Bryant & Stensaker (2011), Journal of Change Management

The Competing Roles of Middle Management: Negotiated Order In the Context of Change

The authors propose negotiated order as a lens on middle managers juggling competing roles during change, urging study of how they negotiate new ways of working, within themselves, and over how far they can legitimately push.

Parts of the Loop it informs

Start it close to the workMixed The middle's own weatherSupports

Read the original paper

Summary written by Unfrozen from the published abstract, then checked twice by independent reviewers against the source. Loop coding is exploratory and AI-assisted, pending human verification. Spot an error? Email info@unfreeze.us and it gets fixed.

Related studies

Huy (2011)In a three-year case at a large tech firm, executives treating strategy as a purely task-focused job unintentionally stirred middle managers' group identities around tenure and language; the resulting emotions saw managers, even ones executives promoted, back or quietly brush off an initiative.Huy et al. (2014)Over three years of a radical change, middle managers went from supporting their top leaders to mutiny as they reassessed whether those leaders were legitimate, and their emotional reactions fed rising resistance.Ou et al. (2014)In 63 private Chinese firms, humble CEOs were linked to more unified top teams, and middle managers below them saw a more empowering climate and were more engaged, committed and better performing.McCann et al. (2008)In 64 interviews across five UK organizations that delayered and downsized, middle managers reported more autonomy but longer, more intense hours, closer monitoring and fewer promotion prospects.