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Community organization --- Sociology of work --- European Union --- #SBIB:316.334.2A320 --- AA / International- internationaal --- 332.10 --- 202 --- #SBIB:316.334.2A470 --- Arbeidssociologie: morfologie van de arbeidsmarkt --- Betrekkingen tussen werkgevers en werknemers. Organisatie van de arbeidsverhoudingen in de industrie: algemeenheden. --- Sociale organisatie. --- Arbeidssociologie: het sociaal-economisch overheidsbeleid: algemeen --- Betrekkingen tussen werkgevers en werknemers. Organisatie van de arbeidsverhoudingen in de industrie: algemeenheden --- Sociale organisatie

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Emploi --- Instellingen --- Institutions --- Sociale zekerheid --- Sécurité sociale --- Werkgelegenheid --- #SBIB:316.334.2A84 --- #SBIB:316.334.2A320 --- #SBIB:HIVA --- Arbeidsduur 331.31 --- AA / International- internationaal --- 332.810 --- 330.580 --- NBB congres --- Bijzondere arbeidsproblemen: arbeidsduur, ploegenarbeid, flexibiliteit --- Arbeidssociologie: morfologie van de arbeidsmarkt --- Arbeidsduur: algemeen. --- Gecontroleerde economie. Geleide economie. Welvaarststaat. Algemeenheden. --- Arbeidsduur: algemeen --- Gecontroleerde economie. Geleide economie. Welvaarststaat. Algemeenheden

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Higher-level skills are increasingly demanded by the knowledge-based economy. But with rising mobility and demographic change, it is no longer so simple to invest in a skilled workforce for the future. Actions are needed on a variety of fronts, including attracting and retaining talent, better integrating disadvantaged groups into the labour force, and upgrading the skills of low-paid workers. Much of the responsibility for these actions falls squarely on the shoulders of local policy makers. Drawing from a wide array of case studies, this book analyses best-practice local strategies for increasing workforce skills. And it also takes a close look at the opportunities and challenges presented by international migration. The in-depth case studies in this report range from Shanghai’s “Highland of Talent Strategy” to new “career ladders” which help immigrants escape low-skilled, low-paid employment in New York. National and local-level recommendations on local skills development are provided, for both OECD and non-OECD countries.

Occupational training. --- Occupational retraining. --- #SBIB:316.334.2A86 --- #SBIB:316.334.2A320 --- Retraining, Occupational --- Occupational training --- Job training --- Manpower development and training --- Manpower training programs --- Vocational training --- Education --- Training --- Education and training services industry --- Practice firms --- Bijzondere arbeidsproblemen: arbeidsvorming, kredieturen, beroepsopleiding --- Arbeidssociologie: morfologie van de arbeidsmarkt --- Occupational retraining

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Sociology of work --- Sociology of policy --- Labour market --- #SBIB:316.334.2A84 --- AA / International- internationaal --- #SBIB:316.334.2A320 --- EEC / European Union - EU -Europese Unie - Union Européenne - UE --- #SBIB:HIVA --- GB / United Kingdom - Verenigd Koninkrijk - Royaume Uni --- 332.810 --- 332.811 --- Bijzondere arbeidsproblemen: arbeidsduur, ploegenarbeid, flexibiliteit --- Arbeidssociologie: morfologie van de arbeidsmarkt --- Arbeidsduur: algemeen --- Wekelijkse en dagelijkse arbeidsduur. Deeltijdse arbeid. Flexibiliteit van de arbeid

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The shift from manufacturing- to service-based economies has often been accompanied by the expansion of low-wage and insecure employment. Many consider the effects of this shift inevitable. In Disintegrating Democracy at Work, Virginia Doellgast contends that high pay and good working conditions are possible even for marginal service jobs. This outcome, however, depends on strong unions and encompassing collective bargaining institutions, which are necessary to give workers a voice in the decisions that affect the design of their jobs and the distribution of productivity gains.Doellgast's conclusions are based on a comparative study of the changes that occurred in the organization of call center jobs in the United States and Germany following the liberalization of telecommunications markets. Based on survey data and interviews with workers, managers, and union representatives, she found that German managers more often took the "high road" than those in the United States, investing in skills and giving employees more control over their work. Doellgast traces the difference to stronger institutional supports for workplace democracy in Germany. However, these democratic structures were increasingly precarious, as managers in both countries used outsourcing strategies to move jobs to workplaces with lower pay and weaker or no union representation. Doellgast's comparative findings show the importance of policy choices in closing off these escape routes, promoting broad access to good jobs in expanding service industries.

Call centers --- Telecommunication --- Service industries workers --- Industrial management --- Service industries --- Electric communication --- Mass communication --- Telecom --- Telecommunication industry --- Telecommunications --- Employees --- Labor unions --- Employee participation --- Communication --- Information theory --- Telecommuting --- Telephone stations --- E-books --- #SBIB:316.334.2A528 --- #SBIB:316.334.2A531 --- #SBIB:316.334.2A537 --- Organisatiesociologie: arbeidssituatie en arbeidsomstandigheden: transport en communicatie --- Organisatiesociologie: arbeidssituatie en arbeidsomstandigheden: andere diensten: overheid, onderwijs, onderzoek, gezondheid, cultuur en recreatie --- Organisatiesociologie: morfologie en werking van de overlegorganismen in de onderneming