{"id":11733,"date":"2025-06-17T15:17:53","date_gmt":"2025-06-17T13:17:53","guid":{"rendered":"https:\/\/www.open-knowledge.it\/?p=11733"},"modified":"2025-06-17T15:17:53","modified_gmt":"2025-06-17T13:17:53","slug":"not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience","status":"publish","type":"post","link":"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/","title":{"rendered":"Not where you work but how you work: offering a meaningful work experience"},"content":{"rendered":"[vc_section full_height=&#8221;yes&#8221; content_placement=&#8221;middle&#8221; el_class=&#8221;full-width&#8221; css=&#8221;.vc_custom_1750062723701{background-image: url(https:\/\/www.open-knowledge.it\/wp-content\/uploads\/2025\/06\/4994&#215;2082-scaled.jpg?id=11734) !important;background-position: center !important;background-repeat: no-repeat !important;background-size: cover !important;}&#8221;][vc_row][vc_column width=&#8221;5\/6&#8243;][vc_column_text]\n<h1><span style=\"color: #ffffff;\" class=\"centrato\">Not where you work but how you work: offering a meaningful work experience<\/span><\/h1>\n[\/vc_column_text][vc_column_text]<span style=\"color: #ffffff;\"><span data-contrast=\"auto\" class=\"TextRun SCXW240659103 BCX0\" xml:lang=\"IT-IT\" lang=\"IT-IT\"><span class=\"NormalTextRun SCXW240659103 BCX0\" data-ccp-charstyle=\"normaltextrun\"> Why culture is a strategic organizational lever for organizations<br \/>\n<\/span><\/span><\/span> <span data-contrast=\"auto\" class=\"TextRun SCXW240659103 BCX0\" xml:lang=\"IT-IT\" lang=\"IT-IT\"><span class=\"NormalTextRun SCXW240659103 BCX0\" data-ccp-charstyle=\"eop\">\u202f<\/span><\/span><span class=\"EOP SCXW240659103 BCX0\" data-ccp-props=\"{&quot;134233117&quot;:true,&quot;134233118&quot;:true,&quot;201341983&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span>[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][\/vc_section][vc_row][vc_column width=&#8221;1\/6&#8243;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][wgl_spacing spacer_size=&#8221;30px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]<span style=\"color: #808080;\">\n\t\t<!-- custom -->\n\t\t<div class=\"custom_blog_list_metas\">\n\t\t\t<!-- data -->\n\t\t\t<span class=\"date_post\">\n\t\t\t\t<img decoding=\"async\" srcset=\" \/img\/Calendar@2x.png 2x \" src=\"\/img\/Calendar.png\" \/>\n\t\t\t\t17 June 2025 \n\t\t\t<\/span>\n\t\t\t<!-- readtime -->\n\t\t\t<span class=\"readtime\">\n\t\t\t\t<img decoding=\"async\" srcset=\" \/img\/Watch@2x.png 2x \" src=\"\/img\/Watch.png\" \/>\n\t\t\t\t<span class=\"span-reading-time rt-reading-time\"><span class=\"rt-label rt-prefix\"><\/span> <span class=\"rt-time\"> 6<\/span> <span class=\"rt-label rt-postfix\">min.<\/span><\/span>\n\t\t\t<\/span>\n\t\t<\/div>\t\n\t\t<!-- custom end -->\n\t<\/span>[\/vc_column_text][wgl_spacing spacer_size=&#8221;30px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_column_text]We live in times when <strong>traditional models have crumbled,<\/strong> and <strong>organizational paradigms are evolving<\/strong> profoundly and continuously. 2020-2021 has been a watershed in terms of working methods, people&#8217;s expectations and managerial practices. And it has had lasting effects.[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/4&#8243;][\/vc_column][vc_column width=&#8221;1\/2&#8243; css=&#8221;.vc_custom_1750063647252{margin-top: 40px !important;margin-bottom: 40px !important;}&#8221;][vc_separator border_width=&#8221;2&#8243;][wgl_spacing spacer_size=&#8221;10px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]\n<p style=\"text-align: center;\">Work is no longer just a place we go to, but an experience about whose meaning we question ourselves.<\/p>\n[\/vc_column_text][wgl_spacing spacer_size=&#8221;10px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_separator border_width=&#8221;2&#8243;][\/vc_column][vc_column width=&#8221;1\/4&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_column_text]To regain this meaning, of all the <strong>organizational levers available<\/strong>, there is one that, if well understood and activated, has the power to generate lasting value, attractiveness and satisfying performance: <strong>culture<\/strong>.[\/vc_column_text][vc_column_text css=&#8221;.vc_custom_1750154233034{margin-top: 40px !important;margin-bottom: 20px !important;}&#8221;]\n<h3>Bias around culture and its strategic value<\/h3>\n[\/vc_column_text][vc_column_text]For a long time, culture has been seen as a <strong>soft topic<\/strong>, a nice-to-have at the bottom of the list of more pressing priorities. A topic considered almost exclusively for the HR function, suitable for inspirational presentations but of very little use in truly impacting on business results. <strong>The focus was on numbers, processes, KPIs<\/strong>.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]Culture? Nice, but not measurable. Not strategic. Not urgent.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243; css=&#8221;.vc_custom_1642168135550{margin-bottom: 30px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_single_image image=&#8221;11777&#8243; img_size=&#8221;full&#8221; alignment=&#8221;center&#8221; css=&#8221;.vc_custom_1750154315903{margin-top: 30px !important;margin-bottom: 10px !important;}&#8221;][vc_column_text css=&#8221;.vc_custom_1750154541563{margin-bottom: 30px !important;}&#8221;]\n<p style=\"text-align: center;\"><span style=\"font-weight: 300;\" class=\"\"><em>Source: OpenKnowledge<\/em><\/span><\/p>\n[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243; css=&#8221;.vc_custom_1642168135550{margin-bottom: 30px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_column_text]Let&#8217;s debunk a few myths.[\/vc_column_text][vc_raw_html css=&#8221;.vc_custom_1750154388002{margin-top: 20px !important;}&#8221;]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[\/vc_raw_html][vc_raw_html css=&#8221;.vc_custom_1750154421479{margin-top: 20px !important;}&#8221;]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[\/vc_raw_html][vc_raw_html css=&#8221;.vc_custom_1750154462366{margin-top: 20px !important;}&#8221;]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[\/vc_raw_html][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]Nowadays, even the numbers tell us so.[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243; css=&#8221;.vc_custom_1642168135550{margin-bottom: 30px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_single_image image=&#8221;11779&#8243; img_size=&#8221;full&#8221; alignment=&#8221;center&#8221; css=&#8221;.vc_custom_1750154517715{margin-top: 30px !important;margin-bottom: 30px !important;}&#8221;][vc_column_text css=&#8221;.vc_custom_1750154528797{margin-bottom: 30px !important;}&#8221;]\n<p style=\"text-align: center;\"><span style=\"font-weight: 300;\" class=\"\"><em>Source: SHRM, The State of Global Workplace Culture in 2024<\/em><\/span><\/p>\n[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_column_text]In a time of job-hopping and post-retention where people build fluid career paths, driven no longer by loyalty to an organization but by loyalty to themselves, personal interests and an individual search for meaning <strong>retaining talent is an outdated and anachronistic idea<\/strong>. Rather, organizations should focus on <strong>attracting and valuing it when it is most useful and generative for both<\/strong>.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]In this context, <strong>culture is a concrete and measurable organizational<\/strong> <strong>lever<\/strong> and generates fertile ground for providing a <strong>meaningful and transformative work experience<\/strong>.[\/vc_column_text][vc_column_text css=&#8221;.vc_custom_1750154628840{margin-top: 40px !important;margin-bottom: 20px !important;}&#8221;]\n<h3>Culture as an organizational bond<\/h3>\n[\/vc_column_text][vc_column_text]Research from this year shows that there is no <strong>significant discrepancy between the in-presence model and the hybrid or remote model<\/strong> with respect to employees&#8217; evaluation of collaboration, connection, innovation mentorship and training.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]As an organization, therefore, it no longer makes sense to question only <strong>where one works<\/strong>. The key questions are <strong>how and why one works<\/strong>.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]It is no longer a question of <strong>spaces<\/strong>, but of <strong>places<\/strong>. In English, the distinction is clear: from <strong>space<\/strong> \u2013 <em>physical, tangible, traversable<\/em> \u2013 we have moved to <strong>place<\/strong>, a relational and <strong>symbolic space<\/strong> that generates meaning, motivation and a sense of belonging.[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/4&#8243;][\/vc_column][vc_column width=&#8221;1\/2&#8243; css=&#8221;.vc_custom_1750074187642{margin-top: 40px !important;margin-bottom: 10px !important;}&#8221;][vc_separator border_width=&#8221;2&#8243;][wgl_spacing spacer_size=&#8221;10px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]\n<p style=\"text-align: center;\">The workplace today is an ecosystem.<br \/>\nAnd culture is its operating system.<\/p>\n[\/vc_column_text][wgl_spacing spacer_size=&#8221;10px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_separator border_width=&#8221;2&#8243;][\/vc_column][vc_column width=&#8221;1\/4&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243; css=&#8221;.vc_custom_1642168135550{margin-bottom: 30px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_single_image image=&#8221;11781&#8243; img_size=&#8221;full&#8221; alignment=&#8221;center&#8221; css=&#8221;.vc_custom_1750154776374{margin-top: 30px !important;margin-bottom: 30px !important;}&#8221;][vc_column_text css=&#8221;.vc_custom_1750154787872{margin-bottom: 30px !important;}&#8221;]\n<p style=\"text-align: center;\"><span style=\"font-weight: 300;\" class=\"\"><em>Source: OpenKnowledge<\/em><\/span><\/p>\n[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_column_text]Culture thus becomes the real glue of the organization: it can <strong>hold people, teams, processes and goals together <\/strong>by transcending the physical boundaries of space and ensuring harmonious and sustainable organizational functioning.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]By acting on three integrated dimensions:<\/p>\n<ul>\n<li><strong>Individual<\/strong>: how I interpret my role, make decisions, relate to work<\/li>\n<li><strong>Social<\/strong>: how we collaborate, communicate, identify ourselves as a group<\/li>\n<li><strong>Environmental<\/strong>: how we inhabit and use spaces, physical and digital<\/li>\n<\/ul>\n[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]Culture provides direction and acts as the <strong>organization\u2019s autopilot<\/strong>, defining how it <strong>thinks<\/strong>, <strong>acts<\/strong>, and <strong>performs collectively<\/strong>. It nurtures the experience of meaning, generates cohesion, and makes strategies effectively actionable.[\/vc_column_text][vc_column_text css=&#8221;.vc_custom_1750154854886{margin-top: 40px !important;margin-bottom: 20px !important;}&#8221;]\n<h3>Enabling an effective culture<\/h3>\n[\/vc_column_text][vc_column_text]<strong>There is no magic formula<\/strong> or good, bad or perfect culture that applies to every organization.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]Every <strong>cultural intervention is a work of precision<\/strong>, to be <strong>calibrated<\/strong> to the <strong>specific context<\/strong>, <strong>identity<\/strong> and <strong>goals of the organization<\/strong>. The levers to be activated to bring about change in people\u2019s ways of thinking and operating and, therefore, of their overall work experience are multiple, as are the dimensions to be considered: <strong>individual<\/strong>, <strong>social<\/strong>, <strong>environmental<\/strong>.<\/p>\n<p><strong>Culture<\/strong> is not to be forced; it is to be <strong>empowered<\/strong>. And its change requires <strong>listening<\/strong>, <strong>consistency<\/strong> and <strong>intentional planning<\/strong>. To intervene in culture is, after all, to act on the invisible to make it tangible and generative.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text css=&#8221;.vc_custom_1750154947005{margin-top: 20px !important;}&#8221;]\n<h5>DECODE &#8211; Deciphering the cultural substrate<\/h5>\n[\/vc_column_text][vc_column_text]To act on culture, we must first understand it. In fact, understand them.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]Often multiple sub-cultures coexist in an organization: groups of people within it orchestrate their behaviors <strong>based on shared sets of values and beliefs<\/strong>, and the coexistence of multiple ways of thinking and working, while a source of richness and innovation, can have negative impacts on the organization\u2019s ability to follow its strategy and achieve expected results.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]First and foremost, it is therefore <strong>crucial to decode how people think<\/strong>, <strong>act<\/strong>, <strong>decide<\/strong>, and <strong>collaborate<\/strong>, analyzing individual, social, and environmental dynamics to identify <strong>levers, barriers, and areas of risk<\/strong>.[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243; css=&#8221;.vc_custom_1642168135550{margin-bottom: 30px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_single_image image=&#8221;11783&#8243; img_size=&#8221;full&#8221; alignment=&#8221;center&#8221; css=&#8221;.vc_custom_1750155022739{margin-top: 30px !important;margin-bottom: 30px !important;}&#8221;][vc_column_text css=&#8221;.vc_custom_1750155033163{margin-bottom: 30px !important;}&#8221;]\n<p style=\"text-align: center;\"><span style=\"font-weight: 300;\" class=\"\"><em>Source: OpenKnowledge<\/em><\/span><\/p>\n[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_column_text]\n<h5>ORIENT &#8211; Giving intentional shape to cultural evolution<\/h5>\n[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/4&#8243;][\/vc_column][vc_column width=&#8221;1\/2&#8243; css=&#8221;.vc_custom_1750076191577{margin-top: 20px !important;margin-bottom: 40px !important;}&#8221;][vc_separator border_width=&#8221;2&#8243;][wgl_spacing spacer_size=&#8221;10px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]\n<p style=\"text-align: center;\">Culture, if you don\u2019t design it, it designs itself.<\/p>\n[\/vc_column_text][wgl_spacing spacer_size=&#8221;10px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_separator border_width=&#8221;2&#8243;][\/vc_column][vc_column width=&#8221;1\/4&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_column_text]This happens <strong>spontaneously<\/strong>, <strong>chaotically<\/strong>, and sometimes in a <strong>dysfunctional way<\/strong>. Instead, to orient it means to <strong>knowledgeably guide the operation<\/strong> of the organization in a consistent way with the identity of the company and its goals.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]This does not merely translate into a list of values on the manifesto, which is the concise and visual emanation of an articulated thought about them, but implies <strong>having to translate them into concrete daily behaviors<\/strong>, <strong>rituals<\/strong> and <strong>practices<\/strong> that can be observed and evaluated in their consistency with strategic intent.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]Designing a cultural intervention means <strong>(re)designing a coherent system<\/strong> that guides organizational action at the systemic level and at the same time enhances the individual&#8217;s dimension of individual <strong>attitudes<\/strong>, <strong>peculiarities<\/strong> and <strong>potential<\/strong>.[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243; css=&#8221;.vc_custom_1642168135550{margin-bottom: 30px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_single_image image=&#8221;11785&#8243; img_size=&#8221;full&#8221; alignment=&#8221;center&#8221; css=&#8221;.vc_custom_1750155155974{margin-top: 30px !important;margin-bottom: 30px !important;}&#8221;][vc_column_text css=&#8221;.vc_custom_1750155168724{margin-bottom: 30px !important;}&#8221;]\n<p style=\"text-align: center;\"><span style=\"font-weight: 300;\" class=\"\"><em>Source: Openknowledge<\/em><\/span><\/p>\n[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_column_text]\n<h5>ACTIVATE &#8211; Move from declaration to action<\/h5>\n[\/vc_column_text][vc_column_text]In order for a culture <strong>not to remain simply a statement<\/strong>, it must be <strong>put into action in behaviors<\/strong>, <strong>relational dynamics<\/strong>, and <strong>decision-making effectiveness<\/strong> with <strong>concrete initiatives<\/strong> that affect the way people work, collaborate, and decide.[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]Therefore, <strong>we accompany organizations through real cultural activation<\/strong> and <strong>change management plans<\/strong>: experiences, artifacts, rituals, symbols, training, internal communication, new processes, and tools that support the desired change.[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243; css=&#8221;.vc_custom_1642168135550{margin-bottom: 30px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_single_image image=&#8221;11787&#8243; img_size=&#8221;full&#8221; alignment=&#8221;center&#8221; css=&#8221;.vc_custom_1750155264336{margin-top: 30px !important;margin-bottom: 30px !important;}&#8221;][vc_column_text css=&#8221;.vc_custom_1750155274383{margin-bottom: 30px !important;}&#8221;]\n<p style=\"text-align: center;\"><span style=\"font-weight: 300;\" class=\"\"><em>Source: OpenKnowledge<\/em><\/span><\/p>\n[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_column_text css=&#8221;.vc_custom_1750155294882{margin-top: 20px !important;margin-bottom: 20px !important;}&#8221;]\n<h3>Some insights to be taken into consideration when (re)thinking the workplace experience<\/h3>\n[\/vc_column_text][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_raw_html css=&#8221;.vc_custom_1750155332502{margin-top: 20px !important;}&#8221;]JTNDc3BhbiUyMHN0eWxlJTNEJTIydGV4dC1hbGlnbiUzQSUyMHJpZ2h0JTNCJTIwY29sb3IlM0ElMjAtd2Via2l0LXJhZGlhbC1ncmFkaWVudCUyODgwJTI1JTIwODAlMjUlMkNjaXJjbGUlMjBmYXJ0aGVzdC1jb3JuZXIlMkMlMjNmZjAwN2ElMjAxMCUyNSUyQyUyMzY0MTI5NiUyMDcwJTI1JTI5JTIwJTIxaW1wb3J0YW50JTNCJTIwZm9udC1zaXplJTNBJTIwMmVtJTNCJTIwdmVydGljYWwtYWxpZ24lM0ElMjBiYXNlbGluZSUzQiUyMGZvbnQtd2VpZ2h0JTNBJTIwNjAwJTNCJTIwbWFyZ2luLWxlZnQlM0ElMjAzcHglMjIlMjBjbGFzcyUzRCUyMmRvdG51bSUyMiUzRTElM0MlMkZzcGFuJTNFJTBBJTNDcCUyMHN0eWxlJTNEJTIybWFyZ2luLWxlZnQlM0ElMjAzZW0lM0IlMjBtYXJnaW4tdG9wJTNBJTIwLTJlbSUyMiUzRSUyMCUzQ3N0cm9uZyUzRSUyMFRoZSUyMHNvY2lhbCUyMGRpbWVuc2lvbiUyMG11c3QlMjBiZSUyMGludGVudGlvbmFsJTIwJTNDJTJGc3Ryb25nJTNFJTBBJTNDYnIlM0UlMjBXaXRoJTIwdGhlJTIwcGh5c2ljYWwlMjBkaW1lbnNpb24lMjBvZiUyMHRoZSUyMG9mZmljZSUyMGRpc2FwcGVhcmluZyUyMGFzJTIwYSUyMGdpdmVuJTIwdmFyaWFibGUlMkMlMjBodW1hbiUyMGNvbm5lY3Rpb25zJTJDJTIwb25jZSUyMHNlcmVuZGlwaXRvdXMlMjBhbmQlMjBhJTIwZm9yZWdvbmUlMjBjb25jbHVzaW9uJTIwb2YlMjBzcGFjZSUyMHNoYXJpbmclMkMlMjBtdXN0JTIwbm93JTIwYmUlMjBhJTIwcHJvamVjdCUyMG9iamVjdGl2ZS4lMjBUaGV5JTIwbm8lMjBsb25nZXIlMjBoYXBwZW4lMjBvbiUyMHRoZWlyJTIwb3duJTNBJTIwdGhleSUyMG11c3QlMjBiZSUyMGVuYWJsZWQuJTIwJTNDJTJGcCUzRSUwQQ==[\/vc_raw_html][vc_raw_html css=&#8221;.vc_custom_1750155366890{margin-top: 20px !important;}&#8221;]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[\/vc_raw_html][vc_raw_html css=&#8221;.vc_custom_1750155402092{margin-top: 20px !important;}&#8221;]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[\/vc_raw_html][wgl_spacing spacer_size=&#8221;20px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_column_text]<strong>Culture<\/strong>, therefore, becomes the <strong>key driver<\/strong> that also permeates the <strong>spatial dimension<\/strong> and around which to redesign an effective, <strong>meaningful and satisfying work experience for people<\/strong>.[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row disable_element=&#8221;yes&#8221; css=&#8221;.vc_custom_1742817818266{margin-top: 30px !important;}&#8221;][vc_column width=&#8221;1\/6&#8243; css=&#8221;.vc_custom_1642168135550{margin-bottom: 30px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_column_text css=&#8221;.vc_custom_1668434008290{margin-top: 60px !important;margin-bottom: 30px !important;}&#8221;]\n<h4>Fonti<\/h4>\n[\/vc_column_text][vc_column_text css=&#8221;.vc_custom_1739549560968{margin-top: 30px !important;margin-bottom: 10px !important;}&#8221;]<strong>[1] <\/strong>Consiglio di leggere un\u2019intervista di un anno fa a Stefano Quintarelli, imprenditore, investitore ed ex-deputato, apparso su Wired: Perch\u00e9 l&#8217;intelligenza artificiale da tenere d&#8217;occhio \u00e8 quella \u201cnoiosa\u201d, Wired, 26 febbraio 2024, <span style=\"color: #ff0000;\"><strong><a href=\"https:\/\/www.wired.it\/article\/intelligenza-artificiale-noiosa-quintarelli\/\">Intelligenza artificiale: tenete d&#8217;occhio quella \u201cnoiosa\u201d | Wired Italia<\/a><\/strong><\/span><\/p>\n<p><strong>[2]<\/strong> Preciso: inizialmente le piattaforme genAI disponibili al pubblico avevano una barriera all\u2019ingresso all\u2019adozione nel prompting (e si sprecano i corsi online e offline su come creare prompt corretti ed efficaci), ma con i nuovi modelli il linguaggio \u00e8 diventato pi\u00f9 rapido e le conversazioni pi\u00f9 semplici, eliminando questa ulteriore barriera.<\/p>\n<p><span data-contrast=\"auto\" xml:lang=\"IT-IT\" lang=\"IT-IT\" class=\"TextRun SCXW40637088 BCX0\"><strong><span class=\"NormalTextRun SCXW40637088 BCX0\" data-ccp-parastyle=\"Normal (Web)\">[<\/span><span class=\"NormalTextRun SCXW40637088 BCX0\" data-ccp-parastyle=\"Normal (Web)\">3] <\/span><\/strong><span class=\"NormalTextRun SpellingErrorV2Themed SCXW40637088 BCX0\" data-ccp-parastyle=\"Normal (Web)\">L&#8217;IA ci impoverir\u00e0 intellettualmente?, 22 aprile 2024,<strong> <a href=\"https:\/\/thealchemistgate.substack.com\/p\/lia-ci-impoverira-intellettualmente\">L&#8217;IA ci impoverir\u00e0 intellettualmente? &#8211; by Alessio Mazzucco<\/a><\/strong><\/span><\/span><\/p>\n<p><span data-contrast=\"auto\" xml:lang=\"IT-IT\" lang=\"IT-IT\" class=\"TextRun SCXW116744905 BCX0\"><strong><span class=\"NormalTextRun SCXW116744905 BCX0\" data-ccp-parastyle=\"Normal (Web)\">[4] <\/span><\/strong><span class=\"NormalTextRun SpellingErrorV2Themed SCXW116744905 BCX0\" data-ccp-parastyle=\"Normal (Web)\">Prolegomeni al Manifesto del Pop Management 18 \u2013 Organizzazione Pop. Opinion Piece di Alessio Mazzucco, Nova24, 24 giugno 2024, <strong><a href=\"https:\/\/marcominghetti.nova100.ilsole24ore.com\/2024\/06\/24\/prolegomeni-al-manifesto-del-pop-management-18-organizzazione-pop-opinion-piece-di-alessio-mazzucco\/\">Le Aziende InVisibili | Prolegomeni al Manifesto del Pop Management 18 \u2013 Organizzazione Pop. Opinion Piece di Alessio Mazzucco<\/a><\/strong><\/span><\/span><\/p>\n<p><span data-contrast=\"auto\" xml:lang=\"EN-GB\" lang=\"EN-GB\" class=\"TextRun SCXW8434999 BCX0\"><span class=\"NormalTextRun SCXW8434999 BCX0\" data-ccp-parastyle=\"Normal (Web)\"><strong>[5]<\/strong> <a href=\"https:\/\/www.microsoft.com\/en-us\/worklab\/work-trend-index\/ai-at-work-is-here-now-comes-the-hard-part\"><em><strong>AI at Work Is Here.<\/strong> <strong>Now Comes the Hard Part<\/strong><\/em>,<\/a> Microsoft and LinkedIn, 2024 Work Trend Index Annual Report, 8 maggio 2024<\/span><\/span>[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row css=&#8221;.vc_custom_1738591292732{margin-top: 30px !important;}&#8221;][vc_column width=&#8221;1\/6&#8243; css=&#8221;.vc_custom_1642168135550{margin-bottom: 30px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/3&#8243;][vc_column_text css=&#8221;.vc_custom_1750155427770{margin-top: 60px !important;margin-bottom: 30px !important;}&#8221;]\n<h4>Author<\/h4>\n[\/vc_column_text][vc_column_text]\n<p style=\"text-align: left;\"><span><span class=\"ui-provider ed cib cap cic cid cie cif cig cih cii cij cik cil cim cin cio cip ciq cir cis cit ciu civ ciw cix ciy ciz cja cjb cjc cjd cje cjf cjg cjh\" dir=\"ltr\">Silvia Basilico<\/span><\/span><\/p>\n[\/vc_column_text][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243; css=&#8221;.vc_custom_1642168135550{margin-bottom: 30px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/3&#8243; offset=&#8221;vc_hidden-sm vc_hidden-xs&#8221;][wgl_spacing spacer_size=&#8221;40px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_single_image image=&#8221;11790&#8243; img_size=&#8221;full&#8221; alignment=&#8221;center&#8221; onclick=&#8221;custom_link&#8221; img_link_target=&#8221;_blank&#8221; css=&#8221;.vc_custom_1750156151408{margin-top: 30px !important;margin-bottom: 30px !important;}&#8221; link=&#8221;https:\/\/www.bip.red\/&#8221;][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column width=&#8221;1\/6&#8243; css=&#8221;.vc_custom_1642168135550{margin-bottom: 30px !important;}&#8221;][\/vc_column][vc_column width=&#8221;2\/3&#8243; offset=&#8221;vc_hidden-lg vc_hidden-md&#8221;][wgl_spacing spacer_size=&#8221;40px&#8221; responsive_mobile=&#8221;true&#8221; size_mobile=&#8221;60px&#8221;][vc_single_image image=&#8221;11802&#8243; img_size=&#8221;full&#8221; alignment=&#8221;center&#8221; onclick=&#8221;custom_link&#8221; img_link_target=&#8221;_blank&#8221; css=&#8221;.vc_custom_1750166265995{margin-top: 30px !important;margin-bottom: 30px !important;}&#8221; link=&#8221;https:\/\/www.bip.red\/&#8221;][\/vc_column][vc_column width=&#8221;1\/6&#8243;][\/vc_column][\/vc_row][vc_row][vc_column][wgl_spacing spacer_size=&#8221;100px&#8221;][\/vc_column][\/vc_row]\n","protected":false},"excerpt":{"rendered":"<p>Not where you work but how you work: offering a meaningful work experience<\/p>\n","protected":false},"author":17,"featured_media":11750,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[21],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Not where you work but how you work: offering a meaningful work experience<\/title>\n<meta name=\"description\" content=\"We live in times when traditional models have crumbled, and organizational paradigms are evolving profoundly and continuously. 2020-2021 has been a watershed in terms of working methods, people&#039;s expectations and managerial practices. And it has had last-ing effects.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Not where you work but how you work: offering a meaningful work experience\" \/>\n<meta property=\"og:description\" content=\"We live in times when traditional models have crumbled, and organizational paradigms are evolving profoundly and continuously. 2020-2021 has been a watershed in terms of working methods, people&#039;s expectations and managerial practices. And it has had last-ing effects.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/\" \/>\n<meta property=\"og:site_name\" content=\"OpenKnowledge\" \/>\n<meta property=\"article:published_time\" content=\"2025-06-17T13:17:53+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.open-knowledge.it\/wp-content\/uploads\/2025\/06\/1170x1170.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1170\" \/>\n\t<meta property=\"og:image:height\" content=\"1170\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"opnk-tech\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"opnk-tech\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"9 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/\",\"url\":\"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/\",\"name\":\"Not where you work but how you work: offering a meaningful work experience\",\"isPartOf\":{\"@id\":\"https:\/\/www.open-knowledge.it\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.open-knowledge.it\/wp-content\/uploads\/2025\/06\/1170x1170.jpg\",\"datePublished\":\"2025-06-17T13:17:53+00:00\",\"dateModified\":\"2025-06-17T13:17:53+00:00\",\"author\":{\"@id\":\"https:\/\/www.open-knowledge.it\/#\/schema\/person\/7cbcba7da0fe1ad190deef9aed014e77\"},\"description\":\"We live in times when traditional models have crumbled, and organizational paradigms are evolving profoundly and continuously. 2020-2021 has been a watershed in terms of working methods, people's expectations and managerial practices. And it has had last-ing effects.\",\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/#primaryimage\",\"url\":\"https:\/\/www.open-knowledge.it\/wp-content\/uploads\/2025\/06\/1170x1170.jpg\",\"contentUrl\":\"https:\/\/www.open-knowledge.it\/wp-content\/uploads\/2025\/06\/1170x1170.jpg\",\"width\":1170,\"height\":1170},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/www.open-knowledge.it\/#website\",\"url\":\"https:\/\/www.open-knowledge.it\/\",\"name\":\"OpenKnowledge\",\"description\":\"We make your digital future possible\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/www.open-knowledge.it\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"en-US\"},{\"@type\":\"Person\",\"@id\":\"https:\/\/www.open-knowledge.it\/#\/schema\/person\/7cbcba7da0fe1ad190deef9aed014e77\",\"name\":\"opnk-tech\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.open-knowledge.it\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/748dbb4bc09c7c6f7a4e6f175aac6556?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/748dbb4bc09c7c6f7a4e6f175aac6556?s=96&d=mm&r=g\",\"caption\":\"opnk-tech\"}}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Not where you work but how you work: offering a meaningful work experience","description":"We live in times when traditional models have crumbled, and organizational paradigms are evolving profoundly and continuously. 2020-2021 has been a watershed in terms of working methods, people's expectations and managerial practices. And it has had last-ing effects.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/","og_locale":"en_US","og_type":"article","og_title":"Not where you work but how you work: offering a meaningful work experience","og_description":"We live in times when traditional models have crumbled, and organizational paradigms are evolving profoundly and continuously. 2020-2021 has been a watershed in terms of working methods, people's expectations and managerial practices. And it has had last-ing effects.","og_url":"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/","og_site_name":"OpenKnowledge","article_published_time":"2025-06-17T13:17:53+00:00","og_image":[{"width":1170,"height":1170,"url":"https:\/\/www.open-knowledge.it\/wp-content\/uploads\/2025\/06\/1170x1170.jpg","type":"image\/jpeg"}],"author":"opnk-tech","twitter_card":"summary_large_image","twitter_misc":{"Written by":"opnk-tech","Est. reading time":"9 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/","url":"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/","name":"Not where you work but how you work: offering a meaningful work experience","isPartOf":{"@id":"https:\/\/www.open-knowledge.it\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/#primaryimage"},"image":{"@id":"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/#primaryimage"},"thumbnailUrl":"https:\/\/www.open-knowledge.it\/wp-content\/uploads\/2025\/06\/1170x1170.jpg","datePublished":"2025-06-17T13:17:53+00:00","dateModified":"2025-06-17T13:17:53+00:00","author":{"@id":"https:\/\/www.open-knowledge.it\/#\/schema\/person\/7cbcba7da0fe1ad190deef9aed014e77"},"description":"We live in times when traditional models have crumbled, and organizational paradigms are evolving profoundly and continuously. 2020-2021 has been a watershed in terms of working methods, people's expectations and managerial practices. And it has had last-ing effects.","inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.open-knowledge.it\/en\/not-where-you-work-but-how-you-work-offering-a-meaningful-work-experience\/#primaryimage","url":"https:\/\/www.open-knowledge.it\/wp-content\/uploads\/2025\/06\/1170x1170.jpg","contentUrl":"https:\/\/www.open-knowledge.it\/wp-content\/uploads\/2025\/06\/1170x1170.jpg","width":1170,"height":1170},{"@type":"WebSite","@id":"https:\/\/www.open-knowledge.it\/#website","url":"https:\/\/www.open-knowledge.it\/","name":"OpenKnowledge","description":"We make your digital future possible","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.open-knowledge.it\/?s={search_term_string}"},"query-input":"required name=search_term_string"}],"inLanguage":"en-US"},{"@type":"Person","@id":"https:\/\/www.open-knowledge.it\/#\/schema\/person\/7cbcba7da0fe1ad190deef9aed014e77","name":"opnk-tech","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.open-knowledge.it\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/748dbb4bc09c7c6f7a4e6f175aac6556?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/748dbb4bc09c7c6f7a4e6f175aac6556?s=96&d=mm&r=g","caption":"opnk-tech"}}]}},"_links":{"self":[{"href":"https:\/\/www.open-knowledge.it\/en\/wp-json\/wp\/v2\/posts\/11733"}],"collection":[{"href":"https:\/\/www.open-knowledge.it\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.open-knowledge.it\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.open-knowledge.it\/en\/wp-json\/wp\/v2\/users\/17"}],"replies":[{"embeddable":true,"href":"https:\/\/www.open-knowledge.it\/en\/wp-json\/wp\/v2\/comments?post=11733"}],"version-history":[{"count":6,"href":"https:\/\/www.open-knowledge.it\/en\/wp-json\/wp\/v2\/posts\/11733\/revisions"}],"predecessor-version":[{"id":11804,"href":"https:\/\/www.open-knowledge.it\/en\/wp-json\/wp\/v2\/posts\/11733\/revisions\/11804"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.open-knowledge.it\/en\/wp-json\/wp\/v2\/media\/11750"}],"wp:attachment":[{"href":"https:\/\/www.open-knowledge.it\/en\/wp-json\/wp\/v2\/media?parent=11733"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.open-knowledge.it\/en\/wp-json\/wp\/v2\/categories?post=11733"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.open-knowledge.it\/en\/wp-json\/wp\/v2\/tags?post=11733"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}