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The objective of this study is to examine the relationship between the level of Chief Executive Officers’ incentive compensation and subsequent share price performance for the 80 biggest stock listed German companies between 2005 and 2014. The performance proxies are geometric monthly returns, as well as risk-adjusted geometric returns using the Sharpe Ratio. Additionally t-statistics for quintile portfolio returns have been calculated. The results are mixed, indicating that there might in fact not be a relationship between incentive compensation and share price performance at all for this sample. Consequently this study finds that average monthly returns for firms with incentive pay-outs are strongly correlated to the returns for firms without incentive payouts and that the samples do not differ significantly . A relationship between the level of incentive compensation and the level of future share price performance can also not be
determined with absolute certainty. However there are indications that would support a negative relationship between the two, as average monthly returns decrease over longer time horizons. The Sharpe Ratio analysis finds mixed evidence on this question while the t-statistics indicate that there are no significant differences between 94% of the formed quintile portfolios.
In this work, we characterise a flexural mechanical amplifier, which is used for the realisation of a miniaturised piezoelectric inchworm motor designed for large force (some N) and stroke (tens of mm) operation as it is required e.g., for medical implants. The characterisation is based on high precision optical displacement measurements and a force self-sensing approach. An optically measured displacement of 292 nm in lateral direction and 910 nm in vertical direction of the flexural mechanical amplifier has been obtained, corresponding to a deflection attenuation factor of 3.1. Piezoelectric self-sensing of force was used to determine a force amplification factor of 3.43 from the mechanical oval structure.
The charge response of a force applied to piezoelectric stack actuators was characterized in the range of 0 N – 20 N for application in piezoelectric self-sensing. Results show linear behavior between ap-plied force and collected charge for both actuators tested in this study. One actuator exhibits a 3.55 times higher sensitivity slope than the other related to its larger capacitance. An error analysis reveals a reduction of relative error in charge measurement with rising forces applied to the actuators.
The objective of this thesis is to examine the recent rollout of Commercial Excellence, a sales-process standardization and improvement project within the currently ongoing integration of TRW Automotive Holding Corporation into ZF Friedrichshafen AG. Focusing on change management and the challenges posed by resistance to change, the aim is to derive recommendations for action during future rollout phases. Based on leading theories regarding change management, expert interviews delivered mixed results. While it is indicated that resistance to change was only a minor issue throughout the rollout the careful analysis of the collected responses still offered the potential for improvements. Therefore the author was able to identify the inclusion of sales support functions into the project as a solution for resistance to change caused by restrictive data release policies. Additionally, it was found that the diversification of the communication mix as well as centrally offering individualized training programs can further facilitate future rollouts of Commercial Excellence.
Due to the “War for Talents”, personal development in companies has become of utmost importance in recent years. In order to acquire high potentials, enterprises have to think about the essential reasons candidates take into consideration when choosing an employer and why an employee should stay with a company. This paper investigates the way personal development works in incubated startup companies. Nowadays, startups face challenges such as rapid growth, a dynamic organizational structure and the special needs of their employees. Therefore, it is likely that the functioning of personal development in startups differs heavily from how it works in established companies. Instead of off-the-job activities, startups rather focus on implementing a learning-culture, which stimulates individual growth. Based on qualitative expert interviews, this paper proves that personal development in startups is implicit and happens automatically.
Background: In the recent past, the discrepancy between blood supply and future demand may have been overestimated. Nevertheless, as medical progress develops rapidly, it will be essential to permanently monitor ongoing demographic changes in the donor population and re-evaluate retention and recruiting strategies. Thus, it was the aim of the current study to compare first time donor (FTD) characteristics and their return rates, whole blood donations in total and annual donation frequencies 2010 versus 2015/2016. Furthermore, we evaluated whether over the same observation period, medical reasons for deferral underwent a change (2010 versus 2015).
Methods: The return probability of FTD within 12 months was analysed in 2010 and 2015 with respect to successful donation versus deferral and, furthermore, FTD age was determined. Total number of whole blood (WB) donations were investigated and age distribution was compared 2010 versus 2013 versus 2016. WB donation frequencies were calculated with respect to age and gender in 2010 and 2016. In a second analysis, medical reasons for deferral were differentiated into 14 categories and a possible impact of time (2010 versus 2015) on the respective percentage was studied.
Results: We observed a significant decline of the FTD return rate from 42.5% to 38.8% in successful donors while the rate remained unchanged in deferred FTD. At the same time the mean FTD age decreased from 29.1 ± 11.6 to 28.5 ± 11.7 years in 2016. Analysis of total WB donations revealed an increase of donations from donors ≥ 60 years, a constant percentage from donors < 30 years but a declining proportion of donors from 30-59 years of age from 2010 to 2013 to 2016. In parallel, annual mean WB donation frequencies decreased over time. Deferrals due to travel history increased significantly from 2010 to 2015 both in FTD and repeat donors (RD).
Conclusion: There is a detectable ongoing demographic change as well as a change of medical deferral reasons in our WB donor population. Our data prove a need for a re-evaluation of retention and recruitment strategies since previous marketing campaigns seem to have neglected the age group 30-59 years. This must be addressed in further studies as this age group will be highly relevant for assuring future blood supplies since donor recruitment from adolescents will be limited due to declining birth rates. Furthermore, deferral due to travel history is increasing significantly. Thus we will require further studies on the possible impact on donor retention.