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Irish Postgraduate and Early Career Economics (IPECE) Workshop 2024 Call for papers We invite PhD students and early career economists to submit their extended abstracts or research papers for...

The IEA is delighted to promote a Workshop on Fertility, Health, and Human Capital by our IEA Institutional Member, Queen's University Belfast. Academics, practitioners and students are invited to contribute...

The IEA Conference was held at the Sheraton Hotel in Athlone on 4-5 May 2023. The keynote speakers were Oriana Bandiera (LSE) and Klaus Adams (University of Mannheim). Over 180...

The IEA is delighted to announce the Irish Postgraduate and Early Career Economics (IPECE) Workshop 2023 is coming up soon! When? Thursday 19-Friday 20 January 2023 Where? TU Dublin, Aungier...

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Irish Postgraduate and Early Career Economics (IPECE) Workshop 2024 Call for papers We invite PhD students and early career economists to submit their extended abstracts or research papers for... The IEA is delighted to promote a Workshop on Fertility, Health, and Human Capital by our IEA Institutional Member, Queen's University Belfast.

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Hi, my name is Niall Farrell. I am an energy and environmental economist at the Economic and Social Research Institute and I run this podcast "At the Margin".

I carry out research in energy and environmental economics. My research has covered topics such as: efficient risk management in renewable energy investment incentives; how electricity markets should be designed in a high renewables world; and how climate change impacts and associated policy measures will affect those less well-off.

I have previously worked at the University of Oxford, the Potsdam Institute for Climate Impact Research and Queen's University Belfast. I obtained my Ph.D from the National University of Ireland, Galway, during which time I spent a year at UC Berkeley.

I'm always interesting in talking about research or interesting topics so feel free to get in touch at niall.farrell [at] esri [dot] ie

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Simply search for "At the Margin" on your usual podcast app. or click on 'Subscribe' in the menu above. For updates, follow @AtTheMargin on Twitter, Facebook or Instagram

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Follow this show

18 Episodes

From the podcast that explores the hidden side of everything, hear authors like you've never heard them before. Stephen J. Dubner and a stable of Freakonomics friends talk with the writers of mind-bending books, and we hear the best excerpts as well. You'll learn about skill versus chance, the American discomfort with death, the secret life of dogs, and much more.

The Freakonomics Radio Book Club is an occasional feature of Freakonomics Radio. You can listen to these special episodes here. We also provide transcripts, show notes, and links to research for each episode.

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Follow this show 18 Episodes From the podcast that explores the hidden side of everything, hear authors like you've never heard them before. Stephen J. Dubner and a stable of Freakonomics friends talk with the writers of mind-bending books, and we hear the best excerpts as well.

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Research published by the ESRI has found that extending free GP care to all in 2026 would cost the State between €381 million and €881 million. This research, funded by the Department of Health, estimates the cost of extending free GP care over time (2023-2026), examining scenarios where the extension is based on (1) age and (2) income.

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News | Latest Breaking News Stories & Headlines | RTÉ

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Get all of the latest breaking local and international news stories as they happen, with up to the minute updates and analysis, from Ireland's National Broadcaster

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Companies in the United Kingdom are about to complete the biggest trial of a four-day work week ever undertaken, anywhere in the world. The program's thesis was a provocative one: that for six months, these companies would reduce their workers' hours by 20%, to 32 hours a week, but continue to pay them 100% of their pay.

Charlotte Lockhart, the founder of Four Day Week, the organization behind the pilot program, says company leaders usually have a visceral reaction when they hear the idea of cutting hours without cutting pay. Something like, "That'll never work in my business. That'll never work in my industry. That'll never work in my country. That'll never work in the world."

Fortunately, she found 73 companies to give it a shot. They include financial firms, recruiters, consultants, health care companies and even a fish and chip shop (this is Britain, after all). And while the data on the study hasn't been released yet, the anecdotal feedback from these firms appears to be positive. Fully 86% said they will likely continue the four-day workweek policy. The same pay for less time at work? Sign us up!

Reframing the workplace

From the moment the five-day week was adopted as the industry standard, about a century ago, we've been talking about spending less time at work. John Maynard Keynes declared in the early 1930s that technological advancement would bring the work week down to 15 hours within a century. A U.S. Senate subcommittee doubled down on this in 1965, predicting we'd only be working 14 hours by the year 2000.

But, over the last few years, the idea of shortening the work week has been given new impetus by the pandemic, which threw workplaces into disarray. That created a unique opening for reformers like Charlotte Lockhart. "The opportunity we have here is to completely reframe the workplace," she says.

To get companies on board, she is using the holy grail of increased productivity as a lure. That's a particularly tantalizing enticement for companies in the UK, where productivity has languished for more than a decade, and where, she says, workers are on average productive for just three hours a day.

"There is clear evidence around the world that if you reduce work time, you increase productivity," she says, pointing to findings from studies done in Iceland, New Zealand, the UK, Belgium and Japan.

The data produced by these studies tends to be a little squishy: There are not a lot of hard numbers in them that allow readers to gauge productivity gains or losses in material terms. But managers and workers have generally reported being equally or more productive in a shortened week. They reported improved health and general wellbeing, as well as reduced stress and burnout. One big finding was that people who work fewer hours in the week tend to get more sleep, which almost everyone in the scientific community agrees is key to productivity.

Laura Giurge, a professor of behavioral science who studies wellbeing at the University of Oxford and the London School of Economics, says happier, better rested workers are likely to be more productive, and less likely to burn out or churn out. And a shortened week can drive productivity in other ways.

"It forces people to prioritize better and really focus on completing their core work," she says. "It is almost like a removal of bullshit tasks or tasks that seem important but aren't."

She notes that companies often waste resources by keeping employees idle between meetings and tasks. "These idle hours not only fragment employees' attention - and therefore productivity - but can also cost companies up to $100 billion a year in lost wages," she says.

A shorter week can also go a long way to dealing with one of the biggest impairments to corporate productivity: employees taking time off to go to the doctor or recover from an illness. Giurge quotes research done in the U.S. estimating that 5 to 8% of annual health care costs are associated with and may be attributable to workplace stressors such as long hours.

And in Britain?

"We know that one in four of our workforce in the UK are not working productively because they have a workplace or mental health issue," Charlotte Lockhart says. "The UK loses nearly 8 million worker days from workplace stress and overwork a year. So that's about $43 billion lost from the economy because I've taken a sick day."

Less is more

Esme Terry of the Digital Futures at Work Research Center in the UK is in full agreement that, for most people, long work days and weeks impair productivity. But she's not entirely convinced that a four-day work week is the way to go. For one thing, there's some disagreement over what a four-day week actually means.

"There are multiple different models that are termed a four-day week," she points out. "For example, some organizations have condensed hours, so the number of working hours isn't actually reduced. They're condensed into fewer days with extended hours during those days." That's a model that could increase stress and burnout, rather than reduce it.

There's also some question about how a four-day work week could fit the overall workforce because of the difference in the way people work in different types of jobs, Terry says. She points to the difference between knowledge work and physical labor as an example.

"The work week for one of those employees is very different to the other employee in terms of their productivity," she says. "Knowledge work at, say, an advertising agency where your employer has you around five days a week, nine to five, because they're going to have meetings and they're paying you to be in that space so that they can use you, doesn't necessarily mean that you're being productive while you're in that space. Whereas if you're a delivery driver for Amazon, every moment that you're working, you are being productive."

She also notes that, paradoxically, while a four-day work week does free up time for workers, it's also a constraint, one that might not work for a lot of people.

"Workers have different preferences; different ways of working," she says. "Some people like to have prescribed hours; very set hours. They know exactly what they're doing when they're doing it, and they find that productive. Other people like to be able to work when they feel they're most productive. and that might not be in core working hours."

One size doesn't fit all

Her caution was reflected in a small and very random poll conducted by NPR on the streets of London recently. All the British workers we spoke to said they liked the idea of more time off, but they all expressed doubts that the four-day week model would fit easily with their sectors. They also raised the question of whether a week with fewer working hours would benefit the kind of workers who make up an increasingly large part of the British workforce.

"You're talking about differences between the knowledge economy and the platform and gig economies," Terry says. "Work is precarious, and generally people lack security and are self-employed in most instances. They're tied to a company but technically work for themselves." Given that the corporate trend is generally in the direction of companies hiring workers on more exploitative terms, rather than less, fewer hours for the same pay seems like a tough sell.

What Terry says the workplace really needs - along with the workers who work in it - is to become more flexible. That could mean a four-day week for some workers, while others might want to stick to five days, or even extend to six or seven, but working in shorter bursts over those days. The point, she says, is that there is no one formula for increased productivity (not to mention wellbeing). To make employees truly productive, employers need to adopt a variety of workplace models.

"If employers can be less prescriptive about working hours and potentially place more trust in their employees to manage their own working time, then that's likely to have benefits," she says.

Managers trusting their workers? That wouldn't just be a reframing; more like a reimagining. But as Nicolas Bloom of Stanford University told our own Greg Rosalsky recently, we may be realizing that dream right now, thanks to the pandemic and a widespread shift to remote work that companies have been forced to embrace.

"Tons of firms I've spoken to have discovered you have to use output management to manage remote workers, which means beefing up HR systems, which means more training, more 360 reviews, performance reviews," Bloom says. "If you're an employee, that's good news for you because it means your boss, rather than saying you gotta be chained to your desk 50 hours a week at these strict times, they just say, 'Get your report done, make your sales figures, achieve your targets, and kind of manage yourself.'"

And once you're managing yourself, of course, it's you who gets to decide whether you work four hours a day for five days a week, or eight hours for three days. Or even - imagine! - no days at all.

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These companies ran an experiment: Pay workers their full salary to work fewer days

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Could a shorter work week be the answer to the UK's productivity problem?

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This Won't Hurt a Bit - Film - WE THE ECONOMY

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Why is Healthcare so expensive? Mary Harron's THIS WON'T HURT A BIT is a short film that tells the all-too-familiar tale of American healthcare. A patient enters a hospital with a migraine headache, unaware of the costs his visit will incur on the path to a diagnosis.

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How to Make a $1500 Sandwich in Only 6 Months

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Why is the law of supply and demand so powerful?
A whimsical tale of love, dance and the economic concept of supply and demand. Bored in class, Jonathan and Kristin are woken up by our friendly narrator who helps guide them on an adventure in economics and... um... dance.

Directed by Jon M. Chu
Executive Producers: Jon M, Chu and Hieu Ho
Line Producer: Alice S. Kim
Consultant: Cherry Chevapravatdumrong
Choreographer: Phillip "Pacman" Chebeeb; Jilliam Meyers; Brandon Shaw
Consulting Choreographer: Christopher Scott
Director of Photography: Alice Brooks
Production Designer: Kevin Bird
Costume Designer: Allison Leach
Editor: David Javier
Composer: Nathan Lanier
CAST:
Jonathan: David "Kid David" Shreibman
Kristin: Krystal Ellsworth
Narrator: Robert Clotworthy
Robot Mustache Man: Chadd "Madd Chadd" Smith
Third Wheel Punk: Hokuto "Hok" Konishi
Broken Arms Student: Nicholas "Slick" Stewart
Flipping Fellow: Vince Clemm
Blind Bae: Terence Dickson
Kute Kid: Anjelo "Lil Demon" Baligad
Bendy Boy: Phillip "Pacman" Chbeeb
Slick Suit Salesman: Brandon Shaw
Quirky Consumer: Megan Lawson
Following Friend: Melinda Sullivan
Philosopher Phil: Adé Chiké Torbert
Sherrie Shopaholic: Megan Batoon
Becky Buyer: Katie Alcazar
Materialistic Matt: Brandon Harrell
Pepe Le Pimp: Bobby Dacones
Cory Coin, Jr.: Allan "Ajaye" Skeene, Jr
Delivery Boy Part One: Nick Aragon
Delivery Boy The Sequel: James Aragon
1st Assistant Director: Jey Wada
2nd Assistant Director: Yvonne Wang
Production Coordinator: Ali Griffith
Art Director: Seul Lee
Set Decorator: Melanie Cycz
Property Master: Steve Rick
Leadman: Lyle McPherson
Set Dresser: Larry Ort; Carlos Fagondo; Corey McPherson
Camera Operator/Steadicam: Thom Valko

1st Assistant Camera: Nick Cutway
2nd Assistant Camera: Stefan Vino-Figueroa
DIT: Chase Abrams
Key Grip: Sarah Schulte
BB Grip: Stuart Lock
Dolly Grip: Tyler Johnson-Williams
Grip: Sean Clark & Robert Toombs
Gaffer: Michael Roy
BB Electric: Sonoko Shimoyama
Electrician: Lee Ramsey; Edwin Kim; Halsey D. Corbin
Asst. Costume Designer: Berfin Ataman
Key Costumer: Hannah Kim
Script Supervisor: Renetta G. Amador
Key Hair: Hanna Yoseph
Key Make-Up: Jamie Hess
Make-Up: Penelope Vazquez
Video Assist: David Goldsmith
Post Production Supervisor: Jennifer Scudder Trent
Sound Supervisor: Kunal Rajan
Sound Mixer: Paul Gonzales
Boom Operator: Jacob Voelzke
Craft Service: Iain McCall
Catering: What's Cooking Good Looking
Welfare Worker: Tom O'Flaherty
Set Medic: Ruben Rico
Production Assistant: Sam Cornwell; Luis Gomez; Zimran Lucero; Alison Megliola
Assistant to Mr. Chu: Heather McKay
Assistant to Mr. Ho: Janet Change
Graphics by Café Noir
Digital Intermediate by: Light Iron
DI Colorist: Paul Sage

JON M. CHU is known for his visually stunning blockbuster event films, as well as his works across various genres from groundbreaking digital series to commercials, and even live concerts. His most recent films include Paramount Pictures' "G.I. Joe: Retaliation" (starring Dwayne "The Rock" Johnson and Bruce Willis), "Justin Bieber: Never Say Never," and two films that catapulted the "Step Up" dance franchise, "Step Up 2 The Streets" and "Step Up 3D." His recent commercial/ music video work has also garnered much attention this past year with his Virgin America In-Flight Safety Dance Video, Microsoft Surface commercials and Justin Bieber "Beauty and A Beat" video all going viral (over 400 million views). As the youngest of five children from Los Altos, California, Jon M. Chu continues to use the influences of his childhood (family, technology, music and movement) to tell stories that connect with audiences around the world.

Director's Note

"I've known Morgan Spurlock for several years now and I greatly respect the work he's done to create real social change through his art. So when the call came to join him on the WE THE ECONOMY project, I leapt at the opportunity. However, as soon as I jumped in, I realized that, through the years, I had never really paid attention in my econ classes. Oops. So this would not only be an education for the audience, but even more so, for myself. I immediately got on the phone with our economic advisors, Greg Ip and Dean Baker. (Talk about intimidating.) But they were so kind and clear with their explanations of how the supply and demand curve were the foundation of almost all economic principles. After that call, I knew we had a duty to help explain it in the most fun, and informative way we could. One of the things that stood out in our conversations was how the economy was always in constant motion whether an ebb, a flow, a dip or a rise. Everything is connected. It reminded me of a duet between our wants and our needs. So I thought that since I have experience in making dance movies, it seemed appropriate to show a little bit about the fundamental economic concept of supply and demand through movement. I gathered some of the best dancers in the world including Emmy-award nominated choreographer Christopher Scott, Jillian Meyers, Phillip Chbeeb and Brandon Shaw to take it head on and help create the most fun and energetic lesson on an economic concept we ever could. Our biggest inspiration was the old Disney Goofy cartoons that taught you how to ski or golf. I thought the interplay of the narrator with our live-action actors could be hilarious and give us a lot of freedom to dive into more complicated economic ideas when we needed to. The goal is to get people moving their feet and their minds, driving them towards wanting to learn more at the amazing WeTheEconomy.com website so that they don't end up like me!"

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Supply & Dance, Man! - Film - WE THE ECONOMY

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Why is the law of supply and demand so powerful? A whimsical tale of love, dance and the economic concept of supply and demand from director John M Chu. Bored in class, JONATHAN and KRISTIN are woken up by our friendly NARRATOR who helps guide them on an adventure in economics and...

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Scarcity, Choice and Cost/Benefit in Star wars

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Scarcity, Choice and Cost/Benefit in Star wars

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Scarcity, Exchange, and Markets- EconMovies #1: Star Wars (Reupload)

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Opportunity Cost & Cost/benefit Thinking

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Opportunity Cost & Cost/benefit Thinking

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Making Cool Economics Graphs with Google Drawings!

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This is a Politics and Society Resource that may be adapted for the use in the Economics classroom 

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Advice to students when writing extended answers

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Advice to students when writing extended answers

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Skip to main content

Media Literacy Ireland (MLI) is an informal alliance of individuals and organisations who work together on a mainly voluntary basis to promote media literacy in Ireland. Facilitated by the BAI, MLI has over 250 members drawn from a broad range of sectors.

Our vision is for all Irish people to be empowered with the skills and confidence to be able to access and critically evaluate content and services across all platforms, understand and question how media and digital technology operate, identify and manage risks, and participate in the public sphere in a responsible, ethical and effective manner.

To switch to the Irish language version of this site, press the 'GA' button above. We have also developed an Irish language Glossary of media literacy terms with translations of words and terms and examples of the use of the terms in the form of sentences.

Learn more about us

Training & Development

Behind the Headlines

This programme developed by the Guardian Foundation aims to empower young people to understand, critically analyse, engage with and participate in the media. It offers resources that can be used to support and embed news and media...

Facts Matter: Building Critical Media Literacy

Facts Matter is an introductory guide for adult literacy and adult education practitioners who wish to build their students' knowledge, understanding, skills and confidence in critical thinking, media and digital literacy. It was...

What is media literacy?

MLI does not narrowly define media literacy. Instead, we look to the BAI Media Literacy Policy to illustrate what media literacy looks like in real terms for both individuals and for society. The BAI Media Literacy Policy outlines the following three core competencies and associated media literacy skills.

Understand and critically evaluate broadcast, digital and other media content and services, in order to make informed choices and best manage media use.

Access and use broadcast and digital media content and services in a safe and secure manner, to maximise opportunities and minimise risks.

Create and participate via media, in a responsible, ethical and effective manner, in the creative, cultural and democratic aspects of society.

Latest News

Digital Parenting: Keeping your Kids Safe Online

The National Parents Council in collaboration with CyberSafeKids and Irish Examiner are delighted to provide access to an online event around Digital Parenting. A panel of experts including Dr. Colman Noctor (Child Psychologist), Alex...

The History of the Future: the new podcast confronting the challenges of tomorrow

Podcast hosts Mark Little and Ellie Payne Why are we so bad at predicting the future? How do we navigate the age of information overload? What does freedom look like in the digital age? These are some of the central questions...

Join our Network

Become a member of MLI and connect with likeminded professionals committed to the promotion of media literacy across Ireland.

Become a Member

Stay up to date

Join our community by signing up for our newsletter today.

Please see our privacy policy for details of how we will use your information and keep it safe and secure.

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Media Literacy Ireland - Empowering people to critically evaluate media

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Skip to main content Media Literacy Ireland (MLI) is an informal alliance of individuals and organisations who work together on a mainly voluntary basis to promote media literacy in Ireland. Facilitated by the BAI, MLI has over 250 members drawn from a broad range of sectors.

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There are four modules in this course:

1. Introduction to Digital Citizenship Education

An introduction to digital citizenship education, what it is and why it is important. This module also provides ideas on how it can be integrated into classroom practice as well as signposting specific supports available to teachers.

2. Being Online

Module 2 explores the Being Online theme, focussing on the area of media and literacy as the key digital citizenship competence within this theme.

3. Wellbeing Online

Module 3 provides an overview of the Wellbeing Online theme, focussing on managing your online wellbeing as the key digital citizenship competence within this theme.

4. Rights Online and Next Steps

Module 4 will provide an overview of the Rights Online theme, focussing on rights and responsibilities as the key digital citizenship competence within this theme.

Participants will also learn about further supports and resources to help plan their next steps with integrating digital citizenship in the post primary classroom.

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What is Digital Citizenship and How to Teach it (Post Primary) - PDST Technology in Education

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There are four modules in this course: 1. Introduction to Digital Citizenship Education An introduction to digital citizenship education, what it is and why it is important. This module also provides ideas on how it can be integrated into classroom practice as well as signposting specific supports available to teachers.

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Official Google Workspace User Help Center where you can find tips and tutorials on using Google Workspace User and other answers to frequently asked questions.

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Adding citations & Bibliography in Google Docs - explainer video

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Adding citations & Bibliography in Google Docs - explainer video

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Google Docs: Adding Citations & Bibliography

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Adding Citations & Bibliography in Google Docs

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Adding Citations & Bibliography in Google Docs

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Adding citations using Microsoft Word- explainer document

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Adding citations using Microsoft Word- explainer document

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In Word, you can easily add citations when writing a document where you need to cite your sources, such as a research paper. Citations can be added in various formats, including APA, Chicago-style, GOST, IEEE, ISO 690, and MLA. Afterwards, you can create a bibliography of the sources you used to write your paper.

To add a citation to your document, you first add the source that you used.

Add a new citation and source to a document

1. On the References tab, in the Citations & Bibliography group, click the arrow next to Style and click the style that you want to use for the citation and source. For example, social sciences documents usually use the MLA or APA styles for citations and sources.

2. Click at the end of the sentence or phrase that you want to cite.

3. On the Reference tab, click Insert Citation and then do one of the following:

To add the source information, click Add New Source, and then, in the Create Source dialog box, click the arrow next to Type of Source, and select the type of source you want to use (for example, a book section or a website).

To add a placeholder, so that you can create a citation and fill in the source information later, click Add New Placeholder. A question mark appears next to placeholder sources in Source Manager.

4. If you chose to add a source, enter the details for the source. To add more information about a source, click the Show All Bibliography Fields check box.

5. Click OK when finished. The source is added as a citation at the place you selected in your document.

When you've completed these steps, the citation is added to the list of available citations. The next time you quote this reference, you don't have to type it all out again. You just add the citation to your document. After you've added a source, you may find you need to make changes to it at a later time. To do this, see Edit a source.

Notes:

If you've added a placeholder and want to replace it with citation information, see Edit a source.

If you choose a GOST or ISO 690 style for your sources and a citation is not unique, append an alphabetic character to the year. For example, a citation would appear as [Pasteur, 1848a].

If you choose ISO 690-Numerical Reference and your citations still don't appear consecutively, you must click the ISO 690 style again, and then press ENTER to correctly order the citations.

Add citations to your document

1. Click at the end of the sentence or phrase that you want to cite, and then on the References tab, in the Citations & Bibliography group, click Insert Citations.

2. From the list of citations under Insert Citation, select the citation you want to use.

Find a source

The list of sources that you use can become quite long. At times, you might need to search for a source that you cited in another document.

1. On the References tab, in the Citations & Bibliography group, click Manage Sources.

If you open a new document that does not yet contain citations, all of the sources that you used in previous documents appear under Master List.

If you open a document that includes citations, the sources for those citations appear under Current List. All the sources that you have cited, either in previous documents or in the current document, appear under Master List.

2. To find a specific source, do one of the following:

In the sorting box, sort by author, title, citation tag name, or year, and then look for the source that you want in the resulting list.

In the Search box, type the title or author for the source that you want to find. The list dynamically narrows to match your search term.

Note: You can click the Browse button in Source Manager to select another master list from which you can import new sources into your document. For example, you might connect to a file on a shared server, on a research colleague's computer or server, or on a Web site that is hosted by a university or research institution.

Edit a source

1. On the References tab, in the Citations & Bibliography group, click Manage Sources.

2. In the Source Manager dialog box, under Master List or Current List, select the source you want to edit, and then click Edit.

Note: To edit a placeholder to add citation information, select the placeholder from Current List and click Edit.

3. In the Edit Source dialog box, make the changes you want and click OK.

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In Word, you can easily add citations when writing a document where you need to cite your sources, such as a research paper. Citations can be added in various formats, including APA, Chicago-style, GOST, IEEE, ISO 690, and MLA. Afterwards, you can create a bibliography of the sources you used to write your paper.

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Quarterly Bulletin

Central Bank of Ireland's latest Quarterly Bulletin sees price pressures easing, however the path to lower rates of inflation expected to be gradual and uneven.

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Central Bank of Ireland | Banc Ceannais na hÉireann

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The Central Bank of Ireland is responsible for both central banking and financial regulation in Ireland.

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Key Economic Indicator- CSO visualisation tools

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Key Economic Indicator- CSO visualisation tools

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Key Economic Indicators Dashboard | CSO Ireland

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This is a set of key economic indicators produced by the CSO. It is divided into three themes - Macroeconomic, Business and People. This is a live dashboard which regularly updates with the most recent information available for each indicator.

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Topical Talk gives you free teaching resources for weekly classroom discussions about current affairs. Our trustworthy, ready-to-use resources are made by expert teachers in collaboration with world-leading journalists and fact-checkers from The Economist newspaper.

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Topical Talk gives you free teaching resources for weekly classroom discussions about current affairs. Our adaptable activities help the news make sense for learners aged 9+.

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Companies in the United Kingdom are about to complete the biggest trial of a four-day work week ever undertaken, anywhere in the world. The program's thesis was a provocative one: that for six months, these companies would reduce their workers' hours by 20%, to 32 hours a week, but continue to pay them 100% of their pay.

Charlotte Lockhart, the founder of Four Day Week, the organization behind the pilot program, says company leaders usually have a visceral reaction when they hear the idea of cutting hours without cutting pay. Something like, "That'll never work in my business. That'll never work in my industry. That'll never work in my country. That'll never work in the world."

Fortunately, she found 73 companies to give it a shot. They include financial firms, recruiters, consultants, health care companies and even a fish and chip shop (this is Britain, after all). And while the data on the study hasn't been released yet, the anecdotal feedback from these firms appears to be positive. Fully 86% said they will likely continue the four-day workweek policy. The same pay for less time at work? Sign us up!

Reframing the workplace

From the moment the five-day week was adopted as the industry standard, about a century ago, we've been talking about spending less time at work. John Maynard Keynes declared in the early 1930s that technological advancement would bring the work week down to 15 hours within a century. A U.S. Senate subcommittee doubled down on this in 1965, predicting we'd only be working 14 hours by the year 2000.

But, over the last few years, the idea of shortening the work week has been given new impetus by the pandemic, which threw workplaces into disarray. That created a unique opening for reformers like Charlotte Lockhart. "The opportunity we have here is to completely reframe the workplace," she says.

To get companies on board, she is using the holy grail of increased productivity as a lure. That's a particularly tantalizing enticement for companies in the UK, where productivity has languished for more than a decade, and where, she says, workers are on average productive for just three hours a day.

"There is clear evidence around the world that if you reduce work time, you increase productivity," she says, pointing to findings from studies done in Iceland, New Zealand, the UK, Belgium and Japan.

The data produced by these studies tends to be a little squishy: There are not a lot of hard numbers in them that allow readers to gauge productivity gains or losses in material terms. But managers and workers have generally reported being equally or more productive in a shortened week. They reported improved health and general wellbeing, as well as reduced stress and burnout. One big finding was that people who work fewer hours in the week tend to get more sleep, which almost everyone in the scientific community agrees is key to productivity.

Laura Giurge, a professor of behavioral science who studies wellbeing at the University of Oxford and the London School of Economics, says happier, better rested workers are likely to be more productive, and less likely to burn out or churn out. And a shortened week can drive productivity in other ways.

"It forces people to prioritize better and really focus on completing their core work," she says. "It is almost like a removal of bullshit tasks or tasks that seem important but aren't."

She notes that companies often waste resources by keeping employees idle between meetings and tasks. "These idle hours not only fragment employees' attention - and therefore productivity - but can also cost companies up to $100 billion a year in lost wages," she says.

A shorter week can also go a long way to dealing with one of the biggest impairments to corporate productivity: employees taking time off to go to the doctor or recover from an illness. Giurge quotes research done in the U.S. estimating that 5 to 8% of annual health care costs are associated with and may be attributable to workplace stressors such as long hours.

And in Britain?

"We know that one in four of our workforce in the UK are not working productively because they have a workplace or mental health issue," Charlotte Lockhart says. "The UK loses nearly 8 million worker days from workplace stress and overwork a year. So that's about $43 billion lost from the economy because I've taken a sick day."

Less is more

Esme Terry of the Digital Futures at Work Research Center in the UK is in full agreement that, for most people, long work days and weeks impair productivity. But she's not entirely convinced that a four-day work week is the way to go. For one thing, there's some disagreement over what a four-day week actually means.

"There are multiple different models that are termed a four-day week," she points out. "For example, some organizations have condensed hours, so the number of working hours isn't actually reduced. They're condensed into fewer days with extended hours during those days." That's a model that could increase stress and burnout, rather than reduce it.

There's also some question about how a four-day work week could fit the overall workforce because of the difference in the way people work in different types of jobs, Terry says. She points to the difference between knowledge work and physical labor as an example.

"The work week for one of those employees is very different to the other employee in terms of their productivity," she says. "Knowledge work at, say, an advertising agency where your employer has you around five days a week, nine to five, because they're going to have meetings and they're paying you to be in that space so that they can use you, doesn't necessarily mean that you're being productive while you're in that space. Whereas if you're a delivery driver for Amazon, every moment that you're working, you are being productive."

She also notes that, paradoxically, while a four-day work week does free up time for workers, it's also a constraint, one that might not work for a lot of people.

"Workers have different preferences; different ways of working," she says. "Some people like to have prescribed hours; very set hours. They know exactly what they're doing when they're doing it, and they find that productive. Other people like to be able to work when they feel they're most productive. and that might not be in core working hours."

One size doesn't fit all

Her caution was reflected in a small and very random poll conducted by NPR on the streets of London recently. All the British workers we spoke to said they liked the idea of more time off, but they all expressed doubts that the four-day week model would fit easily with their sectors. They also raised the question of whether a week with fewer working hours would benefit the kind of workers who make up an increasingly large part of the British workforce.

"You're talking about differences between the knowledge economy and the platform and gig economies," Terry says. "Work is precarious, and generally people lack security and are self-employed in most instances. They're tied to a company but technically work for themselves." Given that the corporate trend is generally in the direction of companies hiring workers on more exploitative terms, rather than less, fewer hours for the same pay seems like a tough sell.

What Terry says the workplace really needs - along with the workers who work in it - is to become more flexible. That could mean a four-day week for some workers, while others might want to stick to five days, or even extend to six or seven, but working in shorter bursts over those days. The point, she says, is that there is no one formula for increased productivity (not to mention wellbeing). To make employees truly productive, employers need to adopt a variety of workplace models.

"If employers can be less prescriptive about working hours and potentially place more trust in their employees to manage their own working time, then that's likely to have benefits," she says.

Managers trusting their workers? That wouldn't just be a reframing; more like a reimagining. But as Nicolas Bloom of Stanford University told our own Greg Rosalsky recently, we may be realizing that dream right now, thanks to the pandemic and a widespread shift to remote work that companies have been forced to embrace.

"Tons of firms I've spoken to have discovered you have to use output management to manage remote workers, which means beefing up HR systems, which means more training, more 360 reviews, performance reviews," Bloom says. "If you're an employee, that's good news for you because it means your boss, rather than saying you gotta be chained to your desk 50 hours a week at these strict times, they just say, 'Get your report done, make your sales figures, achieve your targets, and kind of manage yourself.'"

And once you're managing yourself, of course, it's you who gets to decide whether you work four hours a day for five days a week, or eight hours for three days. Or even - imagine! - no days at all.

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These companies ran an experiment: Pay workers their full salary to work fewer days

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Could a shorter work week be the answer to the UK's productivity problem?

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Over the last two years, I've had the opportunity to work on a number of incredible projects within the School of Education, UCD. Digital Storytelling involves students using various forms of media and online tools to create stories. Students can create Digital Stories that vary in length, as part of ongoing formative assessment.

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education information economics inequality "gary's economics" garyseconomics money wealth

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GARYSECONOMICS is a youtube channel focused on teaching people about real world economics. Gary Stevenson is an economist and former interest rate trader in London and Tokyo. In 2011 he became Citibank's most profitable trader globally by correctly predicting that the aftereffects of the 2008 crisis would lead to a long term stagnation in interest rates and a rapid rise in asset values.

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Damien English, Fine Gael TD and Minster of State for Business, Employment and Retail & Louise O'Reilly, Sinn Féin TD and Party Spokesperson on Enterprise, Trade and Employment

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Living Wage Storyboard 010722 includes useful data on the current National minimum wage per sector/region/age/gender and who is most impacted by inflation.

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The Living Wage in Ireland- Storyboard 2016-2022 

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The Living Wage in Ireland- Storyboard 2016-2022 

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Using a stimulus to connect with Economics

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Using a stimulus to connect with Economics

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Explainer video with subtitles- Generating data on PxStat 

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Explainer video with subtitles- Generating data on PxStat 

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Explainer Video - Generating data on PxStat

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Explainer Video - Generating data on PxStat

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Official education portal of the Department of Education and Skills in Ireland. Curriculum focused resources and support for primary and post primary teachers.

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TY Economics - Understanding the World Around Us

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Economics as a way of thinking for Transition Year

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Economics as a way of thinking for Transition Year

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Rowena Pecchenino, Professor of Economics, Maynooth University

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Rowena Pecchenino, Professor of Economics, Maynooth University

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Input from Kevin Denny, Associate Professor, Head of Economics, UCD.

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