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The achievement motivation of Generation Y in the Austrian food retailing industry and its implications on human resource management
No full textThe overall purpose of the study was to analyse successful human resources practices and strategies to increase the achievement motivation of Generation Y employees in the highly performance-oriented food retailing industry in Austria. The study aimed at providing useful concepts and information for leaders and human resources managers to apply in practice. In order to receive the required input, qualitative expert interviews with human resources managers and managers with a leadership function from various food retailers representing the Austrian market have been conducted. The emphasis was put on, among others, the perceived attractiveness of food retailers as employers, the perceived achievement motivation of Generation Y employees, shifting interests and expectations towards employers as well as human resources measures. The thematic template analysis was applied for the purpose of qualitative data analysis.
The main findings indicated that a positive perception of an employer contributes to the achievement motivation of Generation Y offering great potential for food retailers to enhance the image even further. Additionally, a supportive and appreciative leadership culture has become a significant contributor to the achievement motivation among employees of Generation Y. Various responding human resources measures and superior strategies have been identified and presented in this study suggesting the crucial role of interpersonal relationships in companies in order to remain successful and competitive in future.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Einflussfaktoren, Konsequenzen und handlungsempfehlungen der Mitarbeiterinnen- und Mitarbeiterzufriedenheit am Beispiel eines internen Call Centers eines Telekommunikationsunternehmens in Wien
No full textCall centers continue to enjoy growth as an interface between companies and their customers. On the other hand, call centers also have a bad reputation which is also characterized as their work to be challenging that offers poor remuneration and lack of career opportunities. One of the main challenges of call centers are the high employee turnover. Companies should therefore be aware of the factors influencing employee satisfaction in order to ensure sustainability.
The aim of this master thesis is to determine which factors like colleagues, superiors, work, working conditions, organization and management, development and remuneration are significant and less significant for employee satisfaction. For this purpose, a quantitative survey in an internal call center of a company from the telecommunications industry was conducted with its employees. The so-called ‘Arbeits-Beschreibungs-Bogen’ by Neuberger and Allerbeck was used to provide empirical data to answer the research question and verify or falsify the hypotheses.
In conclusion, the results of the significance weighting revealed that remuneration, colleagues and superiors rank as the most significant factors for their satisfaction. On the other hand, development, organisation and management and working conditions play a minor role. Hence, it could be assumed that the material factor plays a more significant role than immaterial factors for the employees of the internal call center.Wien, Fachhochschule des BFI Wien, Masterarb., 202
Die Finanzierung des islamistischen Terrorismus und die Bekämpfung der Terrorismusfinanzierung durch die Europäische Union
No full textDas Ziel dieser Masterarbeit ist es einige weniger sichtbare Aspekte zur Bekämpfung des Terrorismus aufzuzeigen. Sie wird die Maßnahmen zur Bekämpfung der Finanzierung von Terrorismus und andere Aspekte, die für einen erfolgreichen Kampf gegen den Terrorismus wichtig sind.
Darüber hinaus wird die Masterarbeit zeigen, wie das islamistische Netzwerk funktioniert und veranschaulichen die Praktiken und Regeln, mit denen sie legal und illegal Geld verdienen. Darüber hinaus ist es zeigt die Nützlichkeit der Sammlung und des Austauschs von Transaktionsdaten zwischen internationale Organisationen im Hinblick auf die Bekämpfung der Terrorismusfinanzierung. Darüber hinaus, die Masterarbeit zeigt die Rolle der Institutionen innerhalb der Europäischen Union und die EU selbst bei der Bekämpfung der Terrorismusfinanzierung und stellt die wichtigsten Maßnahmen zur Terrorismusbekämpfung.
In diesem Zusammenhang ist die Bedeutung der Finanzdaten, die zu einem zentralen Element geworden sind im globalen und europäischen Kampf gegen den Terrorismus diskutiert. Außerdem werden die Annahme, dass eine verstärkte Datensammlung und die Verwendung von Transaktionsdaten unverzichtbar für den Erfolg verschiedener internationaler Organisationen im Kampf gegen Terrorismusfinanzierung. Außerdem wird die Rolle der Europäischen Union bei der Bekämpfung der Terrorismusfinanzierung analysiert. Terrorismusfinanzierung und stellt die wichtigsten Maßnahmen zur Bekämpfung des Terrorismus vor.The purpose of the master theses will show some of the aspects which are less visible
when countering terrorism. It will shed light on measures countering financing of terrorism and other aspects which are important for a successful fight against terrorism.
Moreover, the master thesis will show how the Islamist network works and illustrate the practices and rules they use to gain money legally and illegal. Furthermore, it shows the usefulness of collecting and sharing transactional data between international organizations in terms of fighting against terrorist financing. In addition, the master thesis shows the role of the institutions within the European Union and the EU itself in combat terrorist financing and presents the most important measures to
counter terrorism.
In this context, the importance of financial data, which has become a central element in the global and European fight against terrorism, is discussed. It also examines the
assumption that increased data collection and the use of transactional data are indispensable to the success of various international organizations in the fight against
terrorist financing. It also analyses the role of the European Union in the fight against terrorist financing and presents the main measures to combat terrorism.Wien, Fachhochschule des BFI Wien, Masterarb., 202
Positioning companies for future success : how to attract and retain millennial employees on the Austrian labour market (an explanatory sequential mixed methods approach)
No full textThe purpose of this study is to examine what the reasons are that make millennial employees who work in Austria leave their employers after rather a short period of time, and what would potentially need to be changed by employers so that millennials would consider staying with them. The study not only aims at understanding what the millennial generation requires from their employers, but also what companies can realistically offer to their employees, how HR managers perceive this generation of young employees, and how they respond to the changing expectations that emerged when millennials entered the labour market. In order to be able to compare both views, a mixed research method combining qualitative and quantitative research was applied. While the quantitative part of the research was conducted through an online survey that collected responses from 178 millennials who currently work in Austria, the qualitative research used a method of semi-structured interviews as a form of data collection. For the purpose of this study, several HR managers that work for an organization with headquarter or offices in Austria were interviewed. In order to see the perspective of both groups - millennials and HR managers - findings from both methods related to motivation factors and factors influencing turnover were compared.Wien, Fachhochschule des BFI Wien, Masterarb., 202
Human Resources als positiver Gestalter des demografischen Wandels in Unternehmen
No full textDer demografische Wandel führt dazu, dass die Gesamtbevölkerung in Österreich immer älter wird. Waren in den 1950er Jahren noch weniger als 16% der Österrei-cher und Österreicherinnen über 60, so liegt der Anteil heute bereits bei 24% und wird bis zum Jahr 2030 auf fast ein Drittel der österreichischen Gesamtbevölkerung ansteigen. Das Altern der Gesamtbevölkerung wirkt sich auch auf die Erwerbsbe-völkerung aus. Bis 2050 wird der Anteil älterer Erwerbstätiger auf 22% ansteigen. Gleichzeitig strömt eine neue Generation von Mitarbeitern und Mitarbeiterinnen in den Arbeitsmarkt: die sogenannten Millenials oder auch Digital Natives, die ein völlig neues Verständnis von Arbeit und ganz andere Erwartungen an die Unternehmen, für die sie tätig sein wollen, haben, als ihre Kollegen und Kolleginnen aus früheren Generationen. Der größte Unterschied, der sich in der Arbeitswelt zwischen den Generationen zeigt, ist wahrscheinlich der Umgang mit neuen Technologien und den raschen Veränderungen und Neuerungen, die die Digitalisierung mit sich bringt. Während die Digital Natives es nicht anders kennen, dass es ständig neue Techno-logien gibt und sie damit aufgewachsen sind, ist es für viele der sogenannten Digital Immigrants schwer, hier ständig Neues zu lernen und sich anzupassen.
Diese Master Thesis beschäftigt sich mit den Fragen, wie die Personalabteilung den demografischen Wandel im Hinblick auf die Zusammenarbeit von altersgemischten Teams im Unternehmen aktiv und als positiver Gestalter unterstützen kann. Außer-dem welche Rahmenbedingungen es in Unternehmen braucht, um das anhand von Experten-/Expertinneninterviews, genauer analysierte Personalentwicklungsinstru-ment Reverse Mentoring, im Rahmen der „lebenszyklusorientierten Personalent-wicklung“, sowie der strategischen Personalentwicklung, erfolgreich zu implemen-tieren. Bei diesem Instrument geht es darum, dass jüngere Mitarbeiter und Mitar-beiterinnen als Mentoren und Mentorinnen ihr digitales Knowhow an die älteren Mit-arbeiter und Mitarbeiterinnen (Mentees) weitergeben.
Das Fazit aus den geführten Experten-/Expertinneninterviews ist, dass in den be-fragten Unternehmen zwar bei Bedarf Maßnahmen gesetzt werden, um dem demo-grafischen Wandel zu begegnen, Überlegungen dazu aber kaum in die strategische Personalplanung einfließen. Reverse Mentoring kann aus Sicht der Experten und Expertinnen ein ideales Instrument sein, um die Zusammenarbeit in intergenerati-ven Teams zu stärken und das digitale Knowhow der Mitarbeiter und Mitarbeiterin-nen zu fördern.Demographic change is leading to an ageing population in Austria. Whereas in the 1950s less than 16% of the Austrian population were over 60, the proportion is al-ready 24% and will rise to almost a third of the total Austrian population by 2030. The ageing of the total population also affects the labour force. By 2050, the propor-tion of older employees will rise to 22%. At the same time, a new generation of employees is pouring into the labour market: the so-called millennials or digital na-tives, who have a completely new understanding of work and completely different expectations towards companies for which they want to work than their colleagues from previous generations. The most obvious difference between generations is probably the use of new technologies and the rapid changes and innovations that digitalisation brings. While the digital natives have an excellent knowledge of new technologies and simply grew up with it, it is difficult for many of the so-called digital immigrants to constantly learn new things in that field and adapt to continuous changes. For human resources departments in the companies, the clash of different generations creates a multitude of challenges that have to be managed in the inter-ests of the company.
This Master Thesis deals with the questions of how the human resources depart-ment can actively support demographic change in terms of the cooperation of mixed-age teams in the company. In addition, it reflects on what working conditions are required in order to successfully implement the reverse mentoring tool. The question on how this tool can be implemented successfully, in the context of "life-cycle-oriented personnel development", as well as strategic personnel development has been analysed more closely by means of expert-interviews.
In a Reverse Mentoring programme, younger employees (mentors) pass on their digital know-how to the older employees (mentees). The conclusion from the inter-views with experts is that, although measures are taken in the companies surveyed to counter demographic change, considerations for this are hardly taken into ac-count in strategic personnel planning. From the experts’ point of view, reverse men-toring can be an ideal tool to strengthen cooperation in mixed-aged teams and to promote the digital know-how of employees.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Beurteilung auf künstlicher Intelligenz basierender SFA-Modelle für den Einsatz in der Prospecting Phase des B2B-Vertriebs aus Sicht österreichischer Vertriebsmitarbeiterinnen und Vertriebsmitarbeiter
No full textWien, Fachhochschule des BFI Wien, Masterarb., 201
Working paper series by the University of Applied Sciences bfi Vienna / Erfahrungen und Übertragungsmöglichkeiten von Human-Factors-Praktiken für den Umgang mit Unerwartetem in komplexen Projekten
No full textDieses Working Paper schließt an theoretische Erkenntnisse über den Umgang mit Unerwartetem in Hochzuverlässigkeitsorganisationen sowie in Projekten und projektorientierten Organisationen einerseits und Analysen über die gelebte Praxis von Human-Factors-ExpertInnen und von ProjektmanagerInnen andererseits an. Es wird der Frage nachgegangen, welche Übertragungsmöglichkeiten sich aus diesen Praktiken für das erfolgreiche Management des Unerwarteten in Projekten ableiten lassen. Acht Hypothesen, wie sie in einem vorangegangenen Working Paper erarbeitet wurden (Nachbagauer et al. 2018), dienten als Ausgangspunkt einer moderierten Gruppendiskussion mit erfahrenen ProjektmanagerInnen. Die Ergebnisse bestätigen die Hypothesen und damit die Fruchtbarkeit der theoretischen Einsichten sowie der Erfahrungen von Human-Factors-ExpertInnen für ProjektmanagerInnen. Erkenntnisse sind unter anderem, dass es in komplexen Projekten besser gelingt, sich auf Turbulenzen einzulassen; dass es in komplexen Projekten nicht gelingt, den Ablauf vollständig zu planen – Planung jedoch weiter wichtig bleibt; dass schwerfällige und rationale Verfahren und Routinen Hindernisse sein können, während vorüberlegte Strukturen und klare Ziele, Vertrauen und Entscheidungsmodelle geschätzt werden; dass je nach Phase Autonomie oder Leitung betont werden soll. Aus der Vielzahl an Instrumenten der Human-Factors-Forschung wurden unter anderem das FOR-DEC-Modell, Kreativitätstechniken, Triage-Instrumente, systemische Ansätze, die Analyse von near misses und Debriefings als hilfreich hervorgehoben.This working paper connects to theoretical insights into dealing with the unexpected in high-reliability organisations as well as in projects and project-oriented organisations on the one hand and analyses of the practice of human factors experts and project managers on the other. It examines the question, whether these practices can be transferred into projects for successfully managing the unexpected. Eight hypotheses, as developed in a previous working paper (Nachbagauer et al., 2018), served as the starting point for a moderated group discussion with experienced project managers. The results confirm the hypotheses and thus the fertility of the theoretical insights as well as the experience of human factors experts for project managers. Findings include that in complex projects it is easier to manage turbulence; that in complex projects it is not possible to plan processes fully, but planning remains important; that cumbersome and rational procedures and routines can be obstacles while well-considered structures and clear goals, trust and decision-making models are appreciated; that, depending on the phase, autonomy or direction should be emphasized. Out of the multitude of tools from human factors research, the FOR-DEC model, creativity techniques, triage tools, systemic approaches, analysis of near misses, and debriefing were highlighted as helpful.Magistratsabteilung 23, Wirtschaft, Arbeit und Statistik Call 19/03 Human Factor
Excess volatility in the term structure of interest rates, in share prices and in Eurozone derivatives
No full textThe following master thesis aims to document and study the phenomenon of excess volatility in the context of share prices, of the term structure of interest rates and of derivative instruments. The existing literature surrounding the analysis of the first two is already substantial in size and for this reason it is presented with no empirical extension, but simply with an attempt to provide an encompassing view of the results obtained thus far. The limitations of traditional models of rational expectations and of the reliance on the efficient market hypothesis are shown, as the data violates the bounds on volatility that are derived from them. Emphasis is also placed, in turn, on the possible shortcomings of the methodologies used to uncover those inconsistencies, and on potential explanations of the observed phenomenon that can be considered in line with the rational expectation framework.
Next, the focus is shifted to a relatively newer field of study: derivative instruments. Previous results of excess volatility, recovered with a worldwide focus, are presented and an empirical analysis is performed to assess whether a similar outcome would be obtained in the Eurozone market. The answer is affirmative. The exploration of financial information that falls underneath the risk-neutral measure, such as derivative prices, reduces the importance of time-varying discount rates as a potential explanation of excess volatility. In fact, the martingale measure already incorporates all potential variation in risk premia, which is the main driver of changes in discount rates. This opens the door to different and innovative prospects, and specific attention is paid to a new model for investor behaviour, that of natural expectations, which is shown to be able to fit the phenomena that are the object of this study. Natural expectations consist in the averaging of rational and intuitive expectations, with a view of capturing the extrapolative bias characterising observed investor behaviour. A suggestion is made to carry on future analysis in the direction of the further development of such framework.Masterarbeit Wien, Fachhochschule des BFI Wien 201
Potenziale von Big Data im öffentlichen Gesundheitswesen in Österreich
No full textBig Data has not only become another fancy buzzword in our business world, but is associated with the perception how things work today as a result of the world-wide digital transformation. Undoubtedly, data has become a valuable asset in the economy. The amounts of data generated all over the planet every single day seem to be hard to imagine. New techniques and technologies are required to analyse Big Data of varying quality, from diverse data sources, and preferably on a real-time basis. All over the world, enterprises are taking advantage of Big Data in order to improve their business and increase profits. Now, what about the healthcare in Austria? Can Big Data be useful for the Austrian healthcare system?
This paper focuses on the various potentials of Big Data for improvement of the public healthcare system in Austria. It describes in which areas of the public healthcare system Big Data can be applied, which impact is likely to be expected, and which benefits may be achieved. Particular attention is given to the business environment and the relations among the major players in the Austrian public healthcare system. Based on the understanding of these specific fundamental conditions, this paper explores the challenges in inter-organizational collaboration and intends to give recommendations for action to the decision-makers in order to exploit the future potentials of Big Data in the public healthcare system in Austria.Masterarbeit Wien, Fachhochschule des BFI Wien 201
Rechnungslegungsprüfung und Sicherung der internationalen Wettbewerbsfähigkeit durch Enforcement der internationalen Rechnungslegungsvorschriften in Österreich
No full textThis thesis discusses the enforcement of the international accounting standards in Austria. The main questions, which are discussed throughout this thesis are, which impact does the enforcement have on the accounting of Austrian companies, listed on the capital market, and which results were achieved during the last five years through the enforcement activities performed by the OePR and FMA.
The thesis starts by providing a basic understanding of the enforcement of the international accounting standard. This understanding is based upon the directives and guidelines of the European Union and the application of the enforcement practice is shown on a European basis.
After the discussion of the enforcement in a European context the application of the enforcement directives and guidelines is shown via the Rechnungslegungskontrollgesetz, the accounting supervising act of the Austrian government. The accounting supervising act also describes two major enforcement institutions in Austria. These two institutions are discussed thoroughly before the application of the international accounting standards and their enforcement in Austria is dis-cussed. During this section of the thesis the common enforcement priorities of ESMA and the Austrian enforcement institutions are elaborated.
Within this thesis the application of the enforcement activities in Austria is discussed. This discussion and elaboration of results is based upon publications of enforcement decisions and the analysis of these decisions. Figures are developed to show the impact of the enforcement activities in Austria, based on the enforcement decisions provided by the Austrian enforcement institutions. Ultimately the pre-clearance option on the enforcement activities of the national enforcement institutions is shown.
At the end of this thesis the results show that some IFRS are more often falsely applied than others. Throughout the years, starting with 2015, the amount of errors made during the yearly accounting are decreasing. Especially in spheres of the regulated market the impact of the enforcement is measurable. The enforcement of the IFRS in Austria, based on the guidelines of the European Union, is successful in terms of the reduction of occurring errors.Wien, Fachhochschule des BFI Wien, Masterarb., 201