{"id":6140,"date":"2025-07-07T09:00:00","date_gmt":"2025-07-07T07:00:00","guid":{"rendered":"https:\/\/www.11onze.cat\/news\/lexit-empresarial-compartir-responsabilitats\/"},"modified":"2025-07-07T09:01:08","modified_gmt":"2025-07-07T07:01:08","slug":"exito-empresarial-compartir-responsabilidades","status":"publish","type":"post","link":"https:\/\/www.11onze.cat\/es\/magazine\/exito-empresarial-compartir-responsabilidades\/","title":{"rendered":"El \u00e9xito empresarial, compartir responsabilidades"},"content":{"rendered":"
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Hem escoltat moltes vegades que els sous dels directius es troben per damunt del qu\u00e8 seria raonable i just. Que, de fet, les difer\u00e8ncies entre el que cobra m\u00e9s en una empresa i el que cobra menys no poden ser infinites. I de fet haurien de ser molt finites i acotades. No \u00e9s raonable pensar que en una empresa hi hagi d\u2019haver alg\u00fa que tingui una responsabilitat infinitament m\u00e9s alta que la de la resta dels treballadors. Per\u00f2 si mirem la realitat veurem que acceptem que sigui al contrari. I aix\u00f2 \u00e9s bo?<\/strong><\/h3>\n

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Si mirem les empreses que han fet fallida sobretot per les accions irresponsables d\u2019uns pocs, veurem que en general no se\u2019ls pot fer tornar all\u00f2 que han pres, o reparar all\u00f2 que han espatllat. En alguns casos es poden perseguir certes responsabilitats de manera penal, per\u00f2 s\u00f3n els m\u00ednims, donat que el lucre o l\u2019avar\u00edcia excessius no sembla que estiguin contemplats com a delicte en el Codi Penal. De fet, ser avarici\u00f3s (per\u00f2 dient-li ambici\u00f3s), \u00e9s una conducta que s\u2019anima de manera bastant general a les empreses<\/strong>.\u00a0<\/span><\/p>\n

Per\u00f2 no sempre el directiu negligent es mou per avar\u00edcia quan pren conductes que poden portar al desastre. I moltes vegades aquestes conductes i decisions de persones que es troben al c\u00e0rrec de situacions de molt risc, no poden ser detectades a temps, per evitar les conseq\u00fc\u00e8ncies indesitjables<\/strong>. Podr\u00edem trobar casos recents, com ho serien per exemple aquells on perilla el futur econ\u00f2mic de persones que hi tenen estalvis per a la jubilaci\u00f3 (casos de fallida d’entitats financeres) o encara m\u00e9s importants, aquells casos en qu\u00e8 es poden perdre vides humanes.<\/span><\/p>\n

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M\u00e9s control, menys problemes?<\/b><\/h3>\n

Ens preguntem com pot ser que es deixi en mans, de vegades, d\u2019una sola persona q\u00fcestions tan importants, i que pugui ser la neglig\u00e8ncia d\u2019una sola persona (per un exc\u00e9s d\u2019avar\u00edcia o per una possible deixadesa), l’\u00fanica causa d\u2019una desgr\u00e0cia que no s\u2019ha pogut evitar. Aquests casos ens fan pensar en com es podria resoldre la situaci\u00f3 per a poder evitar tan nefastes conseq\u00fc\u00e8ncies<\/strong>. Es poden posar controls que fessin possible evitar aquestes conseq\u00fc\u00e8ncies? I quins controls haurien de ser aquests? Per\u00f2 encara m\u00e9s rellevant, t\u00e9 sentit que determinades decisions, accions i conductes es troben en mans de pocs directius? \u00c9s aquesta la manera m\u00e9s efica\u00e7 d\u2019exercir el control per tal d\u2019evitar all\u00f2 que no es vulgui de cap manera?<\/span><\/p>\n

Sembla clar que en un sistema on el que t\u00e9 responsabilitat se\u2019l premia de manera massa generosa, i se\u2019l fa responsable i infal\u00b7lible, no \u00e9s bo per a ning\u00fa. A llarg termini, ni pel directiu mateix, encara que a curt pugui semblar que s\u00ed. Crea una falsa motivaci\u00f3 amb aspiracions, del tipus pir\u00e0mide, on tothom vol arribar a dalt<\/strong>. Per\u00f2 quan hi arriba ha de ser infal\u00b7lible: zero defectes i cap possibilitat de fallar. En cas que no tingui mala fe pot acabar molt malament, si les conseq\u00fc\u00e8ncies de la seva acci\u00f3 o omissi\u00f3 s\u00f3n desastroses. <\/span><\/p>\n

I tot i actuar de mala fe, si mesura b\u00e9 les conseq\u00fc\u00e8ncies de l\u2019acci\u00f3, i no s\u00f3n punibles, pot acabar amb el benestar de molta gent i resultar impune. I incorporar controls formals no resulta factible donat que crear controls que puguin preveure-ho tot no \u00e9s possible. Com ho podem fer doncs? Sembla que una manera seria fomentar la cultura de la corresponsabilitat<\/strong>. Tots podem ser avariciosos, per\u00f2 si entre tots hem d\u2019arribar a un objectiu, i ens hem de donar suport els uns amb els altres, les temptacions s\u00f3n menors. De la mateixa manera, els errors humans es compensen perqu\u00e8 que una persona pugui ser negligent o tenir un exc\u00e9s de confian\u00e7a \u00e9s possible, per\u00f2 que tots el tinguem alhora, ja sembla m\u00e9s complicat. La pressi\u00f3 disminueix, el control dels uns als altres ens fa m\u00e9s cautelosos, i a m\u00e9s, i molt important, hem de compartir el m\u00e8rit quan les coses van b\u00e9. Aix\u00f2 ens ajuda a ser realistes de qu\u00e8 un de sol arriba molt menys lluny que un equip ben avingut<\/strong>.<\/span><\/p>\n

 <\/p>\n

Compartir per explotar el potencial de les persones<\/b><\/h3>\n

Les organitzacions funcionen millor quan les persones donen el m\u00e0xim d\u2019elles mateixes i ho fan motivades m\u00e9s enll\u00e0 del sou percebut o de l\u2019estatus que obtenen a la feina<\/strong>. I fan la seva feina sense seguir la lletra gran i petita del seu contracte laboral, i per tant tenen una implicaci\u00f3 que va m\u00e9s enll\u00e0 de les seves obligacions contractuals.\u00a0\u00a0<\/span><\/p>\n

En moments de dificultat, les empreses poden tirar endavant si els treballadors tenen motivacions internes que fan que vagin m\u00e9s enll\u00e0 de les seves obligacions<\/strong>, aportant aquella qualitat que no es pot mesurar, per\u00f2 que \u00e9s clau per crear un clima laboral favorable a la col\u00b7laboraci\u00f3 i on treballar pot aportar satisfacci\u00f3 a tothom. Sembla ut\u00f2pic dir aix\u00f2, per\u00f2 molts empresaris tenen clar que les seves empreses funcionen quan les persones es troben valorades al lloc de treball i poden fer-s\u2019hi professionalment. I, per tant, fomenten de manera activa aquest ambient de confian\u00e7a on els treballadors tinguin ganes d\u2019aportar aquest plus<\/strong> que no es troba ni remunerat econ\u00f2micament ni especificat en un contracte laboral.<\/span><\/p>\n

La solidaritat t\u00e9 una naturalesa espont\u00e0nia i volunt\u00e0ria<\/strong>. Fomentar-la s\u2019ha de fer des del reconeixement que el treballador ho fa perqu\u00e8 vol, i que t\u00e9 m\u00e8rit, precisament, perqu\u00e8 ho fa aix\u00ed. El qu\u00e8 \u00e9s espontani per part del treballador pot ser reconegut. Per\u00f2 ho ha de ser reconeixent la seva naturalesa espont\u00e0nia, mai a trav\u00e9s d\u2019un incentiu associat al compliment d\u2019un objectiu<\/strong>. Cal tenir-ho present per a no perdre aquella qualitat tan especial que requereix un reconeixement aut\u00e8ntic, sense for\u00e7ar que hi sigui.<\/span><\/p>\n

 <\/p>\n

11Onze \u00e9s la comunitat fintech de Catalunya. Obre un compte descarregant l\u2019app El Canut per\u00a0<\/b>Android<\/b><\/a>\u00a0i\u00a0<\/b>Apple<\/b><\/a>. Uneix-te a la revoluci\u00f3!<\/b><\/p>\n\n <\/div>\n <\/div>\n <\/div>\n<\/div>\n

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