Scandinavian Management Model as Competitive Advantage in Attracting Qualified Foreign Labour Dr Maria Vrabcova Hardager, Norway 3 June 2010.

Scandinavian Management Model as Competitive Advantage in Attracting Qualified Foreign Labour
Dr Maria Vrabcova Hardager, Norway 3 June 2010

Agenda Overview of Norway’s economic environment
Population growth and net migration Theory of migration Overview of Scandinavian Management Model How does the Model compare with other countries? What can we learn from other countries? Conclusion

GDP Growth - % Change on Previous Year
Norway has performed better than most industrialised countries during the financial crisis and global recession … GDP Growth - % Change on Previous Year 2.5% 1.8% 0.7% 2.1% -1.5% I just want to take some time just to remind Norway's remarkable economic performance As you can see Norway has performed much better then its neighbors during the fin crisis and it has performed much better then the rest of the Europe This is in no small part due to the fact that Norway has abundance (a lot) of natural resources Source: Eurostat

…and unemployment rate remains well below that of Europe and the rest of Scandinavia
As you will note Norway's unemployment rate throughout the global recession has been well below its neighbors and across Europe generally I believe, whilst I’m not an economist, this has something to do with firstly its exports of natural resources and secondly employers and employees close relationships in maintaining full employment ( social contract) and this is the fundamental policy of the government Source: Eurostat, Norway Statistics

Norway’s surpluses from oil & gas revenues will ensure that any protracted slow down will leave enough room for the government to increase stimulus measures… Net Surplus (+) / Deficit (-) as a % of GDP 2010 forecast Note The net surplus or deficit is what the country lends or borrows from other countries In comparison to most major European countries and its neighbors, Norway is expected to show a surplus of revenues as a percentage of GDP – oil and gas revenues This is important because there remains uncertainty in the global economy (example Greece 12%, Portugal, Spain, Ireland) and will ensure that Norway will have the capacity to protect its employment rate should global economy go back into negative growth ….. Ireland= 14% deficit IMF- international monetary fund –countries need help Source: IMF

…which helps to ensure unemployment rate remains low compared to Scandinavia and other European economies Forecast unemployment rate in in conclusion employment in Norway is expected to be robust ( resilient) This will drive further need for further labor requirement in Norway Source: IMF

Labour shortage in Norway myth, fact or not on the radar?

Overall Norway’s population is still growing compared to the rest of Scandinavia…
From 6,5 b to 9b in 2050 population management requires a long term planning As you can see from this slide in Europe where traditionally n sources its immigrants shows a decrease in overall population --this is important because in the future you r going to compete for the labor with the whole of Europe So these r strategically important issues for the government to ensure that it maintains public services for the future The population growth have two components: - natural births and deaths and - migration Greenland, Iceland and Faroe Island excluded due to small size of population relative to the main Nordic countries

… however growth is increasingly dependent on net migration in Norway…
Whilst population continues to increase as you can see from the last 30 years , the increase is due to net migration In the mid 1970s they discovered oil in the north sea In the early 90s oil prices were very low… Source: Norway Statistics

…this growth has accelerated in recent years due to EU enlargement in 2004…
This is particularly true in the last 5 years and this is due to the admission of the new EU members in 2004 Norway implemented transitional arrangements, which allowed people from these new member countries to come into n without a work permit to stay for 6 months to look for a job High wages and tight labour market boosting the labour supply substantially Source: Norway Statistics

…and Norway has benefitted from a large influx of Polish immigrants
1 2 3 4 Unsurprisingly, the largest immigrant groups are from Northern Europe and Scandinavia which are closest in terms of geographical proximity. These are most likely to be economic migrants Immigrants from middle east and Africa are likely to be asylum seekers Due to the likely low level of education from these troubled African and Middle-East countries, their contribution to the labour market, particularly for skilled jobs will be limited However, the highest birth rates appear to stem from people who are of Asian, Middle East, North African descent and the challenge for the government is how best to utilise and encourage up-skilling 2008 – 86% of work permits were granted to persons from the EEA (European economic area) Source: Norway Statistics

Norway has the highest fertility rate in Scandinavia, however it remains below World average
Fertility Rate – Births / Woman As you can see from the births slide the Nordic countries have fertility rates tat are below the world average This is not dissimilar to other European countries The world population growth is projected to increase to 9 b from 6.5 b today And this increase is coming from countries such as Africa, India, South America, Middle East So this tells us that in the future Norway might need to look for skilled workers from these geographic regions MAYBE- click back and show economic migrants----and long term planning--- education……. As economic migrant—countries have the same problem as Norway and wont be able to come to migrate in 20 years…. Source: UN,

In summary, population management is complex and requires well considered strategically long term policies Key Points: Norway benefited from EU enlargement in 2004 (less skilled workers) Current high levels of unemployment in Northern Europe and neighbouring countries should make it easier to attract labour in the short term Longer term Norway may need to diversify its immigrant base to consider nationals outside of Europe report “Save the children”--- summary report nu 1 for well being for mothers

Norway is a great country - skilled migrants should find attractive:
Norway- Highest Standard of Living, UN Human Development Program, 2005 Oslo, Top 20 Worldwide Quality of Living Survey, 2009 #1 Mother’s Index 2010, (well-being of mothers), Save The Children # 20 Globalization Index 2010, KOF Swiss Economic Institute

Push factors / Sending County Pull factors / Receiving Country
The reasons for migration are complex, broadly fall into the following categories: economic, security and family reasons Reasons for Migration Push factors / Sending County Pull factors / Receiving Country Economic reasons Security/ Family Economic reasons Security/ Family More “relaxed” and less bureaucratic Political and/or religious freedom offered Family links encourage Discrimination Poor medical care Natural disasters Lack of political or religious freedom

Economic reasons Push Factors Pull Factors
Poor socio economic living conditions Unemployment Money Variety Acquiring new skills Interesting lifestyle / culture Career development Favourable labour market conditions Higher Wages Favourable exchange rates (£ v €) Job mobility and professional career development Higher standards of living Active presence of recruitment agents Education Industry Scandinavian Management Style Everett S. Lee “A Theory of Migration” University of Pennsylvania

Scandinavian Management Style
So what are the main forms of Management Styles? US style dominates and sets the global management agenda, however Scandinavia is growing in popularity Scandinavian Management Style Employees Shareholders Customers Society Stakeholder Capitalism – “Happy Employees Create Products which Meet Customers Demand” Shareholder Capitalism – “Happy Customers Make Happy Owners” US Management Style Customers Shareholders Employees Society As most of you are aware US management dominates the agenda in terms of how public and private enterprises are managed The key difference here is that in Scandinavia management understands the importance of working together with employees to meet the needs of customers Whilst the us, UK, Japan consider customers at the heart of their business Global Competiveness Report 2004, World Economic Forum, Monday Morning Dec 2009

Culture determines how these functions of Management are implemented
Planning Organising Commanding Staffing Culture Here the functions of management and how they work in an organisation has a lot to do with culture Henri Fayol, the father of the school of Systematic Management, was motivated to create a theoretical foundation for a managerial educational program based on his experience as a successful managing director of a mining company. In his day, managers had no formal training and he observed that the increasing complexity of organisations would require more professional management. Fayol's legacy is his generic Principles of Management. Of Fayol's six generic activities for industrial undertakings (technical, commercial, financial, security, accounting, managerial), the most important were The Five Functions of Management that focused on the key relationships between personnel and its management. The Five Functions are: 1. PLANNING drawing up plans of actions that combine unity, continuity, flexibility and precision given the organisation's resources, type and significance of work and future trends. Creating a plan of action is the most difficult of the five tasks and requires the active participation of the entire organisation. Planning must be coordinated on different levels and with different time horizons; 2. ORGANISING providing capital, personnel and raw materials for the day-to-day running of the business, and building a structure to match the work. Organisational structure depends entirely on the number of employees. An increase in the number of functions expands the organisation horizontally and promotes additional layers of supervision; 3. COMMANDING optimising return from all employees in the interest of the entire enterprise. Successful managers have personal integrity, communicate clearly and base their judgments on regular audits. Their thorough knowledge of personnel creates unity, energy, initiative and loyalty and eliminates incompetence; 4. COORDINATING unifying and harmonizing activities and efforts to maintain the balance between the activities of the organisation as in sales to production and procurement to production. Fayol recommended weekly conferences for department heads to solve problems of common interest; 5. CONTROLLING identifying weaknesses and errors by controlling feedback, and conforming activities with plans, policies and instructions. Fayol's management process went further than Taylor's basic hierarchical model by allowing command functions to operate efficiently and effectively through co-ordination and control methods. For Fayol, the managing director overlooked a living organism that requires liaison officers and joint committees. The American Luther Gulick and Brit Lydnall Urwick expanded Fayol's list to seven executive management activities summarised by the acronym POSDCORB: planning: determine objectives in advance and the methods to achieve them; organising: establish a structure of authority for all work; staffing: recruit, hire and train workers; maintain favourable working conditions; directing: make decisions, issue orders and directives; coordinating: interrelate all sectors of the organisation; reporting: inform hierarchy through reports, records and inspections; budgeting: depend on fiscal planning, accounting and control. Controlling Budgeting Coordinating Henri Fayol, Principles of Management

Culture determines the approach to how each area of management is implemented
US Scandinavia Planning Employers and employees divided Mutual need between employers and employees Significant control from centre Control is “expected” Empowered Delegated authority Decision making process collective and inclusive Controlling Management lead by example Authoritarian Employees have influence and independence Autonomous project groups Low trust of authorities Commanding This slide outlines the key differences between the US and Scandinavia In terms of planning- ……you can see recently there has been a lot of labor protests due to the global recession whereas in Scandinavia it is hardly an issue Staffing Pay decisions are set by management Wide variation in pay scales Employers and Trade Unions work together to agree wage settlements – from a position of mutual respect and dialogue Organising Hierarchical Flat Source: Copenhagen Business School

Collectivism rather than Individualism Thriftiness Egalitarian Trust
Cultural underpinnings of the Scandinavian Management Model, influencing factors: Rooted in socialism Collectivism rather than Individualism Thriftiness Egalitarian Trust The geographical position of the country had meant that there are limited agricultural opportunities, this has created an environment where people tend to work together to ensure survival – this is strength in numbers which has meant that the social agenda is pushed to the forefront Thriftiness-save Egalitarian- good natured

In Norway even the bad guys are influenced by collectivism
”We tip toe very quietly When we’re out to steel things We only take what we must And things that we really need….”

Labour productivity has been falling overall however it has fallen faster in Scandinavia
Labour productivity annual growth rate Source: OECD

Could it have been impacted by Scandinavia having one of the lowest average working hours within OECD? Average working hours per worker per day Source: OECD

How some countries attract immigrants?
Depends on high inflow of talents to fill vacancies and / or High level of government participation in enterprise / wealth creation I’d like to take this opportunity to share with you some of the ways in which the management of migration as part of management model is practiced in different countries I have selected these countries based on either of two criteria: … In Norway most of the bid corporations as Stat Oil, Telenor, Norsk Hydro, … are major employers

Selected countries US UK UAE / Dubai Singapore Australia Japan 25

US Overview Throughout much of America’s history, immigration has been a major source of population growth and cultural change The American Dream is a belief that hard work and determination, any immigrant can achieve a better life US accepts more legal immigrants than all other countries in the world combined 20.6% of world’s total migrants and 12.8% of national population are migrants Positively encourage – Bill Clinton said: "America has constantly drawn strength and spirit from wave after wave of immigrants...They have proved to be the most restless, the most adventurous, the most innovative, the most industrious of people” Since 911 public attitudes towards immigration have changed Global economic recession has augmented the negative aspects of immigration 26

US has a lot to offer Push Factors Pull Factors Career Development
Education Free (Political Rights – 1, Civil Liberties – 1) The American Dream Management Style Straight talking and 'getting to the point' Respect is earned through conspicuous achievement rather than through age or background Self-deprecation is often misunderstood by Americans as a sign of weakness Time is money Structure proposals to emphasize quick wins rather than long-term objectives 27

US is facing one of the most severe unemployment rate since 1982
Source:

A large proportion of US population growth is achieved through migration
Source:

UK Overview Up until the global recession, UK has accepted the largest number of migrants from the EU enlargement in 2004 Immigration is seen as beneficial to economy by some political parties not shared by majority of Britain Attracting too many low skilled means the tax they pay are unable to cover the social services they receive Moved to points based system, similar to Australia with emphasis on professions where there are skill shortages 2.9% of world’s total migrants and 10.0% of national population are migrants OECD Tax burden 36% Cap--- limit migration 30

UK Push Factors Pull Factors
Career Development Education Free (Political Rights – 1, Civil Liberties – 1) Management Style A manager is expected to have the interpersonal skillsmanagers to be 'generalists' rather than 'specialists‘ High job mobility Flat management, Managers developing a close, friendly relationship with staff,but they make the decisions Respect is earned through experience rather than qualification system 31

UK’s projected population growth is spread out fairly evenly between natural changes and net migration Overall projected population is expected to grow at the slower rate in terms of net migration and natural changes both are growing slower in the future– both British and non British

…however this Overall projected population is expected to grow at the slower rate in terms of net migration and natural changes both are growing slower in the future-- More British are leaving the country then coming here People seeking for better life– expensive life here– usually skilled people ( Spain, France==retirement, Australia, Dubai, Far East– jobs)

UK has taken in a large proportion of immigrants from accession countries
UK is a very tolerant society very open it attracts a diverse range of people from different countries The biggest changes are from 2004 from new EU countries Source: ONS, DWP, National Insurance number allocations to adult overseas nationals

UAE/Dubai Overview Driven by need to populate with both highly skilled and unskilled labour due to transformation of state from oil producer to international hub for commerce and regional tourism Build and they will come / playground for the rich 1.7% of world’s total migrants and 71.4% of national population are migrants Sovereign State – all state enterprises and large corporations owned by the ruler of Dubai Negatives have not deterred skilled migrants Not allowed to take up citizenship / permanent residency ( work permits only) No unemployment benefits Closed culture Hot 35

UAE/Dubai including the rest of Middle East’s management practices are very different to Western styles and is not a model for attracting skilled migrants, however tax free status ensures there is no shortage of people wanting to work there Push Factors Pull Factors Not Free (Political Rights – 5, Civil Liberties – 5) Dubai (including middle east) Undeveloped management practices built around state ruler Autocratic Hierarchical Nepotism Very relationship-oriented, respectful, patient, Managers reach decisions only after discussing the matter with the major stakeholders Employees do not question the decisions that managers have made Relaxed immigration policy for skilled/unskilled migrants Only work permits offered Permanent Residency not recognised Tax Free Playground for the wealthy English is used in business and government Presence of recruitment agents No tax International hub – 3 hours to India, 6 hours to Europe Western Corporates sending employees there Short term attractiveness Most of Middle East is called hardship posting– no alcohol in public, no kissing in public, hot, very limited culture, Nepotism- favoritism (opportunities, good jobs are given to close friends, family members) 36

Singapore Overview Driven by need to populate with highly skilled labour due to lack of resources Latterly driven by economic expansion of neighbours – financial centre of Asia Master plan looking to increase population from 4m+ currently to 6m+ in 2020 1.0% of world’s total migrants and 42.6% of national population are migrants Socialist democracy / Engineered Society Negatives have not deterred skilled migrants High density Cost of living Hot and humid climate Ex-Premier Lee Kuan Yew – three essential ingredients to ensure that all have equal opportunities – (1) education, (2) health (3) housing however certain liberties have to be given up – complaints about the government are frowned/look down upon --- engineered society—managed society—by the government schools– scholarship– you study what they want you to study– can study according to government needs only if they pay for it 37

Singapore has established itself as the business centre of Asia with shipping, tourism and financial services coupled with a flat tax regime of 15% and multicultural which attracts a lot of skilled talent Push Factors Pull Factors Partly Free (Political Rights – 5, Civil Liberties – 4) US model, heavily influenced by traditional Asian values Mix of solidly traditional Asian values and western business techniques Multiculturalism accepted Age is respected and managers tend to be older. Managers delegate decisions to their teams Outside family ties, promotion will be based on performance Relaxed immigration policy for skilled migrants Permanent Residency offered after two years to those who meet the country’s list of key skills Extensive resource available to help potential skilled workers Job vacancies advertised and run by government English is used in business and government Presence of recruitment agents Career Development Flat Tax system – 15% Income levels are significantly higher (x3-x5 times higher) than those around Asia International hub – 3 hours to India, 6 hours to Dubai, 3 hours to HK/China Head Office or Regional Head Office for many western companies 38

Singapore has very low unemployment rate and it has increasingly relied on the non-residents (immigrants) to take up jobs Singapore Unemployment Rate Singapore Residents and Non-Residents ‘000s Singapore Residents include citizens and permanent residents Source: Singapore Statistics Office

Australia Overview Historically driven by need to populate smallest continent Latterly driven by economic expansion – mining / housing boom Master plan looking to increase population from 20m+ currently to 35m+ in 2030 2.2% of world’s total migrants and 19.9% of national population are migrants Negatives have not deterred skilled migrants Recent backlash against immigrants Cost of living (Property is x9 average earnings) OECD Tax Burden 31% Remote – 24 hours to get to Europe Limited career advancement (compared to Singapore / Europe) democratic, consultative style of management open to new ideas from overseas Australian corporate structures are matrix oriented, without too many layers of management. A hierarchical approach tends to sit uneasily in egalitarian Australia Everybody expects to have an input into the decision-making process even if, in the final analysis, the boss still makes the decision encourages an open debate of ideas. Indeed, challenging the ideas of the boss in open meetings is not seen as rude or disrespectful but the sign of a fully committed, professional approach. Pragmatism is seen as a key attribute; getting the job completed quickly is more important than the niceties of protocol or hierarchy.

Australia follows the US management style which is heavily influenced by British culture. Unsurprisingly UK is Australia’s largest source of immigrants Push Factors Pull Factors Free (Political Rights – 1, Civil Liberties – 2) compared to many Asian countries US model, heavily influenced by British culture Meritocratic – although some elements of “old boy network” remains Highly functional, “less” responsibilities Work life balance emphasised Sports unites – Aussie Football, Cricket, Multiculturalism accepted Highly developed immigration policy (Points Based System) Skilled Migration Programme – Permanent Residency offered to those who meet the country’s list of key skills Extensive resource available to help potential skilled workers Language tuitions Presence of migration agents and recruitment agents in the UK and Australia Deep historical links with UK – economic and family Significant arrangements with UK (2 year working holiday VISA) Education – Australia’s 2nd largest export – attracts a significant number of students from Asia Looking for a more “relaxed” lifestyle second largest export, first is natural resources…. After students finish school they are given 1 year visa to look for a job Meritocratic– promotions are based on performance Old boy network- based on family connections, wealth, schools, …

In Australia, population increase has depended on the Net Migration, particularly in the last 10 years

Despite higher unemployment rate in comparison to Norway, Australia remains very attractive to immigrants This is an interesting chart it tracks the net cumulative migration on a left scale and on the right side it tracks unemployment rate Clearly there are many reasons apart from economic reasons, that attract people to Australia

Japan Overview Immigration is very much discouraged - citizenship and permanent residency are extremely difficult to obtain 1.1% of world’s total migrants and 1.6% of national population are migrants Addresses the shortage of workers through industrial automation Automation 44

Japan policies discourages immigration which is addressed by significantly investing in robotic technologies to automate significant parts of their manufacturing processes Japan wants to be an export oriented country however it means that manufacturing for example has to be based in the country, but this creates the need to recruit and recruitment of foreign labor is not wanted. Therefore the preference is to use machines to manufacture and this obsession has spread into other activities such as education and more recently marriage? Source: World Robotics Report 2008

Japan is an advanced economy, however it discourages migration even when demographics show a rapidly ageing population Push Factors Pull Factors Partly Free (Political Rights – 3, Civil Liberties – 4) Internationalisation High earnings “Japan and American management are 95% the same, yet differ in all important aspects” -Takeo Fujisawa, Founder Honda Motor Company Hierarchical, high emphasis on job and seniority Large supervisory Unassuming, un ambitious managers Polite and diplomatic For international companies-- opportunities for career development (Sony, Nissan) Japan is not keen on immigration Asia’s financial centre Western Corporates with regional hubs It’s a big economy so people will go there- companies send them there. 46

Industrial automation
From this To this

More radical solutions?
From this To this?

Even more controversial?
From this To this?

So what insights can we learn from these countries and what can we do?
Critical Success Factors Management that accepts multiculturalism Create awareness Proactive recruitment Appreciate limitations – regional Tax is a driver Automation Exhibitions, Govt, agencies, schools, universities, net, ads, magazines, TVcommercials….) Neighbouring countries,…. Australia– UK,… TAX – now is the time as countries tackle national debts—Norway keep the tax on the level as it is now I think the key issue here is the awareness There is clearly a need for some countries for foreign labour and each country has addressed it uniquely in their own way, But one of the common threads is their ability to create awareness (e.g.: Singapore, Dubai, Australia..) I think the management model whilst it plays a part and perhaps it is not as obvious given that these countries have similar management styles Tax for skilled workers is clearly a key driver and geography and international links are quite high on a migrants agenda There are other ways to resolve labour shortages such as those practiced in Japan

Conclusion Norway is not the natural choice for migrants, but faces a different challenge. Has to attract a small number of migrants with specific skills. Deciding where to move / live, particularly for people with families, is a profound psychological process, so Norway has to focus on push factors. Is immigration the answer? Women working Training? Norway has many attractions Great work ethics based on its management model, employers and employees have a very good relationship Equality Innovative Beautiful, unpolluted country Work / life balance The movements immigrants are not clear -push and pull factors Although this is a specifically about the management model as you can see from this presentation that successful countries that have immigrants are not entirely dependent on a single way of doing business For a lot of people geographical mobility is a huge issue I think we should widen the discussion rather then focusing on immigration

Recommendations Central database for key skills as in Australia
Points based system for migration Use internet to make it easier for those who are considering Norway as a potential place to live through the provision of information Norway needs clear policies on which skills to attract, over what period of time and from where? = Targeted Marketing Language tuition for new arrivals The movements immigrants are not clear -push and pull factors Although this is a specifically about the management model as you can see from this presentation that successful countries that have immigrants are not entirely dependent on a single way of doing business For a lot of people geographical mobility is a huge issue I think we should widen the discussion rather then focusing on immigration

Bondi Beach, Sydney, Australia
Compare… Norwegian Fjords Bondi Beach, Sydney, Australia

Appendices

Tax Burden Source: OECD

Structure of government
Public Sector General Government Public Corporations Central Government Local Government Non-financial public corporations Public financial corporations Fiscal account including National Insurance Scheme Fiscal account including National Insurance Scheme Municipalities County Municipalities Non-financial corporations owned by the central government Non-financial corporations owned by the local government Norges Bank and lending institutions Other financial corporations

Storting Elections, Top 3 Parties
Labor- more socialist conservatives- capitalists Democrats – liberal (emphasis on equality, fairness)-democrats

Compared to Europe average (34 people/km2) Norway has only 14 allowing a significant room to increase its population

NORWAY Government Control Migration Policy & Management
Constitutional monarchy and parliamentary democracy, with King as Head of Stateand government power resides in Prime Minister and elected parliamentary ministers. Unitary state with administrative subdivisions on two levels - counties and municipalities Significant government control in key resource industries via Public Corporations Government Control Aligned to the model in Europe Restrictive admissions but equal treatment Positively encourage – "respect for immigrants' language and culture” Language training, labor market integration, and initiatives to promote multi-culturist Generous integration and social services for immigrant populations Naturalisation – difficult (7 years as PR) <0.5% of world’s total migrants and 7.4% of national population are migrant workers Migration Policy & Management Democratic, consensual , relation and result -oriented management Exceptionalstrength in ethic, social responsibility, accountability, openness, transparency Shareholder value, customer satisfaction, management truth worthiness Motivating management, empowering employees, participative decision making High level of information and direct communication Managing with goals and values rather then control and command Flat company structure, communication with the employees, delegating responsibility, care, trust, Collegiality among the staff, employees happiness, efficiency, more risk taking, feeling of accomplishment, motivation, well-being, creativity, innovation Management Style Tax OECD Tax Burden - 42% Gender pay gap 16% - Difference between earnings of female and male employees lowest in Scandinavia and average of EU27 17% Awareness

However we have to be cognisant of the fact that women are increasingly spending more time in work which may have an impact on the overall natural population growth Change in time spent on various activities on an average day from 1971 to 2000, by sex and age years. Minutes So as we have shown earlier immigration, population increase increase in the last 10 years has largely depended on migration Few of the reasons could be some of the successes of Norwegiangovernment policies, one of which is that women are encouraged to work as evidence by the fact that women now spend less time on household work and working more In addition men and women have increased the time spent on leisure activities minutes Potential Implications: Lower birth rate Impact on labour availability

So whilst population is projected to grow, the economically productive group is reducing, this is a trend that is wide spread across Europe indicating future competition for skilled labour 2009 2050 Currently the majority of population is of working age we can see a slight increase in people who have retired and also people who are between the age 13-19, however due to the fertility rate and possibly government policies ( e.g.: women working) that may cause the shrinkage of the working population in the future Norway statistics 63

So how do we measure management models effectiveness?
Competitiveness? Labour Productivity? We have different management models- US, Jap…. But a lot of the studies have been more qualitative than quantitative so how do we measure management effectiveness? There are several ways the first- return on investment or profitability however I have struggled to find some meaningful data because each countries industries structures are different e.g.- Denmark is more design and it based whereas Norway is more natural resources based– this will have an impact on profitability I have taken two measurements the first- extracts from the global competitiveness report and the second being labor productivity measurements from OECD

Pillars of Competitiveness
Basic Requirements Institutions Infrastructure Macroeconomic Stability Health and Primary education Key For Factor - driven Economies Efficiency Enhancers Higher Education and Training Goods Market Efficiency Labor Market Efficiency Financial Market Sophistication Technological Readiness Market size Key For Efficiency - driven Economies The global competitiveness report measures 12 pillars of competitiveness Innovation and Sophistication Factors Business Sophistication Innovation Key For Innovation - driven Economies

Scandinavian Management Model as Competitive Advantage in Attracting Qualified Foreign Labour Dr Maria Vrabcova Hardager, Norway 3 June 2010.

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Scandinavian Management Model as Competitive Advantage in Attracting Qualified Foreign Labour Dr Maria Vrabcova Hardager, Norway 3 June 2010.

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