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Coaching und Psychotherapie — Differenz und Konvergenz 总被引:1,自引:1,他引:0
Coaching and psychotherapy — difference and convergence. A discussion on counseling between professional and personal issuesThe author discusses the relation between coaching and psychotherapy. He emphasises several crucial differences, but here he is concerned with the interfaces between these formats. He demonstrates, that in many cases psychotherapeutic views — basing on corresponding qualifications — may offer an important improvement of coaching. This is illustrated by some case studies. 相似文献
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Carolin Ubben 《Organisationsberatung, Supervision, Coaching》2005,12(1):75-87
Coaching and internet? Chances and limitations of the internet to coaches and clientsThis article describes potentials and limitations of Internet-based coaching and counseling. It focuses on the capabilities of the Internet as a medium of information and communication and its significance for coaches, clients and newbies. Some suggestions are given on how coaches and clients could use the Internet for working purposes. The necessity to analyze and integrate important medium-specific, individual-specific and interpersonal factors should be kept in mind. This follows the fact that they function together in a dynamic way, as the media-ecologic model of Döring (2003) postulates. 相似文献
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Dr. Harald Pühl 《Organisationsberatung, Supervision, Coaching》2006,13(2):193-198
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. 相似文献
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Coaching — orientation on performance and expectations of managersThe author discusses the up to now controversial question what managers are thinking about coaching. The inquiry, developed in the Free University of Amsterdam, asks also for the expectations on coaching. The author finds out, that issues of leading take priority and that not only crises and conflicts are reasons to ask for a coaching, but also desires to improve the personal performance. 相似文献
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Marga Löwer-Hirsch 《Organisationsberatung, Supervision, Coaching》2017,24(3):313-322
Performances of power and powerlessness can be performed or enacted at the very beginning between counselor and client system. To create a “potential space” (Winnicott) it is essential to discover the play of power and weakness initially to take benefit from it for the counselling process. Four cases illustrate variations of this kind and their handling. 相似文献
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Dr. Arthur Drexler Peter Uffelmann Maria Stippler MMag. Prof. Dr Heidi Möller 《Organisationsberatung, Supervision, Coaching》2009,16(1):35-53
Since principals in schools are increasingly turning into managers of educational institutions, coaching approaches have an increasing importance. Accordingly, the Bavarian Ministry for Education and Culture in cooperation with the National Institute for Quality in Schools and Educational Research and the Academy of Teacher Education and Personnel Management has introduced the project ?Coaching – an Instrument to Professionalise School-based Leadership“. The project involves exemplary coachings of school management teams and the training of coaches with a focus on school-related issues at the University of Innsbruck. The training of coaches is based on a special curriculum, which was evaluated using a multi-methods approach. The outcomes show that the coaching model is accepted by coaches and that the training is of high quality 相似文献
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Personelle Unternehmensverflechtung und Vorstandsgehälter 总被引:1,自引:0,他引:1
Personal linkages between the biggest German corporations is subject to a special survey by the Monopolies Commission every two years. We use linkage data ranging from 2000–2006 to examine the impact of personal linkage on the compensation of management board members. The empirical analysis reveals a positive relation between compensation of management board members and the amount of corporation-linkages by additional supervisory board mandates of members of the management board. At the same time, the performance of the sending firms has no influence on the likelihood to receive further supervisory board seats. 相似文献
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Dr. Andreas Engelen Dipl.-Kffr. Julia Thalmann Prof. Dr. Malte Brettel 《Zeitschrift für Betriebswirtschaft》2011,81(3):295-326
The present research examines the performance consequences of the influence of four major departments (sales, marketing, R&D, and manufacturing) and integrates organizational life cycle stages as moderating variables. Further, the article derives a hypothesis that addresses the influence dispersion among the departments that is most beneficial for performance. In order to validate this research model empirically, survey data from small and medium-sized German firms were gathered. Findings show that the optimal distribution of influence among departments is a function of the organizational life-cycle stage. While no moderating effects of the life-cycle stage emerge for the sales or manufacturing departments, a strong marketing department contributes to organizational performance only in early stages, while a strong R&D department contributes only in later stages. Further, the estimation of the non-linear regression model shows that a medium level of influence dispersion among departments is most beneficial to organizational performance. 相似文献
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Claudia Winter 《Organisationsberatung, Supervision, Coaching》2005,12(3):205-216
Mediation and coaching — A comparisonMediation and coaching — two terms which have generally gained familiarity in the last decade. Nevertheless, it is still mostly experts who know what is inherent in these concepts. This comparative analysis will therefore first explore and compare the origin and development of mediation and coaching. With reference to the relevant literature, the methods and strategies of these two forms of intervention will subsequently be presented. After discussing these topics, the paper will examine the personal prerequisites, i.e. the competencies, knowledge and skills that should be required of a mediator and coach. The author hypothesises that the highest degree of correspondence and congruency found in the comparison will be in regards to these prerequisites. 相似文献
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Dr. Nancy V. W??nderlich Prof. Dr. Jan H. Schumann Prof. Dr. Florian v. Wangenheim Prof. Dr. Hartmut H. Holzm??ller 《Zeitschrift für Betriebswirtschaft》2011,81(9):977-1001
The possibilities of service delivery have expanded vastly over the last years, mainly due to the rapid development of information and communication technologies. Modern forms of data transmission enable a technologically mediated delivery of a broad spectrum of services over great distances. These ??remote services?? gain more and more importance in business, yet have only attracted little attention in academic research so far. This overview article captures the state-of-the-art of research in this field and starts laying the groundwork for a thorough discussion of economically relevant aspects of remote services. Based on a definition and conceptualization of this new service type that considers current service typology, this article identifies specific challenges for management and marketing of remote services and deduces an agenda for future research. 相似文献
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Karin Joder 《Organisationsberatung, Supervision, Coaching》2005,12(4):359-366
Health coaching — burnout and professional reorientationThis paper describes the process of the health coaching called on by a freelance business economist suffering from burnout symptoms and power take-off, determined to make a decision with regard to his professional career. Major aim of the health coaching process is to focus on the clients’ health to ensure his physical, psychological and social well being as well as his mental and physical powers. Further aim of the career coaching is to develop a pathway for the clients’ future career and to enable him to realize a satisfying work-life-balance. 相似文献
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Dipl.-Psych. Dipl.-Theol. Thomas Webers 《Organisationsberatung, Supervision, Coaching》2013,20(4):479-487
The term “competence” is widely used, but hardly ever defined. The author combines the four levels of evaluation sensu Kirkpatrick, Evaluation of training, Training and Development Handbook (1976) with the three dimensions of quality management to review continuous assumptions of competence in the light of a theoretical model. He concludes that competence remains to be seen as performance by improvement in practice. 相似文献
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Dr. Steffen Muhle Prof. Dr. Detlef Schoder Dr. Kai Fischbach 《Zeitschrift für Betriebswirtschaft》2010,80(6):685-711
For some years, companies have successfully harnessed the value-creation potential of external resources by opening up their information resources, thus increasing considerably the value of their own resources. Corresponding phenomena, however, cannot be explained by common resource-based approaches. By providing a structure, our article contributes to a deeper understanding of this issue. We develop a framework, grounded in the Resource-Based View, that differentiates phenomena of opening up information resources between two dimensions: (1) access and (2) control. Our analysis motivates an extended view of information resources management that also accounts for enterprise-external resources. We conceptualize this view as the “management of information spheres,” highlighting the need for further research in the field of value creation related to external resources. 相似文献
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Dr. Theresa Michl Prof. Dr. Matthias Sp?rrle Prof. Dr. Isabell M. Welpe Prof. Dr. Dietmar Grichnik Prof. Dr. Dres. h. c. Arnold Picot 《Zeitschrift für Betriebswirtschaft》2012,82(3):275-304
The relationship between individuals?? entrepreneurial behavior and objective situational characteristics of an entrepreneurial opportunity??individual-opportunity nexus??lies in the focus of entrepreneurship research. The role of subjective appraisals and affective influences in the pre-entrepreneurial process was neglected in this context so far. On the basis of a questionnaire experiment with two different samples of employees and entrepreneurs, our results confirm central assumptions of cognitive appraisal and emotion theories. The subjective appraisals of objective entrepreneurial opportunities better predict entrepreneurial evaluation and exploitation decisions than the objective characteristics of the entrepreneurial opportunity. Furthermore, the results show in addition to an inverse direct effect of negative affect that the relationship between the entrepreneurial evaluation and exploitation is negatively moderated by negative affect. Our analyses indicate that the two subsamples show differences in their cognitive processes, but that they are still generally comparable. The affective influences on the pre-entrepreneurial process, however, demonstrate no group specific differences. These results extend the individual-opportunity-nexus-paradigm that is based on objective characteristics by examining the meaning of subjective appraisals and affective reactions and therefore the intersection of individuals and entrepreneurial opportunities. 相似文献
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