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Organisation für Komplexität - Keynote by Niels Pflaeging at EWMD Jahresevent 2015 (Hamburg/D)

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Vortrag von Niels Pfläging beim EWMD Jahresevent in Hamburg am 13. Juni 2015

Veröffentlicht in: Leadership & Management
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Organisation für Komplexität - Keynote by Niels Pflaeging at EWMD Jahresevent 2015 (Hamburg/D)

  1. 1. EWMD Jahresevent 2015 Hamburg, 13.06.2015 @NielsPflaeging #ewmd15 Die drei Strukturen der Organisation und die Physik der Führung
  2. 2. Kultur
  3. 3. Formelle Struktur
  4. 4. Informelle Struktur
  5. 5. Wertschöpfungsstruktur
  6. 6. Compliance, hierarchische Macht Sozial Arbeit/Wertschöpfung Formelle Struktur Informelle Struktur Wertschöpfungsstruktur
  7. 7. Formeller Teil der Wertschöpfung Lösung: Maschine Dynamischer Teil der Wertschöpfung Lösung: Mensch
  8. 8. Hohe Dynamik Lokale Märkte, hohe Kustomisierung
  9. 9. Trägheit/ geringe Dynamik Hohe Dynamik Weite Märkte, geringer Wettbewerb Lokale Märkte, hohe Kustomisierung
  10. 10. Trägheit/ geringe Dynamik Hohe Dynamik Hohe Dynamik Weite Märkte, geringer Wettbewerb Globale Märkte, “Höchstleister” üben Marktdruck auf konventionelle Firmen aus Lokale Märkte, hohe Kustomisierung
  11. 11. Manufaktur- zeitalter Industriezeitalter/ Zeitalter taylo- ristischer Industrie Informations-/ Wissens- zeitalter 1850/1900 1970/80 Heute Formeller Teil der Wertschöpfung Lösung: Maschine Dynamischer Teil der Wertschöpfung Lösung: Mensch Trägheit/ geringe Dynamik Hohe Dynamik Hohe Dynamik Weite Märkte, geringer Wettbewerb Globale Märkte, “Höchstleister” üben Marktdruck auf konventionelle Firmen aus Lokale Märkte, hohe Kustomisierung
  12. 12. Peripherie Markt Zentrum
  13. 13. 1 Impuls 4 Weisung 3 Entscheidung 2 Information 5 Reaktion Zentrum Markt Peripherie Kunde Ist an der Macht!
  14. 14. 1 Impuls 2 Entscheidung 3 Reaktion Zentrum Markt Peripherie Kunde Dient der Peripherie, wenn gewünscht Ist an der Macht!
  15. 15. Theorie X Theorie Y Einstellung Führung Verantwortung Kreativität Motivation Menschen müssen zwar arbeiten, wollen sich aber auch für die Arbeit interessieren. Unter den richtigen Bedingungen macht Arbeit Spaß Menschen sind in der Lage sich selbst zu führen in Richtung auf ein Ziel, das sie akzeptieren Unter den richtigen Umständen suchen und übernehmen Menschen Verantwortung Kreativität und Einfallsreichtum sind weit verbreitet, werden aber nur selten genutzt und ausgeschöpft Menschen mögen Arbeit nicht, finden sie langweilig – und werden sie nach Möglichkeit vermeiden Menschen müssen angereizt werden, damit sie sich einsetzen und engagieren Menschen werden am liebsten angeleitet und vermeiden die Übernahme von Verantwortung Menschen sind hauptsächlich durch Geld und die Angst vor dem Jobverlust getrieben Nur wenige Menschen sind zu Kreativität fähig - außer wenn es darum geht, Management-Regeln zu umgehen Unter den richtigen Bedingungen sind Menschen durch den Wunsch motiviert, eigenes Potential zu entfalten
  16. 16. Verhalten Kontext Natur des Menschen
  17. 17. Anwesenheitskontrollen Stellenbeschreibungen Kompetenzmanagement Anreize Individuelle Ziele Mitarbeiterbeurteilung/360° Gehaltsbänder Trainingsbudgets Personalentwicklung Organigramme Zielvereinbarungen Personalkosten Vorschlagswesen Assessment Centers Wissensmanagement Pay for Performance Überstundenregelunge Bonussysteme Quotas Matrix-Strukturen Job-Titel HR Kostenmanagement Budgetierung Strategische Planung Prozessmanagement Development Centers Balanced Scorecards Plan/Ist-Abweichungen Key Accounting Dress codes Projektmanager Reisekostenrichtlinien Meilensteine Gantt-Charts In Meetings entscheiden Umlagen
  18. 18. •  Fixierte, individuelle Ziele •  Management by Objectives •  Budgets und Pläne •  Mitarbeiterbeurteilung •  Hierarchischer Druck •  Bezahlung nach Position •  “Pay for Performance” •  Anreize, Incentives, Boni •  Kostenmanagement •  Transparenz & Verbesserung •  Vergleiche zwischen Teams •  Vergleiche mit Vorperioden •  Dialog and Dissens •  Sozialer- und and Gruppendruck •  Vergütung nach Marktwert •  Erfolgsbeteiligung •  Gemeinsamer Kampf gegen Verschwendung •  Target Costing
  19. 19. Gesetz Beta Alpha §1 Handlungsfreiheit Sinnkopplung statt Abhängigkeit §2 Verantwortung Zellen statt Ab-teilungen §3 Leadership Führung statt Management §4 Leistungsklima Ergebniskultur statt Pflichterfüllung §5 Erfolg Passgenauigkeit statt Maximierungswahn §6 Transparenz Intelligenzfluss statt Machtstau §7 Orientierung Relative Ziele statt Vorgabe §8 Anerkennung Teilhabe statt Anreizung §9 Geistesgegenwart Vorbereitung statt Planung §10 Entscheidung Konsequenz statt Bürokratie §11 Ressourceneinsatz Zweckdienlichkeit statt Statusgehabe §12 Koordination Marktdynamik statt Anweisung
  20. 20. 3. Fase „beta“ o “fase de integración“ 2. Fase „alpha“ o “fase de diferenciación“ Transformación tipo 2: “Profundización“ Transformación tipo 1: “Burocratización“ Transformación tipo 3: “Transformación Beta“ Junge Organisation Ältere Organisation 1. Start-up- oder “Pionier”-Phase
  21. 21. 3. Fase „beta“ o “fase de integración“ Transformación tipo 2: “Profundización“ Transformación tipo 1: “Burocratización“ Transformación tipo 3: “Transformación Beta“ Junge Organisation Ältere Organisation 1. Start-up- oder “Pionier”-Phase 2. Alpha- oder “Differenzierungs”-Phase
  22. 22. Transformación tipo 2: “Profundización“ Transformación tipo 1: “Burocratización“ Transformación tipo 3: “Transformación Beta“ Junge Organisation Ältere Organisation 1. Start-up- oder “Pionier”-Phase 2. Alpha- oder “Differenzierungs”-Phase 3. Beta- oder “Integrations”-Phase
  23. 23. 1. Start-up- oder “Pionier”-Phase 2. Alpha- oder “Differenzierungs”-Phase Transformation Typ 2: “Vertiefung“ Transformation Typ 1: “Bürokratisierung“ Transformation Typ 3: “Beta-Transformation“ 3. Beta- oder “Integrations”-Phase Junge Organisation Ältere Organisation
  24. 24. Industrie Handel Dienstleistung Regierung/ NGOs Es ist möglich.
  25. 25. Wissenszeitalter Systemisch, lebendig Integriert, team-basiert Arbeit an der Arbeit Außen-innen, geführt Miteinander-füreinander Industriezeitalter Mechanistisch, tot Geteilt, individualisierend Arbeit an den Menschen Top-down, gemanagt Parallel-nebeneinander
  26. 26. @NielsPflaeging nielspflaeging.com orgfuerkomplexitaet.de betacodex.org slideshare.net/npflaeging #frrm15

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