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Richwien, Daniel Doomed in the tutti?
Musical training, musical career – two colliding worlds
Category: Essay
Das Orchester 04/2008, Page 18
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Many orchestras have not discovered the creative potential of employee participation. They tend to discourage open discussion, thus potentially fostering resentment. What is needed, Pegelhoff argues, are cultures of communication that involve musicians and management alike. The musicians of the Bielefelder Philharmoniker have tried exactly this, reworking the structures of communication in a process that has brought noticeable changes, leading to greater mutual respect and an improved work climate. Staff must not be reduced to a mere expense factor. Instead, orchestras must aim to develop musicians' identification with the overall organization. For as studies show, employee loyalty and productivity, efficiency and work satisfaction are closely connected. A professional human resources management will therefore be crucial for the future of German orchestras. According to Richwien it is three main factors that influence work satisfaction among musicians: trained as soloists, though usually working within an ensemble, they need individual regard and feedback; motivation; and genuine, i.e. two-way communication. At the same time, to successfully bundle the artistic resources of an ensemble, effective leadership is also required. Yet, as Pegelhoff argues, leadership is often ill defined in orchestras and leaders lack adequate training. He suggests coaching as a way forward, as well as internal communications that take on board staff suggestions to improve operating procedures. Professional musicians are exposed to physically and psychologically demanding work conditions; yet top performances require health and mental balance. For this reason, the state of Lower Saxony, in a pilot project, subsidises stress management courses for professional musicians. Another problem, Bohne argues, is coping with emotional stress. Coaching and mental training should be used in this context. Yet to succeed individual preparation must be supported by organizational structures. In this respect human resources development and a supportive style of communication are crucial. However, if internal quarrels have taken root mediation, as Kutz illustrates, can be a useful tool to sort out differences that allows individuals to voice their concerns in a protective, structured and objective environment.
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