Table 2. The four facets of the liminal... | Emerald Publishing

Table 2.

The four facets of the liminal position, constructed in the interactions between the interim manager and organizational members and mirrored in attitudes, expectations and ways of acting

Facet	Subthemes	Quotes that illustrate each facet
Task orientation	Focus on the assigned mission for the benefit of the organization – for no personal gain A business-like loyalty to the hiring manager The hiring manager tends to act in a more straightforward manner against the interim manager compared to a regular employee	Interim manager at the authority One of the reasons for … them needing an interim manager was that it was good for them to bring in an outsider who, in some way, takes charge of this. I myself felt like a tool, now I will make sure to solve this (laughter) …. I saw it as my task to step into this storm
Time limitation	Put the focus on short-time planning and delivery The interim manager does not have to live with their decisions, no future relations to take into account The limited period makes a tough situation manageable for the interim manager The short time span set expectations for productivity	Employee at the waste company We wanted change, and I believe that if a permanent position had been offered, everything might have taken a bit longer. Here, after all, there was a specific date when things would, well, truly come to an end
Political detachment	The interim manager becomes less threatening to others, does not compete for the same power or positions. Handles difficult matters unpretentiously when not personally connected to them Dares to challenge and address issues in a direct manner Independent in relation to the hiring manager for the future salary or next career step; provides more room to maneuver	Interim manager at the authority If you’re an outsider, external, then I can have opinions and thoughts, and come up with suggestions. I can do things without being … political, I can’t find a good word for it … and my boss appreciated that. An employee wouldn’t have come to the boss and said the things I did, but I was clear from day one that I would be completely transparent and deliver to you
Cultural distance	Limited knowledge of the people, social norms, and historical events Detects flaws that permanent organizational members are blind to New ideas and methods are valued by organizational members; assimilation is not expected	Interim manager at the real estate rental company Many have been with the company for a long time, so they’ve been steeped in this existing jargon. And then it’s not as easy to see. It’s not easy to break. For me, coming in from the outside, it’s super easy. It’s just to say: “I don’t like this. This isn’t in line with the company’s core values.” It’s so darn easy

Facet	Subthemes	Quotes that illustrate each facet
Task orientation	Focus on the assigned mission for the benefit of the organization – for no personal gainA business-like loyalty to the hiring managerThe hiring manager tends to act in a more straightforward manner against the interim manager compared to a regular employee	Interim manager at the authorityOne of the reasons for … them needing an interim manager was that it was good for them to bring in an outsider who, in some way, takes charge of this. I myself felt like a tool, now I will make sure to solve this (laughter) …. I saw it as my task to step into this storm
Time limitation	Put the focus on short-time planning and deliveryThe interim manager does not have to live with their decisions, no future relations to take into accountThe limited period makes a tough situation manageable for the interim managerThe short time span set expectations for productivity	Employee at the waste companyWe wanted change, and I believe that if a permanent position had been offered, everything might have taken a bit longer. Here, after all, there was a specific date when things would, well, truly come to an end
Political detachment	The interim manager becomes less threatening to others, does not compete for the same power or positions.Handles difficult matters unpretentiously when not personally connected to themDares to challenge and address issues in a direct mannerIndependent in relation to the hiring manager for the future salary or next career step; provides more room to maneuver	Interim manager at the authorityIf you’re an outsider, external, then I can have opinions and thoughts, and come up with suggestions. I can do things without being … political, I can’t find a good word for it … and my boss appreciated that. An employee wouldn’t have come to the boss and said the things I did, but I was clear from day one that I would be completely transparent and deliver to you
Cultural distance	Limited knowledge of the people, social norms, and historical eventsDetects flaws that permanent organizational members are blind toNew ideas and methods are valued by organizational members; assimilation is not expected	Interim manager at the real estate rental companyMany have been with the company for a long time, so they’ve been steeped in this existing jargon. And then it’s not as easy to see. It’s not easy to break. For me, coming in from the outside, it’s super easy. It’s just to say: “I don’t like this. This isn’t in line with the company’s core values.” It’s so darn easy

Source: Author’s own work