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Organisation

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Einführung
Zielgruppe und Aufbau
Empfehlung für die Benutzung
Veränderungen gegenüber der 5. Auflage
Die Verfasser
Teil 1: Grundlagen
Kapitel 1: Begriff der Organisation
1 Prozessorientierter Organisationsbegriff
2 Instrumenteller Organisationsbegriff
3 Institutioneller Organisationsbegriff
4 Synthese
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Kapitel 2: Ziele der Organisation
1 Ermittlung von Zielen
2 Kriterien der Effektivität
3 Realisierung der Effektivität
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Kapitel 3: Aufgaben der Organisation
1 Gestaltung der Unternehmensstruktur
2 Gestaltung der Unternehmensentwicklung
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Kapitel 4: Management der Organisation
1 Organisatorische Regeln
2 Techniken der Organisation
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Teil 2: Organisationstheorie
Kapitel 5: Aufgaben der Organisationstheorie und Methoden der Organisationsforschung
1 Aufgaben der Organisationstheorie
2 Methoden der Organisationsforschung
2.1 Arten von Methoden
2.2 Hermeneutik
2.3 Analytisch-deduktive Methode
2.4 Induktion
2.5 Hypothetisch-deduktive Methode
2.6 Ansätze
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Kapitel 6: Organisationstheoretische Ansätze
1 Systematik
2 Der Bürokratieansatz
2.1 Vertreter und wichtige Quellen
2.2 Organisationsbegriff und Metapher
2.3 Zentrale Aussagen
2.4 Menschenbild
2.5 Methoden
2.6 Aktuelle Bedeutung
3 Der tayloristische Ansatz
3.1 Vertreter und wichtige Quellen
3.2 Organisationsbegriff und Metapher
3.3 Zentrale Aussagen
3.4 Menschenbild
3.5 Methoden
3.6 Aktuelle Bedeutung
4 Der Human-Relations-Ansatz
4.1 Vertreter und wichtige Quellen
4.2 Organisationsbegriff und Metapher
4.3 Zentrale Aussagen
4.4 Menschenbild
4.5 Methoden
4.6 Aktuelle Bedeutung
5 Der strukturtechnische Ansatz
5.1 Vertreter und wichtige Quellen
5.2 Organisationsbegriff und Metapher
5.3 Zentrale Aussagen
5.4 Menschenbild
5.5 Methoden
5.6 Aktuelle Bedeutung
6 Der situative Ansatz
6.1 Vertreter und wichtige Quellen
6.2 Organisationsbegriff und Metapher
6.3 Zentrale Aussagen
6.4 Menschenbild
6.5 Methoden
6.6 Aktuelle Bedeutung
7 Der entscheidungstheoretische Ansatz
7.1 Vertreter und wichtige Quellen
7.2 Organisationsbegriff und Metapher
7.3 Zentrale Aussagen
7.4 Menschenbild
7.5 Methoden
7.6 Aktuelle Bedeutung
8 Der institutionenökonomische Ansatz
8.1 Vertreter und wichtige Quellen
8.2 Organisationsbegriff und Metapher
8.3 Zentrale Aussagen
8.4 Menschenbild
8.5 Methoden
8.6 Aktuelle Bedeutung
9 Der evolutionstheoretische Ansatz
9.1 Vertreter und wichtige Quellen
9.2 Organisationsbegriff und Metapher
9.3 Zentrale Aussagen
9.4 Menschenbild
9.5 Methoden
9.6 Aktuelle Bedeutung
10 Der interpretative Ansatz
10.1 Vertreter und wichtige Quellen
10.2 Organisationsbegriff und Metapher
10.3 Zentrale Aussagen
10.4 Menschenbild
10.5 Methoden
10.6 Aktuelle Bedeutung
11 Der Selbstorganisationsansatz
11.1 Vertreter und wichtige Quellen
11.2 Organisationsbegriff und Metapher
11.3 Zentrale Aussagen
11.4 Menschenbild
11.5 Methoden
11.6 Aktuelle Bedeutung
12 Der Strukturationsansatz
12.1 Vertreter und wichtige Quellen
12.2 Organisationsbegriff und Metapher
12.3 Zentrale Aussagen
12.4 Menschenbild
12.5 Methoden
12.6 Aktuelle Bedeutung
13 Überblick über die organisationstheoretischen Ansätze
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Kapitel 7: Die Bedeutung der Organisationstheorie für die Organisationsgestaltung
1 Synopse der organisationstheoretischen Ansätze
2 Kombination der organisationstheoretischen Ansätze
2.1 Realistische versus konstruktivistische Position
2.2 Positivistische versus anti-positivistische Position
2.3 Deterministische versus voluntaristische Position
2.4 Nomothetische versus idiographische Position
3 Aktuelle Bedeutung der organisationstheoretischen Ansätze
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Teil 3: Organisationsgestaltung
Kapitel 8: Gegenstände und Elemente der Organisationsgestaltung
1 Das Leistungsziel
2 Die Gestaltungsbereiche der Organisation
3 Elemente der Aufbauorganisation
3.1 Die Aufgabe
3.2 Aufgabenanalyse
3.3 Aufgabensynthese
3.4 Aufgabenverteilung
4 Elemente der Ablauforganisation
4.1 Arbeitsorganisation
4.2 Prozessorganisation
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Kapitel 9: Organisationseinheiten
1 Arten von Organisationseinheiten
1.1 Stellen
1.2 Stellenmehrheiten
2 Kriterien für die Bildung von Organisationseinheiten
2.1 Beschaffenheit der Aufgabe
2.2 Eigenschaften der Aktionsträger
2.3 Eigenschaften der Sachmittel
2.4 Recht der Unternehmensverfassung
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Kapitel 10: Aufbauorganisation
1 Gegenstand der Aufbauorganisation
2 Gestaltungsparameter: Spezialisierung, Delegation, Koordination
2.1 Spezialisierung
2.2 Delegation
2.3 Koordination
2.4 Konfiguration
3 Motivation
3.1 Motivationsziele
3.2 Motivationstheorien
3.3 Bedürfnisgerechte Aufbauorganisation
3.4 Anreiz- und kontrollgerechte Aufbauorganisation
3.5 Fazit
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Kapitel 11: Ablauforganisation
1 Gegenstand der Ablauforganisation
2 Ziele der Ablauforganisation
2.1 Effizienz der Ressourcennutzung
2.2 Steigerung der Motivation
2.3 Erhöhung der Agilität
3 Ablauforganisation als Arbeitsorganisation
3.1 Gegenstand der Arbeitsorganisation
3.2 Ablauforganisation der Fertigung
3.3 Ablauforganisation der Büroarbeit
4 Ablauforganisation als Prozessorganisation
4.1 Wachsende Bedeutung der Ablauforganisation
4.2 Prozessorganisation statt Arbeitsorganisation
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Kapitel 12: Traditionelle Organisationsmodelle
1 Gestaltungsmöglichkeiten
2 Funktionale Organisation
2.1 Merkmale
2.2 Vorteile, Nachteile
3 Divisionale Organisation
3.1 Merkmale
3.2 Vorteile, Nachteile
3.3 Weiterentwicklung der Divisionalen Organisation zur Holding
4 Matrixorganisation
4.1 Merkmale
4.2 Vorteile, Nachteile
5 Sekundärorganisation
5.1 Begriff
5.2 Formen
6 Zusammenfassung
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Kapitel 13: Neuausrichtung der Organisationsmodelle
1 Trends
1.1 Trends als Fortschritt oder Moden
1.2 Prozessorientierung
1.3 Teamorientierung
1.4 Empowerment
1.5 Dynamisierung
1.6 Entgrenzung
1.7 Corporate Social Responsibility
1.8 Virtualisierung
1.9 Verflüssigung
2 Neue Organisationsmodelle
2.1 Prozessorganisation
2.2 Teamorganisation
2.3 Selbstorganisation
2.4 Lernende Organisation
2.5 Kooperationen
2.6 Integrity- und Compliance-Strukturen
2.7 Virtuelle Organisation
2.8 Agile Organisation
3 Von traditionellen zu neuen Organisationsmodellen
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Teil 4: Wandel von Organisationen
Kapitel 14: Ursachen des Wandels
1 Die Fit-Hypothese
2 Externe Einflussfaktoren
2.1 Markt
2.2 Gesellschaft
2.3 Recht
3 Interne Einflussfaktoren
3.1 Zielsystem des Unternehmens
3.2 Strategie des Unternehmens
3.3 Technologie
3.4 Unternehmenskultur
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Kapitel 15: Formen und Management des Wandels
1 Formen des Wandels
1.1 Geplanter Wandel
1.2 Ungeplanter Wandel
2 Management des geplanten Wandels
2.1 Effektivitätssteigerung als übergeordnetes Reorganisationsziel
2.2 Auslöser für Reorganisationen
2.3 Organisation der Reorganisation
2.4 Hindernisse beim geplanten Wandel
2.5 Kritik am Modell des geplanten Wandels
3 Management des ungeplanten Wandels
3.1 Gelenkte Evolution
3.2 Gestaltung des Lernkontextes
Fragen zur Wiederholung / Fragen zur Vertiefung / Literaturempfehlungen
Zusammenfassung und Ausblick
Literaturverzeichnis
Stichwortverzeichnis

Two of the world's leading researchers on behavior and decision-making join forces to equip readers with the knowledge, tools, and techniques to live our best, most human lives in an age of machines. “The real problem of humanity is the following: We have Paleolithic emotions, medieval institutions and godlike technology. And it is terrifically dangerous.” —E.O WilsonOur choices and experience of the world are increasingly shaped by powerful interests and godlike technology. Somebody else is deciding what ‘good’ choices look like—and often that means good for them, not for you. From the social media apps hijacking your attention and algorithms quietly curating your reality, to the markets profiting from confusion and AI systems slowly eroding your thinking: your choices are shaped by people who understand your psychology better than you do, and use that knowledge for their own ends. Against this backdrop, it is easy to feel diminished and 'done to'.This book is about fighting back—individually and collectively—and becoming the best of ourselves. Becoming super-humans. Drawing on over 1,000 experiments run across more than 70 countries, Halpern and Costa show how you can boost your own agency and decision-making, how we can upgrade our systems and institutions so that it is easier for everyone to choose well, and how we can shape AI so that it amplifies human capability rather than replacing it.Super-Human ultimately asks us to make the biggest choice of all: in an age when machines can think, decide and even feel on our behalf—what kind of humans do we want to be? <ul><li>Human. Reclaiming agency and becoming a better decision-maker (Chapters 1-3). Understanding how human attention and sense-making works, so that we can self-guide, rather than be hacked by others - and more effectively turn our intentions into action.</li><li>Supra-human. Building systems that support us to choose well together. (Chapters 4-7). Humans are social creatures, who think aloud and together. It's a feature not a fault. Social networks, markets and institutions strongly enable us to achieve things we could never do alone, but also operate as ‘supra-human’ influences on our behavior. Yet individually and collectively we have power to channel and shape them too - more power than we realize</li><li>Super-human. Shaping the technology that will shape us. (Chapter 8) AI could be the ultimate ‘bicycle of the mind’, but it can also become a crutch rather than a coach. It poses opportunity and challenge - to boost our capabilities to superhuman levels, or to become our inadvertent master.</li><li>Future-human. What kind of humans do we ultimately want to be? (Conclusion) Our minds today have been shaped by the technologies and institutions of our ancestors, in ways they could not have anticipated. We can make choices that will alter our minds and those that follow: what shall we choose?</li></ul>

Two of the world's leading researchers on behavior and decision-making join forces to equip readers with the knowledge, tools, and techniques to live our best, most human lives in an age of machines. “The real problem of humanity is the following: We have Paleolithic emotions, medieval institutions and godlike technology. And it is terrifically dangerous.” —E.O WilsonOur choices and experience of the world are increasingly shaped by powerful interests and godlike technology. Somebody else is deciding what ‘good’ choices look like—and often that means good for them, not for you. From the social media apps hijacking your attention and algorithms quietly curating your reality, to the markets profiting from confusion and AI systems slowly eroding your thinking: your choices are shaped by people who understand your psychology better than you do, and use that knowledge for their own ends. Against this backdrop, it is easy to feel diminished and 'done to'.This book is about fighting back—individually and collectively—and becoming the best of ourselves. Becoming superhumans. Drawing on over 1,000 experiments run across more than 70 countries, Halpern and Costa show how you can boost your own agency and decision-making, how we can upgrade our systems and institutions so that it is easier for everyone to choose well, and how we can shape AI so that it amplifies human capability rather than replacing it.Superhuman ultimately asks us to make the biggest choice of all: in an age when machines can think, decide and even feel on our behalf—what kind of humans do we want to be? <ul><li>Human. Reclaiming agency and becoming a better decision-maker (Chapters 1-3). Understanding how human attention and sense-making works, so that we can self-guide, rather than be hacked by others - and more effectively turn our intentions into action.</li><li>Supra-human. Building systems that support us to choose well together. (Chapters 4-7). Humans are social creatures, who think aloud and together. It's a feature not a fault. Social networks, markets and institutions strongly enable us to achieve things we could never do alone, but also operate as ‘supra-human’ influences on our behavior. Yet individually and collectively we have power to channel and shape them too - more power than we realize</li><li>Super-human. Shaping the technology that will shape us. (Chapter 8) AI could be the ultimate ‘bicycle of the mind’, but it can also become a crutch rather than a coach. It poses opportunity and challenge - to boost our capabilities to superhuman levels, or to become our inadvertent master.</li><li>Future-human. What kind of humans do we ultimately want to be? (Conclusion) Our minds today have been shaped by the technologies and institutions of our ancestors, in ways they could not have anticipated. We can make choices that will alter our minds and those that follow: what shall we choose?</li></ul>

Reclaiming Our Power to Choose and Shape the Future

Superhuman

Make better high-stakes decisions in uncertainty by developing the 3 agilities (emotional, cognitive, and navigational) needed to lead when no clear answers exist. Today's leaders face a difficult challenge: They must make high-stakes decisions before they have enough information to know whether those choices will succeed. Organizations operate in a BANI world, one that is brittle, anxious, nonlinear, and increasingly difficult to predict. Yet many leaders continue to make strategic decisions using mental models built for a more stable era. This book reveals why leaders often narrow their options under pressure, mistake activity for impact, and seek certainty when ambiguity demands something different. Executive coach Karin Blair shows that the quality of strategic decisions depends less on what leaders know and more on what they can hold without reacting, oversimplifying, or forcing premature resolution. Through a powerful framework built around 3 interconnected agilities, readers learn how to <ul><li>build emotional agility to stay grounded under pressure,</li><li>develop cognitive agility to hold competing perspectives and challenge assumptions, and</li><li>strengthen navigational agility to sustain commitment when results remain uncertain.</li></ul> Filled with practical leadership insights and real-world examples, this book helps leaders expand their decision field, choose coherence over relief, and create strategies that compound into meaningful long-term impact.

3 Agilities for Strategic Decisions

Capacity Under Pressure

A successful career awaits—no college degree required! This indispensable resource guides you through alternative routes to prosperity and fulfillment, from a renowned CEO who did it herself. Most people believe a degree is the price of admission to a meaningful, high-paying career. Without it, your options are limited, and your ceiling is fixed. But that narrative isn’t just outdated. It’s costing millions of capable professionals the futures they’ve already earned. In How to Get Hired Without a Degree, technologist CEO and DEI advocate LaShana Lewis dismantles the notion of the “paper ceiling” and reveals what it really takes to build a thriving career without a diploma. Drawing from her own journey—from being repeatedly shut out of opportunities to rising as a CTO—Lewis delivers a practical, proven roadmap for workers skilled through alternative routes (STARs). How to Get Hired Without a Degree equips readers with the tools to translate real-world skills into real opportunities—whether that means breaking into a new field, advancing into leadership, or finally being recognized for their value, with lessons including: <ul><li> How to focus on skill-building for a competitive advantage </li><li> How to gain credible experience without traditional credentials </li><li> How to navigate hiring processes with confidence and strategy </li><li> How to grow, pivot, and lead in your career long-term </li></ul> With this book, all professionals can feel empowered with the tools to claim the career they deserve and help reshape a workforce that’s primed for change.

A successful career awaits—no college degree required! This indispensable resource guides you through alternative routes to prosperity and fulfillment, from a renowned CEO who did it herself. Most people believe a degree is the price of admission to a meaningful, high-paying career. Without it, your options are limited, and your ceiling is fixed. But that narrative isn’t just outdated. It’s costing millions of capable professionals the futures they’ve already earned. In How to Get Hired Without a Degree, technologist CEO and DEI advocate LaShana Lewis dismantles the notion of the “paper ceiling” and reveals what it really takes to build a thriving career without a diploma. Drawing from her own journey—from being repeatedly shut out of opportunities to rising as a CTO—Lewis delivers a practical, proven roadmap for workers skilled through alternative routes (STARs). How to Get Hired Without a Degree equips readers with the tools to translate real-world skills into real opportunities—whether that means breaking into a new field, advancing into leadership, or finally being recognized for their value, with lessons including: <ul><li> How to focus on skill-building for a competitive advantage </li><li> How to gain credible experience without traditional credentials </li><li> How to navigate hiring processes with confidence and strategy </li><li> How to grow, pivot, and lead in your career long-term </li></ul> With this book, all professionals can feel empowered with the tools to claim the career they deserve and help reshape a workforce that’s primed for change.

An Alternative Path to a Successful Career

How to Get Hired Without a Degree

Instant Top 10 Business Bestseller at WHSmith Top 10 Best Leadership Books of 2025 from LeadershipNow Top 11 Leadership Books of 2025, Next Big Idea Club The Psychology of Leadership offers a revelatory fresh take on business leadership through the lens of groundbreaking research in positive, sports, and personality psychology. Witty, conversational, and personal, The Psychology of Leadership blends research, fascinating true stories, humor, and self-improvement advice to deliver simple yet powerful principles to master the mental game of leadership. Leaders will develop what feels like mind-reading abilities for interpreting workplace personalities, hidden motivations, and group dynamics. They will learn how to: - Inspire their organization to move mountains. - Improve their ability to listen, communicate and, when necessary, persuade. - Dramatically improve their own mindset and resilience. Now part of the Harriman House Essentials Collection, a series showcasing the very best of business and finance books.

Harriman House Essentials

The Psychology of Leadership

Der Reisevertrieb ist im Wandel: Onlineanbieter verdrängen immer häufiger etablierte Vertriebswege. Kund:innen buchen stärker "digital" und suchen zugleich die Expertise der persönlichen Beratung. Nico Stengel beschreibt den Status quo und die Veränderungen beim Reisevertrieb. Er zeigt Vertriebswege auf, skizziert Geschäftsmodelle mit Stärken sowie Schwächen und geht zudem auf Trends ein.

Der Reisevertrieb ist im Wandel: Onlineanbieter verdrängen immer häufiger etablierte Vertriebswege. Kund:innen buchen stärker „digital“ und suchen zugleich die Expertise der persönlichen Beratung. Nico Stengel beschreibt den Status quo und die Veränderungen beim Reisevertrieb. Er zeigt Vertriebswege auf, skizziert Geschäftsmodelle mit Stärken sowie Schwächen und geht zudem auf Trends ein.

Kanäle, Strukturen, Digitalisierung

Vertrieb im Tourismus

Adam Kahane, bestselling author of Collaborating with the Enemy, shows how justice helps families, organizations, communities, and nations repair broken relationships and live together better. A practical guide to using justice as the lever for balancing power and love in a world that is falling apart. We are always falling apart and coming together. In families, workplaces, communities, and nations, people pull back into smaller camps, harden boundaries, or force unity that leaves too many voices unheard. Adam Kahane names the twin traps of combat and subordination and offers a practical way to steer between them: the justice lever. Drawing on thirty-five years of work with divided groups around the world, along with intimate stories from family life and public life, Kahane defines justice as a functional tool. Justice is the container made of rules, norms, agreements, structures, and relationships that allows people to be both separate and together. Readers will learn how to <ul><li>recognize when relationships are slipping into combat or subordination;</li><li>harness power, the drive to realize ourselves;</li><li>harness love, the drive to unite with others;</li><li>construct justice containers that make collaboration and cohabitation possible; and</li><li>repair cracked containers in families, teams, organizations, communities, and public life.</li></ul> Brief and clear, with unforgettable stories from global peace work, climate negotiations, Indigenous health, family life, and organizational repair, this book gives readers a way to start repairing what is cracking right where they are.

Adam Kahane, bestselling author of Collaborating with the Enemy, shows how justice helps families, organizations, communities, and nations repair broken relationships and live together better. A practical guide to using justice as the lever for balancing power and love in a world that is falling apart. We are always falling apart and coming together. In families, workplaces, communities, and nations, people pull back into smaller camps, harden boundaries, or force unity that leaves too many voices unheard. Adam Kahane names the twin traps of combat and subordination and offers a practical way to steer between them: the justice lever. Drawing on thirty-five years of work with divided groups around the world, along with intimate stories from family life and public life, Kahane defines justice as a functional tool. Justice is the container made of rules, norms, agreements, structures, and relationships that allows people to be both separate and together. Readers will learn how to <ul><li>recognize when relationships are slipping into combat or subordination;</li><li>harness power, the drive to realize ourselves;</li><li>harness love, the drive to unite with others;</li><li>construct justice containers that make collaboration and cohabitation possible; and</li><li>repair cracked containers in families, teams, organizations, communities, and public life.</li></ul> Brief and clear, with unforgettable stories from global peace work, climate negotiations, Indigenous health, family life, and organizational repair, this book gives readers a way to start repairing what is cracking right where they are.

A Theory and Practice of Love, Power, and Justice

Falling Apart and Coming Together

Haufe Fachbuch

IT-Systeme können zur Leistungs- und Verhaltenskontrolle von Mitarbeitenden eingesetzt werden, was deren Persönlichkeitsrechte gefährden kann. HR ist deshalb verpflichtet, den Betriebsrat bei der Einführung neuer Systeme einzubeziehen. Das Buch von Philipp Wiesenecker weist auf mögliche rechtliche Fallstricke in der Personalarbeit hin. Es zeigt, wie Prozesse und Verhandlungen mit dem Betriebsrat strukturiert werden können und geht auch auf die Themen Datenschutz, ESG und Compliance ein. Darüber hinaus bietet es Best-Practice-Beispiele, Verhandlungstipps und strategische Argumentationshilfen.
Inhalte:
<ul><li>Rechtliche Grundlagen der IT-Mitbestimmung</li><li>Implementierung von digitalen Strukturen im Unternehmen</li><li>IT-Mitbestimmung im engeren Sinne&nbsp;</li><li>Organisatorische Veränderungen durch Digitale Prozesse / Matrix / Betriebsänderungen</li><li>Best Practices nach Branchen und Anwendungsfeldern, auch mit Blick auf HR-Compliance und ESG</li></ul>

IT-Systeme können zur Leistungs- und Verhaltenskontrolle von Mitarbeitenden eingesetzt werden, was deren Persönlichkeitsrechte gefährden kann. HR ist deshalb verpflichtet, den Betriebsrat bei der Einführung neuer Systeme einzubeziehen. Das Buch von Philipp Wiesenecker weist auf mögliche rechtliche Fallstricke in der Personalarbeit hin. Es zeigt, wie Prozesse und Verhandlungen mit dem Betriebsrat strukturiert werden können und geht auch auf die Themen Datenschutz, ESG und Compliance ein. Darüber hinaus bietet es Best-Practice-Beispiele, Verhandlungstipps und strategische Argumentationshilfen.Inhalte
 :
 <ul><li>Rechtliche Grundlagen der IT-Mitbestimmung</li><li>Implementierung von digitalen Strukturen im Unternehmen</li><li>IT-Mitbestimmung im engeren Sinne&nbsp;</li><li>Organisatorische Veränderungen durch Digitale Prozesse / Matrix / Betriebsänderungen</li><li>Best Practices nach Branchen und Anwendungsfeldern, auch mit Blick auf HR-Compliance und ESG</li></ul>

Arbeitsrechtliche Grundlagen von Digitalisierung und KI im Unternehmen

HR und Mitbestimmung in der digitalen Transformation

Schritt für Schritt

Das Buch zeigt, wie junge Unternehmen sich das notwendige Kapital besorgen können, um das dynamische Wachstum in dieser Phase zu finanzieren: Sei es bei Pre-Seed, Seed oder Finanzierungsrunden der Serien A, B oder C. Die Zielgruppe lernt, einen Businessplan in Excel Schritt für Schritt zu erstellen und sich mit einer entsprechenden Equity Story am Markt zu positionieren.


 utb+:
 Zusätzlich zum Buch erhalten Leser:innen Excel-Sheets als digitales Bonusmaterial zur Erstellung eines individuellen Businessplans. Erhältlich über utb.de.

Das Buch zeigt, wie junge Unternehmen sich das notwendige Kapital besorgen können, um das dynamische Wachstum in dieser Phase zu finanzieren: Sei es bei Pre-Seed, Seed oder Finanzierungsrunden der Serien A, B oder C. Die Zielgruppe lernt, einen Businessplan in Excel Schritt für Schritt zu erstellen und sich mit einer entsprechenden Equity Story am Markt zu positionieren.


 utb+:
 Zusätzlich zum Buch erhalten Leser:innen Excel-Sheets als digitales Zusatzmaterial zur Erstellung eines individuellen Businessplans. Erhältlich über utb.de.

Pre-Seed, Seed und Finanzierungsrunden der Serien A, B und C

Innovationen und Finance Schritt für Schritt

In collaboration with JVL Media—a captivating exploration of why many high-performing Black business leaders attribute their transformational leadership qualities to their experiences growing up in the Black Church and how we can foster these skills in younger generations despite waning church attendance.The Black church in the U.S. has long been a “one-stop shop” for developing Black leaders, teaching them many of the qualities required to lead effectively in today’s ultra-competitive, digital, and swiftly transforming corporate world. Many high-performing Black leaders benefited from their experiences growing up in this cultural institution steeped in rich history.Merging cultural study with applied neuroscience and tenets of positive psychology, L. Michelle Smith dissect how these qualities are demonstrated by leaders across industries, from resiliency to their sense of undeniable purpose, their ability to build community and collaborative environments, the delivery and language of their speaking style to their unique leadership flair. She reveals how this historic institution has served as a timeless wellspring of leadership development, empowerment, and cultural preservation and ultimately, is Black leaders’ “secret sauce.”Call and Response also explores whether the Black Church will be able to continue to ingrain these skills in future generations. Smith examines how cultural shifts have resulted in a decline in church attendance, how online attendance has risen since the Covid pandemic, and finally, how Black leaders may—or may not—be passing these traditions down to their children.

10 Leadership Lessons from the Black Church

Call and Response

Burnout can’t be solved with just perks or stress-reduction workshops. It's solved by changing how leaders engage their teams—a practical shift that requires no new resources. Grounded in peer-reviewed research, Relational Energy shows leaders how small changes in everyday workplace conversations can spark energy, revive exhausted teams, and build workplaces where people thrive. Every leader is dealing with burnout and looking for something they can actually do tomorrow morning, and this is it. In this book, leadership scholar Amy Young, with Kim Cameron, reveals how everyday communication creates relational energy, the powerful force that fuels engagement, creativity, resilience, health and well-being, and performance across teams. Drawing on interviews with energizing leaders and weaving in supporting peer-reviewed research, Young unlocks the secrets to thriving amid uncertainty and disruption due to AI automation, fragile labor markets, cultural divisiveness, and relentless workplace demands. Through vivid real-world examples, you'll discover how energizing leaders sustain their own vitality while lifting their teams at the same time, simply by rethinking how they approach everyday conversations. You'll learn how to turn those ordinary interactions into extraordinary ones, providing a practical, no-cost antidote to workplace stress and burnout. In this book, you will learn <ul><li>how relational energy promotes workplace well-being and performance, creating the foundation for sustainable organizational success;</li><li>strategies energizing leaders use to maintain their own energy levels while navigating the same modern workplace pressures that impact their teams;</li><li>how to have workplace conversations that generate healthy perceptions of challenge and stress and reduce burnout while building resilience and team solidarity;</li><li>specific language choices (wording, pronoun selection, questions, and declarative statements) that empower employees, elevate teams, and drive productivity; and</li><li>how to acknowledge hard realities while building genuine hope and resilience, avoiding toxic positivity that saps energy.</li></ul> Practical, research driven, and immediately applicable, Relational Energy shows leaders how small changes in language can create extraordinary impact, recharging people, teams, and entire organizations.

Burnout isn’t solved with perks—it’s solved with communication. Grounded in peer-reviewed research, Relational Energy shows leaders how to use everyday language to spark energy, revive exhausted teams, and build workplaces where people thrive. Every leader is dealing with burnout and looking for something they can actually do tomorrow morning, and this is it. In this book, leadership scholars Amy Young and Kim Cameron reveal how everyday communication creates relational energy, the powerful force that fuels engagement, creativity, resilience, health and well-being, and performance across teams. Drawing on research from positive psychology and decades of work with leaders and organizations, the authors show how simple shifts in communication can transform workplaces from drained and disconnected to energized and thriving. The best part is, these changes have big impact but come with no cost. In this book, leaders learn how to <ul><li>use the language of belonging to help employees feel valued, respected, and connected;</li><li>turn everyday conversations into sources of relational energy that boost motivation and performance;</li><li>build trust through respectful dialogue, listening, and authentic presence;</li><li>navigate difficult conversations without draining morale or relationships;</li><li>create positive team interactions that spread energy across organizations; and</li><li>replace burnout cultures with communication practices that spark engagement and well-being.</li></ul> Practical, research-driven, and immediately applicable, Relational Energy shows leaders how small changes in language can create extraordinary impact, recharging people, teams, and entire organizations.

How to Beat Burnout and Ignite Your Team

Relational Energy

Make work work for you with this empowering guide to overcoming 'career comedown'.You've spent years climbing the career ladder, snagging promotions and basking in the glow of well-deserved pay rises. On paper (read: LinkedIn), everything seems great - enviable even. However, you can't quite help but feel ... underwhelmed? The go-getter energy that once propelled you out of bed has been replaced with burnout and now, beneath it all, you're left wondering: 'Is this really it?'If this sounds familiar, then you may be experiencing 'career comedown'. Thankfully, Stefanie Sword-Williams, award-winning founder and author of F*ck Being Humble, is here to help. Drawing upon Stefanie's years of experience as a career expert, and hundreds of hours of interviews and research, this personable and relatable handbook offers a trove of practical advice on what to do when work isn't working for you.Exploring three distinct pathways - stickingwith your current job but moulding it to suit you, twisting down a different path and reinventing yourself professionally, or tapping out from work being your identity altogether - Career Comedown is an engaging and essential guide to prioritising your needs in your working life.So if you've ever asked yourself...<ul><li>Am in the right career?</li><li>Am going to feel stuck forever?</li><li>How can I find better work life balance?</li><li>How can I stop letting work take over?</li><li>Can I reinvent myself and still be successful?</li></ul>...then this book is the one for you.Feel empowered to reflect on your values, take charge of your career journey and redefine success on your own terms.

Career Comedown

Studienkurs Management in der Sozialwirtschaft

Der Band wendet sich vor allem an Studierende betriebswirtschaftlicher und sozialwissenschaftlicher Studiengänge mit sozialwirtschaftlichem Bezug. Die Teilabschnitte sind in sich abgeschlossen und voneinander unabhängig. Das Lehrbuch gibt einen Kurzüberblick über das Vertrags- und Betreuungsrecht, stellt die für die Sozialwirtschaft wesentlichen arbeitsrechtlichen Grundlagen dar und enthält einen Überblick über das in der Sozialwirtschaft relevante Organisationsrecht. Ein Schwerpunkt liegt auf dem Gemeinnützigkeitsrecht, das vertieft dargestellt wird. Zudem gibt das Buch einen Überblick über die umsatzsteuerlichen Grundlagen und die umsatzsteuerlichen Besonderheiten in der Sozialwirtschaft.

Rechtliche und steuerliche Grundlagen in der Sozialwirtschaft

Organisation

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