Digitalisierung der Arbeit: Konsequenzen für Führung und Zusammenarbeit

In this paper, we focus on the characteristics and requirements of digital leadership and cooperation when teams are working on complex and dynamic project tasks, and cooperation is mediated by modern information and communication technology. Based on current research results we discuss the question, whether the thesis can be supported that leadership of complex digital teamwork can only be successful if leadership functions are delegated to the team and personal leadership is complemented by structural leadership. Despite many ambiguous research results regarding the effects of digital leadership current findings seem to support that more shared leadership in self-managing project teams seems to be helpful for team performance.     

Intergenerationelles Lernen als Herausforderung für NGOs

In this article the learning between different generations in Non Governmental Organizations (NGOs) is discussed. Therefore the development and history of NGOs as a special kind of organisations is presented before the relationship between different generations is analysed within two steps. Firstly the voluntary engagement of different age groups is taken into account and secondly the learning opportunities between different generations in NGOs are theoretically reflected. Finally the challenges of intergenerational relationships within NGOs and the possibilities of institutionalised intergenerational learning are described.     

Der Wert von Kindern für ihre Eltern

Demographic and micro-economic approaches have not sufficiently resolved the explanation of fertility behavior and intergenerational relationships. The “value-of-children-approach” promises a possibility to solve these problems especially with regard to cross-cultural differences. The approach is re-conceptualized in the framework of the theory of social production functions as a special theory of action. Children are seen as strategic intermediate goods to fulfil basic needs of their (potential) parents: Their (1) work and income utility and their (2) insurance utility increases physical well-being, their (3) status utility and their (4) emotional utility increases social recognition. The explanatory potential of this special theory of action is systematically unfolded for six essential dimensions of the action system of the family (size, durability, context opportunities and restrictions, resources, intergenerational relationships, and gender). Finally, the implications for the modernization and social change of intergenerational relationships in societies with different kinship systems are discussed.     

Aufstiegsf?rderliche Führung – gut für den Aufstieg, schlecht für die Gesundheit?

The present study introduces the concept of career-supportive leadership within the contradictory context of career success and psychological strain. We describe four dimensions of career-supportive leadership: delegation, feedback, trust and promotion. In addition to positive relationships with career success, we expected negative relationships with psychological strain and work-home-interference because career-supportive leadership provides resources which might buffer the effects of career-related demands. In a longitudinal questionnaire study with 581 participants of different organizations we found mainly delegation and promotion to be positively related to different indicators of career success. Referring to psychological strain and work-home-interference, feedback was found to be protective. We discuss research prospects as well as practical implications.     

Methodisch-kreative Klärung als Zugangsweg für eine Berufsorientierungs-Maßnahme – am Beispiel eines mehrmonatigen Kurses für junge Erwachsene: „Wer bin ich und wie zeige ich mich?“

The following presents a creative method that is a suitable way to achieve group-dynamic processes on an intense level within the range of adult education, which can be performed in a relatively short time. After a statement of objectives for the specific community-favorable action, the context is described and dealt in detail with the used method. A view of possible obstacles and challenges of the method will be given, followed by a concrete moderation. After presenting the result the conclusion will be drawn.     

Introvision in der Arbeitsvermittlung für Fallmanager und Arbeitslose

In the context of a pilot study the effects of the educational-psychological intervention Introvision were tested with older long-term unemployed people. The project was accomplished in the time by 1.4.2010 to 31.12.2010 in co-operation between ARGE Paderborn and the research group Introvision. In the context of the project 16 employees of ARGE Paderborn participated in an advanced training to Introvision, 31 customers of ARGE Paderborn began a coaching to get introduction in Introvision and 20 have also finished. Nine customers decided to participate five individual coachings. The results show, that the offers have a high individual use for the participants. To the central changes belong improved handling of stress, decrease of social isolation, improved (self-) perception as well as a higher self-confidence and a more open co-operation between customers and employees of ARGE Paderborn. Besides four participation began a job on the first labour market and two could be connected to a honorary activity.     

Ökonomische und nicht-ökonomische Gefahren für Demokratien

Muller (1995a) claimed that during the 1960s and 1970s countries with (high) income inequality are more likely to face decline in democracy than countries with lower income inequality. This article uses new data to compare the negative impact of two economic determinants (income inequality, inflation) and two non-economic determinants (percent of Islamic population, world system periphery) on democracy. It is found that neither income inequality nor world system periphery does contribute to the explanation of the decline in democracy. Only inflation offers a tentative explanation for decline in democracy. The validity of the results is lessened by sample problems. Especially the data from communist countries appear to be less reliable.     

Der Einfluss von people pattern auf die Präferenz für die Gestaltung innerbetrieblicher Diagramme – eine empirische Studie

This paper proofs the impact of the identity in terms of certain not yet scientifically analysed cognitive filters (people pattern) to graphical and visual preferences of human being. Some items based on a people pattern questionnaire have been extracted in order to build up people pattern profiles that maintain people’s chart-type preference. That approach aims the identity driven prediction of the preferred chart-type, used for special business purposes to ease graphical interaction. This model can be used to include the auditor’s visual preferences already in the design process of business charts.     

Networking: aufstiegsf?rderliche Strategien für Frauen in Führungspositionen

The establishment of networks, selective networking and mentoring are fundamental elements for a future career in management. Women in executive positions are disadvantaged due to their minority position concerning their access to networks and their ability to build a mentoring relationship. In the following article examines, from the micro-political point of view, how this disadvantage reflects in organizations at the action level (like networking strategies or exclusion tactics) and which opportunities and barriers for women in leading positions might be derived from the findings. Firstly, the concept of micro-politics will be introduced then networking and coalitions building as career promoting strategies will be discussed. Based on qualitative expert interviews conducted with women and men in executive positions, the strategies of networking and mentoring as well as the opportunities of women to win access to men-dominated networks will be presented. The article will conclude with implications derived from the study results.     

Die Netzwerkperspektive in der Gesundheitsförderung als Ansatz für professionelles Handeln

Network perspective and health promotion have in common, the orientation on resources and changing from the pathogenic, deficit oriented viewpoint towards a salutogenic one, a perspective based on protective and supporting factors. On principle this means an expanded and integrating orientation which goes beyond the individual by considering the personal circumstances and environmental conditions. The integration of network perspective in counseling processes needs a professional attitude, grounded in a basic understanding of networks as functional and health-promoting in the sense of social support but also as a systemic view considering transactional relations between individual and environment. Here processes of empowerment play a central part. The expansion of opportunities for professional action in the sense of a salutogenic basic attitude refers to foundation and action guiding principles of health promotion.     

Berufliche Qualifizierung für Arbeitslose

The efficiency of publicly financed training measures is discussed. Findings concerning evaluation have for the most part diverged as a result of data problems. The article examines the efficiency of publicly financed training programs for East Germany which aim at reintegrating unemployed persons. The analysis is based on longitudinal data of the ?Berufsverlaufsstudie Ostdeutschland“ (occupational trajectories in East Germany) for the period 1990–1997. Analytically, the effect of training measures is split into a ?human capital“ and an ?institutional“ effect. Both effects are analyzed in a multivariate event history model. They operate in contrary directions: the institutional effect is marked by delayed reintegration of unemployed into work whereas the human capital effect results in better labour market chances due to additional credentials. In times of rapidly changing labour market structures the institutional effect overrides the human capital effect. In the East German transformation process, publicly financed training measures have not proved to bean efficient political instrument to speed up the reintegration of the unemployed people into gainful employment.     

Gesundheitsförderliche Arbeitsgestaltung als Ansatzpunkt für das Recruiting in der Zeitarbeit

Temporary work agencies are constantly seeking new personnel. However, the industry’s image as well as reports on unfavourable working conditions impede the recruitment of new temporary agency workers (TAW). In the present study semi-structured interviews were conducted with 11 TAW to identify work characteristics that are perceived as potentially stressful and motivating, respectively. The results of the interview study can yield valuable hints for the improvement of the quality of work and further support the recruitment of new TAW. The results show that the working conditions of TAW contain a multitude of demands – e.g., high levels of insecurity, flexibility requirements and experiences of social marginalization – but only few resources. Starting from these insights possible measures are discussed that are suitable to improve TAW’s working conditions and provide recruiters with valuable arguments for the recruitment of new staff.     

Stabilisierung als Führungsaufgabe in Organisationsentwicklungsprozessen

The notion of continuous change in organizations assumes that change has no stipulated transitional stages but is a process of perpetual flow. The process of change has come to be seen as a never ending demand on the competence and talents of organizations and persons. In order to be capable of meeting the continuous challenge on their flexibility “organizations” need, more than ever before, to have stable and socially integrated structures. Managers must therefore – in the sense of Lewins dictum “to transform passive participants into active participants” (Fatzer 2002,S:136) – and in order to successfully bring about the processes of change, increasingly occupy themselves with the themes of stabilization and institutionalization. Stabilizing structures, individual roles and management learn and development processes,and the method of evolving them, are critical factors towards the success of every organisational developmental process.     

Macht und Führung

The article highlights the relation between leadership and power in organizations. Paradoxes and dilemmas related to the power endowment of the leadership role are analyzed from a systems-theory perspective. The article closes with recommendations for the shaping of the supervisor role.     

„Unkündbar und nun?“ Lebensziel oder Schicksalsschlag – Chancen für eine faire Trennungskultur in der öffentlichen Verwaltung

Job security is seen as a very high value by employees regarding their professional objectives. Especially for employees in public service that secure professional status is one of their main reasons for working in public servance. Therefore, any dismissal may have severe negative effects on health of the employees and also negative effects on the image of the employer. From their perspective, an outplacement program could be an expedient element within the employee-life-cycle (recruiting—retention—exit/outplacement). A fair culture of separation in the organizational context in public sector which is accompanied by an outplacement program can give new perspectives to the employees and strengthen the image of the employer. An interview study with clients of an outplacement consultation will be mentioned. The participants were asked about their expectations and experiences with the consultation. Basically, the results clearly show that the consultant has a tremendous importance and is thus one of the most important success factors. If he or she meets the needs of the client, he or she works up the separation and promotes the confidence of his clients, nothing stands in the way of a successful consultation.