[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=”2790″ img_size=”1024×500″ alignment=”center” css_animation=”slideInDown”][\/vc_column][\/vc_row][vc_row][vc_column][vc_custom_heading text=”Laureatul premiului Nobel pentru economie Vernon Smith \u0219i neuroeconomistul Paul J. Zak au demonstrat, cu ajutorul neuro\u0219tiin\u021bei, rela\u021bia direct\u0103 dintre \u00eencredere \u0219i performan\u021b\u0103. La nivel comportamental, hormonul denumit oxitocin\u0103 determin\u0103 reducerea temerilor \u0219i cre\u0219terea \u00eencrederii. Chimia creierului uman se schimb\u0103 atunci c\u00e2nd apare sentimentul de \u00eencredere, acceler\u00e2nd procesele deliberative \u0219i eliber\u00e2nd poten\u021bialul indivizilor. Aceast\u0103 descoperire ofer\u0103 managerilor de HR o nou\u0103 perspectiv\u0103, care poate facilita drumul spre performan\u021b\u0103 al angaja\u021bilor.” 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=”O cultur\u0103 a \u00eencrederii pare a fi secretul cre\u0219terii nivelului de engagement dup\u0103 care t\u00e2njesc companiile, pentru c\u0103 \u00eencrederea conduce la performan\u021b\u0103, inova\u021bie, loialitate \u0219i, implicit, la cre\u0219terea profitului, \u00eentr-un mod organic, natural. Chiar hormonal, am putea spune, consider\u00e2nd rezultatele uimitoare ale celor doi oameni de \u0219tiin\u021b\u0103 \u2013 V. Smith \u0219i P.J. Zak.
\nDar, s\u0103 fim sinceri, cultura marilor companii este bazat\u0103 mai mult pe reguli, politici si proceduri, dec\u00e2t pe \u00eencredere, ceea ce cre\u0219te nivelul de stres al angaja\u021bilor, iar stresul este recunoscut ca un inhibator puternic al oxitocinei \u2013 hormonul \u00eencrederii.
\nDe\u0219i \u2013 conform Annual Global CEO Survey realizat de PwC \u00een 2016 \u2013 55% dintre directorii executivi din 83 de \u021b\u0103ri consider\u0103 c\u0103 lipsa \u00eencrederii este o amenin\u021bare direct\u0103 la dezvoltarea companiei, majoritatea nu \u0219tie ce s\u0103 fac\u0103 pentru a cultiva rela\u021bii bazate pe \u00eencredere cu angaja\u021bii \u0219i \u00eencearc\u0103, \u00een zadar, s\u0103 ajusteze proceduri sau s\u0103 redacteze manuale ale angaja\u021bilor mai prietenoase.” 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_1640011609796{margin-top: 23px !important;margin-bottom: 20px !important;}”][vc_single_image image=”2793″ img_size=”1645×920″ alignment=”center” css_animation=”slideInDown”][\/vc_column][\/vc_row][vc_row][vc_column][vc_custom_heading text=”Dar ce este increderea?” 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_1640011617964{margin-top: 10px !important;margin-bottom: 35px !important;}”][vc_custom_heading text=”\u0218tiin\u021ba define\u0219te \u00eencrederea ca fiind un semnal pe care creierul \u00eel transmite, atunci c\u00e2nd nivelul de oxitocin\u0103 cre\u0219te \u0219i care este decodificat sub forma unui sentiment de siguran\u021b\u0103 fa\u021b\u0103 de alt individ.
\nOrganiza\u021biile care tind c\u0103tre o cultur\u0103 a \u00eencrederii trebuie s\u0103 securizeze transversal \u0219i reciproc acest sentiment, \u00een toate stadiile \u0219i procesele specifice func\u021bionarii unei organiza\u021bii, \u00eencep\u00e2nd chiar cu etapele de interviu \u0219i de onboarding, c\u00e2nd primele experien\u021be sunt esen\u021biale pentru cultivarea \u00eencrederii.
\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_1640011624894{margin-top: 20px !important;margin-bottom: 30px !important;}”][vc_single_image image=”2794″ img_size=”1645×920″ alignment=”center” css_animation=”slideInDown”][\/vc_column][\/vc_row][vc_row][vc_column][vc_custom_heading text=”A avea \u00eencredere nu \u00eenseamn\u0103 a fi superficial \u00een rela\u021bia cu ceilal\u021bi \u2013 colegi, angaja\u021bi, manageri, a nu controla sau a te a\u0219tepta la mai pu\u021bin din partea lor, ci \u00eenseamn\u0103 a-i trata pe ace\u0219tia ca pe ni\u0219te adul\u021bi responsabili, capabili s\u0103-\u0219i \u00eendeplineasc\u0103 sarcinile. \u00cencrederea \u0219i responsabilitatea se condi\u021bioneaz\u0103 reciproc \u0219i nu pot func\u021biona dec\u00e2t \u00eempreun\u0103.” 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_1640011634486{margin-top: 20px !important;margin-bottom: 30px !important;}”][\/vc_column][\/vc_row][vc_row][vc_column][vc_custom_heading text=”Cum pierzi sau cum c\u00e2\u0219tigi \u00eencrederea angaja\u021bilor” 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_1640011641222{margin-top: 10px !important;margin-bottom: 35px !important;}”][vc_custom_heading text=”Ca-n via\u021b\u0103, \u0219i \u00eentr-o companie \u00eencrederea se c\u00e2\u0219tig\u0103 greu \u0219i se poate pierde u\u0219or. Secretizarea sau ascunderea informa\u021biilor (uneori \u00een baza ipotezei c\u0103 oamenii o vor folosi gre\u0219it), asumarea de credit pentru munca altora, lipsa unui leadership puternic, precum \u0219i a unui mediu de lucru bazat pe comunicare \u0219i colaborare \u2013 toate acestea duc la sc\u0103derea \u00eencrederii. Iar c\u00e2nd \u00eencrederea scade, costurile cresc. Din fericire, reciproca este \u0219i ea adev\u0103rat\u0103.
\nAtunci c\u00e2nd managerii au \u00eencredere \u00een angaja\u021bii lor, ace\u0219tia tind s\u0103 r\u0103spund\u0103 pe m\u0103sur\u0103, s\u0103 nu dezam\u0103geasc\u0103. De exemplu, \u00een situa\u021bii ce presupun schimbarea, chiar si deciziile mai putin populare nu sunt puse la \u00eendoial\u0103, c\u0103ci angaja\u021bii au \u00eencredere, ceea ce ofer\u0103 tuturor un nivel de confort.
\nUn alt mod de a cultiva \u00eencrederea \u00een cadrul organiza\u021biei este tratamentul echitabil \u2013 \u0219i nu egal, cum ar spune unii \u2013 al angaja\u021bilor. Companiile tradi\u021bionale tind s\u0103-i trateze pe to\u021bi la fel, ca pe o mas\u0103 uniform\u0103, pentru a reduce \u201criscul\u201d diferen\u021bierii, dar acest lucru nu face dec\u00e2t s\u0103 inhibe personalitatea \u0219i abilit\u0103\u021bile unice de a contribui ale angaja\u021bilor. Un angajat care simte ca managerul nu are \u00eencredere \u00een el \u0219i \u00eel trateaz\u0103 nediferen\u021biat nu-\u0219i va folosi poten\u021bialul pentru a performa.<\/p>\n
\u00cencrederea nu este doar o virtute social\u0103, ci un puternic motivator care conduce la performan\u021b\u0103. Numai f\u0103c\u00e2nd din \u00eencredere o prioritate pentru toat\u0103 lumea, putem a\u0219tepta loialitate, d\u0103ruire \u0219i performan\u021b\u0103 de la cei care, \u00een cele din urm\u0103, determin\u0103 soarta organiza\u021biei: angaja\u021bii.” 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_1640011651813{margin-top: 20px !important;margin-bottom: 30px !important;}”][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"
Laureatul premiului Nobel pentru economie Vernon Smith \u0219i neuroeconomistul Paul J. Zak au demonstrat, cu ajutorul neuro\u0219tiin\u021bei, rela\u021bia direct\u0103 dintre \u00eencredere \u0219i performan\u021b\u0103. <\/p>\n","protected":false},"author":1,"featured_media":2790,"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\/2788"}],"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=2788"}],"version-history":[{"count":1,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/2788\/revisions"}],"predecessor-version":[{"id":8724,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/2788\/revisions\/8724"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media\/2790"}],"wp:attachment":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media?parent=2788"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/categories?post=2788"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/tags?post=2788"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}