{"id":6771,"date":"2021-03-09T00:00:00","date_gmt":"2021-03-08T23:00:00","guid":{"rendered":"https:\/\/instrid.sk\/uncategorized\/home-office-moze-viest-az-k-vyhoreniu-vyse-tretina-zamestnancov-chce-zmenit-pracu\/"},"modified":"2021-03-09T00:00:00","modified_gmt":"2021-03-08T23:00:00","slug":"home-office-moze-viest-az-k-vyhoreniu-vyse-tretina-zamestnancov-chce-zmenit-pracu","status":"publish","type":"post","link":"https:\/\/instrid.sk\/en\/archiv\/home-office-moze-viest-az-k-vyhoreniu-vyse-tretina-zamestnancov-chce-zmenit-pracu\/","title":{"rendered":"Home office m\u00f4\u017ee vies\u0165 a\u017e k vyhoreniu. Vy\u0161e tretina zamestnancov chce zmeni\u0165 pr\u00e1cu"},"content":{"rendered":"

Pand\u00e9mia ochorenia COVID-19 men\u00ed cel\u00fd vyspel\u00fd svet. \u0160kolstvo prin\u00fatila vst\u00fapi\u0165 do historicky najrozsiahlej\u0161ej revol\u00facie v met\u00f3de vyu\u010dovania<\/strong> (prechod na \u00fapln\u00fa digitaliz\u00e1ciu) a zamestn\u00e1vate\u013eov dotla\u010dil k osvojeniu si konceptu pr\u00e1ce na dia\u013eku, pr\u00e1ce z domu<\/strong>.<\/p>\n

Takzvan\u00fd home office sa stal \u0161tandardom azda vo v\u0161etk\u00fdch zamestnaniach, ktor\u00e9 explicitne nevy\u017eaduj\u00fa pr\u00edtomnos\u0165 zamestnanca na pracovisku, teda vo v\u00e4\u010d\u0161ine kancel\u00e1ri\u00ed.<\/p>\n

Zamestnanci vo v\u00fdrobe s\u00fa v\u0161ak na mieste v\u00fdkonu svojho povolania nenahradite\u013en\u00ed, t\u00ed preto museli akceptova\u0165 bezpe\u010dnostn\u00e9 a hygienick\u00e9 opatrenia, ktor\u00e9 mal povinnos\u0165 zabezpe\u010di\u0165 pr\u00e1ve zamestn\u00e1vate\u013e.<\/p>\n

Tieto zmeny s\u00fa s\u00fa\u010das\u0165ou na\u0161ich \u017eivotov u\u017e rok a t\u00ed, ktor\u00ed dovtedy t\u00fa\u017eili po pr\u00e1ci z domu, dnes vedia oceni\u0165 mo\u017enos\u0165 nav\u0161tevova\u0165 kancel\u00e1riu a stret\u00e1va\u0165 kolegov. Dom\u00e1ce prostredie oby\u010dajne nie je na profesion\u00e1lnu pr\u00e1cu prisp\u00f4soben\u00e9.<\/p>\n

Pod\u013ea \u0161t\u00fadie profesora Stephena B\u00f6hma a jeho kolegov z University of St. Gallen digitaliz\u00e1cia pr\u00e1ce<\/strong> (a sn\u00e1\u010f aj vzdel\u00e1vania) zvy\u0161uje emo\u010dn\u00e9 vy\u010derpanie asi o 15 percent<\/strong>.\u00a0Preto s\u00fa d\u00f4le\u017eit\u00e9 kvalitn\u00e9 vz\u0165ahy medzi zamestnancami a mana\u017e\u00e9rmi, preto\u017ee m\u00f4\u017eu skuto\u010dne zn\u00ed\u017ei\u0165 emo\u010dn\u00e9 vy\u010derpanie a\u017e o 11 percent.<\/p>\n Pr\u00e1ca z domu nie je pre ka\u017ed\u00e9ho. Pre kvalitu v\u00fdkonu povolania je prostredie k\u013e\u00fa\u010dov\u00e9 a v dom\u00e1cich podmienkach sa zvy\u0161uje emo\u010dn\u00e9 vyp\u00e4tie, m\u00f4\u017ee vies\u0165 a\u017e k zdravotn\u00fdm probl\u00e9mom.\n

Ve\u013ek\u00e9 spolo\u010dnosti ako Siemens a Google id\u00fa pr\u00edkladom v otvorenej komunik\u00e1cii pre flexibiln\u00fa pr\u00e1cu, ktor\u00fa pl\u00e1nuj\u00fa v bud\u00facnosti urobi\u0165 trvalou.<\/p>\n

Mus\u00edme v\u0161ak vedie\u0165 rozli\u0161ova\u0165 medzi s\u00fa\u010dasn\u00fdm \u201en\u00faten\u00fdm\u201c v\u00fdkonom pr\u00e1ce vo vlastnej dom\u00e1cnosti a profesion\u00e1lnym bud\u00facim dlhodob\u00fdm pl\u00e1novan\u00edm.<\/p>\n

\u201ePo\u010das pand\u00e9mie mnoh\u00ed z\u00e1pasili s n\u00e1hlou potrebou prisp\u00f4sobi\u0165 sa dom\u00e1cej pr\u00e1ci a zmen\u00e1m ka\u017edodenn\u00fdch n\u00e1vykov a rut\u00edn. (…) Jedna osoba to m\u00e1 \u013eahk\u00e9; u in\u00e9ho sa rozvin\u00fa adapta\u010dn\u00e9 poruchy. Patria sem poruchy sp\u00e1nku a strata koncentr\u00e1cie. M\u00f4\u017eu sa vyskytn\u00fa\u0165 s \u010dasov\u00fdm oneskoren\u00edm a ved\u00fa k vyhoreniu alebo dokonca k zmene osobnosti,\u201c uv\u00e1dza na svojom blogu J\u00f6rg Bakschas z Workplace Insights.\u00a0<\/span><\/p>\n

Je celkom prirodzen\u00e9, \u017ee \u013eudia aj v t\u00fdchto \u010dasoch, ke\u010f je pracovn\u00e9 uplatnenie v bud\u00facnosti neist\u00e9, zva\u017euj\u00fa zmenu pr\u00e1ce. Maj\u00fa k tomu ako objekt\u00edvne, tak aj subjekt\u00edvne d\u00f4vody. Okrem mzdov\u00fdch podmienok, ktor\u00e9 sa pod\u013ea celkom novej \u0161t\u00fadie Securing the Future of Work<\/b> zdaj\u00fa nedostato\u010dn\u00e9 a\u017e 49 percent zamestnancov, chc\u00fa zlep\u0161i\u0165 vyv\u00e1\u017eenie medzi pracovn\u00fdm a s\u00fakromn\u00fdm \u017eivotom (41 percent).<\/p>\n Graf: \u010co je najsilnej\u0161ou motiv\u00e1ciou pre zmenu kari\u00e9ry v najbli\u017e\u0161\u00edch 12 mesiacoch pod\u013ea \u0161t\u00fadie Securing the Future of Work (2021)\n

Nepochybne k tomu prispieva pr\u00e1ve zmienen\u00fd home office, preto\u017ee ten fakticky \u00faplne stiera rozdiely medzi pr\u00e1cou a s\u00fakrom\u00edm, len\u017ee autor \u0161t\u00fadie, Kaspersky, uv\u00e1dza sk\u00f4r opak: \u201e\u013dudia sa v r\u00e1mci pand\u00e9mie prirodzene te\u0161ia z toho, \u017ee tr\u00e1via viac \u010dasu doma s rodinou ako aj nad osobn\u00fdmi z\u00e1ujmami a z\u00e1\u013eubami. Zamestnanci sa t\u00fdchto radost\u00ed pravdepodobne nebud\u00fa chcie\u0165 v bud\u00facnosti vzda\u0165.\u201c<\/p>\n

Tretina \u013eud\u00ed tie\u017e t\u00fa\u017ei po u\u017eito\u010dnej a zmysluplnej\u0161ej pr\u00e1ci (35 percent)<\/strong>. Je mo\u017en\u00e9, \u017ee udalosti roku 2020 umo\u017enili zamestnancom prehodnoti\u0165 svoju s\u00fa\u010dasn\u00fa pr\u00e1cu a uvedomi\u0165 si hodnotu svojho \u010dasu ako aj toho, ako ho chc\u00fa tr\u00e1vi\u0165, dod\u00e1va Kaspersky.<\/p>\n

 <\/p>\n

V\u0161etko sa men\u00ed, mus\u00edme ma\u0165 realistick\u00e9 o\u010dak\u00e1vania<\/h3>\n

Je celkom prirodzen\u00e9, \u017ee \u013eudia neust\u00e1le h\u013eadaj\u00fa nov\u00e9 sp\u00f4soby pr\u00e1ce a nov\u00e9 priestory na vlastn\u00e9 uplatnenia. Pochopite\u013ene sa rozhoduj\u00fa pre pre povolania a zamestnania, ktor\u00e9 bud\u00fa pre nich najlep\u0161ie, teda poskytn\u00fa im priestor na sebarealiz\u00e1ciu, z\u00e1rove\u0148 dobr\u00e9 finan\u010dn\u00e9 ohodnotenie a primeran\u00fa pracovn\u00fa dobu.<\/p>\n

Z tohto poh\u013eadu je prirodzen\u00e9, \u017ee a\u017e 35 percent respondentov v \u0161t\u00fadii uvedenej vy\u0161\u0161ie t\u00fa\u017ei zmeni\u0165 pr\u00e1cu aj dnes, ke\u010f je pr\u00e1ca v bl\u00edzkej bud\u00facnosti ve\u013emi neist\u00e1.<\/p>\n

Je \u00falohou zamestn\u00e1vate\u013eov pripravi\u0165 pre zamestnancov tak\u00fd pracovn\u00fd ekosyst\u00e9m, v ktorom sa bud\u00fa pracovn\u00edci c\u00edti\u0165 komfortne, zmysluplne i korektne ohodnoten\u00ed. S\u00edce plat\u00ed tvrdenie, \u017ee za ka\u017ed\u00fdm odch\u00e1dzaj\u00facim zamestnancom stoj\u00ed rad \u010fal\u0161\u00edch \u010dakaj\u00facich na zamestnanie, len\u017ee v ka\u017edom zdravom podniku je fluktu\u00e1cia \u013eud\u00ed ne\u017eelan\u00fd jav.<\/p>\n

V doh\u013eadnej bud\u00facnosti sa v\u0161ak pr\u00e1ca ako tak\u00e1 e\u0161te zmen\u00ed, a to nielen v\u010faka technol\u00f3gi\u00e1m, ale aj v\u010faka prirodzen\u00e9mu pokroku. Tejto t\u00e9me sme sa venovali v samostatnom rozsiahlom \u010dl\u00e1nku, ktor\u00fd v\u00e1m rozhodne odpor\u00fa\u010dame pre\u010d\u00edta\u0165 ako \u010fal\u0161\u00ed n\u00e1\u0161 pr\u00edspevok:<\/p>\n

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Toto obdobie je z\u00e1rove\u0148 podnetn\u00e9 na sebareflexiu a uvedomenie si, \u010di je skuto\u010dne pr\u00e1ca, ktor\u00fa rob\u00edme, hodnotn\u00e1 a perspekt\u00edvna. Zamestnanie nemo\u017eno pova\u017eova\u0165 za \u017eivotn\u00fa istotu a domnievame sa, \u017ee to tak nebolo nikdy. Ve\u010f v\u017edy boli \u013eudia prep\u00fa\u0161\u0165an\u00ed, \u010di u\u017e kv\u00f4li osobn\u00fdm zlyhaniam, zlyhaniam mana\u017ementu alebo vinou kr\u00edz.<\/p>\n

M\u00e1me za to, \u017ee jedinou cestou, ktor\u00e1 d\u00e1 \u010dloveku istotu, je systematick\u00e9 budovanie vlastnej hodnoty a tie\u017e diverzifik\u00e1cia \u010dinnost\u00ed, ktor\u00e9 jednotlivec rob\u00ed. Pr\u00e1ve rozdielnos\u0165 pracovn\u00fdch \u010dinnost\u00ed d\u00e1va \u010dloveku slobodu, preto\u017ee m\u00e1 v\u00e4\u010d\u0161ie istoty, \u017ee mu strata jedn\u00e9ho pr\u00edjmu nesp\u00f4sob\u00ed tak v\u00e1\u017ene komplik\u00e1cie ako pri strate full-time zamestnania. Samozrejme, nie je to cesta pre ka\u017ed\u00e9ho.<\/p>\n

Aj tejto t\u00e9me sme sa podrobne venovali v samostatnom \u010dl\u00e1nku:<\/p>\n

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 <\/p>\n

Pre\u010d\u00edtajte si aj n\u00e1\u0161 \u010fal\u0161\u00ed obsah, ver\u00edme, \u017ee ho ocen\u00edte:<\/h3>\n

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\u013du\u010fom vadia nielen n\u00edzke pr\u00edjmy v s\u00fa\u010dasnej pr\u00e1ci, ale aj nevyv\u00e1\u017eenos\u0165 medzi pracovn\u00fdm a rodinn\u00fdm \u017eivotom. Domnievaj\u00fa sa, \u017ee zmenou zamestnania to zmenia.<\/p>","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[51],"tags":[],"class_list":["post-6771","post","type-post","status-publish","format-standard","hentry","category-archiv","two-columns"],"_links":{"self":[{"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/posts\/6771","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/comments?post=6771"}],"version-history":[{"count":0,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/posts\/6771\/revisions"}],"wp:attachment":[{"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/media?parent=6771"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/categories?post=6771"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/tags?post=6771"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}