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o conciliate efficiency in production and the human relations laud by Elton Mayo, the workers are made attractive and as a matter of fact they are more productive. Toyotism also give the opportunity to the worker to be integrated in the organization, thanks to the team working.

3.强化工作新迈出的一步—A new stage of work reinforcement:

The surveys on work conditions emphasize the fact that new principles of organisation of labour involve an intensification of work, instead of individual development of people (Stoney, C., 2001). As a matter of fact the negative effects which were linked to factory work is now touching a wider range of activities . Even though we have to mention that the tasks of factory workers are not as hard as before, thanks to the introduction of new technologies such as automatisation, other constraints appear, and they are affecting more and more people. The white-collar workers are now the new target of scientific management (Bain, P., Gall, G., Mulvey, G., Taylor, P., Watson, A., 2002). Moreover, with toyotism, the fact that the production takes place downstream means that there is a production only if there are customers, which add more pressure because of the «just-in-time method» of production. We have to produce what the consumer want when he wants it (Peaucelle, J.L., 2000). In Toyota, for example, this means a wider range of production to adapt to people likes, whereas in some organisations, like call centres the constraints would be more straightforward. The workers, who are in direct contact with the customers, have to answer the queries. This techniques can lead to more pressure for the workers, even though they can be helped by on-screen scripting or call taping, so that they can improve there performances. On an other hand these attitudes can be seen as a way for management to exert more control on the employees and particularly on the interaction between employees and customers (Bain, P., Gall, G., Mulvey, G., Taylor, P., Watson,A., 2002).

We can argue that some of the toyotist methods are quite ambiguous. As an example, there is the case of the just-in time production, from a toyotist point of view it allows to combine quality and adaptation to the demand of the customers, whereas from a taylorist point of view we can say that it increases the pace of work. Another argument that is propagating is that the new forms of organisations management bring more stress. This is due to the fact that there is a high demand at work, the managers are expecting a lot from workers who have only a little capacity of decision. These new methods require more satisfaction from the customers without giving to the workers the means of satisfying the customers (Parent-Thirion, A., Fernandez Macias, E., Hurley, J., Vermeylen, G., 2007).

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