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1 Kommentar zu “Auf welchem Menschenbild baut moderne Führung auf?”

  1. Chris Wood (Donnerstag, der 22. Mai 2008)

    The following comments are based on the original (German) version. It was entertaining and thought-provoking, but should not be taken as Gospel.

    These 1:Mitarbeiter können über „Championing“ motiviert werden (”best in class”)!
    In itself, this is OK; the „Katzenjammer“ (grumble) is not really relevant. Developers and production are happy to think their product is excellent, and that this is an aim of management. With sales, it is a bit more problematic. One might think that the sign of a good sales force is that they can sell expensive rubbish. The company does not want to trumpet this! (Anyway salesmen are usually motivated by targets and related bonuses).
    Perhaps the answer is to have an independent sales organisation that sells whatever they want. Then the production can say that the best sales force has chosen their product, and the sales force can say that the best producers have chosen to work (exclusively?) with this sales force.
    Of course there is no motivation if the workers do not think management is being honest.
    These 2:Mitarbeiter sind durch Design und Marketing beeinflussbar.
    Yes, workers tend to be de-motivated by expenditure due to an attempted new style in terms of colour or logo. They realise the irrelevance of this.
    These 3:Mitarbeiter kann man mit klugen Sprüchen beeindrucken.
    Saint-Exupéry’s ship and the trained fish are nice motivation for creative dreaming. The perfect team is just silly (de-motivating).
    “Bei uns steht der Mensch/Kunde im Mittelpunkt” is OK. It does not matter if workers make cynical jokes about it, as long as they believe it is (at least partly) honestly meant
    My opinion: avoid obvious dishonesty and stupidity.
    These 4:Mitarbeiter sind unmündig.
    A firm cannot afford to have its workers spend a lot of their energies considering whether the bosses are getting things right. Division of labour is needed, with the managers doing the management. Of course it is wrong not to use good ideas that come from workers. It is wasteful and breeds resentment. An IT firm should not be nearly as hierarchical as an army. The right balance is needed and many firms get it wrong.
    These 5:Mitarbeiter sind potentielle Betrüger, korrupt oder bestechlich!
    Again the right balance is needed. People do swindle firms. Higher up in the management, there are bigger opportunities and perhaps stronger tendencies. Power corrupts! Perhaps that makes bosses more suspicious than they need be. They are judging by their own standards. Checks and controls are needed, but should not be more than is cost-effective.
    These 6:Mitarbeiter können über materielle Anreize gesteuert werden.
    This is generally true. A more widespread, better known example of pecuniary motivation is bonus according to a salesman’s annual sales. I am sure this helps. Another example is promotion leading to better wages. Who would spend his life boring teeth if it were badly paid?
    Piece-work functions in simple contexts, but fails where flexibility is needed. It is little use paying a programmer according to lines-of-code, as the code may be rubbish, or at least much more bulky than was needed.
    These 7:Mitarbeiter sind austauschbar und beliebig mobil
    The view that workers are interchangeable is not post-modern. It stems from old hierarchical societies with much simple work. One sees the German context of this talk. In other countries work is done on Saturdays and Sundays too!
    These 8:Mitarbeiter sind beliebig belastbar und haben keine Familie.
    The word „stakeholder“ seems to come from the „SCRUM“ method of system development. But there it surely did not include families!
    Should the firm bother about families? Some in Germany seem too careful in this respect. I regard it as my decision whether I want to work on a Saturday or Sunday. I object to meddling by lawmakers (who do not themselves follow these rules).
    Roland’s (Utopie – Freiheit, Klarheit und Teamstrukturen!
    I want to see how this will work, but I have my doubts about whether it could or should generally replace the current work culture.

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