All over the world, farmers have to face up to increasing uncertainties (market and climate). They have to adapt their activity to the new contexts and challenges of livestock farming (producing more and better, and satisfying the expectations of society, consumers, and of downstream operators), while at the same time responding to their own expectations in terms of income, quality of life, and working conditions. In order to understand these changes and consider the future, work organization must be taken into account. The Work Assessment Method, developed by French livestock researchers, provides a framework able to capture work organization, taking into account the specifics of the livestock activity. Based on a comparative analysis of nine case studies that used the Work Assessment Method from six contrasted countries, this review (1) gives generic ideas on work organization indicators and their variation; (2) identifies four generic patterns of work organization which are not linked to the local context but marked by the workforce composition; (3) demonstrates that the relevance of the Work Assessment Method to tackle work issues, and its capacities to be adapted to a variety of livestock farming contexts throughout the world, is linked to the properties of its framework, which was developed by combining different disciplinary approaches; (4) highlights the principal limits of the method: lack of coordination with other dimensions of work (labor productivity; sense of the job), and limited characterization of the work organization flexibility; and (5) proposes some possibilities of change to better respond to the diversity of work situations and questions about work, and take better into account the evolutions of livestock farming systems.

The organization of work and changes in patterns of working life is of increasing concern to farmers worldwide. This creates challenges for advisors, who do not always know (i) how to recognize farmers' or their own needs for knowledge and new approaches to farm work organization or (ii) how to assess different methods of advice to tackle this issue. How are advisors responding to this concern and what are the implications for advisory roles and the advisory situation? In this paper, we review the situation of farm work organization changes and advisory responses. We describe a conceptual framework integrating different foundations relating to work organization on farms, the farmer-advisor relationship and methods of advice. Applying this framework to farm work organization and advisory responses in Australia, Belgium, France and Uruguay, our findings are as follows: (i) the specific characteristics of work are a source of difficulties for both farmers and advisors; (ii) for the farmers, work is a very personal subject linked to identity; (iii) for the advisors, it requires different methods of advisory practice and skills; (iv) success of advisory roles in the context of farm work requires the control of various 'role statements'; and (v) the organizational framework in which advisors carry out their activity, as well as specific training, can make it easier to identify and organize the skills.

L’article examine la participation des agriculteurs aux forums de développement rural ( Mesas de Desarrollo Rural (MDR)), dispositifs instaurés en Uruguay en 2007. Durant trois ans (2015-2017), plusieurs MDR ont été étudiées dans trois départements du pays à partir de l’application d’une grille d’analyse des variables de l’action publique. Les principales conclusions indiquent la flexibilité et l’adaptation de ces dispositifs aux conditions des territoires et des producteurs, leur ouverture à d’autres institutions sectorielles non agricoles et, dans plusieurs cas, des difficultés de maintien ou de renouvellement de la dynamique de participation, en particulier, des représentants des agriculteurs. Classification JEL : M19, Q11, R52, R58

Aunque en el nivel internacional la mujer rural es considerada clave para el desarrollo sostenible, en la ganadería uruguaya su trabajo continúa siendo poco (re)conocido por los formuladores de políticas públicas, provocando la migración de las más jóvenes y la “masculinización” de la actividad ganadera en ese país. Como ejemplo, los sistemas nacionales de estadística sobre el trabajo femenino no registran las actividades no remuneradas de las mujeres en las explotaciones agrícolas familiares, a las que usualmente consideran no productivas, y han subestimado sistemáticamente las transformaciones en la organización del trabajo rural femenino. Este estudio contribuye a entender mejor el cambiante papel de la mujer rural, al analizar, por medio de entrevistas semi-estructuradas y observación participante, a: i) cómo se organiza el trabajo de mujeres dedicadas a la ganadería bovina de carne y de leche a partir de cruces entre perfiles ”“jefas, co-jefas y observadoras pasivas- y consideraciones sobre la gestión de la explotación y del tiempo; ii) las diferentes dinámicas de toma de decisiones, según los perfiles y roles de las mujeres; iii) una dimensión más subjetiva de las mujeres ganaderas, con sus percepciones y visiones de sus propias actividades laborales en transformación. Se identificaron cinco factores que inciden en su perfil: relación de la mujer con sus familiares, características socio-económicas, tamaño de la explotación, presencia de empleados asalariados y tenencia de la tierra y/o de animales.

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