The dismantling of hierarchies, decentralization, open structures, learning organization, knowledge management and employee participation are, according to the unanimous results of a series of business investigations and surveys, conducive to innovation for a company. Authoritarian and rigid corporate structures, extreme leaning philosophies, the return to Tayloristic, short-cycle, monotonous workflows or short-term cost-cutting strategies through outsourcing and corporate demergeration, on the other hand, are regarded as anti-innovation. They hinder the medium and long-term development of the innovative power of a company and thus harm competitiveness.
Innovation is not an immediate guarantee for employment across the economy, because innovations in work and production processes can have rationalization effects, and successful product innovations can lead to job losses in competing companies through cut-throat competition. Despite mutually influencing effects, innovation in companies ensures job security. Innovative companies are more successful and offer much better opportunities for employment. Within the competitive and market-oriented economic system, every company is under pressure to innovate, and the core business mission is innovation.
Innovations are made by people. Without their skills, their creative ideas, their motivation to realize them, innovation is not possible. People are the carriers of innovation, they care about the constant
Renewal of knowledge and technology. Their knowledge of experience becomes a location factor, a prerequisite for quality and customer proximity, and for the innovative capability of the company. The development and utilization of the “human resources”, the abilities of the employees, is therefore not only in trade union concepts in the center of the new organization and management strategies and is regarded as guarantor for the enterprise success.
The prerequisites for a company’s ability to innovate are motivating working conditions for its employees and the constant development of their qualifications. The development of innovative capability in a company must be geared towards organizational structures, competence acquisition, dialogue, cooperation and communication and networking across functional areas and beyond the company. Innovative companies are consistently employee-oriented.
With the goal of securing and expanding employment, innovation and the innovative capacity of a company become a central and future-oriented field of action for trade unions and corporate lobby groups. In addition to the classic tools of job security, this includes z. For example, working time models and social plans, the development of innovation capacity is a long-term job security strategy in a company. The task job security, to which the new works constitution law has brought improvements, is always also directed to the development of the quality of work with an eye to innovation. The ability to innovate thus represents the link between competitiveness, job security and humane work design. The goal of innovation enables dialogue between company managements and company representative bodies if it is comprehensively understood and consistently implemented.
This brochure was developed in connection with the public idea competition “Ideas of ours for the work of tomorrow” for members of the Telecommunications / Information Technology / Data Processing (TK / TK / DV) section of the ver.di trade union and within its central “Action Program” Security and job creation in the telecommunications / IT industry “. The aim was to sensitize the trade union members to the connection “employment through innovation” and to activate it for the development of employment-effective ideas.A consequent “wave of ideas” in the enterprises should concretely promote the implementation of ideas for new work.
The aim of the brochure is to show the importance of innovation as a trade union and operational field of action. The labor questions that arose within the Ideas Competition project have been incorporated here:
What is innovation? Which concepts are there?
How to define a trade union understanding of innovation?
What promotes innovation and what inhibits it? What characterizes an innovative company?
How is innovation related to employment? Is Germany innovative?
Which instruments in the enterprise promote innovation and which role should employees and
Have works council?
What options does a works council have for innovation and job security?
How can a trade union idea competition be organized?
An employment and employment-oriented concept of innovation is the central starting point in this brochure. It is not about the individual innovation, but about the development of innovation-supporting structures in the company. For this purpose, the brochure offers interested union secretaries, union-oriented advisors and works councilors background information, suggestions and assistance.
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