) continues to invest in increasing global supply capabilities and reliability for its customers, enabling the development of smarter, safer, and more sustainable technologies. (waynecareers.com)
- In 2022, The Company will engage in a number of key growth capital projects benefitting the mobility and transportation market. (waynecareers.com)
Reinvent1
- Relying on data and technology, Free2move puts the customer experience at the heart of the business to reinvent mobility. (rapidcitycareers.com)
Centers1
- AAR Mobility Systems will manufacture the shelters at its production facility in Cadillac, Mich., and AAR's manufacturing centers in Goldsboro, N.C., and Sacramento, Calif. Deliveries are scheduled over the next 12-18 months. (aarcorp.com)
Talent mobility2
- Research, tools, events & more to improve frontline talent mobility. (pathstream.com)
- Improve employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace. (icims.com)
Retention2
- The latest news, stories, and insights on career navigation and frontline retention. (pathstream.com)
- This article contributes to the understanding of career mobility as a determinant of the retention of rural health professionals. (bvsalud.org)
Diversity1
- Powered by our diversity, we lead the way the world moves - aspiring to become the greatest sustainable mobility tech company, not the biggest, while creating added value for all stakeholders as well as the communities in which it operates. (rapidcitycareers.com)
Contributes1
- SHARE NOW offers a sustainable solution for urban mobility and, as part of the mobility offer, contributes significantly to relieving traffic congestion in cities. (rapidcitycareers.com)
Tasks2
- Electric mobility changes essential structures and tasks regarding your fleet. (deutsche-leasing.com)
- Boring, repetitive tasks performed with postural constraints or limited mobility can lead to higher noradrenaline output and impaired health. (cdc.gov)
Explore1
- Visit Career Services by your 20th credit hour to explore career opportunities associated with this degree. (tulsacc.edu)
Hubs2
- With this acquisition, Free2move continues its aggressive growth plan as a worldwide mobility leader and expanding its mobility hubs concept to 14 new cities. (rapidcitycareers.com)
- With this acquisition, Free2move expands its reach now to 32 European and U.S. mobility hubs. (rapidcitycareers.com)
Movilidad2
- How a protean career personality and attitude shapes international mobility and entrepreneurial intentions (Movilidad de carrera en jóvenes profesionales. (bvsalud.org)
- Movilidad creciente o decreciente en una profesión o cambio de un trabajo a otro. (bvsalud.org)
Tracks2
- Visit the PhD career hub to find out about career tracks for PhDs, learning and development opportunities and how to apply for jobs. (ugent.be)
- This degree map provides you with the semester-by-semester course sequencing for both the Traditional and Career Mobility Tracks. (tulsacc.edu)
Services4
- In this role Hoferer will oversee the Company's Maintenance, Repair, and Overhaul (MRO) Services and Mobility Systems operations. (aarcorp.com)
- Free2move is a worldwide mobility player for B2B and B2C customers with a fleet of more than 450,000 cars offering rental, car sharing and subscription services, and a network of more than 500,000 parking places. (rapidcitycareers.com)
- At the same time, major infrastructure investment has made public transportation more accessible and convenient, while new mobility services and solutions like car sharing are being introduced- although still unfamiliar to many Chinese consumers. (bain.com)
- Ray Tsang, a partner in Bain's Industrial Goods & Services practice, discusses how deteriorating driving conditions and high costs are prompting some car owners in China to reassess their mobility options. (bain.com)
Development3
- Continuing education of health personnel as a factor in career development : report on a WHO working group, Budapest, 31 October - 2 November. (who.int)
- A strong follow-up on the public's stated determination to use car rentals, car sharing and public transportation will remain an important factor in the development of new mobility solutions. (bain.com)
- A total development of human resources for 2021, ETR was renamed as the Learning of 254 Early Career and Visiting Scien- cancer research worldwide and has also and Capacity-Building Branch. (who.int)
Increasingly2
- We will keep moving forward together to meet our customers' expectations for increasingly sustainable, innovative and flexible mobility. (rapidcitycareers.com)
- As rapid urbanization transforms China's urban mobility landscape, car owners are increasingly forced to contend with deteriorating driving conditions and tighter regulations, making car ownership in these large urban areas more expensive and less convenient and safe-hence, less attractive. (bain.com)
Global6
- Combine global opportunity with flexible working and mobility options because when you're at your best, we're at ours. (ey.com)
- AAR Mobility Systems is a leading global supplier of rapid deployment equipment and mobile tactical shelters designed to transport troops and equipment into theaters of operation and sustain in-theater activity. (aarcorp.com)
- The mobility and transportation industry is undergoing its biggest evolution in more than 100 years, and we're proud to play a role in driving the industry forward through our materials science expertise," said Jeroen Bello, global marketing director for mobility and transportation, Dow Consumer Solutions. (waynecareers.com)
- Dow recently completed a round of capital investments in 2021 that spanned three continents - North America, Asia and Europe - and was implemented to address growing global market demands for novel technologies within the mobility and transportation industry. (waynecareers.com)
- Free2move is the only global mobility brand offering a complete and unique ecosystem for its private and professional customers around the world. (rapidcitycareers.com)
- Journal of Global Mobility, 6 (1), 102-122. (bvsalud.org)
Urban3
- The current mobility pattern of midwives and obstetric nurses that brings them from rural to urban areas and towards a civil servant status in CSRef shows that it is not likely to increase their numbers in the short term in places where qualified midwives are most needed. (bvsalud.org)
- What China's urban consumers today value most is safe, on-time, flexible and reliable mobility. (bain.com)
- Changing trends in China's urban mobility present a challenge for creating new mobility solutions while also protecting China's automotive business. (bain.com)
Work3
- We are always on the lookout for clever minds who want to work with us to revolutionise the mobility sector. (mobilityhouse.com)
- The purpose of this study was to map the mobility of midwives and obstetric nurses during their work lives, in order to better understand their career paths and the role that working in rural areas plays . (bvsalud.org)
- IARC Quality of Work Life initiative Career Compass follow-up webinar member and supervisor: being on the (Figure 1). (who.int)
Support4
- We support your career trajectory and foster internal mobility to ensure your continued satisfaction and growth as a valued member of our community through job enrichment, promotions, and opportunities across our schools and departments. (columbia.edu)
- WOOD DALE, Ill., /PRNewswire-FirstCall/ -- AAR CORP. (NYSE: AIR) announced today that it has been awarded $24 million in contracts for mobility shelters to support various defense customers including the U.S. Army, U.S. Marine Corps and the Michigan National Guard. (aarcorp.com)
- AAR is proud to support our defense customers with products that meet a wide range of mobility requirements in a variety of dynamic tactical environments," said Terry Stinson, Group Vice President of AAR's Structures & Systems segment. (aarcorp.com)
- All capacity expansions being made for this market are aligned with Dow's MobilityScience™ platform, which is designed to use the full power of Dow's portfolio of silicones, polyolefins, polyurethanes, acrylics, and specialty technologies to support the future of mobility. (waynecareers.com)
Future4
- We are future proofing e-mobility. (mobilityhouse.com)
- The Mobility House is a dynamic company in the future-oriented market of electric mobility. (mobilityhouse.com)
- We accompany you on the way to future mobility solutions and advise you on current investment decisions concerning your vehicle fleet. (deutsche-leasing.com)
- Meet our Head of Mobility helping build the future of Uber. (uber.com)
Office2
- Suitable for companies of all sizes, the adapter provides professionals using VoIP telephony systems with increased office mobility. (thomasnet.com)
- Randal Tillery is Director of Postsecondary Pathways and Career Mobility with Innovations Studies and works in our Alameda office. (wested.org)
Company1
- These tech skills will further our careers at our company. (pathstream.com)
Internal1
- Solutions used by leading insurance companies to power internal mobility. (pathstream.com)
Business1
- Attract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement. (icims.com)
Customers3
- Combining our wireless headsets with snom's Wireless Headset Adapter enhances the value of VoIP communications for customers with hands-free mobility and the industry's best combination of audio, style and comfort. (thomasnet.com)
- As one of the largest German leasing companies, we are an experienced partner for the mobility needs of corporate and commercial customers. (deutsche-leasing.com)
- Dow's portfolio of plastics, industrial intermediates, coatings and silicones businesses delivers a broad range of differentiated, science-based products and solutions for its customers in high-growth market segments, such as packaging, infrastructure, mobility and consumer applications. (waynecareers.com)
Offer1
- Whether you want to gain practical experience or are looking for new challenges, we can offer you a path no matter what phase of your career you're in. (mobilityhouse.com)
Fleet1
- For over 50 years we have been giving your fleet a tail wind - and supporting you in conceiving mobility in a contemporary way. (deutsche-leasing.com)
Opportunities3
- As you grow and develop here, you'll discover opportunities to help customise your career journey, so that it's as unique as you are. (ey.com)
- Columbia University offers you opportunities to develop and grow professionally, advance your skills, and expand your career prospects. (columbia.edu)
- Education and Training Group (ETR) referred to as Early Career and Visiting coordinates the Agency's activities in Scientists) opportunities to receive train- these areas, many initiatives are led by ing at IARC by participating in collabo- the research Groups. (who.int)
Care2
- We take care of your mobility. (deutsche-leasing.com)
- Career mobility of maternal care providers in Mali: a mixed method study on midwives and obstetric nurses. (bvsalud.org)
Market1
- Free2move and Share Now are very complementary and our joint expertise now grants us the savoir-faire to truly innovate in the worldwide mobility market. (rapidcitycareers.com)
Program1
- Drawing on the best available research and model programs from across the country, this toolkit provides practical advice on how to plan and implement a housing mobility program to overcome these challenges. (urban.org)
Concept1
- The concept of a boundaryless career refers to the different degrees of physical and psychological mobility an individual faces throughout successive employment situations. (bvsalud.org)
Electric1
- Electric mobility intelligently thought out - that's Smart Charging. (mobilityhouse.com)
Jobs1
- Are you thinking about a career in academia or are you considering jobs outside of academia but don't know where to start? (ugent.be)
Develop1
- China also offers OEMs a unique opportunity to develop mobility solutions tailored specifically to China's situation. (bain.com)
Reliable1
- As a competent and reliable partner for mobility, we are also at your side during this change. (deutsche-leasing.com)
Public1
- They also cited improved public transportation, taxi availability, car rental accessibility and the emergence of new mobility solutions as contributing factors in their willingness to give up their cars. (bain.com)
Section1
- For the Certificate with the focus area "Mobility" at least one intercultural training has to be attended and 18 Internationalisierungspunkte (IP) from at least two different areas of the Intercultural Engagement section have to be collected. (uni-goettingen.de)
Greatest1
- Among these, Status Seekers, Smart Travelers and Switchers expressed the greatest interest in new mobility, while Economic Travelers, the Car Averse and Convenience-focused expressed the least interest in new solutions such as car sharing and rental models. (bain.com)