How to represent the workers employed and the high professionalism?
how to catch their needs and their needs?
on these issues has sought to clarify the research Employees and high professionalism: listening, understanding, represent ", conducted by Dr. Elena Meurat in collaboration with the Fim.Cisl of Bergamo.
Research has focused on four major engineering companies in the Bergamo area: ABB, Brembo, Schneidr, Promatech, selected for their long history of trade union and their local roots.
The survey results highlighted the high recognition of the role of the head in the path career of employees employed. According to 54% of the respondents the opportunity to make a career in business depends on responsible, since this sum is 40.7% of those who think that the criterion used to have a career and his relationship with his superior.
, 82% were willing to switch jobs but only 52% of those who made the request has been accepted.
The four companies are turned on object of research devoted to training courses, but few are satisfied with the training provision.
More than 70% of respondents, mostly as a criterion for access to training, the decision of the head. Also 61% of employees respondents felt the training they received inadequate. Of these, 68% think it is necessary to increase the update of their work-related training.
The figures paint a situation where employees are dissatisfied and the high professionalism of the training received and the lack of mobility in career and at the same time believe that the satisfaction of their demands depends mostly on the relationship with his superior.
addition, only 15% of respondents believe that the criterion for a career in the duties performed is to merit. Also 45% of respondents claiming that the appraisal system of professional in force in the company is insufficient.
These data highlight two problems: the first , the emergence and spread of a culture of individualism. "Today the problem comes back - said Giorgio Caprioli - is strong in imiegati but is also widespread among the workers."
essential to understand that solidarity among workers, being together is useful and beneficial, just to be able to intervene in those jobs where there is a strong opinion of the head. "We must do all this - adds Caprioli - with the attitude of those who have risindacalizzare.
Nevertheless, the analysis showed a widespread attitude of disinterest from the employees the union, not a fundamental opposition to the union or their presence in the company, but simply because the struementi Actium and the unions are perceived as less effective and suited to represent workers professionalised.
The second, the contractual approach insensitive to the claims clerical. "Take account of the employees in negotiating the second level - according to Daniel Maffioletti - becomes crucial to be able to claim to represent these workers." The hostages are employees of companies.
Negotiable For too does the track record for employees. "Then the first line is to resume this contract, because you can get into dynamics of work organization - says Caprioli. "
Finally, the research has opened a search by many employees to foster a greater dialogue with the union. E 'but that the union must take the initiative to be known, poichèfra many employees still can not imagine how they might be a better relationship.
