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

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Information about Quality of work and employment in Europe - Foden (David)
Business & Mgmt

Published on December 5, 2008

Author: Anact

Source: slideshare.net

Description

Quality of work in Europe : 2010 and beyond ?

Quality of Work and Employment in Europe Working time and work-life balance in European companies David Foden Research Manager Eurofound 3 septembre 2008

David Foden

Research Manager

Eurofound

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

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

What do we want for work-life balance? David Foden – Eurofound

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

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

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

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

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

The effects of flexitime David Foden – Eurofound

David Foden – Eurofound

Forms of part-time work David Foden – Eurofound

Switching to part-time (skilled) 06/06/09

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

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

Career prospects of part-timers compared to full-timers with comparable qualifications 06/06/09

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

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

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

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

Companies in which fathers taking parental leave 06/06/09

Long term leaves 06/06/09

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

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% )

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

High flexibility, worker oriented David Foden – Eurofound

High flexibility, firm oriented David Foden – Eurofound

Intermediate flexibility: life-course David Foden – Eurofound

Intermediate flexibility: day-to-day David Foden – Eurofound

Intermediate flexibility: overtime David Foden – Eurofound

low flexibility David Foden – Eurofound

Distribution of company types within industry and services David Foden – Eurofound

Distribution of company types within private and public sector David Foden – Eurofound

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% + - +

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

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

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

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

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