Description
We solve the implementation of the principles of self-management teams within the provision of social services. The goal is to transform from a hierarchically managed organization to an organization based on the principles of self-management, individual responsibility and focus on corporate culture WHY, under the leadership of an expert and coordinators, will actively introduce 14 employees to become leaders of change.
Summary of project results
We evaluate the impacts of the project as positive when we most perceive an increase and improvement in the quality of communication in individual teams between their members, when we observe this effect both in So CEDR with social enterprises (MANA chocolate factory, FRIND cafe). Communication in self-management is one of the basic elements that set up the functioning of self-managementare key. It is the art of using communication methods (e.g. feedback) that leads to the strengthening of team cooperation (even in social service fieldwork, where there wasredefinition of a team that functions on the basis of a working group, when this definition arose from the way of field work). It was within the project communication that the entire process was set upself management. The change in communication style has an impact on all areas of the organization''s functioning (human resources, main processes of the organization, structures and everyday life).We perceive a secondary impact, thanks to the reevaluation of the social service, on the clients of our services. Here we see a change in the tendency to successfully resolve the client''s social situation, whichwe attach precisely the increase in the self-management of colleagues, when they work better with themselves and their skills within the framework of self-management. As one of the positive and partially also negativeimpacts, we evaluate the difficulty of self-management for new colleagues. When, despite our efforts to adapt, the self-management system is considered unrealistic, and it brings new colleaguesconsiderable stress when they have to compare the functioning of self-management and what they have known so far. Here we can see that we still have a long way to go in setting up training andadaptation of new colleagues.