Synopsis: Employment & working conditions:

Can we contribute to supporting employment at community and local level? 7 Conclusion 7 Appendix A:

and develop innovative labour markets and to continue this situation into the future. These international experts also state that there is a need to develop attractive conditions to entice innovative migrants

and for institutions to be prepared to reproduce highly innovative labour based on their own capacities. WIT through TSSG/Arclabs has started already the process of creating

and successfully using an innovative labour market. We have started the momentum, we need to build on this momentum

and expand the scope and boundaries of the TSSG/Arclabs ecosystem of open innovation in order to reproduce highly innovative labour to support the sustainability of the South East as a vibrant, economically stable, innovative region

How can we build competitive advantage through research & innovation Sustainable economic growth is increasingly related to the capacity of regional economies to change

However through extensive collaboration with enterprise and industry experts, the model incorporates reference points to the industry state of the art

The flow of highly qualified graduates and staff from the research community to indigenous companies is an important means of enhancing innovative capacity within Irish industry.

It also has a higher rate of unemployment (19%)than the national average (15%)and a higher rate of underemployment amongst under 25s than the national average.

WIT has a strong track record in the support of vocational and labour market oriented education at all levels.

and up-skilling of the unemployed such as in the case of ex-Waterford Crystal and Talk Talk employees.

and get back to work, thus contributing to building Ireland†s future. In particular WIT has focused on providing such programmes in the areas of ICT, financial services and business information systems, lean manufacturing, e-Marketing, innovative technologies and entrepreneurship

Can we contribute to supporting employment at community and local level Immersing the regional community into an evolving entrepreneurial culture is essential.

All sectors of the community including policy makers, entrepreneurs, business owners, employers, educators and the youth must embrace the concept of job mobility, brain circulation and labour/skills circulation.

Instead of putting barriers in place to hinder mobility and the free flow of personnel, stakeholders should encourage it knowing that the circulation of knowledge,

skill and labour is what is required to build regional wealth and sustainability Conclusion In conclusion there is a need for the development

Currently more than 200 staff are employed in the companies based in Arclabs. Furthermore WIT€ s New Frontiers Programme (formerly the South East Enterprise Platform Programme (SEEPP),

TSSG research teams comprise some of Ireland†s leading telecommunications and software engineering experts; this knowledge and expertise has enabled us to work with academic and industry leaders from around the globe.

Hospitals in the Southeast are a major source of employment, employing close to 5, 000 workers. It is estimated that each job in the Health Services sector supports 1. 18 jobs elsewhere in the economy.

In total, it has been estimated that just over 8, 800 jobs are directly and indirectly supported by the hospitals of the South East Region (Power, 2012).

The purchasing power of hospital employed staff has been estimated as worth more than â 242.34 million to the south East economy

Equally its†recognised expertise in innovative educational approaches such as multiple intelligence teaching and learning, work based learning and telehealth, assists local clinical services, both public and private,

and thereby create employment. The example of the School†s work with Rigney Dolphin is a case in point

The Telehealth Research Group is a recent addition to the research family located within WIT.

Unemployment 13.7 %18.4 %index of disposable income per capita 100 94.5 Median annual household disposable in 2010

%%of those in employment employed in MNES 50 %40 %Table 1 Economic indicators for the Southeast compared to the State

Huggins (2003) underlines, in fact, that â€oetrue local and regional competitiveness occurs only when sustainable growth is achieved at labour rates that enhance overall standards of living. †(Source:

According to Hilpert (2013) â€oeone needs to understand that though this geography of innovation is built on Islands of Innovation and their regional labour markets,

and whether innovative labour markets provide additional instruments for appropriate policies to have a positive influence on advanced socioeconomic development.

Thus, in the end, it is not sufficient to study both the regionalisation of innovative labour markets and the migration of such labour to Islands of Innovation,

rather it is necessary to discover more about the role of innovative labour markets in building Islands of Innovation

and for institutions to be prepared to reproduce highly innovative labour based on their own capacities†(p. 27

5 Executive Summary 7 Section One: How Innovation Capabilities Influence the Competitiveness Divide 8 Section Two:

capital development and job creation This report, part of the World Economic Forum†s â€oefostering Innovation-driven Entrepreneurship in Europe†project, examines

respondents and numerous global and European experts from academia and civil society I would like to thank all project participants, and in particular the

generosity with their time, ideas and support for this work As part of its commitment to supporting European competitiveness

2014 and 2015, both by continuing to promote its work around innovation-driven entrepreneurship, and through a new research

where growth rates remain low and unemployment stubbornly high. Europe continues to struggle to increase its competitiveness and set its economy on a more solid

and employment churn, symptomatic of the real but volatile growth, innovation and employment opportunities they present. Figure 3 shows that SMES in different European

countries have performed very heterogeneously, showing the need for specific approaches to rally countries that are strong performers

difference to growth and employment across Europe. 7 Figure 3: SMES Struggling to Reach or Exceed the 2008 Level of Employment and Value Added5

Source: Project Team based on Eurostat This report focuses on the challenge of scaling innovative entrepreneurial organizations.

an employee †Start up †Assessing the success factors for an entrepreneur in establishing an innovative organization

and number of employees, in particular identifying and realizing win-win opportunities for collaboration between market leaders and market

Increase in employment or value-added Decrease in both dimensions Increase in employment and value-added 10 Enhancing Europe†s Competitiveness

In the following pages, a detailed model is introduced for each life cycle phase, showcasing key influencing factors

company, including licensing, tax and labour market regulations †Market framework refers to the availability of necessary

partners, advisers and enablers who transfer know-how and create opportunities for growth Figure 4: A Life cycle Model for Entrepreneurship6

These results are more positive than many experts engaged in the project expected. However, when compared with

and labour costs when starting or scaling a venture. A country-wise split of results is given in Figure 9. Perceived

innovative start-up as an employee. 12 Figure 10 details a conceptual model for the factors influencing whether

activities is less attractive in terms of job security (64 %financial benefits (29%)and long-term career prospects 26%).

as an employee (37%)than those starting their own venture (29%.%These results indicate that policy-makers

help protect against the employment and financial risks of creating or joining a new venture

Employees of the Finnish start-up Rovio had developed 51 programmes, none of which was a commercial success

creation of new firms, on firm survival, and on job creation in organizations featuring programme participants. 17 This is

Self employment is a less popular option today than it was in 2009, with a clear majority in the European

Union (EU) now favouring work as an employee. Another is the prevailing attitude towards entrepreneurs, which, while

with less than 10 employees), constituting the preponderant majority of the 20.6 million SMES in Europe in 2013.31

venture capital experts say the sector is stronger than the long-term data indicate Today, non-European investors recognize

compromising their core fields of work Developing culture and organization Fostering a collaborative culture and

external work being seen as competition and a threat to one†s own organization should be

employees, partners and customers Barclays Open Innovation: 55 The project began with a survey of business units, which

Silicon valley and Israel, led by a senior executive with enough credibility in the company to champion collaboration cases.

 Second, BT involves senior executives early in the collaboration process, by organizing meetings with selected companies during dedicated

executives understand the perspective of smaller companies and what they expect from a partnership. BT has specific â€oelight†versions of processes for running proof of concept

we need to work both on capability to absorb external input and willingness to realize opportunities. â€

Innocentive works with over 300,000 solvers from more than 200 countries, and has posted more than 1, 650 external challenges and thousands of internal challenges

A team of 15 ABB employees collaborated with Fastned to develop the concept DSM/Provexis:

Could you estimate what proportion of SME employees in your country are working in innovation-driven SMES

finance, labour market interventions to improve access to talent, and projects to improve framework conditions for cross

work programme. The objective of the innovation actions is not to support clusters as such but to use clusters to better

and venture capital to SMES and will work in conjunction with Horizon 2020 In early 2013, the Commission launched a public consultation on how to foster the supply of long-term financing and to

grow faster and employ more workers. †35fostering Innovation-driven Entrepreneurship in Europe Toomas Hendrik Ilves

export advisers residing in major target markets, who provide advice and market information, as well as assistance

enterprises is expressed by entrepreneurs†expectations concerning the increase in employee numbers as well as their ambitions on the international market.

in countries at the same development level, expectations of early-stage enterprises concerning a fast increase in employee

numbers (i e. more than 10 employees in five years and over 50%of growth) are lower,

†Entrepreneurship promotion: Promoting entrepreneurship as a career choice and raising general awareness on entrepreneurship

poor links between universities and the labour market don†t help We should be giving tax incentives to start-ups.

they might encourage a corporate culture with spin outs and employee circulation; and they might view being located in a strong and innovative entrepreneurial ecosystem as a long-term value.

driving force behind employment and job creation in Portugal. †A recent success in fostering entrepreneurship: â€oeportugal has been referenced as a country with complete incentive

Employment, introducing an assertive agenda along three key intervention areas (human capital, R&d and financing), and

The adequate promotion of a consistent innovation-driven entrepreneurship policy requires us to focus on five defining

the promotion of research and innovation; the continued improvement of our European workers†skills and knowledge;

workers. The top sector approach focuses on nine sectors that are highly competitive in the global market.

relevance of other difficulties increases, including severe competition, availability of skilled employees and managers, and

cost of production and labour. †Key activities on an agenda to foster innovation-driven entrepreneurship in Europe:

†Hire staff by reforming employment law, helping up to 1. 25 million businesses cut their employment costs, and

supporting apprenticeships †Develop new ideas by helping businesses accelerate innovation and by improving intellectual property protection

†Break into new markets, simplifying access to the £230 billion public procurement market, helping small businesses

Together, focusing stakeholders on what works at scale connecting actors and developing effective partnership approaches can lead to a more integrated innovation

labour force and the education system Teachers and professors can be trained as entrepreneurship developers to inspire and encourage potential entrepreneurs

in start-ups as employees and as founders. Individual attitudes and skills can be influenced effectively by direct

or employment opportunities. These experiences build on school-based programmes and often lead to employees founding their own businesses

Connecting and partnering to help entrepreneurs start up As outlined above, a key challenge for European

employees to join their ventures Providing mentoring to new founders Providing more opportunities for potential entrepreneurs to

advisers for young European change -makers Global Shapers Hub, DÃ sseldorf We propose fostering an active

or labour market issues, and on identifying avenues for consensus with external partners on the protection of

leave the economic state of an entire country or region vulnerable to internal and external shocks

Formal long-term employment contracts between individuals and corporations would become investment relationships in which individuals dedicate capacity and

Firm paradigm, the first question for executives will be whether they can understand the direction and forces

The Forum welcomes your input on the work described in this report, and your desire to be engaged in its upcoming

join a start-up as an employee, and the factors related to the successful growth of a venture

say it is challenging to find workers with the skills they need. See Silicon valley Bank (2013), Start-up outlook report

Adviser and Knowledge Partner: A t. Kearney Kai Engel, Partner and MD, Germany, Lead Partner for

Work Package Leaders Stand up †Fostering an entrepreneurial mindset and culture across the continent Rajeeb Dey, Founder and Chief executive officer

Amber Ott, Senior Account Supervisor YES Dimitris Tsigos, President The project team would also like to thank CEO Collaborative

Unemployment Mark Rutte, Prime minister of The netherlands Aymeric Sallin, Founder and Chief executive officer Nanodimension, USA; Young Global Leader

Tobias Schmidtke, Senior Consultant, A t. Kearney Germany Bohuslav Sobotka, Prime minister of the Czech republic Fridolin Stary, Head, Group R&d, Wacker Chemie, Germany

Jeroen Van der veer, Executive Member of the Governing Board, European Institute of Innovation and Technology Hungary;

Krisztina â€oez†Holly, Adviser, National Advisory Council for Innovation and Entrepreneurship, USA Daniel Isenberg, Professor of Entrepreneurship Practice

Guriqbal Singh Jaiya, Director-Adviser, Innovation and Technology Sector, World Intellectual Property Organization WIPO), Geneva

Harkesh Kumar Mittal, Adviser and Head, National Science and Technology Entrepreneurship Development Board Department of Science and Technology, Government of

We thank Hope Steele for her superb editing work and Neil Weinberg for his excellent graphic design and layout

1. 3 The Executive Opinion Survey: 85 The Voice of the Business community by Ciara Browne, Attilio Di Battista, Thierry Geiger, and Tania

Elira Jorgoni, Senior Expert Endrit Kapaj, Expert Algeria Centre de Recherche en Economie Appliquã e pour

le DÃ veloppement (CREAD Mohamed Yassine Ferfera, Director Khaled Menna, Research Fellow Angola Inangol Luis Verdeja, Chief executive officer

Ashraf Hajiyev, Consultant Bahrain Bahrain Economic Development Board Kamal Bin Ahmed, Minister of Transportation and Acting

Randall Krantz, Strategy Adviser Bosnia and herzegovina MIT Center, School of economics and Business in Sarajevo University of Sarajevo

Letsogile Batsetswe, Research Consultant and Statistician Baeti Molake, Executive director Phumzile Thobokwe, Manager, Information and Research

Adriana Daganova, Expert, International Programmes and Projects Anelia Damianova, Senior Expert Burkina faso lnstitut Supã rieure des Sciences de la Population (ISSP

Bonayi Hubert Dabire, Deputy Director Jean Franã§ois Kobiane, Director Justin Zoma, Student Partner Institutes

Maria Markidou-Georgiadou, Consultant Bambos Papageorgiou, Head of Socioeconomic and Academic Research Czech republic CMC Graduate school of Business

Tegenge Teka, Senior Expert Finland ETLA€ The Research Institute of the Finnish Economy Markku Kotilainen, Research director

Enterprise & Development Consultants Co.,Ltd Latvia Stockholm School of economics in Riga Arnis Sauka, Head of the Centre for Sustainable Development

Manaesha Fowdar, Investment Executive, Competitiveness Khoudijah Maudarbocus-Boodoo, Director Ken Poonoosamy, Managing director Joint Economic Council

Ram Chandra Dhakal, Executive director and Adviser Mahendra Raj Joshi, Member Netherlands INSCOPE: Research for Innovation, Erasmus University

Public Authority for Investment Promotion and Export Development (ITHRAA Azzan Qassim Al-Busaidi, Director General

NÃ stor Asto, Associate Consultant Maria Elena Baraybar, Project Assistant Luis Tenorio, Executive director Philippines Makati Business Club (MBC

Youssou Camara, Administrative Staff Fatou Gueye, Teacher Gisã le Tendeng, Accountant Serbia Foundation for the Advancement of Economics (FREN

Teo Xinyu, Executive, Research & Statistics Unit  2014 World Economic Forum x The Global Competitiveness Report 2014†2015

Federation of Swaziland Employers and Chamber of Commerce Mduduzi Lokotfwako, Coordinator, Trade & Commerce Nyakwesi Motsa, Administration & Finance Manager

Ozan Bakä s, Project Consultant Sezen Ugurlu, Project Specialist Uganda Kabano Research and development Centre Robert Apunyo, Program Manager

Investment Promotion Litsay Guerrero, Economic Affairs and Investor Services Manager Eduardo Porcarelli, Executive director  2014 World Economic Forum

output and employment figures. Japan†s economy while still needing to translate Abenomics into stronger

by protracted internal demand, high unemployment and financial fragmentation. Emerging economies are forecasted to grow more modestly than they did in the

economic context, this work is a critical reminder of the importance of sound structural economic fundamentals

in a parallel strand of work to analyze the drivers of competitiveness at the level of the city.

some of the main conclusions of this work In addition, in order to better place the discussion of competitiveness into a societal and environmental

The work carried out to date on these important aspects of human and economic development is described in

a stable population, facing sluggish growth, unemployment and an aging population will be quite different from those

Catalina Crane, High Presidential Adviser for Public and Private Affairs, Office of the President of Colombia, Colombia

Janamitra Devan, Independent Adviser, Strategy and Leadership, USA; Gao Changlin, Deputy Director-General Exchange, Development and Service Center for Science and

the movement of workers to the most suitable jobs Economies also depend on electricity supplies that are

Workers who are ill cannot function to their potential and will be less productive. Poor health leads to significant costs to

business, as sick workers are often absent or operate at lower levels of efficiency. Investment in the provision of

each individual worker. Moreover, often workers who have received little formal education can carry out only simple manual tasks

and find it much more difficult to adapt to more advanced production processes and techniques,

countries to nurture pools of well-educated workers who are able to perform complex tasks and adapt rapidly to

of staff training is taken also into consideration because of the importance of vocational and continuous on-the

critical for ensuring that workers are allocated to their most effective use in the economy and provided with

workers from one economic activity to another rapidly and at low cost, and to allow for wage fluctuations

important cause of high youth unemployment. Youth unemployment continues to be high in a number of European countries as well, where important barriers to

entry into the labor market remain in place Efficient labor markets must also ensure clear strong incentives for employees and efforts to promote

meritocracy at the workplace, and they must provide equity in the business environment between women and

men. Taken together these factors have a positive effect on worker performance and the attractiveness of the

country for talent, two aspects that are growing more important as talent shortages loom on the horizon

annual Executive Opinion Survey (the Survey) to capture concepts that require a more qualitative assessment

will gather insights from high-level experts in academia along with practitioners and business leaders to identify the improvements needed to capture the evolving nature

The labor market balances employee protection with flexibility and the country†s business needs (1st. Public

Respondents to the Executive Opinion Survey 2014 cited the difficulty of finding qualified workers as

the single most problematic factor for doing business in the country. The recent acceptance by Swiss citizens

Union (EU) workers to immigrate by reintroducing quotas could exacerbate the problem and erode Switzerland†s

terms of wage determination (143rd), which is regarded as one of the most problematic factors for doing

of hiring and firing workers. In addition, the participation of women in the labor force (88th) is one of the lowest

its labor market, especially in terms of hiring and firing practices (123rd) and wage determination (135th) †these rigidities are regarded as the most problematic factor for

doing business in the country. Furthermore, the current weaknesses of its financial system (80th), which are a

strong labor-employer relations; and a very high percentage of women in the labor force Despite the drop of one position that leads to

incentives to work (141st; and the cost of the country†s public debt†which is close to 100 percent of GDP

unemployment. Traditionally a black spot, the situation of France†s labor market has improved markedly over the year (61st, up 10), thanks to increased flexibility

specifically, although cooperation in labor-employer relations and the flexibility of wage determination are perceived more favorably (52nd and 43rd, respectively

than in last year†s edition, regulations are rigid (121st) and the country†s capacity to attract

labor market (136th) that hinders employment creation Overall, Italian companies†most notably small and medium-sized enterprises (SMES) †continue to suffer

executives, although research institutes are assessed more favorably (53rd) and the country†s patenting rate is

the cost associated with making a worker redundant is equivalent to 58 weeks of salary (139th.

and 90 percent of its employment. 4 It is therefore urgent that the government create the right incentives for businesses

this in turn could result in more employment opportunities for the country†s rapidly growing population

accounts for just 28 percent of employment but for 56 percent of the economy. Most services jobs are low-skilled

sector employs 3. 1 million workers, or 0. 6 percent of India†s 482 million strong labor force (but accounts for 6 percent of

result from its persistent high redundancy costs (120th Notwithstanding these strengths, the current economic context†with its potentially strong headwinds that result

system (126th) that fails to provide workers with the necessary set of skills for an economy in transition

will help drive private-sector employment that, in turn, is necessary to provide sufficient numbers of gainful and

it must address both unemployment among young people (31.3 percent in 2012) and the consequence of

increase employment in the medium term and provide new entrants to the labor market with enhanced

higher-value-added employment Mauritius continues its steady upward trend this year, moving up six positions to 39th place and

and creating sufficient employment also present considerable challenges. The health of the workforce is ranked 132nd out of 144 economies†as

and firing practices (143rd), wage inflexibly (139th), and continuing significant tensions in labor-employer relations 144th).

) Raising education standards and making its labor market more efficient will thus be critical in view of the country†s high unemployment rate of over 20

percent, with its youth unemployment rate estimated at over 50 percent Botswana remains stable this year at 74th place

and labor-employer relations are reasonably good 57th). ) Moreover, Senegal hosts relatively good ports 58th), although all other modes of transport require

concerns about the quality of labor-employer relations 97th), hiring and firing practices (78th), and the alignment

redundancy costs†lend themselves to efficiency. On the other hand, the country†s institutions have been

high unemployment, are investing in the healthcare system and primary education (135th) as well as higher education and training (138th

work of Sala-i-Martã n and Artadi 2004 2 Schumpeter 1942; Solow 1956; and Swan 1956

markets for higher employment rates and, therefore, economic performance 14 See Aghion and Howitt 1992 and Barro and Sala-i-Martã n 2003 for

%accounting for more than 60%of employment on average and for more than 80%in many countries. See Afdb, OECD, and UNDP

Amin, M. 2009. â€oelabor Regulation and Employment in India†s Retail Stores. †Journal of Comparative Economics 37 (1:

seminal work of Solow (1957) provided a methodology to estimate the growth rate of productivity, known as

Much More Output Per Worker than Others? †The Quarterly Journal of Economics 114 (1:

Indicators that are derived not from the Executive Opinion Survey (the Survey) are identified by an asterisk

5. 08 Extent of staff training 6th pillar: Goods market efficiency...17 %A. Competition...67

%7. 01 Cooperation in labor-employer relations 7. 02 Flexibility of wage determination 7. 03 Hiring and firing practices

7. 04 Redundancy costs *7. 05 Effect of taxation on incentives to work B. Efficient use of talent...

50 %7. 06 Pay and productivity 7. 07 Reliance on professional management 1/2 7. 08 Country capacity to retain talent

7. 09 Country capacity to attract talent 7. 10 Female participation in labor force *8th pillar:

Financial market development...17 %A. Efficiency...50 %8. 01 Availability of financial services 8. 02 Affordability of financial services

This work aims to shape the agenda by catalyzing public-private platforms that help governments

of international experts (Boxâ 1) †has embarked on an effort to integrate the concept of sustainability into its

competitiveness work. The Forum continues its efforts to build a more robust narrative of the concept of

Findings from the Executive Opinion Survey (the Survey) show that the stringency of regulations has increased

World Economic Forum, Executive Opinion Survey, multiple years Note: Full Survey questions are provided here Stringency of environmental regulations:

raises worker productivity by 4. 2 percent. 20 Finally, environment-driven health problems lead to resource misallocation, forcing governments

These workers usually receive less on-the-job training than their counterparts in stable positions thus reducing the overall level of human capital

widening, youth unemployment is rising, and access to basic services remains a challenge. Even in several fast

productive employment and strengthen the contribution of economic growth to improvements in broad living standards is becoming an increasingly important concern for political

benchmarking and sustainability work. The mechanisms through which growth-enhancing policies impact poverty and inequality are difficult to unravel, however.

employment opportunities for the majority of the country†s population, and reduces poverty. 4 Reductions in excessive

unemployment or illness. Although welfare systems represent a source of stability for an economy, they

can hamper the incentives to work, innovate, and excel. In order to be sustainable, a social protection

When workers have access only to short-term contracts or vulnerable employment, they are exposed to negative shocks

and to all the costs associated with unemployment Moreover, a widespread black economy may affect the resilience of a social system, since informal

workers are more vulnerable to concerns related to job loss, old age, maternity, disability, or illness Relationship between environmental and social

sustainability The third and final relationship we would like to explore is the one between environmental and social sustainability

leave the poorest of the population unable to access basic necessities. On the other hand, widespread prosperity, which facilitates a high quality of life,

Labour Organization†s Decent Work initiative. 35 For the metrics of environmental sustainability, the main

prerequisites for job creation and long-term sustainable growth. This link is one of the reasons that policymakers

is very much in line with the World Economic Forum†s work on sustainable competitiveness that, since The Global

economic growth, full and productive employment and decent work for all 7th pillar (labor market efficiency Goal 9:

Promote sustainable infrastructure and industrialization and foster innovation 2nd pillar (infrastructure) and 12th pillar (innovation

Vulnerable employment as a percentage of total employment, the Extent of the informal economy, and

Social safety net protection. The vulnerable employment indicator measures the percentage of people who are

self-employed in a small business or are in a small family business that may provide income levels insufficient to

A workforce that is less integrated leaves workers more vulnerable to concerns related to job loss, old age, maternity, disability, or illness.

The social safety net is a complementary measure of protection in times of financial and economic instability, the safety

and Youth unemployment. The income Gini index is a measure of income inequality, but keep in mind thatâ€

of high unemployment and persistent inequality can spark political instability. On a broader conceptual level social mobility is also a direct measure of the freedom to

Finally, high youth unemployment can reduce social cohesion and incur significant economic and social costs. It depresses lifetime earnings for unemployed

workers, taking a toll on their health and reducing the potential of the next generation to succeed.

an economic standpoint, high youth unemployment Access to basic necessities Vulnerability to economic exclusion Social cohesion

•Vulnerable employment •Extent of informal economy •Social safety net protection •Income Gini index

•Youth unemployment Figure 2: Summary of indicators for social sustainability  2014 World Economic Forum

Forum has continued to work closely with experts at Yale†s Center for Environmental law and Policy

unemployment is slightly increasing but remains at a fairly low level (8. 4 percent), while social protection

unemployment (15 percent on a decreasing trend In terms of environmental sustainability, the adjusted score reveals a somewhat lower performance,

to address a rather high level of youth unemployment approximately 19 percent), depleting fish stocks diminishing forest cover,

characterized by relatively low youth unemployment widespread access to healthcare, and the presence of a social safety net.

low youth unemployment, its small informal economy and its resilient social safety net. The country attains

Sweden has the highest youth unemployment rate within the Nordic group, which results in its relatively

with high mobility and low level of unemployment. On the environment side, similar to other economies in the

unemployment and wide access to basic necessities positively influence social sustainability, which therefore does not compromise its general competitiveness level

is available only to some full-time urban workers The country does not report data related to youth

unemployment or vulnerable employment; these indicators cannot therefore be assessed. On the environmental sustainability side, China encounters

employment, despite a slight improvement. Additionally access to healthcare and sanitation remains low (40 percent of the population still does not have regular

unemployment, but inadequate access to healthcare and a poor social safety net are also contributing to a

unemployment and almost universal access to improved drinking water. From the environmental point of view deforestation†despite efforts from the government such

sustainability performance, its low youth unemployment and widespread access to water and sanitation offset its relatively high level of inequality, its widespread informal

employment to poverty risk. The existence of some social programs and the Family Welfare Institute has not

with vulnerable employment and low social mobility. In the environmental domain, difficulties are even more worrisome in some areas.

of vulnerable employment. To a lesser extent, its large informal economy and its lack of a universal social safety

Youth unemployment has increased and inequality remains relatively high. In terms of environmental sustainability, however, Kenya has been sensitive to the loss of biodiversity that accompanies

work in vulnerable jobs or in the informal economy and do not have access to social security.

In fact, competitiveness and sustainability can work in complementary ways and holistic policies can have a

Information about the Decent Work initiative is available at http //www. ilo. org/integration/themes/mdw/lang--en/index. htm

to the Federal Employment agency, over the past four years the number of individuals who require state support to get by despite

†IMF Staff Discussion Note 11/08 WASHINGTON DC: International monetary fund. Available at http //www. imf. org/external/pubs/ft/sdn/2011/sdn1108. pdf

Asian Decent Work Decade Resource Kit: Competitiveness, Productivity and Jobs Available at http://www. ilo. org/asia/whatwedo/publications

Inequality and Growth. †IMF Staff Discussion Note 14/02 WASHINGTON DC: International monetary fund. Available at http //www. imf. org/external/pubs/ft/sdn/2014/sdn1402. pdf

/Zivin, J. and M. Neidell. 2011. â€oethe Impact of Pollution on Worker Productivity. †NBER Working Paper No. 17004.

Variables that are derived not from the Executive Opinion Survey (the Survey) are identified by an asterisk

*S02 Youth unemployment *S03 Access to sanitation*d (log S04 Access to improved drinking water*d S05 Access to healthcare servicesd

S09 Vulnerable employment *Environmental sustainability pillar S10 Stringency of environmental regulations e S11 Enforcement of environmental regulations e

S02 Youth unemployment Percent of total unemployed youth to total labor force aged 15†24 2012 or most recent

Youth unemployment refers to the share of the labor force aged 15†24 without work but available for and seeking employment

Sources: International labor organization, ILOSTAT database available at http://www. ilo. org/ilostat/faces/home/statisticaldata /bulk-download?

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

S09 Vulnerable employment Proportion of own-account and contributing family workers in total employment 2012 or most recent

Vulnerable employment refers to unpaid family workers and own -account workers as a percentage of total employment†that is

the share of own-account and contributing family workers in total employment. A contributing family worker is a person who is self

-employed in a market-oriented establishment operated by a related person living in the same household,

and who cannot be regarded as a partner because the degree of his or her commitment to the

operation of the establishment, in terms of the working time or other factors to be determined by national circumstances,

is not at a level comparable with that of the head of the establishment Source: World bank, World Development Indicators Online

retrieved June 20, 2014 S10 Stringency of environmental regulations How would you assess the stringency of your country†s

environmental regulations? 1=very lax, among the worst in the world; 7=among the world†s most stringent 2013†2014

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

The Executive Opinion Survey the Survey) is the longest-running and most extensive survey of its kind.

academia for empirical and policy work. For example Transparency International has been using the Survey data for the elaboration of their Corruption Perceptions

The Executive Opinion Survey 86 The Global Competitiveness Report 2014†2015 Table 1: The 42 languages in which the 2014 Survey was available

Descriptive statistics of the Executive Opinion Survey 2014 Source: International monetary fund, World Economic Outlook database, April 2014 edition

The Executive Opinion Survey this year. The Survey was completed not to minimum requirements in Benin, Brunei Darussalam, or Liberia

and on discussions with survey experts. The Survey sampling guidelines specify that the Partner Institute

Country/economy coverage of the Executive Opinion Survey n Previous coverage n 2014 additions  2014 World Economic Forum

The Executive Opinion Survey 88 The Global Competitiveness Report 2014†2015  2014 World Economic Forum

The Executive Opinion Survey  2014 World Economic Forum 1. 3: The Executive Opinion Survey

90 The Global Competitiveness Report 2014†2015 administered in a variety of formats, including face-to

A brief history of the Executive Opinion Survey and The Global Competitiveness Report The Global Competitiveness Report began as a research

and is today known as the Executive Opinion Survey (the Survey. Over the years, it has undergone

The Executive Opinion Survey undertaken two audits since 2008 as well as yearly reviews of both the Index and the Survey

An initial external audit by a team of survey experts from Gallup was performed in 2008.

Along with updating some questions, following expert recommendations, the Survey will be shortened and its terminology simplified With such ongoing efforts in the realm of survey

The Executive Opinion Survey 92 The Global Competitiveness Report 2014†2015 Box 3: Insights from the Executive Opinion Survey 2014

The respondents of the Executive Opinion Survey largely reflect the characteristics and diversity of the economic fabric

of the countries covered. They also demonstrate the efforts undertaken by the Partner Institutes to follow the sampling

of executives from those smaller companies (Figure 1a Indeed, small enterprises, defined here as those with fewer

than 50 employees, account for 27 percent of the sample in Advanced Economies and Emerging and Developing Asia

â€oerepeat†respondents†that is to say, they are executives who have taken previously part in the Survey (Figure 1d.

Company size by number of employees 1c: Revenues generated by exports 1b: Company ownership 1d:

The Executive Opinion Survey the standardized score†or â€oez-score††method, which indicates by how many standard deviations any one

The Executive Opinion Survey 94 The Global Competitiveness Report 2014†2015 time. As part of this analysis, we run an inter-quartile

of local experts and consider the latest developments in a country in order to assess the plausibility of the Survey

The Executive Opinion Survey measure, we will continue to investigate the situation over the coming months in an effort to improve the

14,000 executives into critical drivers of their respective countries†development. This scale could not be

For this example, we compute the score of Tanzania for indicator 5. 08 Extent of staff training,

â€oein your country, to what extent do companies invest in training and employee development? 1=not at all 7=to a great extent. †This question is not a new Survey question

The Executive Opinion Survey 96 The Global Competitiveness Report 2014†2015 NOTES 1 The World Economic Forum†s Global Competitiveness and

Market research for carrying out the Executive Opinion Survey 2014 in the United states, following the detailed sampling

2 Company size is defined as the number of employees of the firm in the country of the Survey respondent.

executives as the most problematic for doing business in their economy. The information is drawn from the

2014 edition of the World Economic Forum†s Executive Opinion Survey (the Survey), with the exception of

Poor work ethic in national labor force...8. 7 Inadequately educated workforce...7. 4 Crime and theft...

7. 01 Cooperation in labor-employer relations...4. 7...37 7. 02 Flexibility of wage determination...4. 1...121

7. 03 Hiring and firing practices...3. 9...68 7. 04 Redundancy costs, weeks of salary*..

*20.8.99 7. 05 Effect of taxation on incentives to work...3. 8...53 7. 06 Pay and productivity...

4. 4...33 7. 07 Reliance on professional management...3. 8...93 7. 08 Country capacity to retain talent...

3. 1...93 7. 09 Country capacity to attract talent...2. 9...98 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 4...32 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...8. 7 Inadequately educated workforce...7. 4 Crime and theft...

7. 01 Cooperation in labor-employer relations...4. 7...37 7. 02 Flexibility of wage determination...4. 1...121

7. 03 Hiring and firing practices...3. 9...68 7. 04 Redundancy costs, weeks of salary*..

*20.8.99 7. 05 Effect of taxation on incentives to work...3. 8...53 7. 06 Pay and productivity...

4. 4...33 7. 07 Reliance on professional management...3. 8...93 7. 08 Country capacity to retain talent...

3. 1...93 7. 09 Country capacity to attract talent...2. 9...98 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 4...32 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 5 Tax regulations...5. 1 Policy instability...4. 7

7. 01 Cooperation in labor-employer relations...3. 6...130 7. 02 Flexibility of wage determination...4. 6...104

7. 03 Hiring and firing practices...3. 1...122 7. 04 Redundancy costs, weeks of salary*..

*17.3.83 7. 05 Effect of taxation on incentives to work...3. 3...97 7. 06 Pay and productivity...

3. 3...123 7. 07 Reliance on professional management...2. 6...141 7. 08 Country capacity to retain talent...

2. 3...133 7. 09 Country capacity to attract talent...2. 3...133 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 4...118 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 6 Crime and theft...3. 1 Foreign currency regulations...

7. 01 Cooperation in labor-employer relations...3. 2...142 7. 02 Flexibility of wage determination...4. 1...122

7. 03 Hiring and firing practices...2. 6...137 7. 04 Redundancy costs, weeks of salary*..

*31.0.132 7. 05 Effect of taxation on incentives to work...4. 0...41 7. 06 Pay and productivity...

2. 5...141 7. 07 Reliance on professional management...2. 2...142 7. 08 Country capacity to retain talent...

3. 7...53 7. 09 Country capacity to attract talent...3. 8...50 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...2. 8...141 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 3 Crime and theft...1. 3 Inadequately educated workforce...

7. 01 Cooperation in labor-employer relations...3. 5...135 7. 02 Flexibility of wage determination...2. 6...140

7. 03 Hiring and firing practices...2. 6...138 7. 04 Redundancy costs, weeks of salary*..

*30.3.129 7. 05 Effect of taxation on incentives to work...1. 9...144 7. 06 Pay and productivity...

2. 5...142 7. 07 Reliance on professional management...4. 2...68 7. 08 Country capacity to retain talent...

3. 3...79 7. 09 Country capacity to attract talent...2. 5...121 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 7...95 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 4 Crime and theft...0. 5 Poor public health...

7. 01 Cooperation in labor-employer relations...4. 7...42 7. 02 Flexibility of wage determination...5. 1...65

7. 03 Hiring and firing practices...4. 5...18 7. 04 Redundancy costs, weeks of salary*..

*11.0.47 7. 05 Effect of taxation on incentives to work...3. 4...94 7. 06 Pay and productivity...

4. 2...48 7. 07 Reliance on professional management...3. 8...95 7. 08 Country capacity to retain talent...

2. 6...123 7. 09 Country capacity to attract talent...2. 5...119 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 4...119 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...9. 2 Policy instability...5. 9 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...3. 9...109 7. 02 Flexibility of wage determination...3. 7...132

7. 03 Hiring and firing practices...2. 7...136 7. 04 Redundancy costs, weeks of salary*..

*11.7.50 7. 05 Effect of taxation on incentives to work...3. 5...80 7. 06 Pay and productivity...

3. 2...125 7. 07 Reliance on professional management...5. 6...13 7. 08 Country capacity to retain talent...

4. 2...28 7. 09 Country capacity to attract talent...4. 8...16 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 5...30 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 1 Corruption...0. 9 Inflation...0. 9 Crime and theft...

7. 01 Cooperation in labor-employer relations...5. 4...12 7. 02 Flexibility of wage determination...2. 5...142

7. 03 Hiring and firing practices...3. 5...101 7. 04 Redundancy costs, weeks of salary*..

*2. 0...5 7. 05 Effect of taxation on incentives to work...2. 9...121

7. 06 Pay and productivity...3. 9...72 7. 07 Reliance on professional management...5. 3...26

7. 08 Country capacity to retain talent...4. 4...25 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 8...19 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 6 Inefficient government bureaucracy...4. 8 Tax regulations...

7. 01 Cooperation in labor-employer relations...4. 3...66 7. 02 Flexibility of wage determination...5. 4...40

7. 03 Hiring and firing practices...4. 4...25 7. 04 Redundancy costs, weeks of salary*..

*21.7.101 7. 05 Effect of taxation on incentives to work...3. 4...87 7. 06 Pay and productivity...

4. 4...34 7. 07 Reliance on professional management...3. 8...96 7. 08 Country capacity to retain talent...

3. 5...61 7. 09 Country capacity to attract talent...4. 0...34 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 7...94 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...7. 9 Policy instability...6. 5 Corruption...4. 3

7. 01 Cooperation in labor-employer relations...5. 1...20 7. 02 Flexibility of wage determination...5. 8...12

7. 03 Hiring and firing practices...4. 3...30 7. 04 Redundancy costs, weeks of salary*..

*4. 3...8 7. 05 Effect of taxation on incentives to work...6. 3...1

7. 06 Pay and productivity...4. 6...20 7. 07 Reliance on professional management...4. 5...53

7. 08 Country capacity to retain talent...4. 7...18 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 5...29 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 4 Insufficient capacity to innovate...0. 4 Poor public health...

7. 01 Cooperation in labor-employer relations...4. 0...104 7. 02 Flexibility of wage determination...4. 8...85

7. 03 Hiring and firing practices...4. 4...28 7. 04 Redundancy costs, weeks of salary*..

*31.0.131 7. 05 Effect of taxation on incentives to work...3. 6...79 7. 06 Pay and productivity...

3. 5...103 7. 07 Reliance on professional management...3. 6...110 7. 08 Country capacity to retain talent...

2. 7...115 7. 09 Country capacity to attract talent...2. 4...126 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 2...131 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...15.5 Access to financing...14.8 Tax rates...11.9 Restrictive labor regulations...

7. 01 Cooperation in labor-employer relations...4. 9...33 7. 02 Flexibility of wage determination...4. 9...81

7. 03 Hiring and firing practices...3. 6...89 7. 04 Redundancy costs, weeks of salary*..

*16.0.78 7. 05 Effect of taxation on incentives to work...3. 8...58 7. 06 Pay and productivity...

3. 5...111 7. 07 Reliance on professional management...4. 8...37 7. 08 Country capacity to retain talent...

4. 2...29 7. 09 Country capacity to attract talent...4. 5...21 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 4...39 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...0. 1 Belgium Belgium Advanced economies Stage of development

7. 01 Cooperation in labor-employer relations...4. 2...78 7. 02 Flexibility of wage determination...3. 8...129

7. 03 Hiring and firing practices...2. 6...139 7. 04 Redundancy costs, weeks of salary*..

*7. 2...19 7. 05 Effect of taxation on incentives to work...2. 3...141

7. 06 Pay and productivity...3. 6...100 7. 07 Reliance on professional management...5. 7...11

7. 08 Country capacity to retain talent...4. 5...20 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...5. 1...9 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...7. 2 Policy instability...6. 8 Tax rates...5. 6

7. 01 Cooperation in labor-employer relations...4. 3...62 7. 02 Flexibility of wage determination...5. 2...59

7. 03 Hiring and firing practices...3. 9...63 7. 04 Redundancy costs, weeks of salary*..

*8. 3...24 7. 05 Effect of taxation on incentives to work...3. 9...46

7. 06 Pay and productivity...4. 3...42 7. 07 Reliance on professional management...4. 3...66

7. 08 Country capacity to retain talent...4. 1...36 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 6...109 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 7 Tax regulations...2. 9 Policy instability...1. 9

7. 01 Cooperation in labor-employer relations...3. 7...120 7. 02 Flexibility of wage determination...4. 0...124

7. 03 Hiring and firing practices...3. 5...98 7. 04 Redundancy costs, weeks of salary*..

*not possible...143 7. 05 Effect of taxation on incentives to work...3. 6...76

7. 06 Pay and productivity...3. 8...89 7. 07 Reliance on professional management...3. 8...97

7. 08 Country capacity to retain talent...3. 8...48 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 5...115 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...18.5 Inadequately educated workforce...12.4 Inefficient government bureaucracy...11.1

7. 01 Cooperation in labor-employer relations...4. 3...69 7. 02 Flexibility of wage determination...5. 4...42

7. 03 Hiring and firing practices...3. 8...82 7. 04 Redundancy costs, weeks of salary*..

*21.7.103 7. 05 Effect of taxation on incentives to work...4. 6...14 7. 06 Pay and productivity...

3. 8...82 7. 07 Reliance on professional management...4. 8...36 7. 08 Country capacity to retain talent...

3. 5...59 7. 09 Country capacity to attract talent...3. 7...51 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 0...68 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...0. 8 Foreign currency regulations...0. 6 Poor public health...

7. 01 Cooperation in labor-employer relations...3. 7...123 7. 02 Flexibility of wage determination...4. 0...125

7. 03 Hiring and firing practices...2. 7...135 7. 04 Redundancy costs, weeks of salary*..

*15.4.73 7. 05 Effect of taxation on incentives to work...2. 5...139 7. 06 Pay and productivity...

3. 3...117 7. 07 Reliance on professional management...4. 6...44 7. 08 Country capacity to retain talent...

3. 9...44 7. 09 Country capacity to attract talent...3. 6...61 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 3...44 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 6 Tax rates...3. 6 Inflation...3. 6 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...3. 9...111 7. 02 Flexibility of wage determination...5. 4...44

7. 03 Hiring and firing practices...3. 6...96 7. 04 Redundancy costs, weeks of salary*..

*7. 5...21 7. 05 Effect of taxation on incentives to work...3. 4...91

7. 06 Pay and productivity...4. 1...55 7. 07 Reliance on professional management...3. 6...113

7. 08 Country capacity to retain talent...1. 8...142 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 3...127 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 8 Inflation...2. 2 Foreign currency regulations...1. 2

7. 01 Cooperation in labor-employer relations...4. 1...94 7. 02 Flexibility of wage determination...5. 3...50

7. 03 Hiring and firing practices...4. 1...53 7. 04 Redundancy costs, weeks of salary*..

*10.5.43 7. 05 Effect of taxation on incentives to work...3. 7...63 7. 06 Pay and productivity...

3. 1...130 7. 07 Reliance on professional management...2. 9...136 7. 08 Country capacity to retain talent...

3. 0...99 7. 09 Country capacity to attract talent...2. 4...125 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...2. 8...140 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...0. 6 Poor public health...0. 1 Burundi Burundi Sub-saharan africa

7. 01 Cooperation in labor-employer relations...3. 4...138 7. 02 Flexibility of wage determination...5. 1...61

7. 03 Hiring and firing practices...3. 3...118 7. 04 Redundancy costs, weeks of salary*..

*15.9.76 7. 05 Effect of taxation on incentives to work...2. 7...133 7. 06 Pay and productivity...

2. 6...137 7. 07 Reliance on professional management...2. 8...139 7. 08 Country capacity to retain talent...

2. 0...138 7. 09 Country capacity to attract talent...1. 9...138 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...2. 9...137 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 1 Crime and theft...2. 7 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...4. 2...74 7. 02 Flexibility of wage determination...4. 8...92

7. 03 Hiring and firing practices...4. 8...13 7. 04 Redundancy costs, weeks of salary*..

*19.4.92 7. 05 Effect of taxation on incentives to work...4. 1...34 7. 06 Pay and productivity...

4. 3...39 7. 07 Reliance on professional management...3. 9...89 7. 08 Country capacity to retain talent...

3. 7...51 7. 09 Country capacity to attract talent...3. 6...56 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 9...82 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 5 Insufficient capacity to innovate...3. 8 Restrictive labor regulations...

7. 01 Cooperation in labor-employer relations...3. 6...128 7. 02 Flexibility of wage determination...4. 7...98

7. 03 Hiring and firing practices...4. 2...38 7. 04 Redundancy costs, weeks of salary*..

*15.3.72 7. 05 Effect of taxation on incentives to work...3. 5...84 7. 06 Pay and productivity...

3. 4...114 7. 07 Reliance on professional management...3. 6...109 7. 08 Country capacity to retain talent...

3. 0...102 7. 09 Country capacity to attract talent...2. 9...101 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 0...69 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 9 Policy instability...3. 5 Inflation...0. 9

7. 01 Cooperation in labor-employer relations...5. 0...26 7. 02 Flexibility of wage determination...5. 4...46

7. 03 Hiring and firing practices...4. 4...26 7. 04 Redundancy costs, weeks of salary*..

*10.0.37 7. 05 Effect of taxation on incentives to work...4. 3...23 7. 06 Pay and productivity...

4. 5...29 7. 07 Reliance on professional management...5. 9...8 7. 08 Country capacity to retain talent...

4. 8...14 7. 09 Country capacity to attract talent...5. 2...9 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 7...22 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 4 Corruption...4. 3 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...3. 9...114 7. 02 Flexibility of wage determination...4. 9...80

7. 03 Hiring and firing practices...3. 4...111 7. 04 Redundancy costs, weeks of salary*..

*29.5.127 7. 05 Effect of taxation on incentives to work...3. 4...89 7. 06 Pay and productivity...

3. 3...118 7. 07 Reliance on professional management...3. 4...121 7. 08 Country capacity to retain talent...

3. 7...54 7. 09 Country capacity to attract talent...3. 6...62 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 7...104 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 0 Government instability/coups...3. 0 Crime and theft...

7. 01 Cooperation in labor-employer relations...3. 6...127 7. 02 Flexibility of wage determination...5. 1...66

7. 03 Hiring and firing practices...3. 3...114 7. 04 Redundancy costs, weeks of salary*..

*13.0.57 7. 05 Effect of taxation on incentives to work...2. 7...134 7. 06 Pay and productivity...

2. 8...135 7. 07 Reliance on professional management...2. 1...143 7. 08 Country capacity to retain talent...

2. 4...129 7. 09 Country capacity to attract talent...2. 9...99 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...2. 8...139 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 6 Poor public health...3. 1 Policy instability...1. 3

7. 01 Cooperation in labor-employer relations...4. 6...48 7. 02 Flexibility of wage determination...5. 6...25

7. 03 Hiring and firing practices...3. 9...66 7. 04 Redundancy costs, weeks of salary*..

*27.4.120 7. 05 Effect of taxation on incentives to work...4. 2...28 7. 06 Pay and productivity...

4. 3...41 7. 07 Reliance on professional management...4. 7...39 7. 08 Country capacity to retain talent...

4. 8...15 7. 09 Country capacity to attract talent...4. 3...23 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 2...52 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 6 Crime and theft...1. 8 Poor public health...

7. 01 Cooperation in labor-employer relations...4. 4...58 7. 02 Flexibility of wage determination...4. 8...84

7. 03 Hiring and firing practices...4. 6...15 7. 04 Redundancy costs, weeks of salary*..

*27.4.120 7. 05 Effect of taxation on incentives to work...4. 0...36 7. 06 Pay and productivity...

4. 8...15 7. 07 Reliance on professional management...4. 6...43 7. 08 Country capacity to retain talent...

4. 2...31 7. 09 Country capacity to attract talent...4. 2...27 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 3...46 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 7 Government instability/coups...1. 6 Poor public health...

7. 01 Cooperation in labor-employer relations...4. 6...47 7. 02 Flexibility of wage determination...5. 3...53

7. 03 Hiring and firing practices...3. 8...79 7. 04 Redundancy costs, weeks of salary*..

*16.7.80 7. 05 Effect of taxation on incentives to work...2. 9...122 7. 06 Pay and productivity...

3. 7...95 7. 07 Reliance on professional management...4. 4...57 7. 08 Country capacity to retain talent...

3. 4...74 7. 09 Country capacity to attract talent...3. 1...89 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 9...83 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...0. 7 Government instability/coups...0. 0 Poor public health...

7. 01 Cooperation in labor-employer relations...5. 4...13 7. 02 Flexibility of wage determination...5. 0...76

7. 03 Hiring and firing practices...4. 3...33 7. 04 Redundancy costs, weeks of salary*..

*18.7.88 7. 05 Effect of taxation on incentives to work...3. 7...64 7. 06 Pay and productivity...

4. 2...52 7. 07 Reliance on professional management...4. 7...42 7. 08 Country capacity to retain talent...

4. 8...16 7. 09 Country capacity to attract talent...4. 0...33 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 7...21 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 7 Foreign currency regulations...0. 4 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...4. 7...40 7. 02 Flexibility of wage determination...4. 7...95

7. 03 Hiring and firing practices...4. 4...29 7. 04 Redundancy costs, weeks of salary*..

*13.1.60 7. 05 Effect of taxation on incentives to work...3. 7...66 7. 06 Pay and productivity...

4. 1...54 7. 07 Reliance on professional management...4. 0...83 7. 08 Country capacity to retain talent...

3. 8...49 7. 09 Country capacity to attract talent...3. 9...41 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 0...70 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 3 Crime and theft...2. 8 Inadequate supply of infrastructure...

7. 01 Cooperation in labor-employer relations...3. 7...126 7. 02 Flexibility of wage determination...5. 5...34

7. 03 Hiring and firing practices...2. 9...129 7. 04 Redundancy costs, weeks of salary*..

*15.1.71 7. 05 Effect of taxation on incentives to work...2. 2...142 7. 06 Pay and productivity...

3. 9...78 7. 07 Reliance on professional management...3. 8...99 7. 08 Country capacity to retain talent...

2. 1...137 7. 09 Country capacity to attract talent...1. 8...141 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 2...129 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 7 Inadequately educated workforce...0. 7 Poor public health...

7. 01 Cooperation in labor-employer relations...4. 8...36 7. 02 Flexibility of wage determination...4. 5...108

7. 03 Hiring and firing practices...4. 2...39 7. 04 Redundancy costs, weeks of salary*..

*5. 7...15 7. 05 Effect of taxation on incentives to work...4. 4...18

7. 06 Pay and productivity...4. 0...59 7. 07 Reliance on professional management...3. 9...86

7. 08 Country capacity to retain talent...4. 0...38 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 3...43 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 9 Crime and theft...3. 5 Government instability/coups...

7. 01 Cooperation in labor-employer relations...4. 5...52 7. 02 Flexibility of wage determination...5. 4...43

7. 03 Hiring and firing practices...3. 2...121 7. 04 Redundancy costs, weeks of salary*..

*20.2.95 7. 05 Effect of taxation on incentives to work...3. 1...110 7. 06 Pay and productivity...

4. 6...19 7. 07 Reliance on professional management...4. 5...47 7. 08 Country capacity to retain talent...

3. 3...80 7. 09 Country capacity to attract talent...3. 1...93 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 1...55 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 8 Insufficient capacity to innovate...5. 3 Inadequate supply of infrastructure...

7. 01 Cooperation in labor-employer relations...6. 0...3 7. 02 Flexibility of wage determination...4. 5...107

7. 03 Hiring and firing practices...5. 3...6 7. 04 Redundancy costs, weeks of salary*..

*0. 0...1 7. 05 Effect of taxation on incentives to work...2. 7...132

7. 06 Pay and productivity...4. 0...62 7. 07 Reliance on professional management...6. 0...5

7. 08 Country capacity to retain talent...3. 9...40 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 9...15 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 7 Tax regulations...4. 4 Inadequate supply of infrastructure...

7. 01 Cooperation in labor-employer relations...4. 5...55 7. 02 Flexibility of wage determination...5. 2...55

7. 03 Hiring and firing practices...4. 0...61 7. 04 Redundancy costs, weeks of salary*..

*26.2.116 7. 05 Effect of taxation on incentives to work...2. 9...118 7. 06 Pay and productivity...

3. 8...83 7. 07 Reliance on professional management...3. 7...103 7. 08 Country capacity to retain talent...

3. 3...82 7. 09 Country capacity to attract talent...3. 3...76 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 9...86 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 4 Crime and theft...4. 3 Restrictive labor regulations...

7. 01 Cooperation in labor-employer relations...4. 0...95 7. 02 Flexibility of wage determination...5. 1...67

7. 03 Hiring and firing practices...3. 9...69 7. 04 Redundancy costs, weeks of salary*..

*36.8.134 7. 05 Effect of taxation on incentives to work...3. 0...117 7. 06 Pay and productivity...

3. 0...131 7. 07 Reliance on professional management...3. 1...134 7. 08 Country capacity to retain talent...

2. 9...110 7. 09 Country capacity to attract talent...2. 7...108 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...2. 8...142 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...0. 9 Government instability/coups...0. 7 Poor public health...

7. 01 Cooperation in labor-employer relations...4. 2...81 7. 02 Flexibility of wage determination...3. 9...126

7. 03 Hiring and firing practices...3. 8...80 7. 04 Redundancy costs, weeks of salary*..

*22.9.107 7. 05 Effect of taxation on incentives to work...3. 2...108 7. 06 Pay and productivity...

3. 5...110 7. 07 Reliance on professional management...3. 9...90 7. 08 Country capacity to retain talent...

3. 5...64 7. 09 Country capacity to attract talent...3. 5...67 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 0...71 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...8. 2 Access to financing...8. 0 Inadequate supply of infrastructure...

7. 01 Cooperation in labor-employer relations...4. 9...28 7. 02 Flexibility of wage determination...6. 2...1

7. 03 Hiring and firing practices...4. 8...12 7. 04 Redundancy costs, weeks of salary*..

*12.9.55 7. 05 Effect of taxation on incentives to work...4. 3...24 7. 06 Pay and productivity...

4. 9...9 7. 07 Reliance on professional management...5. 4...22 7. 08 Country capacity to retain talent...

3. 0...97 7. 09 Country capacity to attract talent...3. 1...94 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 4...36 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 0 Tax regulations...5. 9 Policy instability...4. 0

7. 01 Cooperation in labor-employer relations...4. 0...97 7. 02 Flexibility of wage determination...5. 0...74

7. 03 Hiring and firing practices...3. 8...78 7. 04 Redundancy costs, weeks of salary*..

*19.1.91 7. 05 Effect of taxation on incentives to work...3. 2...106 7. 06 Pay and productivity...

3. 6...99 7. 07 Reliance on professional management...3. 4...124 7. 08 Country capacity to retain talent...

3. 1...88 7. 09 Country capacity to attract talent...2. 8...105 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 4...123 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...0. 6 Corruption...0. 3 Crime and theft...0. 1

7. 01 Cooperation in labor-employer relations...5. 0...27 7. 02 Flexibility of wage determination...2. 4...143

7. 03 Hiring and firing practices...3. 5...99 7. 04 Redundancy costs, weeks of salary*..

*10.1.38 7. 05 Effect of taxation on incentives to work...3. 6...73 7. 06 Pay and productivity...

3. 9...73 7. 07 Reliance on professional management...6. 2...3 7. 08 Country capacity to retain talent...

5. 6...4 7. 09 Country capacity to attract talent...3. 7...52 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...5. 3...5 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 3 Foreign currency regulations...1. 3 Government instability/coups...

7. 01 Cooperation in labor-employer relations...3. 6...129 7. 02 Flexibility of wage determination...4. 8...87

7. 03 Hiring and firing practices...2. 7...134 7. 04 Redundancy costs, weeks of salary*..

*11.8.51 7. 05 Effect of taxation on incentives to work...2. 9...125 7. 06 Pay and productivity...

3. 9...77 7. 07 Reliance on professional management...4. 5...48 7. 08 Country capacity to retain talent...

3. 6...56 7. 09 Country capacity to attract talent...3. 8...44 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 5...31 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 1 Tax regulations...4. 1 Inflation...2. 7

7. 01 Cooperation in labor-employer relations...3. 9...113 7. 02 Flexibility of wage determination...4. 5...111

7. 03 Hiring and firing practices...3. 4...108 7. 04 Redundancy costs, weeks of salary*..

*14.8.68 7. 05 Effect of taxation on incentives to work...4. 2...25 7. 06 Pay and productivity...

3. 4...112 7. 07 Reliance on professional management...3. 8...102 7. 08 Country capacity to retain talent...

3. 4...66 7. 09 Country capacity to attract talent...3. 6...57 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 7...100 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 1 Corruption...4. 1 Tax regulations...4. 0

7. 01 Cooperation in labor-employer relations...4. 7...38 7. 02 Flexibility of wage determination...5. 7...23

7. 03 Hiring and firing practices...4. 2...37 7. 04 Redundancy costs, weeks of salary*..

*26.0.114 7. 05 Effect of taxation on incentives to work...3. 6...77 7. 06 Pay and productivity...

4. 3...45 7. 07 Reliance on professional management...4. 9...30 7. 08 Country capacity to retain talent...

3. 4...70 7. 09 Country capacity to attract talent...3. 9...42 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 3...42 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...9. 0 Insufficient capacity to innovate...8. 3 Policy instability...

7. 01 Cooperation in labor-employer relations...4. 2...80 7. 02 Flexibility of wage determination...5. 6...26

7. 03 Hiring and firing practices...4. 7...14 7. 04 Redundancy costs, weeks of salary*..

*4. 3...13 7. 05 Effect of taxation on incentives to work...4. 4...20

7. 06 Pay and productivity...4. 1...57 7. 07 Reliance on professional management...4. 1...78

7. 08 Country capacity to retain talent...3. 0...101 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 5...114 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 7 Insufficient capacity to innovate...5. 0 Inadequate supply of infrastructure...

7. 01 Cooperation in labor-employer relations...5. 2...19 7. 02 Flexibility of wage determination...3. 4...136

7. 03 Hiring and firing practices...3. 4...109 7. 04 Redundancy costs, weeks of salary*..

*21.6.100 7. 05 Effect of taxation on incentives to work...3. 7...67 7. 06 Pay and productivity...

4. 3...40 7. 07 Reliance on professional management...5. 5...19 7. 08 Country capacity to retain talent...

5. 1...10 7. 09 Country capacity to attract talent...4. 7...18 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...5. 0...13 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 6 Inefficient government bureaucracy...5. 2 Tax regulations...

7. 01 Cooperation in labor-employer relations...4. 1...85 7. 02 Flexibility of wage determination...3. 3...137

7. 03 Hiring and firing practices...3. 9...72 7. 04 Redundancy costs, weeks of salary*..

*49.8.137 7. 05 Effect of taxation on incentives to work...4. 0...38 7. 06 Pay and productivity...

4. 0...63 7. 07 Reliance on professional management...4. 4...58 7. 08 Country capacity to retain talent...

3. 6...57 7. 09 Country capacity to attract talent...3. 4...69 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 1...61 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...0. 6 Poor public health...0. 1 Crime and theft...

7. 01 Cooperation in labor-employer relations...3. 9...108 7. 02 Flexibility of wage determination...4. 2...118

7. 03 Hiring and firing practices...3. 6...92 7. 04 Redundancy costs, weeks of salary*..

*15.9.76 7. 05 Effect of taxation on incentives to work...2. 5...138 7. 06 Pay and productivity...

3. 3...121 7. 07 Reliance on professional management...3. 8...98 7. 08 Country capacity to retain talent...

3. 0...96 7. 09 Country capacity to attract talent...2. 3...127 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 6...112 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 9 Poor public health...1. 5 Tax rates...1. 5

7. 01 Cooperation in labor-employer relations...5. 2...18 7. 02 Flexibility of wage determination...5. 7...21

7. 03 Hiring and firing practices...4. 4...24 7. 04 Redundancy costs, weeks of salary*..

*27.0.117 7. 05 Effect of taxation on incentives to work...3. 8...55 7. 06 Pay and productivity...

4. 3...46 7. 07 Reliance on professional management...4. 3...60 7. 08 Country capacity to retain talent...

4. 1...35 7. 09 Country capacity to attract talent...3. 3...85 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 6...28 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 0 Restrictive labor regulations...2. 9 Inflation...2. 8

7. 01 Cooperation in labor-employer relations...3. 7...124 7. 02 Flexibility of wage determination...5. 3...47

7. 03 Hiring and firing practices...3. 4...105 7. 04 Redundancy costs, weeks of salary*..

*7. 9...23 7. 05 Effect of taxation on incentives to work...3. 8...57

7. 06 Pay and productivity...2. 8...134 7. 07 Reliance on professional management...2. 8...138

7. 08 Country capacity to retain talent...2. 5...126 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 2...128 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 0 Foreign currency regulations...2. 3 Policy instability...

7. 01 Cooperation in labor-employer relations...4. 3...73 7. 02 Flexibility of wage determination...5. 0...70

7. 03 Hiring and firing practices...4. 3...34 7. 04 Redundancy costs, weeks of salary*..

*16.7.80 7. 05 Effect of taxation on incentives to work...3. 6...72 7. 06 Pay and productivity...

3. 8...85 7. 07 Reliance on professional management...3. 6...108 7. 08 Country capacity to retain talent...

4. 0...39 7. 09 Country capacity to attract talent...4. 0...30 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 0...64 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 5 Insufficient capacity to innovate...2. 4 Poor public health...

7. 01 Cooperation in labor-employer relations...3. 8...116 7. 02 Flexibility of wage determination...5. 1...62

7. 03 Hiring and firing practices...4. 0...59 7. 04 Redundancy costs, weeks of salary*..

*10.1.38 7. 05 Effect of taxation on incentives to work...3. 4...90 7. 06 Pay and productivity...

3. 3...119 7. 07 Reliance on professional management...3. 2...131 7. 08 Country capacity to retain talent...

2. 2...135 7. 09 Country capacity to attract talent...2. 7...109 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 2...130 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 0 Insufficient capacity to innovate...0. 8 Government instability/coups...

7. 01 Cooperation in labor-employer relations...4. 7...41 7. 02 Flexibility of wage determination...4. 7...97

7. 03 Hiring and firing practices...3. 9...74 7. 04 Redundancy costs, weeks of salary*..

*30.3.129 7. 05 Effect of taxation on incentives to work...2. 8...129 7. 06 Pay and productivity...

3. 8...80 7. 07 Reliance on professional management...4. 1...80 7. 08 Country capacity to retain talent...

3. 4...76 7. 09 Country capacity to attract talent...3. 1...90 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 4...38 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 5 Foreign currency regulations...2. 5 Government instability/coups...

7. 01 Cooperation in labor-employer relations...5. 5...9 7. 02 Flexibility of wage determination...6. 1...4

7. 03 Hiring and firing practices...5. 7...1 7. 04 Redundancy costs, weeks of salary*..

*5. 8...16 7. 05 Effect of taxation on incentives to work...5. 9...5

7. 06 Pay and productivity...5. 5...1 7. 07 Reliance on professional management...5. 2...27

7. 08 Country capacity to retain talent...5. 3...7 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 6...26 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 8 Insufficient capacity to innovate...4. 3 Inadequate supply of infrastructure...

7. 01 Cooperation in labor-employer relations...4. 3...71 7. 02 Flexibility of wage determination...5. 1...64

7. 03 Hiring and firing practices...4. 2...43 7. 04 Redundancy costs, weeks of salary*..

*13.4.61 7. 05 Effect of taxation on incentives to work...2. 8...128 7. 06 Pay and productivity...

4. 0...64 7. 07 Reliance on professional management...3. 5...114 7. 08 Country capacity to retain talent...

2. 6...122 7. 09 Country capacity to attract talent...2. 6...118 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 6...108 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...0. 9 Corruption...0. 8 Crime and theft...0. 0

7. 01 Cooperation in labor-employer relations...5. 4...11 7. 02 Flexibility of wage determination...4. 1...120

7. 03 Hiring and firing practices...5. 3...4 7. 04 Redundancy costs, weeks of salary*..

*10.1.38 7. 05 Effect of taxation on incentives to work...3. 3...99 7. 06 Pay and productivity...

4. 2...49 7. 07 Reliance on professional management...5. 3...25 7. 08 Country capacity to retain talent...

4. 4...26 7. 09 Country capacity to attract talent...3. 4...70 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 7...25 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 7 Crime and theft...4. 6 Tax regulations...

7. 01 Cooperation in labor-employer relations...4. 1...90 7. 02 Flexibility of wage determination...4. 4...113

7. 03 Hiring and firing practices...4. 1...47 7. 04 Redundancy costs, weeks of salary*..

*15.8.75 7. 05 Effect of taxation on incentives to work...3. 9...45 7. 06 Pay and productivity...

4. 0...69 7. 07 Reliance on professional management...4. 2...77 7. 08 Country capacity to retain talent...

3. 9...42 7. 09 Country capacity to attract talent...3. 8...46 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 9...77 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 3 Tax rates...5. 3 Government instability/coups...5. 2

7. 01 Cooperation in labor-employer relations...4. 6...46 7. 02 Flexibility of wage determination...4. 4...114

7. 03 Hiring and firing practices...4. 3...32 7. 04 Redundancy costs, weeks of salary*..

*57.8.139 7. 05 Effect of taxation on incentives to work...4. 1...31 7. 06 Pay and productivity...

4. 5...30 7. 07 Reliance on professional management...5. 0...28 7. 08 Country capacity to retain talent...

4. 2...32 7. 09 Country capacity to attract talent...4. 3...25 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 7...24 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 0 Inadequately educated workforce...3. 5 Tax rates...2. 0

7. 01 Cooperation in labor-employer relations...3. 5...134 7. 02 Flexibility of wage determination...3. 8...130

7. 03 Hiring and firing practices...3. 2...120 7. 04 Redundancy costs, weeks of salary*..

*23.1.109 7. 05 Effect of taxation on incentives to work...3. 5...81 7. 06 Pay and productivity...

3. 1...129 7. 07 Reliance on professional management...3. 1...132 7. 08 Country capacity to retain talent...

2. 5...125 7. 09 Country capacity to attract talent...1. 8...140 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 0...135 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...0. 8 Corruption...0. 6 Crime and theft...0. 0

7. 01 Cooperation in labor-employer relations...5. 4...16 7. 02 Flexibility of wage determination...4. 9...79

7. 03 Hiring and firing practices...4. 2...40 7. 04 Redundancy costs, weeks of salary*..

*12.2.53 7. 05 Effect of taxation on incentives to work...3. 4...93 7. 06 Pay and productivity...

4. 5...28 7. 07 Reliance on professional management...5. 6...14 7. 08 Country capacity to retain talent...

4. 2...30 7. 09 Country capacity to attract talent...5. 1...10 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 8...20 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 9 Inadequately educated workforce...5. 5 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...4. 2...76 7. 02 Flexibility of wage determination...4. 9...78

7. 03 Hiring and firing practices...4. 2...44 7. 04 Redundancy costs, weeks of salary*..

*27.4.124 7. 05 Effect of taxation on incentives to work...3. 6...70 7. 06 Pay and productivity...

3. 9...76 7. 07 Reliance on professional management...4. 2...76 7. 08 Country capacity to retain talent...

3. 6...55 7. 09 Country capacity to attract talent...3. 3...83 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 0...76 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...0. 8 Inflation...0. 6 Inadequately educated workforce...0. 5

7. 01 Cooperation in labor-employer relations...3. 4...137 7. 02 Flexibility of wage determination...3. 0...138

7. 03 Hiring and firing practices...2. 4...141 7. 04 Redundancy costs, weeks of salary*..

*7. 2...18 7. 05 Effect of taxation on incentives to work...1. 9...143

7. 06 Pay and productivity...2. 6...139 7. 07 Reliance on professional management...3. 4...122

7. 08 Country capacity to retain talent...2. 6...121 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 2...133 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...8. 9 Access to financing...7. 6 Inflation...6. 7

7. 01 Cooperation in labor-employer relations...4. 2...75 7. 02 Flexibility of wage determination...5. 4...38

7. 03 Hiring and firing practices...4. 1...55 7. 04 Redundancy costs, weeks of salary*..

*14.0.65 7. 05 Effect of taxation on incentives to work...3. 3...102 7. 06 Pay and productivity...

3. 4...115 7. 07 Reliance on professional management...4. 5...46 7. 08 Country capacity to retain talent...

2. 9...105 7. 09 Country capacity to attract talent...3. 2...88 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 1...59 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 1 Crime and theft...0. 6 Foreign currency regulations...

7. 01 Cooperation in labor-employer relations...5. 6...6 7. 02 Flexibility of wage determination...5. 9...9

7. 03 Hiring and firing practices...2. 8...133 7. 04 Redundancy costs, weeks of salary*..

*4. 3...8 7. 05 Effect of taxation on incentives to work...3. 8...61

7. 06 Pay and productivity...4. 8...11 7. 07 Reliance on professional management...5. 5...18

7. 08 Country capacity to retain talent...4. 4...24 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...5. 4...2 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 4 Government instability/coups...2. 8 Policy instability...

7. 01 Cooperation in labor-employer relations...4. 6...44 7. 02 Flexibility of wage determination...5. 0...73

7. 03 Hiring and firing practices...4. 0...60 7. 04 Redundancy costs, weeks of salary*..

*4. 3...13 7. 05 Effect of taxation on incentives to work...3. 3...95

7. 06 Pay and productivity...4. 3...44 7. 07 Reliance on professional management...4. 2...72

7. 08 Country capacity to retain talent...3. 9...43 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 1...58 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 4 Government instability/coups...2. 6 Policy instability...

7. 01 Cooperation in labor-employer relations...4. 5...49 7. 02 Flexibility of wage determination...5. 7...20

7. 03 Hiring and firing practices...4. 4...22 7. 04 Redundancy costs, weeks of salary*..

*8. 7...26 7. 05 Effect of taxation on incentives to work...3. 9...43

7. 06 Pay and productivity...4. 7...16 7. 07 Reliance on professional management...4. 2...75

7. 08 Country capacity to retain talent...3. 4...71 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 1...62 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 4 Inadequately educated workforce...1. 3 Poor public health...

7. 01 Cooperation in labor-employer relations...4. 3...70 7. 02 Flexibility of wage determination...5. 0...69

7. 03 Hiring and firing practices...4. 5...17 7. 04 Redundancy costs, weeks of salary*..

*6. 5...17 7. 05 Effect of taxation on incentives to work...3. 6...75

7. 06 Pay and productivity...4. 1...56 7. 07 Reliance on professional management...4. 8...34

7. 08 Country capacity to retain talent...3. 8...47 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 4...34 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 6 Corruption...4. 3 Tax rates...4. 2 Inadequate supply of infrastructure...

7. 01 Cooperation in labor-employer relations...3. 6...132 7. 02 Flexibility of wage determination...5. 2...58

7. 03 Hiring and firing practices...3. 4...106 7. 04 Redundancy costs, weeks of salary*..

*27.4.120 7. 05 Effect of taxation on incentives to work...3. 1...113 7. 06 Pay and productivity...

4. 4...36 7. 07 Reliance on professional management...4. 5...49 7. 08 Country capacity to retain talent...

4. 4...23 7. 09 Country capacity to attract talent...4. 2...28 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 2...53 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 3 Foreign currency regulations...2. 0 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...4. 5...56 7. 02 Flexibility of wage determination...5. 2...56

7. 03 Hiring and firing practices...3. 9...75 7. 04 Redundancy costs, weeks of salary*..

*28.1.126 7. 05 Effect of taxation on incentives to work...5. 3...7 7. 06 Pay and productivity...

3. 5...104 7. 07 Reliance on professional management...3. 6...112 7. 08 Country capacity to retain talent...

3. 4...69 7. 09 Country capacity to attract talent...3. 7...53 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 7...97 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 6 Tax rates...4. 6 Inflation...4. 3 Tax regulations...

7. 01 Cooperation in labor-employer relations...4. 1...88 7. 02 Flexibility of wage determination...5. 7...16

7. 03 Hiring and firing practices...4. 1...52 7. 04 Redundancy costs, weeks of salary*..

*17.3.83 7. 05 Effect of taxation on incentives to work...3. 4...92 7. 06 Pay and productivity...

4. 5...26 7. 07 Reliance on professional management...3. 3...127 7. 08 Country capacity to retain talent...

2. 2...136 7. 09 Country capacity to attract talent...2. 1...136 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 5...113 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...7. 7 Inefficient government bureaucracy...6. 5 Tax regulations...

7. 01 Cooperation in labor-employer relations...5. 1...21 7. 02 Flexibility of wage determination...5. 7...22

7. 03 Hiring and firing practices...4. 1...46 7. 04 Redundancy costs, weeks of salary*..

*47.2.136 7. 05 Effect of taxation on incentives to work...4. 1...32 7. 06 Pay and productivity...

5. 0...8 7. 07 Reliance on professional management...4. 3...65 7. 08 Country capacity to retain talent...

4. 1...34 7. 09 Country capacity to attract talent...3. 4...73 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 3...45 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 7 Restrictive labor regulations...2. 6 Poor public health...

7. 01 Cooperation in labor-employer relations...4. 8...35 7. 02 Flexibility of wage determination...6. 0...6

7. 03 Hiring and firing practices...4. 1...50 7. 04 Redundancy costs, weeks of salary*..

*9. 7...35 7. 05 Effect of taxation on incentives to work...3. 3...103

7. 06 Pay and productivity...4. 8...13 7. 07 Reliance on professional management...4. 8...33

7. 08 Country capacity to retain talent...3. 1...94 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 4...33 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 1 Inadequately educated workforce...2. 7 Tax regulations...

7. 01 Cooperation in labor-employer relations...4. 2...82 7. 02 Flexibility of wage determination...5. 3...51

7. 03 Hiring and firing practices...3. 9...70 7. 04 Redundancy costs, weeks of salary*..

*8. 7...26 7. 05 Effect of taxation on incentives to work...3. 8...51

7. 06 Pay and productivity...4. 0...60 7. 07 Reliance on professional management...3. 3...125

7. 08 Country capacity to retain talent...2. 3...134 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 5...117 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 5 Inefficient government bureaucracy...5. 6 Crime and theft...

7. 01 Cooperation in labor-employer relations...4. 0...102 7. 02 Flexibility of wage determination...4. 0...123

7. 03 Hiring and firing practices...3. 9...76 7. 04 Redundancy costs, weeks of salary*..

*15.0.70 7. 05 Effect of taxation on incentives to work...4. 0...40 7. 06 Pay and productivity...

3. 8...84 7. 07 Reliance on professional management...3. 4...119 7. 08 Country capacity to retain talent...

3. 4...68 7. 09 Country capacity to attract talent...3. 6...63 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 0...75 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 9 Foreign currency regulations...6. 1 Crime and theft...

7. 01 Cooperation in labor-employer relations...4. 0...103 7. 02 Flexibility of wage determination...4. 9...82

7. 03 Hiring and firing practices...3. 6...95 7. 04 Redundancy costs, weeks of salary*..

*10.3.42 7. 05 Effect of taxation on incentives to work...3. 8...52 7. 06 Pay and productivity...

3. 0...132 7. 07 Reliance on professional management...2. 7...140 7. 08 Country capacity to retain talent...

2. 7...118 7. 09 Country capacity to attract talent...2. 3...132 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...2. 7...143 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 3 Inadequate supply of infrastructure...3. 0 Policy instability...

7. 01 Cooperation in labor-employer relations...4. 1...87 7. 02 Flexibility of wage determination...6. 0...8

7. 03 Hiring and firing practices...3. 0...125 7. 04 Redundancy costs, weeks of salary*..

*24.6.112 7. 05 Effect of taxation on incentives to work...2. 9...124 7. 06 Pay and productivity...

4. 8...12 7. 07 Reliance on professional management...4. 5...50 7. 08 Country capacity to retain talent...

2. 7...119 7. 09 Country capacity to attract talent...2. 3...129 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 2...50 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 2 Policy instability...1. 0 Corruption...0. 6

7. 01 Cooperation in labor-employer relations...5. 4...15 7. 02 Flexibility of wage determination...4. 7...96

7. 03 Hiring and firing practices...3. 7...87 7. 04 Redundancy costs, weeks of salary*..

*21.7.101 7. 05 Effect of taxation on incentives to work...5. 1...10 7. 06 Pay and productivity...

4. 3...43 7. 07 Reliance on professional management...5. 5...17 7. 08 Country capacity to retain talent...

5. 0...12 7. 09 Country capacity to attract talent...5. 5...8 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...5. 4...3 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...11.9 Inadequately educated workforce...10.9 Inefficient government bureaucracy...9. 6

7. 01 Cooperation in labor-employer relations...4. 3...63 7. 02 Flexibility of wage determination...5. 7...18

7. 03 Hiring and firing practices...4. 4...27 7. 04 Redundancy costs, weeks of salary*..

*13.0.57 7. 05 Effect of taxation on incentives to work...4. 4...19 7. 06 Pay and productivity...

4. 7...18 7. 07 Reliance on professional management...3. 7...107 7. 08 Country capacity to retain talent...

2. 5...127 7. 09 Country capacity to attract talent...2. 2...134 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 9...81 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 4 Restrictive labor regulations...1. 4 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...4. 2...77 7. 02 Flexibility of wage determination...5. 2...57

7. 03 Hiring and firing practices...4. 2...36 7. 04 Redundancy costs, weeks of salary*..

*12.3.54 7. 05 Effect of taxation on incentives to work...3. 1...111 7. 06 Pay and productivity...

3. 9...71 7. 07 Reliance on professional management...3. 9...91 7. 08 Country capacity to retain talent...

2. 9...104 7. 09 Country capacity to attract talent...3. 0...96 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 7...102 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 5 Restrictive labor regulations...1. 3 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...4. 3...68 7. 02 Flexibility of wage determination...5. 3...48

7. 03 Hiring and firing practices...3. 6...90 7. 04 Redundancy costs, weeks of salary*..

*16.7.80 7. 05 Effect of taxation on incentives to work...3. 3...100 7. 06 Pay and productivity...

4. 0...61 7. 07 Reliance on professional management...4. 7...40 7. 08 Country capacity to retain talent...

3. 3...78 7. 09 Country capacity to attract talent...3. 5...64 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 0...65 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 8 Government instability/coups...5. 2 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...5. 4...14 7. 02 Flexibility of wage determination...5. 5...33

7. 03 Hiring and firing practices...4. 9...9 7. 04 Redundancy costs, weeks of salary*..

*23.9.111 7. 05 Effect of taxation on incentives to work...5. 1...8 7. 06 Pay and productivity...

5. 4...2 7. 07 Reliance on professional management...5. 6...15 7. 08 Country capacity to retain talent...

5. 1...9 7. 09 Country capacity to attract talent...5. 0...12 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...5. 3...4 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 3 Foreign currency regulations...3. 2 Tax rates...2. 5

7. 01 Cooperation in labor-employer relations...4. 5...53 7. 02 Flexibility of wage determination...4. 7...94

7. 03 Hiring and firing practices...4. 3...35 7. 04 Redundancy costs, weeks of salary*..

*13.7.63 7. 05 Effect of taxation on incentives to work...3. 3...96 7. 06 Pay and productivity...

3. 5...106 7. 07 Reliance on professional management...2. 9...135 7. 08 Country capacity to retain talent...

3. 4...65 7. 09 Country capacity to attract talent...3. 3...78 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 3...126 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 5 Tax rates...5. 7 Tax regulations...3. 3

7. 01 Cooperation in labor-employer relations...4. 8...34 7. 02 Flexibility of wage determination...5. 3...52

7. 03 Hiring and firing practices...3. 7...84 7. 04 Redundancy costs, weeks of salary*..

*7. 3...20 7. 05 Effect of taxation on incentives to work...4. 2...27

7. 06 Pay and productivity...4. 1...58 7. 07 Reliance on professional management...4. 0...84

7. 08 Country capacity to retain talent...4. 1...37 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 4...40 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 2 Inefficient government bureaucracy...3. 4 Policy instability...

7. 01 Cooperation in labor-employer relations...3. 4...136 7. 02 Flexibility of wage determination...4. 6...101

7. 03 Hiring and firing practices...3. 3...117 7. 04 Redundancy costs, weeks of salary*..

*10.5.43 7. 05 Effect of taxation on incentives to work...2. 8...126 7. 06 Pay and productivity...

2. 5...140 7. 07 Reliance on professional management...2. 0...144 7. 08 Country capacity to retain talent...

2. 3...131 7. 09 Country capacity to attract talent...2. 5...123 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...2. 6...144 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...8. 0 Restrictive labor regulations...7. 5 Corruption...7. 2

7. 01 Cooperation in labor-employer relations...4. 9...31 7. 02 Flexibility of wage determination...4. 7...99

7. 03 Hiring and firing practices...4. 2...42 7. 04 Redundancy costs, weeks of salary*..

*10.6.45 7. 05 Effect of taxation on incentives to work...5. 1...9 7. 06 Pay and productivity...

4. 2...47 7. 07 Reliance on professional management...4. 4...55 7. 08 Country capacity to retain talent...

3. 2...85 7. 09 Country capacity to attract talent...3. 9...38 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 4...35 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 6 Inflation...1. 1 Foreign currency regulations...0. 4

7. 01 Cooperation in labor-employer relations...4. 6...45 7. 02 Flexibility of wage determination...4. 8...88

7. 03 Hiring and firing practices...3. 4...103 7. 04 Redundancy costs, weeks of salary*..

*22.0.104 7. 05 Effect of taxation on incentives to work...3. 0...116 7. 06 Pay and productivity...

3. 8...87 7. 07 Reliance on professional management...4. 1...79 7. 08 Country capacity to retain talent...

3. 5...63 7. 09 Country capacity to attract talent...3. 3...80 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 0...74 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 5 Insufficient capacity to innovate...2. 3 Restrictive labor regulations...

7. 01 Cooperation in labor-employer relations...4. 1...86 7. 02 Flexibility of wage determination...5. 5...30

7. 03 Hiring and firing practices...3. 6...93 7. 04 Redundancy costs, weeks of salary*..

*22.6.106 7. 05 Effect of taxation on incentives to work...2. 9...123 7. 06 Pay and productivity...

4. 4...35 7. 07 Reliance on professional management...3. 6...111 7. 08 Country capacity to retain talent...

1. 9...140 7. 09 Country capacity to attract talent...1. 8...139 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 4...120 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 6 Government instability/coups...4. 5 Tax regulations...

7. 01 Cooperation in labor-employer relations...4. 1...92 7. 02 Flexibility of wage determination...5. 7...17

7. 03 Hiring and firing practices...3. 9...71 7. 04 Redundancy costs, weeks of salary*..

*8. 7...26 7. 05 Effect of taxation on incentives to work...3. 6...68

7. 06 Pay and productivity...4. 8...14 7. 07 Reliance on professional management...3. 7...105

7. 08 Country capacity to retain talent...2. 8...111 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 0...73 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...11.6 Inefficient government bureaucracy...10.2 Inadequate supply of infrastructure...

7. 01 Cooperation in labor-employer relations...4. 0...106 7. 02 Flexibility of wage determination...5. 0...75

7. 03 Hiring and firing practices...4. 0...62 7. 04 Redundancy costs, weeks of salary*..

*11.2.48 7. 05 Effect of taxation on incentives to work...3. 7...65 7. 06 Pay and productivity...

3. 9...74 7. 07 Reliance on professional management...3. 8...101 7. 08 Country capacity to retain talent...

3. 3...81 7. 09 Country capacity to attract talent...2. 9...97 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 9...87 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 2 Foreign currency regulations...3. 1 Policy instability...

7. 01 Cooperation in labor-employer relations...4. 2...83 7. 02 Flexibility of wage determination...5. 4...37

7. 03 Hiring and firing practices...3. 7...86 7. 04 Redundancy costs, weeks of salary*..

*20.7.97 7. 05 Effect of taxation on incentives to work...3. 9...42 7. 06 Pay and productivity...

4. 0...65 7. 07 Reliance on professional management...4. 3...64 7. 08 Country capacity to retain talent...

3. 8...45 7. 09 Country capacity to attract talent...3. 9...40 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 6...106 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 4 Tax rates...3. 2 Foreign currency regulations...2. 2

7. 01 Cooperation in labor-employer relations...3. 6...131 7. 02 Flexibility of wage determination...3. 9...128

7. 03 Hiring and firing practices...3. 4...102 7. 04 Redundancy costs, weeks of salary*..

*37.5.135 7. 05 Effect of taxation on incentives to work...3. 6...78 7. 06 Pay and productivity...

2. 9...133 7. 07 Reliance on professional management...3. 4...120 7. 08 Country capacity to retain talent...

3. 4...73 7. 09 Country capacity to attract talent...3. 6...58 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 4...121 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 8 Restrictive labor regulations...3. 8 Tax rates...3. 3

7. 01 Cooperation in labor-employer relations...3. 8...115 7. 02 Flexibility of wage determination...5. 5...36

7. 03 Hiring and firing practices...4. 1...51 7. 04 Redundancy costs, weeks of salary*..

*20.2.94 7. 05 Effect of taxation on incentives to work...3. 8...56 7. 06 Pay and productivity...

3. 9...79 7. 07 Reliance on professional management...2. 9...137 7. 08 Country capacity to retain talent...

1. 7...144 7. 09 Country capacity to attract talent...2. 7...113 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...2. 9...138 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...10.9 Corruption...10.4 Inefficient government bureaucracy...9. 8 Tax rates...

7. 01 Cooperation in labor-employer relations...4. 0...101 7. 02 Flexibility of wage determination...4. 8...91

7. 03 Hiring and firing practices...2. 9...128 7. 04 Redundancy costs, weeks of salary*..

*9. 7...35 7. 05 Effect of taxation on incentives to work...4. 0...39

7. 06 Pay and productivity...3. 5...107 7. 07 Reliance on professional management...4. 2...69

7. 08 Country capacity to retain talent...3. 4...72 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 1...57 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 7 Inadequately educated workforce...4. 4 Tax regulations...

7. 01 Cooperation in labor-employer relations...3. 2...141 7. 02 Flexibility of wage determination...4. 4...115

7. 03 Hiring and firing practices...3. 2...119 7. 04 Redundancy costs, weeks of salary*..

*27.2.118 7. 05 Effect of taxation on incentives to work...3. 5...85 7. 06 Pay and productivity...

3. 1...128 7. 07 Reliance on professional management...3. 4...118 7. 08 Country capacity to retain talent...

2. 7...116 7. 09 Country capacity to attract talent...2. 3...131 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 3...125 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 7 Inadequate supply of infrastructure...1. 5 Inflation...

7. 01 Cooperation in labor-employer relations...5. 5...7 7. 02 Flexibility of wage determination...3. 5...135

7. 03 Hiring and firing practices...3. 1...123 7. 04 Redundancy costs, weeks of salary*..

*8. 7...26 7. 05 Effect of taxation on incentives to work...3. 7...62

7. 06 Pay and productivity...3. 7...94 7. 07 Reliance on professional management...6. 1...4

7. 08 Country capacity to retain talent...4. 8...13 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...5. 0...12 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 9 Tax regulations...4. 1 Inflation...1. 4

7. 01 Cooperation in labor-employer relations...5. 5...8 7. 02 Flexibility of wage determination...5. 8...14

7. 03 Hiring and firing practices...4. 1...58 7. 04 Redundancy costs, weeks of salary*..

*0. 0...1 7. 05 Effect of taxation on incentives to work...5. 0...12

7. 06 Pay and productivity...4. 6...21 7. 07 Reliance on professional management...6. 5...1

7. 08 Country capacity to retain talent...3. 7...52 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 9...17 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 1 Poor public health...2. 3 Policy instability...2. 1

7. 01 Cooperation in labor-employer relations...4. 3...67 7. 02 Flexibility of wage determination...4. 8...90

7. 03 Hiring and firing practices...4. 1...48 7. 04 Redundancy costs, weeks of salary*..

*14.9.69 7. 05 Effect of taxation on incentives to work...3. 2...107 7. 06 Pay and productivity...

4. 0...67 7. 07 Reliance on professional management...3. 4...123 7. 08 Country capacity to retain talent...

3. 1...89 7. 09 Country capacity to attract talent...3. 1...91 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 8...88 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 1 Crime and theft...2. 6 Tax regulations...

7. 01 Cooperation in labor-employer relations...4. 4...61 7. 02 Flexibility of wage determination...5. 5...35

7. 03 Hiring and firing practices...5. 2...7 7. 04 Redundancy costs, weeks of salary*..

*16.2.79 7. 05 Effect of taxation on incentives to work...4. 3...21 7. 06 Pay and productivity...

4. 2...51 7. 07 Reliance on professional management...4. 5...52 7. 08 Country capacity to retain talent...

3. 1...92 7. 09 Country capacity to attract talent...3. 8...47 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 3...48 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 9 Inadequately educated workforce...2. 5 Policy instability...

7. 01 Cooperation in labor-employer relations...5. 8...4 7. 02 Flexibility of wage determination...3. 7...133

7. 03 Hiring and firing practices...2. 8...132 7. 04 Redundancy costs, weeks of salary*..

*8. 7...26 7. 05 Effect of taxation on incentives to work...4. 2...29

7. 06 Pay and productivity...3. 7...92 7. 07 Reliance on professional management...6. 2...2

7. 08 Country capacity to retain talent...5. 6...5 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...5. 2...8 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...13.5 Inadequate supply of infrastructure...4. 9 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...5. 0...25 7. 02 Flexibility of wage determination...5. 6...27

7. 03 Hiring and firing practices...3. 6...91 7. 04 Redundancy costs, weeks of salary*..

*4. 3...8 7. 05 Effect of taxation on incentives to work...5. 8...6

7. 06 Pay and productivity...3. 9...70 7. 07 Reliance on professional management...4. 9...31

7. 08 Country capacity to retain talent...4. 5...21 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 3...49 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 3 Crime and theft...5. 6 Tax rates...4. 7

7. 01 Cooperation in labor-employer relations...3. 9...107 7. 02 Flexibility of wage determination...4. 6...103

7. 03 Hiring and firing practices...4. 1...49 7. 04 Redundancy costs, weeks of salary*..

*27.2.118 7. 05 Effect of taxation on incentives to work...3. 5...82 7. 06 Pay and productivity...

3. 8...86 7. 07 Reliance on professional management...3. 9...87 7. 08 Country capacity to retain talent...

3. 2...87 7. 09 Country capacity to attract talent...2. 7...110 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 4...122 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 9 Access to financing...6. 6 Crime and theft...

7. 01 Cooperation in labor-employer relations...4. 5...51 7. 02 Flexibility of wage determination...4. 6...106

7. 03 Hiring and firing practices...3. 7...85 7. 04 Redundancy costs, weeks of salary*..

*18.1.87 7. 05 Effect of taxation on incentives to work...4. 0...35 7. 06 Pay and productivity...

3. 5...101 7. 07 Reliance on professional management...3. 8...100 7. 08 Country capacity to retain talent...

4. 6...19 7. 09 Country capacity to attract talent...4. 9...13 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 3...47 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 4 Poor public health...2. 7 Tax regulations...2. 4

7. 01 Cooperation in labor-employer relations...4. 4...59 7. 02 Flexibility of wage determination...5. 5...32

7. 03 Hiring and firing practices...3. 4...110 7. 04 Redundancy costs, weeks of salary*..

*26.1.115 7. 05 Effect of taxation on incentives to work...4. 4...17 7. 06 Pay and productivity...

3. 5...109 7. 07 Reliance on professional management...3. 2...129 7. 08 Country capacity to retain talent...

3. 0...100 7. 09 Country capacity to attract talent...2. 7...111 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 7...105 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 7 Government instability/coups...1. 1 Poor public health...

7. 01 Cooperation in labor-employer relations...4. 3...64 7. 02 Flexibility of wage determination...5. 4...39

7. 03 Hiring and firing practices...2. 9...130 7. 04 Redundancy costs, weeks of salary*..

*11.4.49 7. 05 Effect of taxation on incentives to work...3. 2...104 7. 06 Pay and productivity...

3. 9...75 7. 07 Reliance on professional management...4. 5...54 7. 08 Country capacity to retain talent...

3. 9...41 7. 09 Country capacity to attract talent...3. 8...45 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 8...93 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 1 Insufficient capacity to innovate...2. 1 Foreign currency regulations...

7. 01 Cooperation in labor-employer relations...4. 9...29 7. 02 Flexibility of wage determination...4. 8...86

7. 03 Hiring and firing practices...3. 4...104 7. 04 Redundancy costs, weeks of salary*..

*27.4.124 7. 05 Effect of taxation on incentives to work...3. 9...47 7. 06 Pay and productivity...

4. 5...27 7. 07 Reliance on professional management...5. 0...29 7. 08 Country capacity to retain talent...

3. 5...60 7. 09 Country capacity to attract talent...3. 3...82 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 6...27 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 3 Poor public health...2. 0 Government instability/coups...

7. 01 Cooperation in labor-employer relations...4. 0...100 7. 02 Flexibility of wage determination...5. 6...29

7. 03 Hiring and firing practices...3. 4...112 7. 04 Redundancy costs, weeks of salary*..

*18.8.89 7. 05 Effect of taxation on incentives to work...3. 4...88 7. 06 Pay and productivity...

4. 1...53 7. 07 Reliance on professional management...4. 2...71 7. 08 Country capacity to retain talent...

2. 7...117 7. 09 Country capacity to attract talent...2. 5...124 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 0...72 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 1 Government instability/coups...0. 6 Inadequate supply of infrastructure...

7. 01 Cooperation in labor-employer relations...4. 3...65 7. 02 Flexibility of wage determination...4. 7...93

7. 03 Hiring and firing practices...3. 3...113 7. 04 Redundancy costs, weeks of salary*..

*23.1.108 7. 05 Effect of taxation on incentives to work...2. 8...131 7. 06 Pay and productivity...

3. 4...113 7. 07 Reliance on professional management...4. 2...73 7. 08 Country capacity to retain talent...

3. 1...91 7. 09 Country capacity to attract talent...3. 4...72 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 2...54 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 1 Inflation...2. 6 Crime and theft...2. 1

7. 01 Cooperation in labor-employer relations...4. 9...30 7. 02 Flexibility of wage determination...5. 7...19

7. 03 Hiring and firing practices...3. 6...94 7. 04 Redundancy costs, weeks of salary*..

*0. 0...1 7. 05 Effect of taxation on incentives to work...3. 1...112

7. 06 Pay and productivity...4. 6...22 7. 07 Reliance on professional management...5. 3...23

7. 08 Country capacity to retain talent...2. 9...106 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 9...16 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 6 Tax rates...4. 1 Foreign currency regulations...2. 3

7. 01 Cooperation in labor-employer relations...5. 7...5 7. 02 Flexibility of wage determination...6. 0...5

7. 03 Hiring and firing practices...5. 3...5 7. 04 Redundancy costs, weeks of salary*..

*23.2.110 7. 05 Effect of taxation on incentives to work...6. 3...2 7. 06 Pay and productivity...

5. 4...3 7. 07 Reliance on professional management...5. 6...16 7. 08 Country capacity to retain talent...

5. 8...2 7. 09 Country capacity to attract talent...5. 9...4 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...5. 3...6 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 0 Insufficient capacity to innovate...0. 5 Poor public health...

7. 01 Cooperation in labor-employer relations...3. 7...125 7. 02 Flexibility of wage determination...5. 0...68

7. 03 Hiring and firing practices...4. 1...57 7. 04 Redundancy costs, weeks of salary*..

*4. 0...7 7. 05 Effect of taxation on incentives to work...2. 5...140

7. 06 Pay and productivity...4. 0...66 7. 07 Reliance on professional management...3. 3...126

7. 08 Country capacity to retain talent...2. 5...128 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 6...111 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 8 Inadequate supply of infrastructure...4. 6 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...4. 1...89 7. 02 Flexibility of wage determination...5. 6...28

7. 03 Hiring and firing practices...4. 2...41 7. 04 Redundancy costs, weeks of salary*..

*17.3.83 7. 05 Effect of taxation on incentives to work...3. 0...115 7. 06 Pay and productivity...

4. 6...24 7. 07 Reliance on professional management...4. 0...85 7. 08 Country capacity to retain talent...

2. 9...103 7. 09 Country capacity to attract talent...3. 1...92 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 8...89 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...7. 5 Tax regulations...7. 2 Inflation...5. 3

7. 01 Cooperation in labor-employer relations...5. 0...24 7. 02 Flexibility of wage determination...5. 3...54

7. 03 Hiring and firing practices...4. 3...31 7. 04 Redundancy costs, weeks of salary*..

*13.0.56 7. 05 Effect of taxation on incentives to work...4. 5...16 7. 06 Pay and productivity...

4. 0...68 7. 07 Reliance on professional management...4. 8...35 7. 08 Country capacity to retain talent...

4. 3...27 7. 09 Country capacity to attract talent...4. 6...20 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 0...66 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 7 Inadequate supply of infrastructure...5. 3 Tax rates...

7. 01 Cooperation in labor-employer relations...4. 5...50 7. 02 Flexibility of wage determination...5. 8...13

7. 03 Hiring and firing practices...4. 1...54 7. 04 Redundancy costs, weeks of salary*..

*19.5.93 7. 05 Effect of taxation on incentives to work...4. 9...13 7. 06 Pay and productivity...

4. 5...25 7. 07 Reliance on professional management...4. 6...45 7. 08 Country capacity to retain talent...

4. 4...22 7. 09 Country capacity to attract talent...4. 7...17 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 1...60 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 2 Inflation...3. 5 Crime and theft...2. 9

7. 01 Cooperation in labor-employer relations...4. 4...57 7. 02 Flexibility of wage determination...4. 5...112

7. 03 Hiring and firing practices...4. 1...56 7. 04 Redundancy costs, weeks of salary*..

*13.7.64 7. 05 Effect of taxation on incentives to work...3. 9...44 7. 06 Pay and productivity...

3. 8...90 7. 07 Reliance on professional management...4. 1...81 7. 08 Country capacity to retain talent...

3. 4...77 7. 09 Country capacity to attract talent...3. 7...54 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 9...78 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 7 Inflation...3. 3 Inadequately educated workforce...3. 1

7. 01 Cooperation in labor-employer relations...3. 3...140 7. 02 Flexibility of wage determination...5. 4...45

7. 03 Hiring and firing practices...3. 3...115 7. 04 Redundancy costs, weeks of salary*..

*7. 7...22 7. 05 Effect of taxation on incentives to work...2. 6...136

7. 06 Pay and productivity...3. 4...116 7. 07 Reliance on professional management...3. 2...128

7. 08 Country capacity to retain talent...1. 8...141 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 1...134 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...15.1 Inadequately educated workforce...11.3 Inefficient government bureaucracy...8. 0

7. 01 Cooperation in labor-employer relations...4. 0...99 7. 02 Flexibility of wage determination...4. 9...83

7. 03 Hiring and firing practices...3. 6...88 7. 04 Redundancy costs, weeks of salary*..

*13.5.62 7. 05 Effect of taxation on incentives to work...3. 9...48 7. 06 Pay and productivity...

3. 5...102 7. 07 Reliance on professional management...4. 4...56 7. 08 Country capacity to retain talent...

3. 1...90 7. 09 Country capacity to attract talent...4. 0...31 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 0...67 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 0 Inflation...5. 7 Inefficient government bureaucracy...5. 4

7. 01 Cooperation in labor-employer relations...4. 1...84 7. 02 Flexibility of wage determination...5. 0...71

7. 03 Hiring and firing practices...4. 5...19 7. 04 Redundancy costs, weeks of salary*..

*78.3.141 7. 05 Effect of taxation on incentives to work...3. 8...54 7. 06 Pay and productivity...

3. 5...105 7. 07 Reliance on professional management...4. 2...70 7. 08 Country capacity to retain talent...

2. 5...124 7. 09 Country capacity to attract talent...3. 3...86 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 6...107 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 6 Access to financing...5. 0 Tax rates...4. 7

7. 01 Cooperation in labor-employer relations...6. 1...2 7. 02 Flexibility of wage determination...6. 0...7

7. 03 Hiring and firing practices...5. 4...3 7. 04 Redundancy costs, weeks of salary*..

*3. 0...6 7. 05 Effect of taxation on incentives to work...6. 0...4

7. 06 Pay and productivity...5. 3...4 7. 07 Reliance on professional management...6. 0...6

7. 08 Country capacity to retain talent...5. 2...8 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...5. 3...7 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 0 Insufficient capacity to innovate...1. 8 Poor public health...

7. 01 Cooperation in labor-employer relations...4. 0...105 7. 02 Flexibility of wage determination...4. 6...102

7. 03 Hiring and firing practices...2. 9...131 7. 04 Redundancy costs, weeks of salary*..

*18.8.89 7. 05 Effect of taxation on incentives to work...2. 9...119 7. 06 Pay and productivity...

4. 4...32 7. 07 Reliance on professional management...4. 2...74 7. 08 Country capacity to retain talent...

2. 4...130 7. 09 Country capacity to attract talent...2. 6...117 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 8...90 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 9 Policy instability...4. 7 Government instability/coups...

7. 01 Cooperation in labor-employer relations...3. 7...121 7. 02 Flexibility of wage determination...3. 9...127

7. 03 Hiring and firing practices...2. 4...140 7. 04 Redundancy costs, weeks of salary*..

*10.7.46 7. 05 Effect of taxation on incentives to work...2. 5...137 7. 06 Pay and productivity...

3. 5...108 7. 07 Reliance on professional management...3. 8...92 7. 08 Country capacity to retain talent...

2. 9...109 7. 09 Country capacity to attract talent...2. 5...120 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 7...98 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...5. 2 Insufficient capacity to innovate...3. 0 Crime and theft...

7. 01 Cooperation in labor-employer relations...2. 5...144 7. 02 Flexibility of wage determination...2. 7...139

7. 03 Hiring and firing practices...2. 1...143 7. 04 Redundancy costs, weeks of salary*..

*9. 3...33 7. 05 Effect of taxation on incentives to work...4. 5...15

7. 06 Pay and productivity...2. 7...136 7. 07 Reliance on professional management...5. 5...21

7. 08 Country capacity to retain talent...3. 7...50 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 9...18 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 9 Inadequately educated workforce...2. 5 Policy instability...

7. 01 Cooperation in labor-employer relations...4. 1...93 7. 02 Flexibility of wage determination...4. 2...117

7. 03 Hiring and firing practices...3. 3...116 7. 04 Redundancy costs, weeks of salary*..

*17.4.86 7. 05 Effect of taxation on incentives to work...2. 8...130 7. 06 Pay and productivity...

3. 2...127 7. 07 Reliance on professional management...4. 3...59 7. 08 Country capacity to retain talent...

2. 9...107 7. 09 Country capacity to attract talent...2. 8...103 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 7...96 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...7. 0 Policy instability...6. 7 Inadequate supply of infrastructure...

7. 01 Cooperation in labor-employer relations...4. 7...39 7. 02 Flexibility of wage determination...5. 4...41

7. 03 Hiring and firing practices...3. 0...124 7. 04 Redundancy costs, weeks of salary*..

*58.5.140 7. 05 Effect of taxation on incentives to work...3. 9...50 7. 06 Pay and productivity...

4. 4...37 7. 07 Reliance on professional management...4. 8...32 7. 08 Country capacity to retain talent...

2. 9...108 7. 09 Country capacity to attract talent...2. 5...122 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 1...56 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...7. 0 Insufficient capacity to innovate...6. 7 Inflation...

7. 01 Cooperation in labor-employer relations...3. 7...122 7. 02 Flexibility of wage determination...5. 0...72

7. 03 Hiring and firing practices...3. 0...126 7. 04 Redundancy costs, weeks of salary*..

*8. 8...32 7. 05 Effect of taxation on incentives to work...3. 5...83

7. 06 Pay and productivity...3. 3...120 7. 07 Reliance on professional management...3. 7...104

7. 08 Country capacity to retain talent...2. 8...112 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 7...101 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 8 Restrictive labor regulations...3. 8 Tax regulations...

7. 01 Cooperation in labor-employer relations...4. 3...72 7. 02 Flexibility of wage determination...4. 5...109

7. 03 Hiring and firing practices...3. 8...81 7. 04 Redundancy costs, weeks of salary*..

*14.6.67 7. 05 Effect of taxation on incentives to work...3. 6...69 7. 06 Pay and productivity...

3. 7...93 7. 07 Reliance on professional management...4. 3...62 7. 08 Country capacity to retain talent...

2. 8...114 7. 09 Country capacity to attract talent...3. 2...87 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 9...79 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 5 Foreign currency regulations...2. 7 Policy instability...

7. 01 Cooperation in labor-employer relations...5. 4...17 7. 02 Flexibility of wage determination...3. 6...134

7. 03 Hiring and firing practices...3. 5...100 7. 04 Redundancy costs, weeks of salary*..

*14.4.66 7. 05 Effect of taxation on incentives to work...4. 2...30 7. 06 Pay and productivity...

3. 8...88 7. 07 Reliance on professional management...5. 9...9 7. 08 Country capacity to retain talent...

4. 8...17 7. 09 Country capacity to attract talent...4. 3...26 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...5. 1...10 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 2 Foreign currency regulations...2. 7 Inadequate supply of infrastructure...

7. 01 Cooperation in labor-employer relations...6. 2...1 7. 02 Flexibility of wage determination...5. 7...15

7. 03 Hiring and firing practices...5. 7...2 7. 04 Redundancy costs, weeks of salary*..

*10.1.38 7. 05 Effect of taxation on incentives to work...5. 1...11 7. 06 Pay and productivity...

5. 3...5 7. 07 Reliance on professional management...5. 9...7 7. 08 Country capacity to retain talent...

5. 8...1 7. 09 Country capacity to attract talent...6. 1...1 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...5. 7...1 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 3 Crime and theft...0. 2 Poor public health...

7. 01 Cooperation in labor-employer relations...5. 1...23 7. 02 Flexibility of wage determination...5. 5...31

7. 03 Hiring and firing practices...4. 4...21 7. 04 Redundancy costs, weeks of salary*..

*22.6.105 7. 05 Effect of taxation on incentives to work...3. 9...49 7. 06 Pay and productivity...

5. 1...7 7. 07 Reliance on professional management...5. 3...24 7. 08 Country capacity to retain talent...

3. 8...46 7. 09 Country capacity to attract talent...3. 5...65 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 4...41 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 4 Restrictive labor regulations...3. 3 Inadequately educated workforce...

7. 01 Cooperation in labor-employer relations...4. 5...54 7. 02 Flexibility of wage determination...4. 8...89

7. 03 Hiring and firing practices...4. 1...45 7. 04 Redundancy costs, weeks of salary*..

*15.5.74 7. 05 Effect of taxation on incentives to work...3. 2...109 7. 06 Pay and productivity...

4. 4...38 7. 07 Reliance on professional management...3. 5...116 7. 08 Country capacity to retain talent...

3. 5...62 7. 09 Country capacity to attract talent...3. 5...68 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 7...103 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 7 Crime and theft...2. 8 Insufficient capacity to innovate...

7. 01 Cooperation in labor-employer relations...3. 8...117 7. 02 Flexibility of wage determination...4. 6...105

7. 03 Hiring and firing practices...3. 9...73 7. 04 Redundancy costs, weeks of salary*..

*9. 3...33 7. 05 Effect of taxation on incentives to work...3. 2...105

7. 06 Pay and productivity...3. 3...122 7. 07 Reliance on professional management...3. 7...106

7. 08 Country capacity to retain talent...3. 0...98 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 5...116 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...3. 7 Access to financing...3. 4 Tax rates...2. 6

7. 01 Cooperation in labor-employer relations...4. 9...32 7. 02 Flexibility of wage determination...4. 3...116

7. 03 Hiring and firing practices...4. 4...23 7. 04 Redundancy costs, weeks of salary*..

*36.0.133 7. 05 Effect of taxation on incentives to work...3. 8...60 7. 06 Pay and productivity...

4. 2...50 7. 07 Reliance on professional management...4. 5...51 7. 08 Country capacity to retain talent...

4. 1...33 7. 09 Country capacity to attract talent...3. 9...36 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 4...37 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...14.8 Corruption...14.2 Inefficient government bureaucracy...13.3 Inadequately educated workforce...

7. 01 Cooperation in labor-employer relations...3. 9...110 7. 02 Flexibility of wage determination...4. 5...110

7. 03 Hiring and firing practices...3. 4...107 7. 04 Redundancy costs, weeks of salary*..

*4. 3...8 7. 05 Effect of taxation on incentives to work...3. 8...59

7. 06 Pay and productivity...3. 7...91 7. 07 Reliance on professional management...3. 2...130

7. 08 Country capacity to retain talent...3. 6...58 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 0...136 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...17.9 Crime and theft...15.5 Access to financing...6. 8

7. 01 Cooperation in labor-employer relations...3. 5...133 7. 02 Flexibility of wage determination...4. 6...100

7. 03 Hiring and firing practices...3. 7...83 7. 04 Redundancy costs, weeks of salary*..

*20.5.96 7. 05 Effect of taxation on incentives to work...4. 3...22 7. 06 Pay and productivity...

3. 3...124 7. 07 Reliance on professional management...4. 3...61 7. 08 Country capacity to retain talent...

3. 4...75 7. 09 Country capacity to attract talent...3. 8...48 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 2...51 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 4 Government instability/coups...5. 4 Tax regulations...

7. 01 Cooperation in labor-employer relations...3. 8...118 7. 02 Flexibility of wage determination...4. 2...119

7. 03 Hiring and firing practices...3. 5...97 7. 04 Redundancy costs, weeks of salary*..

*12.1.52 7. 05 Effect of taxation on incentives to work...3. 6...71 7. 06 Pay and productivity...

3. 6...97 7. 07 Reliance on professional management...3. 8...94 7. 08 Country capacity to retain talent...

3. 0...95 7. 09 Country capacity to attract talent...2. 8...104 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 7...99 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 2 Poor public health...1. 0 Crime and theft...

7. 01 Cooperation in labor-employer relations...4. 0...96 7. 02 Flexibility of wage determination...5. 3...49

7. 03 Hiring and firing practices...3. 9...67 7. 04 Redundancy costs, weeks of salary*..

*29.8.128 7. 05 Effect of taxation on incentives to work...3. 3...98 7. 06 Pay and productivity...

3. 8...81 7. 07 Reliance on professional management...4. 3...63 7. 08 Country capacity to retain talent...

3. 2...86 7. 09 Country capacity to attract talent...2. 9...100 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 8...91 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 1 Tax regulations...3. 2 Crime and theft...

7. 01 Cooperation in labor-employer relations...4. 1...91 7. 02 Flexibility of wage determination...6. 2...2

7. 03 Hiring and firing practices...4. 9...10 7. 04 Redundancy costs, weeks of salary*..

*8. 7...26 7. 05 Effect of taxation on incentives to work...3. 6...74

7. 06 Pay and productivity...3. 2...126 7. 07 Reliance on professional management...3. 9...88

7. 08 Country capacity to retain talent...2. 8...113 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 6...110 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...0. 6 Ukraine Ukraine Commonwealth of independent states Factor driven Efficiency driven

7. 01 Cooperation in labor-employer relations...3. 8...119 7. 02 Flexibility of wage determination...4. 9...77

7. 03 Hiring and firing practices...3. 9...64 7. 04 Redundancy costs, weeks of salary*..

*13.0.57 7. 05 Effect of taxation on incentives to work...2. 6...135 7. 06 Pay and productivity...

4. 5...31 7. 07 Reliance on professional management...3. 5...115 7. 08 Country capacity to retain talent...

2. 3...132 7. 09 Country capacity to attract talent...2. 3...130 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 8...92 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...7. 9 Insufficient capacity to innovate...5. 0 Inefficient government bureaucracy...

7. 01 Cooperation in labor-employer relations...5. 5...10 7. 02 Flexibility of wage determination...6. 1...3

7. 03 Hiring and firing practices...5. 1...8 7. 04 Redundancy costs, weeks of salary*..

*4. 3...8 7. 05 Effect of taxation on incentives to work...6. 2...3

7. 06 Pay and productivity...5. 2...6 7. 07 Reliance on professional management...5. 5...20

7. 08 Country capacity to retain talent...5. 5...6 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...5. 1...11 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 1 Restrictive labor regulations...6. 1 Inflation...1. 4

7. 01 Cooperation in labor-employer relations...5. 1...22 7. 02 Flexibility of wage determination...5. 8...10

7. 03 Hiring and firing practices...4. 5...20 7. 04 Redundancy costs, weeks of salary*..

*8. 5...25 7. 05 Effect of taxation on incentives to work...4. 1...33

7. 06 Pay and productivity...4. 7...17 7. 07 Reliance on professional management...5. 8...10

7. 08 Country capacity to retain talent...5. 0...11 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...4. 7...23 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...7. 9 Inadequately educated workforce...7. 8 Policy instability...

7. 01 Cooperation in labor-employer relations...4. 7...43 7. 02 Flexibility of wage determination...5. 6...24

7. 03 Hiring and firing practices...4. 9...11 7. 04 Redundancy costs, weeks of salary*..

*0. 0...1 7. 05 Effect of taxation on incentives to work...4. 0...37

7. 06 Pay and productivity...4. 8...10 7. 07 Reliance on professional management...5. 7...12

7. 08 Country capacity to retain talent...5. 7...3 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...5. 0...14 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...4. 9 Insufficient capacity to innovate...4. 7 Tax regulations...

7. 01 Cooperation in labor-employer relations...3. 4...139 7. 02 Flexibility of wage determination...2. 4...144

7. 03 Hiring and firing practices...2. 9...127 7. 04 Redundancy costs, weeks of salary*..

*20.8.98 7. 05 Effect of taxation on incentives to work...2. 9...120 7. 06 Pay and productivity...

2. 3...144 7. 07 Reliance on professional management...4. 0...82 7. 08 Country capacity to retain talent...

3. 3...83 7. 09 Country capacity to attract talent...2. 7...106 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 9...80 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...1. 5 Access to financing...0. 9 Tax rates...0. 7

7. 01 Cooperation in labor-employer relations...2. 9...143 7. 02 Flexibility of wage determination...3. 7...131

7. 03 Hiring and firing practices...1. 4...144 7. 04 Redundancy costs, weeks of salary*..

*not possible...143 7. 05 Effect of taxation on incentives to work...3. 1...114

7. 06 Pay and productivity...2. 6...138 7. 07 Reliance on professional management...4. 3...67

7. 08 Country capacity to retain talent...1. 8...143 7. 09 Country capacity to attract talent...

5. 08 Extent of staff training...3. 3...124 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...6. 7 Inefficient government bureaucracy...5. 8 Inflation...5. 6

7. 01 Cooperation in labor-employer relations...4. 2...79 7. 02 Flexibility of wage determination...5. 1...60

7. 03 Hiring and firing practices...3. 9...65 7. 04 Redundancy costs, weeks of salary*..

*24.6.112 7. 05 Effect of taxation on incentives to work...3. 4...86 7. 06 Pay and productivity...

4. 6...23 7. 07 Reliance on professional management...3. 5...117 7. 08 Country capacity to retain talent...

3. 2...84 7. 09 Country capacity to attract talent...3. 4...74 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 9...85 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...2. 5 Tax regulations...2. 5 Inflation...1. 4

7. 01 Cooperation in labor-employer relations...4. 0...98 7. 02 Flexibility of wage determination...5. 8...11

7. 03 Hiring and firing practices...3. 8...77 7. 04 Redundancy costs, weeks of salary*..

*27.4.120 7. 05 Effect of taxation on incentives to work...2. 8...127 7. 06 Pay and productivity...

3. 6...98 7. 07 Reliance on professional management...3. 1...133 7. 08 Country capacity to retain talent...

1. 9...139 7. 09 Country capacity to attract talent...2. 0...137 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 2...132 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...9. 1 Inadequate supply of infrastructure...8. 6 Inefficient government bureaucracy...

7. 01 Cooperation in labor-employer relations...4. 4...60 7. 02 Flexibility of wage determination...5. 1...63

7. 03 Hiring and firing practices...4. 5...16 7. 04 Redundancy costs, weeks of salary*..

*50.6.138 7. 05 Effect of taxation on incentives to work...4. 2...26 7. 06 Pay and productivity...

3. 6...96 7. 07 Reliance on professional management...4. 7...38 7. 08 Country capacity to retain talent...

3. 4...67 7. 09 Country capacity to attract talent...3. 9...43 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...4. 1...63 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Poor work ethic in national labor force...0. 7 Crime and theft...0. 3 Poor public health...

7. 01 Cooperation in labor-employer relations...3. 9...112 7. 02 Flexibility of wage determination...2. 6...141

7. 03 Hiring and firing practices...2. 2...142 7. 04 Redundancy costs, weeks of salary*..

*82.3.142 7. 05 Effect of taxation on incentives to work...3. 3...101 7. 06 Pay and productivity...

2. 3...143 7. 07 Reliance on professional management...4. 7...41 7. 08 Country capacity to retain talent...

2. 7...120 7. 09 Country capacity to attract talent...2. 8...102 7. 10 Women in labor force, ratio to men*..

5. 08 Extent of staff training...3. 9...84 6th pillar: Goods market efficiency 6. 01 Intensity of local competition...

Economic Forum†s Executive Opinion Survey (the Survey have represented country scores by blue-colored bar

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

5. 08 Extent of staff training...463 Pillar 6: Goods market efficiency...465 6. 01 Intensity of local competition...

7. 01 Cooperation in labor-employer relations...484 7. 02 Flexibility of wage determination...485 7. 03 Hiring and firing practices...

486 7. 04 Redundancy costs...487 7. 05 Effect of taxation on incentives to work...

488 7. 06 Pay and productivity...489 7. 07 Reliance on professional management...490 7. 08 Country capacity to retain talent...

491 7. 09 Country capacity to attract talent...492 7. 10 Female participation in the labor force...

493 Pillar 8: Financial market development...495 8. 01 Availability of financial services...496 8. 02 Affordability of financial services...

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

Average score across the five components of the following Executive Opinion Survey question: In your country, how common is it for firms to make undocumented extra

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

absenteeism, recruitment and training expenses, revenues? 1=a serious impact; 7=no impact at all 2013†14 weighted average

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

absenteeism, recruitment and training expenses, revenues? 1=a serious impact; 7=no impact at all 2013†14 weighted average

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

absenteeism, recruitment and training expenses, revenues? 1=a serious impact; 7=no impact at all 2013†14 weighted average

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

5. 08 Extent of staff training In your country, to what extent do companies invest in training and employee development?

1=not at all; 7=to a great extent 2013†14 weighted average SOURCE: World Economic Forum, Executive Opinion Survey.

For more details, refer to Chapter 1. 3 of this Report 2. 2: Data Tables

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

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7. 01 Cooperation in labor-employer relations In your country, how would you characterize labor-employer relations?

1=generally confrontational; 7=generally cooperative 2013†14 weighted average SOURCE: World Economic Forum, Executive Opinion Survey.

For more details, refer to Chapter 1. 3 of this Report 2. 2: Data Tables

7. 02 Flexibility of wage determination In your country, how are wages generally set? 1=by a centralized bargaining process;

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

7. 03 Hiring and firing practices In your country, how would you characterize the hiring and firing of workers?

1=heavily impeded by regulations; 7=extremely flexible 2013†14 weighted average SOURCE: World Economic Forum, Executive Opinion Survey.

For more details, refer to Chapter 1. 3 of this Report 2. 2: Data Tables

7. 04 Redundancy costs Redundancy costs in weeks of salary 2013 SOURCES: World bank/International finance corporation, Doing Business 2014:

Understanding Regulations for Small and Medium-Size Enterprises; World Economic Forum†s calculations 2. 2:

7. 05 Effect of taxation on incentives to work In your country, to what extent do taxes reduce the incentive to work?

1=significantly reduce the incentive to work; 7=do not reduce incentive to work at all 2013†14

weighted average SOURCE: World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

2. 2: Data Tables 488 The Global Competitiveness Report 2014†2015  2014 World Economic Forum

In your country, to what extent is pay related to worker productivity? 1=not related to worker productivity; 7=strongly related to worker productivity 2013†14

weighted average SOURCE: World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

2. 2: Data Tables The Global Competitiveness Report 2014†2015 489  2014 World Economic Forum

RANK COUNTRY/ECONOMY VALUE 1 MEAN 4. 2 7 1 New zealand...6. 5 2 Norway...

In your country, who holds senior management positions? 1=usually relatives or friends without regard to merit;

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

1=the best and brightest leave to pursue opportunities in other countries; 7=the best and brightest stay and pursue

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

International labour organization, Key Indicators of the Labour markets, 8th Edition; national sources 2. 2: Data Tables The Global Competitiveness Report 2014†2015 493

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

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1=not willing at all†senior management takes all important decisions; 7 =very willing†authority is delegated mostly to business unit heads and other lower-level managers 2013†14 weighted average

World Economic Forum, Executive Opinion Survey. For more details, refer to Chapter 1. 3 of this Report

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indicators derived from the Executive Opinion Survey the Survey), the full question and associated answers

World Economic Forum, Executive Opinion Survey Technical Notes and Sources 1. 02 Intellectual property protection

World Economic Forum, Executive Opinion Survey 1. 03 Diversion of public funds In your country, how common is diversion of public funds

World Economic Forum, Executive Opinion Survey 1. 04 Public trust in politicians In your country, how would you rate the ethical standards of

World Economic Forum, Executive Opinion Survey 1. 05 Irregular payments and bribes Average score across the five components of the following

World Economic Forum, Executive Opinion Survey 1. 06 Judicial independence In your country, to what extent is the judiciary independent

World Economic Forum, Executive Opinion Survey 1. 07 Favoritism in decisions of government officials In your country, to what extent do government officials show

World Economic Forum, Executive Opinion Survey 1. 08 Wastefulness of government spending In your country, how efficiently does the government spend

World Economic Forum, Executive Opinion Survey  2014 World Economic Forum Technical Notes and Sources

World Economic Forum, Executive Opinion Survey 1. 10 Efficiency of legal framework in settling disputes

World Economic Forum, Executive Opinion Survey 1. 11 Efficiency of legal framework in challenging regulations

World Economic Forum, Executive Opinion Survey 1. 12 Transparency of government policymaking In your country, how easy is it for businesses to obtain

World Economic Forum, Executive Opinion Survey 1. 13 Business costs of terrorism In your country, to what extent does the threat of terrorism

World Economic Forum, Executive Opinion Survey 1. 14 Business costs of crime and violence In your country, to what extent does the incidence of crime

World Economic Forum, Executive Opinion Survey 1. 15 Organized crime In your country, to what extent does organized crime

World Economic Forum, Executive Opinion Survey 1. 16 Reliability of police services In your country, to what extent can police services be relied

World Economic Forum, Executive Opinion Survey 1. 17 Ethical behavior of firms In your country, how would you rate the corporate ethics of

World Economic Forum, Executive Opinion Survey 1. 18 Strength of auditing and reporting standards In your country, how strong are financial auditing and

World Economic Forum, Executive Opinion Survey 1. 19 Efficacy of corporate boards In your country, how would you characterize corporate

World Economic Forum, Executive Opinion Survey 1. 20 Protection of minority shareholders†interests In your country, to what extent are the interests of minority

World Economic Forum, Executive Opinion Survey 1. 21 Strength of investor protection Strength of Investor Protection Index on a 0†10 (best) scale

World Economic Forum, Executive Opinion Survey 2. 02 Quality of roads In your country, how would you assess the quality of roads

World Economic Forum, Executive Opinion Survey 2. 03 Quality of railroad infrastructure In your country, how would you assess the quality of the

World Economic Forum, Executive Opinion Survey 2. 04 Quality of port infrastructure In your country, how would you assess the quality of seaports

World Economic Forum, Executive Opinion Survey  2014 World Economic Forum Technical Notes and Sources

World Economic Forum, Executive Opinion Survey 2. 06 Available airline seat kilometers Airline seat kilometers (in millions) available on all flights

World Economic Forum, Executive Opinion Survey 2. 08 Mobile telephone subscriptions Number of mobile telephone subscriptions per 100 population

derivatives, and employee stock options. For Australia, Belgium Canada, Hong kong SAR, Iceland, New zealand, and Sweden government debt coverage also includes insurance technical

medical and funeral expenses, productivity and absenteeism recruitment and training expenses, revenues? 1=a serious

impact; 7=no impact at all 2013†14 weighted average This indicator does not apply to economies considered free

World Economic Forum, Executive Opinion Survey 4. 03 Tuberculosis incidence Estimated number of tuberculosis cases per 100,000

medical and funeral expenses, productivity and absenteeism recruitment and training expenses, revenues? 1=a serious

impact; 7=no impact at all 2013†14 weighted average Source: World Economic Forum, Executive Opinion Survey

4. 05 HIV prevalence HIV prevalence as a percentage of adults aged 15†49 years

medical and funeral expenses, productivity and absenteeism recruitment and training expenses, revenues? 1=a serious

impact; 7=no impact at all 2013†14 weighted average Source: World Economic Forum, Executive Opinion Survey

4. 07 Infant mortality Infant (children aged 0†12 months) mortality per 1, 000 live births 2013

World Economic Forum, Executive Opinion Survey 4. 10 Primary education enrollment rate Net primary education enrollment rate 2012

World Economic Forum, Executive Opinion Survey 5. 04 Quality of math and science education In your country, how would you assess the quality of math

World Economic Forum, Executive Opinion Survey 5. 05 Quality of management schools In your country, how would you assess the quality of business

World Economic Forum, Executive Opinion Survey 5. 06 Internet access in schools In your country, how widespread is Internet access in schools

World Economic Forum, Executive Opinion Survey 5. 07 Local availability of specialized research and training

World Economic Forum, Executive Opinion Survey 5. 08 Extent of staff training In your country, to what extent do companies invest in training

and employee development? 1=not at all; 7=to a great extent 2013†14 weighted average Source:

World Economic Forum, Executive Opinion Survey Pillar 6: Goods market efficiency 6. 01 Intensity of local competition

In your country, how intense is competition in the local markets? 1=not intense at all;

World Economic Forum, Executive Opinion Survey 6. 02 Extent of market dominance In your country, how would you characterize corporate activity

World Economic Forum, Executive Opinion Survey 6. 03 Effectiveness of antimonopoly policy In your country, to what extent does antimonopoly policy

World Economic Forum, Executive Opinion Survey 6. 04 Effect of taxation on incentives to invest

World Economic Forum, Executive Opinion Survey 6. 05 Total tax rate This indicator is a combination of profit tax(%of profits

contributions and labor taxes paid by the employer, property taxes, turnover taxes, and other small taxes.

World Economic Forum, Executive Opinion Survey 6. 09 Prevalence of trade barriers In your country, to what extent do non-tariff barriers

World Economic Forum, Executive Opinion Survey 6. 10 Trade tariffs Trade-weighted average tariff rate 2013

World Economic Forum, Executive Opinion Survey 6. 12 Business impact of rules on FDI In your country, to what extent do rules and regulations

World Economic Forum, Executive Opinion Survey 6. 13 Burden of customs procedures In your country, how efficient are the customs procedures

World Economic Forum, Executive Opinion Survey 6. 14 Imports as a percentage of GDP Imports of goods and services as a percentage of gross

World Economic Forum, Executive Opinion Survey 6. 16 Buyer sophistication In your country, how do buyers make purchasing decisions

World Economic Forum, Executive Opinion Survey Pillar 7: Labor market efficiency 7. 01 Cooperation in labor-employer relations

In your country, how would you characterize labor-employer relations? 1=generally confrontational; 7=generally

cooperative 2013†14 weighted average Source: World Economic Forum, Executive Opinion Survey 7. 02 Flexibility of wage determination

In your country, how are wages generally set 1=by a centralized bargaining process; 7=by each individual

company 2013†14 weighted average Source: World Economic Forum, Executive Opinion Survey 7. 03 Hiring and firing practices

In your country, how would you characterize the hiring and firing of workers? 1=heavily impeded by regulations

7=extremely flexible 2013†14 weighted average Source: World Economic Forum, Executive Opinion Survey 7. 04 Redundancy costs

Redundancy costs in weeks of salary 2013 This indicator estimates the cost of advance notice requirements

severance payments, and penalties due when terminating a redundant worker, expressed in weekly wages. For more details

about the methodology employed and the assumptions made to compute this indicator, visit http://www. doingbusiness. org

/methodologysurveys /Sources: World bank/International finance corporation, Doing Business 2014: Understanding Regulations for Small and Medium-Size Enterprises;

World Economic Forum†s calculations 7. 05 Effect of taxation on incentives to work In your country, to what extent do taxes reduce the incentive to

work? 1=significantly reduce the incentive to work; 7=do not reduce incentive to work at all 2013†14 weighted average

Source: World Economic Forum, Executive Opinion Survey 7. 06 Pay and productivity In your country, to what extent is pay related to worker

productivity? 1=not related to worker productivity 7=strongly related to worker productivity 2013†14 weighted average

Source: World Economic Forum, Executive Opinion Survey 7. 07 Reliance on professional management In your country, who holds senior management positions

1=usually relatives or friends without regard to merit 7=mostly professional managers chosen for merit and

qualifications 2013†14 weighted average Source: World Economic Forum, Executive Opinion Survey 7. 08 Country capacity to retain talent

Does your country retain talented people? 1=the best and brightest leave to pursue opportunities in other countries

7=the best and brightest stay and pursue opportunities in the country 2013†14 weighted average

Source: World Economic Forum, Executive Opinion Survey For more details, refer to Chapter 1. 3 of this Report

 2014 World Economic Forum Technical Notes and Sources The Global Competitiveness Report 2014†2015 543

7. 09 Country capacity to attract talent Does your country attract talented people from abroad

World Economic Forum, Executive Opinion Survey 7. 10 Female participation in the labor force Ratio of women to men in the labor force 2012

Labour markets, 8th Edition; national sources Pillar 8: Financial market development 8. 01 Availability of financial services

World Economic Forum, Executive Opinion Survey 8. 02 Affordability of financial services In your country, to what extent are financial services affordable

World Economic Forum, Executive Opinion Survey 8. 03 Financing through local equity market In your country, how easy is it for companies to raise money

World Economic Forum, Executive Opinion Survey 8. 04 Ease of access to loans In your country, how easy is it to obtain a bank loan with only

World Economic Forum, Executive Opinion Survey 8. 05 Venture capital availability In your country, how easy is it for entrepreneurs with innovative

World Economic Forum, Executive Opinion Survey 8. 06 Soundness of banks In your country, how would you assess the soundness of

World Economic Forum, Executive Opinion Survey 8. 07 Regulation of securities exchanges In your country, how effective are the regulation and

World Economic Forum, Executive Opinion Survey 8. 08 Legal rights index Degree of legal protection of borrowers†and lenders†rights on

World Economic Forum, Executive Opinion Survey 9. 02 Firm-level technology absorption In your country, to what extent do businesses adopt new

World Economic Forum, Executive Opinion Survey 9. 03 FDI and technology transfer To what extent does foreign direct investment (FDI) bring new

World Economic Forum, Executive Opinion Survey 9. 04 Internet users Percentage of individuals using the Internet 2013

World Economic Forum, Executive Opinion Survey 11.02 Local supplier quality In your country, how would you assess the quality of local

World Economic Forum, Executive Opinion Survey 11.03 State of cluster development In your country, how widespread are developed well and

World Economic Forum, Executive Opinion Survey 11.04 Nature of competitive advantage What is the competitive advantage of your country†s

World Economic Forum, Executive Opinion Survey 11.05 Value chain breadth In your country, do companies have a narrow or broad

World Economic Forum, Executive Opinion Survey 11.06 Control of international distribution To what extent are international distribution and marketing from

World Economic Forum, Executive Opinion Survey 11.07 Production process sophistication In your country, how sophisticated are production processes

World Economic Forum, Executive Opinion Survey 11.08 Extent of marketing In your country, to what extent do companies use sophisticated

World Economic Forum, Executive Opinion Survey 11.09 Willingness to delegate authority In your country, how do you assess the willingness to delegate

World Economic Forum, Executive Opinion Survey Pillar 12: Innovation 12.01 Capacity for innovation In your country, to what extent do companies have the

World Economic Forum, Executive Opinion Survey  2014 World Economic Forum Technical Notes and Sources

World Economic Forum, Executive Opinion Survey 12.03 Company spending on R&d In your country, to what extent do companies spend on

World Economic Forum, Executive Opinion Survey 12.04 University-industry collaboration in R&d In your country, to what extent do business and universities

World Economic Forum, Executive Opinion Survey 12.05 Government procurement of advanced technology products In your country, to what extent do government purchasing

World Economic Forum, Executive Opinion Survey 12.06 Availability of scientists and engineers In your country, to what extent are scientists and engineers

World Economic Forum, Executive Opinion Survey 12.07 PCT patent applications Number of applications filed under the Patent Cooperation

the team and works closely with the Forum†s media team in conveying the findings of the various competitiveness

He works on the development and computation of a range of indexes and on the analysis of data for the elaboration of various

She also works on the World Economic Forum†s Global Risks report. Prior to joining the Forum,

built relationships with C-suite executives of partner companies; and oversaw the operation-management responsibilities of a team of coordinators.

He is a consultant on growth and competitiveness for a number of countries, international institutions, and

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