Gestión de la temporalidad en 2003: Resultado del cuestionario enviado a las grandes empresas ubicadas en España, La

Partiendo de la base de que el trabajo temporal seguirá siendo una parte significativa del mercado laboral español, se ha realizado el presente estudio de investigación con el objetivo de profundizar en las razones, políticas de contratación y opinión de las grandes empresas españolas en facturación, número de empleados y sectores de actividad. La cifra óptima de trabajadores temporales en el total del mercado laboral español, siempre que se reduzcan las tasas de paro por debajo del 6 al 8%, se debe situar en el 20/25%, para asegurar la movilidad adecuada en una economía, estacional en algunos sectores importantes, dinámica y acelerada en todos, y sujeta a cambios imprevisibles, como lo es la española. Muchas empresas españolas consideran como parte de su política de recursos humanos la utilización del trabajo temporal como un arma competitiva que permite aumentar su productividad, eficiencia y flexibilidad ante un mercado dinámico. La ley de convergencia salarial, junto con el coste del servicio (que son conceptos acumulables), son los factores que los empresarios consideran que más han influido en la actual desaceleración de la contratación temporal a través de las empresas de trabajo temporal (ETT). Estas gestionan una parte acotada de este mercado. Pero en términos generales, sus clientes están satisfechos tanto con el servicio actual como con la calidad del trabajador cedido. Para aumentar su cuota de mercado deben hacer hincapié en el servicio global que aportan a sus clientes, añadiendo a la flexibilidad otros componentes, como la formación, la agilidad, la eficiencia administrativa, la preocupación por la seguridad e higiene en el trabajo, la especialización, etc. Y, sobre todo, la consideración de que no son un proveedor más, sino un socio estratégico que proporciona, aunque de forma temporal, el componente más importante de la estrategia: las personas.empresas trabajo temporal; motivación; retribucion; políticas corporativas contratación temporal; servicios ETT; gestion personas;

Generation or culture? Work attitude drivers: An analysis in Latin America and Iberian countries

This paper concerns the work attitude drivers within the current scenario taking into account two different factors of influence, the culture and the generation of each individual. To belong to a given generation can affects individuals work attitudes as well as to belong to a given culture. The study considers these two factors in order to analyse five dimensions that are sources of work attitudes: vital project, professional ethics, attitude towards authority, leadership and corporate commitment. The paper draws upon a sample comprising Latin American countries and Iberian countries. Through the analysis of almost one thousand people, the results show the great differences in terms of generation and culture specially when focusing on vital project. The most relevant conclusion is that Latin America can not be considered as a whole in terms of individual work attitude. There is a wide diversity referred to this matter within this continent and managers should have this issue into account for improving employee motivation.Generation; Cross-culture management; Latin-American;

Generation or culture? Work attitude drivers: an analysis in Latin America and Iberian countries

Abstract Purpose – The purpose of this paper is to address the subject of work attitude drivers within the current scenario considering two influencing factors, culture and generation. Both membership of a particular generation and membership of a particular culture can affect individuals’ work attitudes. The study considers these two factors in order to analyse five dimensions that are sources of work attitudes: life project, professional ethics, and attitude towards authority, leadership and commitment to the company. Design/methodology/approach – Drawing upon a sample of almost one thousand people from various Ibero-American countries, the results show significant differences between generations and cultures, particularly when focusing on the life project. Findings – Among its conclusions, the paper points out that Latin America cannot be viewed as a homogenous whole in terms of individual work attitude. On the contrary, it is characterised by a significant degree of national diversity and managers should take this into account when designing initiatives to improve employee motivation. Originality/value – The contribution that this paper seeks to make is to include the cross-cultural perspective in the study of attitudes towards work, which has received less attention in previous studies. Keywords Employees behaviour, Employees attitudes, Culture (sociology), Influencing factors, Attitude drivers, Ibero-American countries Paper type Research paperDepto. de Organización de EmpresasFac. de Comercio y TurismoTRUEpu

Generation or culture? Work attitude drivers: An analysis in Latin America and Iberian countries

This paper concerns the work attitude drivers within the current scenario taking into account two different factors of influence, the culture and the generation of each individual. To belong to a given generation can affects individuals work attitudes as well as to belong to a given culture. The study considers these two factors in order to analyse five dimensions that are sources of work attitudes: vital project, professional ethics, attitude towards authority, leadership and corporate commitment. The paper draws upon a sample comprising Latin American countries and Iberian countries. Through the analysis of almost one thousand people, the results show the great differences in terms of generation and culture specially when focusing on vital project. The most relevant conclusion is that Latin America can not be considered as a whole in terms of individual work attitude. There is a wide diversity referred to this matter within this continent and managers should have this issue into account for improving employee motivation