- Gebundene Ausgabe: 240 Seiten
- Verlag: Harvard Business Review Press; Auflage: New (2. April 2004)
- Sprache: Englisch
- ISBN-10: 1591391253
- ISBN-13: 978-1591391258
- Größe und/oder Gewicht: 15,9 x 3,2 x 24,1 cm
- Durchschnittliche Kundenbewertung: 1 Kundenrezension
- Amazon Bestseller-Rang: Nr. 140.882 in Fremdsprachige Bücher (Siehe Top 100 in Fremdsprachige Bücher)
- Komplettes Inhaltsverzeichnis ansehen
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The Future of Work: How the New Order of Business Will Shape Your Organization, Your Management Style, and Your Life (Englisch) Gebundenes Buch – 2. April 2004
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A renowned visionary on organizational theory provides the first workable model for creating and managing within the organization of the future. Malone shows us that our current notions about decentralization and empowerment merely scratch the surface of what will be possible as technological and economic forces render "command and control" management obsolete. In its place will be a "coordinate and cultivate" approach that will spawn entirely new types of decentralized organizations - from internal markets to democracies to loose hierarchies that reap the scale and knowledge efficiencies of large organizations while enabling the freedom, flexibility, and human values that drive smaller firms.
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As an expert on communications costs and benefits, Professor Malone explores how the pros and cons of centralized hierarchies, loose hierarchies, democracies and free markets compare in producing better organizational results. The book abounds with examples, most of which were not new to me.
The book's overall theme is that with the costs of communications plummeting and the value of the information communication increasing it is inevitable that organizations will decentralize more than ever . . . by employing hybrid forms of loose hierarchies, democracies and free markets for the same organization.
The book ends up with a call to live your dreams that draws on decidedly nonmanagement sources of inspiration. The key idea is that organizations can live values that uplift everyone in them.
If you would like a solid introduction into the forces that are influencing shifts towards decentralization, The Future of Work is a good theoretical overview. Professor Malone also points you to online resources for finding out about best practices in some of these areas.
As a book for a practitioner, The Future of Work leaves a lot to be desired. Most will find it too abstract and theoretical to help them decide what changes to make in an organization. The book would have been vastly more valuable if it had focused on a few key areas of management performance (such as developing new business models, creating breakthrough new products, or bypassing competitor's established cost advantages) and described how best to apply the concepts in those contexts. I hope that Professor Malone will choose to do this in future books and articles.
The writing leaves something to be desired. Although the book is brief, it has a startling number of repetitions of examples and references. I sometimes felt like I was being talked down to (as though I could not make the links for myself or remember the example that had been mentioned two chapters before).
Much of the book also suffers from an over focus on the "economic human" rather than the "total human." For instance, there is little reference to psychology until quite late in the book. Any success with organizational structure has to take into account both the rational and emotional sides of those involved in the organization.
But I am unaware of any better book on the theory behind this subject, so for the time being we should view this book as the gold standard . . . and thus worthy of five stars.
I suspect that many people will find that rereading books about chaos theory as applied to organizations will have new meaning when viewed through Professor Malone's perspective. I encourage you to do some of that rereading after you tackle this book.
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The book consists of three parts. The first part describes centralization and decentralization. The second part different organizational models and the third part the change in management practices when moving to more decentralized organizations.
I actually liked the first part most. It contained a lot of interesting information about the history of humans and their evolution from decentralization to centralization and back to decentralization. Tom argues that one of the major reasons for this evolutions is the dropping costs of communication. I agree wit him that this must have a big influence.
The second part of the book describes different organizations. It starts with loose hierarchies, like Linux development. Then democracies and gives the examples of WL Gore. The last examples are most extreme and most interesting, markets of small companies and markets within companies. I liked the ideas, though sometimes felt the grouping in these categories was somewhat random.
The third part talks about switching from command-and-control management to cultivate-and-coordinate management. One chapter about coordination and one chapter about creating the environment for people to work. Here the book also refers to the distributed leadership research Tom was involved in. The last chapter in this part talks about values and different purpose (than making money) for organizations.
I liked the book, though it did not contain very much new ideas. For a book called "future of work", I was slightly disappointed. It was well researched and gives a good start in this area.
Why four stars? Well, the book was still good. I liked this book more than another book on the topic recently published "Starfish and the Spider," so to reflect that, I decided to go for four stars instead of three. If you are interest in speculation about the future of work, this is a good book.
To the barricades fellow citizens, the Kings have returned.