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Erfolgreich Veränderungen gestalten durch ein starkes Mittelmanagement

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Nieswandt, M., Saunders, M., Akinci, Ã., Tosey, P. Erfolgreich Veränderungen gestalten durch ein starkes Mittelmanagement. Der Betriebswirt, 54(1), 12-18. https://doi.org/10.3790/dbw.54.1.12
Nieswandt, Martina; Saunders, Mark; Akinci, Çinla and Tosey, Paul "Erfolgreich Veränderungen gestalten durch ein starkes Mittelmanagement" Der Betriebswirt 54.1, 2013, 12-18. https://doi.org/10.3790/dbw.54.1.12
Nieswandt, Martina/Saunders, Mark/Akinci, Çinla/Tosey, Paul (2013): Erfolgreich Veränderungen gestalten durch ein starkes Mittelmanagement, in: Der Betriebswirt, vol. 54, iss. 1, 12-18, [online] https://doi.org/10.3790/dbw.54.1.12
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Erfolgreich Veränderungen gestalten durch ein starkes Mittelmanagement

Nieswandt, Martina | Saunders, Mark | Akinci, Çinla | Tosey, Paul

Der Betriebswirt, Vol. 54 (2013), Iss. 1 : pp. 12–18

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Article Details

Publisher Name
Duncker & Humblot, Deutscher Betriebswirte Verlag
DOI
https://doi.org/10.3790/dbw.54.1.12
Language
German
Pages
7
Keywords

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Author Details

Dr. MBA Martina Nieswandt, Referentin für den Master Projectmanagement in Heidelberg-Ludwigshafen (www.masterpm.de).

  • Martina Nieswandt arbeitet seit 1993 im Feld der Human Resources. Seit 2002 ist sie selbstständig und seit 2012 Referentin für den Master Projectmanagement in Heidelberg-Ludwigshafen (www.masterpm.de). Sie ist Mitbegründerin der Denkwerkstatt für Manager in Mannheim. Die Bedeutung der Organisationskultur bei Veränderungsprozessen und die entsprechenden Aktivitäten von Managern brachten sie dazu, wissenschaftlich zu erkunden, inwieweit das mittlere Management hier eine Rolle spielt und ob dieses ggf. als Agenten des Wandels den kulturellen Veränderungsprozess unterstützen und so zu einer Beschleunigung des Prozesses führen können.
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Prof. Mark NK Saunders is Professor of Business Research Methods and Director of Postgraduate Research Programmes at the Surrey Business School University of Surrey, UK.

  • Mark NK Saunders' research interests include the implications of trust and organisational justice for the management of organizational change, service quality and research methods. He also undertakes consultancy in the public, private and not for profit sectors. Mark is co-author of numerous research articles and books including Research Methods of Business Students (2012, 6th edition, Pearson), and has co-edited the Handbook of Research Methods on Trust (2012, Edward Elgar)and Organizational Trust: A Cultural Perspective (2011, Cambridge University Press).
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Dr. Çinla Akinci is a Lecturer in Organisational Behaviour at the Surrey Business School, University of Surrey, UK.

  • Çinla Akincis research interests centre on the role of intuitive judgement in decision making and organisational learning. She has undertaken extensive research with the senior management teams of police organisations in the UK. Her research has been published in peer-reviewed journals including the International Journal of Management Reviews. Her previous career experience includes Business Development in the finance sector.
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Dr. Paul Tosey is a Senior Lecturer in the Surrey Business School.

  • Paul Toseys research interests include organisational learning and Neuro-Linguistic Programming (NLP); he is co –author of `NLP: a Critical Appreciation for Managers and Developers’ (Palgrave 2009). Most recently he has been researching ’Clean Language’, an innovative coaching practice that is based on metaphor, in which he is a trained facilitator. His career experience over 30 years includes consultancy, coaching and line management.
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Abstract

This article discusses results of research exploring the influence and role of middle management during organisational culture change. Qualitative and quantitative data were collected from a medium-sized organisation undergoing a radical change process. Previous research has highlighted the time required for such cultural change, a period of seven years often being considered realistic. However, the role of middle management has rarely been considered. Findings indicate that middle management are an important influencing factor within cultural change adopting a range of roles andhelping cultural change to be realised within a far shorter time.

Table of Contents

Section Title Page Action Price
Martina Nieswandt / Mark NK Saunders / Çinla Akinci / Paul Tosey: Erfolgreich Veränderungen gestalten durch ein starkes Mittelmanagement 1
Summary 1
1. Einleitung 1
2. Was ist Organisationskultur? 1
3. Warum Organisationskultur verändern 3
4. Die mittleren Manager 3
5. Die Vorgehensweise 4
6. Die Bedeutung für den Praktiker 5
6.1 Das kulturelle Veränderungsmodell 6
6.2 Die Reifegradmessung 6
7. Schlussbetrachtung 6
Literaturverzeichnis 6

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