{"id":422,"date":"2016-05-20T13:48:10","date_gmt":"2016-05-20T11:48:10","guid":{"rendered":"http:\/\/dev.m-q.ch\/?p=422"},"modified":"2017-03-01T13:47:11","modified_gmt":"2017-03-01T12:47:11","slug":"le-changement-passe-par-le-developpement-de-la-culture","status":"publish","type":"post","link":"https:\/\/www.m-q.ch\/fr\/change-nur-mit-kulturentwicklung\/","title":{"rendered":"Changer seulement avec le d\u00e9veloppement culturel"},"content":{"rendered":"<p><a href=\"https:\/\/m-q.ch\/wp-content\/uploads\/2016\/12\/Change-nur-mit-Kulturentwicklung-management-und-qualitaet.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-72 size-medium\" src=\"https:\/\/www.m-q.ch\/wp-content\/uploads\/2016\/12\/Change-nur-mit-Kulturentwicklung-management-und-qualitaet-680x382.jpg\" width=\"680\" height=\"382\" srcset=\"https:\/\/www.m-q.ch\/wp-content\/uploads\/2016\/12\/Change-nur-mit-Kulturentwicklung-management-und-qualitaet-680x382.jpg 680w, https:\/\/www.m-q.ch\/wp-content\/uploads\/2016\/12\/Change-nur-mit-Kulturentwicklung-management-und-qualitaet-768x431.jpg 768w, https:\/\/www.m-q.ch\/wp-content\/uploads\/2016\/12\/Change-nur-mit-Kulturentwicklung-management-und-qualitaet-16x9.jpg 16w, https:\/\/www.m-q.ch\/wp-content\/uploads\/2016\/12\/Change-nur-mit-Kulturentwicklung-management-und-qualitaet-312x175.jpg 312w, https:\/\/www.m-q.ch\/wp-content\/uploads\/2016\/12\/Change-nur-mit-Kulturentwicklung-management-und-qualitaet-624x350.jpg 624w, https:\/\/www.m-q.ch\/wp-content\/uploads\/2016\/12\/Change-nur-mit-Kulturentwicklung-management-und-qualitaet-300x168.jpg 300w, https:\/\/www.m-q.ch\/wp-content\/uploads\/2016\/12\/Change-nur-mit-Kulturentwicklung-management-und-qualitaet.jpg 900w\" sizes=\"auto, (max-width: 680px) 100vw, 680px\" \/><\/a><\/p>\n<p>Le changement et la mani\u00e8re d'y faire face font partie de la vie quotidienne dans la plupart des organisations aujourd'hui. La mondialisation, la d\u00e9mographie, la num\u00e9risation et la pression des co\u00fbts sont les moteurs de processus de changement constamment nouveaux. Le conseil d'administration et la direction sont les seuls \u00e0 penser que la culture de votre entreprise renforce le changement plus qu'elle ne l'inhibe.<\/p>\n<p>Sur une \u00e9chelle de z\u00e9ro \u00e0 dix, la valeur des patrons est de 6,4, la moyenne de tous est de 4,6. \"Souvent, on est trop peu sensibilis\u00e9 \u00e0 la culture\" r\u00e9sume Lorenz Forchhammer, responsable de l'\u00e9tude et associ\u00e9 principal chez ComTeam. \"Les cultures cultiv\u00e9es sont plus du sable que du p\u00e9trole dans les rouages des organisations dans des conditions environnementales changeantes. Ils entravent le changement au lieu de lui donner des ailes\", explique M. Forchhammer.<\/p>\n<p>En particulier, la gestion des conflits, des ressources et du temps ainsi que le pouvoir et la hi\u00e9rarchie, respectivement la reconnaissance et la critique en tant qu'\u00e9l\u00e9ments culturels centraux, doivent \u00eatre am\u00e9lior\u00e9s selon les personnes interrog\u00e9es. Il est important de d\u00e9velopper une culture dans laquelle de nouvelles choses peuvent prendre pied : \"Les nouvelles m\u00e9thodes agiles permettent des progr\u00e8s qui rendent \u00e0 la fois la culture et l'organisation aptes \u00e0 l'avenir. Elles n'entra\u00eenent pas seulement une adaptation cosm\u00e9tique, mais un changement profond\", explique M. Forchhammer sur les solutions possibles.<\/p>\n<p><strong>Le changement requiert avant tout de la patience<\/strong><\/p>\n<p>Lorsqu'il s'agit de changement, les personnes interrog\u00e9es accordent peu de cr\u00e9dit \u00e0 la comp\u00e9tence de leur entreprise. Sur une \u00e9chelle de 1 \u00e0 5, la valeur est exactement 3, ce qui ne parle pas de comp\u00e9tences particuli\u00e8res. Lorsque l'on a demand\u00e9 quel \u00e9tait le plus grand domaine d'apprentissage en rapport avec le changement, le terme \"patience\" est apparu de loin le plus fr\u00e9quemment, sans pr\u00e9cision. M. Forchhammer ajoute \u00e0 ce r\u00e9sultat : \"Partout, il y a un manque de gestion, de m\u00e9thodologie et de temps. Tout doit se faire rapidement, les ressources n\u00e9cessaires ne sont pas activ\u00e9es. La complexit\u00e9 sociale des projets de changement est encore ouvertement sous-estim\u00e9e\".<\/p>\n<p><strong>Moins de comp\u00e9tence que de volont\u00e9 de changement<\/strong><\/p>\n<p>Les organisations obtiennent des valeurs l\u00e9g\u00e8rement meilleures que la comp\u00e9tence en mati\u00e8re de changement en ce qui concerne la volont\u00e9 de changement qui leur est attribu\u00e9e. Ici, la valeur moyenne est de 3,26 (\u00e9chelle de 1 \u00e0 5). La volont\u00e9 de changer est \u00e9videmment plus forte, mais la capacit\u00e9 \u00e0 le faire est plut\u00f4t faible. Dans ces deux questions, la direction g\u00e9n\u00e9rale \u00e9value son entreprise de mani\u00e8re beaucoup plus positive que l'ensemble du personnel. ComTeam a d\u00e9j\u00e0 identifi\u00e9 \u00e0 plusieurs reprises des points de vue aussi diff\u00e9rents de la direction et des employ\u00e9s dans des \u00e9tudes sur le th\u00e8me du leadership, de la culture d'entreprise et du changement.<\/p>\n<p>L'\u00e9tude \"Changeabilit\u00e9\" examine \u00e9galement la question de savoir qui initie le changement dans une entreprise, l'effort que les entreprises mettent dans les processus de changement, les questions qui sont importantes dans le processus, et les associations que les employ\u00e9s et les cadres ont avec le changement.<\/p>\n<p>Le rapport sur les r\u00e9sultats de l'enqu\u00eate peut \u00eatre t\u00e9l\u00e9charg\u00e9 sous cette <a href=\"http:\/\/comteamgroup.com\/de\/unternehmen-und-menschen\/news-und-presse\/#c2409\" target=\"_blank\" data-cke-saved-href=\"http:\/\/comteamgroup.com\/de\/unternehmen-und-menschen\/news-und-presse\/#c2409\">Lien<\/a><\/p>\n<p>&nbsp;<\/p>","protected":false},"excerpt":{"rendered":"<p>Ver\u00e4nderungen und der Umgang damit sind heute der Alltag in den meisten Organisationen. Globalisierung, Demografie, Digitalisierung und Kostendruck sind die Treiber von st\u00e4ndig neuen Change-Prozessen. Alleine Vorstand und Gesch\u00e4ftsf\u00fchrung sind der Auffassung, dass die Kultur in Ihrem Unternehmen den Wandel mehr st\u00e4rkt als hemmt. Auf einer Skala von null bis zehn liegt der Wert der [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":72,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[5],"tags":[3360],"class_list":["post-422","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business_excellence","tag-management-und-unternehmensfuehrung"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.2 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Change nur mit Kulturentwicklung - MQ Management und Qualit\u00e4t<\/title>\n<meta name=\"description\" content=\"Kulturentwicklung: Die Studie \u201eChangeability\u201c von ComTeam zeigt, dass die Mitarbeiter ihre Unternehmen f\u00fcr wenig kompetent halten in Sachen Ver\u00e4nderung.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.m-q.ch\/fr\/le-changement-passe-par-le-developpement-de-la-culture\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Change nur mit Kulturentwicklung - 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