{"id":2008,"date":"2026-02-10T13:28:23","date_gmt":"2026-02-10T13:28:23","guid":{"rendered":"https:\/\/metaweaves.com\/how-do-i-bring-a-systemic-perspective-into-my-work-starting-with-the-classical-systemic-principles-the-principle-of-order\/"},"modified":"2026-03-26T12:10:38","modified_gmt":"2026-03-26T12:10:38","slug":"com-incorporar-perspectiva-sistemica-meva-feina-comencant-principis-sistemics-classics-principi-ordre","status":"publish","type":"post","link":"https:\/\/metaweaves.com\/ca\/com-incorporar-perspectiva-sistemica-meva-feina-comencant-principis-sistemics-classics-principi-ordre\/","title":{"rendered":"Com incorporar una perspectiva sist\u00e8mica a la meva feina? Comen\u00e7ant pels principis sist\u00e8mics cl\u00e0ssics: el principi d&#8217;ordre"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">A la publicaci\u00f3 anterior vam explorar el principi sist\u00e8mic de pertinen\u00e7a. En aquesta ocasi\u00f3 ens centrem en el principi sist\u00e8mic d&#8217;ordre i en una pregunta clau:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Qu\u00e8 passa quan alg\u00fa pertany al sistema, per\u00f2 ocupa un lloc que no li correspon?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">El principi d&#8217;ordre sost\u00e9 que cada persona ocupa el seu lloc dins del sistema d&#8217;acord amb la jerarquia i la funci\u00f3 que exerceix. Quan aquest principi est\u00e0 equilibrat, tant el sistema com les persones que l&#8217;integren poden avan\u00e7ar i cocrear de manera efectiva. Quan s&#8217;altera, comencen a apar\u00e8ixer s\u00edmptomes que s&#8217;acumulen amb el temps.<\/span><\/p>\n<h2>El principi d&#8217;ordre<\/h2>\n<p><span style=\"font-weight: 400;\">A tota organitzaci\u00f3, m\u00e9s enll\u00e0 de les estructures formals o les descripcions de lloc de treball, hi ha una arquitectura impl\u00edcita que sost\u00e9 el funcionament del sistema.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aquesta arquitectura no es refereix \u00fanicament a t\u00edtols o l\u00ednies jer\u00e0rquiques. T\u00e9 a veure amb la claredat de posici\u00f3, el respecte per la seq\u00fc\u00e8ncia i la coher\u00e8ncia entre autoritat, responsabilitat i presa de decisions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Des d&#8217;una perspectiva sist\u00e8mica, l&#8217;ordre est\u00e0 estretament lligat a la jerarquia. No entesa com dominaci\u00f3 o privilegi, sin\u00f3 com orientaci\u00f3 dins del sistema.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Els qui van arribar abans ocupen un lloc diferent dels qui van arribar despr\u00e9s.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Els qui assumeixen responsabilitat estrat\u00e8gica ocupen una posici\u00f3 diferent dels qui executen tasques operatives.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Els fundadors ocupen un lloc diferent del dels successors.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Els l\u00edders s\u00e8nior ocupen un lloc diferent del dels seus equips.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Quan aquest ordre \u00e9s reconegut i respectat, el sistema flueix amb m\u00e9s facilitat. Les decisions es tornen m\u00e9s clares, la responsabilitat es distribueix de manera coherent i l&#8217;energia es dirigeix cap a objectius compartits en lloc de fer-ho cap a tensions internes.<\/span><\/p>\n<h2>Qu\u00e8 passa quan l&#8217;ordre s&#8217;altera?<\/h2>\n<p><span style=\"font-weight: 400;\">A la pr\u00e0ctica, les alteracions de l&#8217;ordre s\u00f3n m\u00e9s freq\u00fcents del que pensem.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Apareixen quan:<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\"> Un membre de l&#8217;equip assumeix autoritat per decidir sense haver-la rebut formalment o impl\u00edcitament.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Un manager evita assumir responsabilitats i empeny les decisions cap avall.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Un successor actua com si fos el fundador.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Un fundador continua intervenint operativament despr\u00e9s d&#8217;haver delegat l&#8217;autoritat.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> El poder informal s&#8217;imposa a la responsabilitat formal.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Un nou empleat ignora el coneixement dels qui van construir l&#8217;organitzaci\u00f3.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">En totes aquestes situacions, el problema no \u00e9s la compet\u00e8ncia ni la intenci\u00f3.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">El problema \u00e9s la posici\u00f3 sist\u00e8mica.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Quan alg\u00fa ocupa un lloc que no correspon a la seva jerarquia o funci\u00f3, el sistema reacciona. Els s\u00edmptomes m\u00e9s comuns inclouen:<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\"> confusi\u00f3 en la presa de decisions<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> rivalitats ocultes o lluites de poder<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> resist\u00e8ncia a iniciatives de canvi<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> sobrec\u00e0rrega en alguns rols i infrautilitzaci\u00f3 en d&#8217;altres<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> p\u00e8rdua de respecte per l&#8217;autoritat formal<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> conflictes cr\u00f2nics entre departaments o nivells<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Sovint, les organitzacions intenten resoldre aquests problemes redissenyant processos, introduint nous KPIs o afegint m\u00e9s reunions. Tot i que aquestes eines poden ajudar, no aborden l&#8217;arrel sist\u00e8mica si l&#8217;ordre subjacent continua alterat.<\/span><\/p>\n<h2>Una intervenci\u00f3 sist\u00e8mica: restaurar l&#8217;ordre<\/h2>\n<p><span style=\"font-weight: 400;\">Treballar amb el principi d&#8217;ordre no significa refor\u00e7ar estructures r\u00edgides, sin\u00f3 clarificar posicions dins del sistema.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">En les intervencions sist\u00e8miques explorem preguntes com:<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\"> Qui t\u00e9 la responsabilitat \u00faltima sobre aquesta decisi\u00f3?<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Qui va arribar primer al sistema i quin lloc li correspon per aix\u00f2?<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Qui est\u00e0 assumint responsabilitats que no li corresponen?<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Qui no est\u00e0 ocupant plenament el lloc associat al seu rol?<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> On l&#8217;autoritat \u00e9s difusa o dividida?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Sovint, fer visibles aquestes din\u00e0miques ja produeix alleujament.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Quan un fundador reconeix p\u00fablicament el lideratge del seu successor, l&#8217;ordre comen\u00e7a a restablir-se.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Quan un manager recupera clarament la seva responsabilitat, l&#8217;equip pot tornar a ocupar el seu rol operatiu adequat.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Quan es clarifiquen els l\u00edmits, les tensions disminueixen.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">L&#8217;ordre no tracta de control.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tracta de coher\u00e8ncia dins del sistema.<\/span><\/p>\n<h2>Exemple 1: el fundador retirat que mai no acaba de marxar<\/h2>\n<p><span style=\"font-weight: 400;\">El CEO d&#8217;una empresa familiar de segona generaci\u00f3 es jubila i nomena la seva filla com a nova CEO. Formalment es retira i deixa que ella lideri l&#8217;empresa.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tanmateix, la realitat evoluciona de manera diferent. Els vicepresidents i membres del consell continuen consultant l&#8217;antic CEO per demanar-li consell i orientaci\u00f3. Ell, \u00e9s clar, continua disposat a oferir-la.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Al mateix temps, aquests mateixos directius no escolten ni segueixen plenament el lideratge de la nova CEO. La filla comen\u00e7a a sentir-se poc legitimada i sense prou autoritat.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Des d&#8217;una perspectiva sist\u00e8mica, el lloc de l&#8217;antic CEO no ha estat realment alliberat i el lloc de la nova CEO no ha estat plenament reconegut.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">El resultat: p\u00e8rdua d&#8217;efici\u00e8ncia, erosi\u00f3 de la confian\u00e7a, augment de conflictes i tensions entre accionistes.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Exemple 2: la l\u00edder s\u00e8nior que assumeix massa responsabilitat<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Una l\u00edder s\u00e8nior en una empresa internacional no nom\u00e9s compleix amb les seves responsabilitats, sin\u00f3 que tamb\u00e9 assumeix moltes de les tasques que correspondrien al seu director, que segons la seva opini\u00f3 rarament hi \u00e9s present i contribueix poc.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Sovint expressa com n&#8217;\u00e9s d&#8217;injusta i esgotadora la situaci\u00f3. Tanmateix, continua prenent decisions que formalment no corresponen al seu rol.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Des d&#8217;una perspectiva sist\u00e8mica es genera un bucle:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">com m\u00e9s assumeix ella, menys interv\u00e9 el director.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">com menys interv\u00e9 el director, m\u00e9s sent ella la necessitat de compensar.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Amb el temps augmenta el burnout, creixen les queixes i s&#8217;intensifica la insatisfacci\u00f3 amb l&#8217;organitzaci\u00f3.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">En tots dos exemples, la pertinen\u00e7a no \u00e9s el problema. Totes dues persones pertanyen al sistema. El que est\u00e0 alterat \u00e9s l&#8217;ordre.<\/span><\/p>\n<h2>Per qu\u00e8 el principi d&#8217;ordre \u00e9s important<\/h2>\n<p><span style=\"font-weight: 400;\">Quan l&#8217;ordre es respecta, les persones saben on s\u00f3n dins del sistema. Aquesta claredat redueix l&#8217;ansietat, enforteix la confian\u00e7a i permet que la col\u00b7laboraci\u00f3 emergeixi sense negociacions de poder ocultes que consumeixen l&#8217;energia del sistema.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Quan l&#8217;ordre es trenca, el sistema gasta enormes recursos compensant aquest desequilibri. L&#8217;energia que podria dirigir-se cap a la innovaci\u00f3, l&#8217;estrat\u00e8gia o el creixement queda atrapada en friccions internes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Igual com passa amb la pertinen\u00e7a, l&#8217;ordre no \u00e9s una abstracci\u00f3 te\u00f2rica. \u00c9s una lent pr\u00e0ctica per observar les organitzacions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Abans de redissenyar estructures o llan\u00e7ar programes de transformaci\u00f3, conv\u00e9 preguntar-se:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Cada persona est\u00e0 ocupant realment el lloc que li correspon segons la seva jerarquia i funci\u00f3?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A Metaweaves, integrem el principi d&#8217;ordre en totes les nostres intervencions sist\u00e8miques. Observem on els rols s\u00f3n difusos, on l&#8217;autoritat est\u00e0 mal ubicada i on la jerarquia s&#8217;ha tornat massa r\u00edgida o invisible.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Perqu\u00e8 quan l&#8217;ordre es restableix, el sistema recupera orientaci\u00f3.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">I quan un sistema t\u00e9 orientaci\u00f3, pot avan\u00e7ar amb for\u00e7a i coher\u00e8ncia.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Si en llegir aix\u00f2 reconeixes senyals de confusi\u00f3 entorn d&#8217;autoritat, responsabilitat o jerarquia a la teva organitzaci\u00f3, \u00e9s possible que el sistema estigui assenyalant una alteraci\u00f3 en l&#8217;ordre.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">De vegades, el primer pas no \u00e9s canviar l&#8217;estructura, sin\u00f3 clarificar el lloc que ocupa cada part dins del sistema.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>A la publicaci\u00f3 anterior vam explorar el principi sist\u00e8mic de pertinen\u00e7a. En aquesta ocasi\u00f3 ens centrem en el principi sist\u00e8mic d&#8217;ordre i en una pregunta clau: Qu\u00e8 passa quan alg\u00fa pertany al sistema, per\u00f2 ocupa un lloc que no li correspon? El principi d&#8217;ordre sost\u00e9 que cada persona ocupa el seu lloc dins del sistema [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2007,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[11],"tags":[],"class_list":["post-2008","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized-ca"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Com incorporar una perspectiva sist\u00e8mica a la meva feina? 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En aquesta ocasi\u00f3 ens centrem en el principi sist\u00e8mic d&#8217;ordre i en una pregunta clau: Qu\u00e8 passa quan alg\u00fa pertany al sistema, per\u00f2 ocupa un lloc que no li correspon? 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