The flexible schedule at work is a practice still little used, at least here. Though in many European Union countries flexible working hours have become a reality, in Italy the traditional eight hours from Monday to Friday continues to be the type most commonly used time management.
not just enter and exit the job with flexible hours and earn overtime for more Holiday Alps are common, but in many countries may take part-time even without waiting for a baby, can accumulate hours and then take advantage of whole days off, reaching even to be holders of a mountain from time manage in a period that spans the entire professional life.
The European Company Survey of Eurofound, namely the European Foundation for the Improvement of Working Conditions, conducted a survey that involved over 27 thousand companies in 30 different countries and the picture that has emerged is that 56 percent of enterprises in the EU-27, offers employees a minimum form of hourly flexibility. But in our country, the figure fell far below 50% and only 15% of companies give the option of taking the day off. Italy and then at the level of flexibility is comparable to other entrants to the European Union nations, such as Slovakia and Hungary, as well as Portugal, which was behind us on some parameters, we have recently overcome.
In the rest of Europe, however, there has been a general trend towards flexible working and Scandinavia, for example, is increasingly common to find an employee with a family who enjoys a flexible contract. Even in England since last year, parents with children under 16 years can count on time and providing more flexible working.
Flexible working hours, among other things, is a practice very useful not only for those who return to work after a maternity leave or to care for an elderly relative, but also for those who wish to alternate study and work, or simply , have more time for yourself. Unthinkable? Utopian? Impossible? No, indeed. And 'demonstrated the flexibility, understood as the possibility of organizing in a flexible schedule and your own workload, will bring about great benefits, not only with regard to the welfare of the people but also for companies for which they work.
A recent study published in the Cochrane Library (Systematic Reviews and Evidence for healthcare decision-making), which have been involved over 16,000 workers, has confirmed as being able to organize in a more autonomous and flexible their work has a positive impact on the health of those who benefits, with consequent benefits in social terms. Researchers from the Cochrane Library, after analyzing various forms of flexible working, came to the conclusion that self-scheduling work has a positive impact on many aspects of health such as blood pressure, sleep and even mental health . The authors cite as an example of a research study carried out on police officers in which show that those able to manage the start times of their turn, show an improvement in their psychological well-being than their fellow employees, and then bound to the usual office hours. The same author of the study, Clare Bambra Wolfson Research Institute at the University of Durham (UK), commented on the research findings stating that the flexibility of custom programming and improve the health and welfare of the people, to the point that workers can manage their obligations more autonomously derive great benefits for your health than workers who have to comply with more stringent constraints. But
able to organize their workday balance work, family and having free time, it really is a utopia? It is certainly not an easy task and not a result immediately be reached. Requires excellent organizational, personal and business, and great openness to dialogue and cooperation. But it is possible. And there are those who in fact, even here, he is succeeding with great success.
ASL (Local Health) of Trent, for example, is conducting a pilot project called PEARL (customization of working hours and teleworking) which is showing very positive results, beyond the more optimistic predictions. The project currently covers 250 employees from various sectors, especially health care administration or not involved in shift workers, who benefit because of the flexibility willingly engaged in looking after children or elderly relatives, but also to cultivate hobbies and personal interests, or to study at university . Clearly, all this without distorting the reality of work, but time simply by taking a few small tweaks, such as in the beginning and end of the day, taking care to ensure a constant presence at certain times. Flexibility, in fact, should not cause damage to work and should therefore be planned carefully and attention, leaving unchanged the number of hours that the person must spend in the company and consequently its income. This among others is one of the reasons why flexitime, where applicable, is generally preferred to part-time, with a great advantage for the employee for the company itself. In addition, the flexible schedule allows you to ensure maximum presence of staff at peak times, ensuring full performance of various business activities, and a reduced presence in times of less labor, thereby optimizing the distribution of the workforce.
A similar example is the ZF, an engineering company box Selvazzano (PD), the Italian branch of a German multinational company which manufactures gears for marine engines. Here the workers, 200 out of 360 employees, they choose their working hours. I have called "time in the menu" and is orchestrated between the company and unions which together have found this solution: every two months, the workers fill out a request with their preferences on working as the company enters into a plan for production requirements Afterwards a software crosses the different needs and according to this the workers can choose between a "load time", which means more work, or a "waste time" to have more free time. The balance of hours ago at the end annually taking into account that every week you should work 40 hours. Here too the results are similar: they are reduced overtime and absenteeism, and have increased the timeliness and profit margins.
Another factor often overlooked but essential but is finally represented by the fact that coordinate their time with colleagues and with managers of the company is a process that empowers, on both sides, and facilitate dialogue and communication. These, in turn, improve the business climate and make it more stable and enduring involvement of employees in the organization itself, resulting in a increase productivity and decrease absenteeism from work and permits.
We know that the success and prosperity of a farm are intimately related to satisfaction and the fulfillment of its human resources. Exploit the resource for what is, in fact, human, understanding their needs and recognize the ability to manage their lives in harmony and professional staff, will produce benefits so important in terms of health and welfare, which will be affected in any positive the organization. We spend most of our lives at work, then we can create a more peaceful and cooperative, the more our staff will be calm and cooperative.
The strict schedule puts barriers between the company and staff, while flexible working hours and creates links sharing. Obviously, then, that there should be certain basic requirements for flexible working hours must not mean that everyone does what they want. Rather, it assumes that the company is well organized and that makes the dialogue his flag. For it is working in a climate of trust and collaboration that is possible to match business needs with those of people who belong to it, much to the benefit of the latter and, consequently, the corporate welfare.
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