|
|
|||||||||||||||||||||||||||||
©
2.007 |
| Balanced Scorecard |
18. Climate and Culture for the Action
As very well Leif aims Edvinsson, "... suddenly we see that yes we can compare oranges and apples, not observing the fruits, but the trees that produced them, and mainly its roots" significant it is that the Intellectual Capital begins to be, it is, a strategic Resource of first level... for we should take care numerous aspects that will consolidate this resource, from the motivation, the formation, the organizational climate, the alignment of objectives, etc.
-
Organizational climate (work). - they Constitute those "the impressions that simultaneously share a group of people in connection with their labor environment". Their analysis allows me to identify, to organize and to value the appreciations and thoughts that the human team of a company has of its peculiarities like organization. At the moment, the challenges demand quality of the service in all the areas companieses, it becomes precise to renovate the integral administration impelling bigger efficiency in consonance with the values of the company, necessary on the other hand for the correct acting of the motivated workers and aligned with the Mission and the Strategic Objectives. Numerous facets that contribute exist - it doesn't fit doubt - to improve said "Climate": Flexibilizar and to foment the internal communication of the company (so much horizontal as vertically), Negotiation and Reorganization of the shifts and schedules of work, to Settle down political of participation in the processes of taking of decisions, etc.
-
Incentives and retribution. - it doesn't fit doubt that of it is from a good element to analyze to obtain, consequently, a good labor climate. An objective to achieve through this, it can be perfectly the alignment of individual objectives with the global strategic objectives of the organization. The design of an in agreement plan of incentives with the expectations of the own workers can be a conditioning factor of important success.
-
Motivation, Formation, Understanding. - Of what is in this case it is of contributing to the development and improvement of the competitions that, like it is logical, comes conditioned by the certain formative programs starting from a demanded level of quality, the establishment of systems of evaluation of the acting, the establishment of specific promotion plans inside the company, etc. Also, a clear understanding halo should be gotten, all should know how they contribute to the success of the business, they should know its objectives on time and to arrive to a consent on the same ones.
-
Profile, tasks, delegation. - An analysis of profiles and of the tasks to develop allows a coordination and a more efficient organization, clarifying the functions to develop in each work position, determining the contribution grade to the final result and establishing some retribution and participation politicians in the taking of decisions chord with the strategy defined by the business unit. We are before the commonly well-known figure as "Empowerment", it is to delegate, but of delegating with sense and with effectiveness, so that employee improves and the administration is speeded up and that an acceptable and responsible organizational climate is gotten.
-
Creation of teams - human Capital. - the personnel's selection in numerous companys is a key factor; in fact, in innovative sectors, with big investments in I+D, the reception of the Talent is fundamental, of there the importance of defining the profiles of the positions and the capacities correctly to develop. What people to choose and how many?, the answer to that question what we look for is in fact.
Scorecard returns to the Beginning of Balanced
* * * * *
Don't forget to REGISTER FREE in our montly bulletin and allow us to stay informing you..Clic Here
Home Page -
eBulletin
-
Products
-
eLearning
eConsulting
- Suggestions - Publicity
Alliances -
Who Are -
Contact Us
© 2.007 BusinessOnlyBusiness.com. Todos los derechos reservados. All rights reserved.
Todas las marcas registradas son propiedad de la compañía respectiva o de BUSINESSCOL Ltda - BusinessOnlyBusiness.com
All trademarks are owned by the respective company or by BUSINESSCOL Ltda - BusinessOnlyBusiness.com
organisation climate and culture