Today's companies are not the same as yesterday and less so in the future because their internal configuration leads them to be more flexible, human, technological, in addition to taking the fundamentals of new management practices, together with the values, ethics, equity and democratization of capital, as a philosophy of success in the new economy.
This new form of social organization seeks for each productive factor to act synergistically to be more productive and competitive, in addition to meeting the demands of customers and different demanding markets in the business world on time.
But, not only is it enough to have financial capital, to this must be added human talent, social capital, structural capital, organizational capital and technological developments as competitive strategies to insert in a non-traumatic way to the globalization process, because each day the quality standards of the products are higher.
It is important to emphasize that intelligent organizations are dynamic and changing, they assume changes as their own, because their organizational structure, human capital, vision and mission are designed to bet on win-win.
Against this background and considering the new management paradigms, organizational and business flows, it is important that traditional organizations reflect at the micro, medium and macro levels; how these can be resized and adjust their organizational structure, mission and vision to the new demands and management practice in the new information, knowledge and human talent society, since the added value of man as a participatory subject, experience and Action is important throughout this transformation process.
Finally, sharing some recommendations and reflections of specialists on the area such as Beckhard, Grieves, Drucker and Nonaka among others, they argue that today there is a growing trend towards acceptance by this alternative model of intelligent organizations, since its Paradigmatic philosophy is based on energizing, promoting changes in culture, organizational climate, human capital, mission and vision as a strategy for transformation and opportunities. As a final reflection, those leaders, managers, owners and shareholders of organizations and / or companies who still do not know about this paradigm, review, analyze and study the philosophy, strengths, mission and opportunities that this model would provide in this society where the changes is the constant,and competitiveness is the dominant trend at this historical moment.
Development
Intelligent organizations, for their development, involve human capital, technological capital, structural capital, financial capital and social capital in the process, this with the purpose of increasing synergistic flows between the different productive units and thus strengthening internally. to achieve your goals.
This type of organization gives intangible value (human capital) as the generator of changes, push because it creates new environments in the climate, culture and in the human, this strategically lead to adjustments to respond to the demands and needs of the world in which these organizations are inserted and in this way position and lead their segment.
These organizations, due to their philosophy and design, seek to respond to their own needs and that of their environment to maintain an organizational, human and management balance, in this way anticipating all those internal and external disturbing factors that may put their competitors at risk. or clients.
It is important to highlight that this new approach does not arise only from new ideas and paradigms, but also from many past practices that have allowed it to be reviewed, reinvented, in a productive and successful way to stimulate and provide the development of this alternative and innovative model in the new economy.
This organizational model is characterized by:
| Leadership | Continuous Learning |
| Cooperation networks | Humanism |
| · Teamwork | Customer / Quality standards |
| Anticipation | · Democratization of Capitals |
| Shared Vision | · Intellectual capital |
| Flexible organization | Motivation |
| Quality / Innovation | · Training |
| Challenges / Changes | · Social / Environmental Responsibility |
| Intangible Assets | Synergy / Empathy |
| Equity / Participation | Knowledge Workers |
| · New technologies | · Financial capital |
| Shared Responsibility | Training |
| Ethics / Values | · Strategic Alliances |
The integral of all these factors is the key to this organizational approach; It is important to highlight that if there are not these connections between the parts of the system, it cannot be configured and the process and balance within the organization would be altered or deconfigured.
The organizations that have assumed to use this paradigmatic model, the productive results and recognitions make them be at the top, such as: General Electric, Wal-Mart, Microsoft, Dell, Toyota Fedex, Nokia, in Latin America we can find some such as Cemex, PDVSA, Banco Santander, Movilnet, Petrobras among others.
Currently, these organizations lead their segments in the global market, because they have adapted with all the knowledge, experiences, learning and technology to appropriate the opportunities and advantages offered by the new economy.
The great challenge that man and society have, in this age of information, knowledge and human talent, is not to put aside the philosophical principles of humanism, equity, participation; understand that man is the only active subject in addition to the axis of changes and transformations in the world and especially in organizations and / or companies, supported by structural capital, social capital, financial capital, intellectual capital and technological capital, thus achieving the synergistic development of active thinking and sustainable growth of the parties.
All this leads us to conclude that all organizations that aspire to join this globalization process should reflect and use specialized consultants to diagnose the reality and how to adapt these traditional companies to the competitive and demanding world of business.
