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The world of organizations and their human resource management is changing. Challenges such as demographic development, the increasing transparency of the labor market and a continuous shift from manual labor to mental work intensifies the talent shortage, especially in times of high unemployment. Accordingly, organizations are searching for methods to face these challenges in the long term. One such approach is talent relationship management (TRM), as a recruiting approach to obtain qualified employees to staff strategically hard-to-fill positions.
The present Bachelor thesis examines the effectiveness of communication channels to reach young talents with TRM practices in a cross-sectional study, including how attractive those practices are for talents, especially talent communities. This examination takes place against the background of a potential discrepancy between offered and experienced TRM practices.
The sample is based upon a one-off piece of market research involving 128 valid participants, divided into 77 female and 51 male candidates, with an average age of 24.7 years. The acquisition of the participants for the survey occurred through several social media platforms, whereby the link to the online survey was posted on Facebook, Xing and LinkedIn. The online questionnaire was developed for this study and includes self-constructed questions to the offerings and expectations of TRM practices.
From the results, it can be derived that overall the company side meets the expectations of the candidates regarding TRM practices. The effective communication channels to reach young talents are electronic ones, which companies are using to address the talents. Especially with the direct sourcing instrument of talent community, they are offering the talents an attractive TRM practice from their perspective. Nonetheless, it is problematic that the TRM practice of talent community does not reach the talents because the communities themselves are unknown.
Although most people are given the intellect to distinguish right from wrong at an early age, ethical development cultivates throughout life, and occurs at different periods of growth as people mature and pass through different stages of their life. In today’s world, ethical standards is constantly redefined and exhausted in today’s literature that one may be lured to consider them as mere and simple commonsense. Corporates all around the world develop and implement code of ethics but only recently stern attention has been devoted to the rising ethical problems that are confronted by startups and their founders. The question stands valid, what is the role that ethics play in startup organizations?
Corporate Social Responsibility (CSR) is perceived, and by some even portrayed, as the enabler to tackle the world’s biggest problems such as hunger, poverty or climate change. While progress is made in some areas, other issues become more severe. The concept of CSR is now challenged by a digital revolution. Digitalization is one of the most – if not even the most significant topic of our time. By creating opportunities for new businesses models and value creation while revolutionising communication and information processes, most industries and societies got disrupted already. With digitalization having effects on all three pillars of CSR it could strongly influence its design and efforts, however, it is mostly ignored in the CSR environment so far. Initiatives such as the UN Global Contract or the ISO 26.000 norm do not list digitalization amongst their categories. This research study elucidates the digitalization of CSR. With the help of ten semi-structured expert interviews, the author develops an overview of the current status of digitalizing CSR, the future potential, effects on effectiveness, impact as well as on benefits and risks. The study revealed that a clear distinction between digitization and digitalization of CSR is necessary. Looking at the current state it was disclosed that CSR has become a partially digital topic. However, the study identified the human factor as a strong determinant for further digitalization of CSR. A positive correlation of digitalization and effectiveness was established, while for the correlation of digitalization and impact, no assertion on a general basis was possible. While experts see clear benefits, many risks were established as well, which makes a thorough consideration of specific examples necessary.
The digitalization process is currently affecting and shaping various business functions, and so is also Human Resources Management at organizations highly influenced by it. This study is based on an empirical research approach focusing on the digitalization in Recruiting and HR Administration. The following research reveals which innovative digital tools and even artificial intelligence software programs are, and might be currently applied in these two areas of HR. Moreover, this paper is discussing and analyzing the different advantages and disadvantages of such a digitalization process in the Recruiting and HR Administration field, and describes the functions of several digital tools and software programs. Finally, digital future trends in Recruiting and HR Administration are pointed out and critically discussed.
Der Gender Pay Gap: Die Ursachen der verschiedenen Lohntunterschiede innerhalb der Eurpäischen Union
(2020)
The purpose of this study is to broaden the picture of female entrepreneurship in the technology sector, by analysing country-specific determining factors. Hitherto, research has predominantly focused on a gender approach for developing entrepreneurship theory, neglecting cross-cultural influences that define what motivates or discourages women from pursuing new venture creation. By drawing on comparative external and internal dynamics, this thesis establishes a multi-level analysis of female entrepreneurship within the German and the Australian technology industry to discover potential country differences and offer suggestions to boost the entrepreneurial ecosystem. This qualitative study compares differences in entrepreneurial activities in the selected countries by conducting
semi-structured in-depth interviews with seven female founders of technology start-ups(4 from Germany, 3 from Australia). Findings indicate differences in entrepreneurial practices in Germany and Australia and confirm Australia to be more successful in promoting
and nurturing entrepreneurship in the technology industry. Furthermore, cultural and regulatory dissimilarities suggest that Germany is less open towards entrepreneurship in general, which contributes to lower levels of women’s activity in both entrepreneurship and the technology sector. Several practical implications for institutions and nascent entrepreneurs are suggested as a way to better support future female founders. The thesis, therefore, enhances existing entrepreneurship theory by offering a comparative approach of two innovation-driven high-income countries in order to identify hindrance factors that impede women towards new venture creation in one country more so than the other.
Driven by digitalization, the emerging sharing economy and the associated change in values, the concept of coworking spaces is gaining importance, as well as economic and scientific relevance.
However, despite the increasing popularity of this topic in the media there are hardly any scientific data about working conditions in coworking spaces from the user perspective.
This paper examines the experiences from the perspective of dependent employees in more detail. This group of people did not choose to work in such an environment but do so because of their employer. Working in a coworking space presents a range of new opportunities and at the same time new challenges for employees, which shall be discussed in this paper.
In the course of the analysis, nine semi-structured interviews were conducted and then analyzed based on Mayring's qualitative analysis.
The results show that most importantly, employees benefit from coworking spaces due to the networking and socializing component which is a vital part of this specific working environment. Consequently, the various possibilities for distraction that often accompany the social component pose a considerable challenge.
Interestingly, the majority of participants confirmed that they enjoy working in a coworking space despite the challenges involved. Nobody stated the opposite.
Given that an increasing number of people request a flexible work environment it is most likely that coworking spaces will gain more importance for organizations and therefore will continue to impact workspaces in the future.
This thesis and the results of the qualitative analysis are beneficial for scientific use, coworking space owners, for organizations as well as entrepreneurs.
In today’s world which is characterized by profound change, leaders are ex- pected to successfully steer companies through the difficulties of the digital age. To encounter the challenges leaders face on this journey, digital leader- ship has emerged as a potential approach, however, empirical research on the concept is limited. Hence, the main purpose of this thesis is to investigate dig- ital leadership by outlining the extent to which it emerges as a unique leader- ship style. Based on a comprehensive literature review and a qualitative anal- ysis of ten expert interviews, this thesis contributes to an enhanced under- standing of digital leadership. The results indicate that the role and perception of leadership itself are changing. The challenges arising from the new context of the digital age require leaders to display behavioral complexity and possess versatile competencies. By comparing digital leadership with established lead- ership styles, the thesis finds decisive congruence of various leadership com- petencies, while many digital competencies emerge as new. Overall, competen- cies regarding employee empowerment are of paramount importance. The complexity of the digital age requires leaders to exhibit situationally appropri- ate leadership styles. Therefore, digital leadership combines established lead- ership styles and is enriched by new behaviors required in the digital age. The extent of uniqueness is contingent on the new context in which leadership occurs.
Das Arbeitszeitmodell "Vier-Tage-Woche" als ein Mittel zur Bindung bzw. Gewinnung der Generation Z
(2022)
How does the COVID-19 pandemic influence the ability of entrepreneurs to found a new business?
(2021)
As the Corona pandemic unexpectedly hit the world, almost all spheres of human
coexistence were radically affected, e.g., social interaction and the economy. Especially
newly established start-ups were thrown into an environment full of uncertainties and
challenges. Although there is much research on entrepreneurship in general, the field of startups in the Corona pandemic is only scarcely discovered. Thus, to close this gap, this thesis
asks how the COVID-19 pandemic influences the ability of entrepreneurs to found a new
business. As subquestions, it is examined what challenges and risks entrepreneurs face while
starting a new business during the pandemic and which business opportunities are fostered
by the pandemic. As a theoretical basis, a summary of the academic concept of
entrepreneurship is presented. Regarding methodology, a qualitative interview guideline was
created, and five interviews with founders of Berlin-based start-ups were conducted and then
analyzed according to Kuckartz. Afterwards, the Dynamic Capabilities Theory, the Network
Theory, and the Organizational Learning Theory are introduced and applied to evaluate the
results of the interviews. Following, the top three threats and opportunities for start-ups
founded during the pandemic were identified: the top three threats include contact
restrictions along with the resulting interaction through remote working. In addition, a
change in customer demand for specific industries, such as hospitality or travel, was
identified. The three main opportunities identified by the start-ups were the financing
situation, the accelerated digitization push, and the resulting opportunity to reach more
talented employees online. In conclusion, the majority of the founders agreed that the
opportunities exceeded the threats. Furthermore, the key implication of this thesis is that
founders who plan on starting a business that primarily focuses on products and services
marketed online should not be discouraged by the seemingly bad outlook for new business
due to the pandemic.
This master thesis analyzed whether the Conceptual Map of Espoused Organizational Values (CMEOV) can be adapted to the German economy and how the contextual factors geographical location, industry affiliation, company size and age affect the espoused organizational value (EOV) landscape. To answer this question, the display and emphasis of espoused organizational values of 290 German companies was first inventoried and embedded into the CMEOV and second compared using descriptive and inferential (frequency hypothesis testing and mean comparison) statistics. The results showed that 94% of value statements of German companies can be depicted by the CMEOV. A suggestion is made that the map could be expanded by adding the value labels “forward-thinking”, “familial”, and “focus” based on findings in the German sample. Results also reveal that the display of EOVs is positively correlated with com-pany size and age as EOVs are less common in younger and smaller organizations. Moreover, intra-national geographical location and industry affiliation have no bearing on the EOV label combination "innovation & technology”. Additionally, firm age influences how much im-portance a company places on CSR-related value labels. This master thesis emphasized the practical implications concerning the topics of paradoxical value systems and impression man-agement. Senior managers need to consider, make sense of, and overcome the paradoxical con-tradiction of balancing (1) the reflection of the company's fundamental values while (2) ful-filling all stakeholder requirements and (3) covering potential economic developments.
Im Rahmen der Arbeit zum Thema "Effizientes Konfliktmanagement im Remote Working" wird die Umsetzung des effizienten Konfliktmanagements im Remote Work betrachtet. Fokussiert werden die Auswirkung und Wahrnehmung von innerbetrieblichen Konflikten im Remote Work, hinsichtlich der Konflikthäufigkeit und Konfliktintensität. Es wird geprüft, welche Methoden des Konfliktmanagements für die erfolgreiche Konfliktlösung im Remote Work geeignet sind und mit welchen Herausforderungen Führungskräfte konfrontiert werden.