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Svoboda v práci: Jak nechat zaměstnance dělat, co chtějí, a tím zvýšit produktivitu, zisk a růst
Semco (Podivín a Sedmidenní víkend) a Zappos (Štěstí doručeno) jsou příklady dvou konkrétních firem, které mohou do velké míry posloužit i jako návod k tomu, jak přenastavit fungování vaší firmy či týmu tak, aby byla inovativnější a radostnější. Svoboda v práci je místem, kde člověk pochopí klíčové souvislosti této filozofie organizace a řízení. Seznámíte se zde s historií pracovní (ne)svobody a získáte další bezmála dvě desítky příkladů firem z celého světa, které fungují na principech svobody. Po přečtení budete mít mnohem jasnější představu o tom, jak přenechat část řízení zaměstnancům, tj. jak je nechat dělat, co chtějí a tím časem i zlepšit hospodářské výsledky firmy (případně ty dnešní udržet). Knihu skvěle doplňuje i "Na čem dnes záleží - Jak zvítězit ve světě nekonečné změny, zuřivé konkurence a nikdy nekončící inovace", která přináší nové souvislosti toho proč a jak je třeba urychleně změnit paradigma přístupu k podnikání a práci.
Knihu je možné koupit i ve zvýhodněném balíčku "Nová firma" - společně s Na čem dnes záleží a Zodpovědnou firmou v něm získáte poměrně přesný návod, na co se zaměřit při budování firmy pro 21. století.
Knihu je možné koupit i ve zvýhodněném balíčku "Nová firma" - společně s Na čem dnes záleží a Zodpovědnou firmou v něm získáte poměrně přesný návod, na co se zaměřit při budování firmy pro 21. století.
344 pages, Paperback
First published January 1, 2009
56 people are currently reading
696 people want to read
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Displaying 1 - 23 of 23 reviews
February 10, 2017
I read this book after having read the book of Frederic Laloux "Reinventing Organizations". It seems those 2 have a lot of examples in common. Both books are quite inspiring and are hope giving when considering possible futures of labor and meaningful jobs.
I must say reading this book made the work of Laloux somewhat less impressive as I think much of the work done here has just been copied by him. This book has the surplus advantage that it is less speculative. While Laloux tries to fit everything into a all encompassing evolutionary story, Carney does no such thing. It makes the book at the same time less awe inspiring and more believable. After reading this book I prefer the more down to earth approach of this book.
That being said, both books have their merits and if you are somewhat interested into how productivity, work fulfillment and fun can go hand in hand, don't hesitate to read both books.
I must say reading this book made the work of Laloux somewhat less impressive as I think much of the work done here has just been copied by him. This book has the surplus advantage that it is less speculative. While Laloux tries to fit everything into a all encompassing evolutionary story, Carney does no such thing. It makes the book at the same time less awe inspiring and more believable. After reading this book I prefer the more down to earth approach of this book.
That being said, both books have their merits and if you are somewhat interested into how productivity, work fulfillment and fun can go hand in hand, don't hesitate to read both books.
June 24, 2014
Excellent livre sur l'organisation des entreprises "libérées". Il n'existe pas de schéma précis ou de martingale pour la meilleure organisation. Mais celle décrite dans ce livre, celles des entreprises "pourquoi" face aux entreprises "comment" fait partie des plus humaines et présentant le meilleur bon sens et la plus proche du principe de réalité. JF Zobrist de FAVI, Bill Gore (Gore-tex), ... font partie de ces entrepreneurs qui ont su dépasser les organisations top-down, hiérarchiques à organigrammes pour offrir vraiment à leurs salariés les moyens de faire prospérer ler entreprise. Ce livre est une vraie bouffée d'air frais dans le monde sclérosé et opprimant des entreprises et des esprits "comment".
April 10, 2014
One of the most inspiring books about management as empowerment of people that are skilled to create value to decide and take ownership.
My favorite quotes:
"Trust costs less than control"
The job of the manager is take care of people's future, they are skilled to manage the present by themselves. "
My favorite quotes:
"Trust costs less than control"
The job of the manager is take care of people's future, they are skilled to manage the present by themselves. "
January 26, 2013
The best non-fiction non-technical book I've read since "Influencer". Awesome.
February 21, 2019
Knížka plná příběhů o liberálních leaderech, kteří se rozhodli vystoupit ze stojatých vod hierarchického managementu. Ukazuje jak řešit určité bolístky tradičních firem s hierarchickou struktůrou a zároveň to neprezentují jako všelék. Vše má své pro a proti a nakonec z toho vzejde (ostatně jako pokaždé), že je to víc o lidech.
V knize je taktéž krásně popsáno proč liberalizační pokusy v korporacích selhávají, aneb je to změna, která vytvoří jinou firmu leč se stejným názvem. Ukazují s jakou lehkostí lze žít a tvořit firemní kultůru, která je spolutvořena a ne dána shora (třeba to taky znáte, takové to tady máš Code of Conduct, prostuduj, podepiš dodržuj).
Takový menší IT flashback, při čtení mi to často připomínalo jednu zprávu při použití sudo:
With great power comes great responsibility.
Svoboda spolu s odpovědností souvisí leč mi připadá, že většina chce žít svobodně bez zodpovědnosti, výsledky toho můžeme pozorovat kolem sebe.
V knize je taktéž krásně popsáno proč liberalizační pokusy v korporacích selhávají, aneb je to změna, která vytvoří jinou firmu leč se stejným názvem. Ukazují s jakou lehkostí lze žít a tvořit firemní kultůru, která je spolutvořena a ne dána shora (třeba to taky znáte, takové to tady máš Code of Conduct, prostuduj, podepiš dodržuj).
Takový menší IT flashback, při čtení mi to často připomínalo jednu zprávu při použití sudo:
With great power comes great responsibility.
Svoboda spolu s odpovědností souvisí leč mi připadá, že většina chce žít svobodně bez zodpovědnosti, výsledky toho můžeme pozorovat kolem sebe.
September 30, 2025
This book is about "how" companies and "why" companies and how not to run a business, how exceptional companies do not confuse the exception with the rule, the origins of the "how" culture, how freedom is not anarchy and how a liberated company must have a shared vision, why the liberators did the liberation campaigns, what is the worker's problem and building an environment that treats people as equals, liberating an established company and how to reach out directly to the people, grace and intrinsic equality, work and management practices that nourish, the payoff from letting people self-direct and grow, the culture of happiness as a path to world-class performance, sustaining freedom over time.
January 21, 2021
This book includes some interesting concepts and it certainly made me consider how I could change my approach to management. But, frankly, the authors took enough content for a journal article and padded it out to 276 pages of seemingly endless examples. Probably a great choice for blinkist.
March 10, 2018
A really enlighting book about the company world. You will never see companies, and its workers, the same way. This book became instantly a reference to me after reading it. I highly recommend it!
September 8, 2025
Dense mais intéressant, ce livre devrait tomber dans les mains de tous les managers.
February 7, 2010
From challenging insights to paradoxes, Freedom Inc clarifies how the need for individual dignity and power of a freed work environment can move companies toward profitable and happy success in a manner that's not solely "subordinated to bottom line considerations." Half of the book reiterates the same lessons and some stories can be skimmed over, but the impact of the lessons delivered should not be underestimated. Towards the end chapters, I started having ideas before I read them! Such a Deja Vu phenomenon tells me that I get it. This isn't after being challenged by some of the concepts. One of which is to not manage the 3 percent to risk disengaging the 97 percent even when the 3 percent steals, abuses, or does injustice. It's a tough concept for me to swallow but the book describes how the credibility bucket and peer policing in a free workplace would lead itself to address the 3 percent. Other concepts include: no clocks, socratic leading style, backward delegation, illusion of control, boomerang effect, and "dual standards are the cancer of culture." In addition to other ideas, this book has helped me come up with an outline on how to assess a real 360-degree review.
March 17, 2016
Kniha popisuje rozdiel medzi firmami riadenými "Ako" - klasické firmy ako ich poznáme (hierarchická štruktúra, odmeny, rozhodovacia schopnosť manažérov). Proti nim stavia "Prečo" firmy s voľnejšou kultúrou so sklonom k sebamotivácii zamestnancov.
Kniha ukazuje návod, ako vytvoriť firmu s prostredím, ktoré podnecuje zamestnancov k tomu, aby mali svoju prácu radi. Popisuje, ako sa v takto fungujúcich firmách správa management, supervízori, lídri - rovnoprávnosť s rádovými zamestnancami, načúvanie potrebám, videnie v zamestnancoch hlavne to dobré, sloboda, vytvorenie sebemotivačného prostredia podnecujúceho produktivitu a schopnosť vymyslieť nové veci, ponúknutie možnosti vyslovenia svojich nápadov a v neposlednom rade hovorí o začleňovaní lídrov medzi rádových zamestnancov.
Príbehy popisovaných firiem vedú zamestnancov k sebemotivácii. Tzn. že je rozvíjaná fantázia, zmysel pre dobrý úsudok, slobodná vôľa a zamestnancom sú poskytnuté všetky prostriedky, ktoré na výkon svojej práce potrebujú. Zamestnanci vo firme "Prečo" sú vedení k zodpovednosti za svoju prácu, a to takým spôsobom, aby výsledok práce čo najviac naplňoval stratégiu a víziu firmy, v ktorej pracujú.
Kniha ukazuje návod, ako vytvoriť firmu s prostredím, ktoré podnecuje zamestnancov k tomu, aby mali svoju prácu radi. Popisuje, ako sa v takto fungujúcich firmách správa management, supervízori, lídri - rovnoprávnosť s rádovými zamestnancami, načúvanie potrebám, videnie v zamestnancoch hlavne to dobré, sloboda, vytvorenie sebemotivačného prostredia podnecujúceho produktivitu a schopnosť vymyslieť nové veci, ponúknutie možnosti vyslovenia svojich nápadov a v neposlednom rade hovorí o začleňovaní lídrov medzi rádových zamestnancov.
Príbehy popisovaných firiem vedú zamestnancov k sebemotivácii. Tzn. že je rozvíjaná fantázia, zmysel pre dobrý úsudok, slobodná vôľa a zamestnancom sú poskytnuté všetky prostriedky, ktoré na výkon svojej práce potrebujú. Zamestnanci vo firme "Prečo" sú vedení k zodpovednosti za svoju prácu, a to takým spôsobom, aby výsledok práce čo najviac naplňoval stratégiu a víziu firmy, v ktorej pracujú.
This entire review has been hidden because of spoilers.
November 9, 2014
"Freedom, Inc" is a book about charismatic leaders who took their companies through the process of freedom: organisation chart abolition, equality of rights and treatments among employees and human capital development. Very inspiring for managers and organization gurus.
However, this is the sort of book that doesn't provide much more explanation than the article it came from. You can find this root article in the final section of the book, all the previous chapters are a mix of success stories. To me, they are too many, too much intertwined and quite redundant: a leader had the vision to free his company, explained to the authors how good he was to do it, the sort of difficulties he faced with and... that's it. Maybe a step-by-step methodology to implement freedom would have brought the complementary value missing in this book.
That said, this remains a must-read as managers must get the best out of expensive human resources, and encounter difficulties in a world where employees claim their right to be happy at work.
However, this is the sort of book that doesn't provide much more explanation than the article it came from. You can find this root article in the final section of the book, all the previous chapters are a mix of success stories. To me, they are too many, too much intertwined and quite redundant: a leader had the vision to free his company, explained to the authors how good he was to do it, the sort of difficulties he faced with and... that's it. Maybe a step-by-step methodology to implement freedom would have brought the complementary value missing in this book.
That said, this remains a must-read as managers must get the best out of expensive human resources, and encounter difficulties in a world where employees claim their right to be happy at work.
August 7, 2020
L'organisation du libre est bizarre. On comprend pas trop la logique (il y en a peut-être pas). Les exemples sont enchaînés. Quelques historique intéressante dans plus. Le tout manque de cohérence je trouve. Alors, certes, oui nous pouvons concevoir des organisations bien différentes de la traditionnelle "boîte à Papa" mais concrètement qu'est-ce qu'il faut pour que cela change a l'échelle nationale ? Pourquoi n'a t'on pas déjà changé toutes nos organisations. Notre pays (monde) est régi par la loi du capitalisme où le profit reste l'indicateur clé pour toute les organisations. Est-ce qu'une entreprise libérée va systématiquement augmenter ses profits. Si la réponse est non alors je ne crains que le schéma traditionnelle de "command& control" restera la norme jusqu'à ce qu'une nouvelle formule magique apparaisse.
September 20, 2015
Like many other books of this kind, there are a lot of stories, some more others less inspiring. All together it is a very good book and it is way's better than some others I have read about this subject.
However, what I miss are the underlying principles, why freeing employees leads to higher productivity. Because if you have a closer look at this subject you will notice that this statement is not true for all businesses and all environments. Without an explanation of this principles that are multiple-fold you are left with the impression that there is one single true, a "one size fits all" approach, which isn't.
However, what I miss are the underlying principles, why freeing employees leads to higher productivity. Because if you have a closer look at this subject you will notice that this statement is not true for all businesses and all environments. Without an explanation of this principles that are multiple-fold you are left with the impression that there is one single true, a "one size fits all" approach, which isn't.
February 10, 2017
This book is the outcome of a long research, but it's delivered as a series of stories telling, interviews and analysis. It's all about seeing and managing companies in a very different ways. It's disruptive. So much disruptive that many companies claim to go this way without understanding the consequences. The book is hard to summarize. It's an easy and inspirational read.
ma note de lecture en français ici
ma note de lecture en français ici
July 14, 2016
A very good book, but quite surprised to find that it shares 75% of its examples/cases/stories with Laloux' Reinventing Organisations, yet it was written a few years before it. Even more surprised never to have come across comments regarding this. Basically, the same main characters (Favi, Sun, Harley...), the same anecdotes, but structured in a different way. Didn't mind reading them again, and still hoping to participate in spreading this word!
January 2, 2014
Excellent book on how to utilize the principles of freedom in the business environment to allow your employees to maximize their potential and achieve rewarding results for themselves and the business. Many great examples and tools from leading companies that have embraced Freedom and respect for the individual as their guiding principles. Highly recommended!
February 1, 2010
Now, of course I am reading this book! ;-) And It's hard to say what page I'm on because I've been reading it in bits and pieces here and there as it was written. I highly suggest this book as a gift for your boss, that is, if you are displeased with him or her. ;-)
November 9, 2011
Podivín a Štěstí doručeno mě bavilo víc, ale tohle mělo širší záběr a dostal se mi obraz svobody v práci v souvislostech. Určitě doporučuju si tuhle knížku z trilogie Peoplecommu nechat na konec.
October 2, 2012
I love this book to bits. I always thought something like this would work and as a HR person I want to help to make this happen in more companies around here.
December 8, 2013
A must read.
It will definitively change me and I hope help me transform enterprise for the better.
It will definitively change me and I hope help me transform enterprise for the better.
January 20, 2016
It's great to see empowerment back in vogue. Good stories based on interviews, lots of valuable lessons.
February 15, 2021
Liberating employee to increase company performance is a very great tip.
Displaying 1 - 23 of 23 reviews