There are honorable intentions, "the Weltbild publishing group a few years ago in their" mission statement and expressed in a brochure on "corporate image" is: big, beautiful words about the world's corporate culture and dealing with employees which have certainly still valid and are considered by management as self-evident maxims. But what do these guidelines, this house Principles work, which is supposed to have a positive impact to the outside, to do with the current reality?
We believe that it is time to remember the noble guidelines - and to put to the test: Do they meet the everyday reality of work in various departments of the publishing group of the world? If the put into practice what the management promoted (in theory) as well as defined targets and handling policies?
Insebsondere before the public become "states" in KIDOH, but also against the background of events from other departments, it is more than legitimate to ask these questions.
"We are fair in dealing with each other. (...) Short paths and opportunities for our employees are more important than hierarchical thinking. "
Thus, in the world" defines corporate culture. " How many levels of hierarchy are dealing world-staff in their daily work clearly felt, and how this often massive, complex hierarchical structure and fertility Effektivät Eigenitiative crippling - of which, many ladies and gentlemen, sing a song.
"All that we improve, change or renew do requires informed and motivated employees."
that employees are deprived of important information, such as on planned restructuring, changes in responsibilities / tasks, team changes, etc., is quite common. So avoid annoying discussions supervisors before making decisions that will be announced just yet. put before a fait accompli, this procedure is commonly called. On many occasions, the reasons for changes, if they are actually articulated, advanced and less plausible. This is anything but motivating.
With the high art of employee motivation is anyway not every / r managers, group or department head Tung blessed with the world. What it does have health consequences, such as when colleagues over a longer period of their superiors never heard a word of praise get, you could some time ago in the most interesting cover story of Der Spiegel (2 / 2011) on "Burnout read!" A medical sociology longitudinal study concluded that the risk of suffering from depression within five years by 70 percent increases when employees are "permanently overwhelmed that rewards not just and reasonable, or treated unfairly."
"We are aware of our responsibility and have respect for the individual, we see and treat employees as partners."
A partnership, responsible approach between Supervisors and employees - that is not, unfortunately, of course, in the world. It is often the case that the tone in dealing with respect to "subordinate" is completely inappropriate. Disrespect and lack of civility in many departments quite the norm - that's down to insulting remarks.
The Board is now asked to stand up. If for them the guidelines of the Weltbild publishing group are up to date and have validity if the by itself konzpierte company "mission statement" also lived in the daily routine "should be" - more than a collection of well-meaning intentions on a few sheets of paper - then they should make the implementation of its objectives to heart. Green light for 'action' fair - the entire company!
by the Staff Council, the management of safety in all necessary steps, conversations and actions will receive the necessary support! Because the council receives almost daily information from staff about unfair treatment or discouraging - and is obliged to investigate such reports and grievances to an end.
Whether there to inadequate or missing personnel will make arrangements (eg holidays, sickness or training), ideas for improvement of work processes that end up in the trash or issued by superiors as their own suggestions - or at staff meetings that take place or not at all unstructured and inadequate drain ... This is all a far cry from the claims, which are enshrined in the guidelines .
was therefore concluded cited again in the beautiful company brochure: "Chefs are our coaches, the team's' shoot the gates' So '.!
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