the last century, with relations fostered by work - related interaction with others. Nonetheless, employers are free to decide whether to sign the related contract and, consequently, they must have a material interest, which is seldom the best allocation of work spaces, or a more rational layout of office space and reduction in the related expenses. The not always easy bargaining between employers and employees mostly focuses on pursuing higher efficiency, wanted by the former and promises by the latter, and therefore a bargaining chip and at the core of the agreement on how the job is to be performed electronically or, in any case, remotely. The devolution of a large part of organizational matters to individual agreements postulates a debate on meeting conflicting needs and workers’ wishes clash with those of their employers, outside the more reassuring collective agreements and, in any case, alternative to the office dynamics and the related community of life. When seeking their own convenience (real or imaginary), workers must persuade the company (and, with less difficulty, the public administration) they work for, and must do that convincing the employer that their contribution will improve if they are placed in a different organizational model. Therefore, expecting a mutual advantage, but as a strong corporate case, efficiency becomes matter for debate and, in this, subordination changes, because of said consent and debate components in the exercise of direction powers, which fray into the agreement on the place and mode of work. Fascinated by the idea (perhaps a little delusive) of recovering spaces of freedom and wrongly believing to be able to make everything fit thanks to technology, as if it ensured dominion over time, remote workers do not realize that they must concede a lot, especially if the company or the public administration body they work for can effectively assess the level of their contributions. If workers want… to escape from the company, not only must their contribution remain unchanged, but also meet the company’s expectations to such an extent as to justify its hoped - for consent. The points of balance in this endless bargaining lack any satisfying classification and this is unavoidable, precisely because it is on an individual rather than collective basis. The related fragmentation of the corporate structure impoverishes the collective dimension of work efforts and entails drifting towards individualism and an often hectic pace of work. Isolated in their homes or in a place they choose, employees (especially private sector ones) must justify the option they have exercised giving evidence of its advantage for the employers and, therefore, proving the givers of a distinctive contribution, which is enabled or facilitated 102 ENRICO GRAGNOLI
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