{"id":19258,"date":"2023-03-14T17:16:00","date_gmt":"2023-03-14T16:16:00","guid":{"rendered":"https:\/\/esiiblog.com\/?post_type=article&p=19258"},"modified":"2023-06-07T17:26:14","modified_gmt":"2023-06-07T15:26:14","slug":"the-work-environment-at-esii","status":"publish","type":"article","link":"https:\/\/esiiblog.com\/en\/blog\/the-work-environment-at-esii\/","title":{"rendered":"The work environment at ESII"},"content":{"rendered":"
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If Quality of Work Life (QWL) appeared in France in the 2000s, it has existed since the 1950s in the English-speaking world under the name Quality of Working Life. Indeed, QWL is a global concept that appeared in the 1950s, with Eric Trist, of the Tavistock Institute in London, within the framework of research updating the limits of Taylorism.<\/p>\n <\/div>\n <\/div>\n <\/div>\n<\/section>\n\n\n

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Two foundations then emerged. In the USA, it was born in the\u00a01960s<\/strong>, following the work of\u00a0Maslow<\/strong>\u00a0and\u00a0Mc Gr\u00e9gor<\/strong>\u00a0on the \u201cneeds<\/strong>\u201d and \u201cmotivation factors<\/strong>\u201d of employees. The term rather oriented towards personal development was first mentioned in\u00a01972<\/strong><\/a>\u00a0at an\u00a0international conference in New York<\/strong>.\u00a0On the European side, it will be perceived more as a concept aiming to have a work collective pushing for employee participation. The appearance of this concept to renew the working conditions for employees given that all the actions implemented, aim to boost the motivation and commitment of everyone.<\/p>\n\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n<\/section>\n\n\n

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The wording QWL can be perceived differently according to each individual. But globally collectively, it corresponds to the\u00a0feeling of well-being at work<\/strong>\u00a0and from an individual point of view, it encompasses the\u00a0atmosphere<\/strong>, the\u00a0culture of the company<\/strong>, the\u00a0interest of the work<\/strong>, the\u00a0working conditions<\/strong>, the\u00a0feeling of involvement<\/strong>, the\u00a0degree of autonomy and accountability<\/strong>,\u00a0equality<\/strong>,\u00a0recognition and valuation of the work done<\/strong>.[2]\u00a0This approach is therefore based on a set of actions aimed at the personal and professional development of each employee. The OpinionWay & Gymlib survey<\/a> establishes priority factors for employees:<\/p>\n\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n<\/section>\n\n\n

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