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Die digitale Transformation stellt das Supply Chain Management vor große Herausforderungen. Es muss Antworten und Lösungen finden, um in einem global vernetzten Marktumfeld die Wettbewerbsfähigkeit der Supply Chain sicherzustellen. Das Konzept der Blockchain und der Smart Contracts versprechen großes Potenzial. Gerade im Bereich der Prozessautomatisierung und der Kostensenkung, durch das Entfallen bisher notwendiger Clearingstellen. Allerdings stellt sich auch immer die Frage nach der Datensicherheit und Schutz vor unbefugter Manipulation. Ziel dieser Arbeit ist es Anwendungsmöglichkeiten und Potenziale einer Blockchain und Smart Contracts im Supply Chain Management zu identifizieren und zu beschreiben
Cultural considerations for Germans working with Japanese in virtual teams for project management
(2019)
In today’s globalized and multinational working world, being part of a team that uses technology in order to cross distance, time zones and even organizations, a so-called virtual team is becoming increasingly common. While extensive research on this topic is available, most of the current research is very theoretical and only in part useful for a member of a virtual team in order to enhance performance. A clear guideline on how to effectively work in an intercultural virtual team is not existent at this point.
This research, aims to produce a clear guideline for Germans working in virtual teams with Japanese in the style of the Project Management Body of Knowledge Guide. Identifying the key challenges of virtual teams and the specific cultural differences of Germans and Japanese, based on Hofstede’s cultural dimensions model are the starting point for this research. Due to the specificity and the novelty of this research a grounded theory approach has been taken and in-depth qualitative interviews were conducted with 12 Japanese employees, who regularly work in virtual teams with Germans. Grounded in the experiences and challenges of the participants, the findings help construct a guideline for Germans working with Japanese in virtual teams.
Results are structured according to 4 of the key challenges virtual teams face: trust, communication, leadership and technology/knowledge sharing. The guideline addresses the different communication styles of Japanese and Germans, differences in hierarchical thinking as well as the more collectivistic point of view of many Japanese. The guideline, that has been produced, is intended as a quick guide including recommendations for Germans to enhance their virtual team work with Japanese.
Many articles claim that the structure of a self-organizing team achieves the highest level of agility. Therefore, this paper examines the assumption about the agility of self-organizing teams. This is done through a qualitative secondary research which answers the following questions:
1. What are the required attributes for a workforce to be agile?
2. What are the characteristics and attributes of self-organizing teams?
3. Do self-organizing teams fulfill the requirements of an agile workforce? If yes, how?
Through literature reviews the requirements that make a workforce agile and the characteristics of self-organizing teams are observed. It is considered that if the characteristics (which makes up the structure) of self-organizing teams fulfill the requirements of an agile workforce, this claim is then believed to be valid.
The results of such an examination shows that an agile workforce needs to be empowered, capable and competent, adaptive and flexible, team oriented, cooperative and collaborative and continuously given feedback and trained. Similarly, the observed characteristics of self-organizing teams describe them to be autonomous, communicative and collaborative, redundant and reconfigurable, cross-functional, team oriented and capable of learning.
Through an analysis of the findings, it is confirmed that self-organizing teams fulfill the basic requirements of an agile workforce. Therefore, self-organizing teams are considered to be agile. Finally, companies that seek agility are advised to adopt the structure of self-organizing teams.
Purpose – To empirically examine the impact of a set of influencing factors on B-to-B sales call success from a buyer, salesperson and neuroscientific perspective
Design/methodology/approach – A literature review was conducted to find potential non-economic influencing factors and a set of hypotheses was generated. Subsequently, findings were verified through an expert interview. Then two surveys examining the buyer and sales perspective were carried out and hypotheses were tested. Lastly, results were aimed to be explained from a neuroscientific perspective.
Findings – The results show that trust, emotion and empathy are positively correlated to sales call success. However, communication, listening skills, empathy, appearance and personality variables were on average still perceived as somewhat important for sales call success by both survey groups. Neuroscientific literature could provide insights into the effects of trust, emotion, appearance and extroversion on sales call outcome.
Research limitations – The sample size permits only a general analysis and conclusions. Buyers participating in the survey tended to evaluate sales calls as rather successful, leading to an underrepresentation of “unsuccessful” sales calls in the data set. Neuroscientific literature provided insights but could not fully explain the suggested model.
Practical implications – Emotional and non-economic factors including trust, positive emotion and empathy should be part of a successful sales methodology so that the effects of these factors are considered to improve the outcome of sales calls
Ziel dieser Arbeit ist es zu erforschen inwiefern Führungskräfte den gesundheitlichen Zustand ihrer Mitarbeiter beeinflussen können. Macht falsche Führung krank? Wie kann man gesunde Führung umsetzen und warum ist das wichtig? Hierbei wird negativer Stress am Arbeitsplatz als Hauptfaktor für Burnout und psychische Erkrankungen näher analysiert. Traditionelles Führungsverhalten wird kritisch betrachtet und begründet folglich wichtige Ansätze gesundheitsförderlichen Führens. Die Bedeutung gesunder Führung und der Einfluss des direkten Vorgesetzten auf die eigene Zufriedenheit werden anhand aktueller Studien gezeigt. Gesundheitsmaßnahmen der leitenden Organisation und Personalentwicklung bilden zusätzlich wichtige Komponenten.
Jene Erwartungen, die heutzutage an die Führungspositionen gestellt sind, werden im weiteren Verlauf der Thesis hinterfragt. Welche Herausforderungen entstehen für Führungskräfte und Geschäftsleitung? Die Bedeutung von Führungskompetenzen und Führungskräfteentwicklung nimmt seit Jahren zu.
Als praktisches Beispiel dafür wurden zu den Forschungsfragen Interviews mit der jeweiligen Leitung des betrieblichen Gesundheitsmanagements zweier Unternehmen aus der Region Südschwarzwald geführt. Die qualitative Befragung ergab einen eindeutigen Bedarf an psychischem Gesundheitsmanagement. Die Rolle von Führungskräften wird in beiden Fällen als höchst bedeutend angesehen und in der Studienanalyse näher erläutert.
Islamic banking is the new trend emergent within the modern-day banking industry, yet minimal literature is written about it. Most of the literary content today is regarding conventional banking, especially in non-Muslim countries and continents, Europe and U.S. included. Lack of literature is a threat to the operationalization of both modes of banking, due to lack of information and market analysis data. One of the fields where minimal literature coverage exists is market regulation – which is basically information as to how these two types of banking are regulated according to legislative structures. In light of this literature gap, this study emerges to explore the market regulative structure of both Islamic and conventional banks. The methodology to collect primary data is through interviews of selected players in both Islamic and conventional banks, such as bank managers, consultants, and personnel in the IT and finance department. The results of the interviews demonstrate that Islamic banks are faced with shortage of market regulation structures while conventional banks, on the other hand, are overwhelmed with over-regulation. The study provides several feasible solutions for these challenges.
In der vorliegenden Masterarbeit wurden verschiedene Ansteuerungsstrategien für den Betrieb von dreiphasigen Active-Neutral-Point-Clamped- (ANPC) Mittelspannungs-Netzumrichtern mit Siliziumkarbid (SiC) Halbleiterschaltelementen untersucht. Durch die Vielzahl an aktiven Schaltelementen können bei der ANPC-Topologie zur Modellierung des gewünschten Ausgangssignals zahlreiche unterschiedliche Ansteuerungsstrategien eingesetzt werden. Je nach gewählter Ansteuerungsstrategie können so unter anderem die Faktoren Schalt- und Durchlassverluste, Wirkungsgrad, Verlustverteilung, Schalter- und Ausgangsschaltfrequenz, der Oberschwingungsanteil des Ausgangssignals, sowie die maximale Spannungsbelastung der Halbleiter beeinflusst werden.
Neben der elektrotechnischen Beschreibung der aktuell eingesetzten Umrichter-Technologien wurden in dieser Arbeit primär aus aktuellen Veröffentlichungen und Dissertationen verschiedene Möglichkeiten für die Ansteuerung von ANPC-Umrichter zusammengetragen und insgesamt sieben Sinus-Pulsweiten-Modulationsstrategien (S-PWM) im Detail untersucht. Hierbei wurde für jede vorgestellte Modulationsstrategie das Grundfunktionsprinzip aufgezeigt und analysiert, sowie die sich daraus ergebenden Vor- und Nachteile herausgearbeitet.
Anschließend wurden alle vorgestellten S-PWM-Strategien in der Schaltungssimulationssoftware PLECS implementiert und diese in verschiedenen Betriebszuständen simuliert. Die Simulation ergab, dass sich bei der ANPC-ALD-Strategie eine bestmögliche Verlustverteilung zwischen den Halbleiterelementen einstellt, bei der ANPC-OOZS-Strategie die geringsten Durchlassverluste entstehen und bei den Strategien ANPC-DF, -12, -R2:1 und -SSLD im Bereich der Nulldurchgänge des Ausgangssignals an den inneren Halbleitern kurzzeitige kritische Überspannungen auftreten. Bei den Strategien ANPC-11-Sync, -ALD und -OOZS treten dagegen keine Überspannungen an den Halbleitern auf.
Ausgehend von diesen Simulationsergebnissen wurden die Strategien ANPC-DF, -ALD und -OOZS für den potentiellen Einsatz in Mittelspannungsumrichtern ausgewählt, auf einem FPGA-Board implementiert und damit eine geeignete Niederspannungstestplattform in Betrieb genommen. Durch praktische Messungen auf dieser Testplattform konnten die Simulationsergebnisse in einem ersten Schritt verifiziert werden. Sowohl das erstellte Simulationsmodell als auch die in Betrieb genommene Testplattform können somit zukünftig für weitere Untersuchungen im Bereich der ANPC-Umrichter-Ansteuerungsstrategien eingesetzt werden.
Nachhaltigkeit ist für die Gesellschaften unseres Planeten von grundlegender Bedeutung, ebenso wie Software Systeme immer mehr Teil der heutigen Gesellschaften werden. Daher gewinnt Nachhaltigkeit auch immer mehr an Relevanz im Software Engineering und es wurden erste Ansätze entwickelt, um Nachhaltigkeit bei dem Software System Design zu berücksichtigen. Dennoch bleibt es schwer die erst später eintreffenden Auswirkungen von Entscheidungen, die beim System Design getroffen werden, zu erkennen und zu bewerten. Um diese schwierige Aufgabe zu unterstützen, wird in der Keynote die Metapher „Sustainability Debt“ vorgestellt. Die Metapher hilft bei der Identifikation, Dokumentation und Kommunikation von Nachhaltigkeitsfragen im Software Engineering. Sie baut auf der bestehenden Metapher des „Technical Debt“ auf und erweitert diese um vier weitere Dimensionen der Nachhaltigkeit (individuell, sozial, ökologisch, ökonomisch). Neben der Bedeutung der Metapher Sustainability Debt und ihrer Verwendung im Software Engineering wird im Rahmen der Keynote auch darauf eingegangen wie im Software Engineering Entscheidungen getroffen werden. Da Entscheidungen im Rahmen des Sustainability Debts immer bedeuten einen Kompromiss zu schließen zwischen zeitnahen und entfernten Ergebnissen. Bei solchen intertemporalen Entscheidungen werden entfernte Ergebnisse oft als weniger bedeutsam bewertet als zeitnahe, was berücksichtigt werden muss, um eine entsprechende Entscheidungsunterstützung zur Verringerung des Sustainability Debts zu liefern.
Cylindrical grinding is an important process in the manufacturing industry. During this process, the problem of grinding burn may appear, which can cause the workpiece to be worthless. In this work, a machine learning neural network approach is used to predict grinding burn based on the process parameters to prevent damage. A small dataset of 21 samples was gathered at a specific machine, grinding always the same element type with different process parameters. Each workpiece got a label from 0 to 3 after the process, indicating the severity of grinding burn. To get a robust neural network model, the dataset has been scaled by augmentation controlled by grinding experts, to generate more samples for training a neural network model. As a result, the model is able to predict the severity of grinding burn in a multiclass classification and it turned out that even with little data, the model performed well.
As the business environment is constantly changing, development in the leadership area is also needed. What works just fine a few years ago cannot longer be used as effective leadership skills. Therefore this thesis deals with the changing requirements for future leader focusing on coaching as a leadership instrument.
Die Arbeit Digitale Markenentwicklung - Analyse des Markenauftritts der Bundeswehr anhand des identitätsbasierten Markenführungskonzepts beschäftigt sich mit der Bundeswehr als Markenkonstrukt. Als theoretische Grundlage dient das identitätsbasierte Markenführungskonzept von F.-R. Esch. Hierzu gilt es außerdem zu untersuchen, inwieweit sich Online-, Hybrid- und Offlinemarken voneinander abgrenzen und wie sich das identitätsbasierte Markenführungskonzept zu diesen verhält. Ziel ist es, die Marke Bundeswehr mit der Markenidentitätstheorie anhand eines ausgewählten Kanals praktisch zu beschreiben, sowie dessen Ergebnisse in Beziehung zur Theorie zu stellen. Kern des Ziels ist es auch festzustellen, wo die Bundeswehr der Theorie folgt und wo sie davon abweicht, woraus sich weiterführende Handlungsempfehlungen ergeben können.
Data for homogeneous thermofluorimetric assays for ethanolamine using aptamers and a PCR instrument
(2019)
Based on the history of office design, the changing technological environment and current business challenges, the physical workplace is an important aspect of the employee experience. The aesthetics of the work environment are one aspect that influences well-being and satisfaction on many different levels. This thesis provides a holistic and comprehensive perspective on the topic, including important influential factors from several scientific disciplines.
Two main dimensions of influence on the employee experience are considered. The direct- affective dimension deals with findings mostly from environmental psychology and neuroscience, which includes the impact of internal environmental quality and other psychological effects. Despite not always being consciously recognized, aesthetics and sensual perception have strong implications for the psychological well-being of organizational members.
The indirect-cognitive dimension deals with the work environment as an expression of organizational culture and the resulting implications of aesthetic considerations and the related symbolic and functional dimensions of the physical work environment. Common organizational artifacts and themes are explored as examples of the influence of aesthetic considerations for workplace design.
Next to the employee perspective, the managerial perspective and important implications, restrictions and issues for organizations in the creation and operation of workspaces are also considered.
Empirical research has been conducted to evaluate the application of aesthetic considerations and related issues in practice. Four expert interviews provide insight into the perspective of workplace design professionals on the aesthetics and related aspects of design, implementation processes and employee experience.
The aesthetic dimension of workplace design is often not actively considered by organizational members and management, but the research conducted in this work provides far-reaching evidence for the potential benefits of more considerate design choices for the aesthetics and beauty in the workplace. Using measures on both the direct and indirect levels of influence, the well-being and satisfaction of employees can be increased, and the attitudes and feelings held towards the organization can be improved. The importance of the interrelated fields of organizational culture and cultural change is explored. In addition, practical recommendations for the optimization of the aesthetical dimension of workplace design are offered at the conclusion of this work.
How will the future of business schools in Germany look like in 2035? Scenario Planning with INKA 4
(2019)
Business schools have been largely successful in attracting students and producing publications in the last few decades. Nevertheless, this success has raised several concerns. With many variables influencing business schools, it is useful to predict how the future of business schools might look like. Hence, this paper aims to detect current trends in order to forecast and examine the future of German business schools by the year 2035. With the help of the scenario software INKA 4, future scenarios were generated. In order to develop these scenarios, various areas of influence, e.g. Environment, Supply, Demand, Pedagogy, and Technology were identified and conceptualized with regard to current research and literature. The final result consists of four distinct scenarios, which reflect the potential pathway of German business schools in the future.
The phenomenon of social innovation is becoming an increasingly important topic with an increasing number of people implementing different types of social innovation projects. So far, little research has been carried out to understand the structure of the projects and the characteristics of the entrepreneurs and initiators behind. This study aims to close this gap by analyzing 80 social innovation projects in the fields of housing, poverty, immigration and environment as well as by examining 117 founders behind these projects. The main results suggest that the projects are clustered around the metropolitan areas of Berlin, Munich and Stuttgart and tend to be founded relatively recently. No clear tendencies and distinctive characteristics in terms of financing and organization could be observed. The social entrepreneurs tend to be of a younger age and most notably, an overwhelming majority are academics holding at least a bachelor’s degree and even more frequently a master’s degree. Generally, some field-specific differences could as well be observed, such as more engineers being active in the field of environment and more individuals with a social sciences background being active in the poverty sector. However, the findings of this study should not be generalized to the entire social innovation scene in Germany and to all its social entrepreneurs.
The aim of this study consists oftwo main objectives: First,to investigatethe penetration and preferences of fintech solutions from the payments sector within the studied population, as well as the elaboration of a forecast for the upcoming years.Second, to examinethe main elements that influence the intention of young customers when deciding to adopt fintech-basedpayment solutions. Existing research has tested several factorsfrom which the variables of trust, transaction efficiency and ease of use are included onthis paper. Additionally,the value-added propositionfrom this studyis represented by the incorporation of sustainability-related purposes into thisanalysiswith the intention of reflecting the increasing presence of efforts to integrate this component within thefinancial industryin recent years.A research model is proposed and tested by including elements based on theTechnology Adoption Model (TAM). By exploring the results of primary data through asurvey with 463 responses from university studentsandexamining secondary sourcesof information, the findings of this study demonstratethat all four tested variables have a positive impact on the intention of using fintech-based payment solutions.Sustainability-related purposes do not play a major role in the decision of using these apps, however, even with a minimal influence, theeffect on intention is positiveand statistically significant. The findings of this study pose important implications for stakeholders within the fintech spectrum whose purposes are related to increasing the intention of young consumers towards using these productsandto provide enoughevidence of the importance of designing incentives that fuel sustainability stewardshipwithin the financial sector.
Entrepreneurship is being characterized by innovation and change. An entrepreneurial mindset possesses the ability to simplify business operation processes and consumer products as well as improving service features. Furthermore, entrepreneurship does not only result in economic growth and prosperity, it also accelerates and promotes research and development.
The economy as well as individuals benefit from such innovative inventiveness. Many governmental departments recognize the positive and advantageous effects and therefore want to support and stimulate entrepreneurial activities right from the outset. Therefore, governmental authorities introduced a numerous of different funding pro-grams in recent years, specifically designed for young entrepreneurs.
To enhance start-up activities and to increase the overall entrepreneurial spirit in Ger-many, universities need to expand their educational framework by one component, namely the Third Mission. Hence, universities are not only responsible to promote ed-ucation and research, but also to create an entrepreneurial culture as well as anchoring it in the educational system. The objective is to support and expedite entrepreneurship from its very beginning.
This paper aims to analyze current entrepreneurial business activities, specifically at German universities. Moreover, key success factors, for instance, state subsidy pro-grams as well as business cooperation’s will be presented and analyzed. Hence, the essential objective of this paper is to find appropriate and successful entrepreneurial approaches which are feasible at the Hochschule Furtwangen University.
Population growth, urbanization and climate change are regarded as the megatrends of today's society. This goes hand in hand with a high consumption of resources and pollution. Indeed, these megatrends are mutually reinforcing. A significant part of this is due to mobility in daily life. Technological change such as digitalization, creates innovative concepts to improve mobility and to deal with these changing circumstances. A comprehensive concept in this respect is mobility as a service. This thesis focuses on the identification of the mobility ecosystem and thus on the various stakeholders. First of all, it deals with the definition of mobility as a service in order to identify the ecosystem in particular in the second step. Mobility is classified and analyzed by working on the basis of secondary literature and a quantitative as well as qualitative methodology in expert interviews. This allows conclusions about the relationships, prerequisites and obstacles within the ecosystem and stakeholders.
The results of the thesis suggest that collaboration within the ecosystem is a prerequisite for the implementation of mobility as a service. Furthermore, that mobility as a service should ensure adaptability, since local infrastructures differ between Germany, USA and China, but also within these countries. This adaption process is iterative. The obstacles are interoperability and the willingness to cooperate. Moreover, the results imply that mobility as a service will assert itself more quickly in urban areas due to factors such as the pressure to act and the availability of mobility services as well as the number of customers.
The notion of frugal innovation or how to do more with less becomes increasingly relevant in a world which faces many severe health care challenges. In general, frugal innovations have the potential to provide low-cost, simple, and valuable solutions to these challenges. Therefore, this research aims to shed light on key success factors and patterns of frugal innovations in the Indian health care sector. For this reason, the research analyzes a sample of nine selected frugal innovations. The frugal innovation examples are examined with respect to their innovation characteristics. Further, the examination of success patterns allows to investigate the potential of reversed innovation in developed countries in order to improve global health. To sum up, the research provides profound insights on the subject of frugal innovations and conclusions on the research questions. Finally, an outlook on future developments in the health care sector and future research are given.
Global warming provokes our climate and the world how we know it today to change severely. The production of food together with its consumption is responsible for 19-29% of world’s greenhouse gas emissions caused by human activities and further rises are
expected. As a response to this phenomenon, the assessment of a product’s carbon footprint has awaken huge interest with the purpose of controlling food’s environmental impact during its life-cycle. In order to involve individuals in the target of reducing harmful emissions, besides governmental and business efforts, CO2 labels have been developed to communicate a product’s carbon footprint and enabling consumers to make more climate-friendly purchase decisions. However, it has been shown that a successful
implementation of CO2 labels on grocery products still confronts barriers from the consumer side.
For a better understanding of the meaning of mentioned labels, this thesis deepens the theoretical backgrounds of greenhouse gas emissions and the carbon footprint related to the food industry. In a second step, the acceptance and effectiveness of carbon labels on
groceries will be analysed critically by using contextual literature reviews and a case study on German purchase behaviour.
After the Second World War and especially in the early 70s a new phenomenon arose – today widely known as globalization. It eliminated barriers and thus increased international competition. Companies such as Siemens, General Electrics and Procter & Gamble were forced to act globally in order to stay competitive and therefore they had to redefine their businesses in a strategic and internationally oriented manner. As one of a company’s most essential departments, human resources was tremendously forced to adapt to the changed business environment. Language skills, cultural awareness and global mobility were only a few new requirements in human resources.
Early in the beginning of globalization, large companies recognized the opportunity to outsource specific departments with the goal of cost-saving and resource bundling. Manufacturing was and still is a predestined department to make use of outsourcing, whereas the situation for other departments including IT, procurement and human resources is more complex. The main fear is losing control to the outsourcing partner. Main departments with a strategic importance for the overall success are therefore only conditionally suitable for outsourcing. Companies need to ask themselves, how much control over their human capital they are willing to sacrifice for saving costs and staying competitive. With the purpose to evade this conflict of objectives, companies seek for a hybrid model, which allowed them maintaining control and cutting costs at the same time.
In the early 70s, first companies found the solution in the Shared Service Center model, which then rapidly spread throughout a number of countries and industries. Human Resources Shared Service Centers can be defined as a hybrid model, combining advantages and avoiding disadvantages of outsourcing and decentralization of Human Resources. The Shared Service Center model is expected to lower costs, improve efficiency and service quality, and enable organizations to better focus on core functions. Although the strategy seems only having advantages, there are many aspects to consider in the pre-implementation phase. Moving to the Shared Service Center model represents an immense strategic project, including high risk, costs and impact on the overall success. For this reason, the project needs to be well planned, designed, implemented, monitored
and evaluated from the right people, at the right time and at the right place. Any small mistakes made during the project might have an unpredictable and irreversible impact and prevent the company from benefiting of the Shared Service Center model or might even force the organization to stop the project completely. Before deciding to implement Shared Service Centers, companies need to accept that there is neither guarantee for success nor a universally valid success strategy. Best and worst practices will be discovered during the transition at the earliest and a success evaluation can only happen in the post-transition phase. Although the Shared Service Center model is not a recent trend as it found first-time application many decades ago, the topic remains relevant as many companies still hesitate implementing this risky strategy. Some organizations succeeded, others failed and returned to their old approach while some are currently in the transition phase.
Before deciding to move to the Shared Service Center model, one of the top pharma company’s was facing the same issues as other companies on such a scale. The management increasingly felt the pressure to offer the same or an even better service quality at a lower price. Changing the strategy and implementing Shared Service Centers across the globe was seen as the most promising solution. The large pharma company with employees of many nationalities worldwide offers a huge variety of cultures, which can be seen as a chance, but also as an obstacle on the way to a successful Shared Service Center implementation. Primarily, the company has to consider that the project might not work in the same pace, quality and method for all countries. Finding best practices for all countries is a desirable goal, yet not easy to achieve.