RISULTATI RICERCA

The paper analyses the transformations in the social regulation of work through an examination of female employment and changes in the role of women in 271 industrial society. The processes of change have weakened the equilibrium of the Fordist regime founded on the breadwinner role, on a gendered division of labour, and on women’s responsibility for providing care services within the family. Thus the increase of women’s employment is not an effect of change, as are higher rates of unemployment and the spread of ‘atypical’ work, but is rather the key to redesigning a new equilibrium of social relations. The paper outlines a few European examples of change and then focuses on two specific cases of women’s employment in northern and southern Italy. Through this analysis we begin to shed light on the regulating tensions typical of the current phase of work transformation in industrial society.

The true motor of the present changes in work contents and identities is not technology in itself but the continuous social process of redesigning organizations and jobs. Taylor-fordism in itself was not a consequence of technology but rather a major business innovation, that is an architectural platform for specific technological, organizational and social change. A new paradigm of socio-technical architecture takes decades to apply. This is why we do not know whether any post-fordism may be yet among us or is just going to come. The first point of the paper is that ICT do not convert real into virtual organizations and jobs but merely design and manage them on a remote basis, generating an unprecedented change in the TTT setting of the organizations (tecnology, time and territory). This foster global and local ommunication, cooperation, knowledge management and new forms of communities. The second point is this development of ICT process accelerates a trend begun in the 70s from mechanical toward organic organizations, from hierarchical castles toward network organizations, from standardized to individualized form of organizations, from narrow jobs toward knowledge based professions, and many others. The managerial rhetoric of the last 20 years misinterpreted those paradigmatic changes and wrongly announced the death of the organizations and the rise of confused notions as people, human side of enterprise, intangibles and the others. This paper is an open confrontation of current human resources theories, seemingly late ri-editions of Human Relations approaches of the 50ies.

In a prevailing autobiographical style the paper expounds the passage from a Tayloristic paradigm in industrial work as fashionable in the sixties and seventies to a new Fordist paradigm in the eighties. Whereas the Tayloristic paradigm led to a post-Taylorist scenario based upon job reskilling, the Fordist paradigm suggests a post-Fordism characterized in the main by deregulation and flexibility. Post-Fordist sociology also involves a squinting view consisting in an implicit 270 Western-centred vision of globalization essentially manifesting itself in some typical developments such as emphasis on trust, organizational rationality and work meaning. The paper closes outlining changes in student communities that reflect the epochal transformation occurred in the working world.

The end of taylor-fordist model has been also the end of industrial rigidity as a value. Mass production, in fact, required not only rigid structures and organizations but also rigid behaviors and approaches. Post-fordist model implies flexibility instead, both as a value and a paradigm, far beyond the world of industry. Work and workers are requested to be as flexible as firm need. That makes almost all jobs less secure and more discontinue than in the taylor-fordist times. (Before those times, work careers were intended to be naturally varied and complex). Therefore workers need an adequate social security system because. Which one? The state is no more expected to guarantee a work stability on the job but a work citizenship on the market. As a matter of fact, a right mix of flexibility and stability is needed by both workers and firms. On the contrary, the risk would be an exceeding level of flexibility, first of all for firms. Why? Because history tells us that taylor-fordism collapsed as a consequence of an exceeding level of rigidity.

Il presente lavoro si propone di evidenziare le caratteristiche delle famiglie separate in cui è stata diagnosticata una PAS durante una consulenza tecnica d’ufficio (CTU) e gli interventi proposti dal consulente. Attraverso una ricerca d’archivio abbiamo analizzato i testi di: 12 CTU in cui è stata diagnosticata una PAS e 12 CTU senza diagnosi di PAS, con una specifica scheda di analisi. I dati sono stati analizzati attraverso la tecnica del x 2. I risultati principali indicano che i genitori alienanti sono sempre affidatari, sono al 50% padri o madri e il conflitto giudiziario nei casi in cui è stata diagnosticata la PAS dura più a lungo. I minori con diagnosi di PAS hanno in media 11 anni, sono in prevalenza figli unici e presentano più frequentemente problemi di identità, Falso Sé, comportamenti manipolativi e scarso rispetto per l’autorità. Il CTU nei casi di PAS propone più frequentemente una psicoterapia individuale per il minore e lo affida ai servizi sociali riconoscendo la gravità della situazione.

Gli autori intendono fornire una rassegna letteraria sul tema della Sindrome di Alienazione Genitoriale a partire da quanto delineato dallo psichiatra forense R. Gardner. Viene descritta la Sindrome, segni e sintomi, criteri per una diagnosi differenziale, proposte di intervento e trattamento. Viene proposta una lettura complessa dell’insorgenza e del mantenimento di tale dinamica relazionale, sottolineando i diversi livelli di collusione (familiare e extrafamiliare) che consentono il perdurare di queste relazioni disfunzionali. Inoltre correlando l’esperienza clinica degli autori con quella riferita in letteratura viene proposta un’ipotesi di tipo epigenetico, attraverso cui spiegare in maniera più complessa la sindrome in senso clinico. L’obiettivo è quello di sottolineare la necessità di integrare il livello giuridico e quello psicologico soprattutto per quanto riguarda i progetti di intervento e trattamento.

La sindrome da alienazione genitoriale (parental alienation syndrome PAS) è essenzialmente un disturbo dell’infanzia. La sindrome da falso ricordo (false memory syndrome FMS) è un disturbo dei giovani adulti, principalmente donne. Entrambe hanno in comune la messa in atto di una campagna di astio nei confronti di un genitore. L’obiettivo di questo articolo è descrivere sia le similitudini sia le differenze tra questi due disturbi. È speranza dell’autore che queste informazioni si dimostrino utili per coloro che lavorano in entrambi gli ambiti poiché le informazioni sull’uno o sull’altro disturbo possono essere utili per comprendere lo sviluppo, la diagnosi e il trattamento dei pazienti che hanno l’altro disturbo.