Uztaro

Artikulu honen helburua da erakustea badagoela, lidergo eraginkor eta «emozional» baten bidez, enpresa-kultura «indartsu» bat sortzerik eta,horri esker, lanean fluxu-egoera indibidual nahiz kolektiboak sustatzerik.Horrela, artikuluan barrena fluxu-egoerari buruz ariko gara, batik bat Mihály Csikszentmihalyiren lanetan oinarrituta. Fluxu-egoera definitzeaz eta ezaugarritzeaz gain, hura errazten duten baldintzak ere zehaztuko ditugu.Halaber, fluxuak eta autorrealizazioak duten harremana ere bistaratuko dugu.Bestalde, datu «bitxi», deigarri eta esanguratsu bati azalpena ematen ahaleginduko gara: «lanean gertatzen da fluxu-esperientziarik gehien», Csikszentmihalyiren arabera. Hori azaltzeko, enpresa-kultura «indartsua»zertan datzan esango dugu; izan ere, gure iritziz, enpresa-kultura «indartsuen» magalean baino ez baita posible lanean fluxuaren eredua arrakastaz abiarazi eta funtzionaraztea. Eta argudiatuko dugu ezen enpresa-kultura«indartsuak» diseinatu eta errotzea lidergo-faktore eraginkor bati dagokiola,betiere adimen emozional handia erabiliz.

GAKO-HITZAK: Lidergoa · Fluxu-egoera · Enpresa-kultura · Adimen emozionala · Gozamena · Produktibitatea.

Leadership, flow state and productivity in organizations

The aim of this paper is to show that, through an effective and «emotional”leadership, it is possible to create a «strong» organizational culture and, thanks to it, it isalso possible to generate individual and collective «flow states» at work.For this reason, we explore the concept of flow state in depth, based mainly on thework of Mihály Csikszentmihalyi. We not only define and characterize the flow state, but wealso specify the conditions that facilitate it. Furthermore, we show the relationship betweenthe flow state and the self-actualization.Moreover, we also try to give an explanation to a striking and relevant fact: «Workis where more flow states occur», according to Csikszentmihalyi. To explain this fact, weexpose what is a «strong» organizational culture, since, in our opinion, only within a«strong» organizational culture it is possible to install and run successfully the flow model.And we argue that the design and building of a «strong» organizational culture is the maintask of an effective leadership, based on the use of emotional intelligence.

KEY WORDS: Leadership · Flow · Organizational culture · Emotional Intelligence · Enjoyment · Productivity.