Wortell System Integrations — Services B.V. (Q4005093): Difference between revisions
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(Changed label, description and/or aliases in it, and other parts: Adding Italian translations) |
(Changed label, description and/or aliases in en, and other parts: Adding English translations) |
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Wortell System Integrations — Services B.V. | |||||||||||||||
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In 2016, Wortell started a transformation from a common organisational form to a self-organising organisational form. This transformation has proved successful. We are aware of the dynamic and competitive market we are currently in. Therefore, innovating in the economic era is a prerequisite for survival. In addition, there is a new generation of emergence in the labour market ‘Generation Z’. We would like to develop and improve, in which the interests of the employee are equivalent to the interests of the organisation. A stress-free and vital employee is at the heart of this. To do this, we will ensure that the areas of autonomy, competence and connection are improved. The organisation currently has 16 self-organising teams that organise their work within the set frameworks. Employees work together on a result, undertake activities together, determine growth and assess each other. They went through two feedback periods with each other last year, during which colleagues gave each other feedback and assessed each other. In short, an organisation that has already taken many steps but where there are also many opportunities in terms of autonomy, connection and competences. At the end of 2019, Wortell aims to provide an environment where employees experience security and freedom and are able to take responsibility for the things they do. They take ownership for their tasks, projects and results and are able to take control of their personal and professional development. They have the tools in their hands to be (mentally) fit and stay and be maximum productive. Employees extract energy from their work and are able to determine the next step for themselves so that they continue to develop themselves continuously. This results in figures focused on job pleasure and satisfaction of Wortell as an employer. (English) | |||||||||||||||
| Property / summary: In 2016, Wortell started a transformation from a common organisational form to a self-organising organisational form. This transformation has proved successful. We are aware of the dynamic and competitive market we are currently in. Therefore, innovating in the economic era is a prerequisite for survival. In addition, there is a new generation of emergence in the labour market ‘Generation Z’. We would like to develop and improve, in which the interests of the employee are equivalent to the interests of the organisation. A stress-free and vital employee is at the heart of this. To do this, we will ensure that the areas of autonomy, competence and connection are improved. The organisation currently has 16 self-organising teams that organise their work within the set frameworks. Employees work together on a result, undertake activities together, determine growth and assess each other. They went through two feedback periods with each other last year, during which colleagues gave each other feedback and assessed each other. In short, an organisation that has already taken many steps but where there are also many opportunities in terms of autonomy, connection and competences. At the end of 2019, Wortell aims to provide an environment where employees experience security and freedom and are able to take responsibility for the things they do. They take ownership for their tasks, projects and results and are able to take control of their personal and professional development. They have the tools in their hands to be (mentally) fit and stay and be maximum productive. Employees extract energy from their work and are able to determine the next step for themselves so that they continue to develop themselves continuously. This results in figures focused on job pleasure and satisfaction of Wortell as an employer. (English) / rank | |||||||||||||||
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| Property / summary: In 2016, Wortell started a transformation from a common organisational form to a self-organising organisational form. This transformation has proved successful. We are aware of the dynamic and competitive market we are currently in. Therefore, innovating in the economic era is a prerequisite for survival. In addition, there is a new generation of emergence in the labour market ‘Generation Z’. We would like to develop and improve, in which the interests of the employee are equivalent to the interests of the organisation. A stress-free and vital employee is at the heart of this. To do this, we will ensure that the areas of autonomy, competence and connection are improved. The organisation currently has 16 self-organising teams that organise their work within the set frameworks. Employees work together on a result, undertake activities together, determine growth and assess each other. They went through two feedback periods with each other last year, during which colleagues gave each other feedback and assessed each other. In short, an organisation that has already taken many steps but where there are also many opportunities in terms of autonomy, connection and competences. At the end of 2019, Wortell aims to provide an environment where employees experience security and freedom and are able to take responsibility for the things they do. They take ownership for their tasks, projects and results and are able to take control of their personal and professional development. They have the tools in their hands to be (mentally) fit and stay and be maximum productive. Employees extract energy from their work and are able to determine the next step for themselves so that they continue to develop themselves continuously. This results in figures focused on job pleasure and satisfaction of Wortell as an employer. (English) / qualifier | |||||||||||||||
point in time: 16 January 2022
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Revision as of 09:45, 16 January 2022
Project Q4005093 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Wortell System Integrations — Services B.V. |
Project Q4005093 in Netherlands |
Statements
50.0 percent
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3 October 2018
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3 October 2019
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Wortell System Integrations - Services B.V.
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1175KP
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In 2016 is Wortell begonnen met een transformatie van een gangbare organisatievorm naar een zelforganiserende organisatievorm. Deze transformatie is succesvol gebleken. We zijn ons bewust van de dynamische en competitieve markt waarin we ons momenteel bevinden. Daarom is innoveren in de economische tijdperk een voorwaarde om te overleven. Daarnaast is er een nieuwe generatie opkomst in de arbeidsmarkt ‘Generatie Z’. We willen ons graag ontwikkelen en verbeteren, waarbij de belangen van de werknemer gelijkwaardig zijn aan de belangen van de organisatie. Een stressvrije en vitale medewerker staat hierbij centraal. Om hiervoor te zorgen gaan we ervoor zorgen dat de gebieden autonomie, competentie en verbondenheid verbeterd worden. De organisatie kent op dit moment 16 zelforganiserende teams die hun werk organiseren binnen de gestelde kaders. Medewerkers werken gezamenlijk aan een resultaat, ondernemen samen activiteiten, bepalen met elkaar de groei en beoordelen elkaar. Ze hebben met elkaar vorig jaar al twee feedback periodes doorlopen waarbij collega’s elkaar feedback hebben gegeven en hebben beoordeeld. Kortom een organisatie die al velen stappen gezet heeft maar waar ook nog vele kansen liggen als het gaat om autonomie, verbondenheid en competenties. Eind 2019 wil Wortell een omgeving bieden waar medewerkers veiligheid en vrijheid ervaren en in staat zijn hun verantwoordelijkheid te nemen voor de dingen die ze doen. Ze nemen eigenaarschap voor hun taken, projecten en resultaten en zijn in staat om de regie in eigen hand te nemen als het gaat om hun persoonlijke en professionele ontwikkeling. Ze hebben de tools in handen om (mentaal) fit te zijn en te blijven en maximaal productief te zijn. Medewerkers halen energie uit hun werk en zijn in staat de volgende stap voor zichzelf te bepalen zodat ze zichzelf continu blijven ontwikkelen. Dit uit zich in cijfers gericht op werkplezier en tevredenheid van Wortell als werkgever. (Dutch)
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En 2016, Wortell comenzó una transformación de una forma organizativa común a una forma organizativa autoorganizada. Esta transformación ha tenido éxito. Somos conscientes del mercado dinámico y competitivo en el que nos encontramos actualmente. Por lo tanto, innovar en la era económica es un requisito previo para la supervivencia. Además, existe una nueva generación de aparición en el mercado laboral «Generación Z». Nos gustaría desarrollar y mejorar, en los que los intereses del empleado son equivalentes a los intereses de la organización. Un empleado vital y libre de estrés está en el centro de esto. Para ello, garantizaremos la mejora de las áreas de autonomía, competencia y conexión. La organización cuenta actualmente con 16 equipos autoorganizadores que organizan su trabajo dentro de los marcos establecidos. Los empleados trabajan juntos en un resultado, realizan actividades juntos, determinan el crecimiento y se evalúan mutuamente. Pasaron por dos períodos de retroalimentación el año pasado, durante los cuales los colegas se dieron mutuamente retroalimentación y se evaluaron mutuamente. En resumen, una organización que ya ha dado muchos pasos pero donde también hay muchas oportunidades en términos de autonomía, conexión y competencias. A finales de 2019, Wortell tiene como objetivo proporcionar un entorno en el que los empleados experimenten seguridad y libertad y sean capaces de asumir la responsabilidad de las cosas que hacen. Asumen la propiedad de sus tareas, proyectos y resultados y son capaces de tomar el control de su desarrollo personal y profesional. Tienen las herramientas en sus manos para estar (mentalmente) en forma y permanecer y ser el máximo productivo. Los empleados extraen energía de su trabajo y son capaces de determinar el siguiente paso para que continúen desarrollándose continuamente. Esto resulta en cifras centradas en el placer laboral y la satisfacción de Wortell como empleador. (Spanish)
16 January 2022
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Nel 2016 Wortell ha iniziato una trasformazione da una forma organizzativa comune a una forma organizzativa auto-organizzatrice. Questa trasformazione si è rivelata un successo. Siamo consapevoli del mercato dinamico e competitivo in cui ci troviamo attualmente. Pertanto, innovare nell'era economica è un prerequisito per la sopravvivenza. Inoltre, vi è una nuova generazione di emergere nel mercato del lavoro "Generazione Z". Vorremmo sviluppare e migliorare, in cui gli interessi del dipendente sono equivalenti agli interessi dell'organizzazione. Un dipendente senza stress e vitale è al centro di questo. A tal fine, faremo in modo che i settori di autonomia, competenza e connessione siano migliorati. L'organizzazione dispone attualmente di 16 team di auto-organizzazione che organizzano il loro lavoro all'interno dei quadri prefissati. I dipendenti lavorano insieme su un risultato, intraprendono attività insieme, determinano la crescita e valutano l'un l'altro. L'anno scorso hanno attraversato due periodi di feedback tra loro, durante i quali i colleghi si sono scambiati un feedback e si sono valutati l'un l'altro. Insomma, un'organizzazione che ha già compiuto molti passi ma dove ci sono anche molte opportunità in termini di autonomia, connessione e competenze. Alla fine del 2019, Wortell mira a fornire un ambiente in cui i dipendenti sperimentano sicurezza e libertà e sono in grado di assumersi la responsabilità delle cose che fanno. Essi prendono la proprietà per i loro compiti, progetti e risultati e sono in grado di prendere il controllo del loro sviluppo personale e professionale. Hanno gli strumenti nelle loro mani per essere (mentalmente) in forma e rimanere ed essere il massimo produttivo. I dipendenti estraggono energia dal loro lavoro e sono in grado di determinare il passo successivo per se stessi in modo che continuino a svilupparsi continuamente. Ciò si traduce in cifre incentrate sul piacere di lavoro e sulla soddisfazione di Wortell come datore di lavoro. (Italian)
16 January 2022
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In 2016, Wortell started a transformation from a common organisational form to a self-organising organisational form. This transformation has proved successful. We are aware of the dynamic and competitive market we are currently in. Therefore, innovating in the economic era is a prerequisite for survival. In addition, there is a new generation of emergence in the labour market ‘Generation Z’. We would like to develop and improve, in which the interests of the employee are equivalent to the interests of the organisation. A stress-free and vital employee is at the heart of this. To do this, we will ensure that the areas of autonomy, competence and connection are improved. The organisation currently has 16 self-organising teams that organise their work within the set frameworks. Employees work together on a result, undertake activities together, determine growth and assess each other. They went through two feedback periods with each other last year, during which colleagues gave each other feedback and assessed each other. In short, an organisation that has already taken many steps but where there are also many opportunities in terms of autonomy, connection and competences. At the end of 2019, Wortell aims to provide an environment where employees experience security and freedom and are able to take responsibility for the things they do. They take ownership for their tasks, projects and results and are able to take control of their personal and professional development. They have the tools in their hands to be (mentally) fit and stay and be maximum productive. Employees extract energy from their work and are able to determine the next step for themselves so that they continue to develop themselves continuously. This results in figures focused on job pleasure and satisfaction of Wortell as an employer. (English)
16 January 2022
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Identifiers
2018EUSF201558
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