October 17, 2013

Peter Drucker

After all the insights and readings on excellence models and management gurus like Edward Deming, I have begun to reasearch into some wider areas. One author I have begun to explore based on the back of the project I have successfully applied for is Peter Drucker. One interesting concept Drucker discusses is that of Knowledge Worker Productivity. Drucker outlines 6 key features that determine knowledge worker productivity. These consist of ideas such as productivity depending on demanding to know what the task is, that workers require autonomy, that continuous innovation, learning and improvement have to become a core concept of work, that measuring quality along with quantity is just as important and that finally, teaching and the learning of knowledge is seen as a long term asset rather than a short term cost.

In many respects, Drucker's ideas link to those of Deming and in particular, the EFQM model. In that knowledge is paramount to the success of an organisation, and that learning should not be seen as a cost as the long term benefits (although potentially unmeasurable) will far outweigh the costs. Therefore, a well educated workforce with superior knowledge will acheive better results. For example, if a chef has poor knowledge and is using raw ingredients that are out of date, the chef may not undersand why the final result is not highly desireable. However, if the chef has high knowledge, they will know that the raw ingredient can not be used and an alternative ingredient must be found and used instead.

Essentally, Drucker, like many other management gurus, argues that the individual is one of the most important assets to an organisation, and that their satisfaction in work, their enjoyment and ultimately the knowledge they have is of paramount importance to an organisation's excellence.

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