Clotilde TESSIER Business Management (Human Resources Management)

Change of work organisation and increasing of the flexibility over the past two decades. To what extent?

CONTENTS
I – INTRODUCTION
A - SUMMARY OF EVOLUTION OF WORK ORGANISATION 1. Phase A: traditional organisation 2. Phase B: Taylorism and Fordism 3. Phase C: automatic system B - FRAMEWORK

I. INTRODUCTION
“Failing is having the opportunity to begin again more intelligently” said Henri Ford and he was right. From Taylorism to Fordism, Toyota until today man has ceased to overhaul the organization’s work in order to improve productivity or to improve the vitality of each individual in his work place. But it is difficult to combine all the obligations of a company in a fair and perfect way. In fact, it turned out that some labour organizations were too concerned with the result of production, neglecting the welfare of employees: insecurity, stress, fatigue. But more importantly, the employee has long been likened to a «machine», without being asked to make ones own reflection in their work. This shows that no human enterprise is doing well without a balanced organization. A - SUMMARY OF EVOLUTION OF WORK ORGANISATION 1. Phase A: traditional organisation Phase A is the nineteenth century and reflects a traditional organization or professional work. The machine is universally used as a tool through the skill and craftsmanship of the worker (he has a job) with no control over the pace of work other than his professional conscience. Work is organized by a foreman who is the who is the employee with the most experience.

II. CHALLENGING IN THE ORGANISATION OF WORK
A - WHY? B - WHAT CHANGES?
1. Flexibility 2. Productivity and search for total quality 4. Employee skills 5. Flexible working time

III. THE ORGANISATION OF WORK IN THE OPERATIONAL PROGRAMMES OF MEMBER STATES
A - PROJECTS UNDERTAKEN BY MEMBER STATES

2. Phase B: Taylorism and Fordism Phase B, which corresponds to the Taylorism