Due to global events such as the COVID-19 pandemic or the war in Ukraine, organizations are facing unprecedented challenges and crises, requiring their managers to be resilient, deal with stress and setbacks, and maintain high performance levels while leading their teams. Therefore, this thesis investigated factors and appropriate interventions that can strengthen managerial resilience. The current state of research and existing interventions in the work context were examined, followed by qualitative interviews with ten participants working in companies in comparable industries in Germany. Thematic data analysis identified two main factors that strengthen resilience: individual support and resources, including support from colleagues, external networks, and mentors, and overarching working conditions such as promotion of competence development, transparent communication and constructive collaboration. Thereby, the most crucial factor identified was social support which indicates that organizations need to prioritize creating an environment that encourages social connections and fosters supportive relationships. Future research could focus on the effectiveness of different types of social support or extend the qualitative study with quantitative research to determine if the same factors apply to a representative number of managers.
Table of Contents
1 Introduction
1.1 Objectives
1.2 Structure
2 Positive Psychology in the Workplace
2.1 Emergence and Development
2.2 Theoretical Models
2.2.1 PERMA Model
2.2.2 LIFE Model
2.3 Interventions in Practice
2.3.1 Positive Experience
2.3.2 Positive Traits
2.3.3 Positive Institutions
3 Resilience in the Context of Work
3.1 Origin and Evolution
3.2 Managerial Resilience
3.2.1 Development
3.2.2 Personal Resources
3.2.3 Social Resources
3.2.4 Measurement
3.3 Resilience Interventions for Managers
3.3.1 Training Programs
3.3.2 Coaching and Mentoring
3.3.3 Work Environment and Conditions
3.4 Summary
4 Methodology
4.1 Sample
4.2 Interview Guideline
4.3 Pilot Interview
4.4 Transcription
5 Data Analysis & Results
5.1 Analysis Procedure
5.2 Results
6 Discussion
6.1 Implications for Practice
6.2 Limitations and Future Research
7 Conclusion
8 Reference List
Objectives and Topics
This thesis aims to identify the factors and interventions that can effectively strengthen the resilience of managers during their careers. The research addresses the gap in current literature by focusing on workplace-applied resilience rather than childhood development, specifically examining how organizational environments and individual support structures influence a manager's ability to cope with crises and setbacks.
- Managerial resilience in the context of positive psychology.
- Evaluation of training, coaching, and mentoring as resilience-building interventions.
- The impact of organizational culture, communication, and working conditions.
- Qualitative analysis of experiences from managers in the retail and wholesale sectors.
- Identification of social resources as a critical factor for professional resilience.
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Sub-theme: Support from colleagues
According to the interviewees, their colleagues played a crucial role in overcoming various challenges in the past. In times of stress and challenges, colleagues were perceived as great sources of support and served as sparring partners, confidants, and challengers, as mentioned by interviewee 9, for example: "And another colleague, who was rather a bit of an ally for me in the last few years, we were kind of on the same level and somehow supported each other“ (Interview 9, lines 149-150).
Especially during the start of the career, colleagues were seen as helpful in providing induction and guidance. Older colleagues in particular were highly valued for their sharing of experiences and willingness to provide professional assistance and guidance. Their support at the start of the interviewees’ career helped with familiarization and provided a feeling of belonging as stated, among others, by interviewee 3: “An older colleague took me by the hand and I went from test to test with him, and it was a very friendly relationship“ (Interview 3, lls. 69-71).
Summary of Chapters
1 Introduction: This chapter highlights the volatile business environment and the necessity for managerial resilience, establishing the research question while introducing positive psychology as a foundational framework.
2 Positive Psychology in the Workplace: The chapter details the emergence of positive psychology and examines theoretical frameworks, such as the PERMA and LIFE models, and their practical application in organizational settings.
3 Resilience in the Context of Work: This section provides a comprehensive background on resilience research, specifically analyzing development, measurement, and potential interventions within the workplace for managers.
4 Methodology: This chapter describes the qualitative approach, detailing the sampling criteria, the design of the semi-structured interviews, and the pilot study procedures utilized to ensure research validity.
5 Data Analysis & Results: This chapter outlines the thematic analysis process based on Braun and Clarke (2021) and presents the findings regarding factors that strengthen resilience, categorized into support and working conditions.
6 Discussion: The chapter evaluates the findings against initial assumptions, providing insights into the effectiveness of various interventions and offering practical recommendations for organizations to foster resilience.
7 Conclusion: The research is summarized, emphasizing that social resources and positive organizational environments are essential for managerial resilience, and identifying potential directions for future studies.
8 Reference List: This section provides a complete listing of all academic sources and literature cited throughout the thesis.
Key Words
Managerial resilience, positive psychology, workplace interventions, social support, PERMA model, coaching, mentoring, employee well-being, organizational culture, leadership, stress management, qualitative research, human resources, professional development, coping strategies.
Frequently Asked Questions
What is the core focus of this thesis?
The thesis investigates the factors that strengthen the resilience of managers over the course of their careers, focusing on interventions that can be implemented in the workplace to help them navigate challenges and crises effectively.
What are the primary thematic fields covered?
The work integrates positive psychology with resilience research, identifying key areas such as social support, organizational working conditions, individual autonomy, and the role of leadership development.
What is the primary research goal?
The primary goal is to answer the research question: "Which factors strengthen the resilience of managers over the course of their careers?" and to provide actionable recommendations for organizations.
Which scientific method is utilized?
The research adopts a qualitative approach, utilizing semi-structured in-depth interviews with ten managers to gain nuanced insights into their subjective experiences and perspectives.
What is treated in the main body of the work?
The work reviews existing literature on positive psychology and resilience, presents the methodology for the empirical study, and analyzes interview findings to categorize factors into individual support resources and overarching working conditions.
Which keywords characterize this work?
Key terms include Managerial resilience, positive psychology, social support, workplace interventions, and leadership development.
What role does the PERMA model play in this research?
The PERMA model serves as a theoretical framework to understand the components of well-being, demonstrating how positive emotions, engagement, relationships, meaning, and accomplishment are critical for individual and organizational flourishing.
How does the research differentiate between personal and social resources?
Personal resources relate to internal attributes and capacities of the manager, such as self-efficacy and problem-solving, while social resources refer to external support systems like mentors, coaches, and peer networks.
What is the significance of the "BANI" world mentioned?
BANI (brittle, anxious, non-linear, incomprehensible) represents the evolving, complex modern business environment that creates unprecedented challenges for managers, necessitating a higher level of professional resilience.
- Quote paper
- Mira Knauer (Author), 2023, Positive psychology in the workplace. Analysis of influencing factors on the development of managerial resilience, Munich, GRIN Verlag, https://www.grin.com/document/1471952
