Have you ever thought to be a middle manager?

The role of middle managers is a subject of discussion. Some think that they are executors of the already developed plans and strategies; some suggest that their role in change management is increasingly important, while many others believe that middle managers can step out and influence senior management. My personal opinion regarding the role of middle managers is that they are very important people in the organization. They facilitate communication within the organizational structure; they are needed to guide and coach many those employees senior managers are not able to (lack of time and more emphasis on strategic planning). Moreover, they are the ones contributing to successful change in the organization.

From my point of view, they are not only change receivers and executors; rather they may be the drivers of a change. Significantly, Balogun J. & Johnson G. (2004) discuss how middle managers influence organizational transition but never mention that they might be the “change initiators”. They emphasize more on the interpretation of change by middle managers and how this interpretation develops, change and impact on the organizational transition. Whereas, Furnman, A. (2002) states that “middle managers have a pivotal role in organizational change. They are often both the instigator of change as well as the target of change programmes.”

After those theories, I was not sure if middle managers could influence the senior management strategy making and future directions of the organization. But, the guest lecture led by Mica Wulff Kamm gave me the insights and the practical examples how she would step out and influence the change in the company. She gave an example of launching a product line initiated by middle management in response to competitor’s actions. She pointed out that senior management would have done that but some time later, while they saw the threat, worked out the plan and influenced the senior management to instigate a new product development.

Overall, I liked the guest lecture on middle management since one of the successful middle manager talked to us and shared the experiences. In her final suggestions for future managers, discussed how important it is to choose your boss carefully. Unless you have a boss who lets you step out sometimes and influence, you can not be a successful middle manager. Also, she recommended choosing the organization equally due to great differences in management practices and the organizational structure. Finally, to be an influential middle manager we need to be involved highly in the change, we need to be part and the driver of it.

REFERENCES:
Balogun, J. & Johnson, G. (2004) “Organizational Restructuring and Middle Manager Sensemaking”. Academy of Management Journal. Vol 47, 523-549.

Furnham, A. (2003) “Managers as Change Agents” Journal of Change Management. Vol 3, no 1, 21-29.

Kamm, M.W. (2008). Guest Lecture 24th of November, Middle Management - Real Life, Retrieved 2008-11-25 from Jönköping International Business School’s website:
http://jibsnet.hj.se/documents/files/download/832478114/3385827292690149047/Microsoft%20PowerPoint%20-%20Middle%20Management%20JIBS%2020081124.pdf