Ziele der Organisationsentwicklung © GaudiLab/shutterstock.com

Ziele der Organisationsentwicklung: Mensch, Markt und Unternehmen gerecht werden

Organisationsentwicklung ist ein inhaltlich flexibler Begriff. Eine Firma oder auch nur eine einzelne Abteilung kann sich schließlich in vielfältiger Weise verändern. Es sind die Ziele der Organisationsentwicklung, die Vorgaben darüber machen, wie sich beispielsweise ein Unternehmen konkret verändern sollte. Die Ziele müssen deshalb einen schwierigen Spagat meistern: Einerseits müssen sie den vielfältigen Veränderungsmöglichkeiten Rechenschaft zollen. Andererseits müssen sie auf einem realistischen Fundament stehen. Entscheidend sind deshalb die Zusammenhänge.

Einführung: Die grundsätzlichen Ziele der Organisationsentwicklung

Prinzipiell geht die Organisationsentwicklung davon aus, dass sie als Konzept nur dann zum Einsatz kommt, wenn ein Mangel besteht, den es zu beheben gilt. Vereinfacht gesagt: Wenn Ihr Unternehmen ausgezeichnet am Markt positioniert ist, zufriedene Mitarbeiter hat und zukunftssichere Produkte anbietet, werden Sie nichts ändern wollen. Die Ziele der Organisationsentwicklung setzen deshalb an den Stellen ein, an denen eine Firma oder auch eine bestimmte Abteilung in irgendeiner Form Schwierigkeiten haben kann:

  • Mitarbeiterzufriedenheit
  • Unternehmenseffizienz
  • Marktfähigkeit

Schon auf den ersten Blick lässt sich allerdings erkennen, dass diese drei Bereiche eng miteinander verbunden sind. Verbessert sich beispielsweise das Arbeitsklima, führt dies zu einer effizienteren Arbeit. Die Ziele der Organisationsentwicklung müssen diesen Zusammenhang berücksichtigen. Wer externe Berater ins Unternehmen holt, erlebt deshalb häufig einen überraschenden Effekt: Die Experten setzen beispielsweise bei der Mitarbeiterzufriedenheit an, um dadurch eine bessere Unternehmenseffizienz und schließlich eine möglichst gute Marktfähigkeit zu erreichen.

Ein genauerer Blick auf die drei Teilbereiche der Ziele der Organisationsentwicklung soll diese Zusammenhänge verdeutlichen.

I. Mitarbeiterzufriedenheit: Humanisierung des Arbeitslebens

Überraschenderweise ist es mancherorts noch immer umstritten, ob zufriedenere Mitarbeiter tatsächlich effizienter arbeiten. Die Organisationsentwicklung bejaht dies jedoch eindeutig. Sie geht davon aus, dass für jede Veränderung erst einmal Widerstände in der Belegschaft überwunden werden müssen. Deshalb schreibt sie als generelles Ziel eine Humanisierung des Arbeitslebens vor. Zufriedene und in die zukünftige Entwicklung eingebundene Mitarbeiter sind eher bereit, Veränderungen mitzutragen. Sie werden von Gegnern der Organisationsentwicklung zu ihren Verbündeten. Die Humanisierung des Arbeitslebens lässt sich je nach Fall auf unterschiedliche Arten erreichen, beispielsweise:

  • Förderung menschengerechter Arbeit, z.B. durch bessere Ausstattung der Arbeitsplätze.
  • Verbesserung des Betriebsklimas durch Teambuilding-Maßnahmen.
  • Einführung von effizienten Feedback-Strukturen, durch die Arbeitnehmer ihre Sorgen/ Vorschläge/etc. mitteilen können und auch gehört werden.
  • Transparente Entscheidungsprozesse in allen Bereichen, welche die Mitarbeiter direkt betreffen.

Im Rahmen der Ziele der Organisationsentwicklung nimmt die Mitarbeiterzufriedenheit bzw. die Humanisierung des Arbeitslebens so gleich eine Doppelrolle ein. Einerseits ist sie die Basis, um ein Unternehmen neu aufzustellen und beispielsweise effizienter arbeiten zu lassen. Andererseits kann es aber auch darum gehen, etwas für die Mitarbeiter zu tun, um auf diese Weise künftigen Problemen vorzubeugen. Denn unter einem schlechten Betriebsklima leidet beispielsweise mittel- und langfristig die Qualität der Arbeit.

II. Unternehmenseffizienz: Für die beiden anderen Ziele bedeutsam

Unternehmenseffizienz ist ein selbstverständliches Ziel für jede Firma. Schließlich arbeiten Sie nur dann auch rentabel. Im Rahmen der Ziele der Organisationsentwicklung kommt der Unternehmenseffizienz aber eine Doppelrolle zu. Sie ist das Verbindungsstück zwischen der Mitarbeiterzufriedenheit und dem Versuch, den Anforderungen des Marktes gerecht zu werden. Der zweite Aspekt wurde bereits angerissen: Nur, wer rentabel arbeitet, kann auf Dauer am Markt bestehen. Und möglichst rentabel arbeiten Sie eben nur dann, wenn die Unternehmensprozesse effizient ablaufen.

Was jedoch weniger bekannt ist: Auch Mitarbeiter fordern effiziente Arbeitsabläufe stillschweigend ein. Hierfür ist der Wunsch nach der Sinnhaftigkeit der eigenen Tätigkeit maßgeblich. Generell gilt beispielsweise: Angestellte, die das Gefühl haben, ihre Zeit zu verschwenden, sind frustriert. Darüber kann sie auch ein gutes Gehalt nicht hinwegtrösten. Wer arbeitet, möchte den Mehrwert der eigenen Tätigkeit wahrnehmen. Der „Glücksatlas“ der Universität Freiburg hat dafür ein interessantes Forschungsergebnis geliefert: Laut dieser Studie sind Menschen, die mehr arbeiten, als sie eigentlich möchten, zufriedener als solche, die sich unterbeschäftigt fühlen.

Ein Grund für ein schlechtes Betriebsklima kann mangelnde Effizienz in den Abläufen sein. Diese wirkt sich schließlich auch auf den Markt aus. Die Organisationsentwicklung setzt deshalb häufig hier an, um beide Probleme zugleich zu lösen.

Teilziele dieses Bereichs sind:

  • Generell höhere Produktivität
  • Steigerung der Problemlösungskompetenzen der Mitarbeiter
  • Wertsteigerung einzelner Produkte
  • Transparente Verantwortungsbereiche („Von wem hängt was ab?“)
  • Gestiegene Wahrnehmungsfähigkeit der Führungskräfte für nichteffiziente Abläufe

III. Marktfähigkeit: Das ultimative Ziel der Organisationsentwicklung

Bei der Organisationsentwicklung geht es letztendlich immer darum, eine möglichst gute Marktfähigkeit zu erreichen. Abgesehen von effizienten Abläufen und zufriedenen Mitarbeitern geht es dabei beispielsweise auch um die Innovationsfähigkeit des Hauses. Betrachtet man alle Ziele der Organisationsentwicklung, so ist die Marktfähigkeit am schwierigsten zu erreichen. Sie verlangt (vermutlich) die größten Eingriffe, die häufig zugleich Rückwirkungen auf die beiden anderen Bereiche haben.

Als Beispiel: Ihre Konkurrenten produzieren innovativer als sie. Sie halten dies für ein Ergebnis mangelnder Effizienz Ihrer Unternehmensstruktur. Sie bauen deshalb eine neue Forschungsabteilung auf und ziehen Experten aus anderen Abteilungen ab. Eventuell leidet darunter die Effizienz der Arbeit in den übrigen Abteilungen. Möglicherweise verschlechtern Sie auch das Betriebsklima, weil Sie gewachsene Teams auseinandergerissen haben. Statt Ihre Marktfähigkeit zu verbessern, verschlechtern Sie diese mittel- und langfristig.

Bei jeder Maßnahme, die im Hinblick auf eine verbesserte Marktfähigkeit unternommen wird, muss deshalb zuerst deren Einfluss auf die beiden anderen Ziele untersucht werden. Insbesondere Anpassungen an sich verändernde Märkte sind deshalb schwierig. Zahlreiche Unternehmen scheitern an dieser Aufgabe, weil sie die Rückwirkungen auf die anderen Ziele nicht bedacht haben.

Fazit: Ganzheitlicher Blick, um im Detail ansetzen zu können

Die Ziele der Organisationsentwicklung schreiben also vor, dass Sie die Strukturen des Unternehmens, der Abteilung bzw. der Einheit vollständig in den Blick nehmen müssen, um im Detail Veränderungen anstoßen zu können. Nur, wer sich der Rückwirkungen auf die sonstigen Unternehmensbereiche bewusst ist, kann die Organisationsentwicklung wirklich erfolgreich einsetzen.

Fotoquelle Titelbild: © GaudiLab/shutterstock.com

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