This document discusses quality of work and employment in Europe and ongoing changes and future challenges. It provides an overview of key factors that influence quality of work such as skills development, health and well-being, work-life balance, and changing employment patterns. It also summarizes data from the European Working Conditions Survey on topics like computer use, work intensity, working time flexibility and differences between men and women.
This document analyzes employment programs for people with disabilities in Canada. It identifies several effective practices: programs that focus on individualized, holistic planning; build self-confidence; and help clients achieve a good fit between their skills and available jobs. It also discusses the importance of overcoming barriers through workplace supports, employer education, and improving access to education and training.
eZ Netflow is a web-based solution that allows teams to streamline business process outsourcing both internally and externally. It outlines a three step process for BPO success: design your business process, run your business process, and monitor your business process. The solution provides tools for business process modeling, design, workflow management, dashboards, reporting, and activity monitoring.
Detalii produs
Concasorul cu bila este larg utilizat in liniile de productie a materialelor pe baza de pulbere, inclusiv ciment, silicat, materiale refractare, ingrasamant, minereuri metale feroase si neferoase, sticla ceramica, etc.
Poate slefui diferite minereuri si alte materiale de tip uscat si umed.
Exista doua tipuri de moara cu bile, de tip grilaj si overfall din cauza unor moduri diverse de descarcare a materialului.
Model: 2200 × 5500
Greutate minge (t): 30
Dimensiune incarcare(mm): 25
Dimensiune descarcare(mm) :0.075-0 .4
Capacite (t / h) :10-22
Putere (kW): 370
El documento describe un caso de fraude en el sistema de desempleo en el que el alcalde certificaba jornales falsos para que los residentes pudieran acceder a los subsidios de desempleo, a pesar de que no habían realizado trabajo real para el ayuntamiento. Se enumeran 4 casos específicos de residentes a los que se les certificaron jornales falsos, lo que les permitió recibir subsidios de desempleo a los que no tenían derecho real. El documento proporciona detalles sobre las fechas y cantidades falsamente certificadas
This document analyzes employment programs for people with disabilities in Canada. It identifies several effective practices: programs that focus on individualized, holistic planning; build self-confidence; and help clients achieve a good fit between their skills and available jobs. It also discusses the importance of overcoming barriers through workplace supports, employer education, and improving access to education and training.
eZ Netflow is a web-based solution that allows teams to streamline business process outsourcing both internally and externally. It outlines a three step process for BPO success: design your business process, run your business process, and monitor your business process. The solution provides tools for business process modeling, design, workflow management, dashboards, reporting, and activity monitoring.
Detalii produs
Concasorul cu bila este larg utilizat in liniile de productie a materialelor pe baza de pulbere, inclusiv ciment, silicat, materiale refractare, ingrasamant, minereuri metale feroase si neferoase, sticla ceramica, etc.
Poate slefui diferite minereuri si alte materiale de tip uscat si umed.
Exista doua tipuri de moara cu bile, de tip grilaj si overfall din cauza unor moduri diverse de descarcare a materialului.
Model: 2200 × 5500
Greutate minge (t): 30
Dimensiune incarcare(mm): 25
Dimensiune descarcare(mm) :0.075-0 .4
Capacite (t / h) :10-22
Putere (kW): 370
El documento describe un caso de fraude en el sistema de desempleo en el que el alcalde certificaba jornales falsos para que los residentes pudieran acceder a los subsidios de desempleo, a pesar de que no habían realizado trabajo real para el ayuntamiento. Se enumeran 4 casos específicos de residentes a los que se les certificaron jornales falsos, lo que les permitió recibir subsidios de desempleo a los que no tenían derecho real. El documento proporciona detalles sobre las fechas y cantidades falsamente certificadas
Presentation by Anna Kiersztyn (University of Warsaw, Institute of Sociology) on the occasion of the EESC LMO conference on "Typical and atypical work contracts - advantages and disadvantages from the labour market perspective" in Warsaw, Poland, on 8/9 April 2013.
“Job Quality, Labour Market Performance and Well-Being”_Parent thirionStatsCommunications
The document discusses the relationship between job quality, working conditions, and worker well-being. It provides empirical evidence that higher job quality is associated with better worker well-being. Job quality is influenced by multiple factors like the work environment, organization, and life stage of the worker. While job quality has improved in some areas over time, issues remain regarding the capacity for further change and the role of work organization. Addressing job quality requires a multifaceted policy approach that considers different worker groups and governance levels within companies.
The document profiles Portugal and discusses trends regarding women in leadership positions. It finds that while women make up over half of university students, they hold significantly fewer leadership roles in both public and private sectors. For example, women account for only 8.7% of managers and 4.9% of board members in the largest 50 companies. Researchers agree that despite higher qualifications, women have lower positions than men. The document concludes by noting the "glass ceiling" phenomenon also limits women in political decision-making and calls for action to change the status quo.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the considerable extent to which demographic changes over the last 30 years contribute to the decline of unemployment rate. Our findings have important policy implications given the expected aging of the working population in Europe. Furthermore, lowering inflation volatility is less costly in terms of higher unemployment volatility. It suggests that optimal monetary policy is more hawkish in the older society. Our results hint also at a partial reversal of the European-US
unemployment puzzle due to the fact that in the US the share of young workers is expected to remain robust.
This document discusses factors that influence the attractiveness and sustainability of jobs. It summarizes findings from the European Working Conditions Survey on different dimensions of job quality including employment security, health and well-being, skills development, and work-life balance. Key determinants of sustainable work mentioned are job autonomy, work intensity, work-life balance, cognitive job content, social support, and intrinsic rewards. However, exposure to risks, job insecurity, and violence/harassment are linked to lower sustainability. The document also includes charts on the percentage of workers able to work until age 60 across European countries and levels of worker involvement in improving work organization.
Pay is very important to employees and their job decisions. Around half of UK employees report being satisfied with their pay. However, satisfaction with pay rises has remained relatively stable despite real earnings falling. Employees have subdued short-term expectations for pay increases in the coming year. Compared to other European countries, UK employees report relatively high satisfaction with pay levels, possibly because they feel relatively well paid for their work.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large New Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economies, we use this model to provide comparative statics across past and contemporaneous age structures of the working population. Thus, we quantify the extent to which the response of labor markets to adverse TFP shocks and monetary policy shocks becomes muted with the aging of the working population. Our findings have important policy implications for European labor markets and beyond. For example, the working population is expected to further age in Europe, whereas the share of young workers will remain robust in the US. Our results suggest a partial reversal of the European-US unemployment puzzle. Furthermore, with the aging population, lowering inflation volatility is less costly in terms of higher unemployment volatility. It suggests that optimal monetary policy should be more hawkish in the older society.
This document discusses age management challenges for Albanian enterprises. It provides context on Albania's aging workforce and low labor force participation rates for older workers age 55-64, at around 48% in 2008. Reasons cited for the extremely low participation of older workers in Albania include the negative impacts of the country's transition period in the 1990s from a socialist to market economy, which led to high unemployment, as well as perceived lack of flexibility, initiative, language skills, and adaptability among older workers. The document then examines age management practices in Albanian enterprises, finding that while companies are familiar with the concept, only a few with well-defined personnel policies have made efforts to retain older employees.
This document discusses age management challenges for Albanian enterprises. It provides context on Albania's aging workforce and low labor force participation rates for older workers age 55-64, at around 48% in 2008. Reasons cited for the extremely low participation of older workers in Albania include the negative impacts of the country's transition period in the 1990s from a socialist to market economy, which led to high unemployment, as well as perceived lack of flexibility, initiative, language skills, and adaptability among older workers. The document then examines age management practices in Albanian enterprises, finding that while companies are familiar with the concept, only a few with well-defined personnel policies have made efforts to retain older employees.
1) The document discusses age management challenges for Albanian enterprises. It finds that while SMEs are familiar with the concept of age management, few have well-defined personnel policies to retain older workers.
2) The main reasons employers give for retaining older workers are their valuable knowledge and experience, the need to transfer knowledge to younger workers, and labor shortages. However, many employers remain reluctant due to perceptions of reduced affordability and flexibility of older employees.
3) Common age management practices among Albanian SMEs include age-neutral job postings and accommodating older workers, but overall implementation of retention strategies for older employees still lags behind more developed European countries.
This document discusses age management challenges for Albanian enterprises. It provides context on Albania's aging workforce and low labor force participation rates for older workers (over 55). While age management is a priority for the EU, Albanian small- and medium-sized enterprises are only somewhat familiar with the concept in practice and few have well-defined personnel policies to retain older employees. The document examines reasons for low older worker participation in Albania's labor market, such as skills mismatches during its economic transition in the 1990s and perceived lack of flexibility, language skills, or adaptability of older employees.
This document discusses age management challenges for Albanian enterprises. It provides context on Albania's aging workforce and low labor force participation rates for older workers (over 55). While age management is a priority for the EU, Albanian small- and medium-sized enterprises are only somewhat familiar with the concept in practice and few have well-defined personnel policies to retain older employees. The document examines reasons for low older worker participation in Albania's transition economy and labor market changes since the 1990s.
The document provides information about CIIC & COMR, a leading online survey panel company in China. It details the size and characteristics of their online panel, including over 1.8 million panelists covering 34 Chinese provinces. The panelists provide detailed personal information across demographics, family/social status, and industries. Recruitment began in 2000 and the panel grows by about 1,000 members daily.
Presentation by Klaas Soens (Assistant Adviser, FEB/VBO - Federation of Enterprises in Belgium) on the occasion of the EESC LMO meeting on Labour market shortages in a period of unemployment of 16 November 2011.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the extent to which demographic changes over the last three decades have contributed to the decline of the unemployment rate. Our findings yield important implications for the future evolution of unemployment given the anticipated further aging of the working population in Europe. We also quantify the implications for optimal monetary policy: lowering inflation volatility becomes less costly in terms of GDP and unemployment volatility, which hints that optimal monetary policy may be more hawkish in an aging society. Finally, our results also propose a partial reversal of the European-US unemployment puzzle due to the fact that the share of young workers is expected to remain robust in the US.
The document discusses skills transfer and lifelong learning for older workers. It notes that older workers' skills can become obsolete but focusing on skills transfer is more proactive than focusing on age. While much is known about why lifelong learning is important for older workers, less progress has been made on how to implement it. Workplaces are key to success but training institutions also need new approaches to support skills transfer. The participation of older workers, especially those over 55, in education and training remains lower than other age groups.
The Estonian Economy, No. 2 - July 27, 2012Swedbank
The document provides an overview of unemployment trends in Estonia. While unemployment fell sharply after peaking in 2010, long-term unemployment poses challenges and has become the most important labor market problem. Youth unemployment has improved the most, falling nearly in half, though it remains higher than other age groups. Educational attainment and retraining opportunities are key factors for employment given a mismatch between skills and job needs. Active labor market measures can help address long-term unemployment and increase flexibility for different groups.
Women remain underrepresented in senior leadership positions across both public and private sectors in the UK. Some key points:
- Only 11.7% of directorships in the FTSE 100 are held by women, and there are 22 companies with no women on their boards.
- Representation of women ranges from only 13.3% of leaders of national sports bodies to 19.6% of partners in top UK law firms.
- Even in sectors like education where women make up 73% of the workforce, they only hold 56.2% of manager and senior official roles.
- Greater diversity in leadership is important for fairness, individual opportunity, and a competitive economy that utilizes all available talent.
Equality is not just right in principle, it is necessary for:
Individuals: everyone has the right to be treated fairly and to have the opportunity to fulfil their potential. To achieve this we must tackle inequality and root out discrimination;
The economy: a competitive economy draws on all the talents and ability – it’s not blinkered by prejudice; and
Society: a more equal society is more cohesive and at ease with itself.
Fairness and equality are the hallmarks of a modern and confident society.
Private sector boards hold much power and influence in society. Board members make decisions that affect millions of people and it is only fair that women and men should be represented equally in decision-making.
Labour market policies and worker participationsophieproject
The document discusses worker participation and its relationship to labor market policies and health. It defines worker participation as any process that allows employees to influence their work and working conditions. There are two roots of participation - political and economic. Recent labor market policies have weakened collective worker power through deregulation of employment relations and changes to collective bargaining. Worker representative participation can positively impact occupational health by better enforcing safety rules, increasing preventive action, and reducing injuries. The existence of safety representatives is associated with lower odds of occupational accidents and diseases after adjusting for various factors. However, this area remains under-researched. Dismantling of collective forms of participation has been a component of recent labor market policies with implications for workers' health.
Qu’entend-t-on par management du travail ? Quel type de management favoriser ? Pour quel impact ? Comment mobiliser et impliquer les salariés ? Quels espaces de débats sur le travail peut-on mettre en place ?
Vendredi 26 juin, 60 personnes participaient à la matinale de l'Aract Pays de la Loire à Carquefou pour un petit-déjeuner sur le thème du management du travail. Voici la présentation de Patrick Conjard, chargé de mission à l'Anact et auteur de l'ouvrage "Le management du travail, une alternative pour améliorer bien-être et efficacité au travail".
Chiffres-clés de la sinistralité au travail selon le sexeAnact
Les chiffres-clés de la sinistralités au travail (accidents du travail, accidents de trajet, maladies professionnelles) selon le sexe : des tendances d'évolution différenciées.
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Similar to Quality of work and employment in Europe : ongoing changes and future challenges - Vermeylen (Greet)
Presentation by Anna Kiersztyn (University of Warsaw, Institute of Sociology) on the occasion of the EESC LMO conference on "Typical and atypical work contracts - advantages and disadvantages from the labour market perspective" in Warsaw, Poland, on 8/9 April 2013.
“Job Quality, Labour Market Performance and Well-Being”_Parent thirionStatsCommunications
The document discusses the relationship between job quality, working conditions, and worker well-being. It provides empirical evidence that higher job quality is associated with better worker well-being. Job quality is influenced by multiple factors like the work environment, organization, and life stage of the worker. While job quality has improved in some areas over time, issues remain regarding the capacity for further change and the role of work organization. Addressing job quality requires a multifaceted policy approach that considers different worker groups and governance levels within companies.
The document profiles Portugal and discusses trends regarding women in leadership positions. It finds that while women make up over half of university students, they hold significantly fewer leadership roles in both public and private sectors. For example, women account for only 8.7% of managers and 4.9% of board members in the largest 50 companies. Researchers agree that despite higher qualifications, women have lower positions than men. The document concludes by noting the "glass ceiling" phenomenon also limits women in political decision-making and calls for action to change the status quo.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the considerable extent to which demographic changes over the last 30 years contribute to the decline of unemployment rate. Our findings have important policy implications given the expected aging of the working population in Europe. Furthermore, lowering inflation volatility is less costly in terms of higher unemployment volatility. It suggests that optimal monetary policy is more hawkish in the older society. Our results hint also at a partial reversal of the European-US
unemployment puzzle due to the fact that in the US the share of young workers is expected to remain robust.
This document discusses factors that influence the attractiveness and sustainability of jobs. It summarizes findings from the European Working Conditions Survey on different dimensions of job quality including employment security, health and well-being, skills development, and work-life balance. Key determinants of sustainable work mentioned are job autonomy, work intensity, work-life balance, cognitive job content, social support, and intrinsic rewards. However, exposure to risks, job insecurity, and violence/harassment are linked to lower sustainability. The document also includes charts on the percentage of workers able to work until age 60 across European countries and levels of worker involvement in improving work organization.
Pay is very important to employees and their job decisions. Around half of UK employees report being satisfied with their pay. However, satisfaction with pay rises has remained relatively stable despite real earnings falling. Employees have subdued short-term expectations for pay increases in the coming year. Compared to other European countries, UK employees report relatively high satisfaction with pay levels, possibly because they feel relatively well paid for their work.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large New Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economies, we use this model to provide comparative statics across past and contemporaneous age structures of the working population. Thus, we quantify the extent to which the response of labor markets to adverse TFP shocks and monetary policy shocks becomes muted with the aging of the working population. Our findings have important policy implications for European labor markets and beyond. For example, the working population is expected to further age in Europe, whereas the share of young workers will remain robust in the US. Our results suggest a partial reversal of the European-US unemployment puzzle. Furthermore, with the aging population, lowering inflation volatility is less costly in terms of higher unemployment volatility. It suggests that optimal monetary policy should be more hawkish in the older society.
This document discusses age management challenges for Albanian enterprises. It provides context on Albania's aging workforce and low labor force participation rates for older workers age 55-64, at around 48% in 2008. Reasons cited for the extremely low participation of older workers in Albania include the negative impacts of the country's transition period in the 1990s from a socialist to market economy, which led to high unemployment, as well as perceived lack of flexibility, initiative, language skills, and adaptability among older workers. The document then examines age management practices in Albanian enterprises, finding that while companies are familiar with the concept, only a few with well-defined personnel policies have made efforts to retain older employees.
This document discusses age management challenges for Albanian enterprises. It provides context on Albania's aging workforce and low labor force participation rates for older workers age 55-64, at around 48% in 2008. Reasons cited for the extremely low participation of older workers in Albania include the negative impacts of the country's transition period in the 1990s from a socialist to market economy, which led to high unemployment, as well as perceived lack of flexibility, initiative, language skills, and adaptability among older workers. The document then examines age management practices in Albanian enterprises, finding that while companies are familiar with the concept, only a few with well-defined personnel policies have made efforts to retain older employees.
1) The document discusses age management challenges for Albanian enterprises. It finds that while SMEs are familiar with the concept of age management, few have well-defined personnel policies to retain older workers.
2) The main reasons employers give for retaining older workers are their valuable knowledge and experience, the need to transfer knowledge to younger workers, and labor shortages. However, many employers remain reluctant due to perceptions of reduced affordability and flexibility of older employees.
3) Common age management practices among Albanian SMEs include age-neutral job postings and accommodating older workers, but overall implementation of retention strategies for older employees still lags behind more developed European countries.
This document discusses age management challenges for Albanian enterprises. It provides context on Albania's aging workforce and low labor force participation rates for older workers (over 55). While age management is a priority for the EU, Albanian small- and medium-sized enterprises are only somewhat familiar with the concept in practice and few have well-defined personnel policies to retain older employees. The document examines reasons for low older worker participation in Albania's labor market, such as skills mismatches during its economic transition in the 1990s and perceived lack of flexibility, language skills, or adaptability of older employees.
This document discusses age management challenges for Albanian enterprises. It provides context on Albania's aging workforce and low labor force participation rates for older workers (over 55). While age management is a priority for the EU, Albanian small- and medium-sized enterprises are only somewhat familiar with the concept in practice and few have well-defined personnel policies to retain older employees. The document examines reasons for low older worker participation in Albania's transition economy and labor market changes since the 1990s.
The document provides information about CIIC & COMR, a leading online survey panel company in China. It details the size and characteristics of their online panel, including over 1.8 million panelists covering 34 Chinese provinces. The panelists provide detailed personal information across demographics, family/social status, and industries. Recruitment began in 2000 and the panel grows by about 1,000 members daily.
Presentation by Klaas Soens (Assistant Adviser, FEB/VBO - Federation of Enterprises in Belgium) on the occasion of the EESC LMO meeting on Labour market shortages in a period of unemployment of 16 November 2011.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the extent to which demographic changes over the last three decades have contributed to the decline of the unemployment rate. Our findings yield important implications for the future evolution of unemployment given the anticipated further aging of the working population in Europe. We also quantify the implications for optimal monetary policy: lowering inflation volatility becomes less costly in terms of GDP and unemployment volatility, which hints that optimal monetary policy may be more hawkish in an aging society. Finally, our results also propose a partial reversal of the European-US unemployment puzzle due to the fact that the share of young workers is expected to remain robust in the US.
The document discusses skills transfer and lifelong learning for older workers. It notes that older workers' skills can become obsolete but focusing on skills transfer is more proactive than focusing on age. While much is known about why lifelong learning is important for older workers, less progress has been made on how to implement it. Workplaces are key to success but training institutions also need new approaches to support skills transfer. The participation of older workers, especially those over 55, in education and training remains lower than other age groups.
The Estonian Economy, No. 2 - July 27, 2012Swedbank
The document provides an overview of unemployment trends in Estonia. While unemployment fell sharply after peaking in 2010, long-term unemployment poses challenges and has become the most important labor market problem. Youth unemployment has improved the most, falling nearly in half, though it remains higher than other age groups. Educational attainment and retraining opportunities are key factors for employment given a mismatch between skills and job needs. Active labor market measures can help address long-term unemployment and increase flexibility for different groups.
Women remain underrepresented in senior leadership positions across both public and private sectors in the UK. Some key points:
- Only 11.7% of directorships in the FTSE 100 are held by women, and there are 22 companies with no women on their boards.
- Representation of women ranges from only 13.3% of leaders of national sports bodies to 19.6% of partners in top UK law firms.
- Even in sectors like education where women make up 73% of the workforce, they only hold 56.2% of manager and senior official roles.
- Greater diversity in leadership is important for fairness, individual opportunity, and a competitive economy that utilizes all available talent.
Equality is not just right in principle, it is necessary for:
Individuals: everyone has the right to be treated fairly and to have the opportunity to fulfil their potential. To achieve this we must tackle inequality and root out discrimination;
The economy: a competitive economy draws on all the talents and ability – it’s not blinkered by prejudice; and
Society: a more equal society is more cohesive and at ease with itself.
Fairness and equality are the hallmarks of a modern and confident society.
Private sector boards hold much power and influence in society. Board members make decisions that affect millions of people and it is only fair that women and men should be represented equally in decision-making.
Labour market policies and worker participationsophieproject
The document discusses worker participation and its relationship to labor market policies and health. It defines worker participation as any process that allows employees to influence their work and working conditions. There are two roots of participation - political and economic. Recent labor market policies have weakened collective worker power through deregulation of employment relations and changes to collective bargaining. Worker representative participation can positively impact occupational health by better enforcing safety rules, increasing preventive action, and reducing injuries. The existence of safety representatives is associated with lower odds of occupational accidents and diseases after adjusting for various factors. However, this area remains under-researched. Dismantling of collective forms of participation has been a component of recent labor market policies with implications for workers' health.
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Qu’entend-t-on par management du travail ? Quel type de management favoriser ? Pour quel impact ? Comment mobiliser et impliquer les salariés ? Quels espaces de débats sur le travail peut-on mettre en place ?
Vendredi 26 juin, 60 personnes participaient à la matinale de l'Aract Pays de la Loire à Carquefou pour un petit-déjeuner sur le thème du management du travail. Voici la présentation de Patrick Conjard, chargé de mission à l'Anact et auteur de l'ouvrage "Le management du travail, une alternative pour améliorer bien-être et efficacité au travail".
Chiffres-clés de la sinistralité au travail selon le sexeAnact
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Synthèse du sondage de la 12e Semaine pour la qualité de vie au travail sur l...Anact
L'enquête « Les espaces de discussion au travail. Parler de son travail : comment ? Avec qui ? Pour quelles finalités » a été réalisée du 23 mars au 1er avril 2015 auprès d’un échantillon de 1 000 salariés actifs en France, âgés de 18 ans et plus. L’enquête livre deux enseignements principaux :
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A l'occasion de la 12e Semaine pour la qualité de vie au travail, l'enquête « Les espaces de discussion au travail. Parler de son travail : comment ? Avec qui ? Pour quelles finalités » a été réalisée du 23 mars au 1er avril 2015 auprès d’un échantillon de 1 000 salariés actifs en France, âgés de 18 ans et plus. L’enquête livre deux enseignements principaux :
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Quality of work in Europe 2010 - Karppinen (Jorma)Anact
Eurofound has been researching working conditions and quality of work issues across Europe for 30 years through surveys like the European Working Conditions Survey and the European Company Survey. Eurofound contributes to analyzing changes in the traditional model of work and how structures need to evolve to meet the needs of workers and businesses. Its work program from 2009-2012 will focus on issues like new forms of corporate governance, new services in the single market, social dialogue, working conditions, social innovation, gender equality, labor market adjustment, addressing labor shortages, and flexicurity.
Working time and work life balance in European companies - FODEN (David) Anact
This document summarizes a survey of over 21,000 workplaces across 21 European countries regarding working time flexibility and work-life balance. Some key findings from the survey include:
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2) The main reasons cited for introducing flexibility were enabling work-life balance (68%) and adapting to workload (47%). Both managers and employees reported higher job satisfaction as the main outcome.
3) Part-time work was also common, with over a third of establishments employing part-timers. However, part-time work was seen as negatively impacting career
The document discusses improving occupational health and well-being in a service economy. It notes that the nature of occupational hazards is changing with innovations, new risks like violence and addiction, and changing work patterns. Conducting specialized research is needed to understand these changes and identify effective prevention measures. It also discusses how work produces goods/services as well as individual and social well-being, and that working conditions must enable health and quality service relationships. The conditions for carrying out work are also conditions for the quality of service provided.
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The document discusses challenges to occupational health and well-being as economies transition from manufacturing to services. Uncertain global economies increase job insecurity, long hours, and low wages in service jobs, weakening worker participation and work-life balance. Good work depends on influence over work, social support, predictability, meaningful work, and adequate rewards. However, service jobs often involve high demands, standardization, low influence, support, and meaning, resulting in poor psychosocial work environments. Assessing and addressing psychosocial risks through participatory methods can help improve work organization and working conditions.
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This document analyzes trends in service work and associated psychosocial risks like violence and harassment. It finds that while service work is increasing, working hours are decreasing and psychosocial risks are rising in many sectors. Violence and harassment are significant risks, particularly in sectors involving client contact like transportation, hotels, and healthcare. The prevalence of violence and harassment has increased in these client-contact sectors from 1995 to 2005. However, the overall EU trend of rising violence is not fully explained by rising client contact levels, which have actually decreased. More research is needed to understand changing client contact patterns and their relationship to violence.
This document discusses the types of work organization and competencies needed in a knowledge economy. It notes that work is becoming more intellectual, inter-relational, and less one-sided as the nature of business becomes more virtual and team-oriented. Four levels of criteria are proposed for analyzing work practices: management coherence, hybrid organization, learning work activity, and the nature of social compromises. The document also provides brief biographies of several participants in the workshop, including researchers who have studied the relationships between technological change, work organization, and working conditions.
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https://www.oeconsulting.com.sg/training-presentations]
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19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
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Quality of work and employment in Europe : ongoing changes and future challenges - Vermeylen (Greet)
1. Quality of work and employment
in Europe:
ongoing changes and
future challenges
Greet Vermeylen, research manager
European Foundation for the Improvement of Living and Working Conditions (eurofound)
18/12/2008 1
2. Quality of work and employment :
a multidimensional concept
Career and employment security
. Employment status
. Income
. Social protection
. Workers’ rights
Skills development
Health and well-being . Qualifications
Quality of
. Health problems . Training
work and employment
. Risk exposure . Learning organisation
. Work organisation . Career development
Reconciliation of working and
non-working life
. Working/non-working time
. Social infrastructures
18/12/2008 2
3. Measuring QWE through working conditions:
the European Working Conditions Survey
European wide survey – 4 waves already: 1991, 1995, 2000
(+01/02) and 2005, now preparing 5th wave
1 questionnaire / 25 languages and 16 variants
4th EWCS:
31 countries covered : EU27 + ACC2 + NO + SW
29680 interviews in total (1000/600 interviews per country)
Workers survey: employees and self-employed (15+) (LFS def)
Face to face interviews of around 35 minutes
From 1991 to 2005: questionnaire has expanded from 30 to 100
questions – however attempt to keep ‘trends’
Revision of questionnaire with the support of an expert
questionnaire development group
Revision of the quality process and strict quality assurance
mechanisms
18/12/2008 3
4. Measuring QWE through working conditions:
the European Working Conditions Survey- ctd
Covers different aspects of conditions of work and employment of European
workers (more than 100 questions)
Demographics, structure of workforce, job characteristics
Working time : duration, organisation
Physical and psychosocial work factors
Nature of work
Place of work /work organisation
Work-life balance
Job content and training
Information and consultation
Outcomes (health, job satisfaction, work life balance etc)
Earnings
Challenges of the survey:
To give trends in EU working conditions in the last 15 years (where possible)
To cover all European countries in a completely homogeneous way (allowing for
detailed comparisons)
18/12/2008 4
5. Men and women at work:
changes and challenges
More people work in all sectors; however relative decline in
manufacturing industry and increase in service industry
Increasing proportion of women on the labour market (44% of the
workforce)
…Accompanied by a prevalence of part time (80 % of part
timers are women)
New way of organising work for couples …
But high segregation in the labour market remains
Occupational and sectoral segregation
only 23% of workers work in gender mixed occupations
Also pay, time, employment gender gaps persist
18/12/2008 5
6. Employment and part-time by gender
100
Employment rate - Men
90
80
70
Employment rate - Women
60
%
50
40
Part-time work rate - Women
30
20
Part-time work rate - Men
10
0
15-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+
Source: Eurostat, LFS
18/12/2008 6
7. Employment concentration (EWCS)
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
men all women all
Manufacture and mining Wholesale and retail trade
Construction Education and health
Transport and cummunication Public adminsitration and and defence
Real estate Agriculture and fishing
Hotels and restaurants Financial intermediation
18/12/2008 Electricity, gas and water supply 7
8. More women managers ... managing women
Y o u r im m e d ia t e b o s s is …
100%
90% 2 0 .1 7 % 2 3 .1 6 % 2 4 .1 6 %
2 4 .8 1 % 2 8 .6 3 %
80%
70%
60%
50%
40% 7 9 .8 % 7 6 .8 % 7 5 .8 %
7 5 .2 % 7 1 .4 %
30%
20%
10%
0%
EU15 EU15 EU25 (E U 1 5 ) (N M S )
1995 2000 2005 (2 0 0 5 )
A m an A wom an
18/12/2008 8
9. Gender pay gap, EU27 employees only
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
male part-time
female part-time
male full-time
female full-time
Low est income band Highest income band
18/12/2008 9
10. Increase in ‘non-standard’ employment
More part-time work(18,5%)
More temporary employment (14%)
More second jobs (4%)
… but big differences over countries
Some challenges:
More flexibility in the labour market … and security?
Life course: one job for life is (long time over) – more complex
picture of division of work over the life course and within the couple
Building up your rights in this more complex framework
Challenge for individuals, companies, countries, European
Union
18/12/2008 10
11. Rise in non-standard employment in the
European Union, 1991-2005 (%)
20%
18%
16%
14%
12%
10%
8%
6%
4%
2%
0%
Self-employed Part-time Temporary Second job
employment
1991 (EU12) 1995 (EU15) 2000 (EU15) 2005 (EU25)
18/12/2008 11
12. But some differences over countries…
Temporary employment Part-time work
< 10 % BG, CZ, EE, EL, ES,
< 10 % AT, BE, BG, CZ,
CY, LV, LT, HU, PL,
DK, EE, IE, LV,
PT, RO, SI, SK
LT, LU, HU, MT,
RO, SK, UK
10-20% DE, EL, FR, IT, 10-20% FR, IE, IT, LU, MT,
CY, NL, T, SI, FI, PT, FI
SE
>20% BE, DE, DK, NL, AT,
>20% ES, PL, PT SE, UK
18/12/2008 12
13. Parttime work: varies considerably across Europe
(EWCS)
70
60
50
40 m
f
total
30
20
10
0
NL UK BE DK SE LU AT IE DE PL FR IT RO ES FI EE BG LT MT CZ EL HU PT LV CY SI SK
Source: Fourth European Working Conditions Survey (2007)
18/12/2008 13
14. Working time
Reduction of working hours due to a combination of :
Increase of part time : 33% of women and 8% of men work
part time
Reduction of long weekly hours (>48 hrs) : 15% of workers,
44% of the self-employed
Regular working hours and working week, still the norm :
58% of workers work the same number of hours every day,
74% the same number of days every week, 61% have fixed
starting and finishing times
Employers set working hours in majority of cases :
56% of workers
18/12/2008 14
16. But again considerable differences
between countries
Ave rage w e e k ly w ork ing hours in diffe re nt Europe an countrie s
100
90
80
70
60
50
40
30
20
10
0
TR RO EL BG PL HR SK HU PT SI CZ LV MT LT ES EE CY AT EU IT LU SE IE DE FI CH BE DK FR UK NO NL
18/12/2008 16
17. Combined working hours : women work the longest
(EU27 only)
0 10 20 30 40 50 60 70
Part-time
7.3
23.5
male
female 21.3 32.7
Full-time
43.1 7.9
male
female 40.0 23.0
Paid working hours main job +Paid working hours second job
+Commuting time +Unpaid working hours
18/12/2008 17
18. Working time flexibility does not increase as
quickly as one tends to believe
Work fixed starting and finishing times by
gender, %
80
70
60
50
40
30
20
10
0
EU15 EU15 EU15 EU25
1995 2000 2005 2005
male female total
Source: Fourth European Working Conditions survey
18/12/2008 18
19. Possibility to choose your working hours
(by country)
100%
80%
60%
40%
20%
0%
SE NL DK FI AT BE LU UK FR DE IE IT EE SI CZ SK PL ES LV MT LT RO HU EL PT CY BG
Your working hours are entirely determined by yourself
You can adapt your working hours within certain limits
You can choose between several fixed working schedules
They are set by the company with no possibility for changes
Source: Fourth European Working Conditions survey
18/12/2008 19
20. And working differently …
Increase in computer use
Impact on where we work, when we work, how we work, work organisation and team work
Increase in pace of work
Work intensity : working to tight deadlines, high speed, not having enough time to get the job
done: on the increase in the EU
Pace of work dependant on others than yourself: mostly demand-led
Service society
Usually mix of different constraints, but mostly direct people’s demands
Control over pace of work (autonomy): able to choose or change order of tasks, methods of
work, speed of work, able to take a break when you wish
Work organisation
Different types of work organisation with different impact
18/12/2008 20
21. Substantial increase in computer use
Does your main paid job involve working with computers?
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
1990
EU12
1995
EU15
2000
EU15
2005
EU25
(EU15)
(2005)
(NMS)
All of the time Almost all of the time Around 3/4 of the time Around half of the time Around 1/4 of the time Almost never Never
18/12/2008 21
22. Increase in work intensity
Does your job involve working at very high speed?
0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% 80.0% 90.0% 100.0%
1990
37.1% 16.8% 12.5% 10.9% 5.0% 10.6% 7.2%
EU12
1995
29.4% 16.4% 11.6% 11.8% 5.9% 13.4% 11.6%
EU15
2000
EU15 26.8% 17.2% 12.0% 12.4% 7.3% 13.7% 10.6%
2005
21.6% 18.7% 12.4% 12.3% 10.0% 15.1% 10.0%
EU25
Never Almost never Around 1/4 of the time Around half of the time Around 3/4 of the time Almost all of the time All of the time
18/12/2008 22
23. Pace of work: demand led...
70%
60%
50%
40%
30%
20%
10%
0%
Direct people's Work done by Performance The direct The movement
demands colleagues targets control of your of a machine
boss
2005 EU15 2005 NMS
1995 EU15 2000 EU15 2005 EU25
18/12/2008 23
24. Changing risks in a service society
Physical risks are still prevalent: either stable or
slightly on the increase
Repetitive arm and hand movements, painful and tiring
positions
Psychosocial risks:
differences over countries, sectors
18/12/2008 24
25. Exposure to physical risks : stable or on the increase
70
60
50
40
30
20
10
0
Vibrations Noise Low temps Breathing in Handling Radiation Painful, tiring Repetitive
smoke, fumes, chemical (welding light positions hand or arm
dust or products / etc) movements
powder substances
1990 EU12 1995 EU15 2000 EU15 2005 EU25 2005 EU25 2005 OMS 2005 NMS
18/12/2008 25
26. Bullying / harassment in the workplace
25
20
15
10
5
0
MT
AT
LV
CY
LT
PT
CZ
IT
FI
SI
NO
RO
BG
IE
BE
DK
EE
UK
DE
SK
SE
ES
NL
EL
PL
LU
HR
FR
CH
TR
HU
M F
18/12/2008 26
27. Violence and harassment by sector
16
14
12
10
8
6
4
2
0
M Ag C Tr
El Fi W
R EU H Pu Ed
on
an ea ot
na an
ec ho
ric bl uc
e
s
l
uf
tri nc sp ic
le ls
u tru at
es
ac ltu
ci sa
ia ad
or
an io
ta ct
ty tu li re le n
ta m
io
,g te d
nt
re an
an in
n
an nd
re
er
as an .a d
st
d
d
m co
au he
an nd
d re
fis
ed m
m ta al
d ra
hi
ia de
m
in th
il t
ng
wa nt
tio un
in fe
s
ra
te n
g nc
ic
de
rs at e
io
up n
ply
Threats of violence Violence Bullying / harassment Unwanted sexual attention
18/12/2008 27
28. Impact of work on health
Impact of work on health, 2005
0% 10% 20% 30% 40% 50% 60%
Work affects health
Reported symptoms:
Backache
Muscular pains
Stress
Fatigue
Headache
Irritability
Anxiety
Hearing
Respiratory
EU15 NMS
18/12/2008 28
29. Working differently: need to be able to cope with
more change over life, transitions, learning
possibilities and work organisation
In order to smoothen changes in (working) life (transitions) : very
important to keep up to date your skills
Different ways to ensure continuous development of workers :
training, work organisation (functional flexibility)
However, huge differences over
countries /
high or low skilled workers
Age of workers
18/12/2008 29
30. Training per educational level, age, contract
40
35
30
25
q28a_1. Have you undergone: Training paid for or provided by your employer, o
20
15 Occupation high low skilled Total
10 high skilledlow skilled high skilledlow skilled blue collar
5
q28a_1. Ha 42.94158 27.06726 17.54386 16.54453 28.93401
0
15.24795 7.365287 2.684498 3.636275 28.93401
it e
ry
y rs
y rs
ry
y
io n
er
r
rm
ry
57.05842 72.93274 82.45614 83.45547 71.06599
ss
nge
dar
o ra
e f in
nda
o ld
nda
-t e
r le
-3 9
-5 4
c at
20.26064 19.84576 12.61714 18.34244 71.06599
on
yo u
mp
ed
or
Ind
e co
ry o
ec o
edu
25
40
s ec
Total 100 100 100 100 100
F ix
Te
yrs
or
rs
ma
s t -s
ry
35.50859 27.21105 15.30164 21.97872 100
per
55
yrs
we
r ti a
P ri
Po
Up
24
Lo
Te
18/12/2008 30
31. Access to training paid for by employer in
previous 12 months
60
50
40
30
20
10
0
IE
EE
DE
FI
CH
EU
HR
FR
HU
TR
MT
IT
PT
NO
RO
SE
BE
UK
DK
ES
NL
PL
EL
SI
LU
CZ
LT
BG
SK
CY
AT
LV
18/12/2008 31
32. Some results from qualitative follow- up
interviews on development in the job
Different traditions in life-long learning across countries
Costs is the most often cited reason for insufficient training provision
Time pressure may become an obstacle to participation in training,
self learning and using full potential and creativity
Quality of training and use of acquired skills at work more important
than quantity of training
Teamwork positively perceived in terms of job development
18/12/2008 32
33. R o t at ing t asks and t eamwo rk, 2 0 0 5, emp lo yees o nly ( EU 2 7)
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
48%
Job involves r otating tasks
OF WHICH:
78%
Tasks r equir ing dif f er ent skills
72%
Manager decides on r otation
51%
Wor ker s decide r otation
60%
Job involves teamwor k
OF WHICH:
52%
Teammember s decide division of tasks
29%
Teammember s elect teamleader
18/12/2008 33
34. Another way of improving skills as well as
increase (functional) flexibility in Europe:
a typology of work organisation & impact
on learning and developing yourself
Discretionary learning forms (38% of employees)
Overrepresentation of autonomy, learning dynamics, task complexity, self
assessment of work as well as autonomous teamwork
Lean production forms (26% of employees)
Overrepresentation of teamwork, task rotation, quality management variables
and objective determinants of pace of work
Taylorist forms (20% of employees)
Low autonomy, learning dynamics, complexity and overrepresentation of obj
determinants of pace of work, repetitiveness, monotony and quality norms
traditional and simple structure forms (16%)
Poorly described by the variables of work organisation.
18/12/2008 34
35. Innovative forms of work organisation index
2
1
0
-1
-2
SE DK FI NL MT BE EE LU FR IE AT UK DE LV SI PL CZ HU PT IT RO CY ES EL SK LT BG
18/12/2008 35
36. Some changes and some challenges
• The way we work is changing is the EU, and the way work is organised at company and household
level as well as in society is changing …
• Working conditions show considerable variations across Europe
• More women in the workforce but gender gaps (pay, time, employment rate, as well as
occupational and sectoral gaps) are still apparent across Europe
• More flexibility for companies, flexibility for workers: but is all depends on how this can be
supported at household (and societal) level
• Work intensification on the increase
• Health and safety risks are still an issue, including psychosocial risks, particularly in sectors with a
high level of customer interaction
• Low levels of training and competence development … big challenge in context of growing
knowledge economy / drives to life long learning
• Work organisation (autonomous teamwork etc) can play an important role in developing skills of
workers : towards a learning organisation ?
• Companies can make a difference … we find very interesting examples of good practice in Europe
• Enhance quality of work in this new world of work is a constant challenge in which all actors have a
18/12/2008 to play and in which trust building in these changes is an important element
role 36
37. Thank you
More info:
www.eurofound.europa.eu
gve@eurofound.europa.eu
18/12/2008 37