Flexibilisierung der arbeitszeit und weitere arbeitszeitangebote in der zierpflanzenproduktion

Vera Bitsch, Ulrike Bromm, Claudia Schalich

Publikation: Beitrag in FachzeitschriftArtikelBegutachtung


Flexible working hours schemes are to be found more in trade and administration than in the manufacturing industries. Producing enterprises seem to experience more difficulties in their realisation. Despite this fact, there are many reasons, for the benefits of both, the enterprises and the employees, to overcome traditional working hours schemes and design more appropriate ones. To analyse the situation of flexible working hours schemes in German horticulture a survey was undertaken in the region of Lower Saxonia. For homogeneity of the group only producing enterprises were included, with a minimum of 50 % production of ornamentals, and at least two full time non-family member employees in the production. 39 enterprises were visited, where 38 employers and altogether 67 employees from 36 enterprises have been interviewed. Five employees were part-time workers. Flexible working hours scheme is to be seen as a change in the position and/or period from the ordinary work time regulations within an enterprise or from those articulated in the tariff agreements. However, there are several differences in what employers and employees think of, when they talk about flexible work time. E.g. seasonal over time work in some months followed by work time reduction later during the year accompanied by constant salaries, which is a frequent flexible regulation, was either considered as such or not. In addition, the needs for efficient production and the needs of the employees vary from enterprise to enterprise. In general, the employees take more interest in different working time related offers than in the traditional forms of flexible working hours schemes or part time employment. Many employers would offer more individual regulations if their employees did ask for them, notwithstanding some, mainly elder employers, who thought in terms of production efficiency, only. Employees showed preference for offers like accumulating holiday deposits for sabbaticals or premature retirement, getting an extra day off on special occasions, or extra vacancy days if taken in times of slow business. Because individual needs vary a lot, overall schemes cannot be recommended anymore, although they are easy to handle. Individual preferences should be identified to make sure that the offers meet the needs. But a first step to optimal regulations would be to communicate the given options to the employees.

Titel in ÜbersetzungFlexible working hours schemes and further working time related offers in the production of ornamentals
Seiten (von - bis)38-43
PublikationsstatusVeröffentlicht - Jan. 1998
Extern publiziertJa


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