Würdigung

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Würdigung     

W世代的个性宣言

我们有一个秘密情人,我们只相信自己才是救世主,我们要过小布尔乔亚的生活,我们是信奉“实用主义”的一代……     

Der regulatorische Fokus als Führungsinstrument für eine bedürfnisorientierte und effektive Mitarbeiterkommunikation

Interaction with employees is essential for organizational leaders. If executives do not communicate well, important processes like giving feedback, setting goals or guiding change processes can nevertheless lead to resistance from subordinates when communication is received as more threatening than challenging. Conveying messages in ways that provoke challenge instead of threat appraisals can be achieved via employee-oriented communication, but this may require taking peoples’ differing motivational orientations into account. This is because motivational orientations partially determine what kind of information is motivating to us, which goals and strategies we prefer, and how we deal with changes. In this regard, Regulatory Focus Theory (Higgins 1997) compares the gain- and success-sensitive promoter with the loss- and failure-sensitive preventer. This article applies this theory to the organizational psychological context and outlines practical implications for managers. The goal of the piece is to provide managers a leadership tool that acknowledges the diversity of peoples’ motivational styles and by that revealing a need-oriented and more efficient way in communication with subordinates.     

形式主义“3W”论

目前,形式主义之风,不仅大量存在于党政机关、企事业单位,而且也渗透到社会很多领域,已成为严重影响党的威信、治国理政、领导干部形象、社会经济健康发展的“公害”。坚持求真务实,反对形式主义为什么一直说起来容易,做起来难,还需要我们对“形式主义是什么？”、“形式主义为什么、“形式主义怎么反”进行系统的再认识、再剖析,以期纯洁理念、完善制度、健全机制、治标治本。     

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.     

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.     

Führung virtueller Teams

Thanks to an ever-advancing technology and the ensuing development of new media, the boundaries between private and professional life become rather blurred, with digital tools enabling affordable, easy and fast communication, cooperation, organization and production. Organizations everywhere are recognizing the possibilities and benefits to be derived, and are developing cross-border work models to accommodate the new “economic world order”, where nothing is bound to a stationary, existing location anymore. Prime targets are, in particular, virtual teams, whose team members predominantly communicate by information and communication technologies (ICT). There are, however, new challenges to face and solutions to be found. What exactly lies ahead of us? What factors are key to a successful virtual team? Where do present virtual teams stand, and what will future virtual teams look like? The global management consulting firm Hay Group in collaboration with FKI – Führungskräfte Institut have asked both experts and leadership in a survey to share their opinion (N = 289). The results of the survey have shown that virtual teams are a very common form of cross-border work and will gain importance in the future. Furthermore, those six factors determining the success of a virtual team in particular degree, could be identified by the survey. Worth mentioning here in particular are the development of trust and the team leader.     

Söhne bevorzugt? Geschlechtsspezifische Unterschiede beim Gymnasialbesuch türkischstämmiger Schülerinnen und Schülern

It is often assumed that in Germany the situation in Turkish families can be characterized by traditionalism, a patrilineal organization of family relationships and a rigid gender role orientation including a traditional gender division between gainful employment and housework. Against this background one would expect Turkish parents to have a particular strong interest in a high educational attainment of their sons and consequently they should invest more in their education. This article examines whether there is evidence for such preferences and relevant behaviours. An analysis of official school statistics of the federal state North-Rhine Westphalia shows that Turkish boys are more likely to make a transition to a Gymnasium than Turkish girls. However, a systematic preference of Turkish parents of a transition to secondary education for their sons cannot be confirmed by way of micro data. Moreover results from our macro data indicate that already in grade seven the gender ratio is reversed. All in all our analyses indicate that there is no significant and sustainable disadvantage for Turkish girls in comparison to Turkish boys.     

Pflegebedürftigkeit im Lebensverlauf

The paper investigates levels of functional health in old age as an outcome determined by support from family members and the individual’s financial assets. It addresses the question to what extent these risk factors for functional health also apply to the risk of long-term care (LTC) as defined by German Law SGB XI and may thus be transferable. Three hypotheses are presented, relating the individual’s economic resources and social integration to functional health limitations and to the onset of LTC. Results are stratified by levels of care, taking into account changes in levels of care over time as well as the location of care (at home or in a nursing home). The analysis is based the German Socio-Economic Panel (SOEP). For males it was shown that presence of close relative or spouse reduces the utilization of care (according to the LTC- definition by German Law (SGB XI). For males, long-term care was mostly provided by the spouse. The need of care depends not only on functional health status but also on the type of (family-)network. Substitution could not be found in the lower income groups. The utilization of LTC even increases for less affluent males living with a spouse due to financial incentives provided by LTC insurance. Substitutability of care services may thus vary by income group.     

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.     

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.