Can the "Danish model" be applied in France?
- Presentation of the country
- Legal Risks
- Political risks
- Cultural risks
- Financial risks
- To Resume Ecuadorian's risks
- Form of Internal Business to be used to enter the foreign market
The "Danish model" has been pinned down by European countries, France in particular, where unemployment has been and remains the pet peeve of French politics. How does Denmark manage to reconcile the flexibility of contracts on the labor market, with the facility to hire and lay off with safety pay? Why isn't there any "precariousness of employment" in this country? Faced with the success of the "Danish model", many people, including political economists, have suggested the emulation of this model.
But is the "Danish model" really applicable in France? Are there no limitations on the export of this model, taking into account the configuration of the economic system and social foundations of the French system? The preliminary analysis of the central mechanisms of the model will demonstrate the difficulty of its export to a country such as France, to extract the most pertinent lessons for our country.
In "Danish model" the term "model" means a coherent set of institutional holding, responsiveness of the economy to various social, technological changes and the vagaries of the international economy. To what extent institutions can be combined into a few viable configurations?
The opinion speaks of the "Danish model" as a model of "flexibility?. In other words it is a model that combines flexibility with respect to companies and security for employees. Flexibility rests on several pillars, which together constitutes ?measures taken with respect to the labor market, labor relations, social protection, the innovation system or the nature of the financial market, more respectful of the social requirement "by Dominique de Villepin. These pillars are three in number which allows the Minister Gerard Larcher speak of a ?golden triangle of flexibility": security, active employment policy.
-Flexibility: "We must let the employer free to hire and fire". When a Danish employer wishes to dismiss, it has no compensation pay to an employee less than 12 years of service, and the notice may be a few weeks. It appears that Denmark has resisted the temptation to protect existing jobs and instead promoted the rapid redeployment of labor between firms. To enable companies to adapt their workforce, the Danish model does indeed follow any restrictions for hiring and firing of employees.
The economy is better suited to structural changes and the Danes change jobs more often than their European colleagues. For France, such a fluid labor market may seem inconsistent with a powerful trade union, representing over 80% of active employees in Denmark. Have these interested parties accepted the permanent reallocation and the uncertainty associated with it? Why the turnover Danish is not a source of insecurity?
Security: Despite the flexibility of the Danish system, employees feel that job security is very high. In fact, the generosity of unemployment benefits to the unemployed person loses the uncertainty of their income that is guaranteed. In Denmark, the wage and income is significantly reduced.
Tags: French politics, European countries, international economy, labor market, labor relations, social protection, employment policy, European colleagues, fluid labor market, trade union, Danish model