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Course of studies
- BMP - Business Management and Psychology (40) (remove)
This bachelor thesis with the title Chatbots, Video Recruiting and Mobile Communication Channels: Würth Industrie Service in the field of tension between digital acquisition channels and the company philosophy ‘People are the center of attention’ deals with the implementation of digital personnel acquisition channels as well as with the conflict between digitalization and the focus on people. In particular, the communication between applicants and personnel acquisition is addressed.
Digitalization has been developing at a high speed and influences the entire working and living environment. This increasing process of change is also related to the job market and the communication process. Communication has changed in recent years and still does. Instead of the previous, purely functional exchange of information in text form, visual language is becoming increasingly important. Furthermore, the younger generation is used to speed and a quick reaction to messages through social media.
In addition to the change of traditional communication and the trend towards visual language, it must be concerned that human resources is still a people business. Digital processes can cause the actual focus on people to be lost.
Based on a qualitative research approach and the expert interview, three employees of Würth Industrie Service GmbH & Co KG and a service provider are interviewed about digital instruments and the risk of losing the focus on people through digital processes in personnel acquisition. With the help of the qualitative content analysis according to Mayring, it clearly shows how important personal contact with the applicant is in the selection process. Moreover, the personal fit of the candidate with the position and with the company can only be checked in a personal interview by HR Business Partner. Nevertheless, the introduction of a digital tool in the selection process for a pre-selection at Würth Industrie Service GmbH & Co. KG is important in order to relieve the HR Business Partners now and in the future when the number of incoming applications and hiring figures are increasing.
The recommendation to introduce video interviews rather than implementing WhatsApp and Chatbots at Würth Industrie Service GmbH at this point is based on the theoretical principles and the expert interviews.
Personal and professional development is a great incentive for many employees to apply for a job with a company. If this is lacking, however, it can also be a reason to look for a new employer. Now it can be assumed that personnel development looks different in every company. Given this diversity, how can you choose a company if you want to continue your education? How should one know how the personnel development in a company is regulated? One can divide company structure and culture into hierarchical, traditional, or agile, known as dynamic and adapting. Are there differences in their ways to develop their employees that could help applicants to know how their development will be in a company? The paper deals with the theoretical investigation of possible differences between the human resource development in agile and in hierarchical organisations, followed by partly-structured expert interviews with experts out of eight companies about how they manage their employee development and exchange of knowledge. They were categorized in agile and hierarchical according to some structural and cultural questions at the beginning.
The question of this paper is, if there are tendencies of the same kind of organization in terms of structure and culture, to also have the same approach of Human resource development. Further the study is conducted to find out if there are differences in the tendencies between hierarchical and agile organizations, as well as where they lie.
The results suggest that there are tendencies of the same kind of organization to have a similar approach to their human resource development. Differences could be found in terms of distribution of responsibility, frequency and content of feedback meetings and used methods for training and knowledge exchange. This is important for companies who want to compare and improve their approach and for people who want to apply to companies but want to know beforehand their responsibility for their training and how the process is going to be.
This thesis examines the added value of modern approaches of balance sheet analysis for the external analyst. When talking about modern approaches of balance sheet analysis, scoring models, qualitative analysis, discriminant analysis and artificial neural networks are meant. On the basis of an extensive literature research, it is examined to what extent these approaches can overcome the weaknesses of the traditional balance sheet analysis.
The bachelor’s thesis deals with the question of whether a treatment with neurofeedback could provide a benefit for the members of an organization during a change process.
In particular, the motives and challenges of change projects were identified. Furthermore, the methods which can be used to reduce and even prevent these problems were examined. The non-achievement of basic human needs, the associated fear, the loss of trust and stress plays a major role here. A good change management is able to address some of these issues, for example through good communication and the implementation of a change vision. The difficulty is that people may be too stuck in their views, including previous bad experiences, to be helped by current methods. It could be shown, that the training with neurofeedback achieves positive and fast lasting effects. The thesis explains how the person to be treated must be prepared and what a training might look like. Various areas in which neurofeedback has already been successfully used are briefly described and it is investigated whether there are treatments for disorders that are similar for the resistances in change processes. Expert interviews have examined these assumptions more closely and provided a practical and concrete perspective on the treatment with neurofeedback in an organizational context.
Finally, it was found that training with neurofeedback in companies is quite an interesting option. At this stage, however, there is a lack of studies that can prove the concrete benefits. Until now, neurofeedback has been applied almost exclusively to the medical field and this will probably not change in the upcoming years due to the high complexity of the procedure. Other methods, such as yoga or meditation, are on the one hand easier to carry out and the other hand already established in society. However, since positive results have already been achieved with biofeedback and people are beginning to take an interest in it, this could be a first step towards neurofeedback.
The goal of this research is to find out whether the hierarchical leadership style
of the German Bundeswehr influences their soldiers in a way, that they develop
certain competencies that are highly demanded in the agile companies in the free
market economy. For this purpose, the following question was asked: In which
ways does the leadership style of the German Bundeswehr influence the
motivation of the soldiers, their ability to work in a team and the relationship to
the direct leader?
To be able to answer this question in a proper way, scientific literature was used
to built a theoretical background. It was completed by a semi-structured,
qualitative interview with an expert of the German Bundeswehr. With nearly three
decades of experience, he is responsible for the coaching of leaders and has a
broad knowledge about the leadership culture of the German Bundeswehr.
Both, the literature and the expert are in agreement about the fact, that being a
soldier is more than a job, but a calling. Being a soldier means living for the higher
mission. Meaning, that the motivation for completing a task has to be higher than
the one of civil workers, because it is based on intrinsic motivation. Also, in the
Bundeswehr, it is essential to be able to work in a team, no matter if one has a
sympathy for the others or not. In contrast to the agile way of team work, the
military does not put a lot of effort in figuring out the best team constellation, but
rather focus on the best way to achieve the goal. So, for the soldiers it is inevitable
to be able to work in a team with all different kinds of people. Additionally, to be
able to go through privation and hard times together, the soldiers build close
connections among themselves and to their leaders. So, in comparison to a
mostly professional relationship between colleagues and superiors in the free
market, the soldiers often are friends in their personal life as well.
Based on the mentioned findings, it is possible to expect soldiers to be attractive
potential applicants for leading positions in agile organizations.
The objective of this thesis is to determine whether or which of the two types of praise effort-based or ability-based – has more positive psychological effects on humans.
Therefore, various study results on these two types of praise will be summarized and compared. This comparison shows that in the short-term, ability-based praise can have a more positive effect on the performance of a person, but in the long-term, effort-based praise has a much better effect. In order to explain this effect, the following two theoretical approaches are examined in more detail: theory of fixed and growth mindset and the effort-ability-relation. Although theory and study results suggest that effort-based praise is the better option, there are some reasons why using only effort-based praise can be harmful. To overcome these harmful effects, it is important to use praise responsibly and accordingly as well as to be aware of its powerful influence.
This bachelor thesis is about the digital transformation and the resulting need for new business models. Additionally, the Servitization is changing the business environment as well. Together with new technologies such as the Internet of Things, this digital Servitization is creating threats and new opportunities for businesses. Therefore, the goal of this thesis is to conceptualize a Smart Home as-a-Service business model for a drive- and control technology manufacturer with the example of Somfy and to test it in qualitative expert interviews with potential Business-to-Business customers.
The research questions addressed and answered in this thesis are:
(a) „How can a concept of an as-a-Service business model in the field of smart home to expand the market segment from single to multi-family houses by a new target group of a drive and control technology manufacturer look like?“
Question (a) is answered with a concept based on the Service Business Model Canvas. It is a Business-to-Business-to-Consumer business model, where the residential construction companies build in the necessary hardware in new residential buildings. This is the prerequisite for the focal company Somfy to offer tenants smart home applications in a subscription model.
(b) „How is the relevance, value, and feasibility of the Smart Home as-a-Service concept assessed by residential construction companies?“
Question (b) is tested with qualitative expert interviews. The results indicate a high relevance for the Business-to-Business customers. Additionally, offering Smart Home as-a-Service would create various values for residential construction companies, such as an additional selling feature, while the model is being assessed as generally feasible. Further research is suggested for example in the take-rate of the tenants.
Der Frauenanteil in den Führungsetagen der deutschen Wirtschaft stagniert seit Jahren auf einem niedrigen Niveau und spiegelt nicht im Entferntesten den Anteil weiblicher Beschäftigter wider (vgl. Tonn 2016, S. 11). Vor allem im Top-Management sind Frauen deutlich unterrepräsentiert. Die Grundannahme dieser Bachelorarbeit besteht darin, dass Frauen grundsätzlich motiviert sind, Führung zu übernehmen und die gleichen Potentiale wie Männer besitzen. Um eine Führungsposition einzunehmen, müssen die Rahmenbedingungen passen. Aufgrund biologischer Unterschiede und der Sozialisation präferieren Frauen andere Rahmenbedingungen als Männer. In der vorliegenden Arbeit wurde die Frage untersucht, was sich aus Sicht der Frauen verändern müsste, damit sie ihr Potential entfalten können. Dazu wurden 50 weibliche Probandinnen aus unterschiedlichen Branchen befragt. Die systematische Betrachtung der Aussagen ergab im Wesentlichen folgende sieben Aspekte: Gestaltungsfreiheit, Unterstützung zu Beginn und in der Führungsposition, Vertrauen, eine gute Feedback- und Fehlerkultur, die Vereinbarkeit mit dem Privatleben, Menschlichkeit im Fokus und attraktive Anreize. Des Weiteren konnten durch die Ergebnisse Handlungsoptionen abgeleitet werden, um strukturelle und kulturelle Rahmenbedingungen zu gestalten, die talentierten und motivierten Frauen einen einfacheren Zugang zu mehr Führungsverantwortung verschaffen.
Durch die Covid-19 Pandemie kam das Thema Home-Office in aller Munde. Die Arbeitsweise des mobilen Arbeitens eignet sich hierbei nicht für jede Tätigkeit gleichermaßen.
In der vorliegenden Arbeit wurden die Führungskräfte betrachtet. Das Ziel ist es zu untersuchen, ob ein bestimmter dominierender Führungsstil sich besonders für das Führen von Mitarbeitenden im Home-Office eignet und ob Führungskräfte mit verschiedenen Führungsstilen diese Arbeitsweise anders einschätzen. Dafür wurde eine quantitative Studie durchgeführt, die von Führungskräften Einschätzungen zur Eignung von kreierten Szenarien sowohl im Büro als auch im Home-Office einholt. Spezifisch wurden die Teilnehmenden dabei in die dominierenden Führungsstile des Bosses und des Coaches klassifiziert und anschließend zu ihrer Einschätzung der Eignung des Arbeitsortes in verschiedenen Szenarien befragt. Diese Studie zeigte, dass die hier betrachteten Führungsstile und der Arbeitsort einen Effekt auf die Einschätzung der Eignung hatten. Hierbei zeigte sich, dass die Teilnehmenden, die mit dem dominierenden Führungsstil des Coaches klassifiziert wurden, die Eignung der Szenarien für die Arbeit im Home-Office positiver einschätzten.
Weitere Forschung hierzu könnte sich sowohl mit der Sicht der Mitarbeitenden auf die Führungsstile beschäftigen als auch weitere spezifische Gruppen und Tätigkeiten betrachten.
Die COVID-19-Pandemie ist Treiber der Digitalisierung, welcher das Verhalten von Menschen nachhaltig beeinflusst und Organisationen vor neue digitale Herausforderun-gen stellt. Diese Forschung untersucht hierzu 75 Sparkassen aller Größenklassen und Regionen Deutschlands auf deren Digitalisierungsstand während der COVID-19-Pandemie. Der DSV-Gruppe als zentraler Lösungsanbieter der Sparkassen, liegt derzeit keine aktuelle Forschung zu Einstellungen und Maßnahmen bezüglich der Digitalisie-rung in den Sparkassen vor. Daher sollen die Forschungsfragen „Welche digitalen Her-ausforderungen bestehen zum aktuellen Stand bei den Sparkassen?“ und „An welchen Punkten kann die DSV-Gruppe ansetzen, um die Sparkassen bestmöglich in ihren digita-len Herausforderungen zu unterstützen?“, durch eine quantitative Online-Umfrage be-antwortet werden. Die Ergebnisse zeigen, dass die befragten Sparkassen Unterstüt-zungsbedarf in der Digitalisierung von Prozessen, vor allem für Beratungsgespräche und Home-Office, aufweisen. Zudem wurden Defizite in der Agilität und Gewinnung digi-tal geschulter Mitarbeitenden identifiziert. Die DSV-Gruppe könnte den befragten Sparkassen in der Digitalisierung mehr Führung durch zentralere Steuerung zeigen und eine individuellere strategische Beratung bieten. Außerdem könnte die Schulung von Mitarbeitenden in ihrer digitalen Fitness unterstützt und tiefergehende Forschungen zum Zusammenhang zwischen dem Kostendruck, der digitalen Einstellung und den digitalen Maßnahmen der befragten Sparkassen angestellt werden. Die Forschung erkennt Relati-onen, welche die DSV-Gruppe in weiteren Forschungen auf Kausalität untersuchen soll-te, um die untersuchten Sparkassen bei der Anpassung ihrer Geschäftsmodelle an die veränderten Gegebenheiten der Digitalisierung zu unterstützen und somit die Ge-schäftsbeziehung zu den Sparkassen nachhaltig zu festigen.