Abstract
In work environments marked by sadness, anger and stress, understanding the importance of human centric organizations has become a central goal of management. In this regard, the 2019 pandemic and the transition to increasingly digital and AI-driven organizations have further exacerbated these problems, widening the gap between employees and their managers. In response to these impulses, Management Innovation - the design and implementation of novel managerial practices, processes and structures - it has gained increasing consideration and relevance in both the academic and managerial worlds. This thesis sits itself within this literature as it investigates how Management Innovation can facilitate the transition to Human-Centric Organizations, through the construction of a Management Innovation Index to assist organizations in measuring and evaluating the construct. Second, it investigates in depth the relationship between Management Innovation and Organizational Culture. Lastly, it examines the grammar of managerial behaviours, with particular attention to the difference between pre- and post-2019.