Suchergebnisse

This item is part of the Political & Rights Issues & Social Movements (PRISM) digital collection, a collaborative initiative between Florida Atlantic University and University of Central Florida in the Publication of Archival, Library & Museum Materials (PALMM).

I've posted a few times over the years about a trip I made with my partner to Leipzig in East Germany back in 1984, and I confess that the now-defunct country retains a kind of fascination for me. My rather banal judgement then and now is that the country, though marked by annoying shortages and […]

PurposeTo address the research gap on East German women managers and to examine some of the experiences of post‐socialist East German women who entered management positions during 1990s. The discussion focuses on the nature of women's commitment to career and organisation.Design/methodology/approachThe study presented adopts a methodology based on a qualitative approach, the grounded theory approach as developed by Glaser. One‐to‐one, semi‐structured interviews were carried out in 2000 with 24 East German women managers and five human resource managers in eight companies located in Eastern Germany, headquartered in Western Germany.FindingsThe case of post‐socialist East German women managers shows that gender can in fact become secondary criterion in employing women managers. It was revealed that opportunities for advancement were greater for East German female managers than West German managers due to the existence of childcare and women's programmes. The support structures, however, are currently being dismantled and women's growth and development in management levels is uncertain. The data show that women managers have coped with transition very effectively and are highly committed to their organisation and their career. However, their high commitment needs to be understood in relative terms as it is strongly context‐related.Research limitations/implicationsConsidering the qualitative nature of this study research results should not be generalised, rather they serve as a base for future research.Practical implicationsParticularly, the identification of personnel strategies employed towards post‐socialist women managers and an insight into East German women's commitment could benefit HR practitioners.Originality/valueThis paper contributes to the limited literature on women in management Hungary as well as literature on women in post‐socialism.

The author ponders over the identity of the last self-identifying East German and wonders what he or she will say before leaving memories of the region behind. He distinguishes among three possible candidates for this honor: the ordinary citizen with little aspiration to political or social notoriety; the enthusiast with an interest in perpetuating the old regime's values; and the dissident activist dedicated to transforming that order. After identifying the likely last East German, the author speculates about the message our protagonist will have to share with the leaders of unified Germany. Finally, he provides reasons for why the Federal Republic can benefit from this advice.

States as International persons — Continuity of States — Legal status of Germany after 1945 — Legal consequences of the division of Germany — Whether the German Democratic Republic a foreign country — Applicability of rules of private international law in both parts of Germany — Common German nationality — Public policy — Whether the same in both parts of Germany — The law of the Federal Republic of Germany