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Bye-bye Management! - Impulse/Discussion with Niels Pflaeging, organized by neuwaerts (Hannover/D)

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Vortrag von Niels Pfläging im Transformationswerk, Hannover, am 21.4.2015

Publié dans : Direction et management
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Bye-bye Management! - Impulse/Discussion with Niels Pflaeging, organized by neuwaerts (Hannover/D)

  1. 1. Transformationswerk Hannover, 21.04.2015 @NielsPflaeging Warum Management verzichtbar ist. Wie wir Organisationen und Arbeit transformieren werden – schneller als wir glauben! Bye-bye Management!
  2. 2. Formeller Teil der Wertschöpfung Lösung: Maschine Dynamischer Teil der Wertschöpfung Lösung: Mensch
  3. 3. Hohe Dynamik Lokale Märkte, hohe Kustomisierung
  4. 4. Trägheit/ geringe Dynamik Hohe Dynamik Weite Märkte, geringer Wettbewerb Lokale Märkte, hohe Kustomisierung
  5. 5. Trägheit/ geringe Dynamik Hohe Dynamik Hohe Dynamik Weite Märkte, geringer Wettbewerb Globale Märkte, “Höchstleister” üben Marktdruck auf konventionelle Firmen aus Lokale Märkte, hohe Kustomisierung
  6. 6. 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
  7. 7. 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
  8. 8. 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
  9. 9. 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
  10. 10. 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
  11. 11. Anwesenheitskontrollen Stellenbeschreibungen Kompetenzmanagement Anreize Individuelle Ziele Mitarbeiterbeurteilung/360° Gehaltsbänder Trainingsbudgets Personalentwicklung Organigramme Zielvereinbarungen, MbO 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 Bereiche Vertrieb Leistungsträger
  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. Industrie Handel Dienstleistung Regierung/ NGOs Es ist möglich.
  16. 16. Wissenszeitalter Systemisch, lebendig Integriert, team-basiert Arbeit an der Arbeit Außen-innen, geführt Miteinander-füreinander Economies of Flow! Industriezeitalter Mechanistisch, tot Geteilt, individualisierend Arbeit an den Menschen Top-down, gemanagt Parallel-nebeneinander Economies of Scale!
  17. 17. •  Fixierte, individuelle Ziele •  Management by Objectives •  Budgets und Pläne •  Mitarbeiterbeurteilung •  Hierarchischer Druck •  Bezahlung nach Position •  “Pay for Performance” •  Anreize, Incentives, Boni •  Kostenmanagement •  Prozessexzellenz •  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 •  Systeme dienen Teams, Menschen mit Ideen
  18. 18. @NielsPflaeging nielspflaeging.com orgfuerkomplexitaet.de betacodex.org slideshare.net/npflaeging Illustrationen von Pia Steinmann Und demnächst: Komplexithoden – das Geschwisterchen zu Organisation für Komplexität

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