Abstract
What are the remedies to counteract the negative trends described in the previous chapter and instead design more sustainable work organisations, so that human resources are not consumed but instead are re-generated? In the sustainable work organisation, a good work environment and efficiency are combined. A healthy work environment is according to this view a necessary condition to have an efficient work organisation. Healthy working conditions are characterised by participation in decision-making, a certain autonomy for the individual to carry out work, learning and competence development, social support from colleagues, open communication between people, and managers who treat people with respect and dignity. By participating in making improvements at the workplace, workers can contribute developing the organisation and thereby improve efficiency. There are a number of transnational institutions and agreements supporting decent work and a sustainable working life. Within the UN the International Labour Organisation (ILO) has identified eight fundamental principles supporting decent and sustainable work, such as the right to form and join an association, for example a trade union. Frameworks that build upon ILOs principles are for example UNs Global compact and OECDs guidelines for multinational enterprises (GME). There are also certification standards initiated by social movements, such as SA 8000 and Fairtrade, which support sustainable and decent work.
Published Version
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