Working Life Barometer in the Baltic Countries 2002 (pdf) - mol.fi

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213 training paid for by the employer were examined in comparison with those for permanent employees. The graph shows clearly how the fixed-term employees remain without employer-paid training considerably more often than the permanent ones. This phenomenon is the same in all the countries. As can be expected, workers on temporary assignments have the least training opportunities of all. They are often hired to help with occasional needs, so that the employers are not willing to invest in them any more than necessary. Some employees of this type are even in illegal job relationships; in all the Baltic countries, the law requires a written employment contract. PARTICIPATED IN TRAINING (BY EMPLOYMENT RELATIONSHIP) Within the last 12 months ESTONIA permanent 29% fixed-term 26% other* LATVIA 12% permanent 26% fixed-term 20% other* LITHUANIA 16% permanent 28% fixed-term 20% other* FINLAND 10% permanent 50% fixed-term 28% 0% 20% 40% 60% 80% 100% *other means a written contract for doing a specific work or no written labour agreement
214 DEVELOPMENT OF WORK ORGANISATIONS This chapter will discuss work organisation activities and changes occurring in them. Working people were asked, among other things, about teamwork and changes in workplace organisation. They were also asked about different development projects at the workplace. The motivation for this topic arises because so many studies emphasise that the ways of working and choices made within the workplaces are very important for their competitiveness. (Cf. Antila & Ylöstalo 2002, Womack et al. 1990, Appelbaum et al. 2000, Arnal et al. 2001, Flexibility Matters 1999). Companies, or more generally workplaces, are not ’black boxes’ whose operational efficiency or quality are defined mechanically according to quantitative or qualitative investments that they make in various production factors (e.g. purchase of new machines or equipment, or personnel training). The process by which the investments are transformed into a yield such as products or services, can be implemented in many alternative ways. Factors like process control mechanisms, forms of working, management methods, or interactive relationships within and between companies, have key significance in determining how the companies are able to make use of the production factors at their disposal (Alasoini 2000). The following graph examines the incidence of several aspects connected with the everyday activities of work organisations in the Baltic countries and in Finland. The graph shows that group work or teamwork has gained very great popularity. Of the Finnish working people, as many as three-quarters said that at their workplace, work was done in teams. This proportion is larger than in any of the Baltic countries. Also in these, however, teamwork is usual nowadays. In Latvia, two out of three working people stated that work was done in teams at their workplace. Slightly more than half in Lithuania, and half in Estonia, answered that way. In Lithuania, teamwork takes place considerably more often in the public than in the private sector. In Latvia and Estonia, the situation is the opposite - that is, teamwork is more common in the private sector; in actual fact, the differ-
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247 LABOUR POLICY STUDIES Juha Anti
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FOREWORD The working life barometer
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SUMMARY This research study is the
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CONTENTS INTRODUCTION .............
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2 of the state was part of the deve
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4 to; and, in fact, it can be very
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6 PART ONE COUNTRY ESSAYS
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8 Industries: Food, textile, wearin
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10 Since the beginning of the 1990s
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12 As the number of working age pop
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14 2001 the unemployment rate of th
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16 In addition to unemployment bene
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18 the average wage is higher than
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20 proceeding from its economic opp
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LATVIA Jevg_nija Sviridenkova Senio
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24 improved, the institutional set-
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26 Once a year a taxpayer is allowe
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28 The legal framework for enterpri
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30 The aim of economic policy of th
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32 exchange rate ensures stable pri
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34 age population will not fall tha
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36 favourable conditions for invest
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38 conditions for investment and th
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40 The key elements of health promo
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42 Most of the higher educational i
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44 financial intermediation 96 015
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LITHUANIA 46 Gintare Buzinskaite Se
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48 The main legal act is the Consti
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50 According to the data of the cen
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52 money transfer from the EU will
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54 In 1997 the Government of Lithua
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56 without children had the biggest
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58 pensioners work. There were 67.7
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60 The biggest number of job vacanc
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62 Confederation of Lithuanian Indu
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64 Lithuania’s economy is growing
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66 In this section, we will examine
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68 other two countries, and so the
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50% 40% 30% 20% 10% 0% 25% 70 UNION
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72 Trade union representation at th
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74 In any case, the proportion of u
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40% 20% 0% -20% -40% 32% -22% 76 OP
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78 to the trade union movement. In
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80 working hours, the same things w
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82 Lithuania. However, only 15 % of
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…at the workplace together with c
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86 NEGOTIATIONS ON EMPLOYEES' SAFET
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88 more collectivity in negotiation
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SALARY PAYMENT BASIS 90 ESTONIA LAT
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92 Baltic countries are often agree
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94 make the same purchase in Estoni
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96 In this way, the salary distribu
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WOMEN'S AND MEN'S NET SALARIES, 199
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100 The net salaries in the private
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102 women's salaries have improved
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104 portion in 2002 measured by the
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106 NET WAGES AND SALARIES BY DECIL
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108 erage salaries have fallen by 1
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LITHUANIA 110 The rise in consumer
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New workplaces Reorganised Old work
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114 taken into account, Lithuania's
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116 NET WAGES AND SALARIES BY DECIL
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118 In Estonia and Latvia the reorg
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120 MEDIAN SALARY IN 1998 AND 2002
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122 WAGE EARNERS' OWN ESTIMATE OF C
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124 ing people, the managers trust
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126 tively small, and so their sign
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128 clearly higher than in the othe
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130 The most problematic situation
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WEEKLY WORKING HOURS Estonia 132 Th
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134 mainstream in Latvia, since the
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136 Weekly working hours in Lithuan
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138 WORKING OVERTIME DURING A NORMA
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140 Unpaid overtime is more typical
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142 and why do they accept the prev
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EMPLOYMENT CONTRACTS 144 The trends
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146 of no significance: in practice
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148 PROPORTION OF EMPLOYEES WHO HAV
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150 STRESS FACTORS AND CONFLICTS In
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152 nia has become much more demand
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154 Mean work intensity values (Sca
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60% 40% 20% 0% -20% -40% -60% Durin
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LATVIA women men ESTONIA women men
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160 In 2002 in Latvia and Estonia,
Page 171 and 172: LATVIA women men ESTONIA women men
Page 173 and 174: 164 Work safety in Latvia is seen a
Page 175 and 176: CONFLICTS 166 To finish this chapte
Page 177 and 178: 168 In the question of conflicts, E
Page 179 and 180: 170 may be a sign of efficiency; bu
Page 181 and 182: 172 The workers' possibilities of i
Page 183 and 184: 174 sumed that the question of sect
Page 185 and 186: 176 two Baltic countries. This shou
Page 187 and 188: 178 and the private sectors, though
Page 189 and 190: 180 the individuals are allowed to
Page 191 and 192: JOB SATISFACTION 182 When working p
Page 193 and 194: 100% 50% 0% -50% -100% 78% 78% -22%
Page 195 and 196: 186 mosphere assessment between the
Page 197 and 198: 188 aspects are enquired about: 1)
Page 199 and 200: 190 public-sector workers are a lit
Page 201 and 202: 192 sector, where nearly three-quar
Page 203 and 204: 20% 15% 10% 5% 0% 15% 16% 194 THE P
Page 205 and 206: 196 home in connection with their m
Page 207 and 208: 198 ised by way of information netw
Page 209 and 210: 100% 80% 60% 40% 20% 0% 200 PERSONA
Page 211 and 212: 202 spects is (naturally) the same
Page 213 and 214: 204 tries. Under half (43 %) of all
Page 215 and 216: 206 The ageing workers, therefore,
Page 217 and 218: 208 information technology are grow
Page 219 and 220: 210 PARTICIPATED IN TRAINING PAID B
Page 221: 212 problem category in Finland are
Page 225 and 226: 216 of, room and opportunities shou
Page 227 and 228: 218 been set up, with the aim of pl
Page 229 and 230: 220 PART THREE CURRENT TRENDS AND F
Page 231 and 232: 222 WORKING LIFE TRENDS IN ESTONIA,
Page 233 and 234: 224 HOW HAVE ASSESSMENTS OF WORKING
Page 235 and 236: MEN AND WOMEN 226 The changes takin
Page 237 and 238: 228 Greatest changes 1998 - 2002: E
Page 239 and 240: 230 TRENDS IN ESTONIAN WORKING LIFE
Page 241 and 242: LATVIA 232 The attitudes of the Lat
Page 243 and 244: 234 men have taken a somewhat more
Page 245 and 246: 236 In the oldest age group, there
Page 247 and 248: Meaningfulness Equality Environment
Page 249 and 250: MEN AND WOMEN 240 The increased neg
Page 251 and 252: 242 UNDER 30 YEARS Greatest changes
Page 253 and 254: 244 trend expectations can indeed b
Page 255 and 256: Meaningfulness Equality Environment
Page 257 and 258: 248 is particularly great. In the v
Page 259 and 260: 250 EXPECTATIONS: ECONOMY OF OWN WO
Page 261 and 262: 252 At the new workplaces establish
Page 263 and 264: 254 DISCUSSION: DIVERGING DEVELOPME
Page 265 and 266: 256 favourable direction and the de
Page 267 and 268: 258 A trend toward normalisation ca
Page 269 and 270: 260 ment staff. It is, in a way, na
Page 271 and 272: 262 still some big changes ahead fo
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264 the salary due from their main
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266 Job satisfaction Job satisfacti
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REFERENCES 268 Alasoini, T.: Suomal
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270 http://www.stat.fi/tk/tp/maailm
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DATA COLLECTION AND SAMPLE DESIGN C
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33. Korkiasaari, Jouni: Siirtolaisi
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110. Aarne Mattila: Cooperation and
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179. Osmo Rahikainen, Pekka Ylösta
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243. Matti Vartiainen, Christina Sw
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Working Life Barometer in the Baltic Countries 2002 (pdf) - mol.fi

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