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Jawne Zarządzanie - Blog
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The beginning of the company |
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poniedziałek, 03 grudzień 2007 |
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I started the company because I was and still am convinced that people are good, they all have good will, many of them are highly competent, the only problem is that they are not well organized. Communism was organizing everything for us and we have never learnt how to do it. I was and am convinced that good organization and management is the thing most people and organizations desperately need.
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Funny stories in consulting |
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środa, 28 listopad 2007 |
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One of the funniest stories happened at the very beginning in 1993 when we were starting our activity. I was asked by someone to prepare a training offer for „Wawel”.
I learned everything about the sweets industry. Talked to someone who worked there and prepared a preliminary proposal. The director liked the program and accepted it to start with, but mentioned that they are Wawel Royal Castle – the museum not the Wawel sweets factory. I do not think, anything like this would be possible now, but it was 1993.
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Participatory management |
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piątek, 19 październik 2007 |
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The word participation has rather negative connotations in management and rightly so. One research has shown that managers who try to use participatory management style are more threatened by civilization illnesses. They certainly feel uncomfortable, especially in not participatory post-communist culture. The reason is simple. Most institutions we meet have totalistic character – school, the Church, the army, business schools, universities. All of them speak a lot about participation but give little or no real advice how to practice it. This is why we have chosen participation to be our main tool of work. We study participation in all possible aspects. We know its dangers and advantages, we know conditions in which it can be successful. We are one of the best informed consulting companies in this aspect in Europe.
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Our firms' colors' meaning |
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poniedziałek, 01 październik 2007 |
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It is not colors, you may almost say we have one color it is dark blue. Blue is the color of the sky. Light blue during the day, dark blue at night. So blue is associated with unlimited space and unlimited freedom. When we speak of total participation we mean unlimited space for freedom. Of course it is unlimited from outside. It is however limited internally. For instance it is limited by our ignorance. We will never be free to be responsible for millions if we are ignorant of the business rules. Business total participation is not bolshevism. It is night sky not day sky, because night sky with the stars better shows us what the space is like. We would like to be the stars to show the space and the way.
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The biggest obstacle to total participation |
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poniedziałek, 24 wrzesień 2007 |
To put it metaphorically total participation is getting more by enlarging the cake, and
not by finding better ways of dividing what we already have. The biggest obstacle is
to accept that if I decide to share what i have I will have more. This something to be shared may be: power, position, knowledge, information, property, capital, ownership rights, etc. This is so difficult, because it is counter intuitive. How can I have more if I give to others what I have. Giving or sharing is opposite to Getting and gaining. This means that to introduce total participation, one has to give up traditional economic thinking, has to questions many years of management training etc. It takes years to overcome it.
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Total Participation Management - implementation period |
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poniedziałek, 10 wrzesień 2007 |
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Open Book Management practicioners say that it usually takes 4 years to implement OBM. I would say that the implementation period for TPM depends on the initial state of the company. Sometimes it happens that a given company wants to implement TPM but is already managed by total participation. On other occasions, systemic limitations render the implementation virtually impossible.
We must also remember that it is Americans who mention 4 year implementation period. In Poland, taking our mental structures into consideration, I would say we have to add 2 years on top of that. I think it is mental bareers and communist fallout that determine a rather small number of companies managed by total participation in Poland.
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Where was the Total Participation Management first applied? |
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czwartek, 06 wrzesień 2007 |
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I would say it was when a wise chief gathered his warriors and instead of pretenting he knew everything, told them how the situation looked like, asked about what everybody thought and after that shared his views, explaining it and waiting for consensus. Anyway, I believe it was very long ago. One of my hobbies is finding instances of TPM in distant ages. Recently, I found it in the law of Solon, VI B.C., but I think that it simply lies in our nature.
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TPM companies in Poland |
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poniedziałek, 13 sierpień 2007 |
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It is not easy to find companies that are managed by total participation. I'm sure that they exist in Poland. Recently, I have been invited to do a consulting project for X-tech, an IT companies that proved to be TP managed. Ekolan is another company that it close to being managed by total participation. I am convinced there are hundreds of similar organizations. Very often they create original management systems.
Unfortunately, it is really hard to find TPM companies, as they are usually rather small. It you know such organizations, please let us know, we will be happy to write about them here on our webpage.
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Mimimum salary - Total Participation Management |
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sobota, 11 sierpień 2007 |
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For many
people the concept of "minimum salary" or "fair salary"
seems to be political one or strictly connected with social Church teachings -
in general it is not useful in management, for some people it is even harmful.
However, examining many different companies and organizations I realize that
there is such thing as "minimum salary" that has a crucial meaning
for management. It is threshold value, below which there is no sense in talking
about reward systems, motivating people, bonuses etc. At this moment that
salary in Poland
is about 1800 zloty's (net pay). There are of course some fluctuations in
different regions and professions. This is the salary that allows people who
live economically not to fall into poverty. If an employer can not afford to
pay such salary to his employees, they should exactly know why is it happening
and what needs to happen to change this situation. Every employee has a right
to know this information because he or she needs it to plan his or her life and
future occupation. If he or she knows it, it is Total Participation Management. The work
becomes motivating. There is however the level of payment over which money is
not an issue anymore - it is all about challenge, about doing something new. It
is hard to estimate that level, much depends on accumulated fortune, family
situation etc., it can be even 5000 zloty’s right now in Poland.
Motivational meaning of Total Participation bases on the fact that employee knows
where he/she is at the moment, and where he/she can get in achieving goals.
Traditional management systems are like walking in the mountains with eyes
being closed.
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Total Participation Management vs Human Resource Management |
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wtorek, 24 lipiec 2007 |
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People usually ask me what is the difference between Total Participation Management and the way that people are managed on regular basis. The simple answer is that in TPM people are treated as persons, while in HRM they are treated as resources.
But there is also more detailed answer. In companies managed by total participation the recruitment process is very long and thorough, but employees are very rarely discharged. Employees are offered full knowledge and understanding of basic financial documents. They understand business process. They are owners. They are rewarded for company's performance. They make decisions for themselves and for the company. Sometimes I hear that companies have some of these feature. It might be true. Yet, companies managed by TPM have it all.
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czwartek, 19 lipiec 2007 |
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This is my firt blog entry and I must admit that I feel a bit stressed writing it. But let me get right to the point. Total Participation Management is often contrasted against Human Resource Management. Yet, little do we know that TPM approach makes Chief Financial Officer the person responsible for managing people.
Business orientation of Total Participation Management, focusing on the fundamental business process, taking into consideration proper preparation of financial data and employee business training, bring the financial services of the company to the front. All that HR department does is providing support for the CFO.
Sometimes I wonder whether the main problem with implementing TPM is caused by the fact that the CHRO is reluctant to give up his or her power or that the CFO is not prepared for the kind of dialogue that TPM requires. One thing is certain: organization that is a battleground for CHRO and CFO is doomed to failure in introducing Total Particiaption Management.
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