eWORK 2000 - European Telework Week

New Ways to Work 2000European TeleworkPopulation, 1997 % of world trade Trade/populationratioNetherlands 15.6 3.49 22.4France 58.3 6.92 11.8Germany 82.2 9.62 11.7UK 58.7 6.37 10.9Italy 57.2 4.59 8.0• Living standards are also very high and the country has progressive labour market policies, with a stronglyanalytical and innovative approach to addressing labour market issues.Driving factors:• The Transport Ministry has a long-standing interest in telework, and it is now widely seen as part of thesolution to the country's endemic road congestion problems - Netherlands has Europe's densest roadnetwork relative to size of country. As well as the social and economic costs of road congestion, there iswide and growing popular concern about environmental damage aspects.• Following some years of effort by individuals and the Netherlands Telework Forum, there is now politicalas well as commercial attention on telework. The Transport Ministry is defining several major programstogether with the Telewerk Forum to stimulate telework . The programs have to be fine tuned, but mostlikely there will be the start of the "fileverdunningsplan" which is designed to enable 10,000 persons in thetriangle of Amsterdam-The Hague-Utrecht to telework in order to avoid traffic congestion between 7.00and 9.30 in the morning. Also a scenario-study about the effect on mobility, social environment, ICT usageand the work and home environment will be one of the programs.• The lack of good personal is now a major driving factor and companies are offering telework as secondarylabour condition.• The union FNV did a research between ICT personnel and 66% of the ICT workforce prefer telework.Telework award price winner 1999Organisation Consultancy group de Beuk received the telework award 1999.Since 1978 this organisation is working without any office.Only the secretarial support ,offered by a group of 10 part timers, have a workplace in a remote placein the country and more than 20 employees are working from home or at the customer.A network of freelancers is used on project basis.In the selection process new employees are selected on their attitude and skills concerning assertivebehaviour, communication skills, non –competitive, helping and sharing of knowledge, andindependence.Facilities: once in six weeks a live meeting, with diner and time for socializing and informal exchangeof information.24 hours helpdesk.Management as supporters, and creating the possibility that people can solve their own problems.A minimum of 8 days a year for internal training, with focus on strategy and increasing knowledge, aswell as team-working, cohesion and atmosphere.Clear objectives about goals and declarations.Stimulation of team product development.Flexible labour conditions- 89 -