søndag, oktober 07, 2012

Drive. Daniel H. Pink

DERFOR. Jeg stødte på Drive via et cool forskningsprojekt om redaktionel ledelse lavet af en finsk journalist, Laura Saarikoski, på Reuters Institute for the Study of Journalism og skyndte mig at bestille den hjem. Daniel H. Pink bliver nu nævnt i flæng sammen med typer som Malcolm Gladwell, og det forstår man godt:

Det er en af de type bøger, som man både må elske og knurre af. Mest det første heldigvis: Bogens tese er, at rigtig mange virksomheder opsætter de helt forkerte skemaer for belønning af medarbejdere, en klassisk stok-og-gulerod-metode, hvor man bliver belønnet med godbidder eller bonusser, hvis man har nået nogle meget specifikke mål. Men denne type motivation viser Pink, der ikke selv er forsker, men trækker på den, er faktisk væsentligt mindre effektiv end at droppe den klassiske ledelse og i stedet lade medarbejdere have autonomi og lade dem se et formål med opgaven. Det er vældigt interessant, fordi det støder mod nogle meget basale forståelser af, hvad der motiverer os: For selvfølgelig vil vi da gerne have bonus, når vi har opnået et mål, ikke sandt?? Og vil det overhovedet være muligt at nå nogle resultater, hvis alle medarbejdere kan komme og gå, som de vil og ikke har et kvantitativt og en timeseddel hængende over hovedet? Især, men interessant nok ikke kun, når det gælder medarbejdere på kreative arbejdspladser, kan det være meget store gevinster at hente på at slippe medarbejdere fri - også helt fri til at lave projekter, der ikke nødvendigvis har noget med virksomhedens almindelige arbejde at gøre.

Når man alligevel må knurre af bogen, handler det om, hvordan den slår sig op som en ny 'bibel', altså som om det skulle være et helt afgørende nybrud, at man ikke kun bliver motiveret af mål og penge, som det påstås at være paradigmet for ledelse indtil stort set i dag. Det er den slags grundlæggende antagelser, der får en til at undre sig over, om ledelsesskribenter måske en dag skulle tage og se lidt længere ud over eget felt. For selvfølgelig er det ikke noget nyt, at kunst, dannelse, religion, ideologi og så videre har betydet alverden for medarbejdere i masser af år. Og at medarbejdere har hentet deres inspiration og formål fx her. Dét er jo ikke nyt, selvom det her præsenteres sådan.

Bogens hele sidste del er en hands-on guide til, hvordan man kan implementere denne nye tilgang til motivation i sit eget liv, hvad enten man er medarbejder, leder, lærer eller forælder. Samt summary og ideer til videre læsning. Jeg kan godt lide, at bogen udvider sit eget felt her, og at bøger ikke kun behøver at være skrevet i almindelig fortløbende prosa, som det ofte er tilfældet. Også cool, at Pink så åbent inviterer til dialog om bogen. Selvom det nok er befordrende for dialogen, hvis man er CEO i et stort selskab. Well, hermed anbefalet. Man bliver inspireret af at læse den.

Canongate, 2009, 215 sider.

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