2100 Punky Management; a way to inspire future organizations (part 1)

2100 Punky management is an innovative management idea. It is a concept that is meant for the future. Let’s say from now to 2100.  2100 Punky management is a mixture of modern and traditional ideas about management. I developed the idea when I was in Brick Lane in London. The surroundings inspired me to create a healthy management concept which was not as boring as a lot of other concepts. This is part 1.

2100 Punky management is quite basic. The 2100 punky organisation (the Factory) has three hierarchic layers. The employees are called Members. They are mainly responsible for the Output of the 2100 Factory. They are the most important layer. Without them there is no output. Their work is operational; their instrument is the Process.

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Because they are connected and always part of a bigger unit, they need coordinators (the Loaders) for the communication and for team balance (Club Balance). The Loaders take care for excellent communication lines to combine the Factory expectations with the Members reality. Loaders are the hot line between the Down & the Members and between the Units.

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The Down is recognized in most organizations as the top of the organization (the board). Not in the 2100 Factory. They are supporting the Members and the Loaders to get a wonderful output. The Down will take care for a good PR, for good relations with poiitics and other organizations, for paying the wages, for a supportive HR-machine & for all financial matters.

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The Members, the Loaders & the Down are called the 2100 Punky Community. Their chairman is the 2100 Factory Leader. He is chosen every 3 years by the organization.

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The wages of the Down, the Loaders & the Members may differ but absolutely not too much. Down Members may earn maximum 15% more than the Members. Loaders most of the time have 5% more than the Members. It is very important to have as few Loaders and Down Members as possible. The quality of their work should be excellent.

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The 2100 Factory doesn’t have a traditional bonus system, but there is the 2100 Lottery which we shall explain later. This is a system that may be compared with bonus systems, but is more honest than the present bonus systems.

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There is no salary scale system. More years is not automatically more money a month. Everybody will deserve as much money. But when the 2100 Factory has better results, the wages will rise. Everybody will share in profitable circumstances. And another attractive stimulator is the 2100 Lottery.

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The base of the system is first of all cooperation and sharing and in the second place there is also competition, but it is important not to be that serious about competition. Sporting people are not hostile to their opponents. There is an interview with Steve Jobs and Bill Gates together. Both are laughing and the atmosphere is pleasant. That is 2100 Punky Management. Competition is to be reduced, cooperation needs stimulation.

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Creativity and innovation are important. And because art is important for fashion and marketing shapes of the 2100 Factory art is stimulated by the Factory. The same can be said about new technology & diversity. Diversity is important for innovation because innovation is supported by different points of views and different approaches. Diversity encourages innovation.

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New technology is green and ecologically sound. Engineers are stimulated to invent and use as much green means as possible. The 2100 Punky Management has an aversion to irresponsible organization behaviour. Every organization is a part of its environment and knows its responsibility in its society.

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Performance reviews can only be done by Loaders and Downmembers that have a relationship with the Members. They should know their people. Loaders and Downmembers who don’t have that relationship are not able to do performance reviews. The reviews are always about concrete situations. Every half a year a Member, Loader and Downmember is receiving feedback from 5 other Members.

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If Performance Reviews are negative for 3 times in succession the Factory will help the Member to get another job. When people are mobbing, intimidating or agressive they are dismissed. Loaders and Members are both responsible for protecting each other in the Factory. That is why it is called a Punky Community. Punks are protecting each other on the streets. When the environment is socially safe, mobbing and intimidating are reduced.

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Projects and administration are reduced to a minimum in the 2100 Factory. Data registration needs to be smart and bureaucracy is considered as a horrible excrescense of uselessness, The 2100 Factory is always concentrated on project minimalisation and registration diet.

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Projects and reorganizations should be simplified as much as possible. In many organizations is the project way too dominant. 2100 Punky Management is very critical to the creation of project teams fo everything. If a project is necessary, it is okay, but it is better when it can be done by the Members of the 2100 Factory without creating a project.

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2100 Factory Project teams are very small teams. One projectcoordinator cooperates with a small group of Members. The project belongs to daily business and there are no special meetings. Things are initiated and evaluated in the usual meetings. People get additional relevant information about a project by mail and social media.

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Actually only the financial side of the 2100 Factory is registrated, but wasting paper is avoided. If a Club’s result is low Loaders and Downmembers will do interviews and investigations. (A club is a Factory team or a Factory Unit). Financial data are nothing in itself. They are a reason for investigation.

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Registration and measurement don’t ‘do’ anything. They are leading to stress and impulsive management behaviour and they cost a lot of money. It is important to know what is happening in the Clubs of the 2100 Factory and to initiatie immediate action in stead of creating big reports to impress the CEO.

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Human Resource Management needs to be supportive and not leading.  It won’t replace management in the 2100 Factory. Loaders and Members are asking for the support they need. Human Resource Management is not a part of the 2100 Factory. It is an external service.

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Absence through illness is not a HRM-matter but is a Members and Loaders responsibility.  They have a warm and close contact during a Member’s or a Loader’s illness. The period of the absence will be predicted on the first day by the ill Member or Loader. Honesty is an important value.

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Members, Loaders and Downmembers are all responsible for the process and they know and show it. Measurements and administrative garbage should be considered critical and reduced. The 2100 Factory celebrates every month ‘a day without administration’.

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Board- and Downmeetings are broadcasted by social media. This is encouraging transparancy and openness. There are no secrets in the 2100 Factory. Members and Loaders are taken serious as grown op people and are not treated as children. This is what we call True Transparancy.

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Significant creativity and innovation are neglected for many years in the competitive business world. In the 2100 Punky Community it will have a central position. Especially in combination with green technologies. 2100 Punky Management is making space and time for creativity and innovation. But creativity and innovation have a meaning: they improve the output and products of the 2100 Factory.

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Overbeek is management consultant, and owner of Pitcher Support (www.pitchersupport.com). He has written two books in Dutch. ‘Goeroegetwitter’ is a (fictive) tweets collection of 49 management thinkers. ‘Voer voor jonge bazen’ (Food for young managers) is a practical guide for young managers in business practices. Overbeek has a management weblog ‘Jonge bazen'(Young bosses) 

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