Competition as a vocation. The social and cultural history of West German managers after the postwar boom

竞争作为一种职业。

• 批准号: 321103162
• 负责人: Professor Dr. Ralph Jessen
• 金额: --
• 依托单位: Abteilung Neuere Geschichte
• 依托单位国家: 德国
• 项目类别: Research Grants
• 财政年份: 2016
• 资助国家: 德国
• 起止时间: 2015-12-31 至 2017-12-31
• 项目状态: 已结题
• 来源: https://gepris.dfg.de/gepris/projekt/321103162?language=en
• 关键词: Competition; vocation.; social; cultural; history

This research project deals with competition and competitiveness as essential elements of the sociocultural habit of managers in the middle and upper strata of West German companies from the 1960s to the 1980s. Combining methods of social, cultural, and business history this study investigates the changing job culture of managers in an age of rapid transformation: When the European post-war boom came to an end in the late 1960s, early 1970s, the German model of a coordinated market economy with its strong tradition of corporatism, hierarchy, and lifelong identification with the company came under pressure. The cultural upheaval of '1968' as well as the basic trend towards 'postmodernist' pluralization, individualization, globalization, and increasing insecurity presumably also affected the career patterns, values, and everyday practices of German managers. The study sets out to examine the hypothesis that German companies and their executives during this period of change underwent a process of increasing 'competitivization' with respect to recruitment policy, internal organization, career advancement, salary schemes, and working habits. On the one hand we will analyze the semantics of competition in career guides, management literature, and autobiographical texts written by managers, and on the other hand we will use case studies from two companies (Bayer AG and Bayerische Motoren Werke) to investigate, how and to what degree the organizational infrastructure and everyday practices of competition within the companies did change.

该研究项目涉及竞争和竞争力，这是从1960年代到1980年代，西德公司中层和上层经理的社会文化习惯的基本要素。结合了社会，文化和商业历史的方法，这项研究调查了经理在快速转型时代的不断变化的工作文化：当欧洲战后繁荣时期在1960年代末1970年代初结束时，德国的企业经济模式凭借其强大的企业家，等级制度，等级制度和与公司的终身身份相同。 “ 1968年”的文化动荡以及“后现代主义”多元化，个性化，全球化和不安全感的基本趋势也可能影响了德国经理的职业模式，价值观和日常实践。该研究旨在研究以下假设：在这一变化期间，德国公司及其高管在招聘政策，内部组织，职业发展，工资计划和工作习惯方面经历了增加“竞争性”的过程。一方面，我们将分析由经理撰写的职业指南，管理文献和自传文本中竞争的语义，另一方面，我们将使用两家公司（Bayer AG和Bayerische Motoren Werke）的案例研究来调查组织基础设施和公司竞争的程度，以及在哪些程度上进行了公司竞争的范围。