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, asserts that the primary cause of many business failures is not the fault of individual managers or teams, but rather the underlying organizational structures. She explains that when a company's transformation process or new project fails, it is often quickly attributed to the responsible leader or team, despite the fact that it is usually the organization's structures that are at fault.
This tendency to blame people rather than structures is referred to as "Strukturschutz," meaning structural protection.
Muster notes that organizations often resort to implementing new methods, such as agile practices or Scrum, or focusing on data and metrics as a quick fix to turn things around. However, she emphasizes that these measures, while potentially helpful, are not a substitute for addressing the fundamental issues with the organization's structure.
She also highlights the importance of considering the organization from three different perspectives: the public-facing side, the formal side (including roles, success metrics, hierarchies, and established processes), and the informal side (the culture and practises that emerge outside of formal structures). She finds that these three sides often work against each other, with the formal side occasionally failing to properly address issues that arise on the informal side.
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