{"id":15447,"date":"2023-05-22T17:02:34","date_gmt":"2023-05-22T15:02:34","guid":{"rendered":"https:\/\/persolog.com\/blog\/die-kunst-der-lebendigen-kultur\/"},"modified":"2024-03-01T11:27:14","modified_gmt":"2024-03-01T10:27:14","slug":"die-kunst-der-lebendigen-kultur","status":"publish","type":"post","link":"https:\/\/persolog.com\/pl\/blog\/die-kunst-der-lebendigen-kultur\/","title":{"rendered":"Sztuka t\u0119tni\u0105cej \u017cyciem kultury"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"15447\" class=\"elementor elementor-15447\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-6c89d98e e-flex e-con-boxed e-con e-parent\" data-id=\"6c89d98e\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[]}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-48d0181a elementor-widget elementor-widget-text-editor\" data-id=\"48d0181a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><\/p>\n<h2 class=\"wp-block-heading\">Jak o\u017cywi\u0107 dusz\u0119 swojej organizacji?<\/h2>\n<p>\u00a0<\/p>\n<p>G\u0142\u0119boko w ka\u017cdej organizacji tkwi niewidzialna, ale pot\u0119\u017cna si\u0142a: jej kultura. To serce, dusza i puls, kt\u00f3ry przenika codzienne \u017cycie zawodowe i kszta\u0142tuje zachowania ludzi. Jednak zbyt cz\u0119sto kultura ta pozostaje ukryta, znikaj\u0105c w cieniu deklaracji misji firmy. Dzi\u015b chcemy to zmieni\u0107. Nadszed\u0142 czas, aby doceni\u0107 znaczenie t\u0119tni\u0105cej \u017cyciem kultury w organizacjach i aktywnie wprowadzi\u0107 j\u0105 w \u017cycie. Oto, w jaki spos\u00f3b mog\u0105 Pa\u0144stwo wzmocni\u0107 kultur\u0119 swojej firmy i dlaczego czyni to Pa\u0144stwa organizacj\u0119 bardziej odporn\u0105 w czasach kryzysu.<\/p>\n<p>\u00a0<\/p>\n<h3>Ale co to konkretnie oznacza?<\/h3>\n<p>\u00a0<\/p>\n<p><strong>Kultura w organizacjach obejmuje wsp\u00f3lne warto\u015bci, normy i przekonania<\/strong> kt\u00f3re wp\u0142ywaj\u0105 na zachowanie ludzi i interakcje w organizacji. Pozytywna kultura tworzy \u015brodowisko, w kt\u00f3rym ludzie s\u0105 zmotywowani do dawania z siebie wszystkiego i postrzegania zmian jako szansy. Te warto\u015bci i przekonania s\u0105 zakorzenione w ka\u017cdej osobie, kieruj\u0105c zar\u00f3wno indywidualnymi, jak i zbiorowymi dzia\u0142aniami nawet w trudnych czasach. Je\u015bli chodzi o umacnianie tych przekona\u0144 i warto\u015bci, pracownicy na wszystkich poziomach s\u0105 aktywnie zaanga\u017cowani. Je\u015bli chodzi o prze\u0142o\u017cenie ich na zachowania organizacyjne, kluczow\u0105 rol\u0119 odgrywa skupienie si\u0119 na uczeniu si\u0119 i innowacjach, pracy zespo\u0142owej i zaufaniu.<\/p>\n<h3>\u00a0<\/h3>\n<h3>Kontekstualizacja: Tworzenie kultury jako cz\u0119\u015b\u0107 odpornych organizacji<\/h3>\n<p>\u00a0<\/p>\n<p>\"Tworzenie kultury\" jest jednym z dziewi\u0119ciu czynnik\u00f3w w <a href=\"https:\/\/persolog.com\/pl\/persolog-resilience-organization-model\/\" target=\"_blank\" rel=\"noopener\">persolog\u00ae Model odporno\u015bci organizacyjnej<\/a>. W oparciu o mi\u0119dzynarodow\u0105 norm\u0119 ISO 22316, oferuje on kompleksow\u0105 metod\u0119 promowania odporno\u015bci w organizacjach. Te dziewi\u0119\u0107 czynnik\u00f3w wzmacnia odporno\u015b\u0107 pracownik\u00f3w i firm:<\/p>\n<ul>\n<li>\u017bywa wizja i cele<\/li>\n<li>Wzmocnienie relacji rynkowych<\/li>\n<li>Wzmacnianie przyw\u00f3dztwa<\/li>\n<li><strong>Tworzenie kultury<\/strong><\/li>\n<li>Dzielenie si\u0119 wiedz\u0105<\/li>\n<li>Zapewnienie zasob\u00f3w<\/li>\n<li>Wsp\u00f3\u0142praca interdyscyplinarna<\/li>\n<li>Ci\u0105g\u0142e doskonalenie<\/li>\n<li>Proaktywna zmiana<\/li>\n<\/ul>\n<p>Ka\u017cdy z tych czynnik\u00f3w jest wa\u017cny i przyczynia si\u0119 do budowania odporno\u015bci w organizacjach. W tym artykule skupiamy si\u0119 w szczeg\u00f3lno\u015bci na czynniku \"tworzenia kultury\".<\/p>\n<h4>\u00a0<\/h4>\n<h4>Te 5 aspekt\u00f3w jest potrzebnych do kszta\u0142towania kultury organizacyjnej<\/h4>\n<p>Czynnik \"tworzenia kultury\" sk\u0142ada si\u0119 z 5 aspekt\u00f3w. Mog\u0105 Pa\u0144stwo zwizualizowa\u0107, jak silnie te aspekty s\u0105 obecne w organizacji, korzystaj\u0105c z modelu Resilience Organization Model.<\/p>\n<h5>Wsp\u00f3lne warto\u015bci s\u0105 motywuj\u0105ce<\/h5>\n<p>Tworz\u0105 silne poczucie przynale\u017cno\u015bci i celu, \u0142\u0105cz\u0105c pracownik\u00f3w w d\u0105\u017ceniu do wsp\u00f3lnego celu i wspieraj\u0105c wsp\u00f3ln\u0105 to\u017csamo\u015b\u0107. Zapewniaj\u0105 wskaz\u00f3wki, wzmacniaj\u0105 zaufanie, a jednocze\u015bnie tworz\u0105 pozytywn\u0105 kultur\u0119 pracy, w kt\u00f3rej ka\u017cda osoba mo\u017ce uwolni\u0107 sw\u00f3j pe\u0142ny potencja\u0142.<\/p>\n<h5>Wspieranie zdolno\u015bci innowacyjnych<\/h5>\n<p>Zdolno\u015b\u0107 do innowacji ma kluczowe znaczenie dla dostosowania si\u0119 do zmieniaj\u0105cych si\u0119 rynk\u00f3w i potrzeb klient\u00f3w. Wspieraj\u0105c innowacje, firmy mog\u0105 pozosta\u0107 konkurencyjne, opracowywa\u0107 nowe produkty i us\u0142ugi oraz wprowadza\u0107 bardziej wydajne procesy, co ostatecznie prowadzi do wzrostu i d\u0142ugoterminowego sukcesu.<\/p>\n<h5>Wyra\u017cane jest wzajemne uznanie<\/h5>\n<p>Umo\u017cliwia to stworzenie pozytywnej atmosfery pracy, w kt\u00f3rej pracownicy czuj\u0105 si\u0119 doceniani i szanowani. Uznawanie osi\u0105gni\u0119\u0107 i docenianie indywidualnego wk\u0142adu zwi\u0119ksza zaanga\u017cowanie i motywacj\u0119 pracownik\u00f3w, prowadz\u0105c do zwi\u0119kszonej produktywno\u015bci i lojalno\u015bci wobec firmy. Co wi\u0119cej, wzajemne docenianie promuje otwart\u0105 komunikacj\u0119 i wsp\u00f3\u0142prac\u0119, przyczyniaj\u0105c si\u0119 do harmonijnego i efektywnego \u015brodowiska pracy.<\/p>\n<h5>Wyzwania s\u0105 postrzegane jako szanse<\/h5>\n<p>Wa\u017cne jest, aby postrzega\u0107 wyzwania jako szanse, poniewa\u017c pozwalaj\u0105 nam one przekracza\u0107 siebie i rozwija\u0107 nowe umiej\u0119tno\u015bci. Postrzegaj\u0105c wyzwania jako szanse, a nie zniech\u0119caj\u0105c si\u0119 nimi, mo\u017cemy znale\u017a\u0107 kreatywne rozwi\u0105zania i do\u015bwiadczy\u0107 rozwoju osobistego. Dodatkowo, perspektywa wyzwa\u0144 jako szans sprzyja zwinnemu i zorientowanemu na rozwi\u0105zania my\u015bleniu, pomagaj\u0105c nam skutecznie radzi\u0107 sobie ze zmianami i niepewno\u015bci\u0105.<\/p>\n<h5>Istnieje otwarta kultura akceptowania b\u0142\u0119d\u00f3w<\/h5>\n<p>A <a href=\"https:\/\/leaders-academy.com\/magazin\/positive-fehlerkultur-5-tipps?utm_source=koop&amp;utm_medium=blog&amp;utm_campaign=persolog&amp;utm_term=maill\/\" target=\"_blank\" rel=\"noopener\">pozytywna kultura b\u0142\u0119d\u00f3w<\/a> polega na postrzeganiu b\u0142\u0119d\u00f3w jako okazji do nauki i poprawy. Tworzy \u015brodowisko, w kt\u00f3rym ludzie mog\u0105 otwarcie omawia\u0107 swoje b\u0142\u0119dy i dzieli\u0107 si\u0119 swoimi do\u015bwiadczeniami bez obawy o konsekwencje. Pozytywna kultura b\u0142\u0119d\u00f3w promuje zaufanie, otwarto\u015b\u0107 i ch\u0119\u0107 uczenia si\u0119 oraz mo\u017ce pom\u00f3c Pa\u0144stwa organizacji lepiej reagowa\u0107 na zmiany.<\/p>\n<p>(<strong>Zalecana lektura:<\/strong> Jak osi\u0105gn\u0105\u0107 <a href=\"https:\/\/leaders-academy.com\/magazin\/positive-fehlerkultur-5-tipps?utm_source=koop&amp;utm_medium=blog&amp;utm_campaign=persolog&amp;utm_term=maill\/\" target=\"_blank\" rel=\"noopener\">pozytywna kultura b\u0142\u0119d\u00f3w<\/a> w Pa\u0144stwa firmie mo\u017cna znale\u017a\u0107 w tym wpisie na blogu Leaders Academy).<\/p>\n<p>Je\u015bli chc\u0105 Pa\u0144stwo dowiedzie\u0107 si\u0119, jak odporna jest ju\u017c Pa\u0144stwa organizacja i jak mo\u017cna jeszcze bardziej wzmocni\u0107 jej zasoby, zapraszamy do zapoznania si\u0119 z <a href=\"https:\/\/shop.persolog.com\/persolog-Resilienz-Organisations-Profil\/IN752\/\" target=\"_blank\" rel=\"noopener\">persolog\u00ae Profil odporno\u015bci organizacyjnej<\/a> zapewnia cenne wsparcie. Daje wgl\u0105d w to, gdzie obecnie znajduje si\u0119 Pa\u0144stwa organizacja pod wzgl\u0119dem odporno\u015bci i sugeruje, w jaki spos\u00f3b mo\u017cna selektywnie promowa\u0107 te zasoby. Wyruszmy razem w podr\u00f3\u017c do jeszcze bardziej odpornej i pomy\u015blnej przysz\u0142o\u015bci!<\/p>\n<p>\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Jak o\u017cywi\u0107 dusz\u0119 swojej organizacji:<br \/>\nW g\u0142\u0119bi ka\u017cdej organizacji tkwi niewidzialna, ale pot\u0119\u017cna si\u0142a: jej kultura. To serce, dusza i puls, kt\u00f3ry przenika codzienne \u017cycie zawodowe i kszta\u0142tuje zachowanie ludzi. Jednak zbyt cz\u0119sto kultura ta pozostaje ukryta, zanikaj\u0105c w cieniu deklaracji misji firmy. Dzi\u015b chcemy to zmieni\u0107. Poniewa\u017c nadszed\u0142 czas, aby rozpozna\u0107 i aktywnie \u017cy\u0107 znaczeniem t\u0119tni\u0105cej \u017cyciem kultury w organizacjach. Tutaj dowiedz\u0105 si\u0119 Pa\u0144stwo, jak wzmocni\u0107 kultur\u0119 organizacyjn\u0105 firmy i dlaczego czyni to Pa\u0144stwa firm\u0119 bardziej odporn\u0105.<\/p>\n<p>Ale co to konkretnie oznacza?<br \/>\nKultura organizacji obejmuje wsp\u00f3lne warto\u015bci, normy i przekonania, kt\u00f3re wp\u0142ywaj\u0105 na zachowanie i interakcje ludzi w organizacji.<\/p>","protected":false},"author":1,"featured_media":19740,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1434,1427],"tags":[1361,569,175],"class_list":["post-15447","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","category-organizational-resilience","tag-organisationale-resilienz","tag-organisationsentwicklung","tag-unternehmenskultur"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.3 (Yoast SEO v27.4) - 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