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LA MERITOCRAZIA E’ UNA QUESTIONE DI ETICA PROFESSIONALE

Supponiamo di dover selezionare un neolaureato, un aspirante venditore, un aspirante amministrativo, in cerca di lavoro. Se si chiede quali siano le loro aspettative nella maggior parte dei casi risponderanno che il loro desiderio è di entrare in un’azienda nella quale sia possibile imparare molte cose, fare molta esperienza. Non  traspare alcun merito, alcun proposito di fare del proprio meglio. Si mostra una generica disponibilità. Eppure sono candidati in cerca di lavoro!

Altra ipotesi: supponiamo di avviare la selezione per un Direttore Commerciale o un Direttore di produzione, ovvero collaboratori di alto livello. Ognuno enfatizzerà le proprie capacità professionali. Il loro scopo sarà di far salire la propria quotazione per farsi remunerare meglio possibile. Non solo, ma insisteranno per  ricevere un emolumento, integrato da incentivi, da incassare prima ancora di aver mostrato le loro effettive capacità di produrre risultati.

Ecco perché le aziende si prendono le precauzioni inserendo nell’accordo di collaborazione un congruo periodo di prova.

La realtà è che qualsiasi rapporto che si instauri tra un collaboratore e un’azienda non è solo quello contrattuale. Esso funziona se basato su un’etica professionale, sia da parte del collaboratore sia da parte dell’azienda.

Ogni contratto di collaborazione evolve ben presto in un contratto psicologico. Oltre allo stipendio e ad eventuali incentivi pattuiti all’inizio i collaboratori ricevono altri vantaggi, quali, il senso di appartenenza all’azienda, l’incarico di svolgere una mansione, l’opportunità di conoscere molte persone, alcune simpatiche altre meno, ci si crea una piccola cerchia di relazioni personali. In definitiva ogni collaboratore si crea un proprio status symbol. A fronte di ciò che i collaboratori ricevono mettono a disposizione dell’azienda il proprio tempo, le proprie capacità professionali, la propria intelligenza. Qualcuno aggiunge anche la propria libertà.

A fronte delle aspettative di ogni collaboratore e di ciò che fornisce e riceve, ci sono le aspettative  dell’azienda.  A fronte dell’impegno di fornire la remunerazione promessa, l’azienda si aspetta che ogni collaboratore apporti valori, comportamenti, risultati, iniziative, ecc.

Quando si parla di meritocrazia ci si dimentica che sia i collaboratori sia le aziende hanno proprie aspettative. Non esiste la meritocrazia basata solo sui meccanismi incentivanti per ottenere le migliori prestazioni da parte dei collaboratori. Esiste un rapporto di reciprocità tra collaboratore ed azienda. Quanto più tale rapporto poggerà su basi etiche professionali reciproche, tanto più il clima aziendale sarà positivo e tutti cresceranno, collaboratori e azienda.

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