{"id":5219,"date":"2024-06-20T15:38:38","date_gmt":"2024-06-20T15:38:38","guid":{"rendered":"https:\/\/ekarrhh.com\/teorias-sistemicas-como-funcionan\/"},"modified":"2024-11-19T15:19:20","modified_gmt":"2024-11-19T15:19:20","slug":"systemic-theories-how-they-work","status":"publish","type":"post","link":"https:\/\/ekarrhh.com\/en\/systemic-theories-how-they-work\/","title":{"rendered":"UNDERSTANDING THE SYSTEM TO WORK BETTER"},"content":{"rendered":"\n

About 18 years ago, at Eka, we began engaging with systemic theories<\/strong> applied to organizations. Initially, we explored the psychodynamic approaches of the Tavistock Institute, followed by Bert Hellinger’s work with constellations, and more recently, the ORSC (Organizational Relationship Systemic Coaching) methodology.<\/p>\n\n\n\n

Today, we cannot understand our work without a systemic perspective, or in other words, we cannot work with the parts without understanding what is happening within the whole. For this reason, we encourage you to get to know certain systemic principles that will help you integrate better and regulate your relationship with the company. With this purpose in mind, we are providing a brief compilation explaining how these principles affect organizational life.<\/p>\n\n\n\n

Order<\/strong><\/strong><\/h2>\n\n\n\n

Order in organizations is a fundamental pillar according to Hellinger’s theory, as applied to businesses. For the system to function well, it is crucial that there is clarity in structures and work roles.<\/p>\n\n\n\n

However, in practice, many companies lack a clear definition of functions and responsibilities, which can lead to a series of problems. For example, it is common to see managers interfering in their teams’ tasks, departments working on duplicate projects unknowingly, and matrix relationships causing breakdowns in communication flows. These situations lead to inefficiency in decision-making, loss of productivity, demotivation, and internal conflicts. For this reason, we can say that when it comes to information, less is more. People need clarity about their role in the company.<\/strong><\/p>\n\n\n\n

Belonging<\/strong><\/strong><\/h2>\n\n\n\n

Belonging is another crucial aspect for organizational health. According to the law of belonging, all members of an organization must feel part of it. However, this sense of belonging is often compromised by negative internal dynamics, such as the monopolization of power by certain groups and\/or the exclusion of others.<\/p>\n\n\n\n

The lack of recognition for some employees’ contributions, exclusion from development opportunities, or the formation of power cliques can lead to demotivation, conflict, and the loss of talent. It is essential for organizations to foster an inclusive environment where everyone feels valued.<\/p>\n\n\n\n

The feeling of being just a number has long ceased to be effective. To truly commit, employees need to feel their contribution to a shared project.<\/strong><\/p>\n\n\n\n

Balance Between Giving and Receiving<\/strong><\/strong><\/h2>\n\n\n\n

The balance between giving and receiving is vital for the well-being of an organization. Hellinger would say that for a company to prosper, there must be an equitable exchange of resources, efforts, and recognition.<\/p>\n\n\n\n

Often, unintentionally, companies can fall into internal imbalances. This happens when some departments receive more resources or recognition than others, creating feelings of inequity. This can lead to a lack of commitment and trigger certain adjustment mechanisms from employees, such as when individuals make minimal effort or dedicate work time to personal matters.<\/p>\n\n\n\n

It is crucial for organizations to maintain equitable policies that recognize the individual contributions of each member. “Coffee for all” leads to dissatisfaction for many.<\/strong><\/p>\n\n\n\n

Acceptance<\/strong><\/strong><\/h2>\n\n\n\n

This principle tells us very simply that we must accept what is. Coaches often talk about “working with the system as we find it.” It is a way of connecting with what is and what is happening to evolve from there.<\/p>\n\n\n\n

When we begin to complain and set conditions like, \u201cIf this were different, I could… (whatever it may be),\u201d we are blocking the acceptance mechanism. This does not mean that things shouldn\u2019t change\u2014of course, they should\u2014but there is a difference between working to change and simply complaining.<\/p>\n\n\n\n

Complaining brings with it a blockage that prevents action and fosters a victim mentality. It acts like a boomerang: it always returns to the one who throws it, sometimes with a greater impact than expected.<\/strong><\/p>\n\n\n\n

CONTACT US IF YOU’RE INTERESTED IN LEARNING MORE<\/strong><\/mark><\/strong><\/p>\n\n\n\n

<\/div>\n","protected":false},"excerpt":{"rendered":"

About 18 years ago, at Eka, we began engaging with systemic theories applied to organizations. Initially, we explored the psychodynamic approaches of the Tavistock Institute, followed by Bert Hellinger’s work with constellations, and more recently, the ORSC (Organizational Relationship Systemic Coaching) methodology. Today, we cannot understand our work without a systemic perspective, or in other […]<\/p>\n","protected":false},"author":1,"featured_media":5078,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[10],"tags":[],"class_list":["post-5219","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"yoast_head":"\nSystemic Theories: How Do They Work? | EKA Blog<\/title>\n<meta name=\"description\" content=\"Do You Know About Systemic Theories? 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