Dual Career Couples – eine Konstellation fürs Life-Coaching

The author discusses “Dual Career Couples” (DCC’s) with children and the counselling with them. She analyzes the history of discussion of this issue in the USA and in the German speaking countries and she presents the advantages, the main topics and also the special problems of these couples. It is a matter of the relation of the couple to others on the one hand and between themselves on the other hand. These couples should be supported by the companies of their work as well as by life-coaching. Life-coaching stresses three main issues: how to support the affective relationship, the balance between giving and taking, and how to organize the family management.     

Der digitale Workflow für den Coach

The digitization of coaching implies major changes for the coach’s way of working. How do I communicate with clients during the session? How do I document the results of working? How do I organize this in compliance with the new privacy policy? The coach’s workflow is enriched by the digital thinking, the different communication channels run together and simplify the exchange with clients.     

Praxisbegleitung – ein Konzept für die Führungskräfteentwicklung

Colleagues’ monitoring – a concept for executive development. The article presents the concept of Colleagues’ monitoring that combines the following formats: coaching, organisational and professional development. The program which is structured in a compact and modular way, has been for years successfully applied by the management consultancy relations. Methodically the following three elements are essential: to work on concrete personal management topics, the structured consultation with colleagues and to become acquainted with the concepts of organisational development, management and consultancy. The program is an on-going learning-process in a fixed group for six meetings during one year on a regular basis.     

Reporter in der Organisation – Systemisches Storytelling für Journalisten

This article describes a storytelling method, which combines the craft of journalism with premises of systemic organizational development. It transfers the model of press freedom to the organization. Companies hire reporters to be free to cover the everyday life and culture inside the organization. Part of the method are storytelling-events where the reporters present their investigation to an internal public. The radical independence sets the systemic storytelling apart from other formats of corporate communications. The benefit is reliability. This opens new opportunities for companies to deal with itself and defines new turfs for journalists.     

Quasirentenmodell und Honorare für Abschlussprüfungen in Deutschland – eine empirische Analyse

The model by DeAngelo LE (1981a) Auditor independence, ’Low Balling’, and disclosure regulation. J Acc Econ 3:113–127 suggests, that audit fees do not cover audit costs with the client´s first audit when there is perfect competition in the audit market (low balling). Further, audit fees are supposed to increase with the maturity of the relationship with the client (fee cutting). In order to test the DeAngelo model we perform a multiple regression analysis for the German market of listed clients. The results are: First year audit fees do not significantly differ from audit fees in later periods. Audit fees increase with the maturity of the relationship with the client. Additionally, audit fees are positively associated with non-audit fees and (weakly) with Big4-auditors. These findings partly support the propositions of the DeAngelo models.     

Lehrexzellenz – Lehrkompetenz: Herausforderungen für Neuberufene mit Coaching begegnen

Excellence and competence are terms referring to recent developments in higher education especially concerning the quality of teaching. The discussion about teaching excellence can be interpreted as increasing stress upon universities. Teaching competence on the other side is extensively a matter of the individual lecturer. As such they are expected to focus on their educational beliefs, their teaching conceptions, and their disposable teaching methods on new mission statements that are committed to teaching excellence. This article deals with the question how the recruitment of new professors is carried out in universities of applied sciences considering the mentioned teaching excellence. The coaching program for professors that have recently been appointed at the Cologne University of Applied Sciences is presented as a forceful in-house procedure that is oriented toward the development of teaching competence.     

Coaching für Führungskräfte in der Sozialen Arbeit – eine empirische Bedarfsanalyse

Coaching for executives in social work – an empirical study on consultancy needs. Executives in social work see themselves under special demands to balance the necessity to cope with public cost cutting requirements on the one hand and the design of organization structures which are to master future challenges on the other. In order to adapt coaching to the consultancy needs in this field, 96 executives working in social facilities in Thuringia were interviewed with a view to their potential consultancy needs, in particular with respect to their management functions and leadership challenges. This investigation showed a high degree of acceptance for coaching and differentiated consultancy needs in the dilemma between economization and quality oriented social work. A preliminary competence profile for coaching personnel is derived thereof.     

Der Team Power Profiler – ein Analyseverfahren für virtuelle internationale Teams

Globalization and contemporary technology have made international virtual teamwork a routine aspect of daily business. The requirements are very complex; the results often disappointing. We have identified nine critical success factors that are crucial to successful international cooperation. Our Internet survey tool, the Team Power Profiler, analyzes both the strengths and weaknesses of international virtual teams, and in doing so offers a framework for effective coaching.     

Supervision für Ehrenamtliche

Supervision with volunteers in social workWhile professional supervisors are increasingly requested to work with volunteers, the widening scope of application evokes specific problems to both supervisors and volunteers. This article is supposed to carry forward the preceding article in OSC 2/05. The author describes the special features of voluntary service by example of ambulant hospice work and relates them to the setting of supervision. It becomes evident, that it is necessary to modify and extend the roles of the supervisor in order to work successfully. The author emphasizes the adequate choice of methodic repertoire. In many respects psychodramatic supervision is suited particularly for the work with volunteers.     

Gerechtigkeit und Arbeitskontext – Zur Bedeutung situativer Merkmale für die Gerechtigkeitswahrnehmung von Führungskr?ften

Leaders who are perceived to act with fairness can evoke desired employee behaviour in unique ways. Until now, little attention has been paid to the influence of situational factors on judging leader??s fairness in the work context. Based on the event paradigm, this study explores the formation of employee??s perception of leader??s justice in the context of work distribution through a variety of situational factors. Using a factorial survey we show that not only well-known factors such as respectful and reasonable behaviour affect the perception of leader??s fairness but also situational factors such as speech situation, trust between leader and follower, and the quality of the task.     

Smart Devices in Organisationen – Von Regelungen für die Allgegenwärtigkeit von computergestützter Kommunikation

Mobile communication devices like smart phones are keystones for improving efficiency, compacting and subjectifying work. They dissolve boundaries in multiple ways and influence organization of work alike exhaustion and recreation. Legal regulations are not implemented in organizations or do not fit. Organizations find it difficult even to find rules, because there are many contradictions. Nevertheless, it is for organizations in both competition concerns as issues of workplace health promotion advisable to conduct clarification processes to availability times. Consulting can support negotiation processes.     

Gruppencoaching für Führungskräfte

Group coaching for managersIn this article the concept “Group coaching for managers” from Siemens Learning Campus is introduced. The reasons, goals, requirements, advantages and limitations of the concept are presented. Furthermore, the themes which managers bring to coaching and the methods which are used to work on solutions and clarification are described.     

Von der Kundenintegration 1.0 zur Kundenintegration 2.0 – Implikationen für Praxis und Forschung

Customer integration has become an established topic in management research with specific attention given by marketing researchers. The term refers to a new definition of a customer’s role in market exchange. While previously the customer was considered a merely passive recipient of goods and services only he now takes over the function of active supplier of input before, while and after a market transaction. Currently, four different research lines on the topic can be identified: Each of these research lines also mirrors a distinct manifestation of practical application: (1) the business of solutions, (2) mass customization, (3) service co-creation and (4) value co-creation. For the future we expect more stimulation for both the practical and the conceptual advancement of customer integration particularly to stem from new technologies to be summarized under the label of web 2.0. For web 2.0 we distinguish between moderator centered approaches such as crowdsourcing, swarm creativity and open innovation on the one hand and community centered approaches such as social network sites on the other hand. In order to advance and substantiate our understanding of the new implications from web 2.0 on customer integration we propose to resort to the theory of social capital and the concept of the borderless organization.     

Coaching für die Schulentwicklung

Coaching in school development The author focusses on coaching as a method of school development. In most cases school development is designed as organizational change realized by external experts (change agents). In contrast to this procedure, the author favours a school development by internal persons, especially by the principals of schools. It is argued, that if they are carefully coached during the whole process they are much more likely to succeed in developing the whole system.     

Zur Struktur des Marktes für Abschlussprüfungen

This comment refers to the paper ofStefani/Bleibtreu. In their model they combine two important topics of audit research: Auditor’s independence and audit market’s concentration tendencies. The objective of their paper is to demonstrate that abandoning non audit services might have negative impacts on auditors’ competitive behavior.

This comment addresses the following features of the model:

• The paper’s relevance, because it addresses aspects of the audit market structure, which have been so far neglected in the political discussion on the EU-level.
• The way of modeling different auditors’ offered product portfolios and auditors’ cost structures.
• The implications of the paper’s results, because only very few papers make use of analytical models for analyzing the audit market.

     

Ressourcenorientiertes Coaching für arbeitslose Akademiker

Resource oriented coaching with unimployed academicsThe author delienates a coaching process with an unemployed scientist looking for support in completing her thesis and in coping with her unimployment.     

Konfliktcoaching für neu ernannte Führungskräfte

Conflict coaching with recently appointed managers The author discusses conflict coaching with recently appointed managers. It is a basic premise that newcomers first have to prove as managers in the eyes of their colleagues, otherwise a great variety of complications may emerge. These complications are determined by the way the manager is recruited, by the situation of his predecessor and by the specific organizational task. Accordingly, in coaching processes these different conflict eventualities have to be dealed with in different ways.