Open Access

Im April 2020, d.h. zum Start der Online-Lehre des Corona-Semesters, wurde unter Studierenden der HFU eine Umfrage durchgeführt. Dieses Dokument beinhaltet die Ergebnisse der 1.150 teilnehmenden Studierenden.

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.

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.