{"id":7466,"date":"2023-10-24T11:58:22","date_gmt":"2023-10-24T09:58:22","guid":{"rendered":"https:\/\/staging.adizes.eu\/?p=7466"},"modified":"2023-10-25T14:05:14","modified_gmt":"2023-10-25T12:05:14","slug":"15-ne-i-15-da-o-adizes-metodi","status":"publish","type":"post","link":"https:\/\/adizes.eu\/hr\/15-ne-i-15-da-o-adizes-metodi\/","title":{"rendered":"15 \u201ene\u201c i 15 \u201eda\u201c o Adizes metodi"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"7466\" class=\"elementor elementor-7466\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-8893b85 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"8893b85\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-65b91de\" data-id=\"65b91de\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-38c5c19 elementor-widget elementor-widget-text-editor\" data-id=\"38c5c19\" 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 style=\"text-align: left;\">Ponekad se \u010dovjek iznenadi kako pogre\u0161na tuma\u010denja na\u0111u svoj prostor. Ili neke stvari koje se \u010dine o\u010ditim zapravo nisu tako o\u010dite. \u010citao sam jednu fakultetsku knjigu o menad\u017ementu gde se spominje Adizesova metoda i od svega, ljudi izdvoji\u0161e da se dozvoljava da sudionici kasne na sesije. Kao prvo, to uop\u0107e nije to\u010dno, jer je to naru\u0161avanje uzajamnog po\u0161tovanja, a kao drugo, kako je netko mogao pomisliti da je to tako va\u017ena karakteristika te da se spominje kao op\u0107a stvar. Na mnogo fakulteta \u0161irom svijeta se predaje po Adizes knjigama o stilovima upravljanja i \u017eivotnim ciklusima, ali na\u017ealost postoji nerazumijevanje o prakti\u010dnim koracima kako se organizacijama poma\u017ee da do\u0111u do Top forme. Razni koncepti, PAEI, capi ili \u017eivotni ciklusi su teorijska podloga za sveobuhvatni, strukturirani, u fazama organizirani, prakti\u010dni sustav promjena organizacija. Sje\u0107am se jednog kongresa gdje se obja\u0161njavao proces promjena u firmi i na kraju jedan \u010dovjek upita \u2013 a da li vi dolazite i u kompanije da nam pomognete? Da li je problem u nerazumijevanju, neznanju, nejasno\u0107i ili \u010demu drugom, ali \u0161to je, a \u0161to nije Adizes metoda je na\u0161 izazov objasniti ve\u0107 25 godina. Zato sam poku\u0161ao primjeniti PAEI pitanja da bih prona\u0161ao bolje odgovore:<\/p><ul><li style=\"text-align: left;\"><strong>E<\/strong> \u2013 <strong><em>\u2022\tZa\u0161to se primjenjuje metoda i za\u0161to ne?<\/em><\/strong><\/li><li style=\"text-align: left;\"><strong>P<\/strong> \u2013<em><strong> \u0160to je metoda i \u0161to nije?<\/strong><\/em><\/li><li style=\"text-align: left;\"><strong>A<\/strong> \u2013 <strong><em>Kako se metoda primjenjuje i kako ne?<\/em><\/strong><\/li><li style=\"text-align: left;\"><strong>E<\/strong> \u2013 <em><strong>Kada se metoda primenjuje i kada ne?<\/strong><\/em><\/li><li style=\"text-align: left;\"><strong>I<\/strong> \u2013 <strong><em>Tko primjenjuje metodu a tko ne?<\/em><\/strong><\/li><\/ul>\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<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-1cd929d elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"1cd929d\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-4062aa6\" data-id=\"4062aa6\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-bd23e02 elementor-widget elementor-widget-text-editor\" data-id=\"bd23e02\" 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<h3>\u00a0<\/h3><h3><strong>E \u2013 Za\u0161to?<\/strong><\/h3><ul><li>&#8211; Ne re\u0161avanje problema, ve\u0107 davanje alata kako da re\u0161ite svoje probleme. Mi ne poku\u0161avamo da budemo eksperti u svim oblastima koji daju savete kako ne\u0161to treba da se radi ve\u0107, rade\u0107i sa ljudima iz organizacije i koriste\u0107i njihova znanja kreiramo re\u0161enja zajedno, ujedno obu\u010davaju\u0107i ih kako da u budu\u0107nosti sami uspe\u0161no re\u0161avaju svoje probleme. Jedino na taj na\u010din \u0107e rezultati primene biti i dugoro\u010dno vidljivi.<\/li><li><em><em>\u00a0 \u00a0 &#8211; Ono \u0161to se dobije se ne ceni; staro pitanje \u2013 da li davati ribu ili nau\u010diti nekoga da peca.<\/em><\/em><p>\u00a0<\/p><\/li><\/ul><ul><li>&#8211; Ne promena ljudi, ve\u0107 sistema. Mnoge kompanije imaju iskustva u dovo\u0111enju uspe\u0161nih menad\u017eera koji se u novoj sredini nisu sna\u0161li iz prostog razloga \u0161to je sistem, ako se to mo\u017ee tako nazvati, bio ili haoti\u010dan ili birokratizovan, tako da nije kreirao osnove da bi se ti ljudi mogli uspe\u0161no uklopiti. Mi smatramo da je prevashodno va\u017eno da se kreira sistem u koji \u0107e se sposobni pojedinci uklapati, a ne da se pri\u010da bazira na genijalnim, fantasti\u010dnim pojedincima koji \u0107e improvizovati.<ul><li><em>\u00a0 \u00a0 &#8211; Ako stavite najboljeg pilota u podmornicu, podmornica ne\u0107e leteti.<\/em><\/li><\/ul><\/li><\/ul><p><em>\u00a0<\/em><\/p><ul><li>&#8211; Ne reaktivan, ve\u0107 proaktivan stav kreiranju budu\u0107nosti kompanije. Organizacija je slaba kada se iznena\u0111uje sa svim \u0161to se de\u0161ava na tr\u017ei\u0161tu, kada se iznena\u0111uje koracima konkurencije, novim proizvodima i sli\u010dno. Rade\u0107i zajedno, klju\u010dni ljudi organizacije treba stalno da gledaju unapred i da kreiraju promene i da se prilago\u0111avaju nekim drugim promenama. \u0160to vi\u0161e imaju preduzetni\u010dkog duha \u2013 kreativnosti i \u017eelje za preuzimanjem rizika bi\u0107e uspe\u0161niji. Te odluke su osnova za kreiranje i promene sistema u organizaciji bez kojih nema mogu\u0107nosti za uspeh na tr\u017ei\u0161tu.<ul><li><em>\u00a0 \u00a0 &#8211; Sre\u0107u ne mo\u017eemo \u010dekati da nas udari u glavu.<\/em><\/li><\/ul><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-912a829 elementor-widget elementor-widget-spacer\" data-id=\"912a829\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-882ba4c elementor-widget elementor-widget-image\" data-id=\"882ba4c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"525\" height=\"440\" src=\"https:\/\/adizes.eu\/wp-content\/uploads\/2022\/11\/adizes-formula-uspeha-put-ka-top-formi-baner.png\" class=\"attachment-large size-large wp-image-5743\" alt=\"Adizes formula uspeha\" srcset=\"https:\/\/adizes.eu\/wp-content\/uploads\/2022\/11\/adizes-formula-uspeha-put-ka-top-formi-baner.png 770w, https:\/\/adizes.eu\/wp-content\/uploads\/2022\/11\/adizes-formula-uspeha-put-ka-top-formi-baner-300x251.png 300w, https:\/\/adizes.eu\/wp-content\/uploads\/2022\/11\/adizes-formula-uspeha-put-ka-top-formi-baner-768x643.png 768w, https:\/\/adizes.eu\/wp-content\/uploads\/2022\/11\/adizes-formula-uspeha-put-ka-top-formi-baner-600x503.png 600w\" sizes=\"(max-width: 525px) 100vw, 525px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5a6bfc4 elementor-widget elementor-widget-spacer\" data-id=\"5a6bfc4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3adc7d6 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3adc7d6\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-df5d45a\" data-id=\"df5d45a\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-c27c355 elementor-widget elementor-widget-text-editor\" data-id=\"c27c355\" 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<h3><strong>P - \u0160to?<\/strong><\/h3><p>&#8211; Ne reorganizacija, ve\u0107 organizaciona transformacija. Pojam reorganizacija nema najbolju konotaciju, stoga i u re\u010dnicima mo\u017eete prona\u0107i kao \u2013 uvo\u0111enje nove organizacije \u010desto podrazumevaju\u0107i velike i drasti\u010dne promene. Za\u0161to neko \u017eeli da menja organizaciju \u2013 samo ako treba prevazi\u0107i neke probleme i\/ili treba podr\u017eati razvoj organizacije. Pod pojmom organizacione transformacije se podrazumeva skup akcija koje se sprovode korak po korak i koje, sem promene ili prilago\u0111avanja organizacione strukture, podrazumevaju kreiranje zajedni\u010dke misije i vrednosti kompanije, sistema odgovornosti, sistema nagra\u0111ivanja i definisanje procesa dono\u0161enja odluka na svim nivoima.<\/p><p><em>\u00a0 \u00a0&#8211; Ne revolucija, nego evolucija podr\u017eana svim mogu\u0107im alatima.<\/em><\/p><p>\u00a0<\/p><ul><li>&#8211; Ne samo eksterne \u2013 nov\u010dane nagrade, ve\u0107 i interne nagrade. Kada se pri\u010da o nagra\u0111ivanju ljudi skoro uvek se podrazumevaju nov\u010dane nagrade kao su\u0161tina. Naravno, one moraju da budu definisane, ali mnogo va\u017enije su one nagrade koje skoro da ne ko\u0161taju ni\u0161ta ali se na njima mora raditi. Mi ne motivi\u0161emo ljude ve\u0107 stvaramo okru\u017eenje da oni budu samo motivisani. Raditi posao koji voli\u0161, imati mogu\u0107nost da se razvija\u0161, imati ume\u0107e za re\u0161avanje problema, imati dobru organizacionu klimu, dobijati \u0161ansu\u2026 sve su elementi koji vrede mnogo vi\u0161e od novca.<ul><li><em>\u00a0 \u00a0 &#8211; Nema tih para koje mogu da nadomeste muku kada ide\u0161 na posao.<\/em><\/li><li>\u00a0<\/li><\/ul><\/li><\/ul><ul><li>&#8211; Ne pitati za sve, ve\u0107 imati ovla\u0161\u0107enja da se odlu\u010di. Logi\u010dno je da neko, ako se zove menad\u017eer, mo\u017ee ne\u0161to i da odlu\u010di. Logi\u010dno je da neko i na najni\u017eem hijerarhijskom nivou mo\u017ee ne\u0161to da odlu\u010di. Ali, na\u017ealost, logika nije uvek ona koja preovladava. Ovla\u0161\u0107enje je pravo da ka\u017ee\u0161 i da i ne. Mo\u0107i samo sve odbiti nije ovla\u0161\u0107enje. Ako neko odgovara za ne\u0161to treba da mo\u017ee da ka\u017ee i da i ne.<ul><li><em>\u00a0 \u00a0 &#8211; \u0160to vi\u0161e odgovornih ljudi spava sat manje i brine za kompaniju ona je bolja.<\/em><\/li><li>\u00a0<\/li><\/ul><\/li><\/ul><h3><strong>A \u2013 Kako?<\/strong><\/h3><ul><li>&#8211; Ne centralizacija, ve\u0107 decentralizacija. Profitni centar je kada neko mo\u017ee da odgovori na pitanja \u2013 kako ide posao i to po grupi klijenata, proizvoda, regiona\u2026 Ako to ne postoji, tada samo jedna osoba odgovara na to pitanje \u2013 generalni direktor po bilansu. Firma koju smo menjali je imala 27.000 ljudi i mo\u017eete da zamislite problem ako je samo jedan odgovaran. Profitni centri su obdani\u0161ta za nove generalne direktore jer ne bi trebalo da postane\u0161 generalni direktor a da nisi odgovarao za neki celokupan rezultat. Delegiranje je \u201eja ti ka\u017eem \u0161ta, a ti odlu\u010duje\u0161 kako\u201c. Decentralizacija je \u201eti odlu\u010duje\u0161 i \u0161ta i kako a ja kontrolu radim na osnovu ciljeva i bud\u017eeta\u201c. Na taj na\u010din stvaramo sistem portfolija profitnih centara i razbacujemo rizik.<ul><li><em>\u00a0 \u00a0 &#8211; Ne stavljaju se sva jaja u istu ko\u0161aru.<\/em><\/li><li><em>\u00a0 \u00a0 &#8211; Ne moram da imam mi\u0161ljenje o svemu.<\/em><\/li><li>\u00a0<\/li><\/ul><\/li><\/ul><ul><li>&#8211; Ne kresanje tro\u0161kova, ve\u0107 pove\u0107anje prihoda. Vrlo \u010desto se smatra da su smanjivanje tro\u0161kova i reorganizacija, ako ne sinonimi, onda vrlo sli\u010dni pojmovi. Ako finansijski planovi po organizacionim jedinicama omogu\u0107avaju da se analiziraju tro\u0161kovi i da se zna ko o njima brine, ne\u0107e se do\u0107i u situaciju da je potrebno enormno smanjivanje tro\u0161kova. S druge strane, pristup profitnih centara omogu\u0107ava da mnogo vi\u0161e ljudi brine o pove\u0107anju prihoda. Dakle, kontrola tro\u0161kova, ali fokus na pove\u0107anje prihoda prave najve\u0107u razliku.<ul><li><em>\u00a0 \u00a0 &#8211; 100 ili 10.000 ljudi treba otpustiti je zakasnela ra\u010dunovodstvena kalkulacija, a ne biznis.<\/em><\/li><li>\u00a0<\/li><\/ul><\/li><\/ul><ul><li>&#8211; Ne destruktivni, ve\u0107 konstruktivni konflikti. Stavljanje problema na sto, i to konstantno, klju\u010dno je za unapre\u0111enja u bilo kojoj sferi. Tada tehnika re\u0161avanja problema uz konstruktivni konflikt daje klju\u010dni doprinos. Da se pobijemo, to bar na ovim prostorima vrlo dobro znamo. Klima uzajamnog poverenja i po\u0161tovanja je kriti\u010dna za uspeh bilo koje organizacije. Demokratija u dono\u0161enju, ali diktatura u sprovo\u0111enju odluka prave klju\u010dnu razliku.<ul><li><em>\u00a0 \u00a0 &#8211; Ako ste unutra slabi svaki povetarac \u0107e vam doneti zapaljenje plu\u0107a.<\/em><\/li><\/ul><\/li><\/ul>\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<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-e137b3c elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"e137b3c\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-e044831\" data-id=\"e044831\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-fffef81 elementor-widget elementor-widget-spacer\" data-id=\"fffef81\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-c1efe85 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"c1efe85\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-2328883\" data-id=\"2328883\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1b231a1 elementor-widget elementor-widget-image\" data-id=\"1b231a1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"525\" height=\"525\" src=\"https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-1024x1024.png\" class=\"attachment-large size-large wp-image-7162\" alt=\"\" srcset=\"https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-1024x1024.png 1024w, https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-300x300.png 300w, https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-150x150.png 150w, https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-768x768.png 768w, https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-70x70.png 70w, https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-370x370.png 370w, https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-140x140.png 140w, https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-90x90.png 90w, https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-170x170.png 170w, https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-348x348.png 348w, https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-100x100.png 100w, https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes-600x600.png 600w, https:\/\/adizes.eu\/wp-content\/uploads\/2023\/09\/zivotni-ciklus-preduzeca-adizes.png 1080w\" sizes=\"(max-width: 525px) 100vw, 525px\" \/>\t\t\t\t\t\t\t\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<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-f7a5f18 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"f7a5f18\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-492a90b\" data-id=\"492a90b\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-ffbfcad elementor-widget elementor-widget-spacer\" data-id=\"ffbfcad\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-b3d25ed elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"b3d25ed\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-8a23498\" data-id=\"8a23498\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-0d97357 elementor-widget elementor-widget-text-editor\" data-id=\"0d97357\" 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<h3><strong>E \u2013 Kada?<\/strong><\/h3><ul><li>\u00a0&#8211; Ne jednokratno, ve\u0107 u kontinuitetu. Da bi neko skinuo kilograme nije dovoljno napeti se mesec ili dva. Tako je i sa organizacijama, promena organizacione klime nije nare\u0111enje koje se izvr\u0161ava. Zamislite da ljudi ka\u017eu da nije dovoljna saradnja me\u0111u odeljenjima, a direktor do\u0111e i naredi da mora biti vi\u0161e saradnje. Kako vam se \u010dini re\u0161enje? Neko bi mogao da ka\u017ee \u201ePa \u0161to niste to rekli pre petnaest dana, ve\u0107 bismo popravili stvari\u201c. Takav problem mo\u017ee da se re\u0161i samo kontinuiranim radom na problemima koji postoje izme\u0111u jedinica, a ne nerealnim nare\u0111enjima.<ul><li><em>\u00a0 \u00a0 &#8211; Dijeta mora da pretpostavi promenu stila \u017eivota tj. da po\u010dne\u0161 da voli\u0161 salatu.<\/em><\/li><li>\u00a0<\/li><\/ul><\/li><\/ul><ul><li>&#8211; Ne \u0161to br\u017ee, ve\u0107 kako organizacija mo\u017ee da prihvati. Ljudi uvek \u017eele br\u017ee, bez truda, odmah. Prosto pitanje je koliko organizacija mo\u017ee da prihvati promena. Tegovi se di\u017eu tako da krene\u0161 od lak\u0161eg ka te\u017eem, ne kre\u0107e se od 200 kila. Previ\u0161e promena mo\u017ee da bude neprimenljivo jer, na primer, nema dovoljno kapaciteta. Neke stvari moraju da sazru jer nije va\u017eno koliko je ne\u010dega napisano, ve\u0107 koliko je primenjeno.<ul><li><em>\u00a0 \u00a0 &#8211; Tre\u0107i Njutnov zakon va\u017ei u dru\u0161tvenim naukama \u2013 akcija jednaka reakciji.<\/em><\/li><li>\u00a0<\/li><\/ul><\/li><\/ul><ul><li>&#8211; Ne uvek, ve\u0107 kada pozicija u \u017eivotnom ciklusu to dozvoljava. Razli\u010diti su problemi u razli\u010ditim fazama \u017eivotnog ciklusa. Razli\u010diti su i resursi i znanja. Neshvatanje pozicije u \u017eivotnom ciklusu mo\u017ee dovesti do pogre\u0161nog leka. \u010cesto organizacije u Ranoj birokratiji kupuju opremu da se \u0161to bolje meri ko kada ulazi i izlazi iz firme. Da li \u0107e im to doneti boljitak \u2013 naravno da ne. Umesto fleksibilnosti, novih proizvoda i tr\u017ei\u0161ta oni uvode kontrolu na kvadrat i pitaju se za\u0161to stvari idu na gore.<ul><li><em>\u00a0 \u00a0 &#8211; Lek za babu i za dete nije isti.<br \/><br \/><\/em><\/li><\/ul><\/li><\/ul><h3><strong>I - Tko<\/strong><\/h3><ul><li>&#8211; Ne genijalni pojedinac, ve\u0107 kreativni tim. Niko ne mo\u017ee da bude i efektivan i efikasan i kratkoro\u010dno i dugoro\u010dno (PAEI). Mnogi \u017eele velike lidere koji \u0107e magi\u010dnim \u0161tapi\u0107em re\u0161avati sve probleme ali, iako nam se ideja \u010dini dobrom, svi znamo da to ne mo\u017ee. Niko ne mo\u017ee sve sam tako da je glavno ume\u0107e kako u\u010diniti da ljudi rade zajedno na svojim problemima i svojoj budu\u0107nosti. Na po\u010detku to mo\u017eda i mo\u017ee, ali kada organizacija poraste, po pravilu preraste svoga osniva\u010da i tada je potrebno da se od pojedina\u010dnog preduzetni\u0161tva krene ka timskom preduzetni\u0161tvu.<ul><li><em>\u00a0 \u00a0 &#8211; PAEI je idealan menad\u017eer koji, naravno, ne postoji ali ako bi i postojao, mnogo bi ga bolela glava.<\/em><\/li><li>\u00a0<\/li><\/ul><\/li><\/ul><ul><li>&#8211; Ne samo top menad\u017ement tim, ve\u0107 \u0161to vi\u0161e ljudi u organizaciji. Najbolje ideje dolaze od dole kada ljudi po pravilu re\u0161avaju svoju muku. I ako je re\u0161e to je jedan od najboljih izvora motivacije. \u0160to se proces kreativnog re\u0161avanja problema spusti na ni\u017ei nivo, to \u0107e vi\u0161e ljudi misliti o unapre\u0111enju u organizaciji.<ul><li><em>\u00a0 \u00a0 &#8211; Ostaviti pe\u0161kir na podu ako \u017eelite da se promeni nije izmislio generalni direktor.<\/em><\/li><li>\u00a0<\/li><\/ul><\/li><\/ul><ul><li>&#8211; Ne konsultanti, ve\u0107 organizacioni terapeuti. Mi ne smatramo da smo konsultanti koji dolaze sa gotovim re\u0161enjima i izve\u0161tajima. Mi se bavimo promenama i te\u017eimo da one budu uspe\u0161ne. Promene se baziraju na dijagnozi i \u017eeljama za razvoj. One u organizacijama nisu lake, ipak nikada promene ne smeju da budu va\u017enije nama nego samoj organizaciji i ljudima u njima. Ako bi se to desilo ne postoji organizaciona terapija, ve\u0107 neprofesionalno pona\u0161anje. U terapiji ovoga tipa nikada se ne treba bojati da se izgubi klijent, a u isto vreme sve treba u\u010diniti da klijent ne zavisi godinama od nas.<ul><li><em>\u00a0 \u00a0 &#8211; Alkoholi\u010dar mora da prizna da je alkoholi\u010dar ako ho\u0107e promenu. <\/em><\/li><li><em>\u00a0 \u00a0 &#8211; Ako radi\u0161 profesionalno ne igra\u0161 igre \u201ei kada je te\u0161ko Sveta Gvadalupe \u0107e do\u0107i\u201c i pomo\u0107i da se promene urade.<\/em><\/li><\/ul><\/li><\/ul><p>\u00a0<\/p><p>\u010citam ponovo ova pitanja i odgovore i zapravo shva\u0107am da su ovo zdravi principi uspje\u0161nog uvo\u0111enja promjena u bilo koju organizaciju. Mogao sam poku\u0161ati opisati sve faze Adizes metode organizacijske transformacije, ali sam smatrao da menad\u017eeri mogu dobiti jasnije razumijevanje na ovaj na\u010din. Da li je 15 \u201ene\u201c i 15 \u201eda\u201c o Adizes metodi dovoljno za potpunu sliku? Svakako da postoji jo\u0161 pitanja ali se nadam da su klju\u010dne stvari odgovorene, a za sva neodgovorena po\u0161aljite pitanja da se napi\u0161e jo\u0161 15 \u201ene\u201c i 15 \u201eda\u201c tekstova. Na kraju, preporu\u010dujem da pro\u010ditate odvojeno posljednje re\u010denice \u2013 crtice na kraju svakog pitanja i dobit \u0107ete Adizes metodu na nenau\u010dan na\u010din, ali sa zdravim razumom i \u201edu\u0161om\u201c.<\/p><p><em><strong>dr Zvezdan Horvat<\/strong><\/em><br \/><em><strong>profesionalni direktor Adizes Institute Worldwide<\/strong><\/em><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dff62aa elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"dff62aa\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-31a01a8 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"31a01a8\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-9b2800e\" data-id=\"9b2800e\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-2cf3af5 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"2cf3af5\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-845b694\" data-id=\"845b694\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-0cbbdfe elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"0cbbdfe\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-382e46a\" data-id=\"382e46a\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-2b6100b elementor-widget elementor-widget-text-editor\" data-id=\"2b6100b\" 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>O ovim i sli\u010dnim temama \u0107ete imati priliku da razgovarate tokom radionice Put ka TOP FORMI sa ekspertima koji imaju dugogodi\u0161nju praksu u re\u0161avanju konkretnih problema rasta kompanija u uslovima nestabilnog tr\u017ei\u0161ta.<\/p><p>Vi\u0161e o radionici \u00a0<a href=\"https:\/\/staging.adizes.eu\/put-ka-top-formi\/\">https:\/\/staging.adizes.eu\/put-ka-top-formi\/<\/a><\/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<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Ponekad se \u010dovek iznenadi kako pogre\u0161na tuma\u010denja na\u0111u svoj prostor. Ili neke stvari koje se \u010dine o\u010ditim zapravo nisu tako o\u010dite. \u010citao sam jednu fakultetsku knjigu o menad\u017ementu gde se spominje Adi\u017eesov metod i, od svega, ljudi izdvoji\u0161e da se dozvoljava da u\u010desnici kasne na sesije. Kao prvo, to uop\u0161te nije ta\u010dno, jer je to [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":7468,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[19],"tags":[],"class_list":["post-7466","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-korisne-stvari"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.10 - aioseo.com -->\n\t<meta name=\"description\" content=\"Ponekad se \u010dovek iznenadi kako pogre\u0161na tuma\u010denja na\u0111u svoj prostor. Ili neke stvari koje se \u010dine o\u010ditim zapravo nisu tako o\u010dite. \u010citao sam jednu fakultetsku knjigu o menad\u017ementu gde se spominje Adi\u017eesov metod i, od svega, ljudi izdvoji\u0161e da se dozvoljava da u\u010desnici kasne na sesije. 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