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DOCUMENTS "COM"
COM(76)253
Vol.1976/0082

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COMMISSION OFTHEEUROPEANCOMMUNITIES
COM (76)253final .
Brussels .3June 1976
REFORM OFTHE ORGANISATION OFWORK
(Humanisation ofWork )
(Communication from theCommission totheCouncil )
COM (7b)253 final

I.INTRODUCTION
TheCommissi on|in-submitting asocial action programme (1)totheCouncil ,
included ,inthechapter onliving andworking conditions ,aproposal aimed
atchanging "those patterns ofwork organisation which tend todehumanise
theworker andcreate environmental working andliving conditions which are
nolonger acceptable toideas ofsocial progress ".Such action wasseen as
complementary toinitiatives inthefields ofworker participation andvoca­
tional training .While themain responsibility foraction toimprwe the
situation wasregarded asresting with theSocial Partners ,itwas "however
necessary fortheCommunity totake complementary measures toimprove the
patterns ofwork organisation ,particularly inthose jobs which arenolonger
acceptable tothevast majority ofthepopulation andforwhich migrant or
casual labour must berecruited ".
Initsresolution ofJanuary 211974 concerning asocial action programme ,
theCouncil set,among thelist ofobjectives tobeachieved during the
period 1974–76 ,theestablishment
"ofanaction programme forworkers aimed atthehumanisation oftheir living
andworking conditions ,with particular reference to:
–improvement insafety andhealth conditions atwork
–thegradual elimination ofphysical andpsychological stress which exists
intheplace ofwork andonthejob,especially through improving the
environment andseeking ways ofincreasing jobsatisfaction -
–areform oftheorganisation ofwork ,giving workers wider opportunities ,
especially those ofhaving their ownresponsibilities andduties andof
obtaining higher qualifications ".
Inaddition ,theaction programme fortheenvironment approved bythe
Council on22November 1973 (2)also envisages certain actions which will
support thepreoeding .
(1)Social Action Programme (submitted bytheCommission totheCouncil ):
COM (73)1600 FINAL „ . .
(2)J.O.C112of20.12.1973 -section II-Ch.4ofthesecond part .
•A

Thepurpose ofthis communication istoinform theCouncil ofaction taken
bytheCommission following theCouncil 'sresolution ,andofitsproposals
for future action .
ACTION FOLLOWING THE COUNCIL 'SRESOLUTION ONASOCIAL ACTION PROGRAMME
Within themandate oftheCouncil 'sresolution ,twoproposals ,relevant to
thefirst twoitems mentioned intheresolution ,have already been submitted
totheCouncil ;
(1)Guidelines foraCommunity programme onSafety ,Hygiene andHealth
Protection atwork (l)
(2)a3rdResearch Programme Ergonomics andRehabilitation (2)
Thepresent Communication concentrates onthethird item intheresolution
"reform oftheorganisation ofwork ".
Within this broad concept areincluded allthose changes inthedesign of
thework process within theenterprise andinrelations between workers or
within thestructure ofmanagement ,calculated toimprove working conditions
byreducing such negative factors asisolation andboredom andmaking work
more meaningful andsatisfying .
Given thediversity ofcircumstances between thevarious industrial sectors
andthenecessity oftaking full account ofhuman aswell aseconomic factors ,
theCommission 'sactivity has ,inthis preparatory stage ,been largely -aimed
atproviding opportunities fortheexchange ofinformation andviews and
encouraging theemergence ofspecific approaches ,likely tomake aconstructive
contribution tothegeneral objective ofaprogressive harmonisation inthe
improvement ofworking conditions . I
TheCommission hasbeen enoouraged bytheintensification ofdiscussion in
most member states oftheneed forimprovement inthequality ofworking life ,
which has even increased with the advent ofthe ourrent economic crisis .
This discussion increasingly recognises aEuropean dimension andtheCommission
therefore finds itself confronted with awidening network ofnational andinternational
1)Doc.COM (75)138final of8April 1975
2)Doc.SEC (74)4617 of22November 1975
./■

agencies ,institutions andorganisations involved inresearch ,experiment ,
policy formulation andpractical initiatives .Thesocial partners ,who
have always been theprincipal agents inimproving working conditions have
become increasingly involved ,with collective agreements ,whether atnatio­
nalorenterprise level ,"breaking newground in"thefield ofhumanisation .
Thecompilation oftheEuropean Card Index ofCollective Agreements ,following
anearlier decision oftheCouncil ,will provide afurther andmost important
source efinformation incomparing andstudying trends anddevelopments as
abasis for action .
Then again ,theCommission will beable todraw inspiration from theexpe­
rience ofcertain national administrations inco-ordination (e.g. ANACT (l)
inFrance ,thegovernment research programme inGermany ).
While itistooearly tospeak ofacommon understanding oftheproblems ,
this growing interest hasskowa theiaporfcaace andnecessity
oftheCommission 'srole asacatalyst ,crystallizing ideas andassisting
intheevolution ofacommon strategy .TheCommission 'smain contribution
hasbeen theorganisation ofaseries ofseminars followed byaconference
inNovember 1974 , designed tobring together ,atEuropean level ,govern­
mental andnon-governmental experts whohave been involved with these
problems .Thebackground paper annexed totiia coaununication psfl&ots the
discussions oftheconference andsubsequent exchanges ofviews with the
social partners ,organised atEuropean level .
Thesocial partners have been consulted onthis paps® andconsider ita
good basis forcontinuing dialogue andfuture joint action .They fui»»
ther agree that theEuropean Foundation fortheimprovement ofliving and
working conditions ,withitsquadrapartite Administrative Board (2)will
provide theright framework formedium termresearch inthefield . ■
They alsourged theCommission tomake anoptimal useofthetools already
atitsdisposal andtodevelop activity within theframework ofexisting
work programmes ,onsafety ,migrants ,handicapped workers ,etc.
(1)Agence Nationale pour l'Amélioration desConditions deTravail
(2)Council Regulation No.1365/75onthecreation ofaEuropean Foundation *
fortheimprovement ofliving andworking conditions .
O.J. No.L139/1ot30May1975 «

Inaddition,-theCommissionhascontinuedtheprocessofconsultation and
discussion onmore'specificaspects.
Adetailedsummaryofactionsnowenvisagedinthelightoftheseconsul­
tations,whetheronthepartoftheFoundationortheCommission,isset
outinPartsVandVIofthiscommunication .*■'

REFORM OFWORK ORGANISATION INTHECONTEXT OFCONSULTATION ANDPARTICIPATION
PROCEDURES
Certain developments inthefield ofapproximation oflaws areofimmediate
relevance totheissue ofreform ofwork organisation ,particularly inthose
extreme situations ,where radical reorganisation ofwork maybehighly
relevant tothemaintenance ofemployment andeven tothesurvival ofafirm .
Insuch cases ,institutionalised prooedures ofconsultation participation
ought totoeintroduced toensure that theinterests ofworkers aretaken into
proper consideration attheright time .
Models forconsultation ofworkers onspecific problems concerning the
employment position have already
–been adopted bytheCouncil intheDirective oncollective redundancies (l),
which provides formandatory consultations with workers toavoid redundan­
cies ,reduce thenumbers affected ormitigate theconsequences
–been proposed bytheCommission
(a)draft directive onharmonisation oflegislation andregulations onthe
retenticn ofrights andadvantages ofemployees inthecase ofmergers ,
takeovers oi»amalgamations offirms (2)j
(b)proposal forastatute forEuropean companies (3)}
(c)proposal forathird directive onco-ordination ofnational company
law,relating tomergers of ^limited companies(4)*
(l)Council Directive ontheapproximation ofthelawoftheMember States
relating tocollective redundancies (75/129/EEC)O.J,No.L4^/29of
22February 1975 .
(21Proposal foraDirective submitted totheCouncil bytheCommission on -
21June 1974 COM (74)351FINAL .
(3)Amended Proposal foraCouncil Regulation ontheStatute forEuropean
Companies .Submitted bytheCommission totheCounoil on13May1975
COM (75)150Final .Bulletin E.C.Supplement 4/75*
(4)Second amended proposal forathird Directive onco-ordination onsafe­
guards inconnection with mergers between "societes anonymes ":-
December 1975 *

These proposals oftheCommission would oblige thefirms concerned toinform ,
among others ,therepresentations oftheemployees ofthesocial consequences
entailed and,iftheoperation isoonsidered prejudicial totheir interests ,
tonegotiate fortheestablishment ofasocial plan ,detailing themeasures to
betaken ontheir behalf ..
Similar provisions forconsultation onamore general basis aresuggested
intheGreen Paper onemployee participation andcompany structure inthe
European Community .
Inaddition ,employee participation inthesupervisory bodies oflarge companies
hasbeen proposed in
(a)theproposal forastatute forEuropean companies (2)
(b)theproposal forafifth directive onco-ordination ofnational company
law,relating tothestructure ofpublio companies (3)*
TheGreen Paper waspublished with aview tostimulating abroad –ranging debate
ontheissues ofemployee participation andcompany structure sothat thepro­
posal forafifth directive maybeamended totake account ofcurrent realities
andtoexpress asbroad apolitical consensus aspossible .
These structures forconsultation andparticipation will provide institutional
conditions which will facilitate theformation andimplementation ofprogrammes
forthereform ofwork organisation atboth enterprise andplant level .
Moreover ,theCommission isexamining systems creating incentives forasset
formation inMember States ,which could well have animportant bearing onthe
development ofparticipation indecision-making within theenterprise .
(1)Bull EC,Supplement 8/75
(2)Bull EC,Supplement 4/75
(3)Bull EC,Supplement 10/72

-7-
IV.GUIDELINESFORFUTUHEPOLICYAWD^ACTIOJ
Inthelightofexperiencesummarisedaboveandofthedialogueconducted
betweentheservicesoftheCommissionandthesocialpartners,itseems
appropriatetodrawupthefollowingguidelines;
1.AnewWorkethicisemergingthroughouttheindustrialised countries,
foundedontheconstanteffortsandpracticalachievements ofthe
socialpartners–ooncernforthequalityoflifeinthewdrkplaceas
a-central-part ofthequalityoflifeasawhole.Itshouldbeabasic
objectiveoftheConmunitytopromotetheredesignofjobsandorgani–
satienalformswithaviewtoenablingallworkers,ratherthanthe
privilegedfew,to'cL?workwhichismeaningfulrewardingandresponsible.
2*Thecurrenteconomicsituationhasincreasedtheurgencyforchange^
attheworkplace.Facedwiththeneedtoremaincompetitive,reduce
wasteandincreasethecenservatienofenergyandrawmaterials,both
privatecompaniesandpublicservicesmustturnincreasingly totheir
employeest®insuretheiractiveco–operationinthenecessaryprocess
ofadjustmentandtoenabletheuntappedpotentialforworkerinitiative
to•merge.Althoughthesocialmotivationmustremainparamount,these
eoonomicadvantagesshouldnotbeunderestimated .
3.Thereisnoconflictbetweentherequirements ofhumanisation andproduo–
tivity.Infact,productivity hasprovidedforaneconomicreturnon
capitalcombinedwithimprovementsinthewellbeingofworkers.Anincrease
inproductivity ,farfrombeingincompatible withimprovementsinworking
conditions,islikelytoresultfromtheintroductionof-humanisedforms
ofworkorganisation anddecentralisation ofsupervisoryandmanagement .
functions'.
4.ItcanbeexpectedthatinthemixedecononlyoftheCommunityallcon­
ceivableorganisational changesarepossible ,totheextentthattheydo
notjeopardizetheoptimisationofthereturn«nthecombinedfactorsof.
production,assessedonthebasisofavaluemeasureofproductivity.
Thetaskisthereforetoenlargetheconceptofproductivity sothatit
includesallidentifiable economicandsocialcostsandbenefits.
·/·

5.Netincreasesinproductivitywillincreasingly "bepossibleonlyifnew
modelsoforganisation areusedwhichsirecapableofemployingthepotent
tialreservesofcreativityintheworkforoe.Modifications designed
merelytoeliminatejobmonotomyortodeveloptheoccupationalskillsof
eachindividualareoflimitedvalue,thefullutilisationofthese
potentialskillsmustbelinkedtochangesinmanagementstructureandin
decisionmakingprocesseswiththeresultthatmanyoftheplanningand
supervisoryfunctions,forinstance,aretobeintegratedwiththeprac­
ticalaperationalactivities.
6.Thereformofworkorganisationisacontinuingprocess,thefullpoten­
tialofwhichcannotbeappreciatedapriori,giventhat,essentially,
itimpliesbydefinitionagenuineparticipation oftheemployeesandan
increaseinthevalueoftheircontribution tothesmojothrunningofthe
enterprise#
7.Suchparticipation impliesahighdegreeofflexibility andsomemeasure
of.democratisation «fstructures.Whileadvisorybodies,representing
workers,existinpracticallyallmemberstates,theirroleinthedeci­
sion–makingprocessvariesgreatlyfromcountrytocountry.
8.Reformofworkorganisation,rightlyunderstood,willnotdiminishthe
rolewhichtradeunionactionmustplaywithinthemodern -enterprise.
Itwill,however,increasethechancesofindustrialpeacebasedon
communication ofinformation,and,inconsequence,mutualtrust.
Indeed,theexchangeofinformation,ideasandexperience,goingbeyond
thenarrowconfinesofasingleenterprise,hasakeyroletoplayinthe
searchforthedifferentsolutionswhicharepossible.
•9.Aneffectiveexchangeofinformationshouldresultintheincorporation
ofnewknowledgeintotrainingcourses.Thisappliestotheeducation
ofmanagersandengineers,aswellastothetrainingof'tradeunion
representatives andtothedesignofvocationaltrainingandeducational
leavecourses.Theintroduction atalllevels.intheeducational system
ofanewoonceptofwork,asanaspect„of.personal .growth,continuous
learningandsocialresponsibility ,couldhelptobreakdownthebarriers
betweendifferentskills,betweenthedifferentlevelsinthemanagement
hierarchyandbetweenwork,educationandleisure.

10*T-Tumanisedformsofworkorganisation shouldinthemselvesconstitutea
lea:"ir.£prcoosa.Firstly,theyshouldenableworkerstoextendtheir
skillsanddevelopnewresponsibilities .Secondly,theyshouldmakeit
possibletodevelopautonomousgroupswithintheenterpriseonservice
concerned,promotingalltheformsofdemocratisation .Inthiscontext,
externalresearchintoworkrestructuring exercisesiscflimitedvalue
ifitdoesnottakeintoaooauntthedynamicindirecteffectsofchanges
inworkorganisation.
ll.Onesuchindirecteffectwhichisconstantlyobservedthoughunquanti–
fiableisthereluctanceofemployeestoreverttotraditional formsof
workorganisation evenafterhavingexperiencedexerciseswhichwere
partialfailures.Thisemphasizesthefactthatreformcfworkorgani­
sationrespondstoaveryrealneed,sufficienttoencourageacontinuing
effortandtosupportnewinitiatives,ratherthanresigningoneself
tooquicklytofailureinfaceofthedifficulties inevitablyencountered.

-10-
V.THE ROLE OF"THE EUROPEAN FOUNDATION -W^RKTNG PPPGHA-TE
Perhaps themost important element oftheCommunities' contribution tothe
humanisation ofwork will prove tohethecreation oftheEuropean Foundation
fortheimprovement ofliving andworking conditions .This project should
provide forthefirst time atCommunity level anindependent ,"think tank"
capacity inthis particular field .TheFoundation will stimulate research
andfacilitate contact between theInstitutions oftheCommunity andorgani­
sations including trade union organisations active inthis field .
Thesituation ofmanatwork together with theproblems ofwork organisation
arespecified intheRegulation (1)establishing theFoundation asareas of
concern within which itisexpected toidentify priorities .
'"These aspects were emphasized inthediscussion ofthebroad lines oftheworking
programme oftheFoundation atthefirst mooting oftheAdministrative Board tobe
ixeld iiiDublin on6and7May.Foritspart ,theCommission ,initscapacity of
.member ofthequadripartite Administrative Board ,'considers that among thetasks
oftheFoundation inthefield ofwork humanisation should include be
–thecollection ,cataloguing andclassifying ofinformation onactivity inthe
field ofwork reorganisation .This could take theform ofadata bank ofcase
studies onproblems andresponses being implemented within individual firms
ornegotiated incollective agreements !
–thestudy ofnewsocial accounting methods ,"social audit *systems ,andother
methods ofevaluating theresults ofwork restructuring ;
(l)Council Regulation No.1365/75on creation ofaEuropean Foundation
fortheimprovement ofliving andworking conditions .O.J. No,L139/1
of30May 1975-
•A

-11-
coordinatedresearchintotheparticularproblemsand.advantages ,ofsmall
andmediumsizedenterprises #ndindustrialunits,undertaking work
reorganisation "exercisesj
promotionofresearchparticularly intheformofsurveysdesignedto
investigatetheparticularissuesofworkingconditionswhichgiverise
tothegreatestconcernandinwhatorderofpriority.(Thesesurveyscould
becarriedoutwithinfarmorespecificframesofreferencethanthegeneral
programmeofqualitativeindicatorspresentlybeingworkedoutintheframe­
workoftheSocialActionProgramme)j
analysisofthesocialstatusorstigmaattachedtovariousmenialorunskilled
occupations;
analysisofthevariousfiscalincentives,investmentpolicies,etc.which
aredesignedtopromote,facilitateorunderwriteexercisesinworkhuma–
nisationorotherprojectstoimprovetheworkingenvironment }
theconstantmonitoringofthosefactorslikelytoimpedeorenhancethe
successofinnovationonthepartofmanagementandemployeesatplantlevel.
./■

-12-
VI.FUTUREACTIOITBYTH3COMMISSION ,
ApartfremtheworkoftheFoundation,incontributing ascientificbasis
tothefermulationofgeneralguidelinesandcriteriaforfuturepolicy,
itisthetaskoftheCommissiontorespondtoimmediateneeds,tomake
useofopportunities alreadypresentandtoprepareproposalsforCommunity
legislation#
TheCommissionthereforeproposestoimplementthefollowingactions,step
bystep.
(a)Anadhocgroupwillbesetup,workinginco-operationwiththe
AdvisoryCommitteeonHealth,SafetyandProtectionatWork,toassess
thepossibilityofmorestringentandbindingstandardsfortheworking
environment.
(b)Parallelwiththisgroupontheworkingenvironment,anadhocgroup
willbesetuptoexaminetheeconomicimplications ofchanges ,inworic
organisation fortheproductivity oftheenterpriseandtheGross
NationalProductsofMemberStates.
(o)TheCommissionwillpromotenewandmoredemocraticpatternsofwork
organisation,linkedwithsmallerproductionunitsorregionaldecentra­
lisation,orofspeoialrelevancetotheneeds«fspecificproblemgroups,
aspilotoperationswithinthevariousaidpoliciesconductedbythe
Commission,withaviewtoidentifyingcriteriaforfutureaction.
(d)TheCommissionwillcontinuetofostergreaterconsultation between
workersandemployersorganisations atCommunitylevelbyencouraging
sectoralmeetingstodiscussrelevantsocialproblems,whetherinthe
frameworkmfthejointormixedcommittees,oronthebasisofjoint
meetingstodiscussemploymentproblemsinspecificsectors.
(e)TheCommissionwillcontinuetoworkfortheadoptionofitsproposals
whichseektoensurethatthroughouttheCommunityemployeesareade­
quatelyconsultedandmayparticipateinthedecision-Hmaking ofcompa­
niesforwhichtheywork.

-13-
(f)TheCommissionwillexaminetheinfluenceofdevelopmentsatthework
placeontheeducational needsofworkers,developments presentingwider
opportunities toholdresponsibility andtoextendtheirskillsandquar-
lifications*

ΑΝΝΞΧ
totheCommunication
totheCouncil
BACKGROUNDPAPERONIMPROVEMENT OFTHEQUALITYOFWORKINGLIFE,FOLLOWING
DISCUSSIONS WITHSOCIALPARTNERS
I»Background '
II.Theconceptof"humanisation ofwork1*incontext
III.Thewiderimplications
TV.Theagentsofchange.
I.Background
Theimprovementoflivingandworkingconditionsisacentralthemeofthe
socialactionprogramme.Agreatnumber*fcurrentactivities,reoentdeci­
sionsandexistingandfutureproposalsaredesignedtocontributeto
achievingthisobjective.
Communityinitiativesinthefieldofemploymentpolicy,vocationaltraining,
socialsecurity,labourlaw,companylaw,etc...arealldirectlyrelevant
tothisgeneraltheme.Itiswerthrecallinginparticulartheactionsbeing
preparedonbehalfofthemorevulnerablecategoriesofworkers,"thehandi­
capped,womenandmigrantworkers.Theproblemscausedbymigrationtowards
industrialised ;.oentres,whether'fromwithinmemberstates,withintheCommunity
orfromthirdoou,ntriesintotheCommunityhavebeenaparticularcausefor
concerninthiscontext.Itisclear-thatmigrantworkers,,whoaredisad­
vantagedfromaneducatisnal andculturalpointcfview,aredrivenbyoo®nomic
necessitytovoidertaketheleastskilled,themostarduousandfrequentlythe
nfostdangerousjobs,forwhichnolocallabourcanberecruited.Atthesame
time,theorganisation techniquesofmassproductionhavebeeninstrumental
inrestrictingtheopportunities forculturaldevelopmentandsocialinte–

grationofmigrants,whohavesettledinindustrialised centres.Avigorous
andenlightened approachtoimprovingworkingconditionsisthusanjssential
complementtootheractionsenvisagedbothintheprogrammeformigrant
workers,andinthememorandum ©nequalityoftreatmentbetweenmenand
womenworkers#
OtherCommunitymeasurescurrentlybeingpreparedincludethosewhichfoous
lessondirectpolicyinitiatives andmoreoncreatingthenecessarystruo-
turesforresearch,dialogue,negotiationandagreementbetweenthesocial
partners,responsiblefordetermining manyaspectsofworkingconditions.
Inthiscontextshouldbeseentheextensionofthejointcommittees,the
reactivation oftheStandingCommitteeonEmployment,thecreationofa
EuropeanCentreforthedevelopmentofvocationaltraining,andofaEuropean
Foundationfortheimprovementoflivingandworkingconditions.Manyother
areasofCommunitypolicy,particularlyinthemore.resentfieldssuchas
environment andeducation,alschavedirectimplicationsfortheproblems
underdisouasion. ...
Amorespecificapproachtotheimprovementofworkingconditionsisenvi­
sagedinthispaper,whichtakesasitscentraltheme"improvementinthe
qualityofworkinglife"or,tousealesscumbersome .expression"humanisation
ofwork**."Humanisation",inthiscontext,simplymeanstheobjectiveof
■*··Α · »
"adjusting*ftheworksituationtotheworker**,tobeachievedbychanges
inthedesignofworkprocessesandinrelationsbetweenworkersandinthe
structureofmanagement,whichaimatgivingworkerstheopportunitytoparti­
cipateinthedecisionswhichaffecttheirworksituationandtoundertake
ihoremeaningfulandsatisfyingjobs#
IX.Theconceptof"humanisation ofwork"incontext
Attemptstointroducemeaning,interestandworkforcecontrolintothe
worksituationdonotin"themselves implymanyradicaldeparturesfromthe
principlesunderlyingthegeneraltrendtowardsanimprovementinworking
'conditions,whichhasbeenaconstantelementinthehisteryofindustrial

-3-
society.Thisapproachrepresentsalogicalextensionofoneofthebasic
conceptsattheoriginoftheworkoftheILO,namelythatlabourisnot
acommodity.However,inthepast,relativelylittleattentionhasbeenpaid
tothestyle,contentanddimensionsofindividualworksituationswithinan
enterpriseorservicejthus,byextension,theoverallplanninganddevelop­
mentofproductionsystems,theorganisation ofworkprocesses,togetherwith
theevolutionofaoerrespendingsystemofauthoritysurroundingthework
itselfhaverarelybeenspecifically examinedinthecontextofimproving
workingconditions.
Ofcoursenumerousotheraspectsofworkingconditionshavepreoccupiedtrade
unions,enlightenedemployersandlegislatorsalikesincethebeginningof
theindustrialrevolution,althoughtheimprovements achievedhavevaried
informandcontentaccordingtothedifferentsocialeconomicandpolitical
conditionsprevailingineachcountryoreachindustrialsector#Ithasbeen
anareawheremanagementandemployeeshavesomethimeBconflicting andsome­
timesconvergentinterests.Bothconflictual andcooperative meansareused
toarriveatsolutions.Hencethedecision–makingprocedure,whetherwithin
theenterprise,betweensocialpartnersatnationalorinternational level,-
orwithinthelegislative body,hasbecomequiteasimportantasthesubstan­
tiveissues.Indeed,manyindustrialrelationsproblemsarisebecauseofa
mismatchbetweenthetwokindsofconflictandthetwotypesofprocedures
usedforhandlingconflicts.Itmustbeemphasisedhowever,thatimproving
andsupplementing cooperativeproceduresdoesnoteliminatesubstantiveconflict.
Thecontinuingprocessofconsultation ,negotiationorlegislationhastended
tofocusonanumberoffairlydistinctcategoriesofproblemseachinvolving
differenttypesofdecisionmakingprocedure.Theseinclude;
1the-areaofremuneration andworkingtime,includingjobpricingandrating,
fringebenefits,shiftsystems,leave,etc.whichhavetraditionally been
issuesforfreecollectivebargainingatnational,sectoralandplant;level;
2theareaofsocialprotection,incaseofinvalidity,unemployment,retire­
ment,etc.whichisgenerallyspeakingregulatedbystatutoryschemesand
procedures;
••

3thephysicalworkingenvironmentincludingsafetyandhealthprotection,
accidentprevention,eiak whereagainlegislation andstatutoryprocedures
havebeentheprimarymeansbywhiohstandardshavebeenraisedj
4theareaofemploymentpolicywhichinsofarasitincludeshiringand
firing,equalityofopportunity,theemploymentof.specificcategoriesof
workers,etc.hasbeenlargelytranslatedintotheformoflabourlegis­
lationinmostCommunitycountries ?
5aspectsofpersonnelpolicy,includingjoballocation,training,promotion,
andsocio-cultural activities,oncetheprerogativeofmanagement,arenow
becomingincreasingly thesubjectofconsultation andco-operation normally
onthebasis»fcertainminimumstatutoryrequirements ;
6the'formalstructureofdecisionmakingwithintheenterprise,including
themachineryforworicers1participation ,whetherbyconsultation ,nego­
tiation'orrepresentation insupervisoryboards,etc.whichisgenerally
setoutintheformofcompanylawandlabourlaw.Additionalarrangements
maybenegotiatedbythesocialpartnersatnationalleveloratthelevel
oftheenterprise.
Therehasbeenconsiderable interplaybetweentheseissuesandthemany
widernationalpolicyissues,notonlyinthefieldofemployment,education,
vocationaltrainingandsocialoecuritybutalso,incompetition,foreign
tradeandcreditandinvestmentpolicy,etc.
<'
Oneofthemajorinfluencesonthewholetrendinworkingconditionssince
theindustrialrevolutionhasbeentechnological ttheintroduction of
mechanisation andautomationandmorerecentlythecomputer,extendingthe
possibilities »fmassproduction,andtheconsequentinoreaseddivisionof
workandconcentration ofworkersinlargeindustrialised units.

Foravarietyofreasonsthoweverfthepossibilities•penodup"bytechnological
developmentshavenot,inthemselves,normallybeentheobjectofconsultation
andnegotiation,buthaveremainedverylargelyanarea.of"managerialprero­
gative".Theoriesofscientificmanagementcontributedsubstantiallytothe
trendtowardsthedivisionofjobsintosmallerandsmallerelements,toa
specialisation andsystematicminimisingofskills,tocutdowntrainingoosts
andtofacilitateandconcentratecontrol.Thisprocesshasappliedtomanual
workersandequally,thoughmorerecently,tomanywhitecollarworkers.
Theimmediatematerialbenefitsbroughtaboutbytheincreasingmechanisation
ofwork,usuallyaocompaniedbyrapideconomioexpansion,seemedonlyonthe
surfacetoovercomethemoreobviousdrawbacksfortheindividualworkers
concerned.Thedebateonworkingconditionsconcentrated onthenegotiationof
incentivestocompensateforordisguisetheeffectsofthedivisionofwork
oronincreasingtherewardsforhigherproductivity andefficiency:economic
incentives,reductioninworkinghours,welfarefacilities,andmorerecently,
moresophisticated socialincentivesinvolvingincreasingprovisionsforworker
participation ,changesinpersonnelpractices,bettertrainingandeducational
leavefacilities,etc.
ThistrendhasbeguntochangethroughoutWesternEuropeinthelastfewyears.
Thechangingnatureoftheworksituationitself,whichhadhithertoremained
largelyunquestioned ,isincreasingly becomingthemainobjectofthedebate.
Theemphasisonhumanisation ofworkshouldbeseenthereforeasamovement
awayfromthesearohforandthenegotiation ofcompensatory incentives anda
movementtowardsadirectreappraisal ofworkorganisation andthecorrespon–•
dinghierarchical organisation oftheenterpriseorservice.
Totheextenttha;tthismovementinvolvesadirectorindirecttransformation
anddecentralisation ofthepowerstructure,thisapproachcoincideswith,
andisofteninfactidentified ,withthemovementtowardsmoredemocratic
I
decisioiwnakingfparticularlyatshop–floorlevel*

Itshouldalso"benoted,however,that,inasfarasworkhumanisation implies
ajobrestructuring plannedtoprovidethedegreeofworkersatisfaction
necessaryinordertosatisfycertaintechnological oreconomicrequirements
oftheenterprise,itcoincideswiththeconstantsearchbymanagementfor
methodstoincreaseworkingefficiencyandproductivity .
Ill#Thewiderimplications
Since"hixmanisation **can"bepresentedbothintermsofmoredemocraticdecision
makingproceduresandintermsofincreasedworkingefficiencyandproductivity ,
attitudesandapproachesvarygreatlyfromcountrytocountry,dependingon
thetraditionalstrategiesadoptedbytherespectivesocialpartnerstowards
industrialrelationswithinthenationalcontext.Negativeattitudesarelikely
tobeencountered,wheretheinterestsofemployersandworkersareperceived
asfundamentally irreconcilable .Insomecases,however,whilethebasicnotion
ofconflictisnotdenied,the-veryopennessoftheconceptof"humanisation' *
isseentopresentnewopportunities fornegotiationleadingtopositiveimprove­
ment.Inothercases,thisapproachisseenasanextensionofproductivity
bargainingwheretheunionsaccepttoidentifywiththeobjectiveofgreater
profitability fortheenterprise onconditionthatmajorconcessions airemade
ontradeunioninfluenceoverdecision-making .Inyetothercases,wherelarge-
scalechangesinworkorganisation havebeenintroducedsuccessfully ,therehas
beenaveryextensivemutualidentification ofinterestsconcerningindustrial
democracyandproductivity .
However,irrespective oftheattitudescurrentlyadopted,in-alltheirdiversity,
bythesocialpartners,-thetrendtowardshuoanisation ofworkisbeing'
reinforcedbyanumberofotherfactors:... '
(a)thegrowthofmaterialprosperityand.socialsecuritysince'thewar,
which,inspiteofcurrenteconomiodifficulties,hasencouragedashift
ofemphasisawayfrommaterialneedsandanxietiestowardsdemandsfora
betterqualityoflife,bothatwopkandinleisure.

-7-
(b)highereducationallevelsandachangingeducationalsystemproducing
amoredemandingyoungergenerationfrequentlyeducatedbeyondthe
immediaterequirementsoftheemploymentavailable,oftenshowingtheir
disoontentindirectly,causingrisinglevelsofabsenteeismandlabour
turnover,
(c)thegrowingrealisationthateffortstoachieveequalopportunitiesin
theeducationalfieldmustbecomplemented byreformsandareductionof
inequalitiesintheworldofwork;
(d)thenewdemandsforagreatersenseof"socialresponsibility*' onthe
partofprivateandpublicenterprise,toaccommodatetheinterestsnot
justofemployeesbutalsooftheaonsumarandsocietyatlargeandwhich
implygreaterdisclosureofinformation andchangesinthedecision-
makingprooessj
(e)thepressureofinternational competitioninducingmanagementtoinvesti­
gatenewmethodsofmanagementtoincreaseproductivity andimprove
quality;
(f)increasingrestrictions concerningtherecruitmentofmigrantlabour,
togetherwiththedevelopment oflegalprovisionstoensureequaltreat­
mentforwomenworkers,arereducingthepossibilities ofemployersto
relyonwhathasbeenavastreserveofsometimesratherunskilledlabour#
(g)thepressurestoimprovetheeoonomicandtechnologicalviabilityof
industrialdevelopmentinless–favouredregionsoftheCommunity,which
lendthemselvesparticularly totheintroduction ofnewpatternsofwork
organisation andsmallproductionunitsbasedongrouptechnology.
Awholerangeofotherdevelopmentswithintheindustrialrelationscontext
itselfislikelytoemphasizetheimportanceofthedebateonworkorganisation *
Thefollowingissuesareworthnoting: . ....
-developmentsinthefieldofindustrialsafetyandhygieneindicatethe
needtogivegreaterresponsibility toindividualworkersintheidentifi­
cationofsafetyhazards,theevaluationofcertaintypesofphysicaland
psychologicalstressandalsointhedesignandapplicationofprotective
measures :

–thereorganisation ofwork processes ^^whether -or-notiaflueaced bythe
notion ofhumanisation ,normally results inchanges injobcontent ,
increases inresponsibility orinproductivity which inturn have reper­
cussions onthewage structure .Inversely ,theimpact ofmaterial rewards
forworkers undertaking monotonous repetitive tasks isdiminishing with
theresult that wage differentials arebecoming less andless related to
thetypes ofskill being employedj
–thereform ofwork organisation ,enabling workers toexecute awider
variety oftasks andapply agreater sense ofjudgement ,canbeseen asan
on–the–job form oftraining andthus amethod ofincreasing thequalifi­
cations ofworkers sothat they canprepare tomove into higher paid jobs *
%
–faced with escalating costs andforced tomake increasing long term
reappraisals ofalternative production systems ,employers will beincrear *
singly tempted tooptforheavy investment inautomated systems which can
inturn intensify theproblems ofrepetitive routinised work if'systems
designed arenotobliged totake human andsocial oriteria into account .
Agreat variety ofdifferent concepts ,methods andapproaches have been
developed inresponse tothese newly felt challenges .However ,most ofthe
practical experimentation andinitiative hasbeen carried outonly relatively
recently andvery unevenly across thedifferent countries inWestern Europe .
Even where work reorganisation exercises have become established practice
andbeen imitated inother plants orservices ,there isageneral reluctance
toindicate anyprecise criteria forfuture initiatives ,given theextremely
subjective ,constantly evolving andunquantifiable nature ofthefactors
involved ,andthefact that most attempts toimprove work organisation have
been largely isolated andessentially pragmatic reactions tospecific existing
orforeseeable conditions .Inthe sense that thedefinition ofhuman needs
inthework situation must depend ultimately ontheconscious expression of
such needs bytheworkers concerned ,itisatruism tosaythat noformulistic
answer can ever befound .

Nevertheless ,theinfluenceofacommonsocialenvironment onhumanneedsis
"boundtoheadeterminingfactorandonthisbasisanumberofprinciples
havebeendevelopedinresearchdonebysuchinstitutions asTavistock
Institutefof*EumanRelationswhichhavebeenusedasguidelinesinanumber
ofsuccessfulworkreorganisation projects#Theseemphasisethebasichuman.
needsforavarietyeftasks,foraminimumlengthofworkcycle,forsome
conceptualandcontrolcapacity,forsocialrecognition,anidentifiable
function,andforopportunities ofselfimprovement and•ccupational upgrar-
ding.
Numerousexercisesandconceptshavebeendevised,verylargelyonthebasis
oftheseindications,andappliedparticularly tomodifyingthesystemof
assemblyofmassproductionconsumerdurablesintheelectricalandmechani­
calengineeringindustries# Suchconceptsinclude"jobenrichment"(increa­
singtheamountofjudgementrequired)"jobenlargement"(increasingthe
numberofoperationstobeperformedwithoutnecessarily addingamyintelleo-
tualchallenge)and"jobrotation"(movingfromtimetotimetodifferent
taskstointroduceavariedroutine).
Theresultsmayrangeallthewayfromthesimplestformsofindividualjob
upgrading,tomorecomplexformsofupgradingatgrouplevel,onthebasis
oftheconceptofautonomousorsemi–autonomousgroups,whichcanprovide
»
opportunities forafundamentalreappraisalandconsiderabledecentralisation
ofplanning,managementandsupervisoryfunctions.
Theprofusionanddiversityoftheexercises,thathavebeencarriedout,
applyingtheseconceptsindividuallyorincombination,whetherconsciously
orunconsciously ,andineachcasereflectingtheindividualeconomicsocial
andpoliticalenvironment,haveincreasedthedifficultiesofdefiningacceptable
cpi-fcgpia "bywhichitshouldbepossibletoevaluatethenewconditionsrequired
andtheireffects.

-10-
Itisclearthatthetrendtowards"humanisation **cannotbelookedatin
isolation.Coincidingasitdoeswiththegeneralmovementtowardsindustrial
democracy,theproblemsinvolvedshouldbeseeninthecontextofthewider
social,economicandpoliticalclimate*
Theparticularconditionsandcompositionofthelabourforceinoneplant
maywellvaryconsiderably fromthoseinanotherplantwithinthesameregion,
butitisparticularly atnationallevelwhereamultitudeofdifferentfactors
comeintoplayandsharplydistinguishtheclimateforprogressbetweenone
countryandanother.Thesefactorsincludenotonlythetraditionalstructure
andemphasisofindustrialrelations,therespectivestrategiesofthesocial
partners,thecustomarydegreeofstateintervention ,etc,butalsoawhole
rangeofmoregeneralinteractingelementssuchastheemploymentsituation,
accesstoalternativelabourforces(migrantworkers),thegeneralstandard
oflivingandeduoationandthequalityofthesocio-cultural infrastructure .
IV.TheAgentsofChange
1.Irrespective oftheevolutionofideasamongtheleadersofbothsides
ofindustry,itisatplantlevelthatthesenewaspirations andtechniques
areputtothetest.
Atplantlevel,thesameoverallobjectivescanbepursued "bydifferent
methods,atdifferenttimes,indifferentplaces,theessentialfactbeing
thatchangeshouldbebroughtaboutbyagreementofthesocialpartners
atindividualplantlevel.Itisatthislevelthatthereismostscope
fordevelopingnewconceptsofworkorganisation andputtingtheminto
practice.Itishoweveratplantlevelthattheobstaclestoworkhumani–
sationaremostclearlyrevealed,wherebothemployeesandmanagementare
unsureoftheeconomicimplications ,whetherontheirwagepacketsoron
productivity,andunsureoftheirnewroles.Individualworkers,particularly
theleastskilledortheelderly,arefrequentlyanxiousabouttheir–
abilitytorespondtothenewchallengesofferedthem,andfearexclusion.
Othersmaybeunaccustomedtogroupworkingormaysimplynotwishtohave
theirjobs"enriched'*.
Λ

-11-
Insomecasesftheworkersandtradeunionsmaywellbemistrustfulof
anymanagementinitiativesinthisfield,particularlythoseresembling
gimmickssolelytoimproveperformance.
Itisnormalthattradeunionsprefertoconcentrate ontraditionalareas
ofbargainingwheretheyarebetterequippedtotakepositiveinitiatives
orgiveprioritytoanyoutstandinggrievancesinthefieldofremuneration
andsecurityofemployment.
Autonomousworkgroupsanddecentralised managementpatternspresenta
challengetotradeunionstoadopttheirownstructurestothechanged
rolesofmanagementandworkersinbargainingandtodevelopnewpatterns
ofinformation andtrainingfortheirmembers.
Theforemen,supervisorystaffandmiddlemanagementareoftenfacedwith
adifficultprocessofadjustmentgiventhatsomeiiiaastheirtraditional
functionscanbeunderminedortheyarenotalwaysprepared'
forchangesinthestructureofauthority.Yetveryoftenafailureto
retrainandreintegratethesemiddlerankingemployeescanprejudicethe
successofanyworkrestructuring exorcises.
2.Theinitiativesofthesocialpartners,actingcollectivelyatnational
regionalorsectorallevelcanhaveaprofoundinfluenceontheimprovement
ofthequalityofworkinglife.Institutionalised ,jointventuresrequirea
commonstartingpoint,which,rinthecaseoftheNordiccountries,hasbeen
thatofindustrial ,democracy.Incountrieswheretherespectiveobjectives
ofthesocialpartnersappeartobemoredeeplyconflicting,ithasbeen
uptotheindividualemployersfederationsortradeunionorganisations
tostimulatethoughtanddevelopapositivethoughunilateralstrategy.
AtCommunitylevel,theCommissionhassuggestedtheoreationofaTrade
UnionInstitutewhichcouldhelptoencouragetheexchangeofideasand
experiencewithinaspecificallytradeunioncontext.
•/'

12-
Givenadevelopmentofideasandinterest,thesocialpartnerswill"be
abletoadapttheirtraditional mechanismsandproceduresfornegotiation
accordingly.Collectiveagreements,whetherforwholeindustrialsectors
oronanindividualcompanybasisarethuslikelytobecomeanimportant
methodforstipulatingjobredesignactivitiesornewproductiontechniques.>
3*Inrecentyears,manynationalgovernments havebecomeinterestedinthe
newrangeofpossibilities openedupbytheperspective ofhumanisation.
Varioustypesofgovernmentinvolvement,evenifonlymarginalorindirect
havelentvaluablecredencetothewholenewapproach.
Themostobviousformofinvolvement hasbeenforgovernmentstodevelop
theircapacityfor-promotingresearchandtheexchange .ofideas.Bymeans
ofnewtripartiteorgansorresearchprogrammesandagencies,certaingovern­
mentshaveattemptedtoencourageco-operation betweenthesocialpartners
andacademiccircles.Thisisparticularly relevantwhennootherinstitu­
tionalformofco-operation hasbeeninitiatedbythesocialpartners
themselves.TheEuropeanCommunityhasinthesamecontextdecidedonthe
creationofanewquadrapartite body,theEuropeanFoundationforthe
ImprovementofLivingandWorkingConditions,whichisdestinedtofulfil
thesamekindofroleatCommunitylevel.
Thelegislativecapacityofnationalgovernmental systemshashadandwill
continuetohaveaprofoundinfluenceontheindustrialrelationssituations
inthevariouscountries.Nevertheless,thewidelydifferingprovisionsfor
workerrepresentation inthesupervisory organsofundertakings,forthe
competencesofworkscouncils,fortradeunionrepresentation ,etc.cannot
beconsideredasanareaforisolatedgovernmentalinitiativebutrather
areflectionoftherequirements expressedbythesocialpartners.Goverr>»
mentsandsocialpartnersalikecan,however,drawinspiration fromsome
ofthemorerecentlegislationincountrieswherespecificprooeduresand
oriteriahavebeendevelopedfortheutilisationofcompanyprofits,for
promotingthedesignofnewworkprocessestomeethunanrequirements,for
extendingeducational leaveprovisions,etc.

-13-
Thereis*however,muchwider,thoughunexplored,scopeforgovernments
actingintheircapacityofemployers,wherepublicauthoritiesshould
aimtoavoidrecreatinginthewhitecollarpublicservicesthesame
problemsofanextremedivisionoflabouralreadyencounteredinindustry#