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Dans un monde en constante évolution, les entreprises doivent en permanence réagir ainsi que s’adapter afin de rester compétitives et pour ce faire, elles enchainent les implémentations de processus de changement. Or, cette manière de penser sur le court terme et toutes ces modifications ne sont pas toujours bénéfiques pour les entreprises, pour leur rentabilité ni pour les collaborateurs.
De nombreux académiques publient des travaux vantant les mérites des New ways of working, ces nouvelles pratiques professionnelles basées entre autres sur la réorganisation du temps et de l’espace de travail, l’autonomie et la flexibilité. Ces dernières années, de plus en plus d’entreprises tendent à adopter ces nouveaux modèles organisationnels afin de répondre à des besoins nouveaux en termes de dynamisme, de digitalisation et de bien-être au travail.
Mais les New ways of working représentent-elles vraiment la solution pour permettre aux entreprises d’évoluer dans un environnement qui change en permanence ?
Le but de ce mémoire est de tenter d’apporter une réponse à cette question en comparant les théories avancées dans la littérature et les résultats de notre étude empirique.

New ways of working --- Télétravail --- Management --- Change --- Flexibilité --- Sciences économiques & de gestion > Multidisciplinaire, généralités & autres

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For several decades, companies have been facing an unstable and uncertain external environment. The ever-changing workplace is full of challenges and contingencies which companies must adapt to. As a result of the sudden COVID-19 outbreak, companies around the world have had to radically rethink their organisation and working methods. 
The financial audit profession has not been spared by this health crisis. Government restrictions on travel and social contacts have forced audit firms to focus their efforts on finding an alternative to on-site auditing. To mitigate the spread of illness and ensure employee safety, working from home has become the norm. In this regard, this brief examines the perceptions of external auditors regarding this transition to remote auditing and questions the prospects of the profession.
Through a literature review on the specifics of the auditor profession and on the New Ways of Working, we try to understand the traditional working methods of the auditors and to analyse their applicability to the new ways of working which require more flexibility and are human-centred. 
Although the scale of the pandemic is significant, we believe that the shock to the auditors in their work patterns is less significant. To confirm this hypothesis, a qualitative study among professionals of the trade is carried out. Nomadic workers accustomed to technology and armed with adequate equipment for working remotely, the results obtained are evidence of their adaptability, which played an important role during this transitional period.
However, this change in their working methods reveals flaws which we had not necessarily thought of. The breakdown of social contacts is the main difficulty encountered by most of the auditors who participated in the study. For reasons of efficiency and mental health, remote auditing is far from being feasible on a full-time basis.
To address this, auditors feel ready and prepared to turn to a hybrid work model, with a shared presence between the office and the client. Envious of flexibility and well-being at work, the auditors realize that this pandemic has finally made it possible to make a leap forward.

audit --- remote working --- proximity --- ICT --- flexibility --- transition --- telework --- New Ways of Working --- Sciences économiques & de gestion > Comptabilité & audit

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À l'heure actuelle nombreux sont les dispositifs d'évaluation et de valorisation des compétences individuelles des collaborateurs. Pourtant, nous constatons une tendance du monde professionnel à s'orienter davantage vers un travail plus collectif et plus collaboratif. Ainsi, nous situons un paradoxe entre des pratiques RH individualisées/individualisantes et une réalité professionnelle plus collective. Dès lors, ne devrions-nous pas troquer la gestion des compétences individuelles pour celle des compétences du groupe ? Ce travail nous a permis de mettre en lumière les différents intérêts (individuels, collectifs et organisationnels) d'une gestion plus collective. De plus, en réunissant les facteurs influents des compétences collectives, nous avons tenté de réunir les clés de succès ainsi que les pratiques professionnalisantes d'une telle thématique, tant du côté managérial que du côté RH. Enfin, notre démarche empirique s'est articulée autour d'un terrain spécifique, mais s'est aussi agrémentée de témoignages d'experts externes au service étudié.

Skills --- Collective Skills --- Competency --- Collective competency --- Professional skills --- HR --- Collective --- New ways of working --- Knowledge management --- Collaboration --- Work Team --- Compétences collectives --- Compétences --- RH --- Management d'équipe --- Collectif --- Collaboration --- Coopération --- Compétences du groupe --- Sciences économiques & de gestion > Gestion des ressources humaines --- Sciences sociales & comportementales, psychologie > Sociologie & sciences sociales

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Sustainability comes in many forms and is increasingly linked to strategy and to marketing. Organizations have long since recognized the importance of corporate social responsibility and, hence, it is the upper echelon of the enterprise that is involved in the major decisions in this area. Dedicated and specialized teams are the future of organizational sustainability, and we predict that the next decade will see an exponential increase in sustainable activity and investment. Firms cannot afford to let certain opportunities pass without leaving their mark—a mark which will affect the brand and, more importantly, consumers’ minds and their attitudes towards the market of products and services. The market in general will have to adapt to the circular economy and to the well-being of employees and, indeed, of society and its stakeholders, in order to prosper. We are glad to have made even a small contribution to the growing debate on green and soft issues, such as those contained in this book.

Development economics & emerging economies --- new ways of working --- performance --- structural equation modeling --- work engagement --- scale validation --- SEM --- wine storytelling --- wine tasting excitement --- wine involvement --- winescape --- employer branding --- affective commitment --- talent management --- strategy --- personal marketing --- franchising --- franchisor --- global expansion --- case study --- cross-listing --- financial leverage --- R&D investment --- corporate sustainability --- systematic literature revision --- content community --- sustainable marketing --- SMIs marketing --- consumer advice network --- opinion leaders --- network structure --- sustainability --- supply chain --- purchasing policies --- coffee business and production --- Delta Cafés --- Grupo Nabeiro --- sustainable business --- sustainable practices --- food safety --- buying process --- agrifood products --- n/a --- Delta Cafés

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This edited collection brings together a diverse set of original research and review articles that contribute towards a unified objective of redesigning the future health workforce. Our fundamental premise is that the future health workforce needs to be more closely aligned to population needs and be able to address emerging challenges of the 21st century. • The collection includes 13 articles (11 original research; 2 review) from nine countries. • Original research articles that contributed to this special issue came from Australia, Brazil, Canada, China, Japan, South Korea, Sweden, the United Kingdom and the United States of America. • The collection features a range of health professionals including medical, dental, nursing, allied health, social work, and health management workforce. This unique piece of scholarship adds to ongoing global efforts on health workforce integration, universal health coverage, and creating sustainable and people-centric health systems

Humanities --- Social interaction --- climate change --- health workforce --- workforce planning --- competencies --- public health education --- human resource shortage --- mental counselling --- psychological counselling --- public health --- shortage --- social cognitive --- social work --- workforce management --- Workers’ Healthcare Assistance Model (WHAM) --- patient-centred care --- integrated care --- interdisciplinary --- sustainable return on investment (S-ROI) --- economic sustainability --- WELLCAST ROI™ --- general practitioners --- postgraduate medical training --- rural workforce --- medical faculty --- advanced skills --- scope of practice --- vocational education --- primary health care --- rural population --- family physicians --- rural health workforce --- allied health --- local context --- recruitment --- retention --- turnover --- Australia --- older people --- Covid-19 --- new ways of working --- health and social care --- teamwork --- social media --- medical directors --- health service management --- management workforce development --- management competency, Chinese hospitals --- career choice --- generalist --- general practice --- specialist --- medical training --- doctors --- realist evaluation --- theory --- experience --- norms --- attributes --- dental hygienist --- job attractiveness --- job satisfaction --- work environment --- Europe --- thinking --- improvement science --- nursing students --- qualitative research --- workforce solution --- mental health workforce --- trained lay counsellors --- unaccompanied refugee minors --- teaching recovery techniques --- cognitive behaviour therapy --- group intervention --- stepped care model --- workforce policy --- health equity --- racism --- history --- medicine --- medical education --- n/a --- operational models --- planning --- skill mix --- integration --- Workers' Healthcare Assistance Model (WHAM)