Major questions
What is important, that humans are competent to live with changes?
What ist necessary to devolop a culture of change in companies ?
Our view of humans
Value creation as a driver
Companies as a system
Communication as a basis Summary
Historical aspect
Frederick Taylor 1911
He devided thinking and acting in organisations
thinking > managing > planning = coordinating and checking acting > working = thinking is not their job
The humans are not the problem, but their thinking! (Niels Pfläging)
A newer view to humans
Intrinsic motivied Yhumans
• Their motivation comes out of themselves and they aspire to devolop their potencial
• It is not the question „who“, but the question of „why“ or „how“
• They are lazy and inactive and need to be motivated
• You can find these humans especially in companies, where formal structures are dominating Extrinsic motivied Xhumans
see McGregor 1960
What is important for executives?
We have to be convinced that every human will give his best – for himself, for his company, for his surrounding
We have to spend time with our humans and have to appreciate their work
We have to check if we like our employees as humans we are working with
Our view of humans
Value creation as a driver
Companies as a system
Communication as a basis
Summary
What means value creation?
Everybody wants to be successful > to create value
Value creation for companies means, what has to be happen with the ressources > which are available
The most important ressources are the humans > they have to be the No. 1
When a company runs like that, they automaticly take care of the customers
And then it will be good for the community and the owners either
The surrounding of value creation
1. Informal structure
2. Value-creation structure
see Niels Pfläging
3. Formal structure50%
Invest in value-creation culture
Value-creation structures are organized in processes
To devolop value creation means to avoid a waste in processes
In value-creation work devolops fun
To manage value-creation is far better than to manage the formal structure
What is important for executives?
employees/humans executives
the work >> processes, ressources, infrastructur, QM, …
Our view of humans
Value creation as a driver
Companies as a system
Communication as a basis
Summary
Importance of a vision
an exam ple boco 1991Mission is that part of it which is realistic to reach Vision is the superior element, which gives everybody the feeling, what for they are working every day – it is a level of unbelieveable effort
Value creation triangle
Structure
The
Rules of living together
1. Right of affiliation – no elimination
2. Appreciation - respect
3. Balance of give and take
4. Earlier before later => has preference
5. Higher responsibility – higher engagement => has preference
6. More competence – more knowledge => has preference
7. New system has preference to the old system
8. The enlarged system has preference to personal interests
9. Articulate, what you mean and 10. Bring it into a balance
Dr. Dieter Bischop
Orientation as an executive - DRCC
Duties Responsibility
Consequences
Competences
What is important for executives?
Vison and misson is a very strong driver for success and their necessaryly changes
The equivalence of all aspects of the value creation triangle has to be in the focus all the time
The rules of living together are fun-damently necessary for changes to give humans a feeling of confidence
Change is easy when the employees have no problem with their duties, responsibilities and competences
Our view of humans
Value creation as a driver
Companies as a system
Communication as a basis
Summary
Take care of coherence
Whenever we are active, it is necessary that it is …
to understand to handle and important
See Antonovsky 1979
Team-check analysis
Who is concerned of the change?
What are the interests of those who are concerned? Who could have something against it?
Which advantages have the actual situation? How can we achieve the advantages?
When would be the realisation not desireable? What is to do? What is still missing?
What is important for executives?
Change success is not depending of functional questions but mainly of communicational ones
The project plan needs therefore all steps which are communicational-wise important
Communication is a major aspect of personal growing for every employee and even all controllers
Our view of humans
Value creation as a driver
Companies as a system
Communication as a basis
Summary
The different points of view
Humanly
• Facing the require-ments of humans is a good assumption to lead changes
Functional
• Think and work in value creation categories
Managementwise
• Live the rules of living together, the value creation triangle and DRCC
Communicative
• Take care of communication aspects in change projects