Management: „Ich halte die Purpose-Debatte für überhöht“
Die Organisationssoziologin Judith Muster forscht dazu, warum Prozesse und Projekte in Unternehmen scheitern. Im Interview erklärt sie, weshalb daran selten bloß die Führungskräfte schuld sind.
Judith Jules Muster, an organizational sociologist, argues that when a company faces failure, such as in a transformation process or new project, the blame is often placed on the individuals involved. She says that this is often because the structures of the organization are at fault. "Strukturschutz" is the name for this tendency to protect the structures of an organization, which can be difficult and time-consuming.
Instead, organizations often choose to replace the responsible person or give them expensive coaching. This is not the only incorrect shortcut reaction. Muster observes that many companies turn to new methods and claim they are becoming more agile, or implement Scrum. Others focus on data, believing that collecting the right numbers will get business back on track.
They try to introduce new KPIs in other areas of the organization, or create competition among employees based on metrics. While these measures can be helpful, they are not a substitute for a good organizational structure. Muster's research highlights the importance of looking closely at organizations and identifying where the formal structures differ from the actual, lived practices.
Many behaviors that appear to be rule-breaking are actually solutions to problems in the formal structure.
Written by urgent.news from Handelsblatt's reporting — not their text. Machine-written — may contain errors; check the original before relying on it.
