Two motivations
define the behavior of a person within an organization and its degree of involvement: meeting basic needs (your pay) and their personal satisfaction.
personal satisfaction and development of their own talent they have amazing strength in the will of the people. Its importance and its value is incalculable.
The degree of involvement, creativity and drive depends on the pay-satisfaction relationship is appropriate. Remuneration and is neither a sufficient nor a determining factor. So much so that many dedicated people of creativity and drive within the "social media" without any reward to their own satisfaction. The development of Linux and Wikipedia are a good example.
is surprising that so many organizations that persist in maintaining a leadership style that inhibits creative skills and drive of its employees, reducing the work only possible reason for the wage premium. Thus the only thing expected is the fulfillment of work obligations.
And is not that an organization must give reasons, it is not their function, but to create conditions for self-development, participation, collaboration and to the venture.
employee-company relations are now much improved. hierarchies pose real barriers to individual skills and be crop used to benefit people and the organization itself.
organizations do not use the skills and entrepreneurial and intellectual capacities of their employees and thus their ability to improve primary. All lost.
The more we cling to the traditional hierarchies, the more we move away from the enormous potential of collaboration to create agile, flexible and continuous improvement.
why more and more people to develop their talents and achieve personal satisfaction, undertake activities themselves, sometimes with excellent professional skills, which will provide a new way of working: the redarquía to the concept of hierarchy.
The redarquía will work in collaborative networks, with partners in a network with suppliers and customers.
Employees will no longer be used, but partners that make up a network. All points of the network will be connected, part of the problem with the systemic assessment of these will become clearer.
Redarquía is collaboration, increase relationships, communication and increase personal satisfaction and improved organizational system .
Figure of an area director in a large company will lose weight. Project managers will be the new managers of the future, the closest thing to today's managers, but who will develop professional networks free for projects that may arise while part of other networks. The professionals will be excited for each project, as this will challenge and an opportunity for collaboration. The leader will be born out of necessity and all of its network will be leaders at different times.
future? Maybe. But the inadequacy of management head-foreman-leading companies, the lack of consideration to neceidades of self of persons is accelerating, if not resolved, the process by which people increasingly skeptical look for other ways outside the big traditional companies. Networks outside the company are already born. Will they companies while leveraging the talent?
little by little to their best professionals and they will be installed in any network of collaborators.
Redarquía is when individuals gain personal development, cooperation and interdependence, but also the network. Remains to be seen whether the excessive fragmentation have unintended side effects, so a good solution is for companies to replace the hierarchy of networks of internal and external partners. Win all.
0 comments:
Post a Comment