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There is an ongoing reorganization within media industries today as they adapt to new and changing demands - the environment is changing fast and the organizations with it. The development of new technology is contributing to new forms of media distribution in the present media industry. The structure of media organizations is getting flatter and the co-workers are getting a new and bigger role. All this is bringing new challenges for the leaders of the organization. Caught in the middle of these new structures is the middle manager who now is facing different demands from all sides. This thesis investigates how the middle manager in media organizations is handling these new and changing demands. Questions have been raised on how the role of middle manager will develop when the co-worker is getting a bigger role and the structures are getting flatter and this thesis investigates the future roll of middle managers. The method that has been used is qualitative interviews with middle managers at different positions and in different organizations. The focus of the interviews has been on the changing surrounding environments for the organizations, the new technology, the new role of co-workers, and their experiences of middle management in media organizations. My conclusions are that the middle manager will be continuously required in the future. They face many new demands, but these can be handled by good communication but also thru experience as well as adaptableness and distinctness. When co-workers are assigned a new role, where they will be either multi-journalists or specialists, it is of most importance for the middle manager to recruit the right people to the organization. It is also of importance that the middle manager adapts the management to the specific requirements of the individual co-worker, and hence that the co-worker is allowed to be more involved in the leadership process. Furthermore I think that the middle management in media organizations will develop into a different and new role in the future, and as such be more operative. The middle manager will operate more like a team-leader or a coach and this can only happen if the administrative work assigned elsewhere.