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Work O rganisation and Restructuring in the K nowledge Society

WORKS. Work O rganisation and Restructuring in the K nowledge Society. WORKS: Core research issues. Changes in work and NFWO from the perspective of global restructuring of value chains Changes in use of knowledge and skills Different ways of achieving flexibility Use of time

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Work O rganisation and Restructuring in the K nowledge Society

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  1. WORKS Work Organisation and Restructuringin theKnowledge Society

  2. WORKS: Core research issues • Changes in work and NFWO from the perspective of global restructuring of value chains • Changes in use of knowledge and skills • Different ways of achieving flexibility • Use of time • Occupational identities • Impact on Quality of Life • Social dialogue and the regional institutional context

  3. WORKS: steps to follow • Research objectives: proposal/ DoW • State of the art (Theories): Oct – Feb 2006 • Major research questions • ‘overall design’ approach for research on organisational transformations: acommon conceptual framework as starting point for complementarity between quantitative and qualitative research • Translation into methodology (Quant. and Qualt.): Feb – May 2006 • For Quantitative research: • feasibility and preparations • Indicators and survey-results

  4. WORKS: 5 KEY ISSUES • The global restructuring of value chains • 2. The organisational dimension • 3. Flexibility • 4. Skills and Qualifications • 5. Career trajectories and Quality of life

  5. WORKS: 5 KEY ISSUES • Crucial issues: • STRUCTURES and CHANGES • Descriptions and Explanations • Employee data or organisation data • Main problems: • What we want versus what we can: • Resources in the first place • Comparability and availability of data • Concepts and statistics and indicators • Focus on value chain, business function/unit…? • How to measure change • Reconcile breadth and depth

  6. WORKS: Global dimension 1. The Restructuring of GVC Objectives: • analysing global division of work and networking • analysing drivers of change • Dependent and independent variable • Descriptive level • Explanatory level: focus on changes, drivers and actors/motives

  7. WORKS: Global dimension • Value chains are getting longer and more complex due to globalisation, outsourcing and ICTs • Vertical disintegration of activities • Different Scenarios of recomposition/integration: • Networks, concentrations, SMEs, new TNCs (intermediaires), head- and-tail companies… • New balance and variations between bureaucracy/hiërarchies and market as coordination mechanisms • Drivers: • External pressures: ownership, markets, customers,… • Internal changes: innovations, skills, costs, BPR • Actors and motives: cost cutting, access to markets,

  8. WORKS: Global dimension 1. The Restructuring of GVC Indicators: • (changes in): • ownership • structure • outsourcing • relations to customers • relations to suppliers • Markets and competition • Product and process innovations • ICTs • ….

  9. WORKS: The organisational dimension 2. Changes in the organisation Objective: analysing NFWO, division of work and changes in workplace design • Division of work of business functions stretches across boundaries of work • Employment is managed across boundaries • Multi-employer environment: • who is the boss, market-logics • Customer orientation • Lengthening of GVC implies: • centralisation, formalisation and control • …

  10. WORKS: the organisational dimension … • Intensification of monitoring in view of risk management in value chains (legal, procedures, contract…) • New forms of standardisation and codification • Another management of knowledge work? • Internalisation of market logics • the paradox of proximity: organisational learning and informalities versus formalisation and centralisation • Gender biased changes

  11. WORKS: The organisational dimension 2. Changes in the organisation Indicators: • Lay out of production process • Task compositions • Forms of eWork, distant work, distributed teams… • Standardisation versus complexity • Control, quality and performance monitoring • Collaboration • Decision-making • Gendered division of work • …

  12. WORKS: Flexibility and time use 3. Flexibility • Objective: analysing the use of different forms of flexibility • ‘Atkinson revised’: • In the ‘core’: growing pressure on the core, project work, employability debate, • In the ‘periphery’: outsourcing? • what flexibility for what categories of workers (along the value chain) • …

  13. WORKS: Flexibility and time use 3. Flexibility • … • flexible work versus flexible employment • Link with regulation (EPL/EPR) • Link with impact on wages and financial flexibility

  14. WORKS: Flexibility and time use 3. Flexibility • Indicators: • Contractforms and flexibility • Working time arrangements and temporal flexibility • For what categories of workers (incl. gender) • Functional flexibility • wage systems • …

  15. WORKS: skills and qualifications 4. Skills and internal labour markets • Objectives: analysing impact on internal labour markets, in particular skills acquisition and policies • ILMs under pressure by blurring of boundaries • Intra-firm skills development versus external skill provision/ acquisition • ...

  16. WORKS: skills and qualifications 4. Skills and internal labour markets • … • Different logics of restructuring decisive? • Access to skills: opportunities for learning in networks? • Soft skills accross boundaries - monitored?

  17. WORKS: skills and qualifications 4. Skills and internal labour markets • Indicators: • Nature of work, knowledge-intensity, complexity • Required skills (formal, experience, seniority…) • Required skills (professional, technical, communication, soft…) • Recruitment • Skill assessment • Training (formal; informal, on the job, inside, outside…) • …

  18. WORKS: the level of the individual 5. Career trajectories and the quality of life • Objectives: analysing impact on career trajectories and occupational identities • Blurring of boundaries between occupations and work roles • Diversification and discontinuities as key words? • Along the career • With private life/ in transitions • In expectations • …

  19. WORKS: the level of the individual • … • Growing subjectivity in work: • Autonomy but framed • Responsibility but monitored • Committment required but not rewarded • Precariousness and insecurity • In employment • In income • In skill reproduction • In work • …

  20. WORKS: the level of the individual • … • Changing working environment makes workers insecure • Diversification of career patterns • Occupational identities in change?

  21. WORKS: the level of the individual • Indicators: • Job mobility • Transitions, work interruptions • earnings • Health problems (physical; stress…) • Job satisfaction • Subjective insecurity • …

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