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Was hat Relevanz für Employability und Gesundheit

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Haltung, Verhalten und Unternehmenskultur als Indikatoren für Employability

Leitungsarbeit und kooperatives partnerschaftliches Leitungsverhalten ist für den Aufbau und die Erhaltung leistungsfähiger Organisationsstrukturen fundamental. Diese beeinflussen betriebliche Gesundheitsförderung, Gestaltung von Organisations- und Lernkultur sowie die individuelle Entwicklung von Gesundheit bei MitarbeiterInnen und sind für den ökonomischen Erfolg zentrale Größen, wie Eisner und Wirsing (2011) in einer Studie aufzeigen konnten.

Schon bei Netta (2009, S. 71-89) wird eine zentrale Erkenntnis für Employability auf den Punkt gebracht. Wenn es um gesunde Organisationen und um gesunde Mitarbeiter/innen geht, dann sind nicht die medizinischen Interventionen die effektivsten. In erster Linie wirksam sind:
•    partnerschaftliches Leitungsverhalten bzw. eine
•    partnerschaftliche Unternehmenskultur.
Als die maßgeblichen Faktoren stellten sich heraus: die Mitarbeiterorientierung der Geschäftsleitung und deren transparenter Umgang mit der Geschäftsstrategie, die Entwicklung und Weiterbildung der Mitarbeiter, sowie – als am wichtigsten benannt – die Möglichkeit von Selbstverwirklichung und das Erleben von Autonomie bei der Arbeit. Diese Kriterien bewirken in günstiger Ausprägung eine hohe Identifikation mit der beruflichen Aufgabe und dem Unternehmen selbst. Sie führen so indirekt zu einer hohen Arbeitszufriedenheit, welche, wie aus Metastudien bekannt ist (Faragher, Cass & Cooper; 2005), eine der wichtigsten Indikatoren für Leistung und Gesundheit ist. Zufriedenheit mit der Arbeitssituation die sich durch hohe Identifikation und Loyalität auszeichnet ist somit für Leistungsfähigkeit im Allgemeinen und Speziellen unabdingbar.

Eisner & Wirsing (2008) gehen davon aus, dass Motivation, Leistung und gesundheitliche Befindlichkeit sich gegenseitig bedingen. Bedeutsam sind dabei auch das Ausmaß der individuellen Resilienz und das Erleben von Kohärenz, wie dies im Modell der Salutogenese beschrieben wird. Wie Kromm und Frank (2009, S. 17-23) feststellen, sind rund 80 % der Beschwerden werktätiger Menschen nicht primär auf organische Ursachen zurückzuführen. Die zentrale Ursache für eine ungünstige Lage des Gesundheitsstatus in einer Organisation ist unangemessenes Sozialverhalten. Dabei kommt dem Leitungsverhalten eine zentrale Bedeutung zu. Ein hilfreicher Zugang für Leitungskräfte ist oft, ihre eigene Situation zwischen Funktion, Rolle und Position zu differenzieren (vgl. Eisner 2009, 2010). Dies ist ein inhaltlicher Punkt, der in Workshops und Seminaren zum Thema Lebensphasenorientierte Arbeitsorganisation immer wieder als hilfreiche Orientierung erlebt wird.

Was sich im Rahmen der oben angesprochenen Studien als relevant herausstellte, konnten Eisner und Wirsing (2011) in einer Untersuchung in Zusammenarbeit mit einem international agierenden österreichischen Industriebetrieb bestätigen und mit neuen Erkenntnissen ergänzen. In der Voruntersuchung für das Projekt zur Verbesserung der Employability konnten die beiden Autoren folgende Zusammenhänge deutlich machen:

Mit zunehmend Alter erleben die Mitarbeiter/innen des untersuchten Betriebes weniger Arbeitszufriedenheit. Ziel war es zu erforschen, welche Einflussgrößen die Arbeitszufriedenheit bestimmen, um relevante Hebel für die operative Leitungsarbeit ausmachen zu können. Dabei zeigte sich, dass
•    die wahrgenommene Gesundheitsförderung durch den Betrieb,
•    die individuelle Unterstützung bei der beruflichen Entwicklung,
•    das Erkennen einer klaren berufliche Perspektive,
•    sowie erlebte Autonomie (berufliche Entfaltungsmöglichkeiten)
•    und Sicherheit im Beruf
die größten Effekte mit hoher Signifikanz aufweisen. Allesamt sind Indikatoren, die in erster Linie durch Leitungsverhalten beeinflusst und gesteuert werden. Diese Erkenntnisse bestätigen somit die Ergebnisse vorangehender Studien. Zusätzlich liefern sie im exemplarisch angeführten Kontext wertvolle Informationen, um die Maßnahmen in der Ausbildung der Leitungskräfte besser abstimmen und optimieren zu können.

Zentrales Fazit, wirtschaftlicher Erfolg und betriebliche Gesundheitsförderung, insbesondere im Sinne eines partnerschaftlichen Leitungsverhaltens, gehen Hand in Hand und stellen keine unvereinbaren Gegensätze dar.

Eine „gesunde Organisation“ fördert damit auch die individuelle Gesundheit der in ihr und für sie tätigen Menschen. Gesund in Bezug auf eine Organisation heißt, Balance halten zwischen Sinn, Zweck und Werten, die sich am menschlichen Maß orientieren sollen sowie den dazu stimmig gelebten Haltungen und Handlungen. In diesem Sinne unterstützt das Konzept LAO® (Lebensphasenorientierte Arbeitsorganisation, Eisner & Wirsing, 2009) Prozesse im Bereich Human Resources und Organisationsentwicklung bei der Optimierung der Employability von Menschen in ihrem Arbeitsumfeld.

Autor: Mag. Dr. Josef Eisner (2012)

Literatur:
Eisner, J. & Wirsing, K. (2008). Resilienz und Salutogenese in sinntradierten sozialen Systemen. Was Gesundheit mit Leitungsverhalten zu tun hat. Unveröffentlichtes Manuskript.
Eisner, J. & Wirsing, K. (2009). Lebensphasenorientierte Arbeitsorganisation®. Verfügbar unter: http://lao.co.at [Datum des Zugriffs: 22. März 2012]
Eisner, J. & Wirsing, K. (2011). Zusammenfassung Untersuchungsergebnisse. PALplus. Unveröffentlichte Studie im Rahmen eines FGÖ (Fonds Gesundes Österreich) Projektes.
Eisner, J. (2009). Funktion und Rolle. Verfügbar unter: http://www.eisner-elearning.at/blog/2009/03/30/funktion-versus-rolle/ [Datum des Zugriffs: 22. März 2012]
Eisner, J. (2010). Funktion, Rolle und Position. Ein Versuch der vertiefenden Abgrenzung und Definition. Verfügbar unter: http://www.eisner-elearning.at/blog/2010/06/24/funktion-rolle-und-position/ [Datum des Zugriffs: 22. März 2012]
Faragher, E.B., Cass, M. & Cooper, C. (2005). The relationship between job satisfaction and health: a meta-analysis. Occupational and Environmental Medicine, 62, 105-112.
Kromm, W. & Frank, G. (Hrsg.), (2009). Unternehmensressource Gesundheit. Weshalb die Folgen schlechter Führung kein Arzt heilen kann. Düsseldorf: Symposion.
Netta, F. (2009). Gesunde Mitarbeiter – Gesunde Bilanz. Betriebliches Gesundheitsmanagement wird zur strategischen Aufgabe. In W. Kromm & G. Frank (Hrsg.), Unternehmensressource Gesundheit. Weshalb die Folgen schlechter Führung kein Arzt heilen kann (S. 71-89). Düsseldorf: Symposion.

eLearning in PE-Projekten

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eLearning in PE-Projekten

eLearning als ein Element organisationsbezogenen Bildungsmanagements und Teil erfolgreicher Blended-Learning (BL) Konzeptionen

Was versteht man unter Blended Learning

Bei BL wird versucht, unterschiedliche Instrumente und Vorgehensweisen der Wissens-Vermittlung sinnvoll zu verknüpfen. Je nach Absicht und Ziel einer Weiterbildung kommen traditionelle Präsenzveranstaltungen (Seminare, Trainings, Workshops, etc.), Peerguppen als Lerngemeinschaften oder die Instrumente EDV und WEB gestützte Medien zum Einsatz. Insbesondere die Werkzeuge des WEB 2.0 haben sich im Bereich des BL etabliert (Wikis, Containtmanagment, Foren, Chats, Blogs, etc.). Ziel ist es, durch das vielschichtige Vergemeinschaften des Lernens und dem Intensivieren des Erfahrungsaustausches den Lerngewinn zu erhöhen. Mitunter liegt ein gewichtiger Vorteil des BL in der teilweisen Unabhängigkeit der Lernaktivitäten von Ort und Zeit.

Zu überwindende Klippen

In der Realität sind bei der Umsetzung von eLearning-Strukturen einige zentrale Herausforderungen zu meistern. Sie sind entscheidend für das Gelingen von eLearning gestützten Lernprogrammen. Dazu zählt: a) Das Beachten der Spezifität firmeninterner Prozesse und Strukturen; b) Vorkenntnisse und Einstellungen der Lerner-Zielgruppe; c) Eignung der Inhalte für diverse didaktische Instrumente. Diese Punkte sind bereits im Vorfeld zu bewerten und bei der Erstellung von Bildungskonzepten zu berücksichtigen. Z.B. beim Design der adäquaten WEB 2.0 Werkzeuge oder der Durchführung geeigneter Evaluation oder lernfördernden Feedbacks.

Wie gewohnt widmen Sie sich in der ersten Phase der Analyse und Planung. Hier fokussieren Sie auf eine möglichst detaillierte Definition der Entwicklungs- und Lernziele. Dies erreichen Sie, wenn alle Beteiligten und  Interessensgruppen in die Konzeptionierungsphase miteingebunden werden. Das optimale Commitment zwischen Vorgesetzten, Kollegen, Mentoren und Lernenden ist nur zu erreichen, wenn die unterschiedlichen Interessenslagen möglichst gut in direkter oder indirekter Weise integriert werden.

Weiters müssen sich die Beteiligten über die notwendigen Voraussetzungen einer eLearning-Struktur Klarheit verschaffen. Dazu sind folgende Fragen zu beantworten:

  • Sind Führungskräfte und MitarbeiterInnen gegenüber EDV gestützten Lernprogrammen aufgeschlossen?
  • Welchen Stellenwert wird Lernen und Wissen im Rahmen der Organisation beigemessen?
  • Wie viel zeitliche und finanzielle Ressourcen stehen für das jeweilige Bildungsvorhaben zur Verfügung?
  • Wie können die technischen Voraussetzungen für BL und insbesondere für eLearning geschaffen werden?
  • Wie müssen Lerninhalte aufbereitet werden, und wie sind diese für die unterschiedlichen Zielgruppen didaktisch zu gestalten?
  • Wie ist der Lernprozess zu gestalten, dass der Wissenserwerb möglichst praxisnahe und umsetzungorientiert erfolgen kann?

Die Erfolgsfaktoren der Planungsphase sind zusammengefasst die Analyse der Beschaffenheit des Unternehmens und die Abstimmung der didaktischen Konzeption auf die Lernenden und die Lernziele. Die Realisierungsphase ist bestimmt durch die Erstellung der passenden eLearning Werkzeuge und die Durchführung der eigentlichen Bildungsmaßnahme. Entscheidend ist dabei, die erarbeiteten Kernargumente aller Interessenspartner in die Entwicklung des Lernprogramms einzubeziehen. Dazu zählen folgende Bereiche:

  • Konfiguration der IT-Voraussetzungen (PC Verfügbarkeit, Programme, Ton, Flash-Player, etc.)
  • Abstimmung der Didaktik
  • Verfügbare Lernressourcen (Raum, Zeit, Unterstützung, Literatur, etc.)
  • Anbindung des Lernprojekte/Lernprogramms an das Tagesgeschäft (Rückmeldung, Umsetzungsorientierung, …)

Die  Evaluation eines eLearning unterstützten BL-Projektes soll bereits ab Beginn der Planung mitgedacht werden. Evaluation versteht sich hier als lernförderliches unterstützendes Feedback während eines BL-Projektes, um notwendige Korrekturen zeitgerecht durchführen zu können. Am Ende eines Lernprogramms sollte dies so gestaltet sein, dass der Lernende einen stimmigen Überblick über erworbene Kenntnisse, Fähigkeiten und Kompetenzen erhält. Und im betrieblichen Kontext soll Feedback immer auch im Sinne der Anschlussfähigkeit des zu erwerbenden und erworbenen Wissens an die reale Berufstätigkeit erfolgen.

eLerning zu nutzen um betriebliche Lernumgebungen effektiver und flexibler zu gestalten ist eine sinnvolle Weiterentwicklung betrieblichen Bildungsmanagements. Ob seiner Modernität bleiben aber die zentralen traditionellen Faktoren für erfolgreiches Lernen im Hintergrund weitherhin die dominanten Einflussgrößen. Insbesondere ist damit die Anstrengungsbereitschaft (Lernwille), die Reflexionsbereitschaft (nachdenken über die eigenen Lernwege und Lernhandlungen) und die allfällige Anpassung der Lernaktivitäten gemeint. Zeitgemäße Rahmenbedingungen für Lernen beinhalten aber auf jeden Fall die Komponenten die BL umfasst.

© 2010 Mag. Dr. Josef Eisner

(Ein Beispiel einer WEB 2.0 Lösung [moodle] sehen Sie unter http://eisner-elearning.at/moodle190/moodle)

MDL – ein Modell der Operationalisierung

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Multidimensionale Leistungsbewertung und Kompetenzeinschätzung (MDL) – ein Modell der Operationalisierung

Wie im Jännerbeitrag von News2use angekündigt, soll nun hier ein Weg für die Umsetzung einer umfassenden Leistungsbewertung vorgestellt werden.

Die multidimensionale Leistungsbewertung und Kompetenzeinschätzung (MDL®K+) dient als Werkzeug und Instrument bei der Führungsarbeit und in der Personalentwicklung, und setzt sich aus den Komponenten, Leistungserfassung in vier Dimensionen, Erfassung und Verrech­nung in Faktoren und der situationsbezogenen Gewichtung der Faktoren zusammen:

1. Die Multidimensionale Leistungsbewertung besteht in diesem Modell aus vier Kriterienkomplexen die mit entsprechenden Fragen zu besetzen sind:

a) Leistung im Sinne von Output auf quantitativer Ebene.

b) Leistung im Sinne qualitativer Kriterien, d.h. welche Güte weist der Output einer Tätigkeit bzw. Arbeit auf.

Weiters Leistung im Sinne sozialer und fachlicher Kompetenzen.

c) Soziale Kriterien: z.B. kommunikative Verhaltensweisen, Umgang mit anderen, etc.

d) Führungskompetenzen: z.B. Methoden, Fähigkeiten etc.

d’) Bei MitarbeiterInnen ohne Führungsaufgabe: Selbst- und Fachkompetenzen (z.B. Zeit­management, Selbstorganisation, Fachkompetenzen [Beginner, Könner, Experte; vgl. Dreyfus 2004]).

2. Die vier Kriterienkomplexe richten sich auf zwei Hauptbereiche (vgl. Abbildung), A) Leistung als Output oder Produkitvität und B) der Leistung als solches vorgelagerte Kompetenzen. Leistung im Bereich A) entspricht der Formel Leistung quantitativ mal Leistung qualitativ, da erst die Erfüllung beider Ansprüche zu einer Leistung mit brauch- bzw. verwertbarem Output führt. Analog gilt dies für Kriterien im Bereich sozialer und fachlicher Kompetenzen: Kompetenz = soz. Kompetenz mal fachl./meth. Kompetenz, d.h. soziale Kompetenzen ohne fachlich/methodischen Kompetenzen stehen in der Regel, bezogen auf ein ganzheitliches Leistungsverständnis, im „luftleeren“ Raum. Das gilt vice versa.

3. Jede Stelle (Stellen- oder Funktionsgruppe) im Organisationskontext hat eine unter­schiedliche Gewichtung im Verhältnis Leistung & Kompetenzen. In einem Beispiel dargelegt kann dies heißen, dass ein Mitarbeiter, welcher im Bereich der Wertschöpfung angesiedelt ist (Bsp. CNC-Dreher) stärker im Leistungsbereich A gewichtet wird (vgl. Abbildung) und soziale sowie fachlich personale Kompetenzen im Leistungsbereich B werden etwas geringer eingestuft. Stellen in denen die sozialen und fachlich personalen Kompetenzen eine be­deutsamere Rolle spielen sind entsprechend anders zu bewerten und die Gewichtung ist danach entsprechend auszurichten. D.h. die Gewichtung der Produkte aus den Leistungs­bereichen A und B sind gemäß der situativen Bedingungen einzustellen.

Multidimensionale Leistungsbewertung

MDL (R)

Abbildung: Berechnung der Werte für Leistungs- und Kompetenzeinschätzung und die Zusammenführung in einen Zentralwert (Werte haben Beispielcharakter und repräsentieren das Maximum)

Die Grundlage für die umfassende Mitarbeitereinschätzung mit dem Instrument MDL bilden die, je nach Unternehmenskontext, zu ermittelnden Items. Diese sollen relevante Parameter im Sinne der präferierten strategischen und operativen Ausrichtung der Or­ganisation wider­spiegeln. Auf individueller Ebene bildet dazu die Stellenbeschreibung (schrift­lich oder münd­lich vereinbart) und der vereinbarte Arbeitsauftrag die Ausgangsbasis für die Beurteilung bzw. Einschätzung des einzelnen Mitarbeiters. Ein volles Entsprechen würde sich in einem Zentralwert von „1“ ausdrücken.

Anwendungsbereiche und Nutzen:

Das Instrument MDL ist überall einsetzbar, wo Leistung unter vorab definierten Bedingungen umfassend eingeschätzt werden soll (z.B.: jährliches Personalreview,…). Durch die Relationalität bietet es einen Vergleich über alle Funktionsstufen hinweg auf Grundlage der jeweiligen Stelle die ein(e) MitarbeiterIn innerhalb einer Organisation einnimmt. Die mit diesem Instrument ermittelten Daten sind für die strategische Personalentwicklung aus folgenden Gründen von Interesse. Die Beziehungen der einzelnen Kriterienkomplexe zueinander, lassen im Bezug auf verschiedene Funktionsgruppen die Ermittlung von statistisch relevanten Aussagen zu. Diese Daten können für die strategische Personalarbeit unterstützend eingesetzt werden. Folgende Nutzen­argu­mente können daraus abgeleitet werden:

  • Eine argumentativ nachvollziehbare Leistungsbewertung die den jeweiligen betrieblichen und situativen Erfordernissen entspricht.
  • Die gewonnenen Daten sind nicht nur im Rahmen von Leistungsbewertungsverfahren nutzbar, sondern, das Verfahren kann in Variationen für die strategische Personalarbeit ein­gesetzt werden.
  • Der Entwicklungsaufwand ist überschaubar und die Instrumente können situationsbezogen adaptiert werden.
  • Die Auswertungen können mit geringem Software-Aufwand durchgeführt werden.

Voraussetzung für eine möglichst exakte und effektive Anwendung ist:

a) Die Entwicklung von Items und Bewertungsskalen auf Grundlage aktueller betrieblicher Gegebenheiten.

b) Das eingehende Training von Personen welche die Bewertungen durch­führen.

c) Eine vertrauliche Abwicklung!!!

© 2010 Mag. Josef Eisner

Selbstanerkennung

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Selbstanerkennung

Anerkennung erfüllt auf unterschiedlichen Ebenen funktionale Aufgaben. Im vorangegangenen Artikel wurde dabei Selbstanerkennung und soziale Anerkennung angesprochen. So gesehen hat Anerkennung eine funktionale Aufgabe bei der Aufrechterhaltung eines konstanten und kraftvollen ICH’s und andererseits hilft sie bei der Gestaltung und funktionalen Aufrechterhaltung sozialer Räume. Im Kontext von Organisationen sind dies, wie bereits andernorts angesprochen, wichtige Elemente für produktive Sozialstrukturen in Organisationen. Hier soll nun auf das Moment der Selbstanerkennung etwas detaillierter eingegangen werden.

Was unter Selbstanerkennung zu verstehen ist kann mitunter mit folgendem Zitat verdeutlicht werden. Eine bedeutende amerikanische Psychologin und Therapeutin sagte dazu häufig, „lobe dich selbst auch wenn andere dich loben!“ In dieser schlichten und doch kraftvollen Aussage stecken zwei Elmente des Anerkennungs-Selbstmanagement: a) Anerkennen, dass andere einen ‚gut’ finden oder zumindest ‚erkennen’ was ist und dieses auch zum Ausdruck bringen; und b) sich selbst zugestehen, dass man wertvoll ist und/oder Wertvolles leistet, unabhängig davon ob Lob/Anerkennung von anderen geäußert wird. Erst wenn ich als Person der sozialen Anerkennung auch ein angemessenes Maß an Selbstanerkennung beistellen kann kommt das ICH in Balance. Im Rahmen der Gestaltung organisationaler Rahmenbedingungen können beide Elemente mit unterschiedlichen Instrumenten gefördert werden.

Bleiben wir aber für dieses Mal bei der individuellen Seite, dann kann Selbstanerkennung Folgendes heißen:

  • Erkennen, dass ICH trotz des mancherorts deutlich spürbaren Konformitätsdrucks eine einmalige Person bin und das was ICH hervorbringe authentisch mein Eigenes ist.
  • Erkennen, dass meine Erfolge und mir Missglücktes zu mir gehören, inklusive aller darin liegenden Lernmöglichkeiten.
  • Erkennen, dass mir Ressourcen zur Verfügung stehen mit denen ich mich in einer angemessenen Weise durchsetzen und behaupten kann.
  • Erkennen, dass trotz äußerer Zwänge Spielraum für eine eigene Wahl und selbstbestimmte Entscheidungen gegeben ist.

In angemessener Art und Weise Eigenlob zu üben ist ebenso ein fundamentaler Punkt beim Zubilligen von Selbstanerkennung. Wenn also irgendwo im Hinterkopf noch so ein Satz aktiv ist wie „Eigenlob stinkt“ o.ä., dann sollte man sich diesem einmal kritisch nähern. Wie aus der Transaktionsanalyse hinlänglich bekannt ist, sind es fünf Grundhaltungen die daran beteiligt sind, dass das mit der Selbstanerkennung oft nicht so gut funktioniert wie es für einen selbst günstig und förderlich wäre. Zusammengefasst handelt es sich dabei um Aussagen wie ‚Sei perfekt!’, ‚Gefalle anderen!’, ‚Sei stark (tapfer usw.)!’, ‚Streng dich an!’ und ‚Beeil dich!’. Ohne ‚das Kind mit dem Bade auszuschütten’ zu wollen und zu behaupten diese Punkte hätten nicht zu gegebener Zeit auch ihren Sinn, ist Folgendes anzunehmen; Für ein hilfreiches und förderliches Selbstanerkennungsverhalten sind mitunter folgende Sätze und Haltungen hilfreich:

  • Ich bin gut genug so wie ich bin, auch wenn ich das eine oder andere noch anders oder besser können oder machen will.
  • Ich gefalle mir selbst, auch wenn ich mich um andere bemühe.
  • Ich bin offen und drücke meine Wünsche klar aus, auch wenn ich aufmerksam für die Wünsche und Bedürfnisse anderer bin.
  • Ich tue die Dinge und Aufgaben so wie ich sie kann, bin aber zu gegebener Zeit offen für Verbesserungen.
  • Ich nehme mir für meine Angelegenheiten und Aufgaben angemessen Zeit, respektiere aber, dass Zeit ein bemessenes Gut ist und gehe damit bewusst um.

© 2009 Mag. Josef Eisner

Ein neues Thema – 40_vorwaerts

Anerkennung vs. perfekte Systeme

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Aus: Personal Nr.12 vom 01.12.1996, Seite 652; Autor: Gerhard Grassl, München

Personalbeurteilung – Die Anerkennung ist wichtiger als perfekte Systeme

Überall, wo Menschen zusammen sind, wird be-, ge- und verurteilt. Urteilen (und damit irren) ist menschlich. Es wird verglichen zwischen Vorgänger und Nachfolger, bei Austritten und Versetzungen. Man (?) stellt fest, daß es eben Mitarbeiter gibt, die schnellere, bessere, termingerechtere Arbeitsergebnisse bieten, die hilfsbereiter, freundlicher, aufgeschlossener, kompetenter sind als andere. “Man”, das sind die Kolleg(inn)en, die Mitarbeiter(innen), Chef(in) und insbesondere alle in- und externen “Kund(inn)en”, die im weitesten Sinne Nutznießer der Arbeitsleistung des einzelnen oder einer Gruppe sind. Auch ganze Abteilungen haben früher oder später ein ganz spezifisches Leistungs-Image. Ein einmal gewachsenes (Vor- )Urteil lastet dann wie ein dokumentensicherer Stempel auf den Betroffenen und ist nur schwer zu korrigieren.

Aktionismus der 70er Jahre

In den 70er Jahren herrschte die Vorstellung, daß Leistung objektiv meßbar, zumindest aber meßbar und vergleichbar zu machen sei. Gewerkschafter sprechen gern von der Notwendigkeit, Gerechtigkeit herzustellen und der Willkür der Vorgesetzten Einhalt zu gebieten. Emsig wurden Beurteilungsbogen entwickelt mit einheitlichen oder auch wählbaren (!) Beurteilungskriterien mit einheitlicher oder auch wählbarer (!) Gewichtung, mit einheitlichen Beurteilungsstufen (= Noten). Ein einheitlicher Maßstab wurde vorgegeben in Gestalt eines unbedingt einzuhaltenen Durchschnittswerts und der Glocke von Gauß hinsichtlich der Verteilungshäufigkeit. Die Chefs wurden durch einheitliche Trainings diszipliniert und eingeschworen. Als besonders fortschrittlich galt die “Vernetzung” mit anderen Systemen, insbesondere eine Leistungszulage in Prozent des laufenden Grundentgelts, die unmittelbar aus der Beurteilung folgt. Begeistert machten sich die Chefs ans Kreuzchenmachen. Ernüchterung erlebten sie, als die Personalabteilung sich anmaßte, ihre Ergebnisse zu korrigieren und die Vorgaben (siehe vorstehend!) einforderte.

Faustdick kam es beim Beurteilungsgespräch auf die Frage, aufgrund welcher Vorkommnisse der Chef denn gerade diese Beurteilungsstufe richtig fände. Es fehlten nämlich (Gott sei Dank!) lückenlose Aufzeichnungen über die Leistungen an 365 Tagen. Wenn der Chef dann sagte (tausendmal geschehen): “Ich hätte Sie ja besser gesehen, aber die Personalabteilung …” dann wares um die Glaubwürdigkeit der ganzen Aktion geschehen.

Auf der ANALYTIK ’96 der Hamburger Unternehmensberatung CONSULECTRA (vgl. Kiefer, in: PERSONAL 96/216) waren sich die Profis wieder einmal einig: die negativen Erfahrungen mit Beurteilungssystemen überwiegen!

Warum wird die systematische Leistungsbeurteilung abgelehnt? Selbst wenn beim (unbedingt notwendigen) Training der Beurteiler keine Fehler gemacht worden sind, so stellt sich eher früher als später ein deutlicher Ermüdungseffekt bei allen Beteiligten ein, bei den Beurteilern, den Beurteilten und sogar bei den koordinierenden Stellen. Gründe dafür  sind:

1. Der Mensch wurde übersehen

Absender und Adressat der Beurteilung sind Menschen mit all ihren Ängsten, Interessen, Bedürfnissen und Erwartungen. Beiden ist an ihrem Image, ein guter Beurteiler/leistungsstarker Mitarbeiter (Ehrensache) zu sein, gelegen. Jeder Mensch ist ein Original und will in dieser seiner  Einmaligkeit akzeptiert, respektiert, ja sogar gefördert werden. Vor allem aber will er nicht verletzt werden! Ich habe immer wieder erlebt, daß sich Mitarbeiter an ein massives Kritikgespräch nicht mehr erinnern konnten (Verdrängung). Zum Glück ist heute eine Zeit angebrochen, in der die Gefühlsseite des Menschen als entscheidend für die menschlichen Beziehungen anerkannt wird. Mit ein paar Beurteilungskriterien (vielleicht auch noch willkürlich ausgewählten) und einigen Noten läßt sich die menschliche Persönlichkeit mit ihrer individuellen Werteskala nicht annähernd erfassen. Das gilt auch für die Arbeitsleistung, die der Mitarbeiter vor dem Hintergrund seines persönlichen Potentials und seiner momentanen Lebenssituation erbringt.

2. Der Objektivierungswahn

Bei allen Bemühungen um eine Versachlichung des Beurteilungsvorganges durch Hilfsmittel ist und bleibt jede Beurteilung ein subjektiver Akt: Mit dieser sich langsam durchsetzenden Erkenntnis findet der “Objektivierungswahn, die Zuflucht in scheinobjektive Prozeduren” (Peter Derschka, Management Wissen 8/89) mehr und mehr ein Ende. Der Augsburger Psychologieprofessor Oswald Neuberger charakterisiert Beurteilungssysteme als “rituelle Täuschung bzw. Selbsttäuschung”.

3. Nicht auf die Vergangenheit, auf die Zukunft kommt es an

Eine sinnvolle Beurteilung zielt auf eine Verbesserung der künftigen Arbeitsergebnisse, der künftigen Qualifikation und vor allem auf das Erkennen und Ausschöpfen des vorhandenen Potentials. Leistungshemmende Barrieren sollen dabei gemeinsam erkannt und beseitigt werden. In der Vergangenheit gezeigte Leistungen können allenfalls als Anknüpfungspunkte, als Anschauungsmaterial für konkrete Verbesserungsmaßnahmen hilfreich sein. Noten – wie in der Schule (für unterbliebene Wissensaufnahme = “Vorrücken gefährdet”) sind im Betrieb fehl am Platz – ausgenommen Disziplinarmaßnahmen oder verhaltensbedingte Kündigung. Was aber ist Gegenstand der meisten Beurteilungssysteme? Die im vergangenen Jahreszeitraum erbrachten Leistungen. Häufig führen sie auch noch zu Leistungszulagen für alle Ewigkeit, egal, welche Leistungen der Mitarbeiter künftig erbringt.

4. Scheingenauigkeit durch analytische Beurteilung

In aller Regel sind Beurteilungssysteme überfrachtet mit einer Vielzahl von Beurteilungskriterien – in dem Streben nach Perfektion, um nur ja keine Leistungsfacette zu übersehen. Es kommt zu Überschneidungen und damit zu Doppelbewertungen. Es hat sich außerdem gezeigt, daß Beurteiler ihre mehr intuitiv summarische Leistungseinschätzung gezwungenermaßen auf die vorgesehenen Kriterien willkürlich verteilen. Zu viele Beurteilungsstufen (= Noten) überfordern den Beurteiler. Egal, ob 9, 7 oder 5 Stufen zur Verfügung stehen, konzentrieren sich die tatsächlich verwendeten Stufen zu 90 % auf 3 Stufen!

5. Die unverstandene relative Beurteilung

Beurteilung ist in doppelter Hinsicht relativ: Zum einen werden die Anforderungen, Ziele und Aufgaben mit den Ergebnissen verglichen (vgl. Abb. 1), zum anderen erfolgt ein Vergleich mit vergleichbaren Mitarbeitern. Dieser doppelte Vergleich bedingt Konsequenzen, die ohne ausreichende Aufklärung aller Beteiligten, vor allem der Beurteilten, unverstanden bleiben müssen und zu Enttäuschung und schädlicher Rivalität führen können. So erbringt beispielsweise ein Mitarbeiter bei gleichgebliebener Aufgabenstellung eindeutig bessere Leistungen als im Vergleichszeitraum. Sein Beurteilungswert aber bleibt unverändert oder verschlechterte sich sogar, weil seine Kollegen noch besser waren. Muß nämlich der Durchschnittswert der Gruppe gleich bleiben, ergibt sich dieser Effekt zwangsläufig! In einem anderen Fall mußte die personelle Kapazität aufgrund von Kosteneinsparungen verringert werden. Auf die wenigen noch verbliebenen Kollegen entfielen jeweils mehr und meist auch schwierigere Aufgaben. Bei der Beurteilung bleibt jedoch trotz erhöhter Leistungen der Beurteilungswert konstant. Außerdem wird von Mitarbeitern in höherer Einstufung (Tarifgruppe) für denselben Beurteilungswert mehr Leistung verlangt als von Vergleichspersonen in niedrigerer Einstufung.

6. Koppelung Beurteilungswert und Leistungszulagen

Die unmittelbare “Vernetzung” von Beurteilung und Entgelt führt zu unbefriedigenden Ergebnissen:

  • Künftige Leistungszuschläge basieren (meist für alle Ewigkeit) auf Vergangenheitsleistungen (vgl. vorstehend Punkt 3).
  • Die unter Punkt 5 beschriebene relative (= vergleichende) Beurteilung führt zu nicht verständlich zu machenden Schwankungen des Entgelts.
  • Leistungszulagen als fester Bestandteil des laufenden Entgelts werden als Besitzstand betrachtet. Die rechtliche Möglichkeit einer Kürzung bleibt meist Theorie.
  • Um Absenkungen der Leistungszulagen für die Mitarbeiter zu vermeiden, manipulieren Chefs die Beurteilung so, daß die Zulagen unverändert bleiben. Die Beurteilung wird sozusagen “von hinten” aufgerollt, um den Mitarbeitern nicht weh tun zu müssen.

7. Inflation durch alljährliche Routine

Chefs neigen dazu, gleichbleibend gute Leistungen immer besser zu beurteilen. Sie genieren sich, dem Mitarbeiter gegenüber jedes Jahr sagen zu müssen: “Gut, aber auch nicht besser!” “Die Massenflucht der Vorgesetzten in den oberen und Spitzenbereich der Beurteilungsskala war  dauerhaft nicht aufzuhalten” (Helmut Kremer, Fa. Siemens, in: Management Wissen 8/89). Zahlreiche Firmen der bayerischen Metallindustrie sind deshalb dazu übergegangen, die jährliche Aktion auszusetzen und allen Mitarbeitern die gleichen tariflichen Leistungszulagen auf hohem Niveau zu zahlen!

8. Unzeitgemäße Kriterien gefährden den Unternehmenserfolg

Die Gleichstellungsbeauftragte der Stadt München, Friedel Schreyögg, machte unlängst bei einem Arbeitsmarktgespräch darauf aufmerksam, daß das “Durchsetzungsvermögen” nach wie vor als wichtigstes Anforderungsprofil und Beurteilungskriterium von Führungskräften angesehen und damit das “Klischee des starken Mannes zum Denkmal” erhoben wird. Der Chefin/ dem Chef von heute und morgen würde dagegen die Eigenschaft eines sensiblen Moderators/Beraters/Coach besser stehen! Die Leistung der Gruppe rückt mehr und mehr in den Mittelpunkt, der individuelle Leistungsbeitrag orientiert sich am Bedürfnis der Gruppe. Galt früher die Mengenleistung in den Fabriken (Akkordlohn) als wichtigstes Ergebnis, so ist an ihre Stelle längst die vom Kunden gewünschte Qualität, Termintreue sowie der Service getreten. Wer das nicht rechtzeitig erkannt hatte, den bestrafte der Markt. Diesen Veränderungen sind aber bisher die wenigsten Beurteilungssysteme gefolgt.

9. Der Drang zur Mitte

Bei alljährlich sich wiederholender Beurteilung ergibt sich unaufhaltsam eine Konzentration zum Mittelwert (allenfalls durch Inflation nach oben verschoben). Das hat drei Gründe:

  • Dauerhaft “schlechte” Mitarbeiter werden versetzt, entlassen.
  • Topleute werden so lange befördert und mit höherwertigeren Aufgaben betraut, bis sie – im Vergleich zu ihresgleichen – ebenfalls zur Mitte wandern.
  • Chefs haben häufig nicht den Mut, dauerhaft Extremwerte “zu verkaufen”: untere Extremwerte nicht dem betroffenen Mitarbeiter, obere Extremwerte nicht den Kollegen oder der koordinierenden Stelle.

Die Beurteilungswerte aller Mitarbeiter unterscheiden sich früher oder später nur noch durch Kommawerte. Lohnt sich dann das aufwendige Verfahren noch?

10. Das alljährliche Beurteilungsgespräch erstarrt

Haben Sie schon einmal zehn Jahre lang vor dem Hintergrund eines gleichbleibenden Systems dieselben Mitarbeiter beurteilen müssen? Ich garantiere Ihnen, daß Sie über ganz andere Dinge (nämlich wichtigere) reden als über die “Erfüllung ihrer Anforderungen” beim Kriterium “Arbeitsmenge”! Wir sind auf dem richtigen Weg Personalpolitik mit all ihren Instrumenten folgt dem Zeitgeist. Diskussionen und die Literatur zeigen eindrucksvoll, wie der Wertewandel in den Betrieben durchschlägt:

  • Visionen 2000, 2005, 2010 …,
  • Denken in Prozessen statt in funktionalen Organisationen mit absoluter Kundenorientierung (Kunde ist dabei auch der Kollege),
  • Dezentralisierung,
  • Internationalisierung mit joint ventures, Fusionen, Betriebsübergängen,
  • Hierarchieabbau mit weitgehender Befugnisdelegation,
  • Beurteilung von unten nach oben,
  • Zielvereinbarungen,
  • Gruppenarbeit,
  • KVP sowie
  • Feedback und Gesprächskultur nach allen Seiten.

Die Veränderungen zeigen sich ebenfalls in einem Wandel der Begriffe (vgl. Abb. 2). Auch das Beurteilungswesen hat sich dementsprechend gewandelt und wird es weiterhin tun müssen.

Wie wichtig ist eine Vergütung nach Leistung?

Nicht erst seit Reinhard K. Sprengers Bestseller “Mythos Motivation” wissen wir, daß das eigentlich Motivierende die Arbeit selbst ist. Die Aufgaben, besser die Ziele müssen klar und der Entscheidungsrahmen angemessen groß sein. Der “Operateur” muß den Sinn seiner Arbeit und alle die in- und externen Nutznießer seiner Arbeitsergebnisse und Dienstleistungen kennen und mit ihnen möglichst unmittelbar kommunizieren können. Er muß sich mit seiner Arbeit identifizieren, auf seine Ergebnisse stolz sein können. (Paradebeispiel: Mülltonnenleerer wird zum Umwelt-/Entsorgungsspezialisten!) Sorgt dann der Chef für das Drumherum (Arbeitsbedingungen, realistische Zielvereinbarungen, spontanes, positives Feedback mit Anerkennung und – wo nötig – konstruktive Kritik, vgl. Abb. 3), so läuft das meiste fast von selbst.

Doch halt! Welche Rolle spielt dabei die leistungsorientierte Vergütung? Ich meine – hoffentlich enttäusche ich Sie nicht – eine relativ (gegenüber dem oben Gesagten) geringe! Die “richtige” Arbeit, die Spaß macht, die netten Kollegen, der faire Chef, die erfolgreiche Firma mit sicherem Arbeitsplatz rangieren bei der alljährlichen Meinungsbefragung – wenn auch mit wechselndem Stellenwert – in der Regel weiter oben als die Bezahlung. Aber – und das weiß jeder aus eigener Erfahrung – ein “Extra” als materiell sichtbare Anerkennung für eine besondere Leistung ist – auch bei höheren Einkommensklassen – ein ergänzender Anreiz.

Wie sieht ein modernes Beurteilungswesen aus?

1. Vermeiden Sie “Systeme”!

Warum? Das entnehmen Sie bitte den vorgenannten 10 Gründen. Wenn Sie aber ein System möchten, so muß es einfach sein, damit es von allen Beteiligten verstanden und akzeptiert werden kann. Der Ablauf soll unbürokratisch sein. Konzentrieren Sie sich auf wenige zeitgemäße Kernkriterien, wobei “Qualität” und “soziale Kompetenz” nicht fehlen sollten. Verzichten Sie auf wählbare Kriterien und Gewichtungen, Sie komplizieren das Verfahren und der Beurteiler setzt sich dem Vorwurf der Manipulation aus. Die Beurteilungsstufen müssen positiv “verkaufbar” sein (vgl. Abb. 4), dann können Sie auch auf die lästigen Vorgaben verzichten. Die Notenskala sollte gerade sein, um den Drang zur Mitte aufzulösen.

2. Keine unmittelbare Verknüpfung mit Leistungszulagen

Bei einer Verknüpfung zahlen Sie für eine (vielleicht einmalige, zufällige) Leistung der Vergangenheit und schaffen kostspielige Besitzstände.

3. Management by Objectives (MbO)

Führen Sie mit Zielvereinbarungen, nicht mit Zielsetzungen. Es gibt derzeit kein bewährteres und er­folg­reicheres Instrument für eine klare Aufgabenstellung hinsichtlich:

  • Routinezielen,
  • Verbesserungszielen (auch hinsichtlich der zwischenmenschlichen Beziehungen) sowie
  • persönlichen Entwicklungszielen.

Sie zwingen alle zum fortwährenden Gespräch und helfen, Kommunikationsprobleme zu vermeiden. Zielvereinbarungen können auch mit Gruppen geschlossen werden. Das Führen mit Zielvereinbarungen schafft mit der Zeit von selbst die Feedback- und Gesprächskultur, die alle Beurteilungssysteme überflüssig macht.

4. Variable Einmalzahlungen

Honorieren Sie herausragende Extra-Leistungen mit spontanen, einmaligen Extra-Honoraren als materiell sichtbare Anerkennung. Aber übertreiben Sie nicht, denn die Mißgunst der (vermeintlich) Leerausgegangenen kann das Klima vergiften. Mit Einmalzahlungen erhöhen Sie nicht das Entgeltniveau für alle Ewigkeit, schaffen keinen Dauerbesitzstand, sind immer wieder frei. Gelingt Ihnen die Anerkennung durch Gutscheine für Firmenprodukte, so können Sie und die Mitarbeiter Lohnsteuer und SV-Beiträge einsparen (derzeit bis 2.400,- DM/Jahr Freibetrag). Wenn Sie mit den Einmalzahlungen nicht gerade ein “System” verbinden, bleiben Sie in einer mitbestim­mungsfreien Zone (° 87 Nr. 10/11, BetrVG). Das Budget ist in jedem Fall mitbestimmungsfrei.

Vor kurzem gelang mir – gemeinsam mit dem Betriebsrat – das Experiment einer Gruppenprämie. Für die erfolgreiche rechtzeitige Erledigung mehrerer größerer Projekte (Zielvereinbarungen) wurde einer Werkstatteinheit vorher eine attraktive Gruppenprämie ausgelobt. Die Summe verteilte die Gruppe selbst nach einem von ihr erarbeiteten Punktesystem. Berücksichtigung fanden dabei die Schwere der Arbeit sowie die zeitliche Inanspruchnahme des einzelnen (Mehrarbeit, Samstags-/Sonntags-/Feiertagseinsätze etc.).

Will man der Idee des Mitarbeiters als “Unternehmer im Unternehmen” Vorschub leisten, so ist eine jährliche Erfolgsbeteiligung in Abhängigkeit vom Geschäftsergebnis konsequent. Dies geschieht am besten in Form von Anteilsscheinen, um das Geld im Unternehmen zu lassen und die Bindung des Mitarbeiters an “sein” Unternehmen zu stärken.

5. Das Mitarbeiter-/Teamgespräch

Ein vorbereitetes und mit Bedacht geführtes Gespräch vermag jedes System mit Kriterien, Gewichten, Faktoren, Punkten und Werten vollständig zu ersetzen. Das “Korsett” engt nur ein. Das Gespräch erzeugt keine Konflikte, sondern löst sie. Gemeinsam (am besten mit allen Beteiligten) lassen sich Erfolge feiern, Hindernisse beseitigen, neue Ziele formulie- ren. Je mündiger (im wahrsten Wortsinn) die Beteiligten sind, desto elbstverständlicher wird das spontane, offene Gespräch. Als besonders erfolgreich auf diesem Weg haben sich regelmäßige Workshops erwiesen, die anfangs durch einen Neutralen, später durch den Team-Chef/ Gruppensprecher moderiert werden. Bei der Lösung der auftretenden Konflikte im zwischenmenschlichen Bereich haben die meisten Chefs ihre Schwierigkeiten. Am liebsten wären sie dafür nicht zuständig. Geschult wurden sie nämlich nur für die Sachebene auf ihrem Sachgebiet kennen sie sich perfekt aus. Übersehen wird aber, daß doch die meisten (!) Sachprobleme auf versteckt dahinter lauernde emotionale, persönliche Differenzen zurückgehen.

Das 4- Augen-Gespräch

Einmal jährlich ist das Gespräch über die persönliche Arbeitszufriedenheit bei jedem Mitarbeiter fällig. Und warum nicht an dessen Geburtstag? (so praktiziert es Siemens-Personalkollege Bernhard O. Tauscher, München). Fragen stellen, zuhören und Stellung beziehen: Was gefällt Ihnen, was nicht, was ärgert Sie? Was möchten Sie geändert sehen? Welche Aufgaben würden Sie lieber abgeben (wohin?) und welche übernehmen (von wem)? Empfinden Sie Ihr Gehalt angemessen? Wohin möchten Sie sich entwickeln? Welche Ihrer Begabungen werden firmenseits nicht genutzt? Wo fühlen Sie sich überfordert? Welche Fortbildung würde Sie interessieren? Welche benötigen Sie dringend? Was erwarten Sie von mir?

Wichtigste Botschaft ist die An-Erkennung im Sinne von Akzeptieren des Mitarbeiters als Teil des Teams – mögen seine derzeitigen Beiträge noch so bescheiden sein. Das wird sich nämlich ändern! Erkennen Sie jeden positiven Leistungsbeitrag Ihres Mitarbeiters dankbar an, und sie werden ihn wachsen sehen. Geld – in welcher Form auch immer – ist lediglich Ausdruck der Anerkennung und vermag diese keinesfalls zu ersetzen!

Organisieren des SRC

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Design von selbstregulativen Lernstrukturen in der Organisation durch die Personalentwicklung (PE)

Aus Sicht der funktionalen Gliederung ist die Gestaltung von Lernumgebungen und die Förderung selbstregulativer Lernkompetenzen bei der für Personalentwicklungs-Agenden zuständigen Person anzusiedeln. Dies kann gemäß Größe und Struktur eines Betriebes ein(e) PersonalentwicklerIn sein, bzw. die Leitungskraft oder ein(e) PersonalmangerIn die Personalentwicklungsagenden wahrnimmt. In der Regel wird dieser Funktionsbereich damit betraut sein, betriebliche Weiterbildungsmaßnahmen zu organisieren und bedarfsgerecht zu strukturieren. Wird der Fokus nun auf selbstreguliertes Lernen gelegt, ist konzeptionell davon auszugehen, dass folgende Aufgabenbereiche im Sinne der Personalentwicklungsagenden wahrzunehmen sind:

  1. Sicherstellen, dass auf MitarbeiterInnenseite ausreichend Lernkompetenzen zur Verfügung stehen.
  2. Strukturen schaffen die selbstregulative Lernprozesse unterstützen.
  3. Gewährleisten, dass die am Entwicklungs- und Lernprozess beteiligten Personen in einer Organisation Lernprozesse explizit und mit hohem Commitment begleiten.
  4. Effektives Managen von unterschiedlichen methodischen Grundlagen für betriebliches Lernen.
  5. Lernprozesse so organisieren, dass diese mit einem expliziten Rückmeldeverfahren begleitet und geschlossen werden.

Dies bedeutet, dass neben den bedarfskonformen Erfordernissen der betrieblichen Gegebenheiten MitarbeiterInnen befähigt sein müssen, möglichst selbständig Lernziele zu definieren. Darüber hinaus ist es erforderlich, dass diese ebenso eine realistische Selbsteinschätzung ihrer Kenntnisse, Fähigkeiten und Kompetenzen vornehmen können, nach Möglichkeit an der eigenen Entwicklungsplanung mitwirken und entsprechende Lernstrategien entwerfen. Dies wird in vielen Fällen einer qualifizierten Unterstützung bedürfen, im Sinne der Eigenverantwortung des Lernenden für den Erwerb von Kompetenzen ist das grundsätzliche Mitwirken an diesen Punkten jedoch Voraussetzung. Im Wesentlichen sind folgende Bereiche für allfällige Entscheidungen aufzubereiten:

  • Ressourcen (Zeit, Support, Vorkenntnisse, etc.);
  • Ziele und Zielsetzungen (Kompetenzziele, betriebliche Erfordernisse, …); und,
  • die Planung.

Die Organisation und Begleitung von Entwicklungs- und Fördermaßnahmen ist zwischen der/dem entsprechenden MitarbeiterIn, seinem/seiner Vorgesezten, allfälligen MentorInnen und der Personalentwicklung (PE) zu committen. Jede(r) Beteiligte an diesem Vorgang hat ganz bestimmte Aufgaben zu erfüllen, welche die Unterstützungsstruktur für einen gelingenden Lernprozess bilden. Bewusst muss dabei sein, dass Lernen nur durch die Zielperson einer Maßnahme selbst vollzogen werden kann. PE, Leitungskräfte und MentorInnen können “nur” möglichst vorteilhafte Rahmenbedingungen gestalten.

Dabei kommt der PE eine zentrale Aufgabe im Sinne ihrer Expertise zu, Führungskräfte adäquat zu begleiten, MentorInnen mit passenden Tools auszustatten und die Lernenden wenn nötig dort zu unterstützen wo dies erforderlich ist. Dies ist vor allem auch das Gestalten bzw. das Mitorganisieren der internen Infrastruktur von Lernmaterialien, räumlichen und zeitlichen Rahmenbedingungen und notwendigen Lernmedien. Mitunter umfasst dies konkret das Organisieren und Installieren von AnsprechpartnerInnen, die Vorbild- und Unterstützungsfunktionen ausführen. Weiters kann es Lernenden hilfreich sein, einen Ansprechpartner bei der Evaluierung des eigenen Vorwissens zu haben. Wer dafür am geeignetsten ist soll neben dem fachlichen Argument auch auf Beziehungsebene entschieden werden. Und nicht zuletzt ist es Sache der PE, eine profunde Auswahl externer Ressourcen zu treffen, wenn dies konzeptionell erforderlich ist (Seminare, Training, Beratung, Coaching, …). In diesem Sinne sind Förderstrukturen für selbstreguliertes Lernen in einer Organisation zu installieren und anschließend verbindlich und explizit zu organisieren.

In der Umsetzung ist die PE in der Regel mit Agenden engagiert, die für eine gut funktionierende Abwicklung unterschiedlichster Aktivitäten im Rahmen der internen Weiterbildung sorgen. Mit dem Blick auf selbstreguliertes Lernen im Sinne von SRC (R) bedeutet dies, folgende Punkte zu beachten:

  • Bereitstellen von selbstinstruktiven Lernunterlagen
  • Installieren von eLearning
  • Koordinierung von Präsenzveranstaltungen
  • Einrichten und Betreuen von Rückmeldesystemen
  • Unterstützung bei Lernen bezogenen Fragen zu Motivation und Emotion
  • Methodische Unterstützung bei Lernen bezogenen Fragen

Umfassend kann von einer Organisationsform gesprochen werden, die als Blended Learning zu verstehen ist. Im betrieblichen Umfeld wird dieser methodische Mix durch die Führungskräfte und MentorInnen mit beeinflusst. Beide können wertvolle Impulse für den Lernprozess liefern, insbesondere dann, wenn diese eigenverantwortliches und selbstreguliertes Lernen fördern und zu gegebener Zeit auch angemessen zeitliche Ressourcen zur Verfügung stellen.

Werden Aus- und Weiterbildungsprozesse abgeschlossen, trägt ein differenziertes Feedback zum Lernerfolg dazu bei, dass

a) Anerkennung geleistet wird,
b) Orientierung zum aktuellen Kompetenzlevel gegeben, und
c) weitere Entwicklungs- und Verbesserungsmöglichkeiten aufgezeigt werden.

Ein Lernfeedback dieser Art soll dem Lernenden zusätzliche Klarheit über die erworbenen Kenntnisse und Fähigkeiten geben und aufzeigen, in welchem Ausmaß die fachliche Kompetenz erweitert worden ist. Aufgabe der PE ist es hier, Leitungskräfte und MentorInnen bei der Erfüllung ihrer Aufgaben, insbesondere in pädagogischer Hinsicht, zu unterstützen.

Für die Praxis:

Aus dem eben Dargestellten lassen sich mitunter folgende Fragen ableiten:

  • Wo in den organisationalen Strukturen findet informelles Lernen, in einem strategisch bedeutsamen Ausmaß, statt?
  • In welchen Bereichen findet informelles Lernen nicht, oder nicht im erforderlichen Ausmaß statt (…aber es notwendig wäre)?
  • Wie ist formelles Lernen organisiert und wie ergänzt sich dieses mit informellen Lernroutinen?
  • Wie sind alle diese Lernroutinen erfasst?
  • Welche Kompetenzen werden von den Beteiligten in solchen Prozessen eingesetzt?
  • Wie werden diese Vorgänge seitens der Personalentwicklung unterstützt?
  • Was wären konkrete Schritte um in der Organisation selbstregulative Lernprozesse und selbstreguliertes Lernen zu verbessern und/oder zu optimieren?

© 2009 Mag. Josef Eisner

Lernen als alltägliches Geschehen in Organisationen

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Lernen, so vielschichtig besetzt dieser Begriff auch sein mag, ist das zentrale Faktum persönlicher und mittelbar orgnisationaler Entwicklung. Lernen ist die Kraft, die kreative Gegenwartsbewältigung und Zukunftgestaltung fördert und in vielen Bereichen die Grundlage für Erfolg ist. Lernen ist ein unausweichlicher und fundamentaler Bestandteil des Lebens und somit auch Grundlage sozialer Strukturen im Allgemeinen und von Organisationen im Speziellen. In den folgenden Newslettern wird in mehreren Artikeln dazu Stellung bezogen. Für einen ersten Kontakt mit dem Thema, soll in den einleitenden Absätzen Bezug auf die hier zentral und häufig verwendeten Begriffe genommen werden.

Lernen und die Generierung von Wissen geschieht weitgehend unbemerkt im Zuge alltäglicher Handlungen. Um Lernen zu systematisieren und für die organisationalen Ziele nutzbar zu machen wird eine Unzahl an Technologien eingesetzt. Um sich einen Überblick zu verschaffen und den Blick auf effektive Maßnahmen zu schärfen, wird in den hier folgenden Artikeln auf das Lernen und Lernen im Umfeld von betrieblichen Strukturen Bezug genommen und zur Diskussion eingeladen.

Für die beabsichtigten Betrachtungen ist es nötig, die begriffliche Verwendung von Wissen, Information und Lernen zu erläutern. Lernen wird hier als ein auf die Person bezogener Prozess erkannt, der innerhalb dieser personalen Systemgrenzen weitgehend selbständig vollzogen wird. Lernen ist somit nicht beobachtbar und auch nicht direkt beeinflussbar. Es kann nur über Handlungen (Performance) auf Gelerntes und Wissensstrukturen ein spekulativer Rückschluss gezogen werden. Von Dritten sind somit nur Rahmenbedingungen für Lernen und Wissensgenerierung gestaltbar, nicht aber der  personale Vollzug von Lernprozessen. In diesem Sinne gibt es nur eine mehr oder weniger gut angelegte selbstregulierte Kompetenzaneignung. Lernerfolg wird so maßgeblich von den Lernkompetenzen einer Person bestimmt (Motive, Zielsetzung, Planung, Anstrengungsbereitschaft, Evaluierungsstrategien, …).

Wissen wird hier als an eine Person gebundenes und stark individualisiertes Faktum verstanden. Dies leitet sich zum Teil aus dem vorangegangen dargestellten Verständnis von Lernen ab. Wissen ist nicht direkt managebar, direkt beeinflussbar ist Information und deren Grundlage, die Daten. Von hier ausgehend wird zwischen deklarativem Wissen, prozessualem und konditionalem Wissen unterschieden. Bedeutsam ist die Unterscheidung, insbesondere im Kontext organisational gestalteter Lernumgebungen, vor allem im Hinblick auf die eingesetzten Mittel der Lernumfeldgestaltung.

Kurz gesagt handelt es sich bei deklarativem Wissen um Kenntnisse. Dies sind aufgenommene Daten und Informationen die mit Vorwissen von der jeweiligen Person interpretiert und zu relevanten Kenntnissen geformt werden. Wissen dieser Art hat nicht zwingend zur Folge, dass es Konsequenzen im Sinne geänderter Verhaltensroutinen hat. Dass, z.B. ein Arbeitsgang wirksamer, genauer oder effizienter ausgeführt wird. Dieses Know-what ist aber für viele Entwicklungsvorhaben eine wichtige Grundlage. Prozessuales Wissen als zweite Form von Wissen, stellt sicher, dass deklaratives Wissen auch in adäquate Handlungen umgesezt werden kann. In diesem Bereich ist auch der Begriff Know-how anzusiedeln. Vermittelt und entwickelt wird dieses Wissen vor allem durch Vorzeigen und das systematische Selber-machen, eben durch Training. Diese Form von Wissen äußert sich bevorzugt durch das, was wir als Fähigkeiten bezeichnen. Know-how stellt eine bereits komplexe und reife Form von Wissen dar. Was dabei oft noch fehlt ist, dass dieses Wissen auch an variierende Kontexte relevant gebunden wird, und variabel eingesetzt werden kann. D. h., wird Wissen in unterschiedlichen Kontexten angewandt, wird damit ein Erfahrungsschatz erworben und Routine im positiven Sinne kann entstehen. Dann spricht man von konditionalem Wissen. Unterschiedliche Fähigkeiten werden zu Kompetenzen gebündelt und in Variationen, je nach Gegebenheit, sinnvoll und wirksam eingesetzt. Diese dritte Form könnte auch als Know-when und Know-where betitelt werden.

Anzumerken ist, dass diese Wissensformen und die damit verknüpften Prozesse in der Realität nicht zwingend hierarisch aufeinader folgen. Vielmehr sind sie ineinander verschachtelt und oft nur fragmentarisch entwickelt. In der beruflichen Praxis kommt es häfig vor, dass Kompetenzen sehr unmittelbar erworben werden, oft ohne hinreichendes Training und zumeist ohne der Aneignung primärer Kenntnisse. Dies erschwert den Umbau von Kompetenzen oder deren bedarfsgerechte Weiterentwicklung.

Ein kompetent Lernender weiß in welchen Bereichen er sich noch weiterentwickeln soll und will und welche Strategien er zur Aneignung des jeweiligen Wissens einzusetzen hat. Daher ist es wesentlich, dass für den Aufbau nutzbringender Lernstrukturen in einem Betrieb und dem zielgerichteten Aufbau von Wissen bei den einzelnen MitarbeiterInnen, Konsequenzen aus der oben gemachten Differenzierung zu ziehen sind.

Für die Praxis:

Aus dem eben Dargestellten lassen sich mitunter folgende Fragen ableiten:

  • In Bezug auf die betriebliche Entwicklung der nächsten 3 bis 5 Jahren – über welche Kenntnisse, Fähigkeiten und Kompetenzen müssen oder sollen die MitarbeiterInnen meines Unternehmens, gemäß ihrer unterschiedlichen Funktionsbereiche, verfügen? Natürlich kann und soll man sich diese Frage in abgewandelter Form auch als MitarbeiterIn stellen.
  • Stehen die Daten und Informationen (Datenbanken, Fachartikel, Prozessanweisungen, Doku von Grundlagenwissen,…) für relevante Lernprozesse den betroffenen Personen zur Verfügung und haben diese Kenntnis darüber?
  • Welche Rahmenbedingungen unterstützen diese notwendigen Lernprozesse?
  • Was kann durch interne Voraussetzungen abgedeckt werden und wo ist externe Unterstützung sinnvoll und notwendig?
  • Welche Personen bzw. Funktionen haben selbsregulatives Lernen wie zu unterstützen und zu begleiten?
  • Wie wird die Kompetenzaneigung so evaluiert, dass die MitarbeiterInnen daraus unterstützendes Feedback ziehen können?
  • In welcher Weise und mit welchem Input sind die MitarbeiterInnen bezüglich ihrer Lernkompetenzen zu fördern?

© 2009 Mag. Josef Eisner

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