Quality of work and employment in Europe - Foden (David)
Upcoming SlideShare
Loading in...5
×
 

Like this? Share it with your network

Share

Quality of work and employment in Europe - Foden (David)

on

  • 1,350 views

Quality of work in Europe : 2010 and beyond ?

Quality of work in Europe : 2010 and beyond ?

Statistics

Views

Total Views
1,350
Views on SlideShare
1,350
Embed Views
0

Actions

Likes
0
Downloads
12
Comments
0

0 Embeds 0

No embeds

Accessibility

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

Quality of work and employment in Europe - Foden (David) Presentation Transcript

  • 1. Quality of Work and Employment in Europe Working time and work-life balance in European companies
    • David Foden
    • Research Manager
    • Eurofound
    3 septembre 2008
  • 2. Some general info on the survey
    • Coverage:
    • - 15 ‘old’ MS of the European Union
    • - 6 NMS (Czech Republic, Cyprus, Latvia, Hungary, Poland and Slovenia)
    • Telephone interviews in over 21,000 workplaces
    • Establishments with 10 or more employees, across all economic sectors : random selection
    • personnel managers and – where available – employee representatives
    David Foden – Eurofound
  • 3. What do we want for work-life balance? David Foden – Eurofound
  • 4. Flexible time arrangements
    • Flexible working time arrangements exist in almost half ( 48% ) of companies with 10 or more employees in Europe
    • A larger proportion of companies in the services sector ( 50% ) than in industry ( 43% ) report the existence of some form of flexibility
    David Foden – Eurofound
  • 5. Flexi-time arrangements in Europe David Foden – Eurofound 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% CY PT EL HU BE SI IT ES NL LU FR ALL 21 DK DE AT CZ IE PL UK FI SE LV
  • 6. Flexible time arrangements
    • The two main reasons cited by managers for introducing flexible working arrangements were ‘enabling employees to better combine work and family (or personal) life’ ( 68% ) and ‘better adaptation of working hours to the establishment’s workload’ ( 47% )
    • Both managers and employee representatives report higher job satisfaction as the main outcome of the introduction of flexible working times, followed by a better adaptation of working hours to the workload
    David Foden – Eurofound
  • 7. The effects of flexitime David Foden – Eurofound
  • 8. David Foden – Eurofound
  • 9. Forms of part-time work David Foden – Eurofound
  • 10. Switching to part-time (skilled) 06/06/09
  • 11. Part-time work
    • A significant proportion of both employee representatives ( 41% ) and managers* ( 27% ) stated that working part-time had a negative impact on career prospects
    • * 34% of managers in establishments whre an employee representative was interviewed
    David Foden – Eurofound
  • 12. Career prospects of part-timers compared to full-timers with comparable qualifications 06/06/09
  • 13. Family-related leave
    • In half of all companies ( 51% ) in the survey, at least one employee has availed of parental leave in the three years preceding the interview
    • On average, 30% of the establishments with recent experience of parental leave reported that one or more male employees took parental leave
    David Foden – Eurofound
  • 14. Family-related leave
    • National systems/ culture : very important here
      • Possibility / length / generosity
    • Training programmes to facilitate the re-integration of employees returning to work after an extended period of leave are offered by about 22% of all companies
    06/06/09
  • 15. Companies in which fathers taking parental leave 06/06/09
  • 16. Long term leaves 06/06/09
  • 17. Retirement
    • Phased retirement schemes are offered in about 37% of companies in the survey
    • Phased retirement is more likely to be found in countries that have broad experience of part-time employment than in countries with little experience of such work
    • Early retirement schemes are more widespread: 48% of companies surveyed offer this
    • The incidence of early retirement is particularly high
      • in the education sector ( 72% of establishments),
      • in financial intermediation ( 63% ) and
      • healthcare ( 61% )
    David Foden – Eurofound
  • 18. Typology of working time flexibility David Foden – Eurofound Type of WT-flexibility % of organisations 14% 22% 18% 7% 18% 21% Indicators             part-time workers (>20%) + + + + - - irregular hours - + - + - flexible working hours (>20%) + - + - - overtime (>20%) + + - + - parental leave + + - - - - long-term leave available + + + - - - early retirement option + + + - - - facilities for work-life balance + + + + - - flexible contracts + + - - - See also Table A in handout
  • 19. High flexibility, worker oriented David Foden – Eurofound
  • 20. High flexibility, firm oriented David Foden – Eurofound
  • 21. Intermediate flexibility: life-course David Foden – Eurofound
  • 22. Intermediate flexibility: day-to-day David Foden – Eurofound
  • 23. Intermediate flexibility: overtime David Foden – Eurofound
  • 24. low flexibility David Foden – Eurofound
  • 25. Distribution of company types within industry and services David Foden – Eurofound
  • 26. Distribution of company types within private and public sector David Foden – Eurofound
  • 27. Relation of WT flexibility to firm’s performance David Foden – Eurofound High Intermediate Low worker-oriented firm-oriented life-course day-to-day overtime Economic situation very good 16% + - Personnel size increased 34% + + - - - Problems finding skilled staff 35% + - + - Problems retaining staff 9% + - Low motivation of staff 16% + - - + - Social climate very strained 4% + Work-life balance very difficult 6% + - +
  • 28. Summing up
    • Based on observed practices in ESWT: 6 types of firms regarding WT-flexibility
    • Typology is more subtle than ‘more vs. less flexible’  working time flexibility is not a 1-dimensional concept
    • Substantial variation within and between countries
    • No strong relation between high flexibility and ‘performance’ differences between types of flexibility at least as important
    David Foden – Eurofound
  • 29. Further information
    • European Foundation website www.eurofound.eu.int
    • Company survey page http://www.eurofound.eu.int/areas/worklifebalance/eswt.htm
    • Publications http://www.eurofound.eu.int/publications/index.htm
    • Or email Camilla Gallo da bino: gdb@eurofound.eu.int
    David Foden – Eurofound