Page 137 - ePaper
P. 137
Chapter 3
The future of work in Europe:
job quality and work organisation
for a smart, sustainable and
inclusive growth ( )
1
1. Better jobs and are growing, attention is turning to other creativity. Section 5 describes different
work organisation emerging challenges such as those associ - types of work organisation, distinguish -
yield a more ated to globalisation or technological pro- ing those that offer greater autonomy to
productive workforce gress. These may exacerbate some of the employees. It explores how work organi -
negative developments ensuing from the sation can foster productivity and longer
This chapter assesses the future EU labour economic crisis. Such forces may render working lives and reduce both absences
market challenges and opportunities in some jobs obsolete, increase the health and health-related costs. It discusses how
terms of job quality and work organisa - and accident risks associated with certain workplaces can stimulate creativity and
tion and their likely impact on labour mar- types of jobs or increase the pressure to foster exchanges between workers, pre -
ket developments over the next 10 years. ensure employees’ availability around the vent stress, help maintain good physical
It presents recent developments in job clock. They may also bring new opportuni- and mental health and accommodate older
quality and work organisation (and their ties. In this context, forward-looking policies workers or those with disabilities or certain
interactions) and highlights their impact need to address the impact of such forces diseases. It identifies modern management
on productivity, labour market participation on jobs, job quality, work organisation and strategies that can facilitate employees’
and social cohesion as indicated by recent human capital formation. Policy makers empowerment and are key to facing future
research. It then explores how technologi- will need to monitor, prevent and correct challenges. Section 6 concludes on how to
cal progress and innovation, globalisation, adverse developments, while strengthen- strengthen productivity growth and labour
demographic change and the greening of ing positive ones. market resilience via improved job quality
the economy may affect the workforce’s and increased work organisation innovation,
potential via their impact on job quality and The chapter is structured as follows. Sec- while ensuring that costs and benefits are
work organisation. It ends by discussing tion 2 introduces the general and EU con- distributed equitably.
how labour market policies can help pre- cepts of job quality. It also identifies
vent, cushion or correct adverse develop- different forms of work organisation across 2. Job quality and
3
ments in job quality and work organisation the EU( ). Section 3 presents patterns work organisation:
associated with those structural changes, and trends in job quality across EU Mem- multi-dimensional
including issues such as polarisation and ber States and highlights the link between concepts
inequality, while reinforcing positive devel - some dimensions of job quality and labour
opments. The chapter builds on the analy- productivity and labour market participa - This section reviews the concepts of job
2
sis presented in the 2014 ESDE review ( ). tion. Section 4 identifies future challenges quality and work organisation. It describes
to job quality associated with globalisation, the EU concept of job quality, based on the
Since the onset of the crisis, job creation technological progress and innovation, EU Quality of Work system of indicators,
has been high on the agenda of policy demographic change and the greening of as agreed within the Employment Com -
makers across the EU. As the signs of the economy. Challenges include rising job mittee (EMCO). In this system, indicators
an economic recovery (albeit weak and insecurity, increased polarisation, acceler - are grouped in four main dimensions:
unevenly spread across Member States) ating skill erosion, gender inequality and socioeconomic security; education and
a stronger emphasis on knowledge and training; working conditions; and work-life
( ) By Eric Meyermans, Teodora Tchipeva and gender balance (Annex 1, Table A1.1).
1
and Bartek Lessaer, with a contribution on
work organisation by Agnès Parent-Thiron ( ) Note that while the analytical framework of The section then focuses on the EU’s four
3
(Eurofound) and Milos Kankaras (Eurofound). this chapter makes a distinction between job main different forms of work organisation
( ) Employment and Social Developments quality and working conditions, due regard is that relate to employees’ performance and
2
in Europe 2013 Review. Chapter 1, given to the possible reinforcing interactions
European Commission (2014f). between the two. labour market participation. These are:
135
The future of work in Europe:
job quality and work organisation
for a smart, sustainable and
inclusive growth ( )
1
1. Better jobs and are growing, attention is turning to other creativity. Section 5 describes different
work organisation emerging challenges such as those associ - types of work organisation, distinguish -
yield a more ated to globalisation or technological pro- ing those that offer greater autonomy to
productive workforce gress. These may exacerbate some of the employees. It explores how work organi -
negative developments ensuing from the sation can foster productivity and longer
This chapter assesses the future EU labour economic crisis. Such forces may render working lives and reduce both absences
market challenges and opportunities in some jobs obsolete, increase the health and health-related costs. It discusses how
terms of job quality and work organisa - and accident risks associated with certain workplaces can stimulate creativity and
tion and their likely impact on labour mar- types of jobs or increase the pressure to foster exchanges between workers, pre -
ket developments over the next 10 years. ensure employees’ availability around the vent stress, help maintain good physical
It presents recent developments in job clock. They may also bring new opportuni- and mental health and accommodate older
quality and work organisation (and their ties. In this context, forward-looking policies workers or those with disabilities or certain
interactions) and highlights their impact need to address the impact of such forces diseases. It identifies modern management
on productivity, labour market participation on jobs, job quality, work organisation and strategies that can facilitate employees’
and social cohesion as indicated by recent human capital formation. Policy makers empowerment and are key to facing future
research. It then explores how technologi- will need to monitor, prevent and correct challenges. Section 6 concludes on how to
cal progress and innovation, globalisation, adverse developments, while strengthen- strengthen productivity growth and labour
demographic change and the greening of ing positive ones. market resilience via improved job quality
the economy may affect the workforce’s and increased work organisation innovation,
potential via their impact on job quality and The chapter is structured as follows. Sec- while ensuring that costs and benefits are
work organisation. It ends by discussing tion 2 introduces the general and EU con- distributed equitably.
how labour market policies can help pre- cepts of job quality. It also identifies
vent, cushion or correct adverse develop- different forms of work organisation across 2. Job quality and
3
ments in job quality and work organisation the EU( ). Section 3 presents patterns work organisation:
associated with those structural changes, and trends in job quality across EU Mem- multi-dimensional
including issues such as polarisation and ber States and highlights the link between concepts
inequality, while reinforcing positive devel - some dimensions of job quality and labour
opments. The chapter builds on the analy- productivity and labour market participa - This section reviews the concepts of job
2
sis presented in the 2014 ESDE review ( ). tion. Section 4 identifies future challenges quality and work organisation. It describes
to job quality associated with globalisation, the EU concept of job quality, based on the
Since the onset of the crisis, job creation technological progress and innovation, EU Quality of Work system of indicators,
has been high on the agenda of policy demographic change and the greening of as agreed within the Employment Com -
makers across the EU. As the signs of the economy. Challenges include rising job mittee (EMCO). In this system, indicators
an economic recovery (albeit weak and insecurity, increased polarisation, acceler - are grouped in four main dimensions:
unevenly spread across Member States) ating skill erosion, gender inequality and socioeconomic security; education and
a stronger emphasis on knowledge and training; working conditions; and work-life
( ) By Eric Meyermans, Teodora Tchipeva and gender balance (Annex 1, Table A1.1).
1
and Bartek Lessaer, with a contribution on
work organisation by Agnès Parent-Thiron ( ) Note that while the analytical framework of The section then focuses on the EU’s four
3
(Eurofound) and Milos Kankaras (Eurofound). this chapter makes a distinction between job main different forms of work organisation
( ) Employment and Social Developments quality and working conditions, due regard is that relate to employees’ performance and
2
in Europe 2013 Review. Chapter 1, given to the possible reinforcing interactions
European Commission (2014f). between the two. labour market participation. These are:
135
