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In diesem Beitrag wird über die Ausbildung von Studierenden zu Bewerbungstrainern für Geflüchtete in einem Train-the-Trainer Programm berichtet. Dieses Programm gliedert sich in zwei Phasen. In der ersten Phase erhalten Masterstudierende eine Trainerausbildung und in der zweiten Phase geben die Studierenden selbstständig rekrutierten Geflüchteten Bewerbungstrainings. Mit diesem didaktischen Ansatz können aufgrund des Multiplikatoreneffektes viele Geflüchtete erreicht werden.
Um die Effektivität der ersten Phase des Programms für die Studierenden zu überprüfen, wurde eine Fragebogen- und Interviewstudie durchgeführt. Die Ergebnisse zeigten Folgendes: Die Teilnehmenden waren in der Vergangenheit mehr von ihren Familien ermutigt worden, sich für andere einzusetzen als die Teilnehmenden einer Kontrollgruppe. Des Weiteren wiesen sie eine höhere Motivation auf, sich bewusst und aktiv ehrenamtlich zu engagieren. Außerdem verbesserten sich die notwendigen Kernkompetenzen für das Trainieren. Darüber hinaus konnte die Intention, sich ehrenamtlich zu engagieren, sowie die Einstellung zur Arbeitsmarktintegration von Geflüchteten vorhergesagt werden. Wir diskutieren abschließend die Herausforderungen bei der Umsetzung des Projektes.
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We report on the training of graduate students as job application trainers within a train-the-trainer program. This program consists of two phases: in the first phase of the program, graduate students are trained to become job application trainers and in the second phase, the students give trainings to refugees whom they recruit themselves. Given the multiplier effect of this didactic approach, many refugees may be reached.
To evaluate the effectiveness of the first phase of the program for the students, we conducted a questionnaire and interview study. Results of the evaluation show the following: based on their past experience, the participants of the program were more likely to be encouraged by their families to help others than the participants in a control group. In addition, they were more motivated to volunteer deliberately and actively. Furthermore, all necessary core competencies for training performance improved over time. We were also able to predict participants’ intentions to volunteer and their attitude towards labor market integration of refugees. We discuss challenges of the program’s implementation.
This is a joint analysis by SRH University Berlin and Michael Lutz, Project Leader at The
Boston Consulting Group, of the crucial role of human resources (HR) in the integration phase of mergers and acquisitions (M&A), contributing a new perspective to the classic approach with its heavy bias towards quantitative measures. The conducted analysis of literature research as well as the evaluation of experiences by various experts aims to provide further understanding of the diverse reasons for the outcome of (un)sustainable M&A activities.
Research shows that most M&A activities fail in the long run because the classic approach during the three phases (1) pre-merger planning, (2) the merger itself, and (3) the post-merger-integration phase focuses on quantitative issues and insufficiently incorporates HR and cultural topics.
HR is integral for every M&A, as well as for the restructuring and change projects that often accompany mergers. Therefore, failing to adequately include employees in the M&A phases is one of the gravest risks while conducting a merger.
This article describes in detail the challenges faced when conducting an M&A with regard to
HR implementation and presents advise and tools for how to successfully mitigate an M&A failure due to insufficient HR implementation.
The importance of a trusted brand seems to be underestimated by mid-tier players in business-to-business (B2B) supply chains. This paper analyses the role of branding for distributors in the context of a dynamic, competitive and disruptive market ie the lighting industry, as well as exploring the effects of changes in the behaviour and expectations of installers and contractors as the important customer group of electrical wholesalers. Interestingly, there is a dearth of research and data on the subjects of our research. We carried out personal interviews among 141 representatives of wholesalers and distributors and surveyed more than 2,000 electrical installers and contractors across five markets. We used a combination of correspondence and cluster analyses to evaluate the results of our survey and identified five distinct segments of electrical installers across the five countries. Our primary research reveals that price pressure is not the only major challenge facing wholesalers in the future. Adding real customer value through product and service innovations, adopting a customer-centric approach, and managing the transition to digital business are also important concerns. In light of these insights, developing and sustaining an appropriate brand proposition — one that includes knowing and catering to specific installer segments — seems important for electrical wholesalers. In this paper, the authors explain the four most important elements for a strong brand: a deep understanding of the customer, a strong value proposition based on the customer's needs, perfect execution of all customer touch points, and a performance management system that includes brand as a KPI.
Diversity faultlines can have a detrimental impact on team performance. To test whether this impact depends on leaders’ and members’ pro-diversity beliefs, we examined 41 leaders and 219 members of teams working for the German Ministry of Foreign Affairs. Findings indicated that the negative impact of diversity faultlines on team performance was weakest when leaders and members held strong pro-diversity beliefs. However, we did not find support for the assumed two-way interactions between faultline strength and leaders’ or members’ pro-diversity beliefs or the mediating effect of Leader-Member Exchange. Our results highlight the joint impact of leaders’ and members’ pro-diversity beliefs for attenuating the negative consequences of diversity faultlines on team performance.
The aim of this study is to contribute towards developing an in-depth theory of the social and cultural norms that govern risk-taking and innovative behaviour in India, a field in which there has been little research to date. Qualitative data on this aspect of Indian entrepreneurial culture were collected in the Bangalore, Chennai, Delhi and Mumbai industrial regions. The study is mainly based on qualitative expert interviews and participant observation of entrepreneurs. The chapter introduces the whole study and presents first findings from an in-depth analysis of the risk-taking behaviour of two Indian managers. The chapter is part of a larger comparative study whose aim is to compare the social norms that govern risk-taking behaviour in India, Japan and Germany.
Over the last decade empirical legal studies have become a popular subfield of legal research. Legal scholars have increasingly begun to employ social science research methods in their attempts to provide answers to research questions in the field of law. The goal of empirical legal research is to make a contribution to all subjects and phenomena that are of interest to law and for which no methods have previously been available. The use of empirical methods in legal science can lead to results that cannot be achieved by the methods of traditional law research. The ultimate aim of the approach is to contribute to a systematic understanding of our legal system based on empirical data. In this article I give an overview of the development of empirical legal studies as an independent subfield of legal research, followed by an introduction to two popular studies to illustrate the potential and limitations of this new field of research. I then discuss some controversial topics such as the widespread view that empirical research is
objective and value-free, the relevance of methodological problems and the problem of over-simplification of the complexity of legal issues. I conclude with a look at future prospects for empirical legal research.
Law is firmly established as an integral and independent component of most business and economics degree courses. The objective of this article is to examine the contents and teaching methods generally employed in the law courses required for degrees in business and economics. As a rule both the contents and the teaching methods are adopted from degree courses for law students. However, to date there has been little discussion as to whether teaching procedures that have been developed for law students are also suitable for business and economics students. The article shows what problems can arise if course contents and teaching methods are adopted without reflection and without adapting them to the needs of the target group. This overview is then taken as a basis for a proposal as to how the content of law courses can be taught in a practice-oriented way, adapting and further developing the curricula that have proved suitable for law students to the needs of students of business and economics. The use of presentations of the legal life cycle of business organisations and discussions of management case studies on legal problems as didactic models are introduced and practical teaching issues are discussed. The aim is to raise students’ awareness of the legal problems that are important in running a company and to teach them skills that they can later use to deal with problems in their daily work.