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Années paires.

Thursday, December 31.

Tuesday, December 29.

The super gift package ahah

SALE!

I wish you a happy 2010 with lots of happiness, I hope you have made good resolutions: p

If you want to see great photos I remind you that it is sufficient only click it:)

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Byad Or K7al In Stores Now

To download the album here is the Link:

http://www.amazon.fr/Byad-Ou-K7al-Explicit/dp/B0032142DA/ref=pd_ts_dm_al_44?ie=UTF8&s=dmusic

For residents of Morocco:

Casablanca

RESTAURANT TGI FRIDAY'S TGI Friday's

Ain Diab Corniche.

Rabat:

RESTAURANT TGI FRIDAY'S TGI Friday's

Angle and Hamza Street Agdal Bouziri

(face Lycée Descartes)

Agadir:

YAMAK STORE

Tafoukt Complex Hotel, Place El Wahda - Agadir (opposite McDonalds cornice)

Essaouira: Essaouira

SHOP

48, Rue Sidi Med Ben Abdellah.

Tel: 06 60 75 55 99

Fez:

MAN FASHION BOUTIQUE

35, Palestine Avenue Building 8 vn

houria residence.

Tel 06 61 22 36 47

Meknes:

PRESTA

1 Place Mauritania No. 17

Select Gallery Tel 06 61 84 61 21

Oujda:

MASTER EDITION

Mazouzi Street, No. 8a, Oujda.

Tel 06 62 51 70 51

Positioning And Shortness Of Breath

Christmas !

I hope you'll get all full of gifts and partying like crazy (still moderately hihi: p) I'll put the photos of the days coming after:)

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risks exclusions induced forcing to impose telework New

In our last column of Dec. 7, 2009 we spoke of the forcing teleworking "and now we will think about the risks of exclusion induced by forcing if we want all employees to telecommute in jobs "teleworkers." We will not address the exclusion of ICT which is another problem we have already extensively covered ("Stop the nonsense Technology "Editions of Organization)

Among the major risks of exclusion that seem related to this forcing, we find the family situation.

Telecommuting employees telework at home = family

Home work the telecommuter or teleworker must be accepted by other family members. However, all employees have a family willing to accept their physical presence, coupled with unavailability of fact related to the work: "Are you there, but you work ... "..

It requires both a job "telecommuting" and a family "tele-compatible"

All employees have a family (spouse, children and adolescents but also ...) ready to "negotiate "modalities of this new organization.

This may imply that these employees will be excluded from "employment teleworkers' (50% of jobs according to the report " The development of telework in the digital society of tomorrow " written for the CASE - Center for Analysis Strategic). It is interesting that according to preliminary results of the investigation we are conducting with teleworkers and teleworking employees ( http://teletravail.enquete.free.fr/ ) a significant proportion of employee (s) teleworking are at home either alone or in couples without children, which simplifies the situation ... "negotiation."

course, there are other risks of exclusion if one carelessly accelerates the development of telework (increased time and workload management by objective; dictatorship indicators encrypted, self-sufficiency, trusting relationship with the company ...) which will be discussed.

Agree or disagree with our analysis, if you have not already done so much to join our online survey on telework ( http://teletravail.enquete.free.fr/ ) .
Invite please, other teleworkers to participate as well.

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forcing for telework

The report "The development of telework in the digital society of tomorrow," written for the CAS (Center for Strategic Analysis) is a document very comprehensive and very interesting that addresses all aspects of telework.

A new anthem for the development of telework

He has one fault, but it is important: it is a new anthem for the development of telework. All text, also more than the final proposals, heavy emphasis on the virtues of telecommuting and the need for France to catch up "late" ...

From the first page sets the tone: "In many areas, telework has significant advantages: it improves the conditions working employees and reconciling personal and professional life and contributes to reducing emissions of greenhouse gases, he hustles the organizational and managerial models obsolete, it promotes access to employment for people excluded from labor market, thereby contributing to social inclusion, it can reduce the health impacts of pollution in urban centers .... "

But the demonstration of all these statements, which reflect the traditional discourse pro-telework (ICT providers or companies teleworkers activists), is not made In the following pages, and because it is said in conclusion that it would be necessary to have "a better understanding of the possible gains through teleworking ...."

Telework is a type of work organization among others and the report is unable to justify why the government should promote, including through financial assistance, this organization more than others. It pushes the reader to conclude implicitly that entrepreneurs, managers and employees are the only French do not yet have understood all the benefits!

= Ideal society widespread telecommuting

Gold insisting that "Telework could affect up to 50% of jobs in 2015, against 30% today," the report implies that the ideal society would be society in which all jobs "teleworkers" should be held by telecommuters. Therefore a number of press articles titled "Telework could affect up to 50% of the workforce in 2015."

The dangers of forcing for telework

Two examples among others show the boundaries, and sometimes the danger of forcing for the development of telework at all costs.

First example. It is repeatedly said that telecommuting helps reduce emissions of greenhouse gas emissions. This is far from always true: the first results of the investigation we are conducting with teleworkers and telecommuters employees (http://teletravail.enquete.free.fr) show that over 30% them have moved from an apartment to a house at the transition to telecommuting. The average travel time home-business has more than doubled journeys are fewer but much longer. As for energy consumption induced by work in a house, it is unclear whether lower than that required for heating a corporate office.

Second example. It is repeatedly said that telecommuting improves quality of life. It also confirms that the vast majority of initial responses to our survey. But "all teleworkers are satisfied with telework "Does not mean that all employee (s) would like to telecommute. "All those and all those who love to ski the mountain" does not mean that everyone would like to spend their holidays in the mountains and need to force them.

Therefore, forcing in favor of telecommuting results in risk of exclusion. Even, especially, if we like telecommuting, we must be lucid: all employee (s) and do not WANT MAY not telecommute. It is on these risks of exclusion, and the notion of "delay", we return to in our future columns.

Okay or disagree with our analysis, if you have not already done so much to join our online survey on telework (http://teletravail.enquete.free.fr)

Footprint With Wings Tattoos

"Sur place ou à..?"

Otherwise next week 's is holidays (whew) and I made an appointment at the hairdresser, I can not wait: D

Whats Red Flower Pin Today

"Nice to.."

Obsessed by bow rings? um ... maybe ^ ^

Sorry if I post pictures less often but I'm a little overwhelmed and when I have time to stay home I benefits to rest, I go to my bed and I move over: D

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Survey 2009/2010 on the actual effects of teleworking teleworking

This survey 2009 / 2010 is the first French survey on working conditions and lives of teleworkers. It intends to listen and analyze what the say and think and salaried employees who have real experience of working from home (at least one day per week). It is expected to escape the caricature of speech "pro" and "anti" telework trying to highlight the differences between fantasy and reality.

* Telecommuting improves he really your quality of life of the community? The questionnaire allows you to give your opinion on the 4 groups of criteria by which one traditionally assesses a factor of "sustainable development": social criteria, societal, environmental, economic.

* Telecommuting improves he vriament your individual quality of life? The questionnaire allows you to give your opinion on the effects on fatigue, stress, pleasure and health

* Telecommuting is there really a "bulwark" against pandemic influenza?

This survey is conducted by OBERGO (observatory of working conditions and ERGOstressie) to write a guide setting out proposals to employee (s) and companies to organize and be successful telework .

Comment by participating in survey ECTT http://teletravail.enquete.free.fr/

Images Engagement Wishes For A Friend

NEWZ: "Fans 9Rib Men" Who's Don Bigg

9rib Men fans the "emission"
sent DonBiggOfficial . - Watch the latest music selection.

As you know, Don Bigg likes to keep his habits but also wants gardiste.En front end, New Project, currently underway and is dear to the artist, is the new program "9rib Men fans," a time of fun section dedicated to "urban street" culture "Hip Hop".
Concept: Contest Performance Rap / R'n'B
fans should send their models via mail, listen thoroughly will designate the two lucky winners (one boy and one girl). These will be produced by Don Bigg HIM self for a Single that will be publicized online and via all platforms, and this to give a boost to these young talents hitherto unknown to the general public. Don Bigg not seek in any way to sign or bind the foals through a typical label contract, but is simply to open a is giving the public an opportunity to enjoy good music, performed and produced by a professional job and two young newcomers. Being passed through these difficult times and knowing the obstacles imposed on the novice artist, Don Bigg wants to give young people a chance and advance the Moroccan Hip Hop scene by giving it a boost. After what will the media and producers to take over.
hope this initiative will make things happen musically, and will encourage more artists in the near future to sponsor young talent to have in 2 or 3 years a "musical background" interesting and not always the same figures representing the movement "Hip Hop" in Morocco.
All aspiring young rappers can submit their models (solo, not group) by mail to the following address: @ gmail.com only.fans.can.judge.me
For more information please contact us.
More news on the project, will soon be available at: www.myspace.com / donbigg. After recording her single "itoub" from his upcoming album "O byed K7al Don Bigg promo tour will be in all the national radio from 3rd April 2009, but also internationally to 'Beur FM" and "skyrock "(France) DJ Cut Killer in paris and BBC Radio (London). you will have the opportunity MBC to see on Channel One April 15, 2009 alongside the famous American producer Fredwreck, the emphasis has worked and collaborated with many stars including Snoop Dogg, Ice Cube, Kurupt ... to name a few, and among other produce two tracks on the album Don Bigg. On the scene
El Qamra at the Grand Festival Mawazine, May 18 next flap and from 22 am DonBigg mark his big comeback with new excerpts from his upcoming album "or Byad k7al" with many surprises and an amazing show.
end of May is scheduled video shoot "itoub" which will be on your screens from the beginning of July, with the official launch of the brand The DonWear you will find several outlets in different cities of the kingdom, the album's release "or Byad K7AL" is scheduled for Christmas 2009 for any additional information, please log onto the official myspace DonBigg: www .myspace.com / donbigg.

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Act of June 9, 2009: a necessary law ... but less reassuring to employees than the national agreement of 2005

The National Assembly adopted June 9, 2009, on first reading a text on teleworking should be debated in the Senate in October 2009. For
first time the Labour Code will comprise, when the legislation is finally adopted, elements on telework, subject hitherto totally ignored in this code.

This bill features: •

over form: it is very short and is only part of a more general law "to facilitate the maintenance and creation of jobs" (3 articles 13). MPs to visibly telework is not a revolution ...

• on the merits: it contains the outline of the national agreement on telework (ANI telecommuting) signed by the social partners July 19, 2005. It is also considering a diffusion of telework in government, but without defining the terms.

This law will finally give an indisputable legal status of teleworking to reassure businesses and employees wishing to introduce this type of work organization.

But it is much less precise than the text of the 2005 national agreement on a number of protections for the teleworker:

* It does not explicitly account workers "nomads" It does not
* problems period of adjustment, or health issues or training issues or problems with workload, ...
* She does not speak of collective rights: in particular, is not mentioned the need to inform and consult the works council as envisaged in the national agreement.

It is regrettable that this particular law does not regain a very important provision of the Agreement: "Telecommuters are identified as such on the single register of staff". Yet this identification only allows full transparency on the importance of teleworking in the business and telecommuting to reduce "wild" or "gray" (that is to say not explicitly recognized by a contract or an addendum) to the benefit of telework negotiated.
However, this law does not abolish the National Agreement on Telework and employees and their representatives in enterprises covered by the agreement (which has already been the subject of an extension order May 30, 2006 ) can always rely on this agreement. For a
déytaillée anlysis of this law, article by article on my site http://www.ergostressie.com

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limits

Argument No. 2 advocates of telecommuting employee fewer trips, thus saving time and less stress

Reducing the number of employee trips offer many benefits both socially and for economies of energy. But this reduction is not always as important as was hoped.

Reduced transport time for the employee.

"Since I started teleworking, I won three of transport by day ..." or "... I avoid two hours of traffic jams on the road ... "Or" Now I go to the customer without going through my office .... "

In reality, these gains are not always as obvious.

one hand, most employees are teleworkers in the company premises at least two days a week to meet colleagues and attend meetings. Compliance with this provision, provided in a large number of contracts telecommuting, ensures that the teleworker is disconnected from the corporate life. But that means the economics of travel time between home and work is only 40% over a 5-day week.

other hand, a number of telecommuters will continue to do what they did before, that is to say going to the customer or supplier directly from their home. This means that the time of transport are the same

Reduced stress related to transportation and schedule adherence

is an advantage which can be important whenever there is a need for means of transport and meet schedules (given that those are rare and those who come on foot or by bike in the company). Breakdowns and strikes in public transport, congestion or car breakdowns are very important sources of tress that reduces, in part, telecommuting.

Obviously this reduction is limited to days during which the employee is not getting into the business.

other hand, stress the schedule adherence of the company persists in large part if the teleworker must meet a "window of availability" (as we saw in the discussion of the argument # 1) .

Finally, the stress is sometimes replaced by those linked to local constraints, especially in the management of entries and exits of school to accompany or go pick up children.

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saving time limits in the choice of hours

Argument 1 advocates of telecommuting employee telecommuting allows more freedom for the employee in the choice of hours

is obviously one of the strongest arguments of all teleworkers and telecommuting satisfaction cite it as a priority.

But when we look a little more detail on the freedom we find that she suffers from many limitations:

- Limits in relations with the firm (hierarchy, colleagues, ...)

Most contracts define telecommuting (and should be determined as discussed in the model contract) from the windows of availability "during which the teleworker must be contacted by the company. Obviously if this range is 100% for hours now, there is more room for freedoms for the teleworker.

In general, this range is 5 or 6 hours, eg from 9 am to 12 pm and 14 to 17 h. These times must be negotiated, and it is not easy, if we want to, for example, "pick up the kids at school .. . The possibility of permanent liaison with Blackberry or Ipod is rarely sufficient ...

- Limits in relations with customers

Customers can impose very stringent schedules to suppliers (visiting hours, Delivery, ...)

- Limits in relationships with family

If we do not live alone (e), the inter-professional life and private life is not always easy going for the whole family. If one does not work in times "normal" routine (for example, between 8 am and 18 pm), it means that you work early morning or late evening, or Saturday, or Sunday. This flexibility, satisfactory to the teleworker Will also satisfactory for his family?

other hand, if the workload is too Importantly, the actual working time will tend to exceed the contractual working time even more than in the case of a traditional work in the office

- Restrictions related to their abilities

must be able to live properly scheduling this freedom. First, we need the type of business and activity that is exerted allows schedules that are chosen in part yourself. On the other hand, we must be able to organize its own activities without the constraints imposed by the permanent hierarchy or colleagues.

All these reasons explain why those who already have considerable autonomy and freedom in the choice of hours in a traditional organization "office" adapt readily to teleworking. But it's not so easy for others ...

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Deepening the pros and cons telework

We know well the arguments of advocates of telecommuting employee

* More freedom for the employee in the choice of hours
* Less travel: time saving
* More free time for family and local activities
* Less stress transport
* Less stress due to pressure hierarchical
* Less consumption of energy: sustainable teleworking =
* ...

less is known about the arguments of those opposed to telecommuting employee

* Working hours tend to spill over the lifetime private
* More stress to a greater workload because uncontrollable
* Less than contacts with superiors and colleagues
* Less participation in the life of the company
Telecommuting * = first step toward dismissal or outsourcing
* ...

We return to each of its arguments in the coming days.

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telework Why does he develops not in France?

This blog is used to exchange, so lucid on telework in trying to distinguish, as much as possible, speech, fantasies and reality.