ESSENCE AND STAGES OF THE INSTITUTIONAL PARADIGM FORMATION SOCIALLY ORIENTED LABOR MARKET

Maria Zub

Abstract


Introduction. In recent years, the global labor market has been in a state of rapid transformation, which should result in long-awaited positive institutional changes.  A key factor in institutional change is the mismatch between the current and desired «rules of the game».  Therefore, determining the prerequisites for successful institutional changes in the global labor market in the «progressive» socio-economic vector, assessing the level of formation and sustainability of global labor market institutions have become a priority.

Purpose. The purpose of the article is to explore the nature, stages of formation and the need to create a modern paradigm for the transformation of institutions of the global socially oriented labor market.

Results. The article describes the concepts of «institution», «institute» and «paradigm». The stages of formation of the modern paradigm of transformation of institutions of the global socially oriented labor market are elaborated. The question of estimation of firmness of labour is considered, which touches an important problem – as far as well prepared labour markets to the use of new technologies for the good of all. Based on the analysis of the «Global Labor Sustainability Index 2019», it is found that Singapore, Switzerland, the USA show the most stable labor markets in the world. Labor markets around the world have been found to be differentiated by their institutional structure and resilience. The need to revise the model of interaction between member states with the ILO and other international organizations has been proved in order to ensure equal opportunities in the field of labor and social justice.

Originality. The author defines the institution of dynamically changing, globally socially oriented labor market as the designer of a system of new rules, principles, methods, content, unique model normative legal acts in the sphere of social and labor relations and mechanisms of using the «best» world practices of collective action of a compromise character, which are appropriate to study, borrow and apply in a particular country, taking into account its national peculiarities at the stage of humanity's transition to a qualitatively new world economy and the future for the benefit of well-being and protection of individuals, organizations, human community and destructive confrontation with modern trends.

Conclusion. The international labor market management systems currently in use are outdated and need to be redefined in a globally interdependent world. The necessity of creation of a modern paradigm of transformation of institutions of the global socially oriented labor market, which, unlike the existing one, provides for: a complex, dominant, dynamic, multilevel system of ideas, theories and mechanisms, facilitating the acquisition of a new vision of a person's place in the world of work, makes it possible promoting employment in the future while ensuring the sustainability of productive systems in its environmental dimension, determines the share of jobs and productivity growth, in particular, in the context of new technologies, identifies other problems and proposes to solve them, through the formation and implementation of macroeconomic, social, industrial, sectoral, investment, financial and trade policies, serves as a standard of decisive action to seek and identify the overall synergy of new forms of internal stakeholder interaction (governments, employers and workers organizations around the world) in conjunction with deepening external engagement with international organizations and states to develop common systemic aspects of atsiynyh decisions regarding the achievement of equitable distribution of opportunities and risks for the labor market, increasing labor stability and build equitable future work in the 21st century.


References


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