Önirányítás

Önirányítás, a Hungarian term for self‑management or autonomous management, refers to systems in which individuals or groups exercise control over their own work processes and decision‑making without external hierarchical oversight. The concept emerged in the late 20th century as an alternative to traditional top‑down management models, emphasizing employee empowerment, sharing of authority, and collective responsibility for outcomes.

In practice, önirányítás can take several forms. Flat organizational structures eliminate middle management layers, allowing workers to form self‑directed teams that set goals, allocate resources, and monitor performance. Cooperative enterprises, often seen in worker‑co‑ops, exemplify this model by granting each member voting rights proportional to their time or investment. In technology sectors, agile development teams employ self‑organization, relying on iterative planning and continuous feedback to adapt to changing requirements.

Research indicates that well‑implemented önirányítás can boost motivation, increase job satisfaction, and improve productivity, though it also demands high levels of trust, strong communication skills, and a culture that values accountability. Challenges include the potential for ambiguity in decision rights and the risk of uneven participation among team members.

The theory of self‑determination, the sociological concept of "autopoiesis," and the economic study of horizontal organizations provide academic frameworks to analyze önirányítás. Comparisons with related ideas such as democratic management, participative leadership, and lean manufacturing reveal both shared principles and distinct operational nuances.