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Migration Model Description


  1. How does the closure of employer(s) (e.g. military bases in Germany) effect migration patters
  2. How do migration patterns change over time / generations
    1. with respect to skill acquisition


  1. person
  2. employers
  3. recruiters (find people to work)
  4. zone/country/area


  1. find job
  2. decide whether to migrate (based on attributes adjusted by other behaviours e.g. )
  3. decide whether to return
  4. get permission to work
  5. contact famility and friends (re-enforce relationships)
  6. visit relative
  7. claim benefit
  8. ask friends/family for support
  9. learn local language(s)
  10. learn local cultural norms
  11. send money 'home' (remittance)
  12. make new local relationships
  13. lifecycle
  14. learn new skills (i.e. relevant to migration target)

Attributes and parameters

  1. wealth (disposable income of person)
  2. wage (of job)
  3. geographical location (of employer)
  4. language (of person)
  5. culture (of person)
  6. institutional (of country)
  7. inconvenience of communication between relatives
  8. cost of living (in specific geographical location)
  9. relationships (e.g. ties to famility and friends) - use Dunbar number?
  10. religious affiliation
  11. time away from 'home'
  12. quality of life assessment
  13. gender
  14. experience of destination migration location
  15. strength of obligation to learn a language (pertaining to geographical location)
  16. cost of sending money (pertains to link between two locations)