Hôtel Radisson Blu Alger 27 Novembre 2019
Pr. E-H Fasla. University Lecturer.
University Of Oran II Es-Sénia, Algeria.
Vice President of the Algerian community of Human Resources Management.
European Ergonomist
The origins of Quality of Life at Work (QLW) go back to the 1950s, a period of anti-Taylorism, from which the concept was inspired and really took shape in the early 1970s (ANACT 2013 / INRS 2019), and more precisely at the Arden House conference, held in 1972 in the United States, where the expression “quality of life at work” was used for the first time.
The implementation of a QLW approach, then gradually became a major issue and challenge for organizations in an increasingly competitive socioeconomic environment. The aim is to find a common interest between the individuals’ expectations with the requirements of the organization that employs them. American and European studies (two complementary approaches) demonstrated the interest of such an approach. Regarding the first one, focusing on the individual (Motivation, satisfaction “E. Mayo, A. Maslow, Herzberg..Mc Gregor”.), For the second (notably French and Belgian) by insisting on the construction of the collective of work, discussion and listening spaces (Inrs, anact…)
QLW cannot therefore be conceived without the quality of the work itself. Yves Clot (Le Travail à coeur. Pour mettre fin aux risques psycho-sociaux. Paris: La Découverte 2010) emphasized this by recalling that “the priority is to heal work rather than trying to heal individuals”.
Thus, Aiming at competitiveness means (re) defining “business no longer as a portfolio of actions, but a portfolio of skills (MEDEF)”, to be identified, recognized and improved within an attractive socioprofessional environment. Only in this case, we may (finally) mention the quality of life at work (or its beginnings) in our organizations.
