[vc_row css=”.vc_custom_1627322511417{margin-top: 45px !important;margin-bottom: 10px !important;}” _et_uniqid=”et_custom_uniqid_new_60fef88be5f30″][vc_column][vc_single_image image=”2775″ img_size=”1024×500″ alignment=”center” css_animation=”slideInDown”][\/vc_column][\/vc_row][vc_row][vc_column][vc_custom_heading text=”C\u00e2\u021bi oameni din echipa ta \u00eencep s\u0103 se prefac\u0103 atunci c\u00e2nd ajung la munc\u0103, pentru a fi mai similari cu prototipul-angajatului-din-ACEAST\u0102-companie? \u0218i c\u00e2t \u00eel cost\u0103, oare, pe angajator un asemenea comportament \u00een r\u00e2ndul angaja\u021bilor s\u0103i? Dar pe angajatul-pref\u0103cut?” font_container=”tag:p|font_size:14px|text_align:left|color:%23777777|line_height:28px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase”][\/vc_column][\/vc_row][vc_row css=”.vc_custom_1627322592784{margin-top: 30px !important;}” _et_uniqid=”et_custom_uniqid_new_60fef8dd9caca”][vc_column][vc_custom_heading text=”C\u00e2\u021bi oameni se prefac?” font_container=”tag:h2|font_size:21px|text_align:left|color:%23222222|line_height:33px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase”][vc_custom_heading text=”Mul\u021bi. Mai mul\u021bi dec\u00e2t am crede. Un studiu recent realizat de Deloitte la nivel interna\u021bional arat\u0103 c\u0103 61% din angaja\u021bi \u201cascund\u201d \u00een cadrul organiza\u021bional dimensiuni ale personalit\u0103\u021bii sau valorilor lor, pentru a fi asimila\u021bi \u00een companie.” font_container=”tag:p|font_size:14px|text_align:left|color:%23777777|line_height:28px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012583363{margin-top: 23px !important;margin-bottom: 20px !important;}”][\/vc_column][\/vc_row][vc_row][vc_column][vc_custom_heading text=”C\u00e2t cost\u0103 asta?” font_container=”tag:h2|font_size:21px|text_align:left|color:%23777777|line_height:33px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012605270{margin-top: 10px !important;margin-bottom: 35px !important;}”][vc_custom_heading text=”Foarte mult. Pentru angajator, pe de o parte, sunt costurile de eficien\u021b\u0103 \u0219i productivitate: imagineaz\u0103-\u021bi c\u00e2t timp \u0219i c\u00e2t\u0103 energie trebuie alocate zilnic pentru a men\u021bine o imagine diferit\u0103 de realitate \u0219i apoi g\u00e2nde\u0219te-te c\u0103 toate acestea se scad din energia necesar\u0103 muncii propriu-zise. De\u0219i semnificative, acestea sunt doar o parte din costuri. Compania pierde serios \u0219i pe termen lung la capitolul performan\u021b\u0103 de grup \u0219i oportunit\u0103\u021bi pentru viitor, atunci c\u00e2nd angaja\u021bii se ascund.
\nPe de alt\u0103 parte, angajatul care disimuleaz\u0103 are \u0219i el de pierdut! Consumul psihic, de\u0219i greu de monetizat, erodeaz\u0103 \u0219i conduce la frustrare. Un angajat care for\u021beaz\u0103 m\u0103\u0219ti pentru a fi \u00een conformitate cu un profil constr\u00e2ng\u0103tor se pierde, \u00een primul r\u00e2nd, pe sine.
\nDac\u0103 oamenii aduc zilnic la birou doar o singur\u0103 parte a personalit\u0103\u021bii lor \u2013 cea conform\u0103 cu imaginea Angajatului \u2013 se pierd simultan dou\u0103 resurse vitale pentru companie: g\u00e2ndirea critic\u0103 \u0219i creativitatea echipei.
\nDecenii de cercetare organiza\u021bional\u0103 confirm\u0103 faptul c\u0103 grupurile diverse social sunt mai inovative dec\u00e2t grupurile omogene. Diversitatea de p\u0103reri, dar mai ales de input-uri este esen\u021bial\u0103 pentru orice fel de inova\u021bie sau de solu\u021bie nou\u0103. Iar atunci c\u00e2nd vine vorba despre decizii de echip\u0103, un sentiment de similaritate prea mare duce la efecte contra-indicate.
\nCercet\u0103rile arat\u0103 c\u0103 grupurile omogene, cu un nivel \u00eenalt de similaritate, sunt mult mai \u00eencrez\u0103toare \u00een deciziile lor chiar \u0219i atunci c\u00e2nd se dovede\u0219te c\u0103, de fapt, concluziile lor sunt de cele mai multe ori gre\u0219ite. Nu de similaritate \u0219i de aliniere la un ideal al angajatului perfect e nevoie pentru a o companie agil\u0103, inovatoare \u0219i performant\u0103 \u00een secolul XXI. Ci de outsideri care s\u0103 pun\u0103 la \u00eencercare bias-uri de g\u00e2ndire \u0219i s\u0103 cear\u0103 o analiz\u0103 sistematic\u0103 a asump\u021biilor care limiteaz\u0103 c\u0103utarea de solu\u021bii.
\n” font_container=”tag:p|font_size:14px|text_align:left|color:%23777777|line_height:28px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012615619{margin-top: 20px !important;margin-bottom: 30px !important;}”][\/vc_column][\/vc_row][vc_row][vc_column][vc_custom_heading text=”Unde este diversitatea?” font_container=”tag:h2|font_size:21px|text_align:left|color:%23777777|line_height:33px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012626415{margin-top: 10px !important;margin-bottom: 35px !important;}”][vc_custom_heading text=”Nu degeaba se spune ca adev\u0103rata comoar\u0103 e la tine acas\u0103 sau \u00een tine. Din fericire, diversitatea necesar\u0103 este, de fapt, deja acolo, \u00een echipe \u0219i \u00een fiecare angajat. Nu e nevoie de procese costisitoare de recrutare pentru a o introduce \u00een organiza\u021bie. E de ajuns ca cei 61% din angaja\u021bi care \u00ee\u0219i minimizeaz\u0103 diferen\u021bele fa\u021b\u0103 de grup s\u0103 fie \u00eencuraja\u021bi s\u0103 \u00ee\u0219i exprime propriile p\u0103reri \u0219i personalitatea, construind o cultur\u0103 a includerii \u00een fa\u021ba diversit\u0103\u021bii.<\/p>\n
” font_container=”tag:p|font_size:14px|text_align:left|color:%23777777|line_height:28px” use_theme_fonts=”yes” css_animation=”top-to-bottom” el_class=”no-uppercase” css=”.vc_custom_1640012633813{margin-top: 20px !important;margin-bottom: 30px !important;}”][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"
C\u00e2\u021bi oameni din echipa ta \u00eencep s\u0103 se prefac\u0103 atunci c\u00e2nd ajung la munc\u0103, pentru a fi mai similari cu prototipul-angajatului-din-ACEAST\u0102-companie?<\/p>\n","protected":false},"author":1,"featured_media":2775,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false},"categories":[1],"tags":[],"translation":{"provider":"WPGlobus","version":"2.8.10","language":"ro","enabled_languages":["en","ro"],"languages":{"en":{"title":true,"content":true,"excerpt":true},"ro":{"title":true,"content":true,"excerpt":true}}},"_links":{"self":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/2772"}],"collection":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/comments?post=2772"}],"version-history":[{"count":1,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/2772\/revisions"}],"predecessor-version":[{"id":8725,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/2772\/revisions\/8725"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media\/2775"}],"wp:attachment":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media?parent=2772"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/categories?post=2772"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/tags?post=2772"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}