The contributions to this timely volume explore the social implications of labour market reforms, and assess the complex relationship between the economic and non-economic aspects of labour institutions. The authors ascertain that labour market systems have important social dimensions, including social benefits and effects on psychological well-being and on social relationships. They go on to argue that the evaluation of reforms should take into consideration this social impact. The book examines the requirements for increased flexibility in contractual associations whilst maintaining social protection and job security. Using new utility criteria, guidelines for evaluating labour market and social protection system reform policies are recommended. It is argued that policy evaluations should consider whether social benefits are compatible with the increased flexibility demanded by the marketplace, taking into account the complex social and cultural rules which affect human behaviour, and the fact that individuals are concerned with issues such as fairness, status and the well-being of their fellow citizens. Policymakers involved in government, international institutions, professional associations for social work and labour relations, unions and employer federations will find this book to be a useful and fascinating read. It will also be of great interest to academics involved in labour economics, industrial relations and industrial economics.

Insufficient job creation and the decreasing quality of jobs are fundamental social problems throughout the industrialized world. This impressive book uses a multidisciplinary approach to provide an accessible and wide-ranging assessment of the effect of changes in labour market institutions on the creation of jobs. This book brings together a distinguished group of contributors from the fields of economics, management and industrial relations. The authors rigorously examine how labour market institutions shape employment performance and assess issues such as unemployment benefits, job security provisions and collective bargaining. These institutions are found to be key determinants of unemployment rates and other important social and economic indicators such as activity rates, and the share of part-time and short-term contract jobs. The authors also focus on public policy and the reform of current institutions and assess their effect on the adaptation of the labour force to the changing demands of international markets. In particular, several chapters analyse the impact of information technologies on the organization of firms and their internal and external labour markets. Regulatory changes are proposed to facilitate the adjustment and competitiveness of both companies and workers in order to increase the creation of jobs. Job Creation will be required reading for scholars of labour economics, labour markets and public policy as well as practitioners and policymakers.

The Social Challenge of Job Creation brings together a distinguished group of economists and sociologists to provide a broad, accessible and multidisciplinary assessment of job creation in Europe. This major volume discusses the role of labour market institutions and the nature of their interaction with other economic and social regulations. The European case is discussed in depth with a focus on issues such as the extent to which US labour market institutions can be adapted to European societies, and the problem of the long-term unemployed. Two chapters are explicitly devoted to Spain which constitutes a paramount example of the job creation failure in Europe. An introductory chapter summarizes the main conclusions of the book. Among other results, the authors highlight the importance of systemic and carefully balanced labour market reforms. The Social Challenge of Job Creation provides a rigorous yet accessible broad assessment of the policy alternatives which could lead to increased job creation in the European economy.

New technologies, global markets and increased competitive pressures mean that companies are having to reinvent themselves, reappraise their competitive strategies and rethink the ways in which they organize business activities. This timely book illustrates how changes in strategy can translate into organizational changes within the firm itself and can influence the relationship between the firm and their employees and collaborators. The authors provide a broad theoretical and empirical assessment of these complex changes, their effect on the nature of employment, and the consequences for both employers and employees. They develop a framework that encompasses the interaction between the strategic reactions of businesses to a changing environment and the restrictions imposed by social institutions. A key theme of the book is that we are now living in an age of transition where concepts such as job security, which have played a crucial role in society, are no longer valid. Indeed, the importance of the research presented in the book is underlined by the social and political implications such changes will undoubtedly bring. Significantly, the authors view the subject matter from an interdisciplinary perspective applying tools from the fields of organizational behavior, sociology and psychology. Social economists, employment analysts, business managers, and scholars of strategic management and organizational studies will value this integrated assessment of the challenges and changes facing modern firms.

This succinct survey includes the most important economic policy issues facing European governments and business as they strive to restore growth to the region's flagging economy. Although written mostly in a non technical style, the book contains some of the sharpest analysis available of the economic problems currently facing Europe's policy makers and is essential reading for academic or professional readers interested in European economic development.