Innier Sint Joost (Q4006546): Difference between revisions
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(Changed label, description and/or aliases in en: Setting new description) |
(Changed label, description and/or aliases in en, and other parts: Adding English translations) |
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Innier Sint Joost | |||||||||||||||
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Innier is a healthcare company that has been started out of enthusiasm and conviction for care for dementing people. After the first year of opening, they were confronted with the storm phase in their company: everyone fills in care at their own discretion, leading to tensions, misunderstanding, unrest and failure. This ESF pathway should support individuals to work together on the basis of their intrinsic job satisfaction and talents, in the right place in the team and from the same clear goals. The trajectory consists of four levels: the individual, the collective, the culture and leadership. Each individual must be enabled to make clear choices where his/her talents are best served. People who work from their own talents and intrinsic motivation are happier, more productive, easier to build relationships and work longer. Then a flow to the collective (team), because working together you achieve more. Team members need to learn and strengthen each other together to promote sustainable employability. Improving cooperation and connection also means a change of culture. This learning culture, based on openness, trust, cooperation and sustainable employability can only be realised through good leadership! (English) | |||||||||||||||
| Property / summary: Innier is a healthcare company that has been started out of enthusiasm and conviction for care for dementing people. After the first year of opening, they were confronted with the storm phase in their company: everyone fills in care at their own discretion, leading to tensions, misunderstanding, unrest and failure. This ESF pathway should support individuals to work together on the basis of their intrinsic job satisfaction and talents, in the right place in the team and from the same clear goals. The trajectory consists of four levels: the individual, the collective, the culture and leadership. Each individual must be enabled to make clear choices where his/her talents are best served. People who work from their own talents and intrinsic motivation are happier, more productive, easier to build relationships and work longer. Then a flow to the collective (team), because working together you achieve more. Team members need to learn and strengthen each other together to promote sustainable employability. Improving cooperation and connection also means a change of culture. This learning culture, based on openness, trust, cooperation and sustainable employability can only be realised through good leadership! (English) / rank | |||||||||||||||
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| Property / summary: Innier is a healthcare company that has been started out of enthusiasm and conviction for care for dementing people. After the first year of opening, they were confronted with the storm phase in their company: everyone fills in care at their own discretion, leading to tensions, misunderstanding, unrest and failure. This ESF pathway should support individuals to work together on the basis of their intrinsic job satisfaction and talents, in the right place in the team and from the same clear goals. The trajectory consists of four levels: the individual, the collective, the culture and leadership. Each individual must be enabled to make clear choices where his/her talents are best served. People who work from their own talents and intrinsic motivation are happier, more productive, easier to build relationships and work longer. Then a flow to the collective (team), because working together you achieve more. Team members need to learn and strengthen each other together to promote sustainable employability. Improving cooperation and connection also means a change of culture. This learning culture, based on openness, trust, cooperation and sustainable employability can only be realised through good leadership! (English) / qualifier | |||||||||||||||
point in time: 16 January 2022
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Revision as of 08:20, 16 January 2022
Project Q4006546 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Innier Sint Joost |
Project Q4006546 in Netherlands |
Statements
50.0 percent
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16 February 2017
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16 February 2018
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Herbergier Sint Joost
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6112AL
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Herbergier is een zorgonderneming die is gestart vanuit bevlogenheid en overtuiging voor zorg aan dementerenden. Na het eerste jaar van openstelling zijn ze geconfronteerd met de stormfase in hun onderneming: iedereen vult naar eigen inzicht de zorg in, hetgeen leidt tot spanningen, onbegrip, onrust en uitval. Dit ESF-traject moet ondersteuning bieden om de individuen te laten samenwerken vanuit hun intrinsieke arbeidsvreugde en talenten, op de juiste plaats in het team en vanuit dezelfde heldere doelen. Het traject is opgebouwd uit vier niveaus: de individu, het collectief, de cultuur en leiderschap. Elk individu moet in staat worden gesteld om heldere keuzes te maken waar zijn/haar talenten het beste tot hun recht komen. Mensen die vanuit hun eigen talenten en intrinsieke motivatie werken, zijn gelukkiger, productiever, gaan makkelijker relaties aan en werken langer door. Vervolgens komt een doorstroom naar het collectief (team), want met samenwerken bereik je meer. De teamleden moeten samen leren en elkaar versterken om de duurzame inzetbaarheid te bevorderen. Verbeteren van de samenwerking en verbinding betekend ook een verandering van de cultuur. Deze lerende cultuur, gebaseerd op openheid, vertrouwen, samenwerking en duurzame inzetbaarheid is alleen te realiseren door goed leiderschap! (Dutch)
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Innier is a healthcare company that has been started out of enthusiasm and conviction for care for dementing people. After the first year of opening, they were confronted with the storm phase in their company: everyone fills in care at their own discretion, leading to tensions, misunderstanding, unrest and failure. This ESF pathway should support individuals to work together on the basis of their intrinsic job satisfaction and talents, in the right place in the team and from the same clear goals. The trajectory consists of four levels: the individual, the collective, the culture and leadership. Each individual must be enabled to make clear choices where his/her talents are best served. People who work from their own talents and intrinsic motivation are happier, more productive, easier to build relationships and work longer. Then a flow to the collective (team), because working together you achieve more. Team members need to learn and strengthen each other together to promote sustainable employability. Improving cooperation and connection also means a change of culture. This learning culture, based on openness, trust, cooperation and sustainable employability can only be realised through good leadership! (English)
16 January 2022
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Identifiers
2016EUSF2011144
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