Background: Strategic renewal is a phenomenon where companies decide to do strategic alterations with the aim to improve their stasis in the current market (Kiesler & Sproull, 1982). This can be accomplished in several ways; in this report the focus is on management control systems and how they are incorporated in the strategic implementation process in order to drive and generate renewal. Management control systems are considered to be an important aspect of the strategy process (Simons, 1994). Purpose: The purpose of this thesis is to analyze to what extent and in what form interactive and diagnostic management control systems are employed in large organizations in order to drive strategic renewal. Methodology: This is a qualitative research with an abductive approach that is based on a single case study. Through interviews we answer how management control systems are used in the implementation process of strategic renewal on different levels of an organization; we have made ten interviews with top-, middle- and operational management.  Conclusion: Our main finding is that the process of implementing a successful strategic renewal through the adoption of MCS is not a linear one. The process is continuous and conducted in a circular manner; this also implies the interrelation of the variables.

published_or_final_version / abstract / toc / Education / Master / Master of Education

Η έρευνα διεξήχθη την περίοδο Οκτωβρίου 2011 – Φεβρουαρίου 2012 σε ιδιωτικές επιχειρήσεις στην Ελλάδα. Χρησιμοποιεί ερωτηματολόγια και σε βάθος συνεντεύξεις για να αντλήσει την απαραίτητη πληροφορία. H πρώτη ενότητα της έρευνας αναφέρεται στην ταχεία και επιτυχημένη ανάπτυξη του ηγέτη, δηλαδή κατώτερων και μεσαίων στελεχών, των υφισταμένων του (προσωπική ανάπτυξη των υφισταμένων) και της ομάδας του κατά την διάρκεια του 2011. Η ταχεία ανάπτυξη του ηγέτη αποδυναμώνει τη δυνατότητα συνεργασίας του με μεγάλη γκάμα ανθρώπων και τη δυνατότητα εκτίμησης των ηγετικών προκλήσεων. Η ταχεία ανάπτυξη των υφισταμένων στηρίζεται στη δικτύωση της ομάδας τους με άλλες ομάδες εντός και εκτός της επιχείρησης. Ο υφιστάμενος στην περίπτωση αυτή, πρέπει να διαχειριστεί ένα εκτεταμένο δίκτυο με μεταβαλλόμενα συμφέροντα και συμμαχίες. Στην ταχεία ανάπτυξη, η καθιέρωση κανόνων για τη λειτουργία της ομάδας δεν ευνοεί την ανάπτυξη της εμπιστοσύνης και της αλληλεγγύης μεταξύ των μελών της. Αντίθετα, η επιτυχημένη ανάπτυξη του ηγέτη, των υφισταμένων του και της ομάδας του δεν εμφανίζει τα παραπάνω μειονεκτήματα. Φαίνεται ότι ο καθορισμός στόχων που εμπνέουν και καθοδηγούν είναι σημαντικός για την επιτυχημένη ανάπτυξη υφισταμένων και ομάδας. Συμπεραίνουμε ότι για την επιτυχημένη ανάπτυξή τους απαιτείται χαρισματική ηγεσία σε σύγκριση με την ταχεία ανάπτυξή τους όπου δεν χρειάζεται χαρισματική ηγεσία. Επιπλέον, η ανταλλακτική ηγεσία είναι εξίσου σημαντική τόσο για την επιτυχημένη όσο και για την ταχεία ανάπτυξη υφισταμένων και ομάδας. Η δυνατότητα εξέλιξης της ταχείας ανάπτυξης σε επιτυχημένη ανάπτυξη είναι δυνατή, εφόσον τα μειονεκτήματα από την ταχεία ανάπτυξη ελεγχθούν. Επιπλέον, εξετάζεται η σχέση της ταχείας και επιτυχημένης ανάπτυξης του ηγέτη, των υφισταμένων και της ομάδας του με την ικανοποίηση από την εργασία του ηγέτη και των υφισταμένων του. Είναι σημαντικό να τονιστεί εδώ ότι η ταχεία ανάπτυξη των υφισταμένων και της ομάδας δεν συμβάλλει στην ικανοποίηση του ηγέτη από την εργασία του. Η δεύτερη ενότητα της έρευνας αναφέρεται στη λήψη και στην υλοποίηση αποφάσεων από τα κατώτερα και μεσαία στελέχη κατά τη διάρκεια του 2011. Ο ηγέτης με την ανάπτυξή του φέρει αποκλειστικά το βάρος της λήψης των δευτερεουσών αποφάσεων οι οποίες προκύπτουν από τις στρατηγικές αποφάσεις. Η ανάπτυξη των υφισταμένων και η ανάπτυξη της ομάδας δεν έχουν καμία επίδραση στην λήψη των αποφάσεων από τον ηγέτη. Και τούτο γιατί με τις συχνές μετακινήσεις στελεχών ανάμεσα σε διαφορετικά έργα και οργανωτικές μονάδες, η έννοια της εμπιστοσύνης μεταξύ των μελών της ομάδας καταργείται. Αντίστοιχα, σε ό,τι αφορά την υλοποίηση των αποφάσεων, η ανάπτυξη των υφισταμένων κατά πρώτον και η ανάπτυξη του ηγέτη εν συνεχεία, φέρουν το βάρος της υλοποίησης των αποφάσεων. Και πάλι, η ανάπτυξη της ομάδας δεν παίζει κανένα ρόλο στην υλοποίηση των αποφάσεων. Επίσης μελετώνται οι ενέργειες του ηγέτη που οδηγούν στη λήψη επιτυχημένων αποφάσεων από τον ίδιο. Οι παραπάνω ενέργειες σηματοδοτούν ένα νέο, βελτιωμένο επίπεδο ανάπτυξης του ηγέτη. Όπως επίσης μελετώνται οι ενέργειες του ηγέτη που οδηγούν σε επιτυχημένη υλοποίηση των αποφάσεων. Οι παραπάνω ενέργειες σηματοδοτούν ένα νέο, βελτιωμένο επίπεδο ανάπτυξης των υφισταμένων ως μεμονωμένα άτομα. Τέλος, η ίδια η επιτυχημένη υλοποίηση των αποφάσεων συμβάλλει στην ικανοποίηση του ηγέτη από την εργασία του και στην ικανοποίηση των υφισταμένων του από την εργασία τους κατά τη διάρκεια της υλοποίησης των αποφάσεων. Συνολικά, τα παραπάνω συμπεράσματα ανοίγουν νέους δρόμους στην βιβλιογραφία των διαφορετικών ταχυτήτων ανάπτυξης ηγέτη, υφισταμένων και ομάδας όσο και στην από κοινού μελέτη της λήψης και της υλοποίησης αποφάσεων. / The research has taken place between October 2011 and February 2012, at private companies in Greece and it uses questionnaires and in depth interviews in order to extract the necessary information. The first part of the research refers to the successful vs. the fast development of the leader (supervisors and middle managers), of his/her followers (personal development of subordinates) and of his/her team (group development) during 2011. It was identified that the leader’s fast development weakens his/her ability to work with a wide variety of people and to appreciate the nature of the challenges of leadership. Also, the fast development of the followers is based on the network with other teams inside and outside the company. The follower in this case, has to manage a broad network of changing interests and alliances. The fast development of the team depends on the establishment of rules for its well - functioning. Unfortunately, the necessity to impose these rules is a low stage of team development. On the contrary, the successful development of the leader, of his/her followers and of his/her team does not have the above mentioned disantavantages. The definition of goals which provide guidance and inspiration is of importance for the successful development of the followers and their teams, whereas it is of no importance for their fast development. We thus conclude that the successful development of the followers and their teams demands for a transformational leadership in comparison to their fast development. The transactional leadership is of the same importance for the successful as well as the fast development of followers and teams. According to the conclusions of the research performed, the evolution from a fast development to a successful one is possible, as long as the disadvantages of the fast development are controlled. Furthermore, the research examines the relationship of the successful and fast development of the leader, of his/her followers and of his team with the job satisfaction of the leader and the job satisfaction of his/her followers. What is important here, is that the fast development of the followers and the team does not contribute to the job satisfaction of the leader. The second part of the research, refers to the decision making and decision implementation of supervisors and middle managers during the year 2011. The leader’s development participates solely in the leader’s making of secondary decisions originating from the strategic decisions of the enterprise. The subordinates development and the team development have no share in the leader’s decision making. This is because the subordinate transfer among different projects and departments thus, abolishing team trust. Accordingly, the implementation of secondary decisions is due to the subordinates’ development firstly, and the leader’s development secondly. Again, team development has no share in the decision implementation. In addition, the leader activities which lead to successful decisions are examined. These acivities refer to a new, improved stage of leader’s development. And the leader activities which lead to a successful decision implementation are examined. These activities refer to a new, improved stage of followers’ development. At last, it was found that the successful decision implementation contributes to the job satisfaction of the leader as well as the job satisfaction of his/her followers during decision implementation. Overall, the above findings offer important new directions to the literature of the different speeds of leader, follower and team development as well as to the joint study of decision making and decision implementation.

This paper seeks to provide library managers with a theoretical framework for thinking about how change is effected by those in middle management positions. Starting from the principles that change takes place within socio-culturally bounded contexts and is most successful when approached indirectly, two scenarios characteristic of many situations requiring change middle managers commonly face are then put forward. Following each scenario, a possible solution or path towards change is advanced in order to provide the reader with models for putting into practice the theoretical ideas presented. A methodology that combines theoretical frameworks and practical scenarios is adopted in order to ground theory in practice and thereby lead readers toward what might be called a “praxis” of change making.

Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1993. / Source: Masters Abstracts International, Volume: 45-06, page: 2960. Abstract precedes thesis as [1] preliminary leaf. Typescript. Includes bibliographical references (leaves 121-125).

The role as a middle-manager is complex. They often tend to be squeezed between the management and the staff.  For this reason, it is very important that there is a good balance between demand, control, support and stress at work. Studies show that such balance is of great importance in facilitating the middle management's complex work situation. The aim of the study was to analyse middle manager’s experiences of demand, control, support and stress in their daily work. Semi-structured interviews with six middle managers on a private company were performed, and the result was analysed with deductive thematic analysis. All middle managers felt that they constantly experienced stress at work, and that the right proportions of demand, control and support could help them handle the stress at work.

The goal of this survey was to determine if a list of skills, activities, and competencies could be developed to aid in setting uniform guidelines for recruiting and selecting prospective mid-management instructor-coordinators. The data were amassed using a questionnaire which was sent to all mid-management instructor-coordinators and to three administrators at each participating college to ascertain the opinions of those persons closely involved with mid-management. The original mailing plus follow-up mailing resulted in a return of 72.50 per cent from mid-management instructor-coordinators and a return of 68.46 per cent from administrators. The results of this study show that the participants agree on a complex set of criteria, indicating a real need to formulate new guidelines for selecting instructors, guidelines which include definite skills, activities, and competencies mutually acceptable to administrators, teachers, and the TEA.

Trabalhar e ter família sempre foram fatos presentes na vida dos seres humanos. Em cada momento histórico os significados atribuídos ao trabalho e à família foram diversos, bem como os modos de viver e de relacionar estes dois âmbitos. Este estudo propõe uma reflexão sobre a interação entre as esferas do trabalho e da família, remetendo um olhar específico para a sociedade contemporânea. No momento atual, confrontados pelas características peculiares de organização social e econômica, os indivíduos experienciam a velocidade, a incerteza, a impermanência e a complexidade como fatos corriqueiros em suas vidas. O avanço tecnológico, a informatização e a globalização também fazem parte hoje do trabalho e da família. Os indivíduos hoje convivem com as exigências de um mercado dinâmico, embasado na rentabilidade econômica e no consumo, cujos efeitos são refletidos em todas as esferas da vida. Utilizando-se de histórias de vida como técnica investigativa, este estudo propiciou a análise desta realidade a partir de compreensões particulares de quatro gestores intermediários atuantes em indústria petroquímica. O relato de histórias pessoais possibilitou aos narradores um retorno a momentos específicos de suas vidas, onde compreensões e valores foram destacados. Os resultados demonstram a complexidade do relacionamento entre o trabalho e a família. Os modos de se experienciar a confluência de solicitações do trabalho e da família dependem de momentos de vida e variam de indivíduo para indivíduo, não sendo possível afirmar que são conflitantes e causadores de sofrimento em todas as situações. É possível identificar também situações de ganho em ambas as esferas, tendo a família um efeito positivo no trabalho e vice-e-versa. Do mesmo modo, é possível identificar nos relatos que o trabalho e a família hoje são territórios habitados por ambos os sexos: a administração do lar, a criação e educação dos filhos devem ser também funções masculinas, sinalizando as mudanças nos modos de viver e de se relacionar. Contudo, percebe-se que as crenças sobre trabalho e família destes gestores ainda estão arraigadas a padrões culturais da época de sua formação profissional, educacional e moral, seguindo as conformações de trabalho e de família da geração dos seus pais. O transitar entre concepções antigas e novas remete às características da sociedade contemporânea, traduzindo um momento incerto e de mudança. / To work and to have a family have always been basic in human life. In every historical moment, different meanings were given to work and family, as well as were different the ways of living and interacting between these two domains. This study aims to allow thought about work-family interactions, especially regarding the contemporary society. At this particular social/economical moment, people are being confronted with particular characteristics and are experiencing uncertainty, constancy of changes and complexity. The information technology revolution and globalization are part of work and family: individuals face today the demands of the economical market, based on profitability and consumption, and its effects are spread in both work and family domains. Using life stories as the methodological approach, this study analyses this reality through the personal experiences of four middle managers working in a petrochemical industry. The act of telling about their lives gave them the possibility to re-experience some critical moments, where values and beliefs were enunciated. The results confirmed the complexity of work-family interactions, and showed that there are different ways of facing the multiplicity of demands, with choice differing from person to person and depending on the moment of life. It is not possible to assure that family and work are conflicting spheres and that there are always negatives spillovers. In this study, work-family interactions with positive spillovers were identified s well. It is also possible to conclude, based on their speeches, that nowadays work and family are common territories: household tasks and child care and education are also men requirements and this fact enlightens the changes in the way people live and interact in the work and in the family. However, it was perceived that their beliefs about work and family are still strongly based on their parents values and realities, under which these middle managers were raised. Applying at the same time old and new values leads to the present society specificities, reinforcing the uncertainty and the lack of patterns.

Trabalhar e ter família sempre foram fatos presentes na vida dos seres humanos. Em cada momento histórico os significados atribuídos ao trabalho e à família foram diversos, bem como os modos de viver e de relacionar estes dois âmbitos. Este estudo propõe uma reflexão sobre a interação entre as esferas do trabalho e da família, remetendo um olhar específico para a sociedade contemporânea. No momento atual, confrontados pelas características peculiares de organização social e econômica, os indivíduos experienciam a velocidade, a incerteza, a impermanência e a complexidade como fatos corriqueiros em suas vidas. O avanço tecnológico, a informatização e a globalização também fazem parte hoje do trabalho e da família. Os indivíduos hoje convivem com as exigências de um mercado dinâmico, embasado na rentabilidade econômica e no consumo, cujos efeitos são refletidos em todas as esferas da vida. Utilizando-se de histórias de vida como técnica investigativa, este estudo propiciou a análise desta realidade a partir de compreensões particulares de quatro gestores intermediários atuantes em indústria petroquímica. O relato de histórias pessoais possibilitou aos narradores um retorno a momentos específicos de suas vidas, onde compreensões e valores foram destacados. Os resultados demonstram a complexidade do relacionamento entre o trabalho e a família. Os modos de se experienciar a confluência de solicitações do trabalho e da família dependem de momentos de vida e variam de indivíduo para indivíduo, não sendo possível afirmar que são conflitantes e causadores de sofrimento em todas as situações. É possível identificar também situações de ganho em ambas as esferas, tendo a família um efeito positivo no trabalho e vice-e-versa. Do mesmo modo, é possível identificar nos relatos que o trabalho e a família hoje são territórios habitados por ambos os sexos: a administração do lar, a criação e educação dos filhos devem ser também funções masculinas, sinalizando as mudanças nos modos de viver e de se relacionar. Contudo, percebe-se que as crenças sobre trabalho e família destes gestores ainda estão arraigadas a padrões culturais da época de sua formação profissional, educacional e moral, seguindo as conformações de trabalho e de família da geração dos seus pais. O transitar entre concepções antigas e novas remete às características da sociedade contemporânea, traduzindo um momento incerto e de mudança. / To work and to have a family have always been basic in human life. In every historical moment, different meanings were given to work and family, as well as were different the ways of living and interacting between these two domains. This study aims to allow thought about work-family interactions, especially regarding the contemporary society. At this particular social/economical moment, people are being confronted with particular characteristics and are experiencing uncertainty, constancy of changes and complexity. The information technology revolution and globalization are part of work and family: individuals face today the demands of the economical market, based on profitability and consumption, and its effects are spread in both work and family domains. Using life stories as the methodological approach, this study analyses this reality through the personal experiences of four middle managers working in a petrochemical industry. The act of telling about their lives gave them the possibility to re-experience some critical moments, where values and beliefs were enunciated. The results confirmed the complexity of work-family interactions, and showed that there are different ways of facing the multiplicity of demands, with choice differing from person to person and depending on the moment of life. It is not possible to assure that family and work are conflicting spheres and that there are always negatives spillovers. In this study, work-family interactions with positive spillovers were identified s well. It is also possible to conclude, based on their speeches, that nowadays work and family are common territories: household tasks and child care and education are also men requirements and this fact enlightens the changes in the way people live and interact in the work and in the family. However, it was perceived that their beliefs about work and family are still strongly based on their parents values and realities, under which these middle managers were raised. Applying at the same time old and new values leads to the present society specificities, reinforcing the uncertainty and the lack of patterns.

Trabalhar e ter família sempre foram fatos presentes na vida dos seres humanos. Em cada momento histórico os significados atribuídos ao trabalho e à família foram diversos, bem como os modos de viver e de relacionar estes dois âmbitos. Este estudo propõe uma reflexão sobre a interação entre as esferas do trabalho e da família, remetendo um olhar específico para a sociedade contemporânea. No momento atual, confrontados pelas características peculiares de organização social e econômica, os indivíduos experienciam a velocidade, a incerteza, a impermanência e a complexidade como fatos corriqueiros em suas vidas. O avanço tecnológico, a informatização e a globalização também fazem parte hoje do trabalho e da família. Os indivíduos hoje convivem com as exigências de um mercado dinâmico, embasado na rentabilidade econômica e no consumo, cujos efeitos são refletidos em todas as esferas da vida. Utilizando-se de histórias de vida como técnica investigativa, este estudo propiciou a análise desta realidade a partir de compreensões particulares de quatro gestores intermediários atuantes em indústria petroquímica. O relato de histórias pessoais possibilitou aos narradores um retorno a momentos específicos de suas vidas, onde compreensões e valores foram destacados. Os resultados demonstram a complexidade do relacionamento entre o trabalho e a família. Os modos de se experienciar a confluência de solicitações do trabalho e da família dependem de momentos de vida e variam de indivíduo para indivíduo, não sendo possível afirmar que são conflitantes e causadores de sofrimento em todas as situações. É possível identificar também situações de ganho em ambas as esferas, tendo a família um efeito positivo no trabalho e vice-e-versa. Do mesmo modo, é possível identificar nos relatos que o trabalho e a família hoje são territórios habitados por ambos os sexos: a administração do lar, a criação e educação dos filhos devem ser também funções masculinas, sinalizando as mudanças nos modos de viver e de se relacionar. Contudo, percebe-se que as crenças sobre trabalho e família destes gestores ainda estão arraigadas a padrões culturais da época de sua formação profissional, educacional e moral, seguindo as conformações de trabalho e de família da geração dos seus pais. O transitar entre concepções antigas e novas remete às características da sociedade contemporânea, traduzindo um momento incerto e de mudança. / To work and to have a family have always been basic in human life. In every historical moment, different meanings were given to work and family, as well as were different the ways of living and interacting between these two domains. This study aims to allow thought about work-family interactions, especially regarding the contemporary society. At this particular social/economical moment, people are being confronted with particular characteristics and are experiencing uncertainty, constancy of changes and complexity. The information technology revolution and globalization are part of work and family: individuals face today the demands of the economical market, based on profitability and consumption, and its effects are spread in both work and family domains. Using life stories as the methodological approach, this study analyses this reality through the personal experiences of four middle managers working in a petrochemical industry. The act of telling about their lives gave them the possibility to re-experience some critical moments, where values and beliefs were enunciated. The results confirmed the complexity of work-family interactions, and showed that there are different ways of facing the multiplicity of demands, with choice differing from person to person and depending on the moment of life. It is not possible to assure that family and work are conflicting spheres and that there are always negatives spillovers. In this study, work-family interactions with positive spillovers were identified s well. It is also possible to conclude, based on their speeches, that nowadays work and family are common territories: household tasks and child care and education are also men requirements and this fact enlightens the changes in the way people live and interact in the work and in the family. However, it was perceived that their beliefs about work and family are still strongly based on their parents values and realities, under which these middle managers were raised. Applying at the same time old and new values leads to the present society specificities, reinforcing the uncertainty and the lack of patterns.