Arbeitswelt im digitalen Wandel – Empirische Evidenz und Gestaltungsaufgaben

100 Years of the Works Council Act and Current Participation of Employees in Germany

“…Eine aktuelle Umfrage unter Personalverantwortlichen aus dem Jahr 2018 zeigt, dass dies trotz aller Interessenunterschiede gelingt: In 95 % aller betrieblichen Entscheidungen schaffen es Unternehmensleitung und Betriebsrat, einen Konsens herzustellen und nur in 5 % müssen Entscheidungen in der Regel gegen den Betriebsrat durchgesetzt werden (Schneider et al, 2019, 118 (Stettes, 2010, 208). Alternative Vertretungsorgane sind daher attraktiv, um Arbeitnehmer an betrieblichen Entscheidungsprozessen partizipieren zu lassen (Schnabel und Wagner, 2001, 460 (Hammermann und Stettes, 2019). Unbestritten ist, dass die Bildungsanforderungen an die Beschäftigten erheblich steigen werden und eine Flexibilisierung von Arbeitszeit und -ort stattfi nden wird (Niedenhoff, 2020, 57).…”

Concept and Practices of Preventive Social Policy in Germany and Some Lessons for China

“…As per the findings from the Enterprise Monitor Report on "Family-friendliness" published by the German Institute for Economic Research (Institut der Deutschen Wirtschaft), several areas within businesses have witnessed an increase in the adoption of familyfriendly measures when compared to the previous survey conducted in 2015. These areas encompass flexible working hours and work organization, parental leave and parental support, childcare provisions, services for caring for close relatives at home, and family service/information and counseling [69] (pp. [22][23][24][25][26][27].…”

“…Notably, the report brings to light that the prevalence of a distinctly family-friendly corporate culture has grown since 2015, both from the standpoint of companies (2015, 41.2%; 2018, 45.9%) and that of employees (2015, 36.1%; 2018, 39.4%). However, a noticeable gap still exists between the family-friendliness envisioned by companies and what employees actually experience [69] (p. 12). Another positive trend is the heightened awareness within companies about the work-life balance of fathers.…”

“…In 2015, approximately 35% of companies offered at least one measure to support fathers. By 2018, this figure had risen to around 53% [69] (p. 20).…”

“…Human resource managers are increasingly acknowledging the significance of fostering a family-friendly work environment, even for employees with no (current) caring obligations. Nonetheless, managing the integration of employees who utilize family-friendly measures with those who do not have caregiving obligations can introduce potential conflicts [69] (p. 6). Therefore, it is of the utmost importance for executives to strive for a fair balance of interests within their teams.…”