scholarly journals 6 óra munka, 9 óra pihenés, 9 óra szórakozás

2021 ◽  
Vol 3 (4) ◽  
pp. 77-93
Author(s):  
Dávid Adrián Máté
Keyword(s):  
Labour Market ◽  
21St Century ◽  
Work Performance ◽  
Working Hours ◽  
Point Of View ◽  
Work Schedule ◽  
Flexible Work ◽  
Practical Point ◽  
Flexible Work Schedule ◽  
New Challenges

The digital changes of the 21st century have brought us many new tools, technologies, and, with them, new challenges. The changes fully permeate economic processes and at the same time have a significant impact on work performance. As a result of the changes, many jobs will be lost, new ones will be created, and we will witness ever-faster changes in the labour market. Employers and employees need to adapt to these changed circumstances, in which working time and its scheduling play a key role. In the course of the present work, I examine the feasibility of the shorter working hours that have become available due to technical development, both from a theoretical and a practical point of view. In connection with this, the development of a flexible work schedule will also be subject to a legal examination.

scholarly journals Spokojenost školních psychologů a pohled na klady a zápory jejich práce

E-psychologie ◽  
2020 ◽  
Vol 14 (3) ◽  
pp. 17-30
Author(s):  
Marie Herynková ◽  
Keyword(s):  
Job Satisfaction ◽  
School Psychologists ◽  
Research Study ◽  
Working Hours ◽  
Work Schedule ◽  
Flexible Work ◽  
Flexible Work Schedule

The research study discusses the view of school psychologists on the positive and negative aspects of their profession. In addition, the research aims to discover to what extent school psychologists are satisfied with their work. The results show that the most frequently mentioned positive aspects of the work of school psychologists are the possibility of direct work with clients, a flexible work schedule and a flexibility in working approach and diversity. On the contrary, the most frequently mentioned disadvantages are difficult relationships in the workplace, unclear role, and loneliness. A large part of the respondent sample (N = 61, 59 women) are job-satisfied. A statistically significant correlation was found between job satisfaction and the practice length as well as the number of weekly working hours.

scholarly journals WFM Systems as a Digital Business Transformation Tool

2020 ◽  
Vol 17 (4) ◽  
pp. 187-194
Author(s):  
A. A. Grigoryan
Keyword(s):  
Current Problem ◽  
Working Hours ◽  
Work Schedule ◽  
Flexible Work ◽  
Work Time ◽  
Management Tools ◽  
Workforce Management ◽  
Advantages And Disadvantages ◽  
Flexible Work Schedule ◽  
Time Planning

The article focuses on the current problem – the efficiency of employees' working hours through the use of special systems for work time planning (workforce management). An analysis of the use of various management tools to create an effective employee schedule is presented. It has been shown that the number of companies implementing automated programs for recording and planning employees' working hours is gradually growing. The main advantages and disadvantages identified by managers implementing digital solutions in the work schedule process were identified. Various types of specialized software for creating a flexible work schedule have been investigated, as well as key criteria by which the best WFM systems are determined. In the course of this classification, parameters have been defined, which should be given special attention when deciding on the use of the WFM system in the company. Based on the results of the study conducted by the author, recommendations were developed for the implementation of such digital solutions in the company. The author concluded that these systems were necessary for enterprises focused on digitalizing their business, since they made it possible to optimize staff costs and increase employee efficiency.

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 Sustainability of workers in terms of the COVID-19 pandemic: international research experience

Upravlenie ◽  
2020 ◽  
Vol 8 (4) ◽  
pp. 101-108
Author(s):  
A. V. Popov ◽  
T. S. Soloveva
Keyword(s):  
Labor Market ◽  
Labour Market ◽  
International Research ◽  
Labor Relations ◽  
Single Point ◽  
Working Hours ◽  
Point Of View ◽  
Technological Aspect ◽  
Research Experience ◽  
The World

The purpose of the article was to study the influence of the COVID-19 pandemic on the sustainability of workers. The paper analyses relevant domestic and foreign publications in the field of labour and employment. There is no single point of view regarding remote employment as one of the most effective ways to preserve health of workers. Among the main disadvantages of remote employment are the lack of live communication and contacts with colleagues, difficulties with organizing the workflow in the technological aspect, as well as the difficulty of combining work and household responsibilities. Researchers have an unambiguous position on reducing the number of working hours, fears of losing jobs or earnings – such risks are increasing in many regions of the world, and part of the population has already directly faced such problems. At the same time, for example, fears of losing a job largely depend on the form of ownership, the specifics of the organization’s activities, etc. The study pays particular attention to the situation of certain categories of workers and vulnerable segments of society in the labour market. The authors outline the prospects for remote employment and maintaining the sustainability of the position of workers in the new socio-economic reality.Keywords: coronavirus pandemic, COVID-19, employment, labor market, labor relations, non-standard employment, remote employment, transformation of employment, unemployment

scholarly journals Problems of labor productivity management in difficult epidemiological situation

2021 ◽  
Vol 6 (2) ◽  
pp. 146-153
Author(s):  
L. V. Trunkina ◽  
◽  
T. V. Telyatnikova ◽  
N. A. Kuzmina ◽  
◽  
...  
Keyword(s):  
Labor Productivity ◽  
Work Schedule ◽  
Flexible Work ◽  
Effective Leader ◽  
Flexible Work Schedule ◽  
The Face ◽  
Increase Productivity ◽  
Leader Performance ◽  
The Impact ◽  
Epidemiological Situation

In modern conditions the problem of labor productivity growth is becoming increasingly relevant. Its enhancement is paid to attention both at the federal level and at the level of enterprises. This article discusses the increase in labor productivity in the face of the epidemiological situation. The main blocks of programs of the national project to increase productivity are highlighted. In the context of the epidemiological situation, there are problems of preserving and improving productivity in connection with the transition of enterprise personnel on various forms of non-standard employment: televodder, flexible work schedule, durability, etc. The impact of a complex epidemiological situation on labor productivity is disclosed, the main competencies of an effective leader (performance leader) are presented

Missed work, lost income, and job loss in survivors of colorectal cancer and their partners: A dyadic study.

2020 ◽  
Vol 38 (29_suppl) ◽  
pp. 145-145
Author(s):  
Christine M Veenstra ◽  
Paul Abrahamse ◽  
Arden M. Morris ◽  
Sarah T. Hawley
Keyword(s):  
Colorectal Cancer ◽  
Job Loss ◽  
Employment Outcomes ◽  
Cancer Center ◽  
Work Schedule ◽  
Flexible Work ◽  
Job Support ◽  
Community Oncology ◽  
Flexible Work Schedule ◽  
Oncology Practice

145 Background: Many survivors of colorectal cancer face long-term job loss stemming from their diagnosis. However, little is known about employment outcomes among their partners and virtually nothing is known about employment impacts among survivor-partner dyads. Methods: In 2019-20 we surveyed 1150 patients who, in 2014-18, underwent resection of Stage III colorectal cancer and were seen at a community oncology practice, academic cancer center, or reported to Georgia SEER (51% RR). Patients gave a separate survey to their partner. 299 partners (73% RR) completed surveys. Patients and partners were asked about employment consequences of the patient’s cancer. Availability of job support benefits and prevalence of adverse employment outcomes were described among partners. Descriptive statistics were generated to identify trends in job loss within dyads. Results: Among partners, 56% were <age 65, 63% female, 86% white, 27% had < high school education. 61% were employed at time of patient’s diagnosis. Among these, 15% had no job support benefits. 33% had paid sick leave, 47% had flexible work schedule, 28% had unpaid time off. Due to the patient’s cancer, 43% missed 7-30 days work and 13% missed >1 month. Due to the patient’s cancer, 18% lost $2000-$10,000 in income and 11% lost >$10,000. 27% were no longer working at the time of survey. In 47% of dyads, both patient and partner were working before patient’s diagnosis. Among those, in 29% only 1 member of dyad was still working at time of survey and in 11% neither member of dyad was still working. In 15% of dyads, only the partner was working before patient’s diagnosis. Among those, in 50% the partner was no longer working at time of survey. In 16% of dyads, only the patient was working before diagnosis. Among those, in 48% the patient was no longer working at time of survey. Job loss in dyads was associated with older age, lower annual income, and lack of flexible work schedule. Conclusions: Missed work and loss of income are common among partners of patients with colorectal cancer. Job loss affects nearly half of dyads in the survivorship period. Employer accommodations such as flexible scheduling may help mitigate job loss among survivors and their partners. [Table: see text]

Le relazioni esistenti tra produttivitŕ, occupazione e benessere: un'analisi sulle province italiane

2009 ◽  
pp. 7-24
Author(s):  
Georg Lun
Keyword(s):  
Labour Market ◽  
Growth Rates ◽  
Southern Italy ◽  
Labour Force ◽  
Working Hours ◽  
Labour Force Participation ◽  
Point Of View ◽  
Fundamental Identity ◽  
Italian Provinces ◽  
The Difference

- The paper aims at describing the relationship between productivity, employment and GDP for the Italian provinces in the period 1995-2003. This relationship is analysed from a static, as well as from a dynamic point of view. Methods and Results The paper applies the so-called augmented fundamental identity as described by Van Ark and McGuckin. This equation allows the analysis of the differences between per capita income and productivity. The identity equation shows that the difference between GDP and productivity can be decomposed into several labour market indicators. In this way the effect of working hours, of employment, of the working age population and the effect of labour force participation on the GDP can be quantified. The identity can be calculated for levels, as well as for growth rates. Analysing the growth rates provides inside into the changes of the relationships between the involved indicators. Conclusions The analysis shows that the differences of the provincial GDP between northern and southern Italy are to a large part due to differences in the labour market indicators. If instead of the static view are analysed the dynamic development of the indicators (1995-2003), the variation of the growth rates between northern and southern Italy are much less pronounced.

scholarly journals ADMINISTRATION OF STAFF MOTIVATION SYSTEM AT THE ENTERPRISE

2021 ◽  
Author(s):  
Liana Chernobay ◽  
Tetiana Yasinska ◽  
Andriana Tomashevska
Keyword(s):  
Modern Society ◽  
Employee Motivation ◽  
Work Schedule ◽  
Remote Work ◽  
Flexible Work ◽  
Staff Motivation ◽  
Motivation System ◽  
Financial Condition ◽  
Flexible Work Schedule ◽  
Market Management

The topicality of the article is due to the need to improve the motivation system of employees, increase staff productivity and profit. The system of motivation of personnel at the enterprise plays one of the most important roles for achievement of the purposes and increase of profit of the enterprise. The ability to develop an effective system of personnel motivation will increase productivity and improve the financial and economic condition of the enterprise. The goal of the article is to research and improve the administration of the personnel motivation system of the enterprise. In the article was considered and analyzed the literature sources related to the system of personnel motivation. The experience of countries and leading corporations around the world in the field of encouraging employees to improve their efficiency are analyzed. An alternative causal relationship between the increase in employees' salaries and the financial results of the enterprise is highlighted. The scope of motivation directly depends on the financial condition of the enterprise, its place in the market, management structure, strategy, goals and the relationship between departments. In the article were considered some alternatives to improve the system of staff motivation: transfer of office workers to remote work; introduction of a flexible work schedule; creating conditions for communication with the management of the enterprise; introduction of a grading system. In modern society, one of the most popular types of motivation is the ability to work remotely. In terms of COVID-19, it is one of the most effective motivators in the company, the essence of which is to perform their duties outside the office. Another intangible way to motivate staff, which shows its effectiveness in modern conditions, is the introduction of a flexible work schedule. The ability to independently set the start and end time of work is a strong motivating factor, as the employee can adjust the work to their biological rhythm, distribute the time between rest and work according to their needs, etc. With the help of communication of employees with the management of the company you can prevent professional burnout. The general symptoms of burnout were also analyzed. An innovative method such as grading also helps to effectively solve the problem of employee motivation, the essence of which is the hierarchical ranking of positions based on their value and impact on the company's performance to ensure transparency of the remuneration system, the size of which depends on the value of the position.

A multicenter analysis of patient reported risk factors for not working during cancer therapy.

2017 ◽  
Vol 35 (15_suppl) ◽  
pp. 6523-6523
Author(s):  
Victoria Susana Blinder ◽  
Carolyn E. Eberle ◽  
Emeline Aviki ◽  
Stephen Matthew Schleicher ◽  
Sujata Patil ◽  
...  
Keyword(s):  
Risk Factors ◽  
Cancer Therapy ◽  
Cancer Diagnosis ◽  
Cancer Center ◽  
Work Status ◽  
Work Schedule ◽  
Flexible Work ◽  
Poverty Level ◽  
Patient Reported ◽  
Flexible Work Schedule

6523 Background: Treatment for most types of cancer results in work disruptions. The aim of this study is to identify risk factors for not working during cancer therapy using a patient-reported outcome tool. Methods: Patients of all cancer types, who were undergoing treatment with curative or palliative intent, were enrolled in a survey-based study at Memorial Sloan Kettering Cancer Center and the North Carolina Cancer Hospital from 1/2014 to 7/2015. All patients working full- or part- time at the time of cancer diagnosis were included in this analysis. Patient reported outcomes were collected using a survey tool at any time during active cancer treatment. The primary outcome of this analysis was self-reported work status at the time of survey completion. Results: Of 119 patients who were working before their cancer diagnosis, 68% were working at the time of survey completion. The mean age was 52.9 (range 20-80). Younger age was associated with working: 82% of patients age < 40 were working during treatment vs. 31% of patients age > 65 (p=0.01). The number of days patients reported being completely unable to work in the past month was significantly associated with work status; only 26% of patients who missed > 10 days continued to work compared to 69% who missed ≤ 10 days (p<0.01). Patients who report having a flexible work schedule were 23% more likely to continue to work during treatment (69% vs. 46%, p=0.01). In a multivariable model controlling for having an employer contingent health plan, and household income > 200% of the federal poverty level (fpl), only age, having a flexible work schedule, and inability to work > 10 days were independently associated with work status during treatment (Table). Conclusions: Having a flexible work schedule allowed for more work interruptions without job loss. Patients who are likely to miss more than 10 days of work and who have inflexible work schedules are at high risk of unemployment and should be targeted for employment retention initiatives. [Table: see text]

Sign in / Sign up

Export Citation Format

Share Document