This document summarizes the key findings of the 2019 European Company Survey regarding workplace practices in Portugal: 1) Portugal ranked 7th out of EU countries for the percentage of establishments with high investment in employees and high employee involvement, just below the top Nordic countries. 2) Compared to the 2013 survey, Portugal saw an increase in establishments with systematic and involving workplace practices and a decrease in those with passive management. 3) The results show Portugal has a significant percentage of establishments with high involvement of employees, though over 40% still have only moderate or irregular investment and involvement. Further improvements are needed.

1. Supporting organisational change in Portugal -
European Company Survey 2019
Workplace practices unlocking employee potential
Prof.dr. Steven Dhondt
WORKSHOP - INOV.ORG in partnership with UPT and EUWIN/BEYOND4.0
This project has received funding from the European Union’s Horizon 2020
research and innovation programme under grant agreement No 8222293.

2. AGENDA
This project has received funding from the European Union’s Horizon 2020
research and innovation programme under grant agreement No 8222293.
• EUROFOUND/CEDEFOP and the ECS: what is it?
• Remarkable result for Portugal
• Should we doubt the survey results?
• What does the result mean?
• Performance benefits
• Systemic benefits
• Building on the outcomes

3. What is the ECS?
INOV.ORG - UPT - Beyond4.0/EUWIN workshop 2020

4. Remarkable result for Portuguese
establishments
• Portugal: ranking of 7th place for high
investment and high involvement
establishments
• Just after the Nordic three: Sweden, Finland,
Denmark
• Netherlands: at the before last place
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5. • Portugal:
• Systematic and involving: 24%
• Passive management: 14%
• Netherlands:
• Systematic and involving: 42%
• Passive management: 8%
Compared to 2013
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6. Compared to ECS 2013 ranking
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7. 2013 2019
Can we trust the results?
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8. Can we trust the results?
• With any survey there is doubt.
• There is change and stability: 25%
unchanged
• Strong change in definition: current
definition reflects flexibility
• Some changes might reflect
environmental changes
• Bottom-line:
• Rankings between two surveys can not really
be compared
• 2019: stand-alone, but trust at face value
trust of results
Most changed countries Explanation?
Dropped Estonia
Luxemburg
Netherlands Flexible labour market
Latvia
Germany Flexible labour market
Risers UK Brexit?
France Gillet jaunes?
Portugal
Cyprus
Croatia
INOV.ORG - UPT - Beyond4.0/EUWIN workshop 2020

9. A deeper look at the results: four models
Selective investment,
moderate
involvement
(‘Undirected change’)
High investment,
high involvement
Low investment,
low involvement
(The company as a
‘spot market’)
Moderate
investment, irregular
involvement
(‘All talk, no backing’)Is your message
focused on
employee
involvement?
Do you invest in
employee
involvement?
Yes
No
YesNo
INOV.ORG - UPT - Beyond4.0/EUWIN workshop 2020

10. What does the ranking mean?
High investment, high involvement Selective investment, moderate
involvement
Moderate investment, irregular
involvement
Low investment, low involvement
work
organisation
- collaboration with other
establishments
- complex work and autonomy
- collaboration and outsourcing
- selective complexity and
autonomy
- outsourcing
- ‘command and control’
- no collaboration or
outsourcing
- ‘command and control’
human
resources
management
- fixed-term contracts are used
slightly less often than average
- high expectations staff perform
over and above their job
description, backed up with
monetary and non-monetary
incentives
- comprehensive training and
learning opportunities
- comprehensive variable pay
- more fixed-term contracts
- part-time contracts
- moderate expectations and
investment
- selective training and learning
opportunities
- selective variable pay
- fixed-term less used
- part-time less used
- moderate expectations and
investment + high expectations,
low investment
- limited training and learning
opportunities
- comprehensive variable pay
- fixed-term contracts average
- part-time contracts
- low expectations and
investment + high
expectations, low investment
- limited training and learning
opportunities
- no variable pay
employee
voice
- regular, high influence for direct
involvement
- official structure for employee
representation
- employer and the employees
are more likely to both be
organized
- irregular, moderate influence
type of direct participation
- meeting-oriented, limited
influence
- employer organisation without
having an employee
representation structure
- irregular, moderate influence of
employees
- official structure for employee
representation, and employees
are organised
- few tools, little influence
- official structure for
employee representation
All talk, not backing.Undirected change.
INOV.ORG - UPT - Beyond4.0/EUWIN workshop 2020

11. Let us have a deeper look
• Portugal:
• High investment, high involvement: 27%
• Selective investment, moderate involvement: 17%
• Moderate investment, irregular involvement: 43%
• Low investment, low involvement: 13%
• Netherlands:
• High investment, high involvement: 11%
• Selective investment, moderate involvement: 57%
• Moderate investment, irregular involvement: 8%
• Low investment, low involvement: 24%
INOV.ORG - UPT - Beyond4.0/EUWIN workshop 2020

12. Message
• Netherlands:
• Rise of the self-employed and flexible contracts can explain the ‘drop’
• Employees have been on the defensive for years
• Portugal:
• Has organisational innovation found a place?
INOV.ORG - UPT - Beyond4.0/EUWIN workshop 2020

13. What are the benefits?
11%
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14. What are the benefits?
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15. Building on the outcomes
• Portugal:
• Major category: “All talk, little backing”  this group needs to improve
• Has the workplace improved for the Portuguese employee?
• The future:
• Understanding the current progress
• Keeping the progress
• For the discussion:
• What do Portuguese companies need for further improvement?
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16. Thank you!
INOV.ORG - UPT - Beyond4.0/EUWIN workshop 2020