Gay Cruzing Spots In Mumbai

DISPOSABLE

Ens

have arrived Aquest fet interessant article publicat a La Vanguardia reproduïm here i pel seu that interest.

La Vanguardia, in its section Opinión.DEBATE.

economic crisis / - Rafael Andreu and Josema. ª Rosanas R. Andreu and JM ª ROSANA, IESE professor, University of Navarra

An article in BusinessWeek ("The disposable worker") describes how many companies respond to the recession trying to eliminate fixed costs and make large numbers of temporary jobs . The proportion of people on the payroll down rapidly and the price of temporary employment grows.

Experts say the trend is unstoppable and irreversible: that of a steady job for life has no meaning, you have to go to market and sell your skills or talents there for which there is demand. After each home. However, the return home until the next round of market has no place in the same conditions for both sides. In the short term, the company will more satisfied than the other. A long, both parties will lose out.

Why? There are obvious areas, with uncertainty about whether one will or will not work tomorrow or next week's career employee is an anxiety. Lower quality of life, motivation and commitment (s), firm (s) with (s) to work. Companies achieve flexibility: they can adjust their workforce to the needs of the moment, getting rid of a fixed cost more annoying than ever in these times.

But there is another, more substantive, that should set off alarms: in this way, we lose that traditionally called loyalty. According to Professor Cappelli, Wharton, this concept has been lost forever. Bad thing: loyalty is based on trust between employer and employee, and makes learning this is something natural that eventually leads to knowledge that enhances the competitiveness of the company when it is distinctive and characteristic of their culture.

Without loyalty companies will be less competitive. Be more than plenty, and their contribution will have less value: it will not lead to much needed long-term competitiveness. Perhaps short: set the templates reduces the cost, but it's so myopic ... We need new knowledge, differentiated and competitive, requiring focused learning and idiosyncratic in the company. And that is not achieved with disposable employees, because by nature people are not usable or disposable. Let's see if we apply the story.