The new time is the bearer of new requirements in the workplace

Profound changes are suggested every day by new organizational dynamics triggered by the need qualities that involved every sector of human life.

They appear new expectations

– Il beneficiario di ogni tipo di servizio chiede più qualità

– Chi lavora al servizio di un qualsiasi progetto chiede un assetto organizzativo interno aziendale che gli consenta di rispondere a questa richiesta in modo adeguato

Companies are demanding social pacts that really take into account the new heavy commitments to be Business today provides:

– On the outside, in contact with the customer that shows Quality expectations higher and higher

– Within the Organization, against collaborators who need a Leadership, di un Coordinamento, a Guide more engaging and participatory.

new Organization of Labor Theories give precise quality goals to conquer inside and outside Undertaking:

– In terms of more and more specialized technical procedures

– On impact with the Customer

– In the action of Education, Motivation and Animation staff

It 'pretty clear that the preparation of all -by- to plan the realization of these objectives has the strength of a change of mentality and attitudes:

– Towards its working group

– Towards its audience

E 'being a new integration process.

The ongoing process (and the technological and organizational adaptation that follows) It must necessarily correspond to a type of integration and adaptation to the individual level of the different motivations and personal characteristics

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Whoever accepts challenge to occupy a management role and solution of the problems in any type of structure must provide, in this picture, a time for training. He must devote renewed attention to a type of Corporate Culture aimed at the professional growth of all the preparation -by everyone- tackling the structural change and trim organizational and social in progress.

All’interno della propria squadra di lavoro é fondamentale che ognuno si assuma la responsabilità di diventare character key of a Leadership Service very important for the entire structure. Diventa fondamentale che ognuno sia pronto, psychologically, ad affrontare il proprio public internal and external.

The public, interlocutore esterno o interno (client; socio; colleague; collaborator; capo…), It does not always understand the decisions aimed at improving the work paths. Often thought to be unfairly penalized, because of the complexity of the required new organizational setup fee.

The mission of each is now the highest engagement.

On the quality of this mission Companies should aim, dedicating human resources involved full attention.

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Gli esperti di qualità insistono nell’affermare che in ogni settore è oggi possibile arrivare all’ideale della massima resa con minimi costi. A rule that suggests as its objective the gradual elimination of the final quality control to ensure security at every stage of the work, attraverso un corretto e costante coinvolgimento delle persone impegnate.

Everyone in the company is now charged with the responsibility of ensuring the quality of service to others engaged in other worlds and Enterprise sectors.

Everyone can increase its role management capabilities by making access to new tools.

The autonomy of human resources in the company (human capital) It can be realized by the Company's strategy of developing employees in new skills to cope in different ways old and new problems

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Everyone can increase, through an appropriate training plan, the possibility of preventing (to the extent that a renewed and properly handle may allow) future of stalemates.

The business world is undergoing profound changes, and all we know something, because we are constantly called to:

– Increase our technical and organizational skills

– Make the best use of our natural abilities

Occorre trovare le strategie per:

– To stimulate the recovery of the natural talent and creativity of everyone

• Giving support to the effort to break through the barriers that the personal contribution of each perceive in an attempt to participate in strenuous transformation processes in place

-Encourage, in team play, the projection of a point of personal growth that can stimulate new targeted energies to overcome and transcend barriers to participation.

-Helping the natural leadership skills inherent in all to become talent-guide at the service of themselves and of the part of the working world that everyone is called to handle.

These reflections are an essential cultural background for those who have to manage every day circumstances and certainly delicate

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One of the most effective reference images that the theory of Total Quality It presents today is certainly one of the great orchestra in which all, the first violin to the artist, They have to play excellently and especially in tune with everyone else.

Everyone that works to ensure the quality expected by its target audience is now considered an important element of a great orchestra, and public and private organizations -both- They must be able to provide this type of integration.

Finally…

Participatory hypothesis suggested by new expectations in the workplace tends to radically change the rules and habits acquired.

the experiences of loss are therefore understandable, perplexity and unconscious resistance to change often detected.

These barriers are not represented by lack of technical preparation.

They often lack awareness of the importance of positive result (professional and personal) which it is fundamental to arise from any individual performance. And not only for the positive returns of image and organization of work; since there are many beneficial effects on the individual level that the success in producing quality with anyone working on a project, an idea.

Often they lack the appropriate strategies to address the problem.

The communication and negotiation process is made more difficult by the need to constantly change programs, to adapt them to a changing world in ever increasing pace

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The proposed change of perspective is very ambitious:

– From bureaucratic efficiency

– From authoritarianism to collaboration

• From the pure interest in budgets and operating data, extension interest to less tangible aspects and longer as locomotion: values, perspectives, integrity; with the consequent need -by part of all- di fornire un contributo più adeguato e speciale

– Recovery of awareness and enthusiasm of everyone towards their work role

– Defense and support innovation by all

– Trust and perspective view

• The ability to do new things, but to make them in a new way; without compromise with regard to the systems of values: demanding with ourselves to try and find their own innovative contribution.

Think about getting this kind of support interventions by ordinary, using obsolete hierarchical mode, Today is an abandoned project type from any management plan can take into account the real needs of motivation on the part of those who work in an environment in profound and continuous transformation

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Talvolta i ruoli lavorativi vengono occupati con sopportazione e profonda sofferenza.

The information, the provisions, service orders, regulations, i mansionari, They are experienced as usual and annoying recommendations.

It is therefore necessary to recognize those who work with us all the importance necessary, providing opportunities for new professionalism. The purpose is to enable it to cope ideas, projects and new career paths, aiming for real quality performance.

The most suitable way and less confusing to weave with collaborators a new type of organizational discourse able to justify the claim to have a formative nature is to analyze all involved a real chance to live their role directing efforts - besides to the complete satisfaction of organizational and market needs- to the pursuit of personal gratification. At least towards the elimination and prevention of the negative effects of living in the wrong way situations that are their daily.

EVERYONE MUST SUCCEED IN YOUR WORK

A OCCUPARE UN RUOLO

WITH RENEWED AWARENESS

AND GET RESULTS ALSO A PERSONAL

Franco MARMELLO