181 KB50 KB201320252025Franca, Valentinaštevilka:5letnik:51str. 784-802ISSN:0353-6521COBISSID_HOST:250219779URN:URN:NBN:SI:doc-SPVG4BNSslGospodarski vestnikInštitut za delo pri Pravni fakultetiZveza Društev pravnikov v gospodarstvu SlovenijePodjetje in delodelavciindirect employee participationindustrial relationindustrijska razmerjajob qualitykakovost delovnih mestneposredna delavska participacijasindikatitrade unionsworkersDinamika neposredne delavske participacije| vpliv institucionalnih okvirov in vizija za trajnostno prihodnost dela v Evropi|The article comprehensively addresses direct employee participation as a crucial yet complex topic within contemporary industrial relations, with a focus on the European context. It explores various forms of direct employee participation, from team-based decision-making to job autonomy and suggestion systems, and analyses how these practices evolve through different “escalators of participation” - from basic information sharing to co-determination and control. The main findings indicate that the effectiveness of direct employee participation is not universal; rather, it is highly dependent on contextual factors such as organizational culture, leadership style, and the structural position of workers. The author emphasizes that direct employee participation is an important tool for improving job quality, fostering innovation, enabling effective digital transformation, and achieving sustainability goals. However, it also warns of potential risks, such as work intensification and the “voice gap.” A key finding is also that direct participation functions best in a complementary relationship with indirect, representative participation (trade unions, works councils), as their synergy yields the best results. The case of Slovenia highlights the specific nature of its legal framework, which allows for a high degree of participation, but in practice faces challenges, especially in the public sector and due to a lack of systemic mechanisms and awareness. In short, the future of effective employee participation depends on the system’s ability to adapt to new challenges, such as digitalization and new forms of work, and the integration of all voice channels to ensure meaningful involvement of all employeesČlanek celovito obravnava neposredno delavsko participacijo kot ključno, a kompleksno temo v sodobnih industrijskih razmerjih, s poudarkom na evropskem kontekstu. Raziskuje različne oblike neposredne delavske participacije, od timskega odločanja do avtonomije pri delu in sistemov predlogov, ter analizira, kako se te prakse razvijajo skozi različne stopnje participacije - od osnovnega obveščanja do soodločanja in nadzora. Glavne ugotovitve kažejo, da učinkovitost neposredne delavske participacije ni univerzalna, temveč je močno odvisna od kontekstualnih dejavnikov, kot so organizacijska kultura, slog vodenja in strukturni položaj delavcev. Avtorica poudarja, da je neposredna delavska participacija pomembno orodje za izboljšanje kakovosti delovnih mest, spodbujanje inovacij, učinkovito digitalno preobrazbo in doseganje trajnostnih ciljev, vendar opozarja tudi na morebitna tveganja, kot sta intenziviranje dela in t. i. razkorak v glasu. Ključna ugotovitev je tudi, da neposredna participacija najbolje deluje v komplementarnem razmerju s posredno, predstavniško participacijo (sindikati, sveti delavcev), saj njihova sinergija prinaša najboljše rezultate. Na primeru Slovenije je prikazana specifičnost zakonske ureditve, ki omogoča visoko stopnjo participacije, vendar se v praksi soočamo z izzivi, zlasti v javnem sektorju in zaradi pomanjkanja sistemskih mehanizmov ter ozaveščenosti. Prihodnost učinkovite delavske participacije je skratka odvisna od sposobnosti sistema za prilagajanje novim izzivom, kot so digitalizacija in nove oblike dela, ter integracije vseh kanalov glasu, da se zagotovi učinkovita vključenost vseh delavcevTEXTznanstveno časopisjejournalsSlovenian National E-content AggregatorNational and University Library of Slovenia