Entscheidungsprozesse fördern

Promoting decision processes. An example of the work of parish advice/organisation development First, you will find an exmaple of the kind of work done in parish advice/organisation development. Then the development of the working concept of parish advice/organisation development is highlighted. The example shows the advisory structuring of a decision finding process concerning the question: which of the four existing parish centres should be closed in the future?     

Supervision in der Gesundheitsförderung

Supervision in mental-health A brief outline of supervision as such is followed by a specification of supervision in the pretherapeutic field of mental-health. Here, supervision has an identity promoting function as well as a didactic one for the leaders of workshops and seminars. Using short sequences of group supervision, the psychoanalytic method is demonstrated. In the course of the supervisory process mirror phenomena of the participants’ psychodynamics can be observed as well as the dynamic of the employing institution (open questions and conflicts) and their interference become visible. Supervision in mental-health is useful for securing the quality of the standards of the work, serves the mental hygiene of the leaders, and promotes the development of the organisation.     

Das Planspiel Burgschwand als Erwerbsförderungsmaßnahme

Occupational qualifications, social and interpersonal competency as well as methodical background are highly important in working life. For the professional integration and/or reintegration into the labour market, it is essential to be aware of one’s knowledge and abilities. Different strategies and support structures for career improvement such as the simulation game Burgschwand, aim at a self-reflexive engagement with above mentioned competencies. Self-confidence for job hunting, defined career goals as well as increased motivation and drive are results of such methods and are discussed in this study.     

Coaching in der Pastoral der Diözese Speyer

Coaching in the pastoral of the diocese of Speyer. Internal coaching between office and independence A lack of priests and changes in social conditions are forcing the Diocese of Speyer to employ people on an honorary basis in executive functions of spiritual welfare. The permanent staff of the bishopric are now to coach those volunteers in order to accompany the process. For this they need a great deal of independence as ?new coaches“, which can however put their loyalty to the ecclesiastical office into question, as long as they fail to acquire appropriate forms of communicative plausibility. No one can on any account escape from the momentum sparked off through the use of coaching in a hierarchically structured operation — neither the operation nor the coaches.     

Ausbildungssupervision per E-Mail — Möglichkeiten und Grenzen

Internet-based supervision for trainees — possibilities and limitations This paper presents an internet-based supervision concept for trainees in development aid projects, that has been designed at the KFH NW / University of Applied Sciences in Aachen (Germany). Based on a phase model, the article highlights requirements of email supervision in content and method. Furthermore, it reports results from a study with former participants of email supervision. Possibilities and limitations of internet-based supervision are discussed. Conclusion: Although email-supervision cannot be considered as an equivalent alternative to face-to-face consultation, it could be a useful methodical variation of supervision and coaching.     

Fehlzeitengespräche — Instrument betrieblicher Gesundheitsförderung?

Talking about absenteeism from the job as an instrument of health promotion in companies? The author outlines the problems of the systematic use of talks about absenteeism from the job, that is talking with employees, when they return to the job, after their having been sick. Do these instruments promote occupational health? The author presents the results of an empirical qualitative evaluation of a health promotion project implemented in a service company. The main topics of the study ask whether employees accept the mentioned instrument and which expectations and fears they anticipate being confronted with its systematic use. The result of the study are discussed in detail and will be complemented by recommendations for the future development of the ongoing health promotion project.     

Verlustnutzung von Kapitalgesellschaften bei Umwandlungen – Eine ökonomische Vorteilhaftigkeitsanalyse

This paper investigates the potential utilization of tax loss carry-forwards in case of reorganizations of corporations from an economic point of view. Thereby, we analyze the tax impacts of indirect utilizations of tax loss carry-forwards by means of increasing assets’ book values as well as the tax impacts of the minimum taxation. The paper illustrates that the implementation of minimum taxation on transfer gains – which is reasonable at first glance – results in the following effects: Contrary to assumptions made in literature, the consequence of the regulation is that no reorganization can be utilized in order to avoid minimum taxation of current earnings in a profitable way. Surprisingly, for reorganizations due to other intentions it may be economically reasonable to let tax loss carry-forwards lapse at least partially. From an economic viewpoint this is in breach of the objective net principle.     

Übergangsrituale im Coaching: Bedeutung und Einsatzmöglichkeiten

Rites of passage are helpful to master difficult situations in life, such as crises, changes in status or social roles, or transition between two phases in life. The concepts developed in sociology and cultural anthropology around this subject can be utilized in coaching, when dealing with issues related to change and transition. The paper focuses on the main aspects of these concepts in addition to proposing concrete methods to employ ritual elements in coaching situations.     

Empowerment fördern,neue Firmenkultur etablieren,Nachhaltigkeit sichern

In contrast to many other change processes that are often led by a defined process architecture with clear targets and a strategic framework that mainly addresses company leaders, this systemic approach within a medium-sized company fostered high participation and an organically growing change management. Focusing on the empowerment of employees from the start serves two parallel objectives: the development of a new organization and the transfer of the experience from the existing organization. In the following example, this dialectic challenge is targeted by an iterative process. The organic intertwining of operative and change specific tasks enables a participative target frame that step by step includes and fuels a new culture, modern leadership principles, and contribution.     

Verordnetes Coaching — und Möglichkeiten und Grenzen zur Organisationsentwicklung

Prescribed coaching — and chances and limits of organization development On the basis of two case studies it is shown how and under which conditions ?prescribed coaching“ can become effective for the coachee as well as for the organization. With that the Kühl-thesis, coaching was nothing but a placebo for the organisation, is at least partly refuted.     

Doppelspitzen in der öffentlichen Verwaltung – Unterstützung durch Coaching

In this article I describe aspects of coaching concerning dual leadership in public administration. I will discuss organisational culture in public administration. Afterwards I emphasize on challenges for leaders and managers who will deal with change of corporate culture. At last I present a map of concepts dealing with coaching of dual leadership which will create insight for the clients for the challenges of their daily work.     

Qualitätsmanagement: Entwicklung,Problemfelder und ein integrativer Lösungsvorschlag

Quality Management: History, problems and an integrative modelStarting with a critical examination of the history and the commonly known concepts and systems of Quality Management, the paper discusses a broader understanding of quality in a genuinely managerial perspective. This is shown by generating and applying five basic dimensions of the quality concept. An integrative concept of Quality Management is presented.     

Ein Optimierungsmodell für die wöchentliche Tourenplanung unter Einbeziehung der EU-Sozialvorschriften

The Regulation (EC) No 561/2006 and the Directive 2002/15/EC concern the driving and working hours as well as breaks and rest periods of drivers in road transportation. Although the regulations have an enormous effect on vehicle routing and scheduling, only parts of them have been integrated in few solution approaches and some vehicle routing models so far. This paper starts with the presentation of the restrictions of the relevant European Community regulations. Then, a mixed integer linear programming model for the vehicle routing problem with time windows including all rules of the regulations for a planning horizon of an entire week is presented. The model is solved with CPLEX and the impact of the regulations on the resulting vehicle schedules is analyzed by means of computational experiments.     

Freiwillige in Organisationen — störend oder bereichernd? Merkmale einer gelingenden Integration

Volunteers in organizations — problem or asset? Characteristics of successful integrationVolunteering in Germany is on the rise. The expectations of the volunteers regarding their work are shifting from altruistic to self centered motives. Organizations have to respond to these changes and implement a specific management of volunteers. Also in counseling of organizations and their members, specific measures have to be developed to sharpen their view on potential conflict.     

Mediation benötigt Coaching und vice versa Ein symbiotischer Einzelfall aus der Arbeitsweltmediation

Mediation needs coaching and vice versa. A symbiotic singular case of business mediation.Business-mediation differs from coaching particularly by a very much structured operational sequence. In the described case mediation was brought to a partial success oddly enough by the offence against these process steps and by the employment of systemic coaching intervention techniques. A thought experiment realizes that coaching without mediation would not have better solved the conflict. At least in this individual case, mediation and coaching are one on the other dependent.     

Wenn die Arbeitsfähigkeit gefährdet ist: Möglichkeiten institutioneller Konfliktbearbeitung

Mediation and conflict-moderation in organisational conflictsOrganisations are subject to permanent changes and must therefore master the task of permanently dealing with conflicts from a new. If the functioning of work of subsystems or the organisation as a whole is threatened, rapid interventions are demanded. The author introduces mediation as a intervention method. Two methods are compared in a practice test: mediation and conflict-moderation.     

Implementierung von Einzel-Coachings im Rahmen eines Führungskräfteentwicklungs-Programms in der öffentlichen Verwaltung

Coaching has become an integral part of systematic management development. This article describes the successful implementation of an individual coaching as an essential element in a leadership development program, that is based on the author’s practical experience. Moreover, the article presents the conceptual framework of the development program, the understanding of coaching and the underlying process. Effective internal marketing, transparency about the coaching process and an emphasis on voluntary compliance are emerging as success factors for the sustainable establishment of the coaching offer.