The management of trust-based working time in Germany
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New developments in trust-based working time systems (i.e. systems whereby managers formally devolve their responsibilities for monitoring working time) in Germany are examined. A picture of these systems is presented and the main debates reviewed. It is argued that the successful introduction of such systems is contingent on a number of inter-related factors. These are: company size and management style, external and internal pressures and effective employee representation. It is concluded that such systems are most likely to be successful in larger organisations and that effective employee representation is a key requirement. Current circumstances are not necessarily conducive to the rapid spread of trust-based working time systems.
|Research Areas:||Middlesex University Schools and Centres > Business School > Leadership, Work and Organisations > Employment Relations group|
Middlesex University Schools and Centres > Business School
|Citations on ISI Web of Science:||3|
|Deposited On:||10 Aug 2011 14:01|
|Last Modified:||12 Dec 2014 10:55|
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