Working Time Flexibility in the German Employment Relations System: Implications for Germany and Lessons for the United States**/Arbeitszeitflexibilität Im Deutschen System Der Arbeitsbeziehungen: Implikationen Für Deutschland Und Lehren Für Die Usa

Zusammenfassung

---

Competitive conditions are leading to much experimentation within and decentralization of the German employment relations system. This aritcle shows how flexible working time is an integral part of the German employment relations system and how flexible working time arrangements are contributing to its transformation. In addition, I discuss the implications for employers and employees of flexible working time, and the lessons the German experience with flexible working time has for the United States. Flexible working time contributes to the decentralization of German employment relations on multiple levels, particularly within the enterprise. The benefits to employers of flexible working time take many forms and are generally positive, whereas the implications for employees are more mixed. The main lesson for the United States is that labor market institutions still matter in developing flexible working time models that can meet both employer and employee needs.

Siehe den Gesamtinhalt dieses Dokumentes

Auszug

---

Working Time Flexibility in the German Employment Relations System: Implications for Germany and Lessons for the United States**/Arbeitszeitflexibilität Im Deutschen System Der Arbeitsbeziehungen: Implikationen Für Deutschland Und Lehren Für Die Usa

Introduction

We are living through a period of fundamental change in the way work is conducted and governed around the world. Employment relations institutions are being challenged and restructured under the weight of global economic pressure. The demand for more flexibility by organizations and individuals in how work is conducted has grown in light of new economic challenges. Companies want flexible structures and work processes that allow them to adjust their labor resources to meet rapidly changing market demands. This push for flexibility by companies is also contributing to the growth of decentralized bargaining structures that allow for more open standards that reflect local needs. At the same time, workers desire more flexibility in when, how, and where they work. The increase in female labor force participation, the rise of dual earner couples, and the costs of child rearing have altered the balance between work and non-work roles and contributed to a variety of flexible work arrangements across countries (Berg et al. 2004).

Germany is no exception to this trend. Much has been written about the changing German employment relations model, the decentralization of bargaining, and the decline of union and employer association membership. The current literature on the transformation of German employment relations (Thelen/Kume 1999; Thelen/Van Wijnbergen 2003; Behrens 2004; Bosch 2004; Raess 2006; Doellgast/Greer 2007), and Herrigel in this volume, show that while the German system is not breaking apart it is changing. Competitive conditions are leading to much experimentation within the system. Traditional roles are being challenged and new roles are emerging. These changes have resulted in a more diverse and decentralized German employment relations model with varying consequences for employers and employees.

Working time issues have not been brought into the center of this debate about the transformation of German employment relations. In this paper, I show how flexible working time is an integral part of the German employment relations system and how flexible working time arrangements are contributing to its transformation. In addition, I discuss the implications that flexible working time has for employers and employees and the lessons the German experience with flexible working time has for the United States.

Varying daily and weekly hours, averaging weekly working time, and working time accounts are widespread throughout the German economy and have emerged in Germany as crucial mechanisms to increase the flexibility and productivity of labor. The practices associated with working time flexibility are prime examples of how the German social partners are ...

Siehe den Gesamtinhalt dieses Dokumentes

---