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Information, organisation och ledarskap: några teorier och
modeller
Leif ÅbergCommunicare
17.5.1999
informationorganisation
ledarskap
Hur integrerar maninformations-
verksamheten iorganisationens
övergripandemission och verksamhet?
Vad innebär egentligenett strategiskt informationsarbete
och hur kan det leda fram till ökad effektivitet och realiserande
av organisationens övergripande mål?
Hur bör informationsenheten vara organiserad och
vilken kompetens bör den besitta?
informationorganisation
ledarskap
Hur integrerar maninformations-
verksamheten iorganisationens
övergripandemission och verksamhet?
Vad innebär egentligenett strategiskt informationsarbete
och hur kan det leda fram till ökad effektivitet och realiserande
av organisationens övergripande mål?
When skilled and knowing people are getting committed, the organization should be able to direct the surfacing
energy to a desired direction.
For this, a good strategy and enthusiastic communications are
needed!
”A group without goals is like a herd of mustangs galloping on a prairie.
There is speed, sure, but no direction.”
Erkki Tikkanen, a well-known Finnish manager, to the personnel of Labsystems Ltd.,
after having been called in to save this corporation from a crisis
Management
It is about directing the resourcesto direct, there has to be a directionresource= a potential that can be usedcan be used, but is not necessarily used
effectivelya direction, where to? To the future!But future is in the mind of the beholderkey concept: visioning, and sharing a
common vision
Group synergy
A work group, in a synergic phase produces new, creative solutions in a positive manner: the members enjoy being synergic
synergic processes make tacit knowledge and tacit skills to surface
”I accept this goal or task and I will give my best
to help to fulfill it.”
Vision has been internalized.
Visions
to build a solid vision, the organizations must combine managerial processes and processes that emerge from human activities
metaphor: a kite!
The art of flying a kite:the kite will fly,
if it is windy, and
if one, running against the wind, manages to bring about the essential initial driving force
Once the kite is up,
it is vital to maintain an active balance between managerial processes and processes related to human behavior
This active balancing is achieved through communication
VISIONLEGITI-
MACY
CORPORATE
CULTUREGROUP DYNAM
ICS
INDIVIDUAL DYNAMICS
B
USINESS
IDEA, M
ISSIO
N
STRATEGY
GROUP AND
TEAM G
OALS
TASKS
Åberg’s Kite
LEGITI-
MACY
CORPORATE
CULTUREGROUP DYNAM
ICS
INDIVIDUAL DYNAMICS
B
USINESS
IDEA, M
ISSIO
N
STRATEGY
GROUP AND
TEAM G
OALS
TASKS
COMMUNICATION
Åberg’s Kite
VISION
LEGITI-
MACY
CORPORATE
CULTUREGROUP DYNAM
ICS
INDIVIDUAL DYNAMICS
B
USINESS
IDEA, M
ISSIO
N
STRATEGY
GROUP AND
TEAM G
OALS
TASKS
COMMUNICATION
Åberg’s Kite
MANI-MANI-FESTAT-FESTAT-ION OFION OFVISIONVISION
SCAN-SCAN-NINGNING
COM-COM-MUNI-MUNI-CAT-CAT-INGINGCHAN-CHAN-GEGE
VISION
COMMUNICATION
Åberg’s Kite
MANI-MANI-FESTAT-FESTAT-ION OFION OFVISIONVISION
SCAN-SCAN-NINGNING
COM-COM-MUNI-MUNI-CAT-CAT-INGINGCHAN-CHAN-GEGE
VISIONManifestation of vision: building up the core story of the
organization
Communicating
change: Communications that a) bring about change and b) describe it.
Scanning: the recognition of the first weak signals of essential external and internal changes as early as possible, in order to make corrective action possible
Manifestation of vision
the people should be able to see themselves in the vision
• when Martin Luther King once said ”I have a dream” and when hundreds of thousands of people listened to that, moved, they did not think: ”this Martin, what a great vision he has”, but saw themselves as a part of that vision, and it was this that emotionally shook them
”sharp on edges, blurred in the center”vision is deliberately blurred, yet it
shows the direction
Tools for Revealing the Vision
core story links the past with the future and defines the current position
strategic keywords: using, e.g., a 3x3x3-diagram
strategic core messages: elaboration of the strategic keywords
slogan: one core message, used for identification of the company
emblem: e.g., logo+name, or an auditive emblem
VISION
MISSION
GOOD HERITAGE
INTERNAL LEGITIMACY
EXTERNAL LEGITIMACY
Core Story
VISION
MISSION
GOOD HERITAGE
Core Story:
S-Group
The S-Group has alwaysplayed an important rolein the social and economic development of Finland.It has been innovative and responsive to the challengesof the time
The S-Group has alwaysplayed an important rolein the social and economic development of Finland.It has been innovative and responsive to the challengesof the time
Today, through customer-ownership, chain operationsand efficient structures, theS-Group uses its influenceto make living in Finland less expensive and richer in quality
Today, through customer-ownership, chain operationsand efficient structures, theS-Group uses its influenceto make living in Finland less expensive and richer in quality
The S-group continues to develop the cooperative form of enterprise best suited to theneeds of the peoplein order to produce a morehumane direction in the development of the free-market economy
The S-group continues to develop the cooperative form of enterprise best suited to theneeds of the peoplein order to produce a morehumane direction in the development of the free-market economy
this is openedusing a 3x3x3-
diagram
”Your benefits in Finland”
Customer-ownership
Unique structure Efficiency
You can influenceYou receive benefits
You’re workingfor good cause
Logistics
Chains
Personnel
Regional NationalNetworks
A 3 x 3 (x 3) Diagram
B) Scanning
the recognition of the first weak signals of essential external and internal changes as early as possible, in order to make corrective action possible
environmental and internal scanning
Trends
Randomfluctuation
Environ-mental
responsesto ouractions
?
Scanning
1 Recognitionof possible sources
of essentialweak signals
2 External andinternal
monitoring
3 Interpretation4 Recommendations
for actions
5 Taking action
6 Control ofconsequences
time
Balance
Transformation
Control Chaos
Enhance Perturb
AttractExcite
Task centered change
Communicating change
future:”times of
turbulence”presentpast:
”good old times”
A dynamic model of organizational change
Revolution: VISION
Evolution: VALUES
Balance
Transformation
Control Chaos
Enhance Perturb
AttractExcite
Task centered change
Robin M. Rowley & Joseph J. Roevens:Organize with Chaos. Lint 1996
Bringing about change á la Rowley & Roevens
Enhance: create an atmosphere that enhances risk taking, cooperation, and self-organizing behavior
Perturb:”shake” the organization out of its current orbit: create a controlled state of uncertainty -> self-organization begins
Attract:bring about emotional commitment, in order to produce the critical mass needed for change
Excite:create an emotional state that excites people, this gradually leads to a higher level of order
Enhance: create an atmosphere that enhances risk taking, cooperation, and self-organizing behavior
enhance risk taking and self-organizing behavior
manifestation of vision
key strategic concepts
allow experimenting
stress the value of customerhip, service, and competition
define and surface internal values
enhance free cooperation and communication
create a constructive feedback system
Perturb:”shake” the organization out of its current orbit: create a controlled state of uncertainty -> self-organization begins
abandon old status symbols, rituals and rules
emphasize positive criticism
emphasize open communications at all levels
question old ways: ask ’why’ and ’what if’
pick to the front line the ”true rebels”
throw in ”impossible” professional challenges and make them ”pro-jects of national pride”
use benchmarking and scanning to detect signals of change
Attract:bring about emotional commitment, in order to produce the critical mass needed for change
motivate and bring about commitment
ask all the time the synergic groups to argue and to reason their new ways of doing things
enhance new symbols and rituals, created by synergic groups
use creative problem solution techniques
Excite:create an emotional state that excites people, this gradually leads to a higher level of order
create excitement over things being done ”the new way”
allow outbreaks, bursts of excellence
reward top performance
tell stories about top teams and synergy
bury with dignity old ways of doing things
make the new ways of doing things part of the new vision
Scanning as a part of the knowing cycle
streams of experience
Sense making
shared meanings
Knowledgecreating
Decisionmaking
new knowledge,capabilities
goal-directed,adaptivebehavior
Choo, C.W., The KnowingOrganization. New York 1998
streams of experience
Sense making
shared meanings
Knowledgecreating
Decisionmaking
new knowledge,capabilities
goal-directed,adaptivebehavior
scanning
latency
Choo, C.W., The KnowingOrganization. New York 1998
Scanning as a part of the knowing cycle
Latency
the time between the observation of those weak signals that have to be taken into account and the execution of decisions made on the basis of these signals
Zero latency enterprise
a concept created by Gartner groupan organization with instant, real-time
decision makinga theoretical concept, similar to the
concept of absolute zero temperaturea zero-latency enterprise has to
possess tolerance for erratic decisions
years”the one who knew” travelled
monthstransportation means
weeksmail messengers
daystelegraph
hourstelefax, telephone
0new information technology
zero latency enterprises
informationorganisation
ledarskap
Hur integrerar maninformations-
verksamheten iorganisationens
övergripandemission och verksamhet?
Vad innebär egentligenett strategiskt informationsarbete
och hur kan det leda fram till ökad effektivitet och realiserande
av organisationens övergripande mål?
Hur bör informationsenheten vara organiserad och
vilken kompetens bör den besitta?