"Suicide", the word is dropped. [Edit] It is probably not used in the right context. Here is my opinion.
It took me a long time to get into this thread, because it took me a while to "digest" its title ... It can leave you doubtful but ultimately it is appropriate. I will not discuss the repercussions / implications due to the financial crisis (there would be a lot to say) but the structural disorders specific to companies in the branch (see elsewhere in the industry and even in the tertiary sector: administrative, financial etc. ..)
What seems to me to characterize this crisis is a retrograde attitude of certain leaders and senior officials, and not so much of cartel agreements, as rather the beast "resistance to change which would have changed sides". In short, we simply put incapable people in places they should never have occupied.
Among them, these HR managers - newly disembarked - who imagined through the "new management" (coming straight from across the Atlantic) that they had found the panacea to their problem: either to "drive" the staff. As if the simple fact of having described the problem had been enough to apprehend it with the help of reassuring techniques taught during "high-flying seminars" which, alas, could have been used to humanize the man and make the work fascinating. rather than relying on "operating methods" and "models" ...
They were totally wrong amha. THE MASTER WORD that had to be found was: TRUST and not governance through FEAR, as it is true that we were / have fallen back into the trap of the three "CONs" of the beginning of the modern industrial era and dear to Mc Gregor. To know:
DRIVE, CONTRACT and CONTROL. No, sometimes it got worse! Since the staff has also been: destabilized.
While at the same time we talk to him about "Early prevention" and "Corporate culture". (It is also a great success among those who apply these principles with ethical rules and a dreadful disaster among others).
Where has Masslow's healthy "man-at-work motivation" gone?
And supposed to bring the man to "the ultimate fulfillment" through his professional career.
The new management is synonymous with increasingly unbearable "constraints" of all kinds or even coercion, whereas in principle it would have been necessary to do the opposite: that employees progress on their own (basic rule of elementary psychology) and emancipate themselves in the company. We have chosen the sideline of short-sighted profits and sometimes without any specific objectives. This is the first stage of the direct application of a lacunar theory based on a historically erroneous postulate: "the employee is not motivated by nature" - "he is therefore a priori himself guilty of his status" - you have to watch it (I am not far from what I observed in my explanation, but in fact it is much more serious ...) so the "motivated employee" is once again "enslaved employee", the difference is sizeable, it no longer places "the man" at the center of concerns.
The proof that it is much more serious: suicides in paddle in this branch of industry, even in telecoms and administration (we are only talking about it now ...) employees have completely lost their bearings and do not know more to trust.
So it is quite simply a failure, because the executives have failed in the mission of putting all the forces of the company "to work" thanks to daring and innovation.
Why? The button press generation has arrived and with it the internet. Everything is immediately available in two steps three clicks ... We zap on careers as on skills. "Freedom" is within everyone's reach, but we no longer really know how to integrate it into the "workspace" ...
The real indecrotters are these incompetent people whose role was to find innovative management solutions. They are probably the only ones who still "resist change" in today's professional life which has become so ... "modern". By relying on "solutions" sold and come from elsewhere, but absolutely not adapted to the situation, they had to acquire the "power" necessary to retain their prerogatives (not to say something else when speaking of a real system of predation in the most extreme cases ...).
Today there are hardly any unsaved employees, whose daily challenge is to challenge themselves while adopting a low profile so as not to be noticed ...
It is so true that at Renault, it is in R&D that employees have been the most affected by the wave of “suicides” shaking the world of work ...
+1
In the deviances of our new managers like those you describe, they put forward the concept ofteam up , job collaborative, the need to obtain the consent of all to move in the same direction, to maintain the objectives of "the company", of quality etc .......
In fact the more they hold this speech to go "together"plus the" land "is used for obtainingpersonal goals, the company will recover whatever may of the "benefits" of the decisions taken. In a context where only the result / indicator counts, whatever the means used to obtain it. It is the apogee of egocentrism and individualism that reigns, the slightest pretext becomes a struggle for power or influence where everyone pulls the cover to themselves, there is no low blow, there is no 'There are only people who are not able to keep the objectives set by management .... these new managers have become like our politicians, unable to understand the simple words "shame, abuse or crap", they are tips for the weak and the ignorant.
A+
