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"Are they already eco-friendly?" Or "From the cultural change in companies'

Dear Reader,

for nearly one year - I think it all started after the storm Kyrill, or was it Hurricane Katrina, New Orleans was under water - we experience a revival of ecology. Line with the environment and the program is in almost every news broadcast. The other day I had my Toyota car dealer, yes, with the Prius. Located in the sales room was then that great car. Behind the car a huge billboard with a number of arguments for hybrid, and, most important, with many pictures in which you were confronted with the consequences of climate change. As icing on the cake was on a built-in wall LCD TV - which will cost well - the movie by Al Gore "Inconvenient Truth". ... oh God, I feel bad. Can I breathe? This results but also CO2.

I admit it. I drive a SUV. In my defense I would point out however, I have two small children and therefore space need. I have also upgraded a particulate filter and now I'm on the road with green environmental badge. Well, with environmental interests were not really in the retrofitting, but more than 330 EUR government support, the lower car tax, the higher resale value and - most importantly - free ride through the new environmental zones. I therefore do something for the environment is more of a - of the society desired and funded with tax money - a side effect. All in all, the intensive care of our garden and the whole of my contribution to environmental protection. I will not even now so labidare Things such as waste collection or use of energy saving lamps give.

At this point, stop! Do you think I'm an environmental sinner? Perhaps you are one? Have your environmental performance in recent months not only covered but also changed out of conviction? If so, then I take my hat off to you. Environment is important to me because I will leave no doubt, but all this talk of CO2 is such a thing from me in the ass. But then sometimes extra foot down in protest against the protest. So think certainly not a few. What we do now but just on the environment, the required because the necessary new thinking on the use of natural resources, experience many companies when it comes to affecting a change in culture, eg by a regulatory body to a publicly traded company.

After all of the preface: corporate culture, or more precisely the change of culture will now be the subject of my thoughts. Did they actually

by officials in post, telecommunications and rail, a premium for the upgrade of a particulate filter bureaucracy paid? Joking aside. These companies will be trying for several years, employees customer orientation, teach effective action and so on. Values are defined as: "Quality determines our actions." "The customer is king." ... And, and. The number is limited to the values usually 5 to max. 10. They should be so noted and may. A quick check reveals fast: The values are the same for each company holds. The consultants that accompany the company values in the definition, make use of seemingly be an empty phrase-module, then removed from the individual company needs in order of the values of components, something angehübscht CI-compliant and then put into effect. Then comes the obligatory announcement. "These are our values, who now lives on".

The whole reminds me of Moses, who received from God on Mount Sinai the Ten Commandments (values), then descended from the mountain and had to witness that his people danced around the golden calf. Ah, the stubborn, silly Israelites. They wanted to understand not just the Ten Commandments. "Thou shalt not kill" was too obscure. So it was shortly followed by the Mosaic Law: clear message: Those who kill, is also killed. Eye for eye, tooth for tooth. Now everything was clear. It was so ordained by God to the culture change? No! The system was based on force.

So, after the trip back into the past to the problems of enterprises and business leaders. They proclaim the values and the employees there take note. Changes to what? Not really. The mere announcement brings nothing. It is also the model of management is one of them and a little bit of coercion, such as a tantiemerelevante Goal setting on company values. Then it would work ... wonder managers and believe that's still nothing. Why the staff are so stubborn and stupid? They are not at all. All too often I have seen it that during the project or projects "values change" - Maintaining meet everyone, especially the leaders with respect, openness, value employees - yes, sometimes not enough as a project. The whole thing is taught to them in the context of workshops and the leaders carry the message to its employees continue. They are also obliged to take measures for strengthening the values and regular To create values reports. Everyone wants to be in the course of enterprise-wide project, the best Werteverkünder. Wing beat, without actually leaving the ground. If the project is over, the leaders caught again trying to tear each other apart, not begrudge the other even for a budget of € more, each is afraid of losing influence, everyone wants to achieve its objectives (costs). Short-term thinking sets in again. And the people see it and rightly wonder. "Why should I change?"

" The question of culture has the capacity to annoy anyone seriously interested in the topic " - J. Martin

After two years, notes the company's management, that almost all know the values, albeit, but hardly any of it. Without the strong reflection of past events or a decided cause analysis for the lack of acceptance of a new culture change project will be lifted out of the baptism. The project scheme is almost identical to that of the previous projects, thus the result. I'll tell you certainly nothing new, but it must be said. The value of employees feeling is not limited to the company. There are people, not machines. People are shaped by their socialization, by their environment, mostly by her family. My family has been involved have never been to a cultural change project. Why not? Why is Cultural change also always imposed from above? Why not simply reward or promotes the company desired behaviors? Optimal working conditions, awards such as "Employee of the Month", offering training, provision of budget for the evening of bowling department, etc. That is always cheaper than a company-wide major project. I admit, but it is not as high profile.

In culture, the principle is constant dripping wears away the stone. Unfortunately, much too often poured millions of cubic meters of water within seconds of the stone. The stone is wet for a short time, but a hole? No way! Short-term thinking and cultural change that simply does not fit together .

process and information management

Polishing Aircraft Properller

What ugly brides and shells have in common

Dear Reader,

in my last blog entry I had mentioned the name of a nostalgia-known board game: "Overtaking without catching up." After careful consideration and discussions with my colleagues, I concluded that: Overtaking without catching that applies to the culture of many companies. As I come to this conclusion. We live in a market economy, money rules the world. Profit would have the lofty goal of each company respectively of each company be better, market Darwinism, or "survival of the fittest "or" survive the best. " Better at any cost, even at the release of staff. Nice concept, that does not sound as negative as termination. But something of property abandonment. You, workers belong to me, you're a production factor, if I do not need you, I let you free. But the thousands of jobs at risk, which is currently in the press and on talk radio, only the consequence of a corporate culture that focuses on shareholder value. Almost like America's Next Top Model. You have to be sexy as a company. What do you judge the sex appeal of a woman? Of course, to appearances, what we see (n). "You're too fat." Clear statement of the model coach. "You have too high a cost, you need to slim down." Clear statement of shareholders.

And the end of it: The strategy, or rather tactics (. Is a strategy, a more long-term well-planned aiming for an advantageous position or a target) of the companies is to this claim with increasing frequency (now typically up to the submission of the next quarterly figures to meet). Win, yes, that comes first, but then your away all fat pads, body mass index < 19. Also wird auf Teufel kommt raus gespart, gekürzt, verzichtet. Von diesem Kurzfristdenken u.a. betroffen: Projekte, wobei die schon gar nicht mehr diesen Namen verdienen. Heute spricht man schon mal gerne von Initiativen. Die können als singuläre Entscheidung existieren und sind, bevor man sie wahrnehmen konnte auch schon wieder vorbei. Denn es geht doch gar nicht mehr um das Wesentliche, nämlich darum, Ursachen für Probleme zu identifizieren und abzustellen. Nein, Quick Wins müssen her, pronto, möglichst schnell, am besten sofort, quick eben. Die Braut - die sonst keiner haben wollte - muss hübsch gemacht werden, Schleier drüber, vor den Altar und hoffentlich ein beiderseitiges „Ja, ich will“ von Aktionär und Unternehmen. Und dann – aaah, alle sind glücklich, haben Tränen der Rührung in den Augen. Bitte noch rasch ein paar Fotos als Erinnerung. So gut werden wir nie wieder aussehen … aber vor der Hochzeitsnacht bitte nicht den Schleier heben, was wäre das für ein Schock. Als großer Grimm-Fan empfehle ich hierzu das Märchen „Jungfrau Maleen“ unter http://www.maerchenlexikon.de/khm/khm-texte/khm198.htm.

Another very interesting effect. The employee, himself a cost factor and thus potentially at risk, lapse in a similar pattern as the companies in which they work. I show people is required to my boss that I'm the one irreplaceable and utilized for the second entirely. to cut for me would be a fatal mistake. So in practice all operational stress. But in the end everything just hot ticket, air, great packaging, few or no content. You feel almost in the 1st Century AD added. Thus, the Roman emperor Caligula did not have to return home as a big loser from his Britain campaign, he was at that time his troops on the beaches of the English Channel to collect sea-shells, which suggest an exotic spoils of the surgical outcome should be. Back in Rome followed by the obligatory victory parade. Today that would be the annual general meeting of a listed company. Of course, surgical stress often serves as a guise for other problems, such as a lack of strategy, lack of leadership, is for construction, as well as process-organizational confusion, for any errors, ...

The effect in each case the same. It is frantically beating its wings without actually leaving the ground. One has forgotten how to fly, but it looks more professional or sexy, even if the bill does so as if one could fly. Such an employee can not be free but simply put, many believe, yet they are released. Positive counter-example from nature complacent? Ants, small but perfectly formed. A true chaos, but not all - though of limited intelligence, or perhaps because of it - serve their own needs without regard to the broadly and that with a system. Some look for food, others defend the search for food and the colony. Still others, actually only one, namely, the queen lays the eggs, while others care for their young. Clear procedures, clear responsibilities, clear interfaces - 100 percent effective and efficient, clear strategy "We want to multiply and survive us." One would think that for Undertakings. Unfortunately, the reality is often a different picture.

process and information management