Organisational Structure and Principles

  • one that has high legitimacy and is characterized by great trust and understanding among those involved. The method may involve a committee or a sequence of steps etc. But what we achieve finally are decisions more effectively binding and more deeply internalized than those of a bureaucracy.
  • Having practiced this for years, we are fully aware of the difficulties of implementing such a process. It takes a huge initial investment of time and energy. What we have also arrived at is a practical compromise: not every decision needs to go through the entire protocol. In general, it is the most difficult ones (where, for example, there are conflicts to be resolved or disciplinary action to be taken) that mandatorily require going through the full process. What is necessary though is that every decision be made according to the principles that have been developed through such a process. Stakeholders must be able to understand the values being evoked in each case of their immediate concern. Ensuring this is again a key core team role.
  • It is also clear that not all people are suited to this kind of challenging work environment. Such employees generally tend to leave fairly rapidly as they desire a context where they can simply follow rules. On the other hand, SPS is an extremely attractive destination for young people seeking a challenging physical and socio-economic environment, as also an organizational structure that demands and enables great initiative from them.