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Today tech entrepreneurship is a driving force for Europe's economic growth. However, Europe is lagging behind the US economy, where startup ecosystems are thriving for decades, such as the Silicon Valley. One reason for that is that Europe comprises of many small markets, each with different legislation and language, which creates barriers for local startups to scale fast. The European startup ecosystem is very fragmented and in order to be competitive on the global markets, collaboration between different startup cities is necessary to develop.
The purpose of this study is to explore the collaboration between the two tech startup ecosystems in Berlin (Germany) and Sofia (Bulgaria). The approach is to measure and analyse the current collaboration of entrepreneurs and investors from both ecosystems by collecting quantitative data about their collaboration behaviour. Data is collected via an online survey among participants from both ecosystems. Then, the data is used to identify which pairs of actors are most likely to become the catalysts of collaboration in the next 5 years.
Based on that, three alternative scenarios for the future collaboration between Berlin and Sofia are designed. Scenario 1 assumes the collaboration between entrepreneurs from both ecosystems will grow fast and stimulate the collaboration between other actors from Berlin and Sofia. Scenario 2 identifies there is an established collaborative relationship between investors from Berlin and investors from Sofia. Based on that, the prediction is that in the long term many co-investments will occur, and this will generally encourage other actors from the two cities to collaborate. Scenario 3 is based on the assumption that Sofia will position itself as a seed-stage startup hub. The low cost of living and low competition for seed capital can eventually attract Berlin entrepreneurs to collaborate more with Sofia investors.
Das vorliegende E-Paper »New Work« ist die dritte Publikation zur angewandten Forschung im Studiengang Wirtschaftsinformatik der SRH Hochschule Heidelberg. Alle drei E-Paper setzen sich mit dem Megatrend »Digitale Transformation« im weitesten Sinne auseinander. In der aktuellen Publikation Paper veröffentlichen wir Essays von Studierenden, die sich dem Thema »New Work« auf ganz unterschiedliche Weise nähern, so beispielsweise zur Organisation von Arbeit, zur Arbeitsplatzgestaltung oder zu neuen, interessanten Arbeitsfeldern im Kontext der Digitalisierung.
Unter »Digitale Transformation« kann jegliche digital-technologische Innovation in Unternehmen mit dem Ziel der Optimierung von Produkten, Dienstleistungen, Prozessen sowie dem Entwickeln neuer Geschäftsmodelle verstanden werden. In sechs Essays haben Studierende der SRH Hochschule Heidelberg einzelne Branchen ausgewählt spezifische Fragestellungen formulieren. Dazu wurden jeweils persönliche Interviews mit Experten aus den unterschiedlichen Branchen geführt.
Die Themen in diesem E-Paper spiegeln die Breite des Themas: Die in Zusammenhang mit Digitaler Transformation häufig erwähnten Begriffe wie Industrie 4.0, »Internet of Things« (IoT), Cloudcomputing, digitale Ökosysteme und Big Data bzw. Smart Data Analytics stecken die Bandbreite der Interpretation ab, die von der Modifikationsfähigkeit von Informationssystemen bis hin zur intelligenten Datenerhebung und -auswertung reicht. Damit ist die Auseinandersetzung mit dem »Internet der Dinge« ebenso abgedeckt wie die mit dem »Internet der Dienste und Daten« – zwei wichtigen konvergenten Technologieentwicklungen.
Im Rahmen der »Studie zum deutschen Restrukturierungsmarkt 2019« wurden von August bis September 2018 die Restrukturierungsabteilungen der zehn größten Banken aus dem »Corporate Bereich« sowie die fünf größten Warenkreditversicherer zu diversen Themenbereichen bezogen auf den Restrukturierungsmarkt befragt.
Der Restrukturierungsbedarf 2019 hat sich gegenüber 2018 überwiegend als konstant bis leicht steigend ergeben. Potenzielle Restrukturierungstreiber sind vor allem die negative globale Konjunkturentwicklung, die US-Handelspolitik und technologische Entwicklungen wie Digitalisierung. Im Rahmen der Studie wurden darüber hinaus zahlreiche weitere Erkenntnisse gewonnen. So wird z. B. in Sanierungskonzepten dem strategischen Leitbild eine immer größere Bedeutung beigemessen und die Digitalisierung wird aus Sicht der Finanzierer dazu führen, dass viele Unternehmen ihre Geschäftsmodelle grundlegend anpassen müssen. Auch konnten Erkenntnisse zur Positionierung der Restrukturierungsgesellschaften für Krisenfälle mit mehr als 100 Millionen Euro Umsatz in Abhängigkeit der Kriterien Krisenphase, Unternehmensgröße, geografische Orientierung, Branchen und Tätigkeitsfelder gewonnen werden.
Big Data hält mit großer Geschwindigkeit Einzug in allen Branchen. Unternehmen jeder Größe müssen sich dieser digitalen Herausforderung stellen, es gilt, die Datenflut zu bewältigen, zu bewerten und für die jeweiligen Zwecke zielführend einzusetzen. Riesige Datenmengen werden zum wichtigen Wettbewerbsfaktor.
Wie zahlreiche Studien zeigen,* gibt es mittelständische Unternehmen, die sich ganz früh der Herausforderung gestellt haben und Big Data in ihre Geschäftsprozesse integriert haben. Gleichwohl reagierten viele im Mittelstand bisher eher verhalten und abwartend auf Big Data.
Wie gut ist der Mittelstand der Metropolregion Rhein-Neckar bei Big Data aufgestellt? Wo liegen die Chancen und wo die Barrieren? Welche Mitarbeiter* innenkompetenzen braucht der Mittelstand in der Metropolregion? Welche Unterstützung erwartet der Mittelstand in der Metropolregion beim Thema Big Data?
Im Studiengang Wirtschaftsinformatik an der SRH Hochschule Heidelberg unter Leitung von Prof. Anke Schuster und der Forschungs- und Beratungsagentur 70EINS, Heidelberg, unter Leitung von Frau Kloé wurde im Rahmen des Moduls »angewandte Forschung« von Studierenden im 6. Semester eine Studie im II. Quartal 2016 durchgeführt, die Antworten auf diese Fragen gibt.
Gert Hofstede ist einer der führenden Forscher auf dem Gebiet der Kultur. Er war einer der ersten, der untersucht hat, wie die eigene Kultur Verhaltensweisen und Denkmuster am Arbeitsplatz beeinflusst. Er sammelte und analysierte Daten von über 100.000 Einzelpersonen aus 40 Ländern und entwickelte daraus ein Modell, mit dem man Kulturen analysieren kann. In diesem Kapitel wird das Modell erläutert und seine Relevanz für Manager, die international tätig sind, aufgezeigt.
England
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England und Deutschland haben vieles im wirtschaftlichen Sinne gemeinsam. Exporte und Importe in Milliardenhöhe fließen in beide Richtungen, und deutsche Unternehmen investieren Milliarden in England. Die Kulturen der beiden Länder sind sich aber nicht sonderlich ähnlich. Für deutsche Manager und Arbeitnehmer ist es wichtig zu wissen, wie man mit Engländern am besten kommuniziert. Diese Kapitel zeigt mit einer Fallstudie, dass es unerlässlich ist, zu wissen, wie und worüber man mit Engländern sprechen sollte.
Keine Angabe - no details
While many stationary dealers have already adapted to the growing requirements of customers with respect to Corporate Social Responsibility (CSR), many e-business companies have not yet made this pioneering position shift. However, a sustainable harmonization of e-commerce platforms to the needs of green customers1 is an indispensability to survive for many online merchants in the competitive market in the future. Even today, many of the critical customers of Generation Y face an almost insoluble dilemma. Although they want to benefit from the numerous advantages of online trading, at the same time they also want to act in accordance with their personal values and morals. The resulting tension results in the last resort, either in a purchase, which for reflecting customers, “does not feel good” or in making the decision not to purchase due to the internal discrepancy. The object of the online businesses is, therefore, to largely minimize or eliminate the pressure in order to appeal to those customers who expect the social and environmental responsibilities from online retailers. But who exactly are the customers? How can this balancing act between e-commerce on the one hand and CSR on the other side be mastered?
Innen- und Außendienst können nicht ohne einander, denn der Erfolg des einen hängt von der Arbeit des anderen ab. Und doch ziehen sie oft nicht an einem Strang. Angesichts der digitalen Transformation werden jedoch die Karten neu gemischt, innovative Prozesse qualifizieren den Innendienst zum Dreh- und Angelpunkt im Vertrieb.
The authors propose a resource management process for information security management systems to more transparently plan and assign costs of controls. The process relies on and is compliant with international standards of the ISO/IEC 27000 family and can be implemented by all organizations regardless of type, size, or nature.
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.
This paper shows how the behaviour of a single change agent affected outcomes. The mechanisms were demonstrated through which actions contributed to the non-achievement of planned outcomes and to the appearance of unintended, unwanted and unpredicted outcomes. The investigating was carried to establish if there were differences between good and bad change agents and also to investigate a change in an organisation with offices in several locations and analyse what happens when an organisational level change is implemented at each of the sites. By doing so we will be able to make comparisons between several change agents in a similar situation. Comparison change processes in several companies to determine the role played by structure in change management compares to the role played by agency.
The world is spinning faster than ever before. What the Polish sociologist Zygmunt Bauman once called “fluid modernity” has become the most relevant characteristic of our restless times. It seems as if absolutely nothing is of continuity: neither basic values nor once powerful institutions can withdraw themselves from this engrossing maelstrom of post-modernism. The same applies to physical spaces and knowledge itself, leaving us with a most uneasy feeling caused by the dissolving blur of truth. What we could believe in yesterday is about to fall into the clutches of liquidation. The whole world is subject to a completely uncontrollable and inexorable process of delimitation: Bigger, faster, higher, louder, are far more the prevailing keywords of the early 21st century, leaving us all behind in a constant fear about ourselves...
This paper provides an overview of cloud governance aspects based on a representative survey of trends in the perception, assessment and adoption of cloud computing within the enterprise. The survey was conducted through a twofold research approach and combined a meta-study of existing and published empirical studies with an own empirical study within a representative group of European and international enterprises. We consider governance through the prism of adoption drivers and focus on the role of cloud brokers and cloud marketplaces more specifically, as well as the inclusion of semantic based strategies oriented to enhance the quality of service offered by cloud service brokers.
Assessment of Continuing Educational Measures in Software Engineering: a View from the Industry
(2016)
In a field like Software Engineering, highly dependent on knowledge, continuing education is key to warrantee business sustainability. In this scenario, relying on continuing educational measures is crucial to support organizations in their competence management programs. In order to validate a set of measures, in this paper an interview study regarding continuing education measures is reported. The study was carried out in late 2014, early 2015 with some of the most experienced SE professionals from the consulting company BearingPoint. Study findings suggest an increasing relevance of such educational measures. Furthermore, authors provide insights about relevant educational measures, improvement areas in employees’ training, commonly experienced problems, as well as instruments for control and evaluation.
In this work a tailored approach for requirements engineering for risk management solutions is presented. The approach focuses on cross-disciplinary risk paradigms in inpatient healthcare and aims to provide a novel methodology that accounts for specific viewpoints of relevant expert groups. The presented results demonstrate the feasibility and usefulness of the approach in the context of the current evaluation within the German market.
Purpose Without effective implementation, no information technology (IT) strategy can succeed. There has been much re-search into IT planning, but few studies have developed one of the most important phases of IT strategy: IT Implementation. IT implementation can be improved at information and communication technology (ICT) organizations through the use of organization learning models (OLM) and the implementation of ICT tools. This paper has two purposes define an OLM framework that determines the best practices to increase knowledge at individual, group and/organizational levels, and define and implement an ICT tool to facilitate the integration and institutionalization of the OLM. The ICT tool is based on the technology roadmapping technique that allows an organization to manage at an executive level what, when and how the IT strategy is going to be implemented. Design/methodology/approach This paper is based on a case study performed at an ICT organization that provides ICT services to financial institutions. The study was carried out in 2014. It analyzed over 24,000 projects, which translated into an equivalent of more than 18 million man-hours. The proposal was assessed at a very large ICT organization. Findings This paper proposes a framework called SPIDER to effectively implement OLMs based on Big Data management principles for monitoring and reporting current status of IT innovation strategies. These kinds of approaches contribute to solve the problems identified in the state-of-the-art regarding the communication and monitoring the implementation status of IT innovation strategies. During this research work, several factors that are essential to implement these kinds of approaches in large banking organizations were identified: effort required to elaborate the monitoring and reporting activities; easiness to understand the reported information; detailed planning of the implementation program; and focus on communication efficiency. Originality/value This paper determined the best practices to manage knowledge generated during the implementation of an IT strategy. Additionally, this paper defined and implemented an ICT tool to properly communicate and monitor the implementation of an IT innovation strategy, based on technological roadmap techniques.
Loyalty in tourism is one of the main concerns for tourist organizations and researchers alike. Recently, technology in general and CRM and social networks in particular have been identified as important enablers for loyalty in tourism. This paper presents POST-VIA 360, a platform devoted to support the whole life-cycle of tourism loyalty after the first visit. The system is designed to collect data from the initial visit by means of pervasive approaches. Once data is analysed, POST-VIA 360 produces accurate after visit data and, once returned, is able to offer relevant recommendations based on positioning and bio-inspired recommender systems. To validate the system, a case study comparing recommendations from the POST-VIA 360 and a group of experts was conducted. Results show that the accuracy of system’s recommendations is remarkable compared to previous efforts in the field.
Due to an unsatisfying demographic development in most European states, companies have to solve a trade-off between a needed increase of productivity on the one hand and fewer highly skilled employees on the other hand. In this paper, authors propose factors for different layers of a framework to manage scarce resources in IT-departments. These layers aim for different relevant dimensions of employee satisfaction like wages, psychological development of employees and work life balance. Authors present a structured literature review to screen relevant publications on the topic. This paper offers white range of different factors regarding the management of labour shortage and highly skilled employees in companies which can be used to build a holistic model or framework to solve the challenges of the upcoming demographic change in Europe. Although the topic is quite popular in scientific literature, there is not a study devoted to identify these factors in organizational contexts. This paper is aimed to bridge this gap.