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Being of a particular character "trust" eludes a purely strategic approach as it has to be balanced with the special needs of a fragile human resource. Still trust is a resource of strategic relevance since it establishes security, reduces complexity and opens potentials being bigger than simply the reduction of "cost of control". These characteristics are of special interest for management, as competent action is always bound to problem-solving-abilities under circumstances of insecurity. Further to this there are numerous situations where control is not applicable and where we simply don’t have full knowledge. Also trust is particular as it bypasses financial efforts and grows through usage; an investment of high amortization though that deserves closer attention of management especially valid in times of skilled worker shortage and with respect to organizational learning as a valuable competitive advantage.
The purpose of this paper is to develop direct and indirect measurable on the impact of trust on employee competence utilization and its subsequent realization in a strategic scorecard approach. This is based on a new integrative model in the organizational context applicable for strategicmanagement. With this the objective of the paper is to answer the question if culture of trust is an adequate instrument for strategic management. The empirical evaluation of the model is based on a survey directed to employees of selected companies in a pragmatic mixed methods application. The selected view considers the trust level of employees with regard to management as another individual and the organization itself; personal and institutional trust mechanisms are affected.Thus the employee evaluates its management.
As a result, the empirical study suggests that it is possible to specify frameworks for the establishment of trust, and that its impact on competence utilization is moreover significant. However the concept of trust creates challenging requirements on managers. Based on the assumption that employees basically think and act in the sense of the company, benevolence and goodwill must be involved to avoid an opportunistic approach. Further to this accountability, shared norms and freedom to take responsibility need to be proven by behavior.
The allowance of constructive seriously taken criticism, problem solving attitude, the acceptance of decisions are further key points for trust supporting frameworks that have to be accepted and shown through behavior.
In today’s business practice, but also in academic research the aspect of trust has gained remarkable importance. The usage of resources is still often pictured on a short perspective. Especially the usage of human resources must be sustainable, based on long term balance of interests and supported by procedures and systems that anchor the anabolic balance of interest between company and employee (Moldaschl,2008). Within the management of competencies, culture and values, the "social capital" in terms of an "asset of mutual trust" plays and important role. If the "homo reciprocans" feels to be treated fair his own willingness to cooperate increases (Falk, 2002). Furthermore "Trust in human relations is a binding framework under insecurity and allows decisions and actions that would not be possible based on pure rational information and consideration" (Strasser/ Voswinkel, 1997).
The question behind the research paper at hand is: "Is a culture of trust leading to higher employee competence utilization?" This is of relevance as "it is human capability and commitment that distinguishes successful organizations from the rest" (Storay, J. 2007), which is explicitly valid in times of skilled worker shortage. The purpose of this paper is to introduce a research approach to test the correlation between Trust and Employee Competence Utilization (ECU) ‐ embedded in a Business Excellence (BE) setting. Based on a short insight in the theoretical foundation of the basic model behind the empirical study and the subsequent operationalization of the variables the basic empirical methodology is described. With this the paper shows the process of focussing and bounding from the general theoretical relation of Trust and ECU to a specific research question and it’s correlating stepwise empirical approach.
The paper at hand gives detailed insights in the logic of planning of the empirical test methods as well as the development of the derived interview lines and questionnaires. The findings of this paper broaden the research focus towards the complexity of the two variables, trust and ECU, but simultaneously introduce and suggest an empirical approach to lighten the possibilities of measuring both variables. First empirical results underline the concrete tangible approach towards a focussed structural equation model. As a next step the empirical results will be analyzed in detail and finally pictured in a validated Structural Equation Model.
Remeeting is a tool that helps you get more out of in-person
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to start the recording. During the meeting, the user focuses on the conversation, or can add notes and photos if desired. After the meeting, every participant gets notified by an automated email that lists the participants along with automatically extracted keywords, notes and photos. This stimulates collaboration, and keeps follow-up contributions at a central place: Just reply to add further notes to the meeting. The resulting meeting “document” can be shared with others and reviewed using a web app that acts as a visual index to the meeting. This makes Remeeting the perfect tool for regular group meetings, standups and interviews, where people typically track progress and follow up on. Remeeting is leveraging, promoting and contributing to open source projects including kaldi and docker.
Identifying drawbacks or insufficiencies in terms of safety is important also in early development stages of safety critical systems. In industry, development artefacts such as components or units, are often reused from existing artefacts to save time and costs. When development artefacts are reused, their existing safety analysis models are an important input for an early safety assessment for the new system, since they already provide a valid model. Component fault trees support such reuse strategies by a compositional horizontal approach. But current development strategies do not only divide systems horizontally, e.g., By encapsulating different functionality into separate components and hierarchies of components, but also vertically, e.g. Into software and hardware architecture layers. Current safety analysis methodologies, such as component fault trees, do not support such vertical layers. Therefore, we present here a methodology that is able to divide safety analysis models into different layers of a systems architecture. We use so called Architecture Layer Failure Dependencies to enable component fault trees on different layers of an architecture. These dependencies are then used to generate safety evidence for the entire system and over all different architecture layers. A case study applies the approach to hardware and software layers.
Safety assurance is a major challenge in the design of complex embedded and Cyber-physical Systems. Especially, changes and adoptions during the design or run-time of an embedded system invalidate former safety analyses and require an adaptation of the system's safety analysis models. In this paper, we present a methodology to fill up empty safety analysis artifacts in component fault trees using so-called inner port dependency traces to describe failure propagation. Thus, enabling a imprecise but rapid safety analysis of an entire system at early development stages or during system run-time for the automated certification of Cyber-physical Systems. We evaluate our approach using case study from the automotive domain.
Benedigtbeuerer Reinraumtage
(2015)