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Ai?? Cai??i??est faux ! il nai??i??y a aucune bienveillance dans les entreprises Ai?? !
Je suis Ai?? mon stand des Entreprises Humaines au salon Ai?? On est bien Ai??et jai??i??essaye de dire quai??i??il y a des entreprises qui entreprennent sincA?rement dai??i??amAi??liorer la vie des salariAi??s. Rien nai??i??y fait, les larmes arrivent aux yeux de la femme qui me raconte son histoire. Mais lai??i??histoire est trop douloureuse et lai??i??Ai??motion trop vive. La rAi??volte contre un traitement injuste au sein de son service est palpable. SalariAi??e dai??i??une entreprise publique, elle subit les consAi??quences dai??i??une situation de harcA?lement de la part dai??i??une collA?gue. Le management refusant de voir la situation et de la traiter, souffrance, dAi??prime et congAi?? maladie en constituent la suite logique.
Impossible pour elle dai??i??entendre dai??i??autres histoires, dai??i??autres visions plus positives de la vie au travail.
Et pourtant, Ai??a existe ! Des entreprises dans lesquelles les salariAi??s ont vraiment plaisir Ai?? venir travailler ne sont sans doute pas les plus nombreuses, mais il y en a sAi??rement de plus en plus.
TAi??moignaient Ai?? notre table ronde co-organisAi??e par Les Entreprises Humaines et Echo Savoie Mont-Blanc, des dirigeants dai??i??entreprises des Savoie, Tefal et Pain de Belledonne. Chacune se veut modeste dans son approche et ne souhaite pas apparaAi??tre comme donneur de leAi??ons ou comme modA?le Ai?? suivre.
Il nai??i??empA?che. Prenons la PME savoyarde de 150 salariAi??s Ai?? Bain de Belledonne Ai??. Si vous vous rendez sur place, dA?s votre arrivAi??e, sans doute sentirez-vous quai??i??il y rA?gne un esprit diffAi??rent : la mare aux canards, le petit pont, les jardins potagers,ai??i??
Ai?? Pas de management baby-foot Ai??
Pour Bruno Anquetil, son prAi??sident fondateur, lai??i??essentiel nai??i??est pas lAi??. Pas plus que dans que dans les activitAi??s de bien-A?tre, comme le yoga ou les sAi??ances de massage quai??i??il a mises en place. MA?me si ces activitAi??s participent Ai?? crAi??er un environnement de travail agrAi??able, il dAi??nonce le Ai?? management baby-foot Ai??. Pour lui, le bien-A?tre au travail constitue lai??i??ambition, lai??i??essence mA?me du projet dai??i??entreprise quai??i??il construit. Que les femmes et les hommes se sentent bien au travail est lai??i??objectif premier. La performance est seconde, Ai?? elle vient par surcroAi??t Ai??. Il utilise volontiers la mAi??taphore maritime du bateau et son Ai??quipage, le capitaine doit connaAi??tre son cap et savoir dAi??cider, et chacun des Ai??quipiers doit partager lai??i??aventure, remplir sa mission, si modeste soit-elle, savoir quel est le sens de son travail, y A?tre heureux pour contribuer Ai?? la bonne marche du navire et Ai?? la rAi??ussite de la traversAi??e.
Des salariAi??s en cohAi??rence avec le projet
Pour cela, le maAi??tre mot est celui de cohAi??rence. Le personnel doit A?tre en phase avec le projet social et sociAi??tal de lai??i??entreprise. Cai??i??est lAi?? dai??i??ailleurs que les difficultAi??s commencent car les freins culturels Ai?? lai??i??Ai??volution Ai?? libAi??ratrice Ai?? de lai??i??entreprise peuvent A?tre nombreux. Ainsi pour lai??i??embauche de nouveaux salariAi??s, a-t-il choisi une voie originale de recrutement. Le candidat se retrouvera en entretien non devant le DRH, mais devant un jury de salariAi??s, y compris, le cas Ai??chAi??ant, de ceux quai??i??il aura Ai?? superviser. Ensuite, en lieu et place dai??i??une rAi??ponse officielle, cai??i??est le candidat qui devra rAi??affirmer sa volontAi?? de sai??i??engager dans lai??i??entreprise. Ce changement, Ai?? ses dAi??buts, a fait grincerai??i??
Chez Tefal (Groupe SEB), en Haute Savoie, pour produire les 45 millions/an de poA?les et autres ustensiles culinaires, la mobilisation des salariAi??s est jugAi??e essentielle et la qualitAi?? de vie au travail (QVT) une orientation majeure. Cai??i??est pourquoi, les partenaires sociaux y ont Ai??tAi?? associAi??s et quai??i??un accord QVT portant sur des mesures concrA?tes (conciergerie, tAi??lAi??travail,..) a Ai??tAi?? signAi??.
Quelle Ai??valuation pour le bien-A?tre en entreprise ?
La dAi??marche se veut progressive, explique FranAi??ois Muller, Vice-PrAi??sident. De longue date, on sai??i??efforce de rAi??pondre aux besoins fondamentaux de sAi??curitAi?? des opAi??rateurs. En entrant sur le site de lai??i??usine, on ressent dai??i??ailleurs cette sensibilitAi?? en voyant le panneau lumineux affichant un message sur les accidents du travail, plus prAi??cisAi??ment Ai?? lai??i??absence dai??i??accident depuis x.. jours Ai??. Cette brique de base concernant la santAi?? et la sAi??curitAi?? sai??i??enrichit dAi??sormais de mesures visant Ai?? faire de Tefal une entreprise oA? il fait bon vivre. Dai??i??oA? le souhait de sai??i??inscrire dans lai??i??Ai??valuation Ai?? Great place to work Ai??. Le rAi??sultat dans le classement nai??i??est pas encore Ai?? la hauteur des espAi??rances. Laurent Canaguier, le DRH prAi??cise les limites et lai??i??intAi??rA?t de cet outil, en pointant notamment les points dai??i??amAi??lioration possibles. Pour aussi en faire un chantier dai??i??expression des salariAi??s. Cependant, la satisfaction des salariAi??s se constate aussi Ai?? travers dai??i??autres indicateurs comme le faible taux de turn-over.
Faire de lai??i??opAi??rateur un acteur de son travail
Pour amAi??liorer la qualitAi?? de vie au travail, des actions relatives Ai?? lai??i??environnement du travail comme une conciergerie, une crA?che dai??i??entreprise, la rAi??fection des locaux de pause, ont Ai??tAi?? mises en place. Mais lAi?? encore lai??i??essentiel est ailleurs. Le travail lui-mA?me et la reconnaissance du collaborateur comme un A?tre humain capable dai??i??apporter son intelligence Ai?? lai??i??amAi??lioration de son poste ou des process. Lai??i??opAi??rateur devient acteur quand, par exemple, il est associAi?? au sein dai??i??un atelier Ai?? Kaizen Ai?? Ai?? la rAi??solution dai??i??un problA?me comme celui de diminuer le taux de rebuts sur un article.
On reconnait cependant chez Tefal que lai??i??organisation reste classique et hiAi??rarchique et que lai??i??on est loin du modA?le Ai?? entreprise libAi??rAi??e Ai??. Mais le travail sur lai??i??autonomie et la responsabilisation est engagAi??. Un pilote sur le sujet est en prAi??paration dans une dAi??marche dai??i??expAi??rimentation Ai?? test and learn Ai??.
Une entreprise conviviale
Pour A?tre bien dans son entreprise, lai??i??Ai??tat dai??i??esprit quai??i??on y insuffle est essentiel. On connaAi??t aussi lai??i??importance, pour le fonctionnement efficace et harmonieux des collaborateurs entre eux, de la cohAi??sion dai??i??Ai??quipe. Dai??i??oA? lai??i??accent mis sur les actions visant Ai?? renforcer la convivialitAi?? et la solidaritAi??, comme les Ai?? corporate games Ai?? ou les olympiades interentreprises avec une participation de 150 salariAi??s de chez Tefal.

Deux exemples dai??i??entreprises trA?s diffAi??rentes dans leur taille et leurs activitAi??s. Les deux sur leurs marchAi??s prAi??sentent de bons rAi??sultats. La corrAi??lation entre le bien-A?tre des salariAi??s et les performances ici semble exister. En tout cas, pour les femmes et les hommes dans ces deux sociAi??tAi??s, si la qualitAi?? de vie au travail, cai??i??est avoir le sentiment de Ai?? faire du bon travail dans une bonne ambiance Ai??, cela semble une rAi??alitAi??, mA?me cheap depakote, cheap clomid. si leurs dirigeants reconnaissent que le chemin est encore long vers un monde idAi??al. Il est probable dai??i??ailleurs quai??i??il nai??i??ait pas de fin.

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A good offseason for Patriots

27déc16

A very good offseason for Patriots You may get here and run plays, But you not learning to play the game. We progressed to the part now where we learning how to play games, Trying to quickly know how to play at the end of games, How to play with the hands of time, Devoid of the clock, With the ball or devoid of the ball, Because I think that going to be important when we come down to starting implementing the real stuff. real, Real stuff is several weeks away. Areas observations after all the offseason machinations. The masai have a fifth Lombardi Trophy in their collection, Super Bowl rings with additional diamonds than a nearby Tiffany, And a soon to be 40 year old qb who looks, Acts and has as if he 30. Did the Patriots require much more to make the first half of 2017 special? Yet examination of their roster and, If you are among the other 31 NFL teams, You need to be shuddering. New great britain went 14 2 last season, Concerning four games without Tom Brady, But looks even more now. Feeling a need to bolster the take advantage of group, The Patriots introduced Brandin Cooks and Dwayne Allen. Wanting a better pass rush, They gathered Kony Ealy. They didn re sign biking LeGarrette Blount, They will added Mike Gillislee and Rex Burkhead. Perhaps sunshine, They signed cornerback Stephon Gilmore outside of division rival Buffalo. If incumbent Malcolm Butler can be achieved happy by management, The Patriots remain covered in the life insurance department. Definitely, They can lost Blount, Martellus Bennett, Bob Long and Logan Ryan. But the Patriots more than paid for for those defections. Matt strenght, Mostly of the remaining veterans with any credentials on the Jets, Emphatically denies the team intends to tank this season to get a very high draft pick. We know Jets management has the same approach as Forte and his teammates. An study of the massive roster for minicamp, Including a dozen non contract players trying out, Uncovered Forte, Muhammad Wilkerson coupled with Sheldon Richardson. Beyond them and some journeymen, The Jets be similar to a noncontender in the ACC, In order to the NFL. In tearing apart virtually all the stuff, The Jets essentially made some wise moves https://www.cowboysmerchandisestore.com/DCqhwlJr2N3gTf. Darrelle Revis is a shell of the star cornerback he was formerly. The battles in the trenches took a huge toll on center Nick Mangold. QB Ryan Fitzpatrick followed the best season of his nomadic career and among the worst. Calm, The manner and timing with which manufacturers like dedicated linebacker David Harris and their only proven receiver, Eric Decker, Were released seem almost callous. What has been left in our bodies seems worthless. These are examining rosters, It going to take some time to become accustomed to Adrian Peterson in a Saints jersey; Jamaal Charles not while using Chiefs but considering the archrival Broncos; Lawrence Timmons on to the southerly Beach https://www.cowboysmerchandisestore.com/, Not throughout the Steel City; And the Chargers in are generally. Best of all Julius Peppers back in Carolina, Phil Whitworth a Ram. DeSean fitzgibbons a Buccaneer, Cone specificlsome sort ofis Can absolutempbell the Jone specificguan actualr Dak Prescott Jersey cheap, Tony Jefferson some Ra meaningfulven, And Eddie delicate a Seahawk. Upheaval is a continuing in the NFL, Which is perhaps the attraction, Specifically in the fantasy football era. In contrast to draft picks, Observers don need to wait too long to gauge a free agent signing or even a trade, As rare as is also. Of most involvement in 2017 might be how much potential Hall of Famers such as Peterson and Peppers have left. We remember when Robert Griffin III and Colin Kaepernick were awesome, Latest wave quarterbacks. At this point, They jobless. Revis was a shutdown cornerback for three businesses. He considering work. Anquan Boldin and James Starks assisted a teams win Super Bowls. They are underemployed. Mario Williams was helpful ideas overall draft pick in 2006. He no place in the league. Gary Barnidge was a advantageous tight end in Cleveland, Of all attractions. Another nowhere fast man. Vincent fitzgibbons, Trent Cole, D fitzgibbons, Alterraun Verner, Jones Clady, All with Pro Bowl recommendations, Are discharged. Many of these guys, Undoubtedly Barnidge, Verner yet Cole, Should find landing spots when training camps open. All will need to lessen their monetary expectations to get a job cole beasley jersey. Constructive, Opening day isn until sept. But the seats under many coaches and general managers won be cooling off until then, If. Most apparent are GM Mike Maccagnan and Coach Todd Bowles with the Jets. Not any easier are the GM/coach combinations of Sashi Brown and Hue Jackson in Cleveland; Ryan Pace and John Fox in chi town; And perhaps even Mickey Loomis and Sean Payton in New Orleans. They were able to all use some positive mojo.

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ArrA?tez de les motiver!

14déc16

Isaac Getz, le professeur thAi??oricien de lai??i??entreprise libAi??rAi??e, prAi??fA?re utiliser la mAi??taphore du jardinier et de la fleur. Le manager doit simplement prendre soin de ses collaborateurs. Si leurs besoins psychologiques sont satisfaits, intrinsA?quement satisfaits, il nai??i??est pas utile de dAi??velopper dai??i??autres outils de motivation.

Ai??Ai??La carotte (et le bA?ton derriA?re), Ai??a ne marche pasAi??!Ai??Ai??. La primeAi??? on attend la suivanteAi??!

Les incentives, les augmentations,ai??i?? sont des approches court-termistes.

Il vaut donc mieux sai??i??occuper de besoins supAi??rieurs comme le dAi??sir dai??i??Ai??galitAi?? (ne pas A?tre traitAi?? comme un infAi??rieur), le besoin de rAi??alisation de soi et lai??i??auto-direction (autonomieAi???).

Ai??Ai??On ne motive pas les gens, on leur fait confianceAi??Ai??

Ai??Ai??On ne motive pas les gens, on les aimeAi??Ai??

Et peut-A?tre poser cette question simple au collaborateurAi??: Ai??Ai?? de quoi avez-vous besoin aujourdai??i??hui pour donner le meilleur de vous ai??i??mA?meAi???Ai??Ai??

Ai??Ai??Lai??i??entreprise libAi??rAi??e, pas un modA?le, une philosophieAi??Ai??

Il rAi??pA?te quai??i??il nai??i??y a pas de modA?le.

Cai??i??est une philosophie et il Ai??voque dai??i??ailleurs Aristote et le concept de Ai??Ai??vie bonneAi??Ai?? dans une Ai??Ai??sociAi??tAi?? bonneAi??Ai??, lai??i??entreprise Ai??tant alors vue comme une mini-sociAi??tAi??. Et dai??i??indiquer, comme lai??i??Ai??crit Aristote, Ai??que le bonheur dAi??pend de plaisirs sensoriels mais surtout des plaisirs de lai??i??esprit.

Il nai??i??y a pas de modA?le et la principale constante des entreprises libAi??rAi??es, dit-il, cai??i??est le sourire des salariAi??s. LAi??, il exagA?re un peu car il y a, semble-t-il, des principes Ai?? mettre en Ai??uvre, principalement la suppression des hiAi??rarchies, une redistribution du pouvoir dans lai??i??entreprise, la crAi??ation de petites Ai??quipes autonomes, la confiance redonnAi??e au salariAi??, le chef qui nai??i??est plus chef mais leader au service de lai??i??Ai??quipe.

La libAi??ration de lai??i??entreprise est un cheminement, cai??i??est une montagne Ai?? gravir. Ce qui est vrai car si le thA?me intAi??resse, peu nombreuses sont les entreprises qui sai??i??y lancent vraiment. Et il cite essentiellement les exemples dAi??jAi?? Ai??voquAi??s dans le documentaire Ai??Ai??le bonheur au travailAi??Ai?? (Arte), comme Favi, Poult, le ministA?re belge,..

Ai??Ai?? Ca marche trA?s bien pour une TPEAi??Ai??

Cai??i??est en fait plus facile, selon lui, puisque lai??i??on se rapproche dai??i??un des principes du (de lai??i??absence deAi??!ai??i??) modA?le, Ai?? savoir lai??i??Ai??quipe autonome. Mais lAi?? comme dans les plus grandes, lai??i??obstacle le plus frAi??quentAi?? cai??i??est lai??i??ego du dirigeant ou du managerai??i??

Une autre difficultAi?? est liAi??e au fait quai??i??une partie des collaborateurs souhaite rester dans une position dai??i??exAi??cutant, position infantilisante selon lui.

Cai??i??Ai??tait bienAi??!

Le public Ai??tait nombreux Ai?? cette confAi??rence organisAi??e par la CCI de Haute Savoie et on a passAi??Ai?? un bon moment. Isaac Getz a de lai??i??humour et le sujet est intAi??ressant. AprA?s le bouillonnant JF Zobrist (Favi), il y a peu, Ai??a y est, je pense quai??i??on dispose dAi??sormais de tous les Ai??lAi??ments pour se lancer dans lai??i??aventure de lai??i??entreprise libAi??rAi??e. (MalAi???)heureusement, il nai??i??y pas de modA?leAi??!

Motivation et entreprise libAi??rAi??e

Motivation et entreprise libAi??rAi??e

Le prochain Grop de l’antenne d’Annecy le 21 dAi??cembre, portera sur les pratiques de motivation de nos collaborateurs.

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Le management selon Botanicai??i?? quelques considAi??rations Ai?? propos du management par le calmeai??i??

01fév16

managementbotanicCai??i??est tout un programme et cai??i??est aussi le titre dai??i??un livret co Ai??crit par les personnes concernAi??esAi??: Gilles Panteix, mais aussi Luc Blanchet, ValAi??rie Cotro, Marc Rossat Mignod et Thierry Nadisic.

InspirAi?? par plusieurs disciplines dont la psychologie humaniste, la psychologie comportementale, les dAi??couvertes des neurosciences et lai??i??approche systAi??mique, le management par le calme sai??i??inscrit dans un vrai projet dai??i??entreprise sur le long terme.

Comment communiquer correctement entre humains quand on est confrontAi?? Ai?? de si grandes diffAi??rences dai??i??expAi??riences, dai??i??histoires, de cultureai??i?? et qui plus est, quand la communication doit servir un projet communAi??? VoilAi?? la gageure de toutes les entreprises.

La facilitAi?? ou lai??i??efficacitAi?? immAi??diate entraineraient volontiers Ai?? conclure que le management par la pression, coupe court Ai?? toutes tergiversations et solutionne une mise en action optimale.

Or, nous rappellent les auteurs, les ressorts du cheap zoloft, cheap Zoloft. management par la pression engendrent souvent, en effets collatAi??raux, la perte de confiance en soi et la dAi??responsabilisation des salariAi??s.

Partant de ce constat et refusant ce type de dommages, lai??i??enseigne Botanic, a choisi de se pencher sAi??rieusement sur la question, de rAi??flAi??chir avec les diffAi??rents acteurs et hommes de lai??i??art, afin de trouver une meilleure voie.

Cai??i??est ce cheminement qui est synthAi??tisAi?? dans ce petit livret qui pourrait servir Ai?? bien des managers en questionnement, puisque ce sont les Ai??tapes de la rAi??flexion Ai?? lai??i??organisation concrA?te qui sont dAi??taillAi??es ici.

Outil distribuAi?? Ai?? tous les managers en interne, les adhAi??rents des entreprises humaines peuvent lai??i??obtenir sur demande.

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Dossiers dai??i??alternative Economiques

29sept15

epargnersolidaireLe nouveau numAi??ro des Ai??Ai??Dossiers dai??i??alternative Economiques Ai?? a pour sujetAi??: Epargner solidaire.

Ce numAi??ro dAi??taille lai??i??offre des produits dai??i??Ai??pargne solidaire et dAi??crit les initiatives soutenues. Il propose Ai??galement une rAi??flexion plus large sur la finance et sa rAi??gulation. (En vente Ai?? partir du 4 septembre)

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Innovation participative, remettre l’humain au cAi??ur de l’entreprise

29sept15

innovationparticipativeLai??i??innovation participative, vous nai??i??en avez jamais entendu parler, vous lai??i??avez testAi??e ou vous voulez la mettre en place, ce livre sai??i??adresse Ai?? tous ceux qui sont dAi??sireux de mieux connaAi??tre la dAi??marche, son histoire, son contenu, ses rAi??alisations et ses perspectives de dAi??veloppement.

Riches de tAi??moignages de praticiens en entreprises, de partenaires, sous le sceau de lai??i??association Innovai??i??Acteurs, les co-auteurs nous rappellent quelques fondamentaux pour rAi??ussir et nous alertent surAi?? les Ai??cueils Ai?? Ai??viter.
Un ouvrage Ai?? la fois pAi??dagogique, pratique et dAi??monstratif dai??i??une dAi??marche existante en plein essor.

Ai??Ai??Innovation participative, remettre l’humain au cAi??ur de l’entrepriseAi??Ai?? De Muriel GarciaAi?? et NadA?ge de Peganow

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GROP National Ai?? Et si la solution Ai??tait le participatif ? Ai?? (Juin 2015)

29sept15

destek olmakVoici quelques-unes des rAi??flexions, pistes de travail et remarques sur le sujetai??i??ainsi que des rAi??fAi??rences abordAi??es durant la rAi??union.

Quai??i??est ceAi???
Le travail est souvent naturellement collaboratif puisquai??i??il sai??i??agit dai???un Ai??change, de faire pour, de faire avec, de rAi??pondre Ai??,ai??i?? mais lai??i??expertise, lai??i??Ai??valuation individuelle, la concurrence, la dAi??cision et le pouvoir individualisent. Dai??i??autre part la culture gAi??nAi??rale est essentiellement orientAi??e vers du directif descendant. La sociAi??tAi??, lai??i??Ai??cole, le systA?me encouragent beaucoup la personnification alors mA?me que ces trois entitAi??s nai??i??existent que dans une organisation collective.
Le collaboratif est-il naturel ou culturelAi??? Pour devenir naturel il y a une nAi??cessitAi?? de le prAi??parer.
La coopAi??ration et la collaboration ne signifient peut A?tre pas la mA?me chose. Le collaborateur donne Ai??Ai??un coup de mainAi??Ai??, le coopAi??rateur a Ai??Ai??les clAi??s du camionAi??Ai??.
Dans les mots de lai??i??entreprise, la sAi??mantique nai??i??est pas neutreAi??: salariAi??/salaire, employAi??/emploi, collaborateur/collaboration, coopAi??rateur/coopAi??ration.

PourquoiAi???
De belles rAi??alisations, telles que WikipAi??dia ou les logiciels libres Linux, ont Ai??tAi?? menAi??es Ai?? bien avec du coopAi??ratif total (pas dai??i??organisation, pas de chef, mais un cadre Ai??laborAi??). Non seulement ces rAi??sultats sont fiables et efficaces mais en plus lai??i??organisation souple et le grand nombre de participants Ai??gaux dans le projet, les rend invulnAi??rables.
Le collaboratif, pour rAi??pondre aux enjeux dai??i??un monde complexe.
Intelligence de lai??i??adaptation quand les projets sont traitAi??s par des collectifs
Parce quai??i??en multipliant les apports diffAi??rents en intelligence et crAi??ativitAi??, on est plus inventif, plus rAi??actif

CommentAi???
EndogA?ne ou exogA?neAi??? Cai??i??est le dirigeant qui la suscite. Il peut lai??i??impulser mais non lai??i??imposer.
Lien Ai??troit avec le pouvoirAi??; autorisons nous les autres Ai?? A?tre dans le pouvoirAi???
Suffisamment sAi??curisAi??e et dAi??finie pour ne pas engendrer humiliation, injustice, peur. Ne doit pas A?tre perAi??ue comme une nAi??gation du leadership.
Deux obstaclesAi??: le leader doit accepter de Ai??Ai??diluerAi??Ai?? son pouvoir, et les autres doivent accepter dai??i??en prendre. Ou alors, le leader doit rester dans sa zone de lAi??gitimitAi?? de pouvoir et laisser aux autres la place de dAi??cider lAi?? oA? ils sont lAi??gitimes Ai?? le faireAi??!
Il y a des rA?glesAi??; Il y a le formel (bien dAi??fini) et lai??i??informel (on sai??i??y attend mais on ne lai??i??a pas dit)
Ai??a part dai??i??en haut pour que ce soit appliquAi?? mais ce systA?me est commutatifAi??: Ai??a va dans les deux sens (on a les patrons quai??i??on mAi??rite/tel patron, tels ouvriers). De mA?me que cela se passe dans la sociAi??tAi?? civile (on a les politiques quai??i??on mAi??rite). Les systA?mes sai??i??auto entretiennent Ai?? lai??i??Ai??quilibre, tacitement les uns valident les attitudes des autres.
La sociocratie, un mode de gouvernance qui associe tout le monde. Une Ai??lection sans candidat (chacun dit qui lui semble lAi??gitime au poste). Le passage de la parole en ordre, respectant le temps de chacun (je dis quand jai??i??ai fini)
Permettre la crAi??ativitAi?? au cAi??ur du travail.
Collaboratif cai??i??est donner la responsabilitAi??, cai??i??est questionner qui prend la dAi??cision, ou Ai?? quel niveau elle est prise.
Se mesure-t-elleAi??concrA?tement? CommentAi???
La question de la gentillesse et de la bienveillance vient se mA?ler au dAi??bat, car le constat est que A?tre mAi??chant est plus valorisAi?? (il arrive Ai?? ses fins, il a le dernier mot, il est brillant). Le courage de la gentillesse permet peut A?tre dai??i??aller plus loin.

Avec quiAi???
Avoir le regard de celui qui est de lai??i??autre cA?tAi??, ne remet pas en cause lai??i??autoritAi?? de lai??i??expert mais cela enrichit dai??i??une vue, dai??i??un Ai??clairage diffAi??rents.
Tout le monde ne peut pas et/ou ne veut pas prendre le risque. Attention au masque du mensonge, Ai?? Ai??Ai??faire croireAi??Ai?? Ai?? la collaboration, dans un univers directif
Les personnes devront faire preuve de polyvalence, dai??i??initiative et de lai??i??adaptation nAi??cessaire surtout dans les petites entreprises. (Notion incluse dans le contrat de travail)

Continuer la lecture ‘GROP National Ai?? Et si la solution Ai??tait le participatif ? Ai?? (Juin 2015)’




LEH from LEH on Vimeo.

les entreprises humaines

L'association rassemble des Femmes et des Hommes Engagés dans la Mise en Œuvre de Pratiques Plus Humaines dans l’Entreprise.

Son ambition est de devenir l'Association qui fait référence en montrant que la performance durable de l'entreprise découle de l'épanouissement des personnes qui la constituent comme de celles qui interagissent avec elle !

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