¿Existen las organizaciones 2.0?

En la última época muchos hablan de la revolución web 2.0, la cual puede llegar a cambiar las relaciones humanas desde mi punto de vista, nunca antes las comunicaciones entre personas se habian establecido de esta forma, solo desde la lógica del comportamiento organizacional se puede denotar un cambio significativo, estableciendo redes más colaborativas y proactivas donde el concepto de usuario esta empoderado en la creación de realidades, podemos no solo leer la construcción de contenidos sino además comentarlo y debatir (como en este blog). Este enfoque esta democratizando las relaciones entre empresas y clientes, lo cual obligan a adaptarse a este nuevo modelo de organización, siendo así las empresas, deben como sistema abiertos, incorporar y desarrollar estrategias de managment más transversales, el fordismo como esquema productivo está en crisis, las relaciones con los colaboradores son en base a un compromiso mutuo, la que se puede generar desde una comunicación abierta y sincera.

Las organizaciones 2.0 se caracterizan por ser:

Horizontales; carecen de jerarquías piramidales, versus las empresas que imperan en nuestra época donde unos pocos establecen el control y los perfiles laborales se arremeten a cumplir funciones claras y específicas. En este nuevo modelo predomina el ejercicio de las competencias y el desarrollo personal, la cual establece un valor a largo plazo. Al reducir la burocracia y optimizar las tomas de decisiones permitirá disminuir las barreras naturales que se establecen en empresas 1.0, es decir la política de la puerta abierta, ahora debería decir la política de bloging cooperativo.

El liderazgo equilibrado, está enfocado en la preocupación de establecer un aprendizaje mutuo donde predomina el re aprender del otro como legítimo otro, aceptando las diferencias y efectuando una crítica constructiva de crecimiento integral.

La innovación, es esencial para la adaptación de un mundo en constante cambio, donde la globalidad contrae un costo de oportunidad muy alto, esto quiere decir si no eres capaz de enfrentar los cambios y anteponerse a otros, el desastre pude llegar a ser inevitable.

Flexibilidad, en la era de la calidad de vida laboral y la responsabilidad social empresarial, existe un preocupación real por lo colaboradores para entregar mejor situación cotidiana. Cada vez que se hace un estudio de branding empresarial, se denota como valor predominante en las necesidades de los empleados para mejorar su productividad laboral, la capacidad para estar tranquilo, esto quiere decir tiempo con su familia, acceso a asistencias preferenciales, espacios de creatividad y capsulas de anti estrés.

La manera de adaptarse a esta nueva lógica de relaciones hoy por hoy están en las aplicaciones web 2.0, para así emigrar una estructura “moderna”, donde las ideas claves están en la innovación, en la eficiencia colectiva y networkers.
Todo cambio produce angustia e incertidumbre, sin embargo es el único que genera progreso.

Existen organizaciones que están emprendiendo esta cruzada, la cual necesita no sólo del ejercicio y creación de estos instrumentos tecnológicos, sino debe ir acompañada de una estrategia de implementación y de cultura organizacional.

Vie, 11/05/2010 - 11:06


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