I denna uppsats undersöks samspelet mellan ersättningsnivå i arbetslöshetsförsäkringen och investeringar i aktiv arbetsmarknadspolitik och hur detta är kopplat till arbetsvilja i ett urval om 21 länder. Metoden som används är en beskrivning av arbetsmarknadspolitik i olika länder samt analys baserad på flernivåregression. Data är hämtad från ISSP och OECD. Uppsatsens slutsats är att en hög arbetsvilja har en tydlig koppling till ett lands kombination av arbetsmarknadspolitik och att denna koppling antar olika former med samspelet mellan ersättningsnivå i arbetslöshetsförsäkringen och ett lands investeringar i aktiv arbetsmarknadspolitik. Detta är relevant för diskussionen om hur välfärdsstaten kan överleva på längre sikt genom motverkande av de negativa incitament som skapas av vissa av dess beståndsdelar.

Med bakgrund i hur normer om genus och arbete kan orsaka ojämlikhet på arbetsmarknaden fördjupar sig denna studie i Norrbotten som plats. Syftet är att undersöka hur kommunala arbetsmarknadsenheter i Norrbotten utmanar eller återskapar strukturell ojämlikhet på arbetsmarknaden. Med teoretiska perspektiv på klass, arbete, genus och spatialitet tar begrepp som den ideala arbetaren, könande och ojämlikhetsregimer fasta på hur ojämlikhetkan utmanas eller reproduceras inom dessa organisationer. För att svara på syftet har en fallstudie bestående av tre kommunala arbetsmarknadsenheter i Norrbotten undersökts genom åtta enskilda, semistrukturerade intervjuer med chefer och personal. Kommunerna benämns i studien utifrån deras lokala förutsättningar som Gränskommun, Kustkommun och Inlandskommun. Resultatet visar att de kommunala arbetsmarknadsenheterna har möjlighet att utmana strukturella ojämlikheter på arbetsmarknaden. Exempelvis har personalen möjlighet att se individen bortom sociala kategoriseringar, vilket gör att de kan erbjuda insatser som inte bygger på stereotypa normer utan i stället vad individen säger sig vilja arbeta med. Det visar sig även att arbetsmarknadsenheterna förhåller sig till lokala arbetsmarknadsförutsättningar eftersom verksamheternas mål handlar om att ge deltagarna progression mot arbete. Därmed beskrivs i vissa fall en svår balansgång mellan individens och arbetsmarknadens behov, där för mycket fokus på arbetsmarknadens behov riskerar att reproducera ojämlikhet på arbetsmarknaden. Vidare forskning om aktiveringspolitik föreslås därför fokusera på fler sociala kategorier utöver kön och klass, exempelvis etnicitet. Detta skulle kunna synliggöra på vilket sätt ojämlikhet riskerar att reproduceras i samtidens gröna samhällsutveckling. / Based on how norms about gender and work can cause inequality in the labor market, this study delves into Norrbotten as a place. The aim is to investigate how municipal labour market units in Norrbotten challenge or contribute to structural inequality in the labour market. With theoretical perspectives on class, work, gender and spatiality, concepts such as the ideal worker, gendering and inequality regimes address how inequality can be challenged or reproduced within these organizations. To answer the purpose, a case study consisting of three municipal labour market units in Norrbotten has been investigated through eight individual, semi-structured interviews with managers and staff. The municipalities are named in the study based on their local conditions as Border Municipality, Coastal Municipality and Inland Municipality. The results show that the municipal labour market units have the opportunity to challenge structural inequalities in the labour market. For example, the staff have the opportunity to see the individual beyond social categorizations, which means that they can offer interventions based on what the individual wants to work with, and not stereotypical norms. It also turns out that the labour market units relate to local labour market conditions because the goal of the activities is to give the participants progression towards work. In some cases, this describes a difficult balancing act between the needs of the individual and the needs of the labour market, where too much focus on the needs of the labour market risks reproducing inequality in the labour market. Further research on activation policies is therefore proposed to focus on more social categories in addition to gender and class, such as ethnicity. This could highlight the way in which inequality risks being reproduced in today's green transition. / <p>2024-05-30</p>

This work is focused at the unemployment analysis in Prachatice and Čestký Krumlov districts in 2010 and considering of the locality impact on active labour market policy efficiency. The work should provide comprehensive view of ways and possibilities to solve unemployment at local labour markets. It should examine suitability of used tools of active labour market policy for particular groups of job applicants and confirm their importance for unemployment cutting, mainly at monitored groups of job applicants which are most endangered in labour market.

This paper tries to contribute to the collective knowledge on Bonoli’s (2010) concept “The Activation Turn “, both as a phenomenon and a turning point for ALMP in Sweden. It is argued that the Activation Turn has been legitimized in four phases in Sweden (Identification, First organisation, Second organisation and Stabilisation phase, between years of 1991-2017). This thesis argues that the blueprint for understanding and exploring the Activation Turn as a phenomonenon is to capture and compare the discourse and how it has developed within the state during these four phases. Using two guiding research questions: How can we describe the characteristics of ALMP during each phase? And how have ALMP have changed in Sweden since the beginning of the 90’s? This paper has tried to answer these two questions by doing a content analysis that captures the dominating characteristics of ALMP during each phase and how they have changed. The analysis has been done with a help of a coding scheme, which is derived from a theoretical framework on the three elements of institutional legitimacy: regulative, normative, and cognitive element. After counting the number of coded references from 38 state documents, and then analysing and discussing the results, we came to two overall conclusions. First, there has not been an Activation Turn, shift or transformation of ALMP, since the beginning of the 90’s within the state discourse. Second, the development of ALMP in Sweden can be characterized as fairly stable and resilient against changes.

Within the South African context, the mining industry is a major employer and a significant contributor to the economy. Production costs are ever increasing and for this industry to survive and remain financially viable, efficient technologies are continuously being explored and implemented to ensure the industries sustainability now and in the future. In order for this to be achieved, sufficient and competent technical skills, in the form of artisans, technicians and engineers are required. The mining industry is currently experiencing a shortage of these skills. Twenty-one persons were interviewed, who are representative of three stakeholder groups: namely, regulatory bodies, educational institutions and mining companies to ascertain the challenges in terms of the technical skills and thereby, derive solutions for the industry. The data used to uncover the above was obtained using qualitative techniques applied to the three stakeholder groups. This research presents the responses of those in-depth interviews from the various stakeholders obtained over several months of research. The challenges within the industry are disclosed and practical solutions presented to mitigate those challenges.Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

全球化影響下，造成企業型態改變，並對生產技術、資本自由流通與勞動力流動有極大的影響，同時，也使得國與國之間的競爭愈形激烈。因此許多國家，特別是歐洲福利國家，開始對勞動市場進行調整，並且對社會福利而做大幅度的變革，期望能夠藉此提高國際競爭力。在這些改革國家當中，以荷蘭與丹麥受到最多的關注，兩國在歐盟會員國中，有相當好的經濟成長率並維持低失業率，且兩國的勞工皆處於彈性化勞動市場，卻都還能保有其社會安全，因此在國際社會中，被視為施行彈性安全模式的典範。 本研究發現，（1）社會福利部分，雖然外界對於彈性安全多有正面的評價，但是荷蘭與丹麥社會福利卻是不斷的在縮減，不論是在給付金額或是在給付期間；（2）勞動市場的雇用形式，兩國呈現出迥然不同的發展，荷蘭的勞動市場朝向部分工時的方向發展，丹麥則呈現出平均任期短、流動性高（即轉職頻繁）及全職雇用為主的勞動市場發展趨勢；（3）在勞動市場的所得分配部分，兩國的勞動市場的不平等現象增加。 本文必須要強調，彈性安全之間的抵換看似公平，但其實並不然，這是值得我們深思。若台灣未來朝向彈性安全的方向發展，本文提出的相關建議如下，集體協商的力量，在我國一直都不被重視，也常常被忽略，不論是荷蘭或丹麥，其都有相當強大的集體協商力量，我國應該更重視勞工集體協商的權利，努力朝此一集體協商方向發展。其次，對於台灣日益擴大的非典型勞動僱用，應該要有更具體與周延的保護措施，以確保這些類型勞工不會因此而被不公平的對待。最後，我國需進一步的加強社會安全體制，惟有完善完整的社會安全體制，才有資格與空間來進行彈性化，否則在現階段的社會安全體制下，放寬管制、推動彈性化，對於勞動者而言，無疑是走在一條幾乎沒有的安全網的鋼索上，稍有不慎，便是粉身碎骨。 / The business patterns, production technique, the free flow of capital and labour mobility have been changed because of the globalization. At the same time, competition among the countries is increasingly. Many countries, especially the European welfare state, have began relaxing the labour law, meaning deregulation the labour such as free dismissal, flexible working hours etc,. They also have changed the social welfare substantially, including the unemployment payment. Through these measures which expect the country competitions will be improved. Among these reform countries, Dutch and Denmark surprised other countries, when many countries are suffering from increasing unemployment rate and job decrease. The Netherlands and Denmark are renowned as success example of combining flexibility and security both at the same time, in other words, success example of flexicurity. Through this research, we found: 1.Social Welfare. Some international organizations deem flexicurity positive, however, in the Netherlands and Denmark, public welfare is reducing gradually, like social payment or the duration of payment. 2. Types of employ. The labor market in the Netherlands develops toward to part-time job hiring, but in Denmark shows short tenure, high labor mobility and full-time job hiring. These two countries show different developments. 3. Unfair earnings distributed in labor market, which occurs frequently in these two countries. This article emphasize the flexicurity which looks fair, however it is not. That is what we concern about now. If Taiwan forwards to develop flexicurity, there are some related suggestions provided down below. Taiwan should pay more attention on the right of collective bargaining. Take Dutch or Denmark for example, the right of collective bargaining is quite powerful. We ought to strengthen this right of collective bargaining in the future. Furthermore, there are more and more atypical labours hiring in Taiwan. Concerning about this situation, we must set up specific and sound protect measures to make sure these types of labors will not be tricked unfairly. Last, our country, Taiwan, needs to enhance social security system. Under the sound and perfect system of social security, we are able to think about flexicurity. Otherwise, with this kind of social security, trying to set flexicurity into motion, for labours, is definitely not appropriate which is like walking on the cable wire without a safety net.