Markus Winter – författare

Seminar paper from the year 2011 in the subject Organisation and administration - Miscellaneous, grade: 2,3, Technical University of Chemnitz (Fakultat fur Wirtschaftswissenschaften), course: Seminar paper in the course: Past, Present and Future of Bureaucracy, language: English, abstract: Effective learning supplys organizations with the abilities to cope with problems. Learning is occuring when organizations interact with their environments: organizations develop their understanding of reality by observing the results of their acts (cf. Hedberg 1981: 1). Even and especially bureaucratic organizations need to learn, when taking into account a fast changing environment. Everybody of us has made his or her own experiences with bureaucracy in their everyday life. This seminar paper with the title The Development of a bureaucratic personality-consequences for organizational learning will not focus on impacts on clients but on impacts on the members of organisation, especially on subordinates and the middle management. The aim of the seminar paper is to find out what negative consequences has bureaucracy on the personality of an individual and on organizational learning. Using a functionalist approach to the topic, bureaucracy intends to create an efficient organisation from a rationalistic point of view. I will focus on the unintended outcomes of bureaucracy, the dysfunctions which show that there are irrational factors that are not easy to predict. I will describe in the theoretical part of this work the he ideal type of bureaucracy, to have a basis from which later on the negative outcomes are explained. The concept of personality will be described after this, which is used to compare in the second part the changes to a bureaucratic personality. The model of organizational learning from Hedberg (1981) will be the focus after that, to show how learning is occurring in organisations and which prerequisites are necessary for this. The next step is the explanation of the model of Bosetzky and Heinrich, which shows the consequences of inner acceptance of the bureaucratic socialization. Then I will show through the description of the work of Robert K. Merton the development of a bureaucratic personality, including trained incapacity occupational psychosis, and the consequences of that for organizational learning. Then I will finish with an conclusion.

Seminar paper from the year 2011 in the subject Leadership and Human Resources - Miscellaneous, grade: 2,7, Technical University of Chemnitz (Fakultat fur Wirtschaftswissenschaften), course: HRM-Research, language: English, abstract: Particularly today, company"e;s environment is characterized by complexity and dynamic. There hardly are assured expectations but decisions within insecurity increase. That demands a lifelong learning from all social actors. The most popular form of formal learning in companies is advanced trainings. However, a look at the statistics of those trainings show that the participant rate declines with age. Faced with demographic change, the group of over 40 years old employees will increase in the future. For example, over 50 percent of employees in the United States will be over 40 by the year 2012 (Carter/Beier 2010, pp.642) - a hard challenge for effective human resource development. The present term paper in the line with the seminar HRM-Research with the title Training with aged adults - Error management culture to increase the success of human resource methods with aged employees concentrates on error management within human resource development especially advanced training. The aim of that term paper is to show how far error management culture can increase the success of human resource development methods with aged employees. In that context success means the transfer in the work life. Based on those results, implications for human resource development practice are conveyed. To answer this question, the following procedure was chosen. First of all it is necessary to present basic information about human resource development and error management respectively error management culture. After working out the differences between younger and older learners with the help of cognitive ability, self-regulation and motivation to learn, the empirical work of Carter and Beier with the title The effectiveness of error management training with aged adults is mentioned. As said above, implications based on the results of the term paper are followed then. In the end the results are summarized and a conclusion is formulated.

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