{"id":26308,"date":"2022-04-13T07:05:47","date_gmt":"2022-04-13T07:05:47","guid":{"rendered":"https:\/\/www.emmaginer.com\/endogamia\/"},"modified":"2022-04-13T10:54:03","modified_gmt":"2022-04-13T10:54:03","slug":"endogamia","status":"publish","type":"post","link":"https:\/\/www.emmaginer.com\/ca\/endogamia\/","title":{"rendered":"Endog\u00e0mia"},"content":{"rendered":"<p>Fa unes setmanes llegia una not\u00edcia sobre el relleu als \u00f2rgans directius d\u2019una empresa de grans dimensions. Curiosament, per a afrontar aquesta nova \u201cetapa de canvis\u201d on l\u2019organitzaci\u00f3 \u201cpotenciaria m\u00e9s que mai la innovaci\u00f3\u201d es decidia apostar clarament<!--more--> per la vella gu\u00e0rdia, atorgant encara m\u00e9s poder als \u201cperfils de confian\u00e7a\u201d que havien acompanyat l\u2019anterior directiva des de temps immemorials. El mateix dia que llegia aquesta not\u00edcia, un amic meu que est\u00e0 en plena transici\u00f3 professional em comentava que, arribat a l\u2019entrevista final per a una posici\u00f3 dins d\u2019un comit\u00e8 de direcci\u00f3 d\u2019una altra empresa, s\u2019havien decidit per un candidat \u201cdel cercle de confian\u00e7a\u201d de la presid\u00e8ncia, per a garantir que es \u201ccompartia la cultura\u201d. I \u00e9s aix\u00ed com, poc a poc, <strong>determinades organitzacions esdevenen quelcom tan endog\u00e0mic que perden totalment la connexi\u00f3 amb el m\u00f3n exterior (que \u00e9s on hi ha els seus clients finals).<\/strong><br \/>\n<strong>Hi ha una gran difer\u00e8ncia entre endog\u00e0mia i practicar una pol\u00edtica de promocions internes,<\/strong> que \u00e9s el resultat de tenir un bon pla de desenvolupament a l\u2019organitzaci\u00f3. De fet, la m\u00e8trica estrella que sempre recomano per a comprovar l\u2019\u00e8xit d\u2019un pla de desenvolupament o saber si val la pena haver invertit en un <em>Learning Management System<\/em> no \u00e9s tenir la dada dels participants d\u2019una formaci\u00f3, sin\u00f3 l\u2019\u00edndex de promocions internes (o, el que \u00e9s el mateix, els estalvis en costos de selecci\u00f3). <strong>\u00c9s incontestable que la comunitat de client intern (les persones que formen l\u2019empresa) \u00e9s el primer <em>talent pool<\/em><\/strong>, no hi ha dubte.<br \/>\nL\u2019endog\u00e0mia \u00e9s quelcom ben diferent. \u00c9s saber que, <strong>amb l\u2019excusa de la cultura i la confian\u00e7a, sempre es triar\u00e0 les mateixes persones o persones del mateix entorn, sobretot per a determinades posicions. I aqu\u00ed \u00e9s on el sistema comen\u00e7a a pervertir-se<\/strong>, perqu\u00e8 <strong>un concepte amb tant de sentit com \u00e9s la cultura d\u2019una organtizaci\u00f3, de cop i volta, esdev\u00e9 un parany<\/strong>. Dit d\u2019una altra manera, l\u2019autenticitat d\u2019una empresa es manifesta a la seva cultura (que es forja de manera org\u00e0nica i espont\u00e0nia a trav\u00e9s de tota l\u2019organitzaci\u00f3, no nom\u00e9s a les plantes nobles).<strong> La cultura \u00e9s intr\u00ednseca, s\u00ed, per\u00f2 aix\u00f2 no vol dir que sigui cr\u00edptica.<\/strong> \u00c9s a dir, si la cultura d\u2019una organitzaci\u00f3 \u00e9s quelcom que ning\u00fa del exterior pot entendre i que cal que siguis de dins per a comprendre-la, aquesta organitzaci\u00f3 t\u00e9 un problema. <strong>Una cultura impermeable \u00e9s una cultura abocada a l\u2019endog\u00e0mia,<\/strong> que equival a entrar en un bucle on les persones de sempre estaran donant les solucions de sempre dins una conjuntura que ja no \u00e9s la de sempre, <strong>la qual cosa posa en perill l\u2019organitzaci\u00f3<\/strong>. Potser aquest perill no es percep com a quelcom immediat. Les empreses grans tenen molta in\u00e8rcia i aix\u00f2 pot amagar que ja s\u2019hagi iniciat el compte enrere. Per\u00f2 un entorn convuls com el que estem vivint actualment s\u2019encarregar\u00e0 d\u2019accelerar el proc\u00e9s. <strong>Nom\u00e9s la innovaci\u00f3, que sorgeix de la diversitat, permetr\u00e0 a l\u2019organitzaci\u00f3 evolucionar amb la conjuntura<\/strong>, amb all\u00f2 que passa all\u00e0 fora (all\u00f2 que cap comit\u00e8 de direcci\u00f3 no pot controlar, per m\u00e9s que vulgui).<br \/>\nDe manera que nosaltres decidim qu\u00e8 volem fer com a organitzaci\u00f3: <strong>o abra\u00e7ar all\u00f2 que \u00e9s divers i diferent o continuar fent servir la cultura com a excusa per a tapar la voluntat expressa de no evolucionar<\/strong>. Qu\u00e8 creiem que ens funcionar\u00e0 millor?<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Fa unes setmanes llegia una not\u00edcia sobre el relleu als \u00f2rgans directius d\u2019una empresa de grans dimensions. Curiosament, per a afrontar aquesta nova \u201cetapa de canvis\u201d on l\u2019organitzaci\u00f3 \u201cpotenciaria m\u00e9s que mai la innovaci\u00f3\u201d es decidia apostar clarament<\/p>\n","protected":false},"author":3,"featured_media":26318,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[154],"tags":[1264,1753,1335,1125,1746,851,1747,456],"class_list":["post-26308","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-noticies","tag-diversity-ca","tag-establishment-ca","tag-innovation-ca","tag-neworganisations-ca","tag-oldstyle-ca","tag-powertothepeople-ca","tag-redorganisation-ca","tag-sexyhr-ca"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.2 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Endog\u00e0mia - Emma Giner<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.emmaginer.com\/ca\/endogamia\/\" \/>\n<meta property=\"og:locale\" content=\"ca_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Endog\u00e0mia - Emma Giner\" \/>\n<meta property=\"og:description\" content=\"Fa unes setmanes llegia una not\u00edcia sobre el relleu als \u00f2rgans directius d\u2019una empresa de grans dimensions. 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