ORGANISATION
ORGANISATION
The origin of organization is as old as the bringing together of many people into one or more performance units. Whether building pyramids, serving in the military or cultivating fields together: reasonable organization always led to success.
Orga-Check
motivation and job satisfaction
team building
Structure and Powers
ORGA-CHECK
We help you to book this success with your employees. Through a targeted organizational check, we can quickly and efficiently determine how your "organization" is set up or, ideally, how it should be set up. Our team of consultants quickly and efficiently determines which organizational structure is best for your company. In addition to reorganization and restructuring, measures can also include an in-house organization manual, specifications and a reasonable regulation of powers.
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motivation and job satisfaction
How do your employees experience the current work situation? A company management must ask itself this question again and again in order to check the need for action and, if necessary, to intervene meaningfully. In addition to the external working conditions, factors and conditions of a good working atmosphere are the type of personnel management practiced, the social contact possibilities of the employees and ultimately also the organization and structures of each company. The performance of people in the company depends largely on how these people feel in the company of the respective structure or organization. On the one hand, this refers to how well the individual employee likes it in his or her group of employees, colleagues and superiors. On the other hand, people's performance is determined by their basic attitude towards the company as a whole, the company's objectives and their personal contribution to it. These factors affect the performance and motivation of the respective employee. All these factors are measurable, verifiable and controllable. Our team of consultants specializes in increasing job satisfaction and thus productivity in companies.
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TEAM
TOGETHER
EVERYONE
ACHIEVES
MORE
TOGETHER
EVERYONE
ACHIEVES
MORE
team building
Team formation or team building is critical to the success of your power unit and your business. We resolve team blockages, process delays, discrepancies, intra-team conflicts or inter-team conflicts. We increase the use of synergies in company mergers or post-merger integration. We measure your team collaboration. We would be happy to advise you which team building measure is best for you and conduct team building workshops with team activities or team sports for personal initiative and ownership, promotion of creativity and idea management, cue cards for self-control and team processes, team building during a change process, and much more
Structure
Structural and management deficits are operationalized by three specifications: The manager renounces one or more managerial functions The manager is surpassed by a third party in exercising one or more managerial functions and is thus ignored (his superior ignores him, for example) The manager exercises his managerial function only in one selection of employees and in turn simply hides certain employees. Through our targeted survey, we quickly identify such deficiencies and can remedy them in your company.
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Power Rules
Many decisions can affect labor law, costs, process organization or the entire company. They must therefore not be made at the discretion of the employees. They should always be controllable. We record the different decision-making rights and obligations of your employees and present them in a competence overview. This means that every employee is also informed about the decision-making rights and obligations of their respective manager or colleague. In addition, we check the proportionality of the competencies with every operational change and adjust them if necessary: a) What is to be decided (competence areas)? b) Who decides under which conditions (competence levels)? c) Which employee levels are involved in a specific decision-making process (competence structure)? We link the powers to the following conditions: a) timely information from the supervisor b) express prior verbal consent from the supervisor c) formal approval of an application by the supervisor
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