2. MARCO CONCEPTUAL
2.2 Conceptos básicos
2.3.3 Clasificación de riesgos:
Respondent
v. What kind of behaviors did your employees show in this example? Could you describe them exactly?
Malou Oude Luttikhuis_1
Malou Oude Luttikhuis_2
Malou Oude Luttikhuis_3
Ma ny were a l i ttl e bi t mocki ng beca us e they know ha d more ta s ks to ful fi l l . 70% experi enced i t a s
getting a task (= a s s i gi ng ta s ks a nd
res pons i bi l i tes ) whi ch he/s he ca n
fi ni s h i n the wa y he or s he wa nts .
Malou Oude Luttikhuis_4
My empl oyees worked thei r a s s es off a nd used their creative minds
(=encoura gi ng to thi nk a s tep
a hea d, come up wi th new i dea s ) to
fi ni s h the projects wi thi n the ti mefra me. They often s a i d to me tha t they experi enced i t a s 'ni ce' tha t I compl i mented them.
Malou Oude Luttikhuis_5
Every s i ngl e empl oyee I put on thi s job, showed the same kind of passion,
whi ch I ha ve when I try to s el l /buy s omethi ng. They putted thei r hea rt a nd s oul i nto i t.
Tatjana Bojko_1
It l et peopl e be crea ti ve to s ha re even pers ona l a nd i nti ma te experi ence they ha ve wi th the bra nd. Us ua l l y, then peopl e work they do not s ha re pers ona l s tuff. But by l etti ng them do s uch you ca n s ee how pa s s i ona te they a re a bout thei r work. The s oci a l medi a pl a tform i s growi ng ea ch da y a nd i t encoura ges peopl e to do they work wi th more pa s s i on a nd l ets them unders ta nd the compa ny i n ea ch a rea more (connects empl oyees ).
Tatjana Bojko_2
If I l et them do the project on thei r own they work fa s ter a nd del i ver better res ul ts . If I woul d gi ve them too ma ny rul es a nd di s cus s too much thei r i dea s i t woul d s l ow down the proces s a nd we woul d l os e the cl i ent. So my employees are more motivated and more creative if I let them be. (=l et empl oyees come up wi th crea ti ve i dea s )
Tatjana Bojko_3
They a re rea l l y creative and independent. We never ha d rea l probl ems where s omeone coul d not do s omethi ng a t a l l . At the s a me ti me they often hel p ea ch other. If one ca nnot fi nd ri ght s uppl i er for one i tem the other gi ves hi m hi s conta cts . They a l s o do ta ke the ri s ks wi th thi s project s i nce i t i s thei r own money a nd thei r own ideas. But us ua l l y they a re mos tl y ha ppy to pa rti ci pa te i n the project.
JenniferMarecki_1
JenniferMarecki_2
- Peopl e a re more commi tted when they a pproa ch thei r bus i nes s i n a n entrepreneuri a l wa y, beca us e they do not onl y del i ver fi na l res ul ts , but they s ta rt worki ng towa rds thos e res ul ts (ba s ed on the s tra tegy a nd deci s i ons gi ven). They s eem more confi dent to rea ch thos e res ul ts a nd a re more open to ta ke ri s k.
JenniferMarecki_3
They ta ke i t wi th tha nks a nd try to work thi s wa y. In ca s e of fa i l ure, they confes s to i t a nd try to thi nk of i t i n order to a voi d i t the next ti me (fa i l ure tol era nce i s qui te hi gh here). Bes i des , the emplyoees seem willing to learn and to develop themselves. (=s ti mul a ti ng the devel opment of the empl oyee)
JenniferMarecki_4
Di fferent: s ome empl oyees a greed a nd tri ed to work thi s wa y, whi l e others di dn't.
ChrisKellersmann_1
At the fi rs t moment they a re qui te uns ure of thems el ves a nd bi t res erved. But a fter a s hort time they get us ed to i t a nd ca n cope wi th the s i tua tion more ea s i l y.
ChrisKellersmann_2
The beha vi our wa s di fferent. Some of them unders tood a t once the gra phi c i l l us tra tion, others needed a ddi tiona l i nforma tion
ChrisKellersmann_3
They s howed a very pos i tive beha vi our a s we are an enterprise that attaches great value to a friendly atmosphere. For thi s rea s on our s ta ff members a re a l l the more rea dy to a dmi t tha t they ma de a mi s ta ke a nd they a ccept cha nges more ea s i l y