Company A has experienced high voluntary staff turnover at middle management level between 2007 and 2009. During this period 35% of middle managers have resigned and, this has resulted in significant financial costs being incurred. This research focused on understanding what factors would make the current middle managers stay in Company A’s employment and what the financial impact has been due to these resignations. The research concluded that career development, people development by line manager, feedback of own work, a line manager who teaches and coaches subordinates, and working with a knowledgeable line manager, were the top five factors that would make the current middle managers stay in Company A’s employment. The research further concludes that there was a gap between Company A’s retention initiatives and what the middle managers actually value, thus the resignations. The research has also established that the middle managers’ resignations have had a significant financial impact on the organisation.

Thesis (M.S.)--Massachusetts Institute of Technology, Alfred P. Sloan School of Management, 1982. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY. / Bibliography: leaves 119-121. / by William O. Albertini. / M.S.

During the 1990's, most Hong Kong companies experienced extremely high Voluntary Turnover among middle managers. This thesis attempts to find the causes of such turnover through quantitative analysis and at the same time assess the state of Succession Planning implementation in 10 subsidiaries of US multinational companies as a potential remedy to such turnover. Lack of career advancement and promotion opportunities was found by employees to be the leading cause of voluntary turnover whereas employers believe basic salary and other remuneration components are the main causes. In 9 companies out of 10, Succession Planning is found to be short on basic success criteria such as formalization, buget, support from top management, I.T. support, integra- tion with strategic HR planning, accountability and continuous review process / thesis (PhDBusinessandManagement)--University of South Australia, 2003.

This thesis investigates the research question: What are the day-to-day work experiences of middle managers, and how do these experiences personally impact them in and beyond the workplace? The focus is on respondents’ meaning and understanding of their experiences as a middle manager in the private sector, and the effects these have on their lives outside the organisation. The study highlighted the importance of considering the whole person in organisational research, as the interconnectedness of work and the rest of life was revealed. / Doctor of Philosophy (PhD)

Thesis (M.Ed. Mgt.)--Unitec New Zealand, 2007. / Includes bibliographical references (leaves 131-140).

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.

It is increasingly common that Swedish companies get acquired by foreign firms. An acquisition will have more evident changes in the acquired firm. The organisational structure will be affected which implies that people in different levels of the organisation experience the changes differently. Middle managers are believed to have an exposed role in organisational changes as they are in between top management and employees. In order to reach a successful integration in the postacquisition process employee trust in management is seen as a vital part. The area of middle managers in acquisitions and how individuals experience the post-acquisition process are subjects where more research is needed. The purpose of this thesis is to investigate the post-acquisition process in the acquired firm, focusing on how the acquisition has been experienced among middle managers and their employees. The method chosen for thesis is qualitative and the information has been collected by using semi-standardised interviews as well as questionnaires. The study was limited to one company where seven middle managers and the human resource manager were interviewed. Also 32 employees participated in the study by answering the questionnaires. We can conclude that the middle managers did not show resistance to changes unless it would be unfavourable for the company. We could also see indications that internally advanced middle managers can be related to an advantageous atmosphere of communicating trust. It was also concluded that middle managers are a vital link in terms of conveying information throughout the post-acquisition process.

<p>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.</p><p>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.</p><p>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.</p><p>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.</p>

<p>It is increasingly common that Swedish companies get acquired by foreign firms. An acquisition will have more evident changes in the acquired firm. The organisational structure will be affected which implies that people in different levels of the organisation experience the changes differently. Middle managers are believed to have an exposed role in organisational changes as they are in between top management and employees. In order to reach a successful integration in the postacquisition process employee trust in management is seen as a vital part. The area of middle managers in acquisitions and how individuals experience the post-acquisition process are subjects where more research is needed.</p><p>The purpose of this thesis is to investigate the post-acquisition process in the acquired firm, focusing on how the acquisition has been experienced among middle managers and their employees.</p><p>The method chosen for thesis is qualitative and the information has been collected by using semi-standardised interviews as well as questionnaires. The study was limited to one company where seven middle managers and the human resource manager were interviewed. Also 32 employees participated in the study by answering the questionnaires.</p><p>We can conclude that the middle managers did not show resistance to changes unless it would be unfavourable for the company. We could also see indications that internally advanced middle managers can be related to an advantageous atmosphere of communicating trust. It was also concluded that middle managers are a vital link in terms of conveying information throughout the post-acquisition process.</p>

Background: Previous researchers have identified perceptions and practices as key barriers to women's advancement opportunities. Moreover, the region of Umeå in Sweden has been experiencing a low representation of female managers, and the manufacturing industry is male-dominated throughout the country. Management perceptions of female managers could be categorized in four different perspectives and these were used after some modification, by adding other, relevant theories from the field of women in management. Organizational practices had shown to be crucial in enforcing gender equality in organizations, and for this study, internal and external recruitment, succession planning and training and development were explored. The intention was to explore how organizational practices had been influenced by management perceptions of female managers, by looking for indicators within these.Purpose: To explore how management, in general, perceive female managers, and how these perceptions might influence organizational practices.Research questions: How do management of several manufacturing companies in the Umeå region perceive female middle managers? and Do these perceptions affect the organizational practices? If so, how?Key concepts:Management perceptions: Subjective constructions of human behavior, more specifically, management attitudes and beliefs towards female middle managers.Middle manager: Someone who deals directly with employees and is in charge of at least one subordinate level and reports to a top-level manager.Organizational practices: Strategic activities in a company.Methodology: This exploratory study was conducted with a qualitative approach using semi-structured interviews. Primary data was collected from six different companies in the Umeå Region and secondary data consisted of scientific articles.Findings and conclusions: The perceptions of female middle managers held by management at manufacturing companies in the Umeå Region did influence the organizational practices. In general, all had positive perceptions of women in terms of the economic benefits that they could bring to the companies. In addition, women’s opportunities in the manufacturing companies were influenced by management perceptions of whether women were considered to have the necessary, technical competencies for management positions. Furthermore, it was concluded that those manufacturing companies whose management prioritized the questions of women in management, had the highest representation of female middle managers.