Thematische Bibliographien / Middle managers

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Auswahl der wissenschaftlichen Literatur zum Thema „Middle managers“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 30. Juli 2024

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Zeitschriftenartikel zum Thema "Middle managers"

Johan, Suwinto. „Middle Career Trap“. Jurnal Manajemen Bisnis dan Kewirausahaan 4, Nr. 1 (10.01.2020): 01. http://dx.doi.org/10.24912/jmbk.v4i1.6785.

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The aim of the paper is to study the middle career trap for white collar worker. The research will be focused on the challenges which are faced by middle management. We will use the qualitative method on the analysis. The sample are 50 midlle managers who have more than 10 years working experience. The analysis will be faced to faced interview basis. The empirical results show that more than 10% of the middle managers are facing financial problem due to life style and family issues. There is a trap for the manager to improve their capabilities due to financial problem. The trap become a hurdle for the manager to promote to next level.

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Edwards, Christina, Gayle Garland und John Edmonstone. „Developing middle managers“. Nursing Management 8, Nr. 2 (Mai 2001): 8–9. http://dx.doi.org/10.7748/nm.8.2.8.s7.

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Torres, Juan Pablo, Camilo Drago und Claudio Aqueveque. „Knowledge inflows effects on middle managers’ ambidexterity and performance“. Management Decision 53, Nr. 10 (16.11.2015): 2303–20. http://dx.doi.org/10.1108/md-04-2015-0133.

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Purpose – The purpose of this paper is to report on lab experiments conducted to determine what impact managerial top-down knowledge transfer has on a middle manager’s individual ambidexterity and decision performance. Design/methodology/approach – The authors designed an experimental approach using a business simulator to test the hypotheses with middle managers. The methodological approach provides the authors with a framework to enhance the middle manager’s understanding of how to attain superior short-term financial results by exploiting current resources, in addition to mastering new strategies to avoid a potential business bankruptcy. Findings – The results suggest that top-down managerial knowledge inflow benefits middle manager strategic decision making, as well as his/her short- and long-term performance. Nonetheless, the best short-term results were achieved by those middle managers that mastered both exploitation and exploration activities simultaneously. Originality/value – The contribution of this paper is to identify and test a control mechanism called top-down inflows that enhance middle manager’s ability to exploit current resources to increase financial performance, and exploring new strategies to avoid a business bankruptcy.

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Mo, A.-Ra, und So-Hyun Lee. „An Exploratory on Middle Manager Roles Performance Ability Recognized by Middle Managers“. Korean Journal of family welfare 22, Nr. 3 (30.09.2017): 521–42. http://dx.doi.org/10.13049/kfwa.2017.22.3.7.

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Klagge, Jay. „The Leadership Role of Today's Middle Manager“. Journal of Leadership Studies 3, Nr. 3 (Juli 1996): 11–19. http://dx.doi.org/10.1177/107179199700300303.

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In a previous article this author identified a leadership role for top management. In this article he sets his sights on identifying the unique leadership role of today's middle manager. This author links the role of middle management with that of today's organizational leaders in response to the simultaneous calls for unity and diversity. Is there a legitimate need for middle managers in today's flattened organizations? What role might be left for the middle manager in light of trends toward team-based operations? Can middle managers supplement the work of teams? How can middle management complement the role of organizational leaders? How should middle managers respond to today's simultaneous calls for unity and diversity? After briefly reviewing the role of organizational leaders in response to simultaneous calls for unity and diversity, the author explores the leadership role of middle management today. In preparation for identifying the tasks of the middle manager in today's organizational environment, he covers some of the costs associated with the loss of middle managers. The author concludes that middle managers in today's flattened and team-based organization bring leadership as: integrators creating organizational unity; facilitators releasing human diversity into group processes; and implementers of necessary supporting systems for recognizing and rewarding actions that foster unity and unlock diversity.

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Ettington, Deborah R. „SUCCESSFULLY PLATEAUED MIDDLE MANAGERS.“ Academy of Management Proceedings 1993, Nr. 1 (August 1993): 53–57. http://dx.doi.org/10.5465/ambpp.1993.10315244.

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Leader, Gillian. „Further Education Middle Managers“. Educational Management Administration & Leadership 32, Nr. 1 (Januar 2004): 67–79. http://dx.doi.org/10.1177/1741143204039300.

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Zimmerer, Thomas W., und G. Stephen Taylor. „Why middle managers quit“. International Journal of Value-Based Management 2, Nr. 1 (März 1989): 71–78. http://dx.doi.org/10.1007/bf01714971.

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Khachatryan, Ani. „PERSONAL QUALITIES IMPORTANT FOR THE PROFESSIONAL ACTIVITY OF THE MODERN MIDDLE LEVEL MANAGER“. Modern Psychology 7, Nr. 1(14) (31.05.2024): 15–22. http://dx.doi.org/10.46991/sbmp/2024.7.1.015.

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The peculiarity of this level of management lies in the fact that the middle level manager is the organizer and supervisor of the process of implementation of decisions and actions taken by high-level managers. The modern management system, along with rapid changes in socio-economic conditions, also makes special demands on the middle level manager. In the conditions of modern imperatives, the focus of attention is on the issue of matching the characteristics of managerial activity and the psychological qualities of the manager, which can be the basis for effective activity and professional development. The professional development of middle-level managers is determined by a unique combination of important professional psychological qualities, namely: emotional intelligence, thinking, voluntary self-regulation, social-communication knowledge. The conducted research works provide an opportunity to state that conscientiousness, self-regulation of behavior, and creativity are important personal qualities for a modern middle level manager. Creativity is also characteristic of middle level managers: it is above average among middle level managers. It means that we can talk about such important professional qualities of a modern middle level manager as conscientiousness, control of behavior and creativity.

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Johansen, Morgen S. „The Direct and Interactive Effects of Middle and Upper Managerial Quality on Organizational Performance“. Administration & Society 44, Nr. 4 (22.08.2011): 383–411. http://dx.doi.org/10.1177/0095399711414122.

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This article presents an empirical study of the effect of middle manager quality on organizational performance. Using 6 years of data from more than 1,000 Texas school districts, the author finds that quality middle managers positively impact performance. In exploring the relationship between quality middle and upper managers, she finds that their interaction leads to improved organizational performance. This article makes two contributions to the public management literature. First, it introduces a measure of middle manager quality that allows researchers to explore the ways middle managers affect organizational performance. Second, the findings reveal that public management research has underestimated the impact of management.

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Dissertationen zum Thema "Middle managers"

Lagerman, Moa, und Mikael Pietilä. „Middle Managers : Facing Everyday Challenges“. Thesis, Jönköping University, JIBS, Business Administration, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-140.

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Many industries have gone through changes in the last decades, everyone involved have been affected but few have encountered the same amount of changes as the middle managers. Being in the centre of the organisation, torn between wills, middle managers have struggled during the last years to redefine their job. There exists research describing their workdays, what they do and how they spend their time, but we have not found any study that has tried to investigate what challenges the middle managers face.

The purpose of this study is to identify the challenges faced by internally-promoted middle managers.

This thesis uses an inductive approach to fulfil the purpose; the main motivation for the chosen approach is the authors’ reluctance to let any existing theories guide the process. Instead, it is now believed to capture what middle managers actually find challenging and not reject or confirm the work of others which are not directly aimed at the same problem area. The empirical material has been gathered by using qualitative semi-structured interviews with eight middle managers in the auditing industry.

We consider the greatest challenges faced by middle managers to be prioritising in situations of limited time. Since the middle managers tend to leave internal issue to be handled later and instead put their primary focus on customers; relational related issues are found very challenging. Among these; finding a proper level for criticism, handling conflicting expectations and lead personnel in general were emphasized. Administrative related issues was also found challenging, but not to the same extent as relational related challenges. Among the administrative issues: fulfilling goals, scheduling and planning, implementing unsupported decisions, and filter information were stressed as most challenging.

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Holm, Petra, und Sara Johansson. „Middle Managers' Planning and Perceived Stress“. Thesis, Jönköping University, JIBS, Business Administration, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-141.

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Problem: A hardening business climate all over the world has resulted in company downsizing, which in turn has increased the workload and created a more stressful workday for middle managers. This has developed a new pressure upon middle managers to manage their work days efficiently, and in order to do this they have to make good use of their restricted time. One way to handle this is to utilize more efficient planning and time allocation, which also might have an impact on middle managers’ perceived stress.

Purpose: The purpose of this thesis is to describe and analyze everyday planning and its potential impact upon the perceived stress among middle managers in medium sized organizations.

Method: We use a qualitative method in this study and, in order to receive the information needed, ten middle managers from five different companies have been interviewed. The middle managers work at medium sized manufacturing companies located in the Jönköping region. The empirical material is analyzed together with the frame of reference which constitutes the basis for the conclusions.

Result: From the study it can be concluded that middle managers feel that it would be almost impossible to manage their work days without planning. All middle managers claim that they are in control of the work days, but it seem like it is often occurring that upcoming projects, assignments, or different unexpected occurrences instead control their days. The middle managers experience stress originating from both social and emotional stressors, and since the feelings of experienced time stress are often occurring, a conclusion may be that the middle managers perceived stress can be related to their planning.

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Månsson, Ulf. „Stress : The Middle Managers everday life“. Thesis, Jönköping University, JIBS, Business Administration, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-89.

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Flera undersökningar åskådliggör att organisationsstruktur spelar en avgörande roll och påverkar anställdas attityder och arbetsresultat. Organisationskultur beskriver hur medlemmarna upplever organisationens karaktär och har en starkt motiverande effekt hos organisationens medarbetare. De humana organisationerna är de effektivaste och undersökningar styrker argumentet att ledare påverkar sina anställdas arbetstillfredsställelse och arbetsresultat. Med anledning av detta är det förhållandevis logiskt att de framgångsrikaste ledarna medvetet skapar en stark organisationskultur på sin arbetsplats.

Arbetstillfredsställelse har likheter med organisationskultur, men organisationskultur är beskrivande medan arbetsillfredsställelse är utvärderande. Vidare finns det samband mellan motivation och arbetstillfredsställelse. Arbetstillfredsställelse är ett resultat av det förflutna medan motivation är en förväntning avseende framtida händelser. Stress är en individuell process och faktumet att stressfaktorerna är additiva, medför att organisationerna måste ta hänsyn till den totala mängden stress som den anställde utsätts för. Vidare påvisar undersökningar att stressade ledare skapar stressade organisationer och anställda.

Syftet med studien är att beskriva hur mellanchefer vid Kriminalvården i Tidaholm upplever förväntningar från organisationen och organisationens anställda, samt hur detta på-verkar mellanchefernas individuella situation ur ett stress perspektiv.

Syftet uppfylls genom att applicera en kvalitativ ansats i vilken data insamlades genom personliga intervjuer. Målgruppen för undersökningen utgjordes nio mellanchefer (kriminalvårdsinspektörer), vilka hade samma chefer men olika arbetsuppgifter. Resultaten från studien visar att arbetsbelastning och tidsbrist är källor till stress. Tillsammans skapade dessa faktorer en upplevd känsla av otillräcklighet. Vidare klargjordes att bristfälligt ledarskap och känslan av osäkerhet var viktiga stressfaktorer. Internernas beteende kunde också skapa stressfulla situationer. Det fanns även exempel på dåliga erfarenheter när flera orutinerade medarbetare arbetade tillsammans. Stress vilken kunde härledas från överordnade bearbetades likartat av respondenterna, medan stress från underordnade bearbetades olika. Samtliga Kriminalvårdinspektörer menade att stress påverkar ledarskapet. Deras uppfattning hur stress påverkar överordnades och eget ledarskap varierade. Mellancheferna i denna studie besvärades av arbetsuppgifter vilka skickades direkt från Kriminalvårdsstyrelsen. Denna typ av uppgifter och ansvarsfördelning var svår att påverka. Vidare föreföll det inte vara ovanligt att denna typ av arbetsuppgifter utretts vid ett tidigare tillfälle. Dessa händelser indikerar att organisationen har klassiska problem att leda kunskap, såsom att lagra, handha, fördela, och sprida kunskap. I denna studie vandrar stress i båda riktningar, från botten mot toppen, eller från toppen mot botten.

Several investigations illustrate that the organizational structure has a mayor impact on worker attitudes and performance. Organizational culture describes how members experience the organizations characteristics and has a strong motivating effect to the organiza-tions employees. The most human organizations are more efficient and research strengthens the argument that leaders affect their subordinates job satisfaction and performance. It is then logical why the most successful leaders have created strong organizational cultures.

The approach job satisfaction has similarities with organizational culture but organizational culture is descriptive, while job satisfaction is evaluative. Further is there a relationship between motivation and satisfaction, even if they not are exactly comparable, actually they are quite different. Satisfaction is namely an outcome of the past and motivation is an expectation about the future. Stress is an individual process and the fact that stressors are additive means that the organizations have to consider the total sum stress an employee is exposed to. Furthermore illustrates research that stressed leaders create stressed organizations and employees.

The purpose of this thesis is to describe how middle managers in The Prison and Probation Service in Tidaholm perceive the expectations, from the organization and the organizations employees, and how this affects the middle managers individual situation from a perspective of stress.

The purpose was fulfilled by applying a qualitative research approach where data was collected through interviews. The target group included nine Middle managers (kriminalvårdsinspektörer) who had same superior managers but different working tasks. The results of the study indicates that workload was a source of stress and time was perceived to be a limit. This together created a feeling of insufficiency. Further were unclear leadership and the feeling of uncertainty important stress factors. The prisoners’ behaviour could also create stressful situations and there were bad experiences when several inexperienced employees worked together. Stress created from superiors was handled identically, while stress from subordinates was worked on differently. The respondents agreed that stress affects leadership. The opinions differed concerning how it affected their superiors- and their own leadership. What concerned the Middle managers were the assignments that came directly from the Kriminalvårdsstyrelsen. This flow of responsibilities and tasks were hard to affect. Often were the assignments investigated earlier, which indicates that the organization has classical knowledge management problems, like to store, handle and spread knowledge. In this study walks stress in both directions, from the bottom to the top, or from the top to the bottom.

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Payaud, Marielle Audrey. „Formation des stratégies et middle managers /“. Paris ; Budapest ; Torino : l'Harmattan, 2005. http://catalogue.bnf.fr/ark:/12148/cb39991765s.

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Gatt, Rebecca Maria. „Managing from the middle : a labour process analysis of middle managers“. Thesis, University of Leicester, 2018. http://hdl.handle.net/2381/41210.

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This thesis examines the labour process (LP) of middle managers (MMs) in a large public sector organisation in Malta. The role of MMs, at least in Anglo-American countries, tends to stretch across management functions (controlling subordinate employees and coordinating work) and labour functions. In the case of Malta, however, the general management functions have not been separated from specialist expert functions which impacts upon the LP of MMs. The MMs analysed in this study were specialist managers, performing a dual-role as managers and experts. As a consequence of the considerable specialised technical functions, professional expertise (PE) - a combination of knowledge, skills and experience - becomes significant and reshapes the terrain on which struggles over LP control takes place. The thesis argues that PE consolidates MMs’ expert role and supports their managerial role. Leverage over the technical coordination of the LP within the organisation’s specialised units is used in the social coordination and control of the LP. In order to investigate tensions between the roles of MMs, in-depth interviews were conducted in the case study organisation with MMs as well as their own managers and subordinate employees. It is found that MMs are not deskilled but subject to a hybrid set of control practices, particularly aspects of professional control. MMs were able to use their PE to draw boundaries, uphold their standing and preserve their autonomy. This autonomy, gained through MMs’ own professional resources, allows them to closely align with top managers’ interests. Although MMs tended to be unionised, they preferred to oppose (‘misbehave’) individually and informally, without obstructing the operations they were managing. In line with previous research on MMs, this thesis emphasises their alignment with management; yet, it also contributes to this literature, highlighting how the non-separation of general management and specialist expert functions accord them much greater autonomy in the LP and tend to weaken managerialism.

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Wilson, Richard James. „Explaining middle managers' responses to change initiatives“. Thesis, Lancaster University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.413796.

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ARDUINI, SILVIO CARLOS. „The oragnizational role of Brazilian middle managers“. Doctoral thesis, Università Bocconi, 2007. http://hdl.handle.net/11565/4051014.

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Fadhl, Abraheem Qassim. „ETHICAL PRACTICES OF THE MIDDLE MANAGERS IN A SOUTH AFRICAN UNIVERSITY“. University of the Western Cape, 2019. http://hdl.handle.net/11394/7653.

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Magister Commercii - MCom
Middle managers play an important role in contemporary organisations, particularly in Higher Education Institutions (HEIs). Research on middle managers in a HEI environment suggests that their roles, work practice and identities are under-researched. Middle managers occupy a central position in organisational hierarchies where they are responsible for implementing senior management plans. In HEIs in SA academic middle managers/heads of departments (HODs) face many challenges that are not commonly found in conventional organisations. In this qualitative study the contribution is based on the participants’ experiences in relation to an increasingly diverse workload and responsibilities. Using a fluid conceptualisation of identity and subjectivity, the researcher argues that academic middle managers are engaged in ethical and political practices through demands in the workplace. Drawing on theories on ethics put forward by Foucault, Levinas & Critchley, various aspects of ethics of ‘the self’ and ethics of ‘the other’ in relation to academic middle managers’ identities and practices are discussed. A case study was used with a cross-sectional research design to gather the data on academic middle managers in a single faculty in a South African HEI. Information gathered particularly focussed on the implementation of ethical practices. The findings show that middle managers’ work practices were dependent on their ethical goals and aspirations.

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Englund, Jenny, und Lisa Bäckvall. „Middle Management : Constraints and Enablers for Middle Managers' Sensemaking and Sensegiving Process“. Thesis, Jönköping University, JIBS, EMM (Entrepreneurship, Marketing, Management), 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-873.

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As a result of organizational restructuring, the role of the middle managers has changed over time. Studies of change processes have increasingly placed focus on middle managers. According to researchers, middle managers play a key role in implementing the change. When putting the change into practice, there are factors affecting the middle managers. However, further research is needed regarding what constrains and enables the middle manager in these change processes.

Therefore, the purpose of this thesis is to explore the sensemaking and sensegiving process during organizational change, with focus on middle managers. To answer to the purpose, a theoretical model combining Balogun and Johnson’s (2005), Nonaka and Takeuchi’s (1995) models and theories of middle management is developed. By using the model we analyze the centralization of the accounting departments at the Swedish energy company Vattenfall. This change process constitutes the case of this thesis.

The empirical findings are based on ten interviews and two group discussions with top management, middle managers, co-workers as well as other key actors in the project providing trustworthiness to our study. A qualitative method using an abductive approach is used in the thesis to explore the actors’ interpretation of the change and capture the complexity of the case.

The conclusion includes enablers and constraints during the sensemaking and sensegiving process for the middle managers during the centralization of Vattenfall’s accounting departments. The identified enablers are the communication channels, a middle manager’s awareness of employees’ approach of making sense, the provided tools used to adjust working processes, some Business Units’ initial negative attitude towards the change, as well as the rejuvenated spirit. Finally, the middle managers themselves enabled the change as a result of their unique role in the organization.

On the other hand, the recognized constraints in the sensemaking and sensegiving process of the middle managers are; concerns regarding middle managers’ future employment, their ‘stuck in the middle’ position, limited resources, new working processes not adopted by some co-workers, and positive attitudes that resulted to flaws in the planning at some Business Units.

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Brelsford, Noelle. „Do middle level managers contribute to strategic development? : a study of the practices of middle level managers in strategic renewal“. Thesis, University of Southampton, 2014. https://eprints.soton.ac.uk/378257/.

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This qualitative research explores the third-order sensemaking practices of middle level managers that could be seen as antecedents of strategic renewal within their organisations, and whether these micro-practices are context-specific or generalisable and transferable. The intention is to answer calls for deepening our understanding of the practices of middle level managers on influencing and changing strategic actions (Jarzabkowski and Spee, 2009; Kwee et al., 2011; Mantere, 2008; Rouleau and Balogun, 2007, 2010), and contribute to the juxtaposition of the bodies of literatures on strategic renewal, Strategy-as-practice, middle level managers and sensemaking. The every day micro-practices of middle level managers have the potential for far-reaching consequences at a macro-level on their organisation’s competitive advantage. The important role of middle level managers in strategy processes has been recognised for a considerable time (Bower, 1970; Burgelman, 1983; Floyd and Lane 2000; Floyd and Wooldridge, 1992, 1997; Nonaka, 1998). However, it has only been in the last decade that there has been a sizeable increase in the literature which discusses the role of middle level managers in strategy processes, viewing them as key strategic actors (Currie and Procter, 2005). In addition, there is also increasing focus on the role of middle level managers emerging from within a number of key process themes in the strategy literature: Strategy-as-practice (Jarzabkowski, 2005, 2008; Jarzabkowski and Spee, 2009; Johnson et al., 2003, 2007; Whittington, 1996, 2003); strategic renewal (Agarwal and Helfat, 2009; Kwee et al., 2011); and sensemaking (Maitlis and Sonenshein, 2010; Rouleau and Balogun, 2007, 2010). This socially constructed qualitative strategic management research (Patton, 2002) is looking at the phenomenon that preceeds and gives rise to strategic renewal, a second-order change process, through the sensemaking practices of 40 middle level managers in different change contexts, combined with an interpretivist approach. Interviews were held with 40 middle level managers involved in organisational transformation. The interviews intended to provide explanatory depth and causal insight to the complex, inter-related and dynamic phenomena in this study (Sayer,1992; 2000), and the agency of the middle level managers (Archer, 2007). Findings indicate that middle level managers’ formal conscious sensemaking practices are more likely to contribute to exploitation, whilst informal sub-conscious sensemaking practices are more likely to contribute to exploration within strategic renewal. Evidence is emerging that ‘issue recognition’ and ‘feeling emotions’ with related informal and sub-conscious sensemaking mechanisms have greater causal effects on renewal, and that enabling factors such as organisational size, diversity and culture, as well as external influences, underpin third-order sensemaking processes among middle level managers.

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Bücher zum Thema "Middle managers"

Frédéric, Livian Yves, und Burgoyne John, Hrsg. Middle managers in Europe. London: Routledge, 1997.

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Farquhar, Carolyn R. Middle managers are back: How companies have come to value their middle managers again. Ottawa: Conference Board of Canada, 1998.

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Community Board Program (U.S.), Hrsg. Training middle school conflict managers. San Francisco, Calif: The Community Board Program, Inc., 1986.

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Franzén, Härje. How to manage managers: A workbook for middle managers. London: McGraw-Hill, 1994.

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Dopson, Sue. What is happening to middle management. Oxford: Templeton College, 1989.

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Lopez, H. The career development of middle managers. Manchester: UMIST, 1995.

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Ryan, Aisling. Whether women in middle management experience common and different stressors to their male counterparts. Dublin: University College Dublin, 1991.

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Newell, Helen. Middle management careers: A case study of the experience of middle managers in British Telecom. Coventry: Industrial Relations Research Unit, University of Warwick, 1995.

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Newell, Helen. Middle management careers: A case study of the experience of middle managers in British Telecom. Coventry: Industrial Relations Research Unit, School of Industrial and Business Studies, University of Warwick, 1995.

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Booth, Patricia L. Leading from the middle: Managers make the difference. Ottawa: Conference Board of Canada, 2003.

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Buchteile zum Thema "Middle managers"

Stewart, Rosemary, Jean-Louis Barsoux, Alfred Kieser, Hans-Dieter Ganter und Peter Walgenbach. „What Middle Managers Do“. In Managing in Britain and Germany, 88–127. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23584-1_5.

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Han, Yulan. „The Survival Wisdom of Middle Managers“. In Understanding Chinese Firms from Multiple Perspectives, 177–98. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-54417-0_7.

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Reke, Eivind, und Nadja Böhlmann. „Developing Middle Managers with Gemba Training“. In Learning in the Digital Era, 271–77. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-92934-3_27.

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Ganter, Hans-Dieter, und Peter Walgenbach. „Middle Managers: Differences between Britain and Germany“. In Challenges for European Management in a Global Context, 165–88. London: Palgrave Macmillan UK, 2002. http://dx.doi.org/10.1057/9780230510180_8.

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Van Thuyne, Gilles, Tom Uvin, Renata Petrevska Nechkoska und Geert Poels. „Denica 2.0 and Tactical Management Information System (TMIS)“. In Contributions to Management Science, 29–65. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-11065-8_2.

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AbstractMiddle managers are often operating in complex and fast-moving environments, resulting in having to deal with enormous challenges in a short span of time, maneuvering diverse and numerous “givens” and aiming to achieve specific goals. These challenges are very diverse and require support tailored to the needs and characteristics of middle management. Due to the lack of tailored tools, middle managers often use methods that were originally designed for strategic or operational management, which they then adapt as best as possible to fit their tactical management needs. We thus see middle managers as the prototype of managers that have tactical management responsibilities, even though tactical management issues are also faced by executive, operational, and project managers. In a fast-changing world, heavily impacted by globalization and digitization, adaptability is one of the most essential characteristics of a middle manager. However, because of the lack of methods and systems tailored specifically to the tactical management level, middle managers are often not sufficiently supported to be able to deal with numerous givens, unpredictability, and a dynamic, turbulent, and complex environment. Hence, they lack proper support for being adaptable.

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Stewart, Rosemary, Jean-Louis Barsoux, Alfred Kieser, Hans-Dieter Ganter und Peter Walgenbach. „Demands, Constraints and Choices of Middle Managers’ Jobs“. In Managing in Britain and Germany, 64–87. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23584-1_4.

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Pullen, Alison. „Management in Three Movements: Theorizing Middle Managers’ Subjectivities“. In Managing Identity, 31–52. London: Palgrave Macmillan UK, 2006. http://dx.doi.org/10.1057/9780230511644_3.

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Boffo, Stefano. „Middle-Level University Managers in Italy: An Ambiguous Transition“. In Higher Education Dynamics, 103–17. Dordrecht: Springer Netherlands, 2010. http://dx.doi.org/10.1007/978-90-481-9163-5_6.

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Hyde, Paula, Edward Granter, Leo McCann und John Hassard. „The Lost Health Service Tribe:In Search of Middle Managers“. In The Reform of Health Care, 7–20. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9780230355026_2.

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Lleo-de-Nalda, Álvaro, José Ignacio Terrés Goena, Elisabeth Viles Díez und Javier Santos. „Which 4.0 Professional Competencies Should Develop Middle Managers and Operators?“ In Lecture Notes in Management and Industrial Engineering, 3–10. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-44530-0_1.

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Konferenzberichte zum Thema "Middle managers"

Jia, JunYing, und Jianxin Shi. „Review on middle managers' performance appraisal“. In 2015 3rd International Conference on Education, Management, Arts, Economics and Social Science. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/icemaess-15.2016.148.

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Purwaningrum, Evi Kurniasari, Fendy Suhariadi und Fajrianthi. „Middle Managers' Commitment to Change after Downsizing“. In International Conference on Psychology in Health, Educational, Social, and Organizational Settings. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0008586001080114.

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HARRINGTON, STEVE. „Process management - A TQM approach for middle managers“. In 1st National Total Quality Management Symposium. Reston, Virigina: American Institute of Aeronautics and Astronautics, 1989. http://dx.doi.org/10.2514/6.1989-3210.

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Khon, Natalya, Alla Kim und Zhanerke Aidossova. „Problem Solving Design for Emotional Intelligence Training of Middle Managers“. In ICEEPSY 2016 International Conference on Education and Educational Conference. Cognitive-crcs, 2016. http://dx.doi.org/10.15405/epsbs.2016.11.71.

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Sasaki, Yasuhiro, Masaaki Kunigami und Takao Terano. „Uncovering the Competency of Middle Managers in Different Business Environments“. In KMO '16: The 11th International Knowledge Management in Organizations Conference. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/2925995.2926033.

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Zhang, Jingde, Meicui Wang und Feifei Li. „An Empirical Investigation of Competency Construct Model of Middle-Level Managers“. In 2010 International Conference on Management and Service Science (MASS 2010). IEEE, 2010. http://dx.doi.org/10.1109/icmss.2010.5578092.

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Kaiming, Zhang. „Research on the Competence and Quality Model of Huawei’s Middle Managers“. In 2021 International Conference on Enterprise Management and Economic Development (ICEMED 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210601.017.

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Stuken, Tatiana, Olga Korzhova und Tatiana Lapina. „Time Management Skills of Middle Managers of Russian Companies: Evaluation Experience“. In 26th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2021. http://dx.doi.org/10.46541/978-86-7233-397-8_123.

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Sheldon, Steven. „District Leadership in Community Schooling: The Work of Middle-Level Managers“. In AERA 2023. USA: AERA, 2023. http://dx.doi.org/10.3102/ip.23.2018983.

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Xuejiao, Li, und Zhang Yaqi. „Educational Belief and Management Dilemma of Middle Managers in Local Normal Universities“. In 2021 2nd International Conference on Mental Health and Humanities Education（ICMHHE 2021）. Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210617.057.

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Berichte der Organisationen zum Thema "Middle managers"

Antràs, Pol, Luis Garicano und Esteban Rossi-Hansberg. Organizing Offshoring: Middle Managers and Communication Costs. Cambridge, MA: National Bureau of Economic Research, Mai 2006. http://dx.doi.org/10.3386/w12196.

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Hjort, Jonas, Hannes Malmberg und Todd Schoellman. The Missing Middle Managers: Labor Costs, Firm Structure, and Development. Cambridge, MA: National Bureau of Economic Research, Oktober 2022. http://dx.doi.org/10.3386/w30592.

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Leonard, Patricia. An Identification of Important Management, Administrative, and Planning Skills and Knowledge Essential to Middle-managers Present Positions in a Variety of Urban and Rural Social Welfare Settings in Oregon. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.1824.

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Huntington, Dale. Advances and challenges in postabortion care operations research: Summary report of a global meeting. Population Council, 1998. http://dx.doi.org/10.31899/rh1998.1005.

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The Global Meeting on Postabortion Care: Advances and Challenges in Operations Research was held at the Population Council’s New York office on January 19–21, 1998, to review progress made by three regional operations research (OR) projects in improving delivery of postabortion care. The resources of the three OR contracts were pooled, and, in collaboration with Ipas and the Ebert Program, approximately 65 researchers, senior program managers, and government officials from Africa, Latin America, the Middle East, and Southeast Asia were convened. Three objectives guided the planning of the meeting: review progress in the development of OR methodologies pertaining to postabortion care, identify elements in the design of new postabortion care services, and suggest future areas for postabortion care OR. The meeting was organized around the presentation of 20 papers distributed to all participants several weeks earlier. Discussants presented critical syntheses of the papers and indicated directions for future OR studies. This report presents a summary overview of the principal themes and key points drawn from the papers and discussions, organized according to the theme of each session.

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Tronstad, Lusha. Aquatic invertebrate monitoring at Agate Fossil Beds National Monument: 2019 data report. National Park Service, April 2022. http://dx.doi.org/10.36967/nrds-2293128.

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Monitoring ecosystems is vital to understanding trends over time and key to detecting change so that managers can address perturbations. Freshwater streams are the lifeblood of the surrounding landscape, and their health is a measure of the overall watershed integrity. Streams are the culmination of upland processes and inputs. Degradation on the landscape as well as changes to the stream itself can be detected using biota living in these ecosystems. Aquatic invertebrates are excellent indicators of ecosystem quality because they are relatively long-lived, sessile, diverse, abundant and their tolerance to perturbation differs. Aquatic invertebrates were monitored at three sites along the Niobrara River at Agate Fossil Beds National Monument in 2019 completing 23 years of data using Hester-Dendy and Hess samplers. Hess samplers are artificial multi-plate samplers suspended in the water column to allow invertebrates to colonize and Hess samples collect invertebrates in a known area on natural substrate and vegetation. We identified 45 invertebrate taxa from four phyla (Annelida, Arthropoda, Mollusca, Nematoda) using both samplers in the Niobrara River (Appendix A and B). Hester-Dendy samplers collected 4 taxa not found in Hess samples and Hess samples collected 17 taxa not collected with Hester-Dendy samplers. Hess samples captured more (91%) than Hester-Dendy samples (62%). Crustacea, Diptera and Ephemeroptera were the most abundant groups of invertebrates collected in the Niobrara River. The proportion of Insecta, Annelida, Trichoptera and Diptera differed between Hester-Dendy and Hess samples (p < 0.05). EPT richness, proportion EPT taxa and Hilsenhoff’s Biotic Index (HBI) (p < 0.0001) differed between sampler types, but taxa richness, taxa diversity and evenness (p > 0.29) did not. We collected the highest density of invertebrates at the Agate Middle site. Agate Spring Ranch had the lowest taxa richness and HBI, and the highest proportion of EPT taxa. HBI at the sites ranged from 4.0 to 6.3 (very good to fair from Hilsenhoff 1987) using the Hester-Dendy and 5.2 to 6.9 (good to fairly poor from Hilsenhoff 1987) using the Hess sampler.

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Jahromi, Maryam Eslami, und Haleh Ayatollahi. Utilization of telehealth to manage the Covid-19 pandemic in low and middle income countries: a scoping review protocol. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, August 2022. http://dx.doi.org/10.37766/inplasy2022.8.0004.

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Review question / Objective: How was telehealth utilized to manage the Covid-19 pandemic in low and middle income countries? Rationale: Low- and middle-income countries (LMICs) often experienced significant challenges in providing telehealth interventions due to limited resources and technology. A review of the literature shows that a small number of LMICs changed their management strategies during the Covid-19 pandemic and moved towards using telehealth. There is a lack of evidence about the practical implementation of telehealth in LMICs. As a result, the present study aimed to review the utilization of telehealth to manage the Covid-19 pandemic in low- and middle-income countries focusing on implementations. In this study, how to implement telehealth in LMICs in response to the COVID-19 pandemic, including telehealth platforms used, the impact, pros and barriers encountered in implementation and adoption of telehealth interventions, are reviewed. The implementation of telehealth systems in different LMICs may pose both similar and different challenges. The lessons learned from this study can be useful for improving implementation of digital health interventions including LMICs in different countries.

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Ciapponi, Agustín. Do skilled birth attendance and emergency obstetric care reduce stillbirths? SUPPORT, 2017. http://dx.doi.org/10.30846/1703114.

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Some 2.6 million stillbirths occur worldwide every year, and almost all of these are in low and middle income countries. A significant proportion of these stillbirths take place at home, usually in the absence of a skilled birth attendant someone with the skills needed to manage normal uncomplicated pregnancies and childbirth.

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Boyle, M. Terrestrial vegetation monitoring at Chattahoochee River National Recreation Area: 2021 data summary. National Park Service, 2024. http://dx.doi.org/10.36967/2303257.

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The Southeast Coast Network (SECN) conducts long-term terrestrial vegetation monitoring as part of the NPS Inventory and Monitoring Program. The vegetation community vital sign is one of the primary-tier resources identi?ed by SECN park managers, and monitoring is conducted at 15 network parks (DeVivo et al. 2008). Monitoring plants and their associated communities over time allows for targeted understanding of ecosystems within the SECN geography, which provides managers information about the degree of change within their parks? natural vegetation. 2021 marked the ?rst year of conducting this monitoring e?ort at Chattahoochee River National Recreation Area (CHAT). Thirty vegetation plots were established throughout the park from June through July. Data collected in each plot included species richness across multiple spatial scales, species-speci?c cover and constancy, species-speci?c woody stem seedling/sapling counts and adult tree (greater than 10 centimeters [3.9 inches {in}]) diameter at breast height (DBH), overall tree health, landform, soil, observed disturbance, and woody biomass (i.e., fuel load) estimates. This report summarizes the baseline (year 1) terrestrial vegetation data collected at Chattahoochee River National Recreation Area in 2021. Data were strati?ed across two dominant broadly de?ned habitats within the park, including Piedmont Upland Forests and Piedmont Alluvial Wetland Vegetation and three land parcels: North?from Bowman?s Island to Abbotts Bridge, Middle?from Medlock Bridge to Gold Branch, and South?from Sope Creek to Palisades. Noteworthy ?ndings include: 299 vascular plant taxa were observed across 30 vegetation plots, including 29 species not previously documented within the park. The most frequently encountered species in each broadly de?ned habitat included: Piedmont Alluvial Wetland Vegetation: Chinese privet (Ligustrum sinense), sweetgum (Liquidambar styraciflua), eastern poison ivy (Toxicodendron radicans var. radicans), muscadine (Muscadinia rotundifolia var. rotundifolia), and smallspike false nettle (Boehmeria cylindrica). Piedmont Upland Forests: tuliptree (Liriodendron tulipifera var. tulipifera), eastern poison ivy, Virginia creeper (Parthenocissus quinquefolia), cat greenbrier (Smilax glauca), muscadine, mockernut hickory (Carya tomentosa), and black edge sedge (Carex nigromarginta). Sixteen non-native species categorized as invasive by the Georgia Exotic Pest Plant Council (GA-EPPC 2023) were encountered during this monitoring e?ort, including two not previously detected within the park?miniature beefsteak plant (Mosla dianthera) and Chinese holly (Ilex cornuta). Chinese privet and Japanese honeysuckle (Lonicera japonica) were the most frequently encountered and abundant invasive plant within the park. One species of special concern listed for Georgia (GADNR 2024) was observed during this monitoring e?ort?large-fruited sanicle (Sanicula trifoliata). Tuliptree, loblolly pine (Pinus taeda), boxelder (Acer negundo var. negundo), river birch (Betula nigra), and sweetgum were the most dominant species within the tree stratum of Piedmont Alluvial Wetlands of Chattahoochee River National Recreation Area; white oak (Quercus alba), loblolly pine, tuliptree, and mockernut hickory were the most dominant species of Piedmont Upland Forests. Chinese privet was the most abundant species within the sapling and seedling strata of Piedmont Alluvial Wetlands. The mortality rate of green ash (Fraxinus pennsylvanica) within Piedmont Alluvial Wetland plots was high, and it is likely these trees succumbed to impacts from emerald ash borer (Agrilus planipennis). The emerald ash borer is a wood-boring pest of ash (Fraxinus sp.) and is native to Asia. Since its discovery in the U. S. in the early 2000s, the insect has been responsible for the death of tens of millions of ash trees in the eastern and midwestern parts of the country. At this time, it is not certain whether the declining health of ash within Chattahoochee River National Recreation Area is due to emerald ash borer, edaphic factors that are responsible for natural mortality and decline, or other factors. Other threats to native vegetation within the park are: (1) the high prevalence of non-native, invasive plant species; (2) ?re suppression within oak-hickory; and (3) impacts from heavy browse by white-tailed deer (Odocoileus virginianus). All plots monitored during this sampling e?ort are scheduled to be resampled in 2024.

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Cooper, Christopher, Jacob McDonald und Eric Starkey. Wadeable stream habitat monitoring at Congaree National Park: 2018 baseline report. National Park Service, Juni 2021. http://dx.doi.org/10.36967/nrr-2286621.

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The Southeast Coast Network (SECN) Wadeable Stream Habitat Monitoring Protocol collects data to give park resource managers insight into the status of and trends in stream and near-channel habitat conditions (McDonald et al. 2018a). Wadeable stream monitoring is currently implemented at the five SECN inland parks with wadeable streams. These parks include Horseshoe Bend National Military Park (HOBE), Kennesaw Mountain National Battlefield Park (KEMO), Ocmulgee Mounds National Historical Park (OCMU), Chattahoochee River National Recreation Area (CHAT), and Congaree National Park (CONG). Streams at Congaree National Park chosen for monitoring were specifically targeted for management interest (e.g., upstream development and land use change, visitor use of streams as canoe trails, and potential social walking trail erosion) or to provide a context for similar-sized stream(s) within the park or network (McDonald and Starkey 2018a). The objectives of the SECN wadeable stream habitat monitoring protocol are to: Determine status of upstream watershed characteristics (basin morphology) and trends in land cover that may affect stream habitat, Determine the status of and trends in benthic and near-channel habitat in selected wadeable stream reaches (e.g., bed sediment, geomorphic channel units, and large woody debris), Determine the status of and trends in cross-sectional morphology, longitudinal gradient, and sinuosity of selected wadeable stream reaches. Between June 11 and 14, 2018, data were collected at Congaree National Park to characterize the in-stream and near-channel habitat within stream reaches on Cedar Creek (CONG001, CONG002, and CONG003) and McKenzie Creek (CONG004). These data, along with the analysis of remotely sensed geographic information system (GIS) data, are presented in this report to describe and compare the watershed-, reach-, and transect-scale characteristics of these four stream reaches to each other and to selected similar-sized stream reaches at Ocmulgee Mounds National Historical Park, Kennesaw Mountain National Battlefield Park, and Chattahoochee National Recreation Area. Surveyed stream reaches at Congaree NP were compared to those previously surveyed in other parks in order to provide regional context and aid in interpretation of results. edar Creek’s watershed (CONG001, CONG002, and CONG003) drains nearly 200 square kilometers (77.22 square miles [mi2]) of the Congaree River Valley Terrace complex and upper Coastal Plain to the north of the park (Shelley 2007a, 2007b). Cedar Creek’s watershed has low slope and is covered mainly by forests and grasslands. Cedar Creek is designated an “Outstanding Resource Water” by the state of South Carolina (S.C. Code Regs. 61–68 [2014] and S.C. Code Regs. 61–69 [2012]) from the boundary of the park downstream to Wise Lake. Cedar Creek ‘upstream’ (CONG001) is located just downstream (south) of the park’s Bannister Bridge canoe landing, which is located off Old Bluff Road and south of the confluence with Meyers Creek. Cedar Creek ‘middle’ and Cedar Creek ‘downstream’ (CONG002 and CONG003, respectively) are located downstream of Cedar Creek ‘upstream’ where Cedar Creek flows into the relatively flat backswamp of the Congaree River flood plain. Based on the geomorphic and land cover characteristics of the watershed, monitored reaches on Cedar Creek are likely to flood often and drain slowly. Flooding is more likely at Cedar Creek ‘middle’ and Cedar Creek ‘downstream’ than at Cedar Creek ‘upstream.’ This is due to the higher (relative to CONG001) connectivity between the channels of the lower reaches and their out-of-channel areas. Based on bed sediment characteristics, the heterogeneity of geomorphic channel units (GCUs) within each reach, and the abundance of large woody debris (LWD), in-stream habitat within each of the surveyed reaches on Cedar Creek (CONG001–003) was classified as ‘fair to good.’ Although, there is extensive evidence of animal activity...

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Macura, Biljana, Sarah Dickin, Hugh Sharma Waddington, Carla Liera, Adriana Soto, Arianna Orlando, Ella Foggit et al. Gender and social outcomes of WASH interventions: synthesis of research evidence. Centre for Excellence and Development Impact and Learning (CEDIL), März 2023. http://dx.doi.org/10.51744/cswp7.

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Safely managed water, sanitation, and hygiene (WASH) are fundamental for human health and wellbeing and are thought to contribute to a range of positive outcomes related to education, livelihoods, dignity, safety, and gender equality. However, gender and other social categories (e.g. age, ethnicity, caste, disability, marital status) can mediate who benefits from WASH services and in which ways. As progress in gaining access to safe WASH services has not occurred equally, there has been a focus on mainstreaming gender equality and social inclusion (GESI) in interventions. Despite awareness in the sector of the importance of promoting gender and socially inclusive WASH services, evaluations of interventions focus largely on technical or health outcomes, while social outcomes are not included. This systematic evidence synthesis aimed to collate evidence on the impact of WASH interventions on GESI outcomes in low- and middle-income countries (LMICs). It also aimed to synthesise evidence on violence-related outcomes, and to advance understanding of barriers to, and facilitators of, change in violence-related outcomes in the context of WASH interventions.

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