Die EWU - Beschäftigungsmotor oder Beschäftigungsrisiko?

1998 ◽  
Vol 47 (1) ◽  
Author(s):  
Dirk Dohse ◽  
Christiane Krieger-Boden ◽  
Rüdiger Soltwedel
Keyword(s):  
Labour Market ◽  
Trade Unions ◽  
Point Of View ◽  
European Monetary ◽  
Market Effects ◽  
Asymmetric Shocks ◽  
Labour Market Flexibility ◽  
National Governments ◽  
Eu Commission ◽  
The Eu

AbstractThe current paper deals with the labour market effects of European Monetary Union (EMU). We compare the EU-memberstates’ susceptibility to asymmetric shocks and their labour market flexibility under status quo conditions. The findings are related to the question which countries are - from a labour market point of view - fit for EMU and which countries should not join EMU from the start.We then consider different policy scenarios and develop an institutional framework suitable to make EMU a labour market success. Special emphasis is given to the optimal interplay between the relevant agents, i.e. the EU-Commission, national governments, employers and trade unions.

Labour Market Flexibility: Need and Outcome. Some Socio-economic Reflections based on the European Experience

2006 ◽  
Vol 14 (4) ◽  
pp. 587-607
Author(s):  
SABINE M.-L. URBAN ◽  
DARIO VELO
Keyword(s):  
Labour Market ◽  
Point Of View ◽  
The European Union ◽  
Political Debate ◽  
Performance Variables ◽  
Labour Market Flexibility ◽  
European Experience ◽  
Institutional Structures ◽  
Scientific Associations ◽  
The Eu

The fast rate of the globalisation process and huge technological changes are leading to increased uncertainty. Risk (considered either as a threat or as an opportunity) is correlated to uncertainty. That means that the socio-economic environment may be considered as ambiguous, and the reaction of players complex, unforeseeable and difficult to handle. In such conditions one looks for simple formulae or tricks to manage the necessary change in human behaviour, institutional structures, production and trade methods. ‘Flexibility’ seems to be a magic keyword – both a performance driver and an expression of freedom. Labour market flexibility is currently the focus of ideological and political debate. This paper aims to clarify some points in the debate, especially in the European Union context. First, we give some brief information about the EU framework with regard to the labour market flexibility and its performance. Second, we try to understand how labour market flexibility is dependent on decisions of enterprises (in search of competitiveness). But this point of view needs to be enlarged to a more systemic approach; flexibility is only one of the socio-economic performance variables. A flexibility paradigm is related to a new political and humanistic project, and is a serious consideration for a number of industrial and financial companies, scientific associations and bodies.

Do National Activation Measures Stand the Test of European Law on the Free Movement of Workers and Jobseekers?

2010 ◽  
Vol 12 (1) ◽  
pp. 81-103
Author(s):  
Herwig Verschueren
Keyword(s):  
Labour Market ◽  
Point Of View ◽  
Free Movement ◽  
European Law ◽  
European Level ◽  
The Third ◽  
Cross Border ◽  
Legal Context ◽  
Free Movement Of Workers ◽  
The Eu

Abstract This article examines the compatibility of national measures taken to stimulate non-active people to enter the labour market (the so-called activation measures) with European law on the free movement of workers and jobseekers. It will first give a short overview of the objectives of the European employment strategy, more specifically with regard to the activation of workers. Subsequently it will sketch the European legal context of the free movement of workers and jobseekers, with special attention for the measures taken at the European level to enable and stimulate labour migration within the EU and thus create a European labour market. In the third part, by way of example, we will have a closer look at a number of activation measures taken in Belgium and examine which problems could arise in cross-border applications from the point of view of European law.

Creating perspectives, negotiating social Europe

2005 ◽  
Vol 11 (3) ◽  
pp. 333-342 ◽  
Author(s):  
Otto Jacobi ◽  
Judith Kirton-Darling
Keyword(s):  
Social Security ◽  
Labour Market ◽  
Minimum Wage ◽  
Trade Unions ◽  
Social Security Systems ◽  
Security Systems ◽  
Social Dialogue ◽  
Wage System ◽  
The Eu ◽  
Social Europe

In this introduction to the eight reports on different sectoral dialogues, the coordinators of this issue provide an inventory of the different forms of social dialogue in the EU. It is argued that trade unions have hitherto made insufficient use of the opportunities offered by social dialogue but that the sectoral social dialogue offers a forum for unions to cooperate with employers to develop policies to safeguard Europeanised industries. Two fields of action are identified as being particularly suitable for Europe-wide campaigning: common rules for the European labour market, including a European minimum wage system, and a ‘citizens insurance’ to sustain social security systems.

The `Flexible Firm': Fixation or Fact?

1988 ◽  
Vol 2 (3) ◽  
pp. 281-316 ◽  
Author(s):  
Anna Pollert
Keyword(s):  
Labour Market ◽  
Best Practice ◽  
Leading Edge ◽  
Point Of View ◽  
Full Time ◽  
The Public ◽  
Functional Flexibility ◽  
Labour Market Flexibility ◽  
Part Time ◽  
Employment Restructuring

The model of the `flexible firm' has gained a prominent role in shaping debate about labour market flexibility and employment restructuring in the 1980s. It argues that employers are increasingly segmenting their workers between a permanent `core' of full-time employees, and a `periphery' of part-time, temporary, subcontract and `outsourced' workers. The `core' provides `functional flexibility' through lowered job demarcations and multi-skilling, while the `periphery' provides `numerical flexibility'. This paper argues that these generalisations are based on very selective cases, and reviews evidence which shows that restructuring follows far more complex and uneven lines than this polarisation, which if anything is better reflected in the public sector, which the model omits. The `flexible firm' conflates employment developments due to sectoral restructuring, with `new' `manpower policies', masking the importance of continuities and qualitative changes within these. While registering the increasing vulnerability of many workers, the model fails to note that for many, this is not `new', nor that the dynamic of the eighties is attacking the strength of all workers, including the so-called `core'. Conceptually, the notion of `core' and `periphery' is confused, circular and value laden. The model is criticised for blurring description, prediction and prescription in an ambiguous futurology which slips between research reportage and `best practice' policy. Even here it is ambiguous, and dubious from management's own point of view. Finally, its concern with labour market flexibility is set within the current international climate of neo-classical revival, and the model's institutional interface between Government labour market polices and `leading edge' firms.

scholarly journals The Challenges of Human Resources Department – The Impact of the Demographic Evolution (The Case of Migration)

2018 ◽  
Vol 23 (2) ◽  
pp. 81-88
Author(s):  
George Bucăța
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Labour Market ◽  
Social Mobility ◽  
New Technologies ◽  
Point Of View ◽  
Labour Mobility ◽  
The Impact ◽  
Demographic Evolution ◽  
The Eu

Abstract Employees must adapt to these permanent changes by acquiring new skills required to use new technologies. One of the phenomena developed in order to meet these challanges is labour mobility. For the purpose of economic and social mobility, labour is a form of movement in relation to the ever-changing needs of the productive factors. Mobility in the labor market can be considered from several aspects. At the EU level, the phenomenon of labour mobility is promoted by the desire to meet the challanges arising in the labour market. From a economic and political point of view, the free movement of people is inteded to create a common market for labour and promoting EU citizens, by removing barriers in this area.

Corporate governance: How fiscal and industry revolution in Italy can change the labour market?

2019 ◽  
Vol 1 (1) ◽  
pp. 16-23
Author(s):  
Francesco Di Tommaso ◽  
Arturo Gulinelli
Keyword(s):  
Corporate Governance ◽  
Labour Market ◽  
Trade Unions ◽  
Industry 4.0 ◽  
Work Performance ◽  
Industrial Revolution ◽  
Point Of View ◽  
Production Processes ◽  
Union Representation ◽  
The Way

The intent of the paper is to understand which new scenarios and future figures could emerge with the Corporate Governance Industry Revolution 4.0, but also which professional figures could disappear, decrease in number or transform; also prefigure what changes could occur in the way of work performance, of new and old professions, in relation to the inevitable changes in production processes that will be introduced by this new industrial revolution. My point of view, of analysis, is clearly that of union representation, in all forms, and of workers. The question that I and I hope all the components of the trade unions are asking is: will we be able to be able to understand, represent and protect all the workers who will be involved in Industry 4.0? Clearly the writer does not pretend to find solutions, although from my observations, experience of representation can certainly provide suggestions and ideas, aided by the study and research still conducted by the major unions such as: CGIL-FIOM, CISL- FIM and UIL-UILM in Italy.

scholarly journals How the Eurozone disempowers trade unions: the political economy of competitive internal devaluation

2020 ◽  
Author(s):  
Philip Rathgeb ◽  
Arianna Tassinari
Keyword(s):  
Labour Market ◽  
Trade Unions ◽  
Sovereign Debt ◽  
Debt Crisis ◽  
Economic Adjustment ◽  
Class Power ◽  
New Economic Governance ◽  
Adjustment Variable ◽  
National Governments ◽  
Quantitative Indicators

Abstract The marginalization of trade unions was a notable feature of the sovereign debt crisis in the Eurozone periphery. However, governments have recently imposed liberalizing reforms against union protests in the Eurozone core too. We argue that organized labour loses influence across the core-periphery divide because the ‘new economic governance’ puts national governments under enhanced pressure to compete against each other on wage and labour market flexibility—a process known as competitive internal devaluation. The article illustrates this argument through comparative quantitative indicators of liberalization and qualitative process-tracing in three core countries. Whereas Germany’s outstanding competitiveness position allowed its unions to extract significant concessions, their counterparts in France and Finland faced unprecedented defeats from governments aiming to restore economic growth by closing down the competitiveness gap to Germany. Our findings highlight the class power implications of the Eurozone’s reliance on the labour market as the main economic adjustment variable.

scholarly journals Impact of Flexicurity Policies on the Romanian Labor Market

ECONOMICS ◽  
2019 ◽  
Vol 7 (1) ◽  
pp. 7-18
Author(s):  
Adriana Grigorescu ◽  
Arina Mihaela Niculescu Diaconu
Keyword(s):  
Labor Market ◽  
Trade Unions ◽  
Human Resources Management ◽  
Point Of View ◽  
Social Model ◽  
The European Union ◽  
Social Recovery ◽  
High Degree ◽  
The Eu

Abstract Along with joining the EU and with the desire to be compatible with the European labor market, flexicurity begins to penetrate gradually the Romanian labor market, becoming a topical concept, an economic and social recovery tool. In the simplest possible way, flexicurity can be defined as the compromise between flexibility and work safety. The flexicurity principle was born as a solution to the European dilemma: how to increase the competitiveness of European enterprises in global competition without sacrificing the European social model. Although a gradual passage is attempted, the tradition of a profession inherited from one generation to another or a stable job still exists in the human resource mentality, but it no longer exists in the present society. The concept of flexicurity is relatively new, introduced in Europe in 2006, when the principles of flexicurity were developed, but they were implemented according to the economic specificity of each EU member state. The purpose of this paper is to analyze the effects that EU accession has had on the Romanian labor market and the subsequent steps to harmonize Romania with the European Union requirements from the point of view of human resources management, flexicurity at the labor market. In Romania, the flexicurity balance is balanced, in the sense that the trade unions support a broader level of security, and the employers tend to a greater degree of flexibility. In conclusion, the Romanian labor market to develop a high degree of flexicurity must aim at increasing employment and reducing long-term unemployment, promoting workplace security and reducing the rigidity of labor law, especially in case of voluntary dissolution of firms, or of collective redundancies. In addition, the flexibility of collective and individual work contracts is also sought.

Sign in / Sign up

Export Citation Format

Share Document