El respeto por las personas es uno de los principios del Lean, pero a menudo es malentendido y subestimado en su importancia. Este principio es crucial para construir una cultura de mejora continua y, sin él, es imposible avanzar en el camino del Lean.
Si bien la mayoría de las personas estarán de acuerdo con la idea del respeto mutuo, la comprensión real de este concepto suele ser superficial y no se traduce en cambios de comportamiento. Para profundizar en este principio, es fundamental explorar su significado real.
Las definiciones comunes de «respeto» a menudo no se conectan directamente con las prácticas Lean. Por ejemplo, la definición de «gran admiración por alguien» puede aplicarse al entorno laboral, pero ¿cómo se integra en los principios Lean? Otra definición de «respeto» como «evitar interferir», que se refiere al respeto por el espacio personal, resulta aún menos convincente. Ninguna de estas definiciones cotidianas nos acerca al núcleo del «respeto por las personas».
A menudo se usa el término «desafío» para aclarar el significado del «respeto por las personas». Respetamos el valor intrínseco de los empleados al desafiarlos a mejorar tanto ellos mismos como los procesos de la empresa. Esto proporciona una idea más precisa del tipo de respeto necesario para construir una cultura de mejora continua. Sin embargo, ¿cuáles son los comportamientos específicos que permiten este entorno desafiante?
Los Cinco Derechos de los Empleados: El Núcleo del «Respeto por las Personas»
Creemos que el núcleo del «respeto por las personas» se basa en cinco derechos fundamentales de los empleados. Estos derechos son esenciales para cada individuo en la organización, independientemente de su rol, función, nivel educativo, experiencia o antecedentes.
A continuación, describimos brevemente los cinco derechos interrelacionados de los empleados que ayudarán a definir el «respeto por las personas»:
Derecho a la comprensión: Cada empleado tiene derecho a una explicación para comprender por qué se le pide que haga algo. Nada es más desalentador que se le indique a una persona que realice una tarea sin proporcionar una explicación básica del propósito. Esta comprensión es esencial para el compromiso de los empleados y debe basarse en la justificación y el «por qué». Explicar el «por qué» es fundamental.
Derecho a la participación: Todos los empleados tienen derecho a participar en la resolución de problemas y en la implementación de cambios que los afecten directamente. La participación activa conduce al compromiso y la propiedad de los resultados. La resistencia al cambio disminuye cuando los empleados se sienten involucrados y se les permite contribuir a las decisiones. La participación temprana en el proceso de cambio es especialmente valiosa.
Derecho a ser escuchado: Los empleados tienen derecho a que sus opiniones sean escuchadas y valoradas. La participación pasiva no es suficiente; es necesario involucrar tanto la inteligencia como las emociones de los empleados. Cuando las opiniones no son tenidas en cuenta, los empleados pueden desconectarse y dejar de participar activamente. Escuchar y dar importancia a las opiniones es esencial.
Derecho al Éxito: Cada empleado tiene derecho a recibir los recursos y el apoyo necesarios para alcanzar el éxito a corto y largo plazo. La preparación para el fracaso resulta desmotivante, por lo que es crucial proporcionar los materiales, herramientas, información, capacitación y entrenamiento necesarios. El éxito debería ser el objetivo en lugar del fracaso.
Derecho a la humanidad: Todos los empleados tienen derecho a ser tratados con respeto y como seres humanos inteligentes y capaces de contribuir, aprender y crecer. Se debe crear un entorno de igualdad, confianza y respeto mutuo. Reconocer el valor inherente de cada individuo es fundamental.
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It s pretty good. If it were you, you wouldn t be able to reach where he is now after ten years of practice.
Every time she was with this guy, her ice like temperament seemed to melt a little.There was also a black ring in his hand. This ring was sold by Ye Fei in a market just in case.
He only relied on his powerful physical body to resist, punching to the flesh with a banging sound, like iron, beating this humanoid monster.Junior brother, where are you Xinglan felt sad in her heart and her eyes were a little determined.
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It seemed that he was frightened by Qingyang s three yuan sword technique, and knew that he was asking for trouble if he came.The formation outside the secret passage was weakening every day, and now its power is less than 10 of its previous strength.
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There may be something you need there The old man finally said.My Wang family has already paid too much. Even if we don t take action, the existence in that place will take action.
Huo Xinghe, the law enforcement elder, comforted Nan Sha.It s just that Ye Fei is not a person who kills indiscriminately.
You know, Jiang Yulang is the only son of the Jiang family, so naturally he will not let anything happen to him easily.People nearby heard it and couldn t help but look at Ye Fei.
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Even though some people were dissatisfied, they couldn t say anything more.At this moment, in the hall of the law enforcement elder.
Although I don t know who you are, you have saved me twice after all.He apologized to these people afterwards, and then returned to Beihai from the west with Xinglan, worried.
Okay, the common etiquette is waived. Who can tell me what s going on Wei Dingguo looked cold and had a strong aura.Moreover, the Ye family s business is very famous in Xiling, and the most important business is the stone factory.
The harder he struggled, the tighter he could get, and he couldn t break free no matter what.They stood alone and quietly waited for people from Tongtian Academy to greet them.
