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Work-life Balance and Flexible Working Arrangements. Věra Kuchařová, Research Institute For Labour and Social Affairs. Contents. Basic questions about the use of f lexible w orking a rrangements - FWA Demand- supply relations (E-ers x E-ees) Expectations and reality of FWA - PowerPoint PPT Presentation
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16/06/2008 1
Work-life Balance and Flexible Working
Arrangements
Věra Kuchařová,
Research Institute For Labour and Social Affairs
16/06/2008 2
Contents
• Basic questions about the use of flexible working arrangements - FWA
• Demand- supply relations (E-ers x E-ees)
• Expectations and reality of FWA
• Positives and negatives of flexibility
16/06/2008 3
Data sources
• Primary data:• GGS – Generation and Gender Survey (2005)• FEE – Family,Employment, Education (2006-
2007)
• Published data: • Eurostat• European Foundation for the Improvement of Living and
Working Conditions
16/06/2008 4
Basic questions on incidence and extension of flexible work arrangements
• Where – which spheres of labour market
• Who I – which groups of employees or social groups
use/can use particular forms of employment
• Who II – which employers (sector, branch, type of
ownership)
• When I – in what life situations employees/groups of
employees use FWA
• When II – under what conditions the employers
introduce FWA
Possibilities of interrelationship of employees’
and employers’ interests – a distribution of tensions
16/06/2008 5
Forms of work flexibility (main)
• Flexibility of place: regular/irregular, working from home
• Flexibility of time:› Part-time jobs (based on daily or weekly basis, or
organised as changing weeks or as temporary work)
› Flexitime (flexible starting and finishing time, compressed work week, working time account)
› Work sharing (job sharing, job splitting)› Work on call› Negative flexibility: work overtime, shift-work, work
in unsocial (unusual) time
16/06/2008 6
Prevailing place of work (GGS)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
men women men women
total employees
variety of places
part of the week athome/ part awaywork at home
one place awayfrom home
16/06/2008 7
Features of work from home• Homeworking – manual work prevails, more often
demanding lower skills, which corresponds with people’s demand – namely among caring people and people coping with unemployment, those who are repetedly on maternity/[parental leave; disabled people; foreigners, those who need to lower „side costs“ of their employment (e.g. on commuting);
• Teleworking – connected with IT → higher education – people’s interest is growing
There are not significant differences by gender in general, more important is current individual situation
16/06/2008 8
The pros and cons – work from home
• Under questions:
Extend of free choice, impacts on further career, adequacy of financial remuneration and other forms of evaluation
• Positives: free working hours, work close to family, compatibility with other activities
• Negatives: social isolation, inaccessibility of benefits, employee bears a part of costs Risks: often non-use of contracts, (un)certainty of employment + ambivalence of advantages and disadvantages
16/06/2008 9
Advantages/disadvantages for employers and employees – work from home
Work from home
1,3
17,6
45,3
35,8
05
10
1520253035
404550
OrganisationAdvantages,employees
disadvantages
Advantages both Organisationdisdvantages,
employeesadvantages
Disadvantages both
16/06/2008 10
Part-time job
• The most frequent form of FWA, although it is used by 8 % of women and 2 % of men
• Complicated relations between supply and demand :
› employees: strong reasons both in favour (family, health, style of living, life-cycle) and against (finances, career)
› for employers most important are characteristics of a working position (differences by occupations, branches etc.), employees’ needs reflected to a different extend
16/06/2008 11
Advantages/disadvantages for employers and employees – part time jobs
Part-time jobs
4
28,6
40,7
25,7
0
5
10
15
20
25
30
35
40
45
OrganisationAdvantages,employees
disadvantages
Advantages both Organisationdisdvantages,
employeesadvantages
Disadvantages both
16/06/2008 12
Influence of the phase of family cycle – family conditions
Share of women working full-time according to number of children and age of children (GGS, %)
0,010,020,030,040,050,060,070,080,090,0
100,0
1-5 6-10 11-15 16+
Age of the youngest child
1 child 2 children 3+ children
16/06/2008 13
Part-time jobs – experience by position in a family (FEE)
Reasons for refusal/non use of part-time jobs: – Lone mothers: not interested (31%); not
possible at the current employer (11%); finances (40%)
– Married mothers: not interested (47%); not possible at the current employer (21%); finances (17%)
– Married fathers: not interested (45%); not possible at the current employer (7%); finances (43%)
16/06/2008 14
How partners combine full-time and part-time work, age 20-49, at least one of them employed (Eurostat)
64
45
27
38
77
3
19
44
13
2
0
2
4
2
1
29
29
21
45
13
4
5
4
2
7
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Czech Rep.
EU-25
Netherland
Italy
Slovenia
both full-time man full-time , woman part-time
man P-T, woman F-T or both P-T only man employed
only woman employed
16/06/2008 15
Flexible working time
• Has beeen becoming more demanded, prefered to part-time work – it reduces risks of PTJ (financial, social, career)
• Organisations offer less often than PTJ
• Main risk for employees: difficult predictability
• Not used according to employees’ preferences , but rather the employers’needs (GGS)
16/06/2008 16
Usual work schedule by gender (GGS)
0%10%20%30%40%50%60%70%80%90%
100%
men women men women
total employees
regularly during the daytime working hours change periodically
irregular work schedule "unusual" working time
16/06/2008 17
Advantages/disadvantages for employers and employees – flexible working time
Flexible working time
1,7
47,2
34,7
15,9
05
10
1520253035
404550
OrganisationAdvantages,employees
disadvantages
Advantages both Organisationdisdvantages,
employeesadvantages
Disadvantages both
16/06/2008 18
Extend of satisfied interest in a length of working time – men and women
- parents of children up to 7 years (FEE)
men womenfull-time 97 93part-time (half or more of full-time job) 17 27part-time (less than half) 0 15
16/06/2008 19
Job sharing
• Very rare form
• Employers do not see advatages, find it complicated (difficult organization), do not understand the principle
› Employees – neutral/ambivalent attitudes (as those concerning part-timer jobs)
16/06/2008 20
Advantages/disadvantages for employers and employees – job sharing
Job sharing
3,3
19,922,6
54,2
0
10
20
30
40
50
60
OrganisationAdvantages,employees
disadvantages
Advantages both Organisationdisdvantages,
employeesadvantages
Disadvantages both
16/06/2008 21
Negative flexibility
• More ferquent than ther types of flexibility
• Work overtime: 19 % women, 27 % men• Shift work: 27 % women, 24 % men• Work in unusual time-e.g. on Saturdays
(most often): 35 % women, 47 % men
(Source: regular Sample survey of labour fource)
16/06/2008 22
Work overtime
• Longterm high incidence in Europe incl. CR› Employers – a measure of flexibility› Employees – source of higher income vs.
worse quality of life – interest in WO has been decreasing
› May be misused by employers, but also mixed with „positive“ flexibility measures
16/06/2008 23
Work in unsocial/unusual time
• Ineterests of employees: financial, variable time arrangements, work-life balance (less effective than other forms), possibility of a second job
• Impacts: exhaustment, health, family life
• Inerest of employers: ekonomy in investments, technological changes
16/06/2008 24
Summary
• High declared interest of employees • Diskrepancy of expectations of employers
and employees is sometimes dificult to get over
• Insufficiant knowledge of employees about cosequences of flexible regimes
16/06/2008 25
Summary – continues
• ¾ employers find the extend of a supply of FWA as sufficiant from the point of view of organisations
• and 1/5 of them find the extend of a supply of FWA as sufficiant from the point of view of employees’ interests; only 5 % plan changes
• Employers’ refusal sometimes based on little practice and information
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