Une plus grande autonomie qui engendrerait une augmentation de l’engagement individuel (et de l’équipe), qui par conséquent augmenterait la performance.

Merci pour tes questions.

Pourquoi les gestionnaires ayant le pouvoir d’amener ces changements n’y songent pas? Ne les appliquent pas?

À quelle réaction t’attends-tu lors de ce changement du côté des équipes?

Just like with Scrum, a self-organized team can accomplish great things as long as they operate within specific principles.

I see two obstacles to it though :

- When working as part of a team, you can’t afford to be too off-beat from the team’s work routine, which means all teammates generally have to do more or less the same hours to stay in phase.

- The paradigm may be relevant for some office jobs but certainly not in the industry with a production line involved, or in a job with strong, fixed time imperatives, or strong interaction with other people who have certain time habits… pretty much most of the jobs, in fact

Given these constraints, wouldn’t adopting a freely-chosen, self-organized work hours approach boil down to doing exactly the same hours as the current imposed hours, most of the time ?