Adaptability under the guise of management first addresses – for obvious reasons, it being management – the corporate agency, aiming at the level of biographical processes, while impacting on the level of societal processes through the health of communities as agencies (families, neighbourhoods and communal services, to the extent that they depend on the employment, and employment provisions, of a corporate agency).
Adaptability and the Employment Relationship
Joint Report Team
Lenience in Systems of Religious Meaning and Practice
Maya Mayblin and Diego Malara
tolerant than expected.” Yet it might also be thought of as a fact or quality of plasticity or flexibility. As a noun, lenience denotes a loosening or lessening of something—normally, some chore, practice, or punishment. But this does not necessarily make
Erzsébet Bukodi and Péter Róbert
European labour-market patterns tend to contain a growing element of flexible employment, which deviates from the norm of the secure, lifelong career. What do we mean by flexible work? Dex and McCullogh (1997) offer the following definition: ‘Flexible work … is a description of a change in the distribution of labour market jobs, away from standard full-time permanent employee contracts, and towards a growth in various types of non-standard employment forms.’ Pollert (1988) argues that flexibility refers to a combination of different factors. It involves firms being flexible enough to be able to respond quickly and efficiently to technological and economic changes; it also refers to organisations that are flexible in terms of employee numbers. In addition, it refers to a workforce that is multi-skilled and/or flexible with regard to time. This may result in a trend for firms to retain ‘core ’employees who work flexibly, with a periphery of employees who are flexible because they are irregularly employed. The result of this process is that employment is no longer as stable as it was. The development of the new, flexible labour market undermines security, leading to the so-called ‘risk society’ (Crompton et al.,1996).
economy, I explore how her storyline serves to (re)secure US exceptionalism through the shoring up and celebration of the flexible, heteronormative, post-post-Americans with Disabilities Act 3 American family. This article responds to McRuer’s call for
This report seeks to answer several basic questions concerning the employment situation in the Netherlands. The focus is on flexicurity, in other words the combination of secure and flexible employment from a lifetime perspective. Ultimately, secure employment comes down to employability, to a worker’s employability throughout her career, whether she works for one employer or for more than one.A single career may span many employers and many functions and jobs, according to the preferences of workers and companies. Flexibility seeks to adapt employment to the needs of the employing organisation, and thus to provide three key elements: employability for the employee; adaptive employment for the company or organisation; a system of social security enabling the employee to make the required transitions. Employability requires training and development, work of a quality to improve the skills of the employee, and a balanced combination of work, care and leisure, enabling the employee to maintain continuous participation in both work and other areas of life. From this perspective social security should not merely make work pay, it should also make transitions pay, whether these are from one job to another, one employer to another, one level of skill to another or from one combination of work and care to another.
Peter R.A. Oeij, Steven Dhondt, and Noortje M. Wiezer
The European situation of new forms of work organisation and stress risks in jobs are described against the 'decentralisation-human factor orientation model', which discerns types of work organisation. 'Flexible firms' based on lean production have the highest probability of high strain jobs, predicting negative health effects. Among European employees, those working in high strain work organisations report the highest number of complaints with musculoskeletal problems, allergies and asthma and stress-related problems. Although new forms of work organisation are limited in occurrence, most of them tend towards lean production, indicating growing stress risks for employees. The authors suggest to reduce stress risks in jobs by redesigning those organisational conditions labelled as sources for these risks into work situations with a better balance in job demands and job control.
Joint Report Team
This paper combines two documents on employment flexibility and security prepared in the context of the research project ‘Social Quality and the Policy Domain of Employment,’ undertaken by the European Foundation on Social Quality. The first document relates to work time in Europe, its social distribution and its evolution – the crucial importance of work time for the approach of flexibility is not to be demonstrated, as it is one of the main factors, alongside other characteristics, such as skills and working conditions, that have been promoted under the general umbrella of ‘employment flexibility ’as a panacea for bringing the ‘Old Europe ’back in line with the successfully job-creating U.S. economy. At the same time, people at work themselves increasingly recognise work-time flexibility as a fundamental instrument of quality of life. To achieve such flexibility will require significant social investment, such as support from the Welfare State and a full regulation framework.
More than any other recent urban film, Alejandro González Iñárritu’s Biutiful (MX/ES 2010) proposes a poignant commentary on the present conditions of a multi-ethnic yet racially segregated city, which is organized by different levels of mobility. Rather than being a tragedy, tracing the last months of Uxbal, a man who, in the face of his impending death, struggles to ensure a sheltered life for his two children, Biutiful can be conceived as a cinematic critique of the city. It offers a distinct contribution to the discourse on urban mobility, since it meticulously deciphers the urban conditions of an emerging new mobility spurred by a permanent quest for adaptability: a complex, contradictory mobility I would like to call a “forced flexible mobility.” In highlighting both the unequal distribution of space and its constant re-appropriation by different ethnic and social groups, this mobility tackles the contradictory status of a “flexible human being” forced into continuous transformation.
Temporal complexity and generational clashes in an East German city
Hoyerswerda, Germany's fastest-shrinking city, faces problems with the future that seem initially unrelated to the past and yet excite manifold conflicting accounts of it. The multiple and conflicting temporal references employed by Hoyerswerdians indicate that the temporal regime of postsocialism is accompanied, if not overcome, by the temporal framework of shrinkage. By reintroducing the analytical domain of the future, I show that local temporal knowledge practices are not historically predetermined by a homogenous postsocialist culture or by particular generational experiences. Rather, they exhibit what I call temporal complexity and temporal flexibility-creative uses of a variety of coexisting temporal references. My ethnographic material illustrates how such expressions of different forms of temporal reasoning structure social relations within and between different generations. Corresponding social groups are not simply divided by age, but are united through shared and heavily disputed negotiations of the post-Cold War era's contemporary crisis.
Public–Private Partnerships and Bureaucratic Culture in Pakistan
The World Bank-financed 'Enhanced HIV and AIDS Control Program' tried to reorganize HIV/AIDS governance in Pakistan by pushing a neoliberal agenda, marketizing the provision of publicly funded HIV prevention services. NGOs and the private sector competed for contracts with the government to provide services to sex workers, drug users, transgendered people and homosexuals who were deemed 'high risk' groups for HIV. With this contractualization emerged a new bureaucratic field that emphasized 'flexible organization' and 'efficiency' in getting things done in place of the traditional bureaucratic proceduralism characteristic of the Pakistani civil service. This new corporate-style bureaucratic culture and the ambiguities of a hastily contracted (and 'efficiently' rolled out) Enhanced Program meant public funds ending up in the pockets of a few powerful actors. Instead of generating more efficiency, the marketization of services dispossessed the intended beneficiaries of the World Bank loan.