They do not provide but they have the key

It took the suicide in France Telecom to reveal next to mass unemployment, a severe crisis of labour, management and organizations. The roots of evil are manifold: globalization, "short-termism" of financial decisions, reorganizations or restructurings recurrent and uncertain, employees in constant tension with clients, subcontractors, or their colleagues, service managerial technology-based over the conduct of the men, feeling of injustice on change or become unjustifiable, pay gaps etc. In large companies, private or public, the evil being at work is palpable. But need to as the "souffromètres" Is it not rather necessary to consider margins of manoeuvre to modify patterns of management Balancing performance, decency and trust This is the meaning of the twenty proposals that our association submits to the debate.

More management and reporting is the first of them. If inflation procedures give a sense of control, they have perverse effect to transform "those who are" in performers, worried and despondent. They deny their know-how and that of managers who are there to accompany them. How then asked to take the initiatives necessary to form to deal with change and transitions as opportunities to learn and demonstrate their professionalism The upgrading of skills is at the centre of all individual and collective progress. A contract of skills must burn it in marble. Employers liability is not limited to funding for continuing education. Alone can enter work in a continuous dynamic acquisition of knowledge and expertise. Control work is not a nostalgic dream of artisan. This is the condition that the work of today is the crucible of the employability of tomorrow.

Responsibilities are shared, of course. There is no success without commitment of the employees in their work and their openness to change and internal and external mobility. The responsibility of leaders is to offer support and cues that a clear and legible organization. Too many reorganizations were killed by the organization. As a company, such as integrated network, is not an exercise in style to "corporate headquarters". It gives body to a community of work and a community of interest. The debates and controversies are live these communities while arrogance kill. This is why the vertiginous digging of pay gaps, their mode of individual calculation and shortsighted is not only a moral scandal. It is also an economic handicap.

Therefore, a balance of power in enterprises is necessary. It passes by the redesign of their governance and institutions and forms of social dialogue, the establishment of dedicated forums where employees and customers, can express themselves and co-construire their work, mechanisms of experimental codecision where the partners would commit themselves, a right to stop and procedures of mediation to resolve the issues challenges of complex organizations : must be able to debate the management of work, organizations and reorganizations, those also of employability and the health of people so procedures more prevail on the merits. The success of these innovations also implies that young people can have their place!

Finally, the grip of the short term must and can be loosened. At the European but also national level, trade and industrial policy assumed and free of any naivety about the emerging powers. With financial markets where the rights of voting and dividends paid are modulated according to the duration of detention of the shares. Finally thanks to more equitable subcontracting relationships.

Professionals, public authorities and social partners who so wish, we propose to continue this work for a change of management. One of the building to open should consider the conditions, contracts and procedures for a subcontract more balanced economically, socially and may thereby to advance French SMEs ecosystem.

Any business - economic as football! -is to turn constraints overcome obstacles. The bears success brand deployed skills. She is also a human adventure often synonymous with development and emancipation. Oxygen is trust and fairness and the leaders have a duty to make it so. They do not provide, but they have the key.