{"id":5213,"date":"2026-09-17T10:49:46","date_gmt":"2026-09-17T08:49:46","guid":{"rendered":"https:\/\/nergroup.org\/?p=5213"},"modified":"2026-09-17T11:13:57","modified_gmt":"2026-09-17T09:13:57","slug":"ismael-medina-un-estilo-organizativo-basado-en-las-personas-resulta-eficiente-y-rentable","status":"publish","type":"post","link":"https:\/\/nergroup.org\/eu\/gaurkotasuna\/ismael-medina-un-estilo-organizativo-basado-en-las-personas-resulta-eficiente-y-rentable\/","title":{"rendered":"Ismael Medina: \u201cPertsonengan oinarritutako antolaketa-estilo bat eraginkorra eta errentagarria da\u201d"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>Talioko koordinatzaileak Gijongo Lan Unibertsitatearen Ergonomia eta Psikosoziologiari buruzko Kongresu batean azaldu ditu bere erakundearen esperientzia eta autogestioaren abantailak.<\/strong><\/p>\n\n\n\n<!--more-->\n\n\n\n<p class=\"wp-block-paragraph\">Azken urteotan lan-inguruneek eraldaketa sakona jasan dute. Pertsonek erakundeekiko duten konpromiso-maila minimoetara jaitsi da, eta % 10era baino ez da iristen, eta estresaren, osasun mentalaren eta ongizate emozionalaren murrizketa beren lehentasunetako bat bihurtu dira, laneko segurtasunaren gainetik.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Enpresa-erakundeak gero eta kontzienteagoak dira horretaz, baina parametro hierarkikoek mugatzen dituzte: lidergoa buruzagitzaren sinonimoa da, eta emaitzak beste edozein kontsiderazioren gainetik daude.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Hala ere, paradigma-aldaketa horren ondorioz, erakundeek ulertu dute pertsonen segurtasun psikosoziala eta emozionala oinarrizkoa dela pertsonak bete-betean garatu ahal izateko eta haien potentziala ahalik eta gehien ustiatzeko. Gainera, konturatu dira pertsonen aldeko apustu horrek lan-baldintzak finkatu eta optimizatzeaz gain, enpresen emaitzak hobetzea ere badakarrela.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Leialtasuna<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Talioko koordinatzailea, Ismael Medina, premisa horietatik eta beste batzuetatik abiatu zen Gijongo 2026ko Preveras Kongresuan parte hartu zuenean, lidergo-ereduei buruz hitz egiteko.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ismaelek helburu bat azaldu zuen: &#8220;Pertsonak ardatz dituen antolaketa-estilo batek nola hobetu dezakeen haien segurtasuna eta osasun emozionala, eraginkorra eta errentagarria izateaz gain&#8221;. Une horretan, Clarence Francis General Foodseko presidenteak duela ia mende bat, 1935ean, egin zuen gogoeta aipatu zuen: &#8220;Pertsona baten denbora eros dezakezu, leku jakin batean duen presentzia fisikoa; baita orduko edo eguneko ekintza adituen kopuru jakin bat ere. Baina ezin duzu erosi gogoa, ekimena, leialtasuna, bihotza, burua eta arima ematea. Gauza hauek irabazi egin behar dira&#8221;.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Baina, nola lor dezakete hori erakundeek? Nola lortu pertsonek beren onena eman nahi izatea, eta beren lan fisiko eta intelektualari osagai emozionala eranstea?, galdetu zuen, Koldo Saratxaga Harremanen Estilo Berriaren sortzaileak sustatutako antolaketa-aldaketaren gakoetako batzuk jorratzeko. Azaldu zuen bezala, proiektu honek pertsonetan oinarrituta egon behar du, eta komunikazioa, askatasuna eta erantzukizuna nagusi diren autokudeatutako taldeek gidatu behar dute, aukerak eskainiz, akatsak ahalbidetuz eta kontrol pertsonala saihestuz.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"900\" src=\"https:\/\/nergroup.org\/wp-content\/uploads\/2026\/09\/ismael-Medina-talio1-1.jpeg\" alt=\"\" class=\"wp-image-5219\" srcset=\"https:\/\/nergroup.org\/wp-content\/uploads\/2026\/09\/ismael-Medina-talio1-1.jpeg 1200w, https:\/\/nergroup.org\/wp-content\/uploads\/2026\/09\/ismael-Medina-talio1-1-300x225.jpeg 300w, https:\/\/nergroup.org\/wp-content\/uploads\/2026\/09\/ismael-Medina-talio1-1-150x113.jpeg 150w, https:\/\/nergroup.org\/wp-content\/uploads\/2026\/09\/ismael-Medina-talio1-1-768x576.jpeg 768w, https:\/\/nergroup.org\/wp-content\/uploads\/2026\/09\/ismael-Medina-talio1-1-1024x768.jpeg 1024w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Eredu horrek, halaber, bezeroak eta hornitzaileak integratu behar ditu, ezagutzaren transferentzia sustatu behar du, etengabeko berrikuntzari eutsi behar dio eta irizpide ekonomikoak partekatu behar ditu hainbat helburu sustatzeko: gardentasuna, konfiantza eta eskuzabaltasuna sustatzea, etorkizun garbiko ikuspegiak eskaintzeko. Horrek guztiak kide izateagatik harrotasun handiagoa eta bilakaera fisiko, mental eta emozionala ekarriko ditu, eta, azkenik, proiektu komuna eta arrakasta partekatua osatuko du.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Corporate Rebels<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Ismaelek gogora ekarri zuen Ner Groupek Corporate Rebelsekin duen lankidetza eta planteamenduak bat datozela. Corporate Rebelsek lan-ingurune aurrerakoien aldeko apustua egiten du, eta horietan modu osasuntsuan hazteko eta lan egiteko aukera ematen du. Halaber, Frederic Laloux kulturaren eta erakundearen aldaketa horren sustatzaile nagusietakoa dela nabarmendu zuen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Elementu horien guztien ondorioz, Ismael Medinak Taliok 2009an izan zuen eraldaketaren mugarriak laburbildu zituen. Koordinatzaileak azaldu zuenez, aldaketa hori &#8220;jabetzak&#8221; hartu zuen bere gain eta, ondoren, pertsonek berretsi egin zuten. Gertaera hori &#8220;funtsezkotzat&#8221; jo zuen arrakasta izan ahal izateko, eta Taliok ordutik izan duen bilakaera positiboa nabarmendu zuen, autogestioko bost talde antolatuz.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Hau da, Taliok urte hauetan izan duen kultura- eta antolaketa-eraldaketak; lidergoaren bilakaerak, pertsonen askatasunean eta erantzukizunean oinarritutako eta autokudeatutako taldeetan oinarritutako estilo baterantz, pertsonek beren lanean osagai emozional bat sartzea eragin du, errendimenduan eragin zuzena izan duena.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Lidergo ereduei buruzko biltzarra<\/p>\n","protected":false},"author":2,"featured_media":5200,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[76,80,74],"tags":[133],"class_list":["post-5213","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arrakasta-kasuak","category-lidergoa","category-sin-categorizar-eu","tag-modelo-de-gestion-eu"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - 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