Theory of vitality



2
Company culture


telefonista_black.png
3
cre(          )
sportsman.png
+
=E
cre > 0 ... relationship efficiency coefficient
E ... resulting effect
Company culture

4
Company culture
cre(          )
+
=E
skull-crossbones.png Green-Dollar-icon.png

TODO rozvinout

5
Company culture
cre( f1+f2 )=E
•interpersonal relationships
•work environment
•vision clarity
•leader authority
•organizational structure
•level of formality
•Benefits
•work/life balance

6
Company culture


7
Company culture


8
Company culture


9
Company culture
crisis
equilibrium
stability
vitality
yy.png

TODO: by people to achieve equi, then by thoughts
and how to do that is the subject of few forthcoming lectures

10
Theory of Vitality
The existence of organism has to be gradually (inspired by ecosystems observations)
steamgiant.png

11
Theory of Vitality

when the usefulness and effectivity is built, the balanced state is reached
the ability to reached new equilibrium can be called stability
dynamics is about innovation, finding new procedures, new markets

12
(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 “curative” interventions

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

15
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

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