 |
|
 |
Community for the ones who see things differently in design and eco compatibility
Once the organization of companies was structured only by organizational charts, rules and procedures to be followed. In these years, the only way to be part of the organization were characterized by the infinitely repetition of behaviors, the execution of commands and the adjustment to organizational demands. Many things were changed: companies with perfect organizational charts and proper procedures, however could be made by people, that are only interested in making any mistake and in obeying, so they failed; in the other hand, "disorganized" businesses with motivating people, that are doing everything they believe being right, were developed. As Enzo Spaltro says now we are in the era of motivation, inside the organization, but also the era of the confusion between feeling good personally or in the organization: a trap which has often led to many difficulties and frustrations. The critical factor that differentiates these situation is the approach to people: in one side, it is required a strong adherence to values to avoid sanctions and to prevent dangerous behavior, in the other side, it is asked to pursue behaviors that allow a possible future prosperity. In the second case we talk about organizational aesthetics: a management approach "capable of feeling" – for that reason is aesthetic - and of planning for the future. We liked these organizations and you? La bellezza organizzativa o l’organizzazione della bellezza? Un tempo si credeva che l’organizzazione di impresa fosse fatta solo da organigrammi regole e procedure da rispettare. Erano gli anni in cui il ripetere infinito di comportamenti, l’esecuzione degli ordini e l’adeguarsi alle richieste organizzative erano l’unica ragione d’essere dell’organizzazione. Molte cose sono cambiate: aziende dagli organigrammi e dalle procedure perfette ma con persone interessate solo al non fare errori e ad obbedire sono fallite e aziende "disorganizzate" ma con persone motivare al fare ciò che era corretto si sono sviluppate. Come ricorda Enzo Spaltro è iniziata così l’epoca della motivazione, del clima organizzativo ma anche della confusione fra stare bene organizzativo e stare bene personale: una trappola che ha portato spesso ad altrettante difficoltà e frustrazioni. Il fattore critico che differenzia gli approcci è l’approccio alle persone: da un lato si richiedere innanzitutto una adesione ai valori per evitare sanzioni e prevenire comportamenti pericolosi viceversa nell’altro caso si chiede di perseguire comportamenti che permettano un possibile benessere futuro. Nel secondo caso si parla di estetica organizzativa: ovvero di un approccio gestionale "capace di sentire" – e quindi estetico - e progettuale verso il futuro. A noi piacciono queste organizzazioni e a voi? 
|
 |
the other hand, we denounce wit righteous indignation and dislien who are so beguiled and demoralized by the charmd ...the other hand, we denounce wit righteous indignation and dislimen who are so beguiled and demoralized by thecharmd
beauty,
change,
community,
creativity,
ethic,
life,
manifesto,
recycling,
resource,
respect,
share,
sustainability,
think difference,
think different,
zero emission,
Arguments: 
the other hand, we denounce wit righteous indignation and dislien who are so beguiled and demoralized by the charmd ...the other hand, we denounce wit righteous indignation and dislimen who are so beguiled and demoralized by thecharmd Special Arguments: |
|||||||||||||||||
| |||||||||||||||||||
|
|
|
|||||||||||||||||
