Du vent dans le ciel de plomb ? L’accès des femmes aux professions supérieures, xix-xx siècles

Women with diplomas, authority, power, in the professions, in top jobs… Nowadays, since demands have taken shape around the concepts of “parities” or quotas, the phases in the process whereby women have gained access to top positions in employment risk being overlooked. This process stretches out over a long time, even though Western European countries have passed through successive phases at about the same time. The years 1880, 1920, 1970 and 2000 stand out like landmarks in this conquest starting out from equal access to education and continuing through the slow mixing of the two sexes in various types of jobs, medical, technical, legal, military or political. Till the last decades of the 20th century, feminists (men as well as women) fought for these advances despite the scorn of those men and women who wanted to see women confined to the jobs “fit for them”, in particular in education and care-giving.     

Bausteine systemischer Führungskräftetrainings

The article describes core dimensions of leadership trainings, such as communication, cooperation, decision making, self-authoritation and self-care from a systemic point of view. It illustrates how a systemic perspective on these issues can help relieving the leader. At the same time existing leeway and responsibility are clarified.     

Resilienzf?rdernde M?glichkeiten der Teamsupervision bei Changeprozessen

Supervisors frequently are confronted with emotional and social effects of efficiency-driven restructuring and process optimizations. Using case studies as well as conceptual ideas, the article explores whether and how the resilience of affected employees can be fostered in the frame of supervision. Promoting resilience within supervision is not to be mistaken as a further attempt to stretch employees?? limits. Rather, we conceive of it as an attempt to make employees aware of the centrifugal powers of every day working routines and to promote decisions for joint investment in cooperation??to make team work worthwhile, even in strenuous times.     

Coping resources,coping strategies and adjustment to organizational change: Direct or buffering effects?

Abstract

This study examined the effects of personal and social resources, coping strategies and appraised stress on employees' levels of anxiety and depression. In relation to the effects of resources and coping strategies, two different models were tested. The main effects model proposes that, irrespective of the level of stress, coping resources and coping strategies have direct effects on well-being. In contrast, the buffering model predicts that the buffering effects of coping resources ad strategies are only evident at high levels of stress. One hundred lawyers completed a structured self-administered questionnaire that measured their personal and social resources, use of problem-focused and emotion-focused coping strategies, and appraisals of the stressfulness of the situation. Results revealed generally strong support for the main effects model in the prediction of employee levels of anxiety and depression. Lower levels of anxiety were linked to judgements of lower levels of organizational change, greater self-confidence, greater internality of control beliefs and less use of emotion-focused coping strategies. Lower levels of depression in employees were also linked to judgements of lower levels of organizational change, greater use of resources and less appraised stress. There was only limited support for the buffering effects model. Due to the small size of the sample, the findings need to be explored further in other contexts.     

A dynamic social-ecological model of generational identity in the workplace

We approach generational identity in the workplace as a social identity simultaneously linked to biological and historical location. We outline a dynamic social-ecological model of generational identity in which various levels of influences shape the potential for and manifestation of generational identities in the workplace. We propose that individual generational identity in the workplace is influenced by the interaction of four levels of factors: the workgroup, where generational identity is triggered; the organization, which structures the context in which work-related generational identity takes shape; the extra-organizational environment, which sets the general parameters for generational interactions with occupational and stakeholder groups; and society, where generational phenomena are manifested as historical social movements and depicted as mass media narratives. We examine each of these levels of influence and offer propositions, guided by social identity, self-categorization theory, fault line theory, and generational theory, to elucidate what each level of influence contributes to a fulsome understanding of generation as a complex phenomenon. This approach to generational identity in the workplace highlights the influences that serve as pre-conditions for generational conflict in organizations.     

你的对手满意吗？

笔者的一位MBA学员最近讲了个故事,说明确保谈判对手的满意是何等重要。有两位顾客在该学员的家用电器商店购物。一位顾客买了几样家电,然后索要离谱的折扣——实际上,折扣离谱到商店几乎赚不到钱。虽然如此,该顾客还是怏怏地离开了商店,认为自己一次买