Theory of vitality



2
(C) J. Plamínek
Theory of Vitality
Theory of Vitality describes a strategy of building a vital company!

¥The order of the pyramid is
¥Logical
¥Not possible to accomplish to 100%
¥None of the vital signs can be developed to 100%
¥We improve it until it has any limitations
¥That leads to  sequence of “currative” interventions

Usefulness?
Usefulness!
yes
no
Effectivity?
Effectivity!
Stability?
Dynamics?
Stability!
Dynamics!
no
no
yes
yes
yes
no
consultation

5
Company culture


¥It is necessary to “decompose” the ideas
¥Motivation is the basement for listening ideas ¥Different people are willing to wait different
time ¥Motivation must be designed for concrete position

Strategy
Long term goals
Middle term goals
Short term goals
Actual tasks
The company
departements
groups
employees

¥Fight for the
¥Power
¥Influence
¥Money
¥Support of the high management is the key to vitality

¥All processes must be done for OUTPUT
¥Output is giving the money and profit
¥Limit the power of OPE and Controlling
¥Administration
¥Forms filling
¥Other non productive tasks
¥But it is need to have feed back!!!

¥Needs to be separated from the sources
¥Only one owner of the problem (project manager)
¥At last one more level of the sub-process
¥More levels adds more problems
¥More levels needs more owners
¥The space for non-profit tasks
¥

¥As many levels as necessary
¥Each manager should have at last 5 subordinates
¥Manager is the keeper of the human resources
¥Coach
¥Trainer
¥Consultant
¥

¥Three types of HR
¥Quality
¥What we are
¥Can not be changed, only accepted
¥Attitude
¥What we believe in and what we want
¥Abilities
¥What we know and what we have learned
¥

shared
Differ.


Attitudes
Favorable
Unfavorable
This is the most dangerous

¥The target is not to exhaust the sources
¥The management of HR must be
¥Efficient
¥Effective
¥The potential and the performance need to be in a harmony
¥The goose can produce the golden eggs till it lives

>
definition
>
orientation
>
motivation
>
habilitation
>
synergizing
>
integration
Loyalty to company’s ideas
Harmony between requested and real abilities of the people
Integration under company’s ideas
We need to apply the theory of limitations