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The purpose of this paper is to determine whether and how e-leaming technologies and e-leaming programs should be used in order to support knowledge management in multinational companies. These questions are important for two reasons. Firstly, so far only a few papers discuss the relationship between knowledge management and e-learning. Secondly, e-leaming initiatives in multinational companies are of limited success. The paper relates requirements of different types of knowledge with the characteristics of e-leaming technologies and e-leaming programs. Based on this, the paper shows how multinational companies should use e-leaming technologies and e-leaming programs. Different roles of corporate headquarters are discussed in this context.
Within the e-leaming industry, demand and supply factors jointly determine a need for mass customization of e-leaming products. This paper asks whether e-leaming products can be mass-customized, and if so, how this can be done. Firstly, the paper characterizes e-leaming and e-leaming technologies. Secondly, a learning model is developed in order to enhance the understanding of how learning processes differ across individuals. Based on this, the paper argues that e-leaming products in general can be mass-customized. However, mass customization is only possible for some e-leaming technologies and some types of communication, namely instruction and supplementary interaction, while it cannot support collaboration. In this context, solutions for the most common problems of mass customization are discussed. The results are then applied to the market for higher management education. It is shown that mass customization has a limited relevance for degree programs that are demanded by individuals, while it is crucial for programs that are either demanded by organizations or offered in specialized modules.
Lehrstuhlbericht
(2003)
Web-based interaction between customers and producers offer new promising ways of bringing customers into the company right to where the value creation begins - in new product development (NPD). Despite the high potential of virtual customer integration (VCI), practical application is limited. The decision of initial utilization of VCI depends on the manager’s predisposition - favorable or unfavorable -towards VCI; usually, it is the responsibility of managers and executives belonging to the development, marketing or innovation departments to sanction such a decision. To get a deeper understanding of antecedents leading to the application of VCI, further information is needed. In this paper, the authors shed light on the various factors affecting managerial intention to apply virtual customer integration. The theory of planned behavior (TPB) provides a basis for developing a research model explaining the relation between managers’ cognition, attitude, social norms, perceived behavioral control and their intention to adopt VCI. The initial results of our empirical study, wherein we interviewed 94 managers within the consumer goods and services field, show that the TPB accounts for 66 percent of the variance in the managers’ intention to apply VCI. Furthermore, the study reveals that social norms and perceived behavioral control are the main factors which influence managerial decision to apply VCI. This contrasts with the widely-held theory that an individual's attitude is the most significant factor of influence.
Highly recognized case studies and the intuitive notion that a heroic champion is required to help innovations overcome the indifference or even resistance that they face in many organizations explain that there has been a positive bias among academics and managers toward the role of champions in innovation processes. A look into the previous empirical literature on champions reveals, however, that a rigorous empirical investigation into organizational factors causing the emergence of executive champions and their impact on innovation performance is lacking. In addition, previous empirical research on champions is plagued with methodological problems such as measurement issues and single informant bias. This study uses multiple informant data from 258 respondents from 43 firms to examine various hypotheses. The findings reveal that executive champions are likely to emerge in organizational cultures that are conducive to innovation and they are less likely to emerge in organizational cultures that are unfavorable for innovation. We further find a non-linear, inverted u-shaped relationship between the level of executive championing activity and innovation performance. We find, in contrast with the commonly held belief, that executive champions have a strong negative impact on innovation performance particularly in cultures that make it difficult to innovate. Among the tested moderators, only the implementation of incentives for executive champions based on innovation performance offsets the negative impact of these champions on innovation performance. The findings lead us to substantially rethink the commonly believed role champions play in innovation processes.
This article analyses the scope and impact of patent management in high technology companies. The exploratory empirical study is based on a conceptual framework, which relates patent management to firm performance by taking various contingent factors into account. The empirical analyses give a detailed descriptive overview about patent management in high technology firms. Further, differences in patent management between young and established high technology companies and special characteristics of biotechnology firms are examined. Finally, preliminary insights regarding the impact of patent management on firm performance are gained. The empirical findings have implications for improving patent management in high technology firms.
Empirical organizational research has serious methodological limitations if it is based on the perceptions of single informants. Single informant studies are likely to suffer from a systematic measurement error, a so-called method error or informant bias which negatively impacts the validity of their empirical findings. Previous empirical innovation research is based on single informants. This causes substantial doubts regarding the validity of findings in past empirical innovation research based on perceptual, self-reported measures and their managerial implications. This study undertakes a comprehensive theoretical and empirical investigation into the causes and the effects of a single informant bias in empirical innovation research. Based on multiple informant data on various aspects of innovation management in a company, multitrait-multimethod analyses are applied in order to quantify the extent of the informant bias. The results show that the informant bias is substantial and that construct validity cannot be achieved based on the assessments of a single informant only. Only multiple informant data allows the selection of an appropriate informant depending on the organizational trait to be measured based on formal statistical criteria. The higher the level of interfunctional integration and the higher the intensity of vertical communication inside the organization, the lower is the informant bias. This information can be used by researchers to assess whether an informant bias is likely to occur prior to conducting empirical surveys. The findings of this study substantiate the presumed doubts about the validity of past single informant studies in innovation research and demand the use of multiple informants in future empirical studies.
Lehrstuhlbericht
(2004)
Changes in the regulatory framework allow German business schools to select an important part of their students by themselves for the first time through entrance exams. We analyze if the students participating in these entrance exams differ from average first-year business students and which factors influence their choice of a business school. A separate analysis for a cluster of very highly motivated students reveals that for these students a short study time and a practical Orientation are of utmost importance as decision criteria. We derive suggestions for German business schools that want to target this specific segment of students.
Companies increasingly make use of the external knowledge exploitation, i.e. the commercialization of disembodied knowledge, although they often perceive considerable difficulties in managing the external commercialization tasks. These difficulties are partly due to the imperfections of the markets for knowledge, which, however, may be mastered by an adequate management as the examples of various well-known companies show. In combination, these facts point to the need of research into the external exploitation of knowledge. A thorough analysis of past research confirms this need and shows that the existing literature is highly fragmented. By integrating the main findings of the different research streams, we establish a detailed overview on the literature on external knowledge exploitation. The key characteristics and the main forms of externally commercializing knowledge are presented. Then, major imperfections in the markets for knowledge are examined, and the increasing importance of the topic in practice as well as primary reasons for this trend are described. Afterwards, major strategic and monetary objectives and the risks of commercializing disembodied knowledge are identified before turning to the management of the external knowledge exploitation, particularly regarding strategies, processes and structures. Apart from reviewing the literature, a research agenda, which describes promising paths for future research, is set up based on past research results and findings from other fields, particularly the internal knowledge exploitation and the external knowledge acquisition.
Companies may realise all major knowledge management tasks, i.e. knowledge acquisition, accumulation and exploitation, not only internally but also externally. Therefore, we propose the integrate-or-relate decision in knowledge accumulation as a complement to the well-known make-or-buy and keep-or-sell decisions in knowledge acquisition and exploitation. A key factor for taking adequate decisions, for building up appropriate organisational capabilities and for realising a firm’s knowledge potentials are unbiased attitudes to the knowledge management tasks. While past research has focused on the NIH syndrome as a negative attitude to external knowledge acquisition, a more holistic view is adopted in this article by extending prior research on two dimensions. Firstly, we consider all major knowledge management tasks and do not limit our analysis to knowledge acquisition; secondly, we take into account that apart from too negative attitudes also overly positive attitudes to the external realisation of knowledge management tasks may exist. Building on prior research, we identify the following six syndromes: ‘not-invented-here’ vs. ‘buy-in’ in knowledge acquisition, ‘all-stored-here’ vs. ‘relate-out’ in knowledge accumulation and ‘only-use-here’ vs. ‘sell-out’ in knowledge exploitation. After briefly reviewing research into NIH and developing a knowledge management framework, the syndromes are defined, and possible antecedents, consequences and managerial actions are described.
Die Musik- und Spielfilmindustrie unterliegt sowohl auf der Angebots- als auch auf der Nachfrageseite einem Wandel. Der Beitrag untersucht, wie die Anbieter auf die aus dem Wandel resultierenden Bedrohungen reagieren. Auf großzahliger empirischer Basis werden hierfür zunächst die Marketing-Mixe systematisch erfaßt. Ausgehend hiervon werden Hypothesen getestet, die die Gestaltung der Marketing-Mixe in Beziehung zu der akuten Bedrohungslage in dieser Industrie setzten. Im Ergebnis zeigt sich, daß bislang eine adäquate Gestaltung der Vermarktung als Gegenreaktion auf die momentane Wettbewerbssituation in der Musik- und Filmindustrie nicht hinreichend erfolgt ist, woraus sich weitreichende Potentiale zur Neugestaltung der Marketing-Mixe ergeben.
Companies may not only apply their knowiedge assets intemally, i.e. in own products and/or Services, they may also exploit the knowiedge assets extemally, i.e. commercialize them in disembodied form. While the extemal acquisition of knowiedge in general and the concept of absorptive capacity in particular have received great attention by researchers, the extemal exploitation of knowiedge has long been neglected despite its increasing importance in practice. To bridge the resulting gaps in prior research, the concept of desorptive capacity as a complement to absorptive capacity is proposed by taking a capability-based approach to the extemal knowiedge exploitation. Building on this theoretical concept, measures are developed, and data from a questionnaire-based study in 136 European Companies across industries is used to examine various hypotheses relating potential sources of desorptive capacity to the success of firms in extemally commercializing disembodied knowiedge. Thus, this work also constitutes the first large-scale study that intends to empirically identify success factors of extemally leveraging knowiedge assets. The findings of the study provide strong Support for the desorptive capacity concept, which helps to explain the discrepancies between the very positive view on the extemal knowiedge commercialization in most works in the literature and the considerable difficulties with managing these activities that are often perceived in practice.
The constant introduction of new products is of great importance for the long-term financial success of companies. Newly launched products in consumer goods and services markets show high failure rates, often reaching 50%. In order to reduce flop rates, companies can integrate innovative and knowledgeable customers, so called 'lead users', into the new product development process. However, the detection of such lead users is difficult, especially in consumer goods markets with very large customer bases. A new and potentially valuable approach for the identification of lead users are virtual stock markets, which have been proposed and applied for political and business forecasting, but not for expert identification yet. The goal of this paper is to analyze theoretically and empirically the feasibility of virtual stock markets for lead user identification. We find in our empirical study that virtual stock markets are an effective instrument to identify lead users in consumer goods markets. Using the proposed method, companies operating in these markets can identify lead users more easily and integrate them into new product development projects. Thus, they can improve the innovation processes and reduce new product flop rates.
Desorptive capacity
(2004)
As competition is becoming increasingly knowledge-based, companies do not only have to develop the competence of managing knowledge internally but also need the competence of managing the acquisition and emission of knowledge in order to appropriately leverage its value. Regarding the external acquisition of knowledge, a consistent theoretical framework has been developed with the concept of absorptive capacity probably being the most important construct. In research into absorptive capacity, it is assumed either explicitly or by implication that the knowledge is applied internally. However, companies may also directly commercialize disembodied knowledge which is a growing phenomenon in practice. This trend is especially remarkable against the background of the imperfections of the markets for knowledge, which make such external commercialization of knowledge a difficult task. Accordingly, a company should build up an organizational capability to adequately manage the external knowledge commercialization process. Therefore, we develop the construct of desorptive capacity as a complementary concept to absorptive capacity in the area of external knowledge exploitation. The construct is defined, and it is shown that desorptive capacity is path-dependent. Moreover, it is highlighted how a firm may actively manage its desorptive capacity. Finally, the issue of operationalizing desorptive capacity is addressed, and implications of the theoretical analysis for research and practice are presented.
Unternehmensentwicklung
(2004)
Der Beitrag erfasst den Stand der Forschung zum Gebiet der Untemehmensentwicklung. Hierbei werden Arbeiten aus mehr als einem Jahrhundert eingeschlossen. Aus den bestehenden Forschungsstromungen wird ein Konzept fur die weitere Forschung zur Untemehmensentwicklung hergeleitet. Methodisch ist der Beitrag der konzeptionellen Forschung zuzuordnen. Die existierenden Ansatze werden anhand verwendeter Grundannahmen miteinander verglichen. Das erarbeitete Konzept fur die weitere Forschung setzt auf bestimmten Ausprägungen hinsichtlich dieser Grundannahmen auf. Der Beitrag versucht, der Diskussion der Untemehmensentwicklung neue Impulse fur die weitere empirische Forschung sowohl im Hinblick auf die inhaltliche als auch die methodische Gestaltung zu verleihen. Fur die Praxis versucht der Beitrag, ein Konzept bereitzustellen, anhand dessen Entscheidungstrager eigene Handlungen spiegeln konnen, um auf Schwachstellen in der Entwicklung des eigenen Unternehmens aufmerksam zu werden. Darüber hinaus liefert der Beitrag fur die Akteure der Kapitalmärkte Ansatzpunkte zur besseren Fundierung der Bewertung von Untemehmensentwicklungen.
Lehrstuhlbericht
(2004)
Lehrstuhlbericht
(2005)
Sowohl die Logistik als auch die Automobilzulieferindustrie gehören seit jeher zu den Branchen mit der höchsten Wachstums- und Innovationskraft in Deutschland und Europa. Insbesondere vor dem Hintergrund der sich aktuell rasant ändernden Umfeldbedingungen in der Automobilindustrie erlangt das Zusammenspiel beider Branchen eine neue Bedeutung. Die entstehenden Entwicklungs- und Produktionsnetzwerke erfordern von den Zulieferunternehmen der verschiedenen Ebenen ein Umdenken hinsichtlich der Ausgestaltung ihrer Value Chain sowie ihrer Geschäftsmodelle.
Die vorliegende Studie zeigt auf Basis einer Interviewreihe mit 41 deutschen Zulieferunternehmen, welche Fähigkeiten und Strukturen durch diese in den kommenden Jahren aufgebaut werden müssen, um erfolgreich innerhalb der sich wandelnden Wertschöpfungsstrukturen bestehen zu können.
Dabei ist es das erklärte Ziel der Studie, über die reine Informationsvermittlung hinaus, Denkanstöße für Unternehmensentscheider und Logistikverantwortliche hinsichtlich der zukünftigen Positionierung der Industrie zu liefern.
Family Business Governance
(2005)
Flexibilität in der Logistik
(2005)
Logistik und Supply Chain Management haben sich inzwischen zu Funktionen entwickelt, die innerhalb einer globaleren Wertschöpfung entscheidende Erfolgsfaktoren für die Unternehmensführung sind. Dabei trägt die Logistik – gut gestaltet – nicht nur zur Anpassungsfähigkeit von Unternehmen bei. Sie ist in einer immer dynamischeren Umwelt auch selbst erheblichen Flexibilitätsherausforderungen ausgesetzt. Um dem
gerecht zu werden, haben sich in der Praxis verschiedenste Konzepte wie Outsourcing und Postponement etabliert. Gemessen an ihrer allgemeinen Marktdurchdringung sind demgegenüber die Potentiale von Personaldienstleistungen in Deutschland bisher nur in ersten Ansätzen realisiert worden.
Um die entsprechenden Potentiale für den Bereich der Logistik zu konkretisieren und den Grenzen des Einsatzes von Personaldienstleistungen gegenüberzustellen, wurde von der WHU – Otto Beisheim School of Management eine Untersuchung in Kooperation mit Randstad Deutschland durchgeführt. Mit fast 1.200 teilnehmenden Unternehmen, die das ganze Spektrum von Nichtnutzern bis hin zu sehr starken Nutzern von Zeitarbeit abdecken, gehört sie in der Logistik zu den größten ihrer Art.
Die Ergebnisse dieser Studie, zeigen deutlich, dass in vielen Unternehmen noch Potentiale für Flexibilitätssteigerungen und Kosteneinsparungen ungenutzt bleiben. Über alle Branchen hinweg liegt der Ist-Anteil der Zeitarbeit aktuell noch deutlich unter dem Anteil, den die Teilnehmer der Umfrage selbst als optimal betrachten. Entsprechend erhoffen sich die Unternehmen weitere Lohnkostensenkungspotentiale in Höhe von durchschnittlich acht Prozent. Darüber hinaus konnte in der Studie ein signifikanter Zusammenhang zwischen der Flexibilität der Unternehmen und deren jeweiligem Anteil von Zeitarbeitern nachgewiesen werden.
Lehrstuhlbericht
(2005)
Lehrstuhlbericht
(2006)
Das Family Office
(2006)
Diversification research
(2006)
Lehrstuhlbericht
(2006)
Finanzcontrolling
(2007)
Lehrstuhlbericht
(2007)
The paper analyzes firms' expansion paths within and across industries and specifically different patterns along these paths. Using a procedure previously applied in statistical process control and employing longitudinal data on the expansion of 91 German firms, we analyzed firms' clustering behavior regarding different characteristics. Results reveal that expansion is a heterogeneous process: the clustering behavior along the expansion path does not only differ between firms, but also within one firm regarding different characteristics of its expansion path.
Lehrstuhlbericht
(2007)
Geschäftsbericht 2006/2007
(2007)
Dass Teamarbeit für das Hervorbringen von Innovationen wichtig ist, konnte bereits hinreichend empirisch bestätigt werden. Dabei hat sich für den Erfolg von Innovationsprojekten (z.B. in der Produktentwicklung) vor allem die Qualität der Zusammenarbeit im Team als entscheidend herausgestellt. Welche Kompetenzen Teams dafür benötigen und wie diese Kompetenzen z.B. durch Training und Teamentwicklung gefordert werden können verbleibt jedoch noch weitestgehend offen.
Diesen beiden Fragen widmet sich diese Arbeit, indem sie zunächst auf dem Stand der bisherigen Team- und Innovationsforschung für erfolgreiche Innovationsprojekte relevante Teamkompetenzen definiert und mögliche Personalinterventionen ableitet. Dazu konnten 11 relevante Teamkompetenzen identifiziert und den 4 Kompetenzbereichen der fachlichen, methodischen, sozialen und selbststeuernden Teamkompetenz zugeordnet werden. In Anlehnung an das Modell der Verhaltensdeterminanten und an gruppenpsychologischen Erkenntnissen sowie auf der Basis einer Expertenbefragung konnten dazu verschiedene Maßnahmen in den Bereichen Mitarbeitertraining, Teamtraining und Teamentwicklung identifiziert werden.
Die theoretisch fundierten Erkenntnisse werden schließlich im Modell der Teaminnovationskompetenz, kurz TIK-Modell, zusammengefasst, das im Wesentlichen einem in der Teamforschung üblichen Input-Prozess-Output-Modell entspricht. In diesem Modell werden Zusammenhange
der verschiedenen Trainings- und Teamentwicklungsinterventionen mit den einzelnen Teamkompetenzen einerseits sowie zwischen den Teamkompetenzen und dem Erfolg von Innovationsprojekten andererseits postuliert.
Zur empirischen Überprüfung des TIK-Modells wurde im Jahr 2007 die Studie ‚Training for Innovation’ durchgeführt, an der sich 34 in Deutschland ansässige Unternehmen beteiligten. Befragt wurden dabei mittels einer Online-Befragung Manager, Projektleiter und Teammitglieder zu ihrer Zusammenarbeit, Teilnahme an spezifischen Trainings- und Teamentwicklungsmaßnahmen sowie zu projektspezifischen Rahmenbedingungen und dem Erfolg abgeschlossener
Innovationsprojekte.
Die Angaben konnten dabei auf Projektebene verdichtet werden, wobei 95 vollständige Teams bzw. Innovationsprojekte letztendlich ausgewertet werden konnten.
Die postulierten Zusammenhänge wurden auf der so gewonnenen Datenbasis mit Hilfe der multiplen Regressionsanalyse überprüft, wobei einige neue Erkenntnisse gewonnen werden konnten. Zunächst weisen nicht alle der 11 definierten Teamkompetenzen einen direkten positiven Zusammenhang mit dem Projekterfolg auf. Als bedeutsam zeigen sich vor allem die interne Kooperationskompetenz neben einer Anpassungs- und Improvisationskompetenz im Team, wohingegen fachliche Kompetenzen als Wissens- und Erfahrungsressource keine signifikanten Zusammenhänge zeigen.
Vor allem teambezogene Trainings- und Entwicklungsmaßnahmen wie Teamtraining, Teamcoaching, Teammoderation oder auch Zielvereinbarungen und Feedback stehen in einem positiven Zusammenhang mit einzelnen oder mehreren Teamkompetenzen. Damit kann von möglichen positiven Effekten solcher Interventionen in Bezug auf die innovative Teamarbeit ausgegangen werden.
Individuelle Weiterbildung einzelner Teammitglieder unmittelbar vor oder während der untersuchten Projekte zeigt in dieser Arbeit keine Zusammenhänge mit den Kompetenzen von Innovationsteams.
Hierzu müssen weitere Untersuchungen folgen, die die Trainingsmaßnahmen differenzierter nach ihrem Einsatz, ihrem Inhalt und ihrer Qualität betrachten und dabei auch die Kompetenzen der einzelnen Teammitglieder berücksichtigen, welche nicht Gegenstand dieser Arbeit waren. Eine Ausnahme stellt jedoch die Teilnahme einzelner Teammitglieder an Konferenzen oder ähnlichen Veranstaltungen wie Tagungen und Messen dar. Diese weist einen
signifikant positiven Zusammenhang mit dem Wissen und der externen Kooperation der untersuchten Teams auf.
Die Ergebnisse zum TIK-Modell werden zum Schluss dieser Arbeit noch einmal zusammengefasst dargestellt sowie in ihrer Bedeutung für die Forschung und Unternehmenspraxis diskutiert.
Value based management
(2008)
Lehrstuhlbericht
(2008)
Research Report 2008
(2008)
It is a well known result in the literature of principal-agent relationships that if the principal has the possibility to monitor the agent’s action at some cost, his monitoring probability is a decreasing function in the level of outcome. Moreover, the principal will reward the agent, if he is found to have complied with his interests. The purpose of this article is to show that these results depend crucially on the assumption that the principal can commit to his monitoring device at the time of contracting. In fact, we show that in a situation in which the principal is not able to commit to his investment in his monitoring technology, (1) the principal’s investigation intensity is increasing in the level of outcome and, (2) the agent’s reward is lower in the case investigation reveals the agent’s action than it is in the case in which investigation is uninformative.
Lehrstuhlbericht
(2008)
Private Equity Controlling
(2008)
Research on strategic agenda building has traditionally emphasized individual agency, thereby neglecting organizational context. Developing a contextual model of strategic agenda building, we address this limitation. Based on the evolutionary framework we show that an organization’s core elements, that is, strategy, culture, structure and top management team, heavily influence what issues are considered in organizational agenda building processes. Moreover, the strategic agenda building process, apart from the role of capabilities and cognition, provides an alternative explanation for path dependency.
In diesem Beitrag wird die Expansion eines Samples von 47 HDAX-Unternehmen zwischen 1995 und 2004 hinsichtlich des Expansionsverlaufs, der Expansionsrichtung (Internationalisierung und Diversifikation) und der Expansionsumsetzung beschrieben. Die Betrachtung von 1.830 einzelnen Expansionsschritten führt zu einem detaillierten und umfassenden Bild der Expansionspfade dieser Unternehmen. Insgesamt zeigt sich, dass die Entwicklung der betrachteten Unternehmen sehr heterogen verläuft. Hieraus ergeben sich verschiedene interessante Fragestellungen und Implikationen für die weitere Forschung zur Expansion von Unternehmen. Vor allem scheint es fraglich, ob die bisherige Praxis, Internationalisierung und Produktdiversifikation getrennt zu betrachten, dem Phänomen der Expansion von Unternehmen gerecht wird.
IMC Report
(2008)
Erfolg in der Logistik
(2008)
Erfolg in der Logistik ist zunehmend zu einem entscheidenden Faktor für die Gesamtperformance von Unternehmen geworden. Dabei wirken Logistikverbesserungen sowohl auf der Kosten- als auch auf der Leistungsseite positiv auf den Unternehmenserfolg. Die Studie verdeutlicht anhand einer empirischen Untersuchung von über 300 Logistikbeziehungen wie eine zielführende Vergütungsgestaltung den Erfolg des Outsourcings steigern kann. Hierzu werden anhand von neusten Daten Wirkmechanismen von sowohl direkten als auch indirekten Vergütungselementen aufgezeigt. Dabei ist es das Anliegen der Studie, auch übergreifende Handlungsempfehlungen für Entscheider der Praxis anzubieten.
Linear demand formulations for price competition in horizontally differentiated products are sometimes used to compare situations where additional varieties become available, e.g. due to market entry of new firms. We derive a consistent demand system to analyze such situations and highlight potential problems that can arise from an inconsistent approach.
Inflation targeting matters!
(2008)
Proponents of inflation targeting argue that such a strategy directly influences expectation formation processes in financial markets. This paper provides a novel test for the evidence that financial market expectations are formed differently under inflation targeting regimes. Using forecasts for the short-term interest rate, the inflation rate, and output growth for ten emerging markets in Latin-America, central and eastern Europe out of which six economies are inflation targeting economies we estimate expected Taylor-type rules. We find evidence for differences in the expectation formation process in the sense that the well-known Taylor principle fairly holds for countries which adopt an inflation targeting system, while for the other countries it does not.
"Ex-ante" Taylor rules
(2008)
This paper addresses the question whether financial market participants apply the framework of Taylor-type rules in their forecasts for the G7 countries. Therefore, we use the Consensus Economic Forecast poll providing us a unique data set of inflation, interest and growth rate forecasts for the time period 1989 - 2007. We provide evidence that Taylor-type rules frameworks are present in forecasts of financial markets. Thus, the paper, uses ex-ante data for the estimation of Taylor rules. This is novel, since so far only ex-post (revised) or real-time data have been applied.
The economic analysis of trade-secret protection has traditionally focused on the interests of companies to conceal information from competitors in order to gain a competitive advantage through trade-secret law. This has neglected cases in which the interest is not in concealing information from competitors, but from trading partners. We investigate the social efficiency effects of trade-secret protection in such cases. Many results from economic theory state that asymmetric information (and therefore also its legal protection) is socially undesirable since it leads to inefficient trade. At the same time, protecting private information might create incentives for socially desirable investments. We model this trade-off in a simple buyer-seller model and
nd that, indeed, trade-secret protection has ambiguous welfare effects. However, a simple, informationally undemanding rule, conditioning the applicability of legal protection on a minimum investment by the informed party to conceal the information, helps to apply trade-secret protection only when it increases welfare. This rationalizes important features of current legal practice.
Airlines frequently use code-share agreements allowing each other to market seats on flights operated by partner airlines. Regulation may allow code-share agreements with antitrust immunity (cooperative price setting), or without antitrust immunity, or not at all. I compare relative welfare effects of these regulation regimes for complementary airline networks. A crucial point is that such agreements are used to identify and price discriminate interline passengers. I find that interline passengers always benefit from code-share agreements while non-interline passengers are worse off. Furthermore, I show that the second effect questions the overall usefulness of code-share agreements from a welfare perspective.
Tätigkeitsbericht
(2008)
Lehrstuhlbericht
(2008)
Geschäftsbericht 2007/2008
(2008)
Distance in work teams has become a cornerstone of today’s business world as well as a fundamental research area. It has also become a prevalent team design factor that enables managers to combine the knowledge and skills of far-flung employees together in one team and, thus, to leverage their performance. However, it is not yet clear whether and how distance affects intra-team dynamics and performance. This dissertation addresses this fundamental research gap and explores the consequences of distance in teams and how virtual teams can overcome the bur-dens of virtual collaboration. More precisely, there are three burning issues addressed with regard to dispersed team dynamics: the perception of distance versus proximity, virtual teamwork processes, and the impact of the team context. In practice, it has been shown that the inadequate management of these issues plays a crucial role when virtual teams fall behind managers’ expectations. However, practitioners to date have only limited knowledge how to handle these factors of virtual team performance effectively, due to the severe research gaps associated with these issues. Accordingly, this study’s approach to explaining virtual team performance is built on these three focused elements of virtual collaboration.
Adopting this research focus, the empirical part of this work is structured into four research papers that empirically investigate whether and how perceived distance, team processes, and the team context may become critical for virtual team performance and the extent to which practitioners can build on these three success factors to optimize distributed work. The empirical analyses to these questions are based on a sample consisting of 161 software development teams with varying degrees of geographic dispersion.
The results presented in this dissertation clearly show that team processes, the perception of distance, and the team context matter for virtual team effectiveness. The research results of this study revealed team processes to be the key drivers of virtual team performance. In fact, virtual teams with high-level collaborative team processes are able to outperform their co-located counterparts, even those with the same quality of team processes. Teams with poor team processes, in contrast, suffer heavily from dispersion and underperform co-located teams with the same (low) levels of these processes. Thus, the effect of dispersion is not necessarily detrimental to team performance but rather depends on the quality of task-related team processes.
The analyses further show that it seems not (only) to be the actual degree of geographic dispersion that affects virtual team dynamics but rather the perceived level of distance between the members of a team. By exploring its antecedents, distance perceptions turned out to be mental states that emanate from complex and more socially-based constructions of the reality and are significantly affected by team members’ national heterogeneity. This finding illustrates the need to include the social aspects of dispersion in future research on dispersed team functioning. For executives, this finding offers new opportunities how to reap the benefits of virtual collaboration without efforts of bringing team members together face-to-face.
A third antecedent of virtual team dynamics turned out to be the organizational context. The organizational context has been shown to affect virtual team performance more indirectly by changing the conditions in which team members collaborate. In this dissertation, two paths have been identified of how the organizational context impacts virtual team functioning. First, organ-izational context variables such as the degree of formalization facilitate the perception of proximity even for team members being geographically strongly dispersed. Second, the organizational context can facilitate virtual team performance by creating an environment for superior dispersed collaboration quality. These context-related findings show that the larger organizational environment can help distributed teams to cope with the liabilities of distance more effectively. In particular, there are distinct and manageable attributes of the organizational context that can be addressed to help team members developing perceptions of interpersonal closeness as well as to perform high-level dispersed teamwork.
The results of this dissertation offer both considerable contributions to the extant literature on virtual team dynamics and guidance for the formulation of best-practices in virtual team management. In the end, all presented theoretical models and corresponding research results help to learn more about virtual teams – especially about their dynamics and the antecedents of their performance.
Supply chain fit
(2009)
Innovations have become essential drivers of success for companies in most industries. However, innovative efforts often fail due to a lack of internal support. Past research has shown that internal resistance arises when employees perceive innovations as threatening the core of the organization, its identity. How employees can be led to identify with much innovations has remained largely unsolved. Drawing on organizational psychology, this study proposes a new conceptual framework which includes an in-depth understanding of employee identification with innovations, its identity-related antecedents and its consequences. The framework is tested by means of large-scale empirical studies among more than 150 members of a leading healthcare organization. Results indicate that the proposed framework has high explanatory power for employee identification with innovations, employee behaviours and the innovations’ success in the market. Based on these results, an innovation-identity toolkit is derived which enables executives to systematically pursue identification management and integrate it into their innovation management practice. Accordingly, the present book is relevant for both academics and managers in the fields of organizational behaviour and innovation management.
Lehrstuhlbericht
(2009)
Activity report
(2009)
Lehrstuhlbericht
(2009)
Lehrstuhlbericht
(2009)
Lehrstuhlbericht
(2009)
Tätigkeitsbericht
(2009)
Der Family Office Manager
(2009)
Lehrstuhlbericht
(2009)
IMC Report
(2009)
Lehrstuhlbericht
(2009)
Tätigkeitsbericht
(2009)