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| Mayetic’s E-organization |
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Since its inception in 1996, one of Mayetic’s objectives has been to harness the power of Internet technologies to build a modern organization for Mayetic, from both human and organizational standpoints.
Mayetic has gradually developed its own organizational model, named “E-organization”. Indeed, this type of organization cannot function, humanly, economically and technically, unless it uses a premiere collaborative platform and adopts cutting-edge management and organizational methods.
This model is based on several complimentary ideas: - 100% e-work
- Variable remuneration for all employees
- Synchronous and asynchronous collaborative information system
- Management by project/objectives
E-work is for every employee. Mayetic has no fixed offices. The organizational constraints imposed by this method create technological and human challenges that are directly relevant to Mayetic’s expertise and know-how. But the “no office” factor is secondary. The key feature of E-organization is mobility, i.e. the capacity for every employee to work and gain access to his/her data from anywhere. This is why the Mayetic E-organization model can be applied to any type of company, with or without fixed offices.
Variable remuneration for every employee guarantees a balance between responsibility and results. Every employee of the company, regardless of their position, is directly accountable for his/her work and therefore remunerated in proportion to the quality of his/her work (as an individual and a team member).
The collaborative information system enables every collaborator to work as a team, from any place in the world, whether online or offline. It is the technological cornerstone of this organizational model. At Mayetic, it enables people to manage large quantities of projects and to develop and maintain a strong corporate culture, etc… This is not to say that there is no “physical interaction” between associates. “Physical meetings” are organized on a regular basis, but more sparsely than in "traditional" companies, which results in huge time savings.
The management by project/objective empowers employees and increases their sense of responsibility regardless of their position in the hierarchy. In an organization where it is difficult to keep track of employee’s schedules and presence at work, relations of hierarchy evolve naturally into something more mature, where people are more autonomous and their interactions of greater quality. Managers act more like coordinators, advisers or arbiters, while team members are given more operational freedom. This results in a richer and more rewarding work life.
Mayetic’s employee turnover rate of near 0 during the past 8 years, in a very competitive market, and the satisfaction manifested by its employees, customers and shareholders, speak to the effectiveness of this E-organization model. Indeed, everyone benefits from such a system that places the organization in a “virtuous circle” of economic social and technological progress.
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