Drawing on data from recent media discourse about corporate governance in Germany, this article primarily seeks to explore the changing nature of narratives in the mass media about both organizations and their managers. Based on Greimas’ narrative approach and his adaptation of Propp’s morphology of the folktale, the article reconstructs two different narratives of corporate governance and the transformation process between them. To improve our understanding of narrative change, we extend the Greimasian approach in two respects. First, we highlight the two-way relationship between narrative change and the wider economic context. Second, we point to structural conditions of the narrative(s) in relation to narrative change and identify typical semantic figures as indicators of change.

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and Austria within the GLOBE project, the authors try to answer the question of cultural embeddedness of leadership patterns in an environment of more and more globalised management. Special emphasis is put on the match/mismatch of the observed styles of leadership behaviour of CEO`s with regional and global expectations, on the differences and similarities between the examined countries, the influence of transformational settings in the CEE countries, and the prospective changes due to a new generation of managers. Auf der Basis empirischer Studien in Rumänien, Estland, Deutschland und Österreich im Rahmen des GLOBE -Projektes, gehen die Autoren der Frage nach der kulturellen Einbindung von Führungsmustern unter Bedingungen eines zunehmend globalisierten Managements nach. Im Zentrum stehen dabei der Vergleich der beobachteten Führungsstilmuster von Geschäftsführern mit den regionalen und globalen Erwartungen der Nachgeordneten, die Unterschiede und Ähnlichkeiten zwischen den untersuchten Ländern, der Einfluss der Transformationsbedingungen in den MOE-Staaten sowie die erwarteten Veränderungen durch einen Generationswechsel im Management.

In research on organizations, the institutional work perspective plays a pivotal role in elaborating on the various instances of agency that aim to create, maintain, and disrupt institutional orders. However, the particular effects of emotions on processes of institutional work have been rarely addressed so far. In this paper, we focus on the emotions as an ambivalent driver of institutional work. We do this by introducing Axel Honneth´s sociophilosophical approach on 'struggles for recognition'. In particular, we analyze how emotions trigger institutional work in terms of a person´s entry as well as non-entry into struggles for recognition. For this, we suggest an analytical framework which focuses on seductive as well as agonizing aspects of relations of mutual recognition. We give evidence to our approach by an exploration of autobiographical accounts of former employees of investment banks, published in the context of the global financial crisis.