現今的社會所面臨的是一個快速變遷和注重效率的時代。我國近年來更由於政治、經 濟、社會、文化等各方面的蓬勃發展，社會結構及環境爭劇變遷，傳統農業社會已逐 漸蛻變為現代工商社會，民眾對於政府服務的品質要求愈趨提高，分務人員生活品質 亦要求再加提升，其中行政機關工作時間( 辨公時間 )的設計，關係公務人員的生活 作息、政府的絕對運作、民眾接洽公務以及各行各業的營運，其間之關係密切而重要 ，因此行政機關對於工作時間之安排與設計日漸受到各方的關切與重視。 因此，我國政府對於行政機關工作時間的設計乃不遺余力，尤其是彈性工作時間制 ( Flexible Working Hours )的試行，此一組織發展(Organization Development OD ) 之干預技術(Intervention)，在別的國家創辨或試行時，效果頗佳，民眾稱便。一旦 搬到國內來，尤其是行政機關，卻往往不是窒礙難行，便是全然走樣，給人. 「橘逾 淮而變枳」的印象。其間之原因何在？是因行政生態環境不同呢？或是使用方法錯誤 ？或是對於此制之真正涵義并未了解而誤用？亦或是另有其他之問題？等等。為了了 解上述的問題，筆者乃以理論和實際并重的研究途徑，對此論題作深入的研究探討。 全文計分五章，凡二十節，共約十萬言。第一章緒論對研究問題、目的、方法、架構 和限制作一說明。第二章則是對本文所需的理論和文獻做詳細的介紹與分析。除以組 織發展之觀點來探計「彈性工作時間制」之各個面向及其真正的意涵外，并說明其源 起與演進、理論基楚、及在國外實行之情錶，并對其類型、優缺點等與其他相關之工 作時間制度做一綜合分析說明。第三章則透過個案探討組織實行此干預技術之成敗因 素為何？并加以評析。第四章則是透過實證研究以驗證本文之研究假設。最後，筆者 在第五章結論，對研究所得提出報告，并試擬我國行政機關進行「彈性工作時間制」 之策略與步驟，以為參考。最後并論述行政組織應用此制之趨勢及未來應用之展望， 作為本文的總結。

Le besoin croissant de réactivité dans les différents secteurs industriels face à la volatilité des marchés soulève une forte demande de la flexibilité dans leur organisation. Cette flexibilité peut être utilisée pour améliorer la robustesse du planning de référence d’un programme d’activités donné. Les ressources humaines de l’entreprise étant de plus en plus considérées comme le coeur des structures organisationnelles, elles représentent une source de flexibilité renouvelable et viable. Tout d’abord, ce travail a été mis en oeuvre pour modéliser le problème d’affectation multi-périodes des effectifs sur les activités industrielles en considérant deux dimensions de la flexibilité: L’annualisation du temps de travail, qui concerne les politiques de modulation d’horaires, individuels ou collectifs, et la polyvalence des opérateurs, qui induit une vision dynamique de leurs compétences et la nécessité de prévoir les évolutions des performances individuelles en fonction des affectations successives. La nature dynamique de l’efficacité des effectifs a été modélisée en fonction de l’apprentissage par la pratique et de la perte de compétence pendant les périodes d’interruption du travail. En conséquence, nous sommes résolument placés dans un contexte où la durée prévue des activités n’est plus déterministe, mais résulte du nombre des acteurs choisis pour les exécuter, en plus des niveaux de leur expérience. Ensuite, la recherche a été orientée pour répondre à la question : « quelle genre, ou quelle taille, de problème pose le projet que nous devons planifier? ». Par conséquent, les différentes dimensions du problème posé sont classées et analysés pour être évaluées et mesurées. Pour chaque dimension, la méthode d’évaluation la plus pertinente a été proposée : le travail a ensuite consisté à réduire les paramètres résultants en composantes principales en procédant à une analyse factorielle. En résultat, la complexité (ou la simplicité) de la recherche de solution (c’est-à-dire de l’élaboration d’un planning satisfaisant pour un problème donné) peut être évaluée. Pour ce faire, nous avons développé une plate-forme logicielle destinée à résoudre le problème et construire le planning de référence du projet avec l’affectation des ressources associées, plate-forme basée sur les algorithmes génétiques. Le modèle a été validé, et ses paramètres ont été affinés via des plans d’expériences pour garantir la meilleure performance. De plus, la robustesse de ces performances a été étudiée sur la résolution complète d’un échantillon de quatre cents projets, classés selon le nombre de leurs tâches. En raison de l’aspect dynamique de l’efficacité des opérateurs, le présent travail examine un ensemble de facteurs qui influencent le développement de leur polyvalence. Les résultats concluent logiquement qu’une entreprise en quête de flexibilité doit accepter des coûts supplémentaires pour développer la polyvalence de ses opérateurs. Afin de maîtriser ces surcoûts, le nombre des opérateurs qui suivent un programme de développement des compétences doit être optimisé, ainsi que, pour chacun d’eux, le degré de ressemblance entre les nouvelles compétences développées et les compétences initiales, ou le nombre de ces compétences complémentaires (toujours pour chacun d’eux), ainsi enfin que la façon dont les heures de travail des opérateurs doivent être réparties sur la période d’acquisition des compétences. Enfin, ce travail ouvre la porte pour la prise en compte future des facteurs humains et de la flexibilité des effectifs pendant l’élaboration d’un planning de référence. / The growing need of responsiveness for manufacturing companies facing the market volatility raises a strong demand for flexibility in their organization. This flexibility can be used to enhance the robustness of a baseline schedule for a given programme of activities. Since the company personnel are increasingly seen as the core of the organizational structures, they provide the decision-makers with a source of renewable and viable flexibility. First, this work was implemented to model the problem of multi-period workforce allocation on industrial activities with two degrees of flexibility: the annualizing of the working time, which offers opportunities of changing the schedules, individually as well as collectively. The second degree of flexibility is the versatility of operators, which induces a dynamic view of their skills and the need to predict changes in individual performances as a result of successive assignments. The dynamic nature of workforce’s experience was modelled in function of learning-by-doing and of oblivion phenomenon during the work interruption periods. We firmly set ourselves in a context where the expected durations of activities are no longer deterministic, but result from the number and levels of experience of the workers assigned to perform them. After that, the research was oriented to answer the question “What kind of problem is raises the project we are facing to schedule?”: therefore the different dimensions of the project are inventoried and analysed to be measured. For each of these dimensions, the related sensitive assessment methods have been proposed. Relying on the produced correlated measures, the research proposes to aggregate them through a factor analysis in order to produce the main principal components of an instance. Consequently, the complexity or the easiness of solving or realising a given scheduling problem can be evaluated. In that view, we developed a platform software to solve the problem and construct the project baseline schedule with the associated resources allocation. This platform relies on a genetic algorithm. The model has been validated, moreover, its parameters has been tuned to give the best performance, relying on an experimental design procedure. The robustness of its performance was also investigated, by a comprehensive solving of four hundred instances of projects, ranked according to the number of their tasks. Due to the dynamic aspect of the workforce’s experience, this research work investigates a set of different parameters affecting the development of their versatility. The results recommend that the firms seeking for flexibility should accept an amount of extra cost to develop the operators’ multi functionality. In order to control these over-costs, the number of operators who attend a skill development program should be optimised, as well as the similarity of the new developed skills relative to the principal ones, or the number of the additional skills an operator may be trained to, or finally the way the operators’ working hours should be distributed along the period of skill acquisition: this is the field of investigations of the present work which will, in the end, open the door for considering human factors and workforce’s flexibility in generating a work baseline program.

Made available in DSpace on 2016-04-26T20:21:45Z (GMT). No. of bitstreams: 1 Fabio Nunes de Lima.pdf: 5464921 bytes, checksum: 2c13e0cee2ecabeeabe7f22213b8bcb6 (MD5) Previous issue date: 2013-06-12 / The objective of this investigation is to analyze the reduction of working hours as an implementing factor for the realization of workers social rights to health and recreation. Firstly, we introduce the concepts of the "duration of working time" and "working hours", followed by a study of their historical evolution, in Brazil and abroad. The chapter The Benefits of Working Hours Reduction covers both the direct benefits related to the rights to health and leisure and the indirect ones related to the generation of jobs and consequent heating of the economy. The realization of social rights to health and leisure - part of the Rights and Fundamental Guarantees laid down by the Constitution of 1988 - requires further analysis. We also address some issues like the commercialization of the workers health and the recommendation of the International Labor Organization (ILO) for a 40-hour working week, based on documents and international legislation. The possibility of the current working hours be reduced through collective bargaining is evaluated in light of the specificities of the Brazilian union system. Finally, this study examines a number of legislative proposals aimed at reducing the working hours in Brazil. Among them, we highlight the Constitutional Amendment 231 project, since it is in line with the present investigation as far as proposing a 40-hour workweek as a way to effectively materialize the right to health and leisure of Brazilian workers / O objetivo deste estudo é analisar a redução da jornada de trabalho como fator implementador para a efetivação dos direitos sociais à saúde e ao lazer do trabalhador. Inicialmente, são apresentados os conceitos de duração de trabalho e jornada de trabalho ; em seguida, um estudo sobre sua evolução histórica, no Brasil e no exterior. O capítulo Dos Benefícios da Redução da Jornada de Trabalho aborda os benefícios diretos, relacionados aos direitos à saúde e ao lazer, e os indiretos, relativos à geração de empregos e, consequentemente, ao natural aquecimento da economia. A efetivação dos direitos sociais à saúde e ao lazer, espécies do gênero Dos Direitos e Garantias Fundamentais, previstos pela Constituição Federal de 1988, merecem uma análise mais aprofundada. São abordados, ainda, os temas da mercantilização da saúde do trabalhador e, em seguida, a recomendação da Organização Internacional do Trabalho (OIT) para uma duração semanal de até 40 horas de trabalho, com base em documentos e legislação internacional. A possibilidade de a jornada atual ser reduzida por meio de negociação coletiva é avaliada em face das especificidades do sistema sindical brasileiro. Por fim, o estudo analisa a grande quantidade de propostas legislativas que visam reduzir a jornada de trabalho no Brasil. Entre elas, merece destaque o projeto de Emenda Constitucional nº 231, pois está em consonância com a presente dissertação ao propor uma jornada semanal de 40 horas, como forma de realmente efetivar o direito à saúde e ao lazer do trabalhador brasileiro

Bakgrund: I dagens samhälle så skrivs det mycket om sex timmars arbetsdag i media. Att arbeta sex timmar men få betalt för åtta timmarsarbetsdag är något som väckt mångas intresse. År 1973 reglerades arbetstiden till 40 timmar per arbetsvecka, sedan dess har ingen ytterligare lagstadgad förändring skett. Det känns därför relevant att studera hur sex timmars arbetsdag påverkar individens psykiska och fysiska hälsa för att personalen och arbetsgivare ska få förståelse för vilka positiva samt negativa aspekter som det eventuellt kan medföra. Syfte: Syfte med denna undersökning är att kartlägga hur personalens självupplevda hälsa påverkas genom införandet av sex timmars arbetsdag, ur ett personalperspektiv. Metod: För denna uppsats har triangulering använts som metod. Där kvantitativa data har samlats in genom en attitydundersökning som utförts genom en enkätundersökning. Kvalitativa data har samlats in som komplement till denna enkätundersökning genom 13 stycken telefonintervjuer. Material har därutöver insamlats genom litteratur och vetenskapliga artiklar. Slutsats: Studien påvisar att sex timmars arbetsdag tenderar att ge personal många positiva vinster i form av förbättrad livskvalitet genom att respondenternas egendefinierande hälsa blivit bättre efter sex timmars arbetsdag infördes. För denna studie dras slutsatsen att majoriteten av respondenterna i denna undersökningen har en positiv upplevelse gentemot sex timmars arbetsdag. / Background: In today's society, media is writing a lot about reduction of hours of work. Working for six hours but getting paid for eight hours workday is something that aroused many people's interest. In 1973, working hours were regulated to 40 hours per working week, since then no further statutory change has taken place. It therefore feels relevant to investigate how reduction of hours of work affects the mental and physical health of the individual in order for the staff and employers to understand the positive and negative aspects that it may lead to. Purpose: The purpose of this study is to survey the staff's impact of a reduction of hours of work, six hours working day, from workers perspective. Method: For this essay triangulation has been used as a method. Where quantitative data has been collected through an attitudes survey conducted through a survey. Qualitative data has been collected in addition to this survey through 13 telephone interviews. Other material has been collected through literature and scientific articles. Conclusion: The study shows that six hours workday tends to give the staff many positive gains in terms of improved quality of life by improving the respondents' health after six hours of working day. For this study, it is concluded that most respondents in this survey have a positive experience over six hours of working day.

En accédant à l'indépendance, la République de Djibouti, comme la plupart des pays anciennement colonisés, a reconduit le droit du travail mis en place pendant la période de colonisation. Il s'est agi pour les nouvelles autorités djiboutiennes de faire perdurer une réglementation faisant de la loi l'outil exclusif d'encadrement des relations de travail. Cette situation, caractérisée par une absence de créativité normative unique en Afrique, a duré presque un demi-siècle, jusqu'aux années 90. A cette époque, le pays a été atteint par la crise économique et financière. Ceci a contraint l'Etat djiboutien à se tourner vers les Institutions financières internationales (FMI, Banque mondiale) qui l’ont appelé à se désengager de la vie économique et sociale. La réforme du droit du travail entamée en 1997 et confirmée par l'adoption d'un nouveau Code du travail en 2006 s'est inscrite dans cette optique.Malgré l'offensive libérale, le nouveau droit du travail porte la marque d’une hétéronomie persistante. Toutefois, une contractualisation relative mais significative de l'encadrement juridique des relations de travail est engagée. Ainsi, les normes étatiques issues de la législation antérieure sont largement reconduites pour garantir la santé et la sécurité au travail ainsi que pour limiter et répartir le temps de travail. En revanche, en matière de fixation de la rémunération, la réforme libérale a donné lieu à une large déréglementation.A ce jour, la réforme ne paraît pas être allée au bout de sa logique libérale. Elle ne s'est pas traduite par un retrait radical de la puissance publique. Il ne fait toutefois aucun doute qu'on est bien passé du recours exclusif à la loi pour la détermination des conditions d'emploi, de travail et de rémunération, à la possibilité d'intervention, de façon inégale en fonction des matières, du contrat individuel ainsi que des conventions et accords collectifs. / Upon gaining independence, The Republic of Djibouti, as is the case with most of former colonies, renew the labour law implemented during the colonial period. For Djiboutian authorities, it is a matter of preserving a regulation which is the exclusive tool for managing working relations. This situation which is marked by the lack of a normative creativity, only peculiar to Africa, has lasted for half of a century and went on up until the 90’s during which the country witnessed a financial and economic crisis. Beset with this crisis, the Djiboutian state turned to the international financial institutions (IMF, World Bank) which impel it to disentangle from social and economic life. The reform of labour law which began in 1997 and materialized by the adoption of the new Labour Code of 2006 is truly a part of this approach.Despite the liberal offensive, the new modification which is currently under way is characterized by the remarkable persistence of heteronomy and a relative yet significant contractualization of the legal framework of working relations. With regards to the working conditions, the state standards derived from former legislation are mostly renewed to not only ensure the hygiene and the security at the work place but to limit and organize the working time. However, regarding the setting of remunerations, the liberal reform leads to a large deregulation.Up to this day, the reform has not fulfilled its liberal purpose. It has failed to result in decrease of public power. However, there is no doubt that there has been a shift from the exclusive recourse to terms and conditions of employment, work, and remuneration to the possibility of intervention, to varying degrees and according to the matters, of individual contracts as well as the conventions and collective agreements.

The diploma thesis investigates attitudes of employers and employees towards flexible forms of working. Flexible forms of working are, for purpose of the diploma thesis, understood as a tool for work-life balance. Attention is devoted to part-time, home office, flexible working hours and job-sharing. Research of employers and employees attitudes is based on a questionnaire survey and focus groups realized within a project METR at Fond of Further Education. The aim of the diploma thesis is to find out not only the actual using of flexible forms of working in companies and organizations, but also the potential for their development. The results of the diploma thesis show that flexible forms of working are very actual topic among employers and employees. However, employers are still afraid of their implementation. Part-time contracts are the most often used flexible forms of working and also have the greatest potential for the future development. Keywords: Flexible forms of working, part-time, home office, flexible working hours, job-sharing, employees, employers, attitudes

The aim of thesis is a proposal how to improve a work-life balance at the city council and identify the most common problems the company and people are dealing with. The main highlighted benefit are factual results of research – data from real respondents – employees working hours and the analysis of the real benefits for the company which are used as a base for the real proposal of the implementation.

Detta examensarbete undersöker vilka konsekvenser som genereras av det flexibla arbetslivet. Det handlar framför allt om ett medarbetarperspektiv men inkluderar även ett chefsperspektiv. Studien utgörs av en fallstudie av en kommunal organisation isödra Sverige med ett fokus på yrkesrollen Human Resources (HR). Studien har en kvalitativ ansats där åtta semistrukturerade intervjuer ligger som grund för studiens resultatavsnitt. Valen av teoretiska ramverk bestod av en teoribildning om gränslöst arbete samt balans mellan arbete och privatliv. Resultatet visar att distansarbete och flexibla arbetstider resulterar i såväl negativa som positiva effekter på HRmedarbetaren. Studien synliggör att medarbetaren huvudsakligen upplever de flexibla arbetslivet som positivt. Detta delvis på grund av ökat handlingsutrymme i arbetet, mindre stress och att balansen mellan arbete och privatliv främjas. De negativa konsekvenserna visar sig emellertid i form av exempelvis risk för övertid, bristande arbetsmiljö vid hemarbete samt avsaknad av fysiska interaktioner med kollegor och chef.

The main aim of this research study was to explore attraction factors pertaining to the literature and to the occupational context of nursing personnel who have exhibited employment interest in a managed care organisation. A qualitative research approach was adopted in which semi-structured interviews were held to collect rich exploratory data from the purposeful sample of nine applicants with nursing qualifications. Twenty-five themes were identified through interpretive data analysis as being important factors in the pre-interview attraction process. The highest ranking of these were identified to be opportunities for professional and personal growth and the relationship with the managed care client, followed by salary and working hours. This study contributes knowledge to Personnel and Career Psychology in the field of Industrial and Organisational Psychology and is pertinent to organisations recruiting nurses, advising them in the formulation of contextually appropriate attraction strategies that attend to the most notable attraction factors / Industrial and Organisational Psychology / M.Com. (Industrial and Organizational Psychology)

Darbe analizuojamos Šveicarijos ir Lietuvos valstybės tarnybos sistemos, jų ypatumai bei galimybės taikyti naujosios viešosios vadybos elementus Lietuvoje. Šveicarijos valstybės tarnyba vertinama kaip viena pažangiausių pasaulyje. Būtent čia plačiai pradėtos diegti NVV naujovės. Šveicarijos valstybės tarnyba išsiskiria savo savitumu, kurį nulėmė tiesioginė demokratija, federalizmas ir konsensualinė demokratija. Pati valstybės tarnybos sistema yra sudėtinga, nes ją reglamentuoja skirtingų lygių teisės aktai, atskirai taikomi valstybės tarnautojams, priklausomai nuo to, kur jie atlieka savo tarnybą – federacijos ar kantonų lygmeniu. Valstybės tarnybai Šveicarijoje būdingas dėmesys į žmogiškuosius išteklius, įvairūs skatinimo ir motyvavimo būdai, įgyvendinamos įvairios darbo laiko formos ir tokiu būdu valstybės tarnautojams užtikrinamas „gyvenimo – darbo“ balansas. Darbe analizuojama Berno kantono valstybės tarnyba, nes šis kantonas vienas pirmųjų pradėjo taikyti naujosios viešosios vadybos metodus ir reformuoti valstybės tarnybą. Palyginus su Šveicarija Lietuvos valstybės tarnyba yra labai jauna ir neturi tokių gilių tradicijų. Ji nuolatos tobulinama, priimant teisės aktus bei jų pakeitimus. Darbe nagrinėjama viena aktualiausių Lietuvai, kaip ir daugeliui valstybių problema – kaip pritraukti ir išlaikyti aukštos kvalifikacijos specialistus valstybės tarnybos sistemoje. Tarp kitų Lietuvos valstybės tarnybos problemų viena opiausių tampa tai, kad geriausi ir perspektyviausi... [toliau žr. visą tekstą] / The paper analyses Switzerland and Lithuanian public service systems, their peculiarities as well as opportunities to apply the elements of new public management in Lithuania. The public service of Switzerland is evaluated as one of the most developed in the world. It was here where new public management (NPM) innovations were given the start. The public service of Switzerland is characteristic for its distinction, which was determined by direct democracy, federalism and consensual democracy. The public service system itself is rather complicated, as it is regulated by legal acts of various levels – they are separately applied to civil servants, depending on where they perform their service – at a federation or canton level. Public service in Switzerland is prominent for its attention to human resources, various motivation and incentive methods, as well as the implementation of different working hours forms, thus ensuring appropriate „work-life“ balance for public servants. This work also analyses the public service in Bern canton, as this canton was one of the pioneers which started to apply NPM methods as well as reform the public service. Compared to Switzerland, the public service in Lithuania is very young and does not possess such long traditions. It is constantly developed by adopting legal acts and their amendments. The paper investigates one of the most relevant problems in Lithuania, as well as in the vast majority of other countries – how to attract and... [to full text] / In der Arbeit werden die Systeme der öffentlichen Verwaltungen in Litauen und in der Schweiz, ihre Besonderheiten und die Möglichkeiten, wie man die Elemente von New Public Management in Litauen anpassen kann, analysiert. Die öffentliche Verwaltung in der Schweiz ist wie eine aus den fortschrittlichsten an der Welt bewertet. Nämlich hier sind die Neuerungen des New Public Managements begonnen einzusetzen. Die öffentliche Verwaltung in der Schweiz definiert sich mit der Eingeartigkeit, welche die direkte Demokratie, der Federalismus und die Konkordanz beschloßen haben. Das System der öffentlichen Verwaltung ist ziemlich kompliziert, weil es durch die Rechtsakte des verschiedenen Niveaus zugeordnet ist. Die Rechtsakte sind getrennt für die Beamte und die Angestellte ausgeliefert. Diese Auslieferung gehört von dem Arbeitsplatz der Angestellte – ist er auf dem Bund oder in der kantonale Verwaltung tätig. Die öffentliche Verwaltung in der Schweiz ist kennzeichnend auf die humanische Ressourcen, verschiedenen Arten von der Förderungen und der Motivationen. Dort sind auch die verschiedene Arbeitszeitsmodelle verwirklichen und für alle, wer in der öffentliche Verwaltung tätig sind, die „Life – Work“ Balance gesichert ist. In der Arbeit wird die öffentliche Verwaltung im Kanton Bern analysiert, weil dieser Kanton einer aus den ersten ist, welche die Methoden des New Public Managements angepasst und die Reformen in der öffentlichen Verwaltung begonnen hat. Im Vergleich mit der... [der volle Text, siehe weiter]