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Die Besetzung von Schlüsselpositionen in der IT-Branche, erfordert durch den akuten Fachkräftemangel eine aktive Herangehensweise in der Personalbeschaffung. Für das Herausfiltern aktuell vakanter Schlüsselpositionen der IBsolution GmbH, wurde diesbezüglich eine Schlüsselfunktions-Engpass-Matrix erstellt. Die daraufhin definierte Zielgruppe, wurde mithilfe von Experteninterviews anschließend analysiert. Aufbauend darauf, ergaben sich bezüglich den Faktoren Vorbereiten, Finden und Gewinnen konkrete Handlungsempfehlungen. Die Steigerung der Recruiter IT-Affinität, die Integration der Fachbereiche, das Nutzen ausgewählter Online Plattformen und die zielgruppenspezifische Förderung der Arbeitgebermarke stellen dabei die wesentlichen Aspekte dar.
Even though women and men have entered the managerial ranks of organizations
to the almost same numbers, women still remain drastically underrepresented. Of
the Fortune 500 CEO positions only 5.2% and about 21.2% (Catalyst 2018) of the
board seats are held by female leaders. For women of color the numbers are
shockingly low. These women are almost absent on most Fortune 500 companies
and only hold 3.1% of board seats in this category (Catalyst 2015). In Europe
however, the percentage of female director at STOXX 600 companies has
increased constantly over the past years and therefore resulted in slightly better
numbers. By 2015 almost 25% of directors were female and the average
percentage of female holding board seats made 2.8% (EWoB 2015). Research of
Carter, N.M. and Silva, C. (2010) shows, that even if women are graduating from
global leading business schools their career progress lags in comparison to their
male counterparts. This means that despite the organizations efforts of
implementing gender discrimination policies and focusing on gender equality, they
have not been able to fuel women´s career development (Ely et al. 2011).
But why do organizations still struggle to increase the number of female leaders
today? This report will elaborate possible factors that are causing failing attempts
of organizations in general to then conclude a strategic solution for Philips to
successfully change their people strategy towards gender equality. Research
shifted from the assumption of intentional gender discrimination within companies
towards invisible barriers that cause thriving women not to reach the top (Ely et al.
2011). Those barriers are deeply rooted assumptions about gender that have a
long history in the evolution of our society. Starting with how society is influencing
how people think about women being leaders and the assumptions they make
about the ability one being a leader based on gender (Anderson et al. 2006; Eagly,
Carli 2003). The key to success might be a shift in people´s mindset. Here fore, this report will introduce the reader to the problematic of the unconscious bias
(Cheryl Staats 2014). Speaking of invisible barriers this theory might be the most
important factor for organizations to make a difference. However, the question of
why so many women get stuck in the c-suite remains unanswered. One answer to
this question repeatedly pops up in research reports and papers which is “Glass
Ceiling” (Susan Chira 2017).
Because gender equality becomes more and more important for organizations in
order to stay competitive, Philips decided to shift its people strategy towards
“Inclusion & Diversity” in 2017 (Jong, de 2017). The reason for this shift also lies
within the innovative aspect. Diversity fosters creativity and therefor innovation
which is a differentiator for Philips. However, this report tries to answer the
question on how Philips can actually increase the number of senior female leaders.
It will identify possible barriers that need to be removed in order to support the
development of female employees to the top ranks of management.
The structure or this report is as followed. Chapter 1 will introduce the reader to the
research structure to set expectations and give an overview about how the content
has been created. Chapter 2 will introduce Philips as an organization after the split
of Philips Lighting in 2012. Showing how the function of Human Resource
Management is structured and what parts of it are directly influenced by the set
KPI. To give an overview on the literature that has been conducted and therefore
methodology, chapter 3 will offer explanation on basic concepts that have a direct
impact on women in leadership. Here the report will start to focus on gender
diversity and two major obstacles women have to overcome in today’s workplace in
order to be successful. Chapter 4 will provide a deep dive into the internal talent
management processes of Philips and identify possible improvement areas.
Chapter 5 will then analyze common concepts on how to support the development
senior female leaders and show opportunities as well as limitations for Philips.
Moreover it will be discussed how to best merge external concepts with internal processes in order to build a framework for the organization and its workforce.
Finally, the importance of engaging men into the discussion of gender diversity will
be underlined. Analyzing possible barriers men experience to determine what
prevented them in the past to join the gender discussion. Possible solutions will be
identified on how to remove those barriers. Chapter 6 will summarize the findings
of this report. It will be discussed how the new approach can be realized for Philips
as an organization.
Social media has become inseparable from our daily lives thanks to the widely use of internet and mobile technological advancement. Travel and tourism has benefited a lot from social media, especially the travelers. Not only can they find travel-related information on social media platforms, but they can also discuss and exchange necessary and relevant opinions and information.
The purpose of this research study is to examine how social media influences where German millennials determine their holiday destination. This dissertation analyzes to what extend social media influences the individual German millennial’s decision and whether reviews and comments affect their decisions.
The research study comprises of 5 chapters which represent the analytical process from beginning to end. The first chapter is the introduction, then literature reviews, then the methodology for primary research of this research is identified and explained. Results from the online questionnaire are then presented followed by an analysis and interpretation. Finally, the conclusion and limitation of the research have been discussed.
This research study concludes that social media does influence German millennials when they use social media to compare the holiday destinations in comparison to those who do not use social media for this purpose. It is clear that social media is the main source of information when they are looking for holiday destination information and is preferred compared to travel books and travel agencies. The results have shown that TripAdvisor is the most used holiday destination information page among other social media platforms. Furthermore, most of German millennials are passive users of travel-related social media platforms. That means they only consume information but do not necessarily write reviews or comments after their holiday experience.
There was an increased in the number of high-skilled Spaniards that decided to leave their home country. The economic situation and the high unemployment rate have complicated the chances to find a well-paid job and responsibilities according to their level of education. Therefore, Spaniards with a tertiary education find new opportunities in foreign countries like Germany with a robust and stable labour market.
This issue is gaining importance and must be deeply analysed. Thus, the purpose of this thesis is, by the use of secondary and primary data, to describe what are the push and pull factors, and what are the consequences of the Spanish brain drain for Germany and Spain. The conclusion, will confirm and give possible recommendations that the Spanish government may apply in the future.
Die personalisierte Medizin wird in der Zukunft ein relevantes Thema sein. Die Medizintechnikbranche und die Pharmaziebranche spielen dabei eine große Rolle. Durch moderne Technologien und neue Geschäftsmodelle entstehen hier enorme Potentiale im Hinblick auf die Massenpersonalisierung. Die Fraunhofer Gesellschaft führt zurzeit ein Projekt zu genau diesem Thema durch. Bei diesem Projekt geht es um die Massenpersonalisierung und der Hinführung zum „Business-to-User“ Prinzip. In der vorliegenden Arbeit werden Impulse, die durch dieses Projekt gesetzt werden, berücksichtigt. Das Ziel dieser Arbeit ist es, die Chancen und Potentiale sowie die Herausforderungen bezüglich der Implementierung der Massenpersonalisierung und des „Business-to-User“ Prinzips in der Medizintechnik und in der Pharmazie zu diskutieren und im Zuge dessen eine Prognose aufzustellen. Der Fokus liegt dabei auf der technologischen und wirtschaftlichen Durchführbarkeit, sowie auf der Perspektive des Konsumenten. Prognostiziert wird, wie sich die Massenpersonalisierung in der Medizintechnik und in der Pharmazie in den nächsten 15 – 20 Jahren voraussichtlich entwickeln wird. Die Informationen zur Erstellung dieser Arbeit wurden aus Experteninterviews, Literaturrecherche und internen Quellen der Fraunhofer Gesellschaft gewonnen.
Surge pricing is a dynamic pricing strategy which has been developed by the American ride-sharing platform Uber. Based on demand and supply, the surge pricing algorithm calculates a trip fare for both, riders and drivers. In times when demand outstrips supply in a certain geographic area, the algorithm applies a so-called “surge factor” which is multiplied by the basic trip fare. This way, the provider can calibrate demand and supply until they reach the market equilibrium again. This paper examines whether dynamic surge pricing can also be applied to the offline food retail market. Consequently, it starts by giving some theoretical background on dynamic and surge pricing, and with the aid of a PESTEL analysis, highlights all the factors presenting opportunities and limitations for the implementation of surge pricing in supermarkets. In addition to that, by conducting a SWOT analysis of dynamic surge pricing, this thesis investigates what the prerequisites are to a successful implementation strategy. In the end, it outlines possible consequences for consumers if surge pricing is used in grocery stores. It will be found that, from a theoretic point of view, a dynamic surge pricing strategy is feasible in the offline food retail market. However, it does not present the optimal pricing method for neither of the market participants.
Die Sportartikelbranche ist eine extrem dynamische Branche, seit Jahren durch enormes Wachstum und nahezu unerschöpfliches Potential geprägt. Für den Kunden ist der stationäre Handel nach wie vor die erste Anlaufstelle und somit spielen persönliche Verkäufer in dieser Branche eine besondere Rolle und benötigen wie andere Fachkräfte Motivation.
Diese Arbeit zeigt, dass allein monetäre Anreize kein taugliches Mittel sind um die Motivation dieser Mitarbeitenden positiv zu beeinflussen. Durch die Auswertung von Expertengesprächen, sowie einer großzahligen Mitarbeiterbefragung wird deutlich, dass rein monetäre Anreize eine Vielzahl an negativen Auswirkungen mit sich bringen.
Diese Auswirkungen werden dargelegt und auch quantifiziert. Am Ende ergibt sich eine Übereinstimmung mit anderen Untersuchungen und Studien. Es kann das Fazit gezogen werden, dass es zusätzlich immer auch der Mittel der intrinsischen Motivation bedarf um Mitarbeitende zur vollen Entfaltung ihrer Leistungsfähigkeit zu bewegen.
The awareness of environmental issues is growing worldwide. Accordingly, green marketing is becoming increasingly essential for the strategies and competitive advantage of international companies.
However, although the public is voicing concerns about the state of the environment and stating their intention to purchase green products, only a small percentage of consumers does so.
The analysis of several studies and relevant literature aims to find the barriers to green buying behavior, as well as counteractive influences. Additionally, opportunities for green marketing in China and the United States are explored.
The findings show relevant hindrances to green buying behavior, as well as influences, which could support the spanning of the green gap, and suggest significant opportunities for green marketing in the Chinese market.