Das Feuer kleiner Gruppen: Analyse der Entwicklungslogik und -dynamik eines Beratungsprozesses

The spark of small groups: An analysis of the developmental logic and dynamics of a consultancy process In the recent past large group interventions have gained increased attention in the systemic consulting literature. In contrast to this tendency, this paper focuses on the significance and effectiveness of small group interventions in business consultancy.Based on a qualitative analysis of a consultancy process, the effectiveness of small group change processes is documented here: Unlike large groups, small groups not only are far more likely to succeed in developing structures which differ from the existing organizational structures, they moreover are much more likely to develop a strong identity which helps them generate the power necessary for change. Especially in conflict situations and in situations where the pressures that are being put on an organization are increasing, small groups are more likely to maintain their identity, another crucial prerequisite for the initiation of a change process.The paper shows that consultancy systems, which differ in structure from the customer organization, are apt to serve as incubators for the development of strong groups within an organization. These small groups are able to push for organizational changes using conflicts process.     

The family culture of negotiation—a result of changing parent‐child relationships

Case studies of parent‐child relations in three different European regions—West Germany, East Germany and the Netherlands—offer material for the comparative analysis of the ongoing intra‐familial process of modernization and civilization in post‐war West European societies. The data are drawn from extended narrative interviews with twelve‐year‐olds and from parallel but separate semi‐structured ‘mirrored’ interviews with the same children and their parents. The results of the analysis show that family relations in general, and parent‐child relations in particular, are increasingly marked by a familial ‘culture of negotiation’. This suggests that the balance of intergenerational power relations is currently in the process of change. To a greater or lesser extent, contemporary family relations are characterized by situationally grounded processes of negotiation between parents and children.     

Can’t buy me laughter – Humour in organisational change

This article reflects upon the potential role of humour during an organisational change process. We focus on three facets that are of special importance during change: coping with the change, resisting the change, and leading the change. For each facet, we present relevant quantitative and qualitative studies; and in a final section, we derive implications for employees, leaders, and organisations.In regards to coping with change, we focus on the stress-buffering effects of humour. High-humour individuals maintain higher levels of positive affect in stressful situations and appraise a potentially stressful event as a positive challenge rather than a threat. In regards to resisting change, we show that aggressive humour can be an indicator of serious distress and a means to express resistance towards authority or aspects of the change process. In regards to leading change, we point out how effective leaders may utilise humour to manage followers’ emotions in order to increase positive affect and to reduce perceived threat associated with change.We conclude by suggesting how humour can be used as a diagnostic tool, to foster a humour-supportive climate, to improve communication strategies, and to support an error management culture.     

Wachstumsbedingungen von Ein-Personen-Gründungen – Eine Längsschnittbeobachtung über acht Jahre

This study analyzes the growth potential of one-person startups on the basis of the framework model proposed by Gilbert, McDougall and Audretsch (2006) by postulating five key groups of enterprise growth predictors: entrepreneur characteristics, resources, strategy, industry, and organizational structures and systems. The framework model was adapted to suit the specific circumstances of one-person startups. The model was tested using a longitudinal data set comprising 188 Austrian one-person startups which were observed over a period of eight years. At the end of the observation period, the businesses included in the study had an average of 1.33 employees. The gender of the founder, capital requirements at the time of establishment, and growth strategy proved to be the most important predictors of growth. In addition, human capital resources also tended to have a positive impact. In summary, it is possible to draw empirically reliable conclusions about growth potential on the basis of the “seriousness” of an one-person startup project.     

Coaching als Instrument der Personalentwicklung in Kirche und Caritas Mehr Chancen als Grenzen

Coaching for leaders and representatives in churchesThis article shows possibilities of coaching for leaders and representatives in churches, especially during this time with many transformations in ecclesiastical structures. It seems to be very important for acceptance of coaching, that the coach has a high standard of knowledge about this branch.     

Mitarbeitergespräche als Beitrag zur Krisenbewältigung Ein Praxisbericht

Staff appraisal interviews as a support of coping with a crisis. A case study The implementation of personnel development by launching a pilot project with staff appraisal interviews was part of a change-management process in a non-profit-organisation. This should be a way of supporting employees during this process. Those employees who took part in this project evaluated this management instrument positively. After that this instrument has been introduced for the whole organisation.