for the job in the past, we know that whoever gets it essentially is going to give them a poison. charla sees that going to be the positive, you know, must because he will still own the spot whole. and by i think, $44000000.00. you don't just give up power over it. all, they will be given free reign, which i think it's very unlikely. and then they will have to do some recent changes in terms of people abandoning platform. you know that there are alternative issues . that's not a wall to wall replaces, are not kind of why i think so many people are sticking with it. even with all the chaos that's going on is because there's no obvious life for get onto to escape the sinking check. ah. hello again. the headlines on al jazeera, a high court decision in london, has ruled at the government plan to send the salem seekers to wanda is legal. the plan deportation policy was suspended in june after

a last minute challenge. harry foster has more on the ruling. the 1st time the government tried to enact this policy with a flight. in june. there was been junction and it was said now there has been this, this legal challenge by individual asylum seekers in that case. and also other organizations. and the justices have ruled that the policy as a whole is lawful. it isn't accordance with the refugee principles. it's in accordance with the the human rights act in the u. k. and that it can go ahead. energy ministers from several european nations have agreed to put a cap on gas prices. the decision to keep prices at $180.00 euros a megawatt hour comes after months of sanctions against russia. because of the war in ukraine. south african president carol ramos has been reelected to lead the governing african national congress. this means the presidents will lead the party

into international elections in 2024. the president has been in the world and a burglary scandal involving hundreds of thousands of dollars. argentine a champion, footballers are on their way home after one of the most thrilling world cup finals in the tournament 92 year history. they beat france on penalties and cats are as the game ended, 3 all after extra time. countries from around the world have signed a deal to protect nature and promote conservation at the un biodiversity summit. and canada. at least 30 percent of the world's land and marine areas have been put under protection by 2030. the u. k is preparing to use the army to cover a striking nurses, an ambulance workers, more than 10000 ambulance staff across england and wales will walk off the job on wednesday, calling for a better pay and working conditions. up next on al jazeera, it's counting the cost.

ah, both with hello, i'm money inside. this is counting the cost on al jazeera, your weekly look at the welding business. economics. this week, working from home office or a mixture of bosses in walk is if a of the future of what place is remote working here to stay and all companies ready to make that shift. also this week,

employees are trying to turn the tables and take that power back at work. the global economy face is oblique outlooks, the could the balance shift to words, employers, global employee management and well being were rising for nearly a decade. but now they are stagnant, so what is driving unhappiness at work and what makes an ideal working environment? ah, the pandemic pushed companies worldwide into an unplanned experiment of remote working to keep businesses going off to strict safety measures were imposed. now that employees realize that working from home as possible, many are reluctant to go back to the office or at least not full time. around one quarter of work is globally would quit or start looking for another job if they were told to return to the workplace 5 days a week. that's according to a survey by group of economists. the study also says work is would take

a 5 percent pay cut to keep the option of working from home employees and countries where commute saw a long prefer the remote working option in india. in china, for example, commute times average more than 90 minutes. almost double the length of us work is women who are more likely to be primary caregivers for children or other family members. valley working from home much more than men. another survey by microsoft shows that bosses on work is disagree about productivity when working from home, well, 87 percent of workers felt they worked as or more efficiently from home. 80 percent of manages disagreed. we've done our own little survey in the united states and turkey. let's listen to what work is there had to say. i think just in general, the topic of working remotely is really important in our culture right now because

a lot of people need flexibility to raise their children and to have healthy families. so i love the shift that's happened. and i also really like what i do, which is very one on one of course, but having flexibility, it's been critical to the stage of my life and being able to be a single mom. flexibility of working at home is great because you can play around with your time, but, but i really miss the other. the other part. so i, you know, i guess at this point it would have to be sort of a mix. but i wish it would be like 3 days in the office or maybe to out. i personally don't have any pressure to go back and i think it's been really beneficial to me. i think a lot of people feel that way. you know, i'm fortunate to be able to work from home and it's given my life like a bit of a better, a better boost in some ways because it's a lot easier to work. life balance is a lot easier to deal with. are you from home? yeah, the hard rock. i think the office is more comfortable. my house is close to my work, so it's not an issue. the working environment is important for work quality,

even if your salary is adequate, you will be unable to perform well. if you're working conditions are deplorable, doesn't tell us i prefer working from home because i'm constantly on the computer. all of our meetings and discussions with colleagues and managers take place on line . i don't believe face to face work is necessary, at least not for a long time. it's not me. it's not just about the workplace. workers are also demanding flexible working hours. a short work week is now being explored as the future of employee productivity. the 9 to 5 work day used to be a standard for all employees. now many countries like belgium, the united kingdom, iceland and sweden are experimenting the 4 day work schedule. employees would work 4 days a week while getting paid the same in the same benefits, but with the same workload. joining me now from preston in the united kingdom,

as adrian writes, he is the director of the institute for research and organizations work employment at the lancaster, school of business and enterprise. thank you for joining the program. what do you think of the biggest or more surprising trends you've noticed in the world of work since the pandemic started? i think firstly, the most important and meaningful change in the world. where is the difference in terms of why people work and how people are working? i think since they, upon barrick, obviously remember working in hybrid working has it has grown significantly. ready where people are choosing to work in different ways after remotely or more often in a hybrid working environment where people are choosing to pop from home and also pop from the office. but i think also real big change in the way people work and what people want from work is to prioritize health and wellbeing and

flexibility in the workplace. that might be working different types of ours to see and personal circumstances and really thinking casserly about issues. so she's been out stress and mental health and wellbeing working from home. and as you say, clearly has become popular with workers. but not all employee surely do want to work from home, do they? i mean, personally, i know i prefer that boundary between my work life and my home life. so of course, and obviously different employees have different circumstances as well. it's really, really important in the world. the work must really important for employers is to think about employee and also work environments and work conditions that those personal circumstances. and with the pandemic and returning to work after the time dummy. it was a lot more flexibility and people would like and to work much more on their own

terms. so it's about patient offering that sort of flexibility to personal consensus. always thing the ship towards working from home across all sexes or does it tend to be more white collar workers? well obviously it depends on the fact it does depend on how and possible working from home a professional effect, right? the baseball can be space. of course people can work at home and more than say in. ringback retail, hospitality, and those types. but i think also what we're seeing is that changing modeling tens of businesses and what they're offering, what that digital infrastructure is becoming in place where organizations are offering different options and not just working from home or working in the office . but also will help build different environments that people can come to work in different places at different times. yeah, that's an interesting point that's as technology improves that is clearly becoming

more and more of a thing. i mean, tell us a bit more about it. so what we're seeing prior to the panoramic to assess the next time posts on time, it gives the rise in digital infrastructure, where rogan nations and using digital technology to connect employees in different ways and in a physical contact. these are things like working space is just being a dramatic rise over the past 5 to 10 years, but certainly them it. but also organizations and large organizations. thinking about physical proximity in a different way. and for example, having office hopes in different fifties where employees can connect to where moving employees from what with one physical, one office workspace to variety of different approaches in order to meet the different needs to employees and stay flexible. we've talked a lot about what employees want, what is it the employees want? are they resisting?

especially now that the pandemic is over. the whole working from home concept things working from home requires employees to have a different mindset. it requires truss. and to a certain extent, it requires a release of control from how traditional work was done within an organization and a different style of management. so that for buses and employees really need to think about how they can be flexible and change their approach to management aid in order to get the most out of the workforce. but crucially, also provide the workforce and with the right thing, by the way, because we've seen individuals and employees and really considering that place in work and what they want from work and employees have to with that, what about the notion of the 9 to 5 work day or the 5 day week. is that going to become a thing of the past? i mean, i know we have some countries or, and experimenting on the 4 day week. yeah. so i mean, companies really looking at modernizing how we're working and we need to modernize

and i think we need to look inside the job rather than focusing on a conventional way. that's how we understand work and how we understand the traditional working week. you mentioned companies such as uni, leave here with that straight can mean business targets alongside dropped enough to them and stress and helping tend to work life balance as well. so we see many strong evidence from companies like even a labor, but also concrete across the world. and suggesting it's, it's really counter and this is just longer working out can increase productivity. it doesn't seem to be like that. we've also seen a more e commerce on the rise. social media has created a new world of jobs like influences and so on. what does that mean in terms of the future of the workplace, the future of jobs? well, school change always implement grace in the nature of work. and what we're seeing

at the moment is another example of buying the labor markets in the market to have to adapt and with employers. for example, what's really interesting in there is we're seeing a kind of a workplace in the intersection between white work and what the legit sign and more broadly. it's another example of profile. yeah, i want pinocchio create forms that really and embrace that digital workplace context and think about social attitudes, changing towards work. and so i expect of basically the sorts of things to be on the rise companies using influences more and more an embracing influence in their marketing budget. so these types of work isn't going away and it's how we have that organizations deal with. adrian stay with us, i'm going to come back to you in a 2nd while some companies have accommodated the remote work option. many others have dug in the heels, but with

a shrinking job market. in some countries on the changing world of work, many young employees are rethinking how they want their careers to fit into their lives. they're demanding will pay better working conditions and they're willing to walk away if their demands on not met. employees left the workforce in record numbers in the united states and europe and asia leaving millions of positions unfilled. last year, the trend was dubbed the great resignation. another phenomena that was on the rise is quite quitting. the town describes workers who only do the job that they're being paid to do, just meeting that job description without taking on any extra duties in order to focus on time spent outside the office. and an unprecedented number of people have changed jobs since the start of the pandemic in one thing dumps the great re shuffle. so adrian young employees as we were hearing that known as generations, the all the main driving force behind the new workplace trends. why do they feel

particularly more empower than employees of the past? will of course maybe we've got really strong labor markets and a really strong position for young work is in many ways, genocide is different. they probably face to face communication, the tech savvy. they see diversity is the norm and really have a focused on their own mental health and wellbeing and but also alongside that, right? so we want good pay and go prospects and organizations, how to react to this app, to prioritize and the desires of these types of workers. you know, to be competitive in the labor market after flexible work, clear development pathways and those sorts of things like that in the past struggle between employers and workers who currently has the upper hand. currently industry relation is really interesting area for examination. and we've got the u. k. really high profile example. work is fighting back whether it be intend to industrial

action such as the royal male or trained strive but even barracks, to be been involved in industrial views. but alongside that, what we've got all the things that you mentioned before, the quiet quick thing and the great resignation. and people are really thinking casually about that job roles and instruction day wants to have work. and all of these things highlights the type of resist in the changing rhetoric in the power between work and organizations, and work with forces and employee. employees have to respond poor pay stress, now manageable workloads, and all that set and re game that relationship between organizations in the workforce and historical women have always like behind men, have ne, when it's come to pay or progressing there, chris, is this new generation of women in the workplace changing related to switching

jobs to the highest rates and, and, and rightly so, women are looking at different ways in which they can get meaning from their work. but i think it's important to point out that women are roles already, you know, oh, so and under represent the leadership and still experience my progressions and gender equality. and tackling equality is still a huge challenge for the global workforce. and they still attend to pay gap, which is related to economic, cultural, social, and educational factors. and some and organizations where they need to still start thinking about flexible work and how much jobs in their organization is dominated by males pay discrimination. the nice thing to tackle gender equality and more broadly, and audit and support women in the workplace. really need to think about how we

tackle issues like can be utilized. ation is skills or downward occupational ability. for example, when women returning to work up to having children. so leaders and managers in catholic blind management processing policy to support women in the workplace. a lot of economies around the world are starting to flow down recession. it's been full cost for 2023. couldn't economic downturn shift the balance back to employees? i think the answer to that really is 3 to the expense in which the academic flow will take place. whether it's a significant or drastic flow down, or whether it's something which is a little less the less and for some work in the temporary economic way down. what really changed the way that was seeing what we're seeing is really big shift in the way. and where to no garage or interacting with each other. the roof is though an

economic slowdown will change that power relationship between organizations and work. and it will be a really interesting thing to monitor as we go through the next couple of years. as i said, what we know is how large downtime will be and book is likely to have an impact on where it is fighting back if, if that continues to experience it in hospitable conditions. i didn't really get to talk to. adrian writes, director of the institute for such into organizations, work unemployment at b, lancaster, school of business enterprise. thank you for your time. thank you. the, whether it is remote working or an office space job and the course any thriving business is productive employees. career experts estimate the more than 40 percent of workers would lower their productivity standards in a toxic work environment, while at least 12 percent would leave that job due to toxic work cultures.

employees disengagement cost the global economy almost $8.00 trillion dollars. that's 11 percent of gd pay. according to the american analytics company, gallup anthony pumper is a reset scientist on associate the department of behavioral and cognitive sciences at the university of luck. somebody joins me now from lucky back. thank you for joining the program. doesn't really matter that people are happy at work. thank you for the information and yes, it does matter. as matter of fact, when you are looking to have a job, we reduced actually a large part of our life. us work. so it is important. yep. yep. work because then if we have any thoughts on our general well being, then i think from the perspective of an employer or the perspective of manager is also very important because the positive consequences, for instance, we know that what being at work increases productivity. we also know that happy workers, they are more likely to cooperate and they also the fact that the quick and last

but not least, it is also very important from the perspective of policymakers to governments now are considering taking well being as a goal on its own so definitely when being at work and i think what we do in general is actually very important. according to pretty extensive survey done by gallup, they found the job. unhappiness is at a staggering old time high. why is that? that? that's actually a very good question. i think what we are doing in our research is to try to understand what are the determinants of hatnus at work in general so that we can understand what's happening today. and we bill, for instance, that one of the most important determinants of being at work is just to curity. and as us today we are in a situation where job security is on the right. or we are more and more afraid of losing our job. so this might be one of the reasons why we have this increasing

trend in job satisfaction. and i think it is worth mentioning is the impact of the working after and then a working was associated with decreases in happiness. this is what we have with my team and we're still black 100 and some economy. so this cost is, you know, more insecurity. all the working in my or country gets to reduce what being at work today. what about pe and room renumeration? where does that fall in the happiness criteria of work is what we discovered and even more interesting, from my perspective. as that money doesn't matter as much as i was saying before. job insecurity or doesn't matter as much as having a good balance between your personal life and your working life. so definitely, and i re matters but not as much as the author characteristics. it's not uncommon to see people accepting a pay cut when the change of job because the new job is more practical in terms of

working time because the job is more interesting. so definitely important, but it's not the most important characteristic. anthony, we've been talking on this program about the whole phenomenon of working from home that's taken off since the pandemic started work. is that work from home more productive because they are happier? it's actually a very good question because i think what we, what we learned from our research is that the effect of working is very context sensitive. before the pandemic, they were really papers you know, framed, understand whether working from home was making workers happier and more productive . and before the pending, his papers were pretty positive. they were saying that you're working from home, it's more happy and much more productive. but then we thought about this with my mother in law sumburgh and my colleagues at the school, the economy. and we started to think that maybe this affects the positive effect of working. my 3 depend on the context and this is why we look that they get out at

the beginning of the probably $900.00. and then actually we found stated working at the beginning of the time it was negative on average. and this is not surprising because with covey, the many people were forced to get it work and it was not a choice and not have adequate equipment to efficiently work from home. and when we're talking about working during the panoramic workshops to think about lock downs, and so the fact that you had your children and you have all your family that to go home. and you can also exercise after, you know, after day off the working well, just at home. so i think the effect of working on happiness 1st is very complex since you came and then when it comes to productivity. well, with the university of ross and we collected a survey very recently about the opinions of thousands of work or about for the tv . why is that working? and actually only 25 percent of them considered to have been more productive thanks that they work. so what you will tips to both employees and to managers for what

makes a happy workplace? well, i think i think it's a mix of small and big things. i'm thinking about the case of stated working, for instance, i think at the manager level, it is very important to value your teams efforts and make them understand what they have been doing. you've actually valued because you know, when you are a worker and when you're working from home, you don't have connection. we don't manager, you don't have this connection. we just seem as much as you used to have it in person. so when it comes to working, i think really bearing in mind that the efforts of your team available is something that needs to be that manager needs to bear in mind. another thing i think that's important is to respect, you know, the boundaries and thinking about that working for instance, if you are working in a team and you have a very important to send and it's a pm 5 pm, you know, outside of regular working time, i understand that sending the man will somewhat help you sleeping better because

you're going to get rid of the burden of sending the mail. but we, today we have this technology that allows us to program sending, you know, sending of an email. so if you want to write an email outside of working time, then you can just program it and make sure that it's since the morning after so that you don't put the weight on your team. so read very small efforts, the small things to have creating a think, what it can be happy and safe workplace. so interesting, you talked about technology does as it is, it's technology making. people be advancing technology, making people happy at work it's. it's a tricky question because i think, i think on one side, we can definitely set this technology on making us more productive. that better for sure. for me i'm, i'm thinking no person example being and being a researcher, technology have me every day i can connect to the internet, wherever i am, i can work almost wherever i am. that is not a problem. and this really contributes to my husband. that is for sure to know that

i can, i can just work for the world. but at the same time, it's also important to have good practices and to put boundaries when it comes to technology. because you synchronize your phone, you know, with your, your personal phone with your professionally males, then you never really disconnects. would work really good to talk to anthony la punter, reset scientists, an associate the department of behavioral and cognitive sciences at the university of lex. meg, thank he. thank you very much. that is all so for this week get in touch with us by tweeting me at moline site and days, the hash psych, a j c t c. when you do all drop us an email, counting the cost to out there and dot net is all addressed. as movie online on out is there a dot com slash c t c? all websites that will take you straight to our page, which has individual report links and in time episodes for you to catch up on that is it for this edition of counting the cost i money in site for the whole team.

thanks for joining us. the news on al jazeera is next ah and a tens of thousands of children were born in to all lived under the i still regime in iraq and syria. now many are encamped either old funds or with their widowed mothers, rejected by their own communities shaken de la. you think that people are going to welcome them after that. of course not an emmy award winning documentary. his that chilling and traumatic story came from the children, throw stones at me,

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