{"id":2191,"date":"2016-05-25T10:41:38","date_gmt":"2016-05-25T08:41:38","guid":{"rendered":"http:\/\/www.cislferrara.it\/?p=2191"},"modified":"2016-05-25T10:43:20","modified_gmt":"2016-05-25T08:43:20","slug":"un-indizio-e-un-indizio-due-indizi-sono-una-coincidenza-ma-tre-indizi-fanno-una-prova","status":"publish","type":"post","link":"https:\/\/www.cislferrara.it\/en\/un-indizio-e-un-indizio-due-indizi-sono-una-coincidenza-ma-tre-indizi-fanno-una-prova\/","title":{"rendered":"CARICENTO: there are many ways to be an employer"},"content":{"rendered":"
\u201cOne clue is a clue, two clues are a coincidence, but three clues make a proof\u2026!\u201d<\/pre>\n
 <\/p>\n
Always, but more than ever in difficult times, the unity of the social fabric, the sense of sharing a purpose and of being an understood and appreciated part of a whole, are essential to the survival of a community, be it a company or any other group of people. In other words, these are the foundations of a team that, if it fights with conviction and enthusiasm, has a greater chance of succeeding.
\nThis unity is achieved through fair management of the remuneration policy but also through corporate behaviors and policies that often cost nothing in terms of money, but bring benefits to both parties, those who give and those who receive.
\nOur Bank, Cassa di Risparmio di Cento, has regularly squandered every opportunity it has had to motivate its staff at no cost, behaving in the opposite way, scientifically we might say, and at this point, unfortunately, there are more than three indications in this direction.
\nIt's sad to see how our company has preferred a management model reminiscent of a 1950s metalworking industry, "I'm the boss!" style, to that of a modern service company, aware that the only thing that can distinguish it from the competition in a world of increasingly standardized products is the professionalism and motivation of its staff.
\nThis behavior has always left us doubtful and we have never approved the renunciation of pursuing an autonomous development model and the choice to gradually abandon the characteristics of a "local bank" to conform to the organizational models of the large transnational banks: the organizational establishment of hub and spoke branches without a real analysis of our realities, the devaluation of professionalism (the figures of Branch Owners, first and foremost), the renunciation, in fact, of overseeing the territory and finally the absurd competition between offices, operational units, branches for
\nan ephemeral individual merit regardless of the common good (i.e., the success of the company).
\nBut, even beyond this, whatever the business development model pursued, the only certain thing is that a disjointed and cohesive team does not achieve any goal and certainly does not build any sense of belonging, esteem and trust in an "EMPLOYER" who:
\n\u2013 sends medical visits (paying for them) to those who have the misfortune of falling ill just before holidays or permits (without considering that those who are guilty of fraud and stay at home on sick leave in
\n\u201cirregular\u201d manner he knows perfectly well when he has to be available and will very rarely be caught doing so);
\n\u2013 drops the kind concession of flexible hours from above, in the face of proclamations and signed agreements, because, evidently, being is one thing and appearing is another: I deny you flexibility not because I need you from 8.10 to 8.25 (or, alternatively, from 4.40 to 4.55), but because I have to impose myself on you
\nyou, make you understand who's in charge, make you understand that you're a subordinate... And I alone decide the validity of your motivations!...
\nIt is perhaps worth emphasizing that, where customer service needs allow, there is no reason to deny flexibility or other concessions, which
\nthey can instead improve the working climate;
\n\u2013 denies a paltry mileage or transport allowance to the \u201cplebs\u201d or speculates on the measured distances to be reimbursed, but then grants company cars for absolutely promiscuous use to the \u201ccorporate aristocracy\u201d (thereby taking care of the associated road tax, maintenance coupons, mileage traveled, etc. etc\u2026);
\n\u2013 believes that productivity increases through a way of managing human resources that no modern entrepreneur would even consider: obsessive control of results without analysis of added value;
\nDisciplinary complaints for operational errors, often committed due to the conditions in which they are forced to work; no consideration for the skills acquired and, perhaps, long-standing by staff; excessive attention to the "facade," seemingly oblivious to what goes on inside;
\n\u2013 doesn't believe that "from below" can come not only complaints, but also useful advice for customer management and doesn't tolerate cross-examination, so much so that to reduce it to zero, he resorts to the queen of dialectical NON-ARGUMENTS: "BE THANKFUL YOU HAVE A JOB!"... the corporate equivalent of "YOU DON'T KNOW WHO I AM!".
\nTo us, more than the beautiful English words that are so fashionable \u2013 including TEAM and WELFARE \u2013 that are constantly being thrown at us, others come to mind:
\nCassa Risparmio di Cento?\u2026. Good night and good luck!!!
\nCompany Trade Union Representatives
\nSavings Bank of Cento Spa
\nFABI FIRST \u2013 Cisl FISAC \u2013 CGIL<\/p>","protected":false},"excerpt":{"rendered":"
"One clue is a clue, two clues are a coincidence, but three clues make a proof..." Always, but more than ever in difficult times, the unity of the social fabric, the...<\/p>","protected":false},"author":3,"featured_media":2193,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[19,4],"tags":[],"class_list":{"0":"post-2191","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-cisl-ferrara","8":"category-fiba"},"_links":{"self":[{"href":"https:\/\/www.cislferrara.it\/en\/wp-json\/wp\/v2\/posts\/2191","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.cislferrara.it\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.cislferrara.it\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.cislferrara.it\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.cislferrara.it\/en\/wp-json\/wp\/v2\/comments?post=2191"}],"version-history":[{"count":0,"href":"https:\/\/www.cislferrara.it\/en\/wp-json\/wp\/v2\/posts\/2191\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.cislferrara.it\/en\/wp-json\/wp\/v2\/media\/2193"}],"wp:attachment":[{"href":"https:\/\/www.cislferrara.it\/en\/wp-json\/wp\/v2\/media?parent=2191"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.cislferrara.it\/en\/wp-json\/wp\/v2\/categories?post=2191"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.cislferrara.it\/en\/wp-json\/wp\/v2\/tags?post=2191"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}