New organizational models and social dynamics

For Businesses To Remain Competitive In The Era Of The New Culture For Work

Company: Confindustria Bergamo

Tutor: Viviana Meschitti

Co-tutor: Luca Carollo

The profound changes that have occurred in recent years in various aspects of society have radically altered people’s approach to the world of work.

The most evaluated variables in choosing employment are changing from those of the past: factors such as well-being, worklife balance, and flexibility have taken a more prominent position in addition to professional career or economic security, for example.

Moreover, the labor market has become more fluid, also thanks to the evolution of technology, and it now happens more often than in the past that people quickly move from one company to another, from one professional position to a different one.

First and foremost, companies must be aware of this shift of paradigm and, above all, they must equip themselves to cope with the new social dynamics and remain competitive.

They need to review their organizational structure, internal business dynamics, personnel management and knowledge management mechanisms.

Confindustria Bergamo is at the forefront in promoting sustainable and integrated development of the territory, which is capable of revitalizing the productive fabric and, at the same time, increasing people’s quality of life. In this context, Confindustria Bergamo believes it is necessary to work in order to increase territorial attractiveness by hindering the “talent drain,” taking into consideration both the contextual variables that have recently changed social and industrial balances, and the needs of companies to have reliable and competent personnel in-house to ensure competitiveness and sustainable growth.

Given these variables, the thematic areas of the doctoral program will focus on two main aspects: the psycho-social dynamics and values that underlie the current change, and the organizational aspects of businesses, two fundamental areas that companies must consider to cope with the new work culture.

Among other aspects, the development of HR models that can make companies attractive will also be considered, both social/psychological competencies representative of new generations and future talent, and organizational/managerial competencies to define the most appropriate business model based on the characteristics of companies in the area.