Il Nodo group is a scientific and cultural non-profit Organisation founded in 2007 and formed by people from different cultural and professional backgrounds who agree on the importance to promote an ethical and democratic approach to understanding the issues of group and organisational functioning.
Our studies and interventions in organisations focus on conscious and unconscious relational processes between the individuals, and between and within work groups.
This vertex of analysis is based on the assumption that organisations, as social systems, do not function only according to rational criteria but are strongly affected by emotional factors that interfere at different levels in the definition of strategies and business goals, in the formulation of work processes, in the decision-making processes and in the assumption of responsibility.
The quality of human relationships within an organisation also affects people’s life, their wellbeing, their creativity and how roles are taken up and the given tasks are performer. It also affects the results of the organisation itself and its abilities to generate change.
A second approach of action-research to the issues about functioning in organisations is scientifically based on the open systems theory applied to social contexts. Organisations are complex realities that reflect the ongoing processes in society and constantly change with any variations of the latter. In the same way, a single element of the organisation – such as an individual, a work group, a role or a function – acts as a fractal for the dynamics and the processes involving the whole organisation. This approach makes it possible to develop the ability to create connections between the individual reality and the external context and offers new scenarios and work perspectives.
The spheres of our studies and interventions are:
- the organisational processes and mostly their “blind areas "
- the quality of work and work relations
- the ability to plan and the achievement of sought-after goals
- the sensitivity towards people’s needs and the organisation’s wellbeing
- the emotional atmosphere of the work environment
- stress, safety, conflict and change-produced anxiety management
- learning and development opportunities both for the people in different roles and for their organisation