Suchergebnisse

This empirically rich volume presents a comparative study of the way that new forms of work are used and becoming institutionalised in various regions in the UK, France, Germany, Italy and Spain.

Mónica Santana and Ramón Valle-Cabrera's wide-ranging study explores vital research and industrial issues that are central to understanding the concepts of the Future of Work and address key challenges in this evolving area of debate.A global cast of leading research specialists provide chapters examining a broad spectrum of areas relating to the Future of Work including leadership, talent management, AI and digitalisation, digital skills, new forms of work, industrial relations, vulnerable workers as well as well-being, happiness, satisfaction and burnout. Each chapter offers insights on how individuals and leaders can make choices to shape the future of work and effectively respond to changing contextual conditions, demystifying the future of work from a set of interesting insights into specific actions and choices that will help imagine, invent, and implement a work setting that works. New Directions in the Future of Work is illuminating reading for scholars of HRM, Talent Management, Leadership, Industrial Relations, and all those seeking to understand directions of travel for the workplaces of the future.

Ausgehend von den unterschiedlichen Formen und Modellen industrieller Beziehungen im Gemeinsamen Markt spricht sich der Autor für einen "newdeal" in der Arbeitspolitik aus. Die vorhandenen hohen Standards sollten erhalten und Deregulierungen bei den Beschäftigungsformen durchgeführt werden, um Effizienz, Gerechtigkeit und soziale Sicherheit zu gewährleisten. Insbesondere würden stabillere Beschäftigungsformen benötigt, um den Herausforderungen und Risiken der Zukunft gewachsen zu sein. (IAB2)

Questions support for reforms in the public sector premised on their capacity to enhance efficiency and democracy of public administration, arguing that political participation is limited to social organizations and individuals immediately concerned with the policy area.

In this work, in accordance with international and European legal standards, the regulatory development and issues of institute of forms of work organisation in Lithuania are analysed. The basic form of work organisation is a non-term employment contract. From other forms of employment it is distinguished by the following characteristics: the relations between parties are bilateral (employee and employer), constant, based on remuneration, subordination and are performed in the premises of employer. These abovementioned relations can be called as typical and conventional. It should be noted that they reflect the best interests of both parties. However, due to the changes of labor market in the 21st century, standard rules, created in the first half of the 20th century, are dysfunctional and must be adapted to the modern labor relations. The development of flexible employment policy of the European Union, the economic globalization and related changes of employment, the need to promote employment, to integrate women, young and elderly people into the labor market and various other socio-economic factors inspire the emergence and implementation of flexible forms of organisation of work in the Lithuanian labor law. Next to a common employment contract more flexible forms of employment are distinguished in Labour Code of Republic of Lithuania. These forms are analysed in this work as well: a part-time work, fixed-term contracts, teleworking, etc. Legal regulation of the employment through temporary employment agencies and such work relations is also the intention. Due to the practical need for more flexible forms of employment, the aim of this thesis is to find our whether international standards and European Union regulations, governing major non-standard forms of work organisation, are properly implemented. The work is comprised of three parts that consistently owerview the main aspects of forms of employment: the concept of forms of work organization, the main legal form of employment is identified, the evolution of forms of legal regulation is summarized and factors that influence the emergence of new forms of forms of employment. The paper mostly focuses on the analysis of legal framework of flexible forms of organisation of work, the peculiarity and the problems. The need of obvious and accurate regulation of forms of employement organisation is presented. The analysis and conclusions submitted should be useful for further examination of theoretical and practical issues of forms of work organization, the regulatory challenges in pursuit for the harmonization of national legislation with the international and European law, as well as for the development and improvement of national legislation.

In this work, in accordance with international and European legal standards, the regulatory development and issues of institute of forms of work organisation in Lithuania are analysed. The basic form of work organisation is a non-term employment contract. From other forms of employment it is distinguished by the following characteristics: the relations between parties are bilateral (employee and employer), constant, based on remuneration, subordination and are performed in the premises of employer. These abovementioned relations can be called as typical and conventional. It should be noted that they reflect the best interests of both parties. However, due to the changes of labor market in the 21st century, standard rules, created in the first half of the 20th century, are dysfunctional and must be adapted to the modern labor relations. The development of flexible employment policy of the European Union, the economic globalization and related changes of employment, the need to promote employment, to integrate women, young and elderly people into the labor market and various other socio-economic factors inspire the emergence and implementation of flexible forms of organisation of work in the Lithuanian labor law. Next to a common employment contract more flexible forms of employment are distinguished in Labour Code of Republic of Lithuania. These forms are analysed in this work as well: a part-time work, fixed-term contracts, teleworking, etc. Legal regulation of the employment through temporary employment agencies and such work relations is also the intention. Due to the practical need for more flexible forms of employment, the aim of this thesis is to find our whether international standards and European Union regulations, governing major non-standard forms of work organisation, are properly implemented. The work is comprised of three parts that consistently owerview the main aspects of forms of employment: the concept of forms of work organization, the main legal form of employment is identified, the evolution of forms of legal regulation is summarized and factors that influence the emergence of new forms of forms of employment. The paper mostly focuses on the analysis of legal framework of flexible forms of organisation of work, the peculiarity and the problems. The need of obvious and accurate regulation of forms of employement organisation is presented. The analysis and conclusions submitted should be useful for further examination of theoretical and practical issues of forms of work organization, the regulatory challenges in pursuit for the harmonization of national legislation with the international and European law, as well as for the development and improvement of national legislation.

Across Europe, new forms of employment are emerging that differ significantly from traditional employment. Some of these forms of employment transform the relationship between employer and employee while others change work organisation and work patterns. They often involve locations other than the usual employer's premises, and or extensive use of information and communications technology. This report identifies nine forms of employment that are either new or have become increasingly important in Europe since the year 2000. All of the nine forms discussed are aimed at increasing flexibility for employers and/or employees. Some may benefit employers and employees equally, but in a few cases there are concerns regarding their impact on working conditions and the labour market. The report highlights the need for awareness of potential problems and of safety nets for workers.