What is holacracy?
modafinil 100 mg tablet price
п»ї<title>What is holacracy?</title>
Holocracy is an organizational system in which authority and decision-making processes are horizontal. Therefore, there is no hierarchy in which responsibility and power are distributed.
This system, although it may seem strange and anarchic, has already been adopted by some organizations in Australia, Germany, the United States, France, New Zealand and the United Kingdom.
Origins of HolacracyThe Holacracy system was first developed at Ternary Software, a computer company in Exton, USA. Its founder was Ternary Brian Robertson, who implemented the first ideas of a novel organizational system in 2007.
The Holocracy Constitution was later developed in 2010. It establishes the principles and practices to be followed that form the basis of this organizational system. Thus, it serves as a support guide for all those companies that want to establish their organizational chart following this idea.
Although Robertson was the first to give it form, the term holocracy is derived from the word holarchy, coined by the novelist and historian Arthur Koestler. In his book "The Spirit of the Machine", published in 1967, he puts forward the idea of an organization composed of holons.
These are self-sufficient automaton units that depend on their own collective. Thus, a holocracy would be, in short, a set of self-regulating but independently functioning units.
Novelties incorporated by holocracyHolocracy emerges, in short, as a system that tries to oppose the classical hierarchy of companies. In this sense, it aims to set aside the figure of the boss in order to establish a theoretically more egalitarian and efficient organization.
Organizational differencesOne of the main differences in the organization of the company through the establishment of a holocracy is the elimination of a structure in which each employee is pigeonholed into a fixed position. Therefore, the functions of each worker would no longer be described in an organization chart.
In short, holacracy proposes a structure in which each employee can develop multiple functions within the company. At the same time, they would be part of different teams at the same time and their tasks would be constantly updated to adapt to the needs of each group.
According to this fundamental idea, the company will be able to make use of the best skills of each employee, also giving them greater freedom to make decisions.
Differences in authority
In the more traditional organizational model, the structure of the company is not very dynamic, if at all. Orders always come from the highest levels and are given to be carried out by people lower down the organizational chart.
Holacracy, however, seeks to constantly modify the structure of the company so that each work team has the authority to organize itself, depending on how best to achieve the objective.
Holacracy seeks to eliminate the authoritarian figure of the boss.
Differences in the company's philosophyOne of the most important aspects of the holocracy system is that all its members, including the CEO or Executive Director, must follow clearly defined rules. This philosophy should not follow determinations made by authority.
Therefore, the fundamental idea is that there should be total transparency in the rules, so that the impact of company policy on the activities of the work teams is reduced. In addition, decision making will be less dependent on people in positions of authority.
The joint governance of holacracyIn a company practicing holacracy, work is distributed into roles that are updated very frequently. In this way, employees have full autonomy to decide how to carry out their functions as long as their preference does not harm their colleagues.
On the other hand, holacracy must have a set of regular meetings in which all the roles in the organizational circle can intervene to review and readjust their work.
In addition, with these meetings it will be possible for circles to constantly interact with each other, facilitating effective communication between teams that share members. These members can act as leaders, secretaries or representatives, depending on the role required by each team.
You might be interested in...
The lack of internal communication in the company
Do you know what internal miscommunication is and how it affects the companies in which it occurs? In today's article you will learn how to iden...
On incoherence or how to drive our children crazy.
The dancer: more than politics, art
3 strategies to increase self-esteem