Este documento presenta un marco para reinventar una organización llamada IESDE basado en el concepto de organización caórdica. Propone que la organización debe definir su propósito, principios, participantes y un concepto organizacional antes de establecer su constitución y prácticas. El propósito es la intención compartida de la comunidad, los principios son las creencias que guían su comportamiento, y los participantes son las personas esenciales para lograr el propósito de acuerdo a los principios. El concepto organizacional es la estructura visual
In the context of work. Not changing beliefs; providing the opportunity to examine and change behaviors. Confronting hard questions about how we work and change and grow. The “DNA” must exist in every piece of the organization—whether it looks chaordic or not. Not necessary for EVERYTHING to BE chaordic—simple tasks are best accomplished through simple means. But it does mean that every piece has the potential to BECOME chaordic, when and if appropriate and needed.
Suad está en proceso, llegando a ser
Assent of those who care; affirmed by the apathy of those who do not.
Concept – What are ideal flows of relationships and value?
Power wants to recentralize not only because some people crave power; but because others want to give it away. Responsibility is a hard thing to take, especially if you have never been asked to take it before in an organization. We know that people look to leaders in times of strain and often are unwilling to seize opportunities for growth and challenge. It’s not their fault—it’s the behavior organizations have dictated for millenia. Changing that is hard—it requires leaders with the personal integrity to give the work back to those best positioned to handle it; and the patience and supportiveness to help them take on those tasks.
El alumno como actor principal de su aprendizaje, el maestro como facilitador; El aprendizaje significativo