A meritocratic approach, albeit tinged with a spirit of solidarity, is a widespread value in the North-East. However, the fact that as many as 90.1 per cent of the population share this view in the workplace suggests that its prevalence extends further than might be expected.
The world of work is undoubtedly undergoing profound changes. And, understandably, during these years of crisis, attention has focused exclusively on struggling businesses, closures, bankruptcies and unemployment. However, whilst these phenomena were unfolding, new approaches to doing business gradually took hold. Flexibility and adaptability, speed and competitiveness are now the watchwords, the criteria by which companies’ strategies are defined. We are increasingly witnessing a blurring of boundaries between different sectors of production and a breaking down of traditional boundaries. Service-sector roles are finding their way into factories, the workforce is becoming ‘knowledge workers’, and machines and digital apps are cutting out intermediaries. There is increasing talk of Industry 4.0, of smart and digitised factories, and of small businesses developing networks amongst themselves and forming production hubs. Consequently, philosophies are changing, corporate visions are being redefined, and the organisation of work is evolving. The fact that the production system is (more or less across the board and at varying speeds) moving along these new paths is borne out by data from Istat and the Bank of Italy, as well as from international institutions: all point to a slight recovery following many years of difficulty, with the North-East performing slightly above the national average.
Finegil newspapers, 28 November 2015
Corriere delle Alpi, 28 November 2015
Messaggero Veneto, 29 November 2015
Conversely, far less attention is paid to the other transformation affecting the world of work: the cultural attitudes of the population and of the workers themselves. The changes taking place in the world of work would not have been possible without adequate human and professional capital, capable of recognising the need to adapt to new organisational systems. From this perspective, it is often (rightly) pointed out that workers have lower educational qualifications than the average for their European counterparts, and that fewer of them are involved in continuing professional development. These are gaps that must absolutely be bridged. However, it is limiting to consider educational qualifications alone as a measure of existing skills. Consequently, we almost never ask ourselves about professional cultures, or whether and to what extent values and attitudes towards work have changed. Research (Community Media Research) shows that we are facing profound changes in work cultures, particularly amongst the younger generations.
Work is increasingly seen as a journey of professional development, rather than merely a job. Personal fulfilment stems not only from one’s salary, but also from opportunities for growth, social relationships and the working environment that can be fostered within a company, as well as the chance to identify with the organisation one works for: these are all aspects considered important and used to assess a job opportunity. Consequently, personal preferences in the workplace have become a key deciding factor for people, forming a fundamental criterion. Given equal financial conditions, the choice regarding a job opportunity will favour that which allows for career development, progression in skills and responsibilities, and the chance to build positive and fulfilling relationships. All this also changes the criteria used to assess professional development. When faced with the choice of whether pay for a job should remain largely the same regardless of personal abilities, or whether those with greater abilities should be paid more, the general public and workers have no doubts: the latter option prevails.
Thus, a more explicitly ‘egalitarian’ outlook is held by a decidedly marginal proportion of the population of the North-East (2.7 per cent), but one that enjoys particular support in Friuli-Venezia Giulia (16.7%) compared with Trentino-Alto Adige (1.0%) and the Veneto (2.4%). Added to this is a proportion of undecided respondents who do not express an opinion (7.2%). ‘Egalitarians’ are slightly more prevalent amongst the younger generations, manual workers and those with a low level of education. Above all, as one might expect, amongst the unemployed. Conversely, as many as 90.1 per cent of respondents support a criterion based on ‘meritocracy’, a figure that rises further in Trentino-Alto Adige (97.6 per cent) and in Veneto (93.6 per cent), whilst in Friuli-Venezia Giulia it falls to 80.9 per cent. In addition to the high level of agreement expressed, what is interesting is the virtual absence of divisions amongst those surveyed. This indicates that we are dealing with a fundamental consensus that extends beyond the world of work itself. The prospect of being assessed on the basis of one’s own abilities and professional expertise is a more widespread aspiration than one might think. Ultimately, it highlights the need to leave behind favouritism, privileges and cliques. It is about unleashing existing potential and recognising those who can genuinely make a positive contribution. So much for expectations, one might say. Yet in practice, particularly in certain sectors of the labour market such as the civil service, people find it difficult to accept being assessed and measured. Nevertheless, there is a widespread need for a breath of fresh air and different values. To sense that a break with the past can be achieved, not only in the way we produce and work, but also in the criteria and values that guide our choices: to affirm merit as an opportunity for growth.
Daniele Marini
