\n\u201eCu c\u00e2t suntem mai mul\u0163i, cu at\u00e2t suntem pl\u0103ti\u0163i mai prost. E mult de munc\u0103, dar prefer varianta asta dec\u00e2t s\u0103 lucrez tot mult pe bani mai pu\u0163ini\u201d, \u00eemi poveste\u015fte un amic, manager \u00eentr-un domeniu care presupunea munc\u0103 mult\u0103, deseori \u00een weekend, telefoane de la \u015fef \u00een afara orelor de program \u015fi, \u00een general, toate lucrurile care nu te las\u0103 s\u0103 te deta\u015fezi cu totul de munc\u0103 niciodat\u0103. Unele articole din presa interna\u0163ional\u0103 vorbesc despre faptul c\u0103 s\u0103 fii ocupat a devenit un simbol de statut \u2013 cu c\u00e2t e\u015fti mai ocupat, cu at\u00e2t pare c\u0103 e\u015fti mai sus pe scara ierarhic\u0103 \u2013 spre deosebire de trecut, c\u00e2nd s\u0103 fii CEO \u00eensemna deseori s\u0103 ai mult timp liber, vacan\u0163e pe iaht sau jocuri de golf. Cam \u00een toate conversa\u0163iile pe care le am, la \u00eentrebarea \u201eCe faci?\u201d, r\u0103spunsul este legat de munc\u0103, perioadele aglomerate pare c\u0103 nu mai \u0163in cont de sezon sau de s\u0103rb\u0103tori \u2013 nu \u015ftiu dac\u0103 oamenii chiar muncesc nonstop sau au pur \u015fi simplu dificult\u0103\u0163i \u00een a-\u015fi organiza agenda.<\/p>\n
\nFord, compania care a revolu\u0163ionat programul de munc\u0103 odat\u0103 cu introducerea zilei de munc\u0103 de 8 ore (\u00een 1905, Henry Ford a redus programul de munc\u0103 de la 10 sau chiar 18 ore la opt ore pe zi \u015fi a dublat salariile tuturor angaja\u0163ilor), a introdus, de c\u00e2\u0163iva ani, o nou\u0103 solu\u0163ie pentru angaja\u0163ii moderni. \u00cen economia colaborativ\u0103 (shared-eco\u00adnomy), compania s-a g\u00e2ndit la un instrument care s\u0103 le permit\u0103 angaja\u0163ilor s\u0103 \u00ee\u015fi \u00eempart\u0103 sarcinile de munc\u0103. Instrumentul JobShare Connect, dezvoltat ini\u0163ial de Ford \u00een SUA, permite angaja\u0163ilor s\u0103 caute at\u00e2t \u00een interiorul, c\u00e2t \u015fi \u00een afara companiei pe cineva care s\u0103 le preia din sarcini. Odat\u0103 ce un angajat g\u0103se\u015fte un partener poten\u0163ial, ace\u015ftia pot discuta \u015fi s\u0103 cad\u0103 de acord asupra modului \u00een care ar putea \u00eemp\u0103r\u0163i sarcinile de munc\u0103 \u015fi programul. De exemplu, un angajat ar putea prefera s\u0103 lucreze doar dimine\u0163ile sau s\u0103 amestece \u00een agenda de munc\u0103 alte responsabilit\u0103\u0163i personale, cum ar fi momentele de ridicare de la \u015fcoal\u0103 a copiilor. Managerii sunt cei care \u00eel aprob\u0103 pe cel de al doilea angajat pentru un anumit rol \u015fi se asigur\u0103 c\u0103 cerin\u0163ele rolului sunt \u00eendeplinite \u00eenainte de a aproba \u00eemp\u0103r\u0163irea locului de munc\u0103. Instrumentul Ford JobShare Connect este disponibil acum pentru mul\u0163i dintre angaja\u0163ii Ford din Europa, cu oportunitatea de a fi extins ulterior, scrie presa interna\u0163ional\u0103. La finalul anului 2023, potrivit Raconteur.net, aproximativ 40 de perechi de angaja\u0163i ai Ford lucrau \u00een parteneriate de \u00eemp\u0103r\u0163ire a locului de munc\u0103 \u00een \u00eentreaga Europ\u0103. Compania sper\u0103 c\u0103 acest mod de lucru poate oferi mai multe oportunit\u0103\u0163i de avansare pentru cei care nu doresc neap\u0103rat o pozi\u0163ie full-time. Ford nu este singura companie care a apelat la o astfel de solu\u0163ie: un articol publicat de Time \u00een septembrie anul trecut vorbe\u015fte despre dou\u0103 angajate ale Unilever care \u00ee\u015fi \u00eempart sarcinile \u00een mod similar, Sarah Hammer \u015fi Mimi Su, senior director de marketing \u00een cadrul gigantului din FMCG.<\/p>\n
\nAceast\u0103 \u00eemp\u0103r\u0163ire a locului de munc\u0103 permite fiec\u0103rei femei s\u0103 \u00ee\u015fi urm\u0103reasc\u0103 obiective ambi\u0163ioase \u00een carier\u0103 \u00een timp ce \u00ee\u015fi petrec timpul cu familia sau \u00eel dedic\u0103 unor hobby-uri.<\/p>\n
\nHammer, de exemplu, a fost pre\u015fedinta organiza\u0163iei p\u0103rin\u0163ilor \u015fi profesorilor la \u015fcoala elementar\u0103 a copiilor s\u0103i timp de doi ani \u00een timpul pandemiei, \u00een timp ce \u00eemp\u0103r\u0163ea locul de munc\u0103 la Unilever. Totu\u015fi, exist\u0103 \u015fi aspecte mai pu\u0163in pl\u0103cute ale acestui sistem: niciuna dintre ele nu \u00ee\u015fi prime\u015fte salariul \u00eentreg \u2013 ci doar 60% din acesta. Ele spun \u00eens\u0103 c\u0103 lucr\u00e2nd \u00eempreun\u0103 sunt mult mai productive dec\u00e2t ar fi o singur\u0103 persoan\u0103.<\/p>\n
\nPe m\u0103sur\u0103 ce companiile se lupt\u0103 s\u0103 recruteze \u015fi s\u0103 re\u0163in\u0103 angaja\u0163i \u00eentr-o pia\u0163\u0103 a muncii restr\u00e2ns\u0103, \u00eemp\u0103r\u0163irea locului de munc\u0103 ar putea deveni popular\u0103, mai ales la firmele angajate \u00een recrutarea \u015fi re\u0163inerea femeilor \u00een pozi\u0163ii de conducere. \u00cemp\u0103r\u0163irea locului de munc\u0103 a ajutat, conform diferitelor studii publicate \u00een reviste de cercetare \u00een ultimii ani, citate de Time, s\u0103 \u00eencurajeze mai multe femei s\u0103 acceseze pozi\u0163ii de conducere \u00een \u00eenv\u0103\u0163\u0103m\u00e2ntul superior, s\u0103 previn\u0103 epuizarea printre femeile medici din Canada \u015fi s\u0103 \u00eembun\u0103t\u0103\u0163easc\u0103 productivitatea angaja\u0163ilor \u015fi performan\u0163a firmelor la companiile mici din Nigeria. Job-sharingul nu este \u00eens\u0103 limitat la angaja\u0163ii de sex feminin, ci i-ar putea ajuta \u015fi pe b\u0103rba\u0163i s\u0103 dedice mai mult timp familiei \u00een timp ce \u00ee\u015fi urm\u0103resc obiectivele ambi\u0163ioase de carier\u0103. Exist\u0103 bene\u00adficii evidente pentru companiile cu personal redus: deoarece angaja\u0163ii \u00ee\u015fi coordoneaz\u0103 timpul de concediu \u015fi zilele libere, \u00eentotdeauna va fi cineva \u201ela datorie\u201d \u00eentr-o pozi\u0163ie de \u00eemp\u0103r\u0163ire a locului de munc\u0103, iar cei care \u00eempart locul de munc\u0103 beneficiaz\u0103 de mult mai mul\u0163i ani de experien\u0163\u0103, combina\u0163i, dec\u00e2t ar avea doar o singur\u0103 persoan\u0103. \u015ei, desigur, exist\u0103 beneficiul de a reveni la munc\u0103 dup\u0103 c\u00e2teva zile libere. Chiar dac\u0103, din cuno\u015ftin\u0163ele mele, nu cred c\u0103 vreun angajator din Rom\u00e2nia aplic\u0103 deocamdat\u0103 acest sistem \u2013 el nu pare s\u0103 fie cu totul nou nici pentru pia\u0163a local\u0103 dac\u0103 ne g\u00e2ndim la turele \u00een care se lucreaz\u0103 \u00een fabrici sau \u00een unele institu\u0163ii bugetare \u2013 \u00een spitale de pild\u0103, unde majoritatea personalului medical lucreaz\u0103 \u00een ture. Nu e un secret c\u0103 flexibilitatea este ceea ce \u00ee\u015fi doresc to\u0163i angaja\u0163ii postpandemici, dar dac\u0103 solu\u0163ia nu este \u00een a reduce zilele de munc\u0103 din s\u0103pt\u0103m\u00e2n\u0103 sau orele dintr-o zi, ci o \u00eemp\u0103r\u0163ire a acestora \u00eentr-un sistem de \u201eshared-working\u201d? Imagina\u0163i-v\u0103 un sistem \u00een care \u201eminivacan\u0163a\u201d s\u0103 vin\u0103 s\u0103pt\u0103m\u00e2nal \u015fi \u00eentreba\u0163i-v\u0103: dac\u0103 a\u0163i putea s\u0103 v\u0103 alege\u0163i felul \u00een care s\u0103 v\u0103 construi\u0163i programul, ce pre\u0163 a\u0163i fi dispu\u015fi s\u0103 pl\u0103ti\u0163i pentru acesta? Dac\u0103 timpul \u00eenseamn\u0103 bani, a\u0163i fi dispu\u015fi s\u0103 renun\u0163a\u0163i la bani sau la timp? \u25a0<\/p>\n
\nIoana Matei este editor Business Magazin<\/strong><\/p>\n \n <\/p>\n","protected":false},"excerpt":{"rendered":" \u201eCu c\u00e2t suntem mai mul\u0163i, cu at\u00e2t suntem pl\u0103ti\u0163i mai prost. E mult de munc\u0103, dar prefer varianta asta dec\u00e2t s\u0103 lucrez tot mult pe bani mai pu\u0163ini\u201d, \u00eemi poveste\u015fte un amic, manager \u00eentr-un domeniu care presupunea munc\u0103 mult\u0103, deseori \u00een weekend, telefoane de la \u015fef \u00een afara orelor de program \u015fi, \u00een general, toate […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[510,529,7218,512],"tags":[192,29444,7606,87],"class_list":["post-226458","post","type-post","status-publish","format-standard","hentry","category-actualitate","category-opinii","category-resurse-umane","category-revista-bm","tag-angajati","tag-ioana-matei","tag-munca","tag-opinie"],"_links":{"self":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/226458","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=226458"}],"version-history":[{"count":0,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/226458\/revisions"}],"wp:attachment":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=226458"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=226458"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=226458"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}