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Employment in times of social media : analysis of current jurisprudence
No full textSocial media has impacted the way we communicate, as well as how employers and employees represent themselves on platforms like Instagram. This has resulted in numerous instances of employees being dismissed or terminated due to their on- and off-duty conduct in relation to social media. However, employees enjoy human rights such as freedom of expression and the right to privacy, which have a limited application between employees and employers and are not absolute. Not only employers, but also tribunals, courts and legislators are concerned with social media cases which require them to interpret existing laws in light of these new challenges. Therefore, the research question of this thesis is: Which are permitted grounds for dismissal or termination considering the social media content of employees? Which was answered by means of literature research and a comparative analysis of jurisprudence. This thesis analyzes six jurisdictions (Australia, Austria, Canada, Germany, United Kingdom and the United States of America) and highlights differences and similarities by comparing their jurisprudence. This thesis posits that the level of protection for employees based on their human rights varies from jurisdiction to jurisdiction, and the expression in question can lead to the restriction of their human rights, including the freedom of expression and public discussion about employers. There are several categories derived from jurisprudence that are permitted grounds for dismissal such as cyberbullying or hate speech. Employers try to protect their interests by implementing a code of conduct, social media guidelines or other instruments which shall ensure proper employee conduct. Concluding that the current situation is not ideal in any of the jurisdictions, ideas like the implementation of international human rights as a guideline and other proposals for employers and employees are discussed.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Soziokulturelle Herausforderungen und Konfliktprävention in hybriden Teams : die Rolle des Human Resource Management
No full textThe increasing importance of hybrid working models brings new challenges for team dynamics and conflict management. This master's thesis will examine how human resource management (HRM) can support conflict prevention in hybrid teams. The aim is to identify challenges in hybrid teams and to discover suitable HRM measures that help to reduce or avoid conflicts in them. A literature review identifies the most important causes of conflict in hybrid teams. To provide a deeper insight, expert interviews were conducted with human resource (HR) professionals and managers with experience in hybrid teams. The interviews were analyzed using Mayring's qualitative content analysis method.
The results show the importance of structured communication, clear expectations, trust building and leadership training. HR departments are recommended to take a proactive approach to hybrid collaboration by providing guidance, supporting leadership roles and encouraging a culture of openness and inclusion. While the context varies across organizations, research shows that consistent and wellcommunicated HR strategies can help avoid misunderstandings and tensions. Hybrid working will continue to evolve and HR will need to adapt its policies to support positive team dynamics in the long term. The study offers practical implications and suggestions for future HR initiatives in hybrid work environments.Masterarbeit Wien, Fachhochschule des BFI Wien 202
New Work und Agilität: Must Have oder Hype? Hindernisse in der Umsetzung der neuen Arbeitswelt 4.0
No full textThis master's thesis examines the perception and implementation of New Work and Agility in companies. The main resarch question is whether these concepts represent a necessary transformation in today’s working world or if they are a hype. Special attention is given to the challenges and opportunities that arise for companies and employees when adopting these approaches.
The study is based on a comprehensive literature review and a qualitative empirical study using guided interviews with employees from companies that practice agile methods and New Work principles. The findings indicate that agility in practice is primarily perceived as adaptability, flexibility, and a mindset, while New Work is mainly associated with work-time and workplace autonomy as well as employee well-being. A key insight is that New Work and agile methods are mostly perceived as relieving, provided they are accompanied by the right structural adjustments. However, challenges remain: An overload of tools and methods can lead to stress and overwhelm, particularly when continuous support is lacking. Additionally, the successful implementation of these concepts heavily depends on company culture and leadership roles.
The study concludes that Agility and New Work are not universal solutions for modern business challenges. Instead, these concepts must be individually adapted to each organization. Companies aiming for long-term success should not only implement new methods but also cultivate a culture of change and participation.Masterarbeit Wien, Fachhochschule des BFI Wien 202
I heard it through the grapevine: die Auswirkungen der Unternehmenskommunikation auf die Entstehung und Verbreitung von Gossip und Gerüchten
No full textGossip und Gerüchte stellen innerhalb von Unternehmen einen wesentlichen Bestandteil der internen Kommunikation dar. Sie üben einen erheblichen Einfluss auf die Unternehmenskultur, das Betriebsklima sowie die sozialen Dynamiken aus. Die vorliegende Masterarbeit untersucht, wie Gossip und Gerüchte entstehen, welche Faktoren ihre Verbreitung begünstigen und welche Rolle die Kommunikations- und Führungskultur spielt. Im Fokus stehen dabei die Unterschiede zwischen transparenten und intransparenten Unternehmen.
In der theoretischen Auseinandersetzung werden interne Kommunikationsprozesse, organisationale Netzwerke sowie die Charakteristika von Gossip und Gerüchten analysiert. Anhand von zehn Interviews mit Mitarbeiter:innen aus transparenten sowie intransparenten Unternehmen wurden die Dynamiken der Gerüchtebildung untersucht. Die Ergebnisse zeigen, dass eine transparente Kommunikations- und Führungskultur Unsicherheiten reduziert und das Vertrauen in Unternehmen stärkt. Dies führt zu einer geringeren Verbreitung von Gossip und Gerüchten. In intransparenten Unternehmen hingegen begünstigen unzureichende Informationsflüsse und autoritäre Führungsstile die Verbreitung von Gossip und Gerüchten. Außerdem wird dargelegt, dass das persönliche Gespräch der bevorzugte Kanal für den informellen Austausch ist, da digitale Kanäle aufgrund ihrer Nachvollziehbarkeit als unsicher wahrgenommen werden. Zudem wird deutlich, dass Gossip und Gerüchte sowohl positive als auch negative Auswirkungen haben können. Sie fördern einerseits den sozialen Zusammenhalt und schließen Wissenslücken, können andererseits jedoch Misstrauen und Konflikte innerhalb der Organisation verstärken.Gossip and rumours are an essential part of internal communication within companies. They have a significant impact on corporate culture, working atmosphere, and social dynamics. The aim of this master’s thesis is to investigate how gossip and rumours arise, what factors promote their spread, and what role communication and management culture play. The focus is on the differences between transparent and non-transparent companies.
The theoretical discussion analyses internal communication processes, organisational networks, and the characteristics of gossip and rumours. Based on ten interviews with employees of transparent and non-transparent companies, the dynamics of rumour and gossip were investigated. The results show that a transparent communication and management culture reduces uncertainty and increases trust in the company. This leads to a reduction in gossip and rumours. In contrast, in non-transparent companies, insufficient information and authoritarian leadership styles encourage the spread of gossip and rumours. There is also evidence that face-to-face conversations are the preferred channel for informal exchanges, as digital channels are perceived as insecure due to their traceability. It also becomes clear that gossiping and rumouring can have both positive and negative effects. On the one hand, they foster social cohesion and help to fill knowledge gaps, but on the other hand, they can also increase mistrust and conflicts within the organisation.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Digitale Reifegrade unternehmensinterner IT-Serviceprozesse
No full textMasterarbeit Wien, Fachhochschule des BFI Wien 202
Delegation practices in consulting : a study from two perspectives
No full textDelegation is a fundamental leadership practice that influences efficiency, professional growth, and team dynamics within organizations. In the high-pressure, project-based environment of management consulting, delegation plays a crucial role in balancing workload distribution and talent development. This study investigates delegation practices and challenges in consulting firms by analysing the perspectives of both consulting managers and junior consultants. To address this, the study pursues three key objectives. First, it examines how delegation is approached and executed within consulting firms from two perspectives – that of the delegator and the subordinate. It then proceeds to explore the perceived challenges faced by both parties in the delegation process, including trust dynamics, navigating internal and external expectations, and organizational aspects. The third objective assesses the broader implications of these challenges on individuals and consulting firms. . Semi-structured interviews were conducted with both managers and junior consultants. The study finds a fundamental misalignment between managerial concerns—such as maintaining quality and meeting client expectations—and junior consultants’ desire for meaningful responsibility and professional growth, leading to managerial overburden, disengaged junior consultants, and reduced efficiency. By highlighting the reciprocal nature of delegation, this study underscores the need for a structured, trust-driven, and adaptive delegation approach in consulting. While focused on management consulting, the insights extend to other high-pressure industries where effective delegation is crucial for operational efficiency and professional growth. Ultimately, this research contributes to broader discussions on leadership, empowerment, and organizational behaviour, offering practical recommendations for consulting firms seeking to refine their delegation practices and better support both managers and junior consultants.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Der Einsatz datengetriebener und algorithmisch gestützter Technologien im Projektmanagement
No full textTechnological advancements and increased availability of data have led to a growing interest in data-driven and algorithm-supported technologies such as data science, business intelligence and artificial intelligence. This is true for many industries, with project management among those affected, and with many professionals trying to understand and utilize the advantages and potential of those tools. Hence, this thesis focuses on said technologies and tries to answer how they can optimize and support specific project management tasks. The thesis also explores challenges and potentials, associated risks, and how the role of project managers might evolve through the increased usage of AI.
This study tries to answer these questions with a literature review as well as a qualitative approach with guided interviews with project management and technology experts. There are already established Data Science as well as data-driven approaches for project management, such as predictive analytics models that forecast project timelines and risks based on historical data, but their potential has not yet been fully realized. While these data-driven approaches are already established, AI is also increasingly being explored for project management, though it is still at a much earlier stage and far less established.
The findings show that enormous potential is attributed to the usage of AI, however, the practical implementation still faces several roadblocks. Some of the issues identified were more persistent than others – fear of change is less of an overreaching problem than data quality concerns, privacy issues, or high implementation costs as well as limited data literacy amongst project managers. One potent solution to counter data privacy issues could be locally hosted AI systems or the use of Retrieval- Augmented Generation (RAG) models. Especially in combination, these approaches enable organizations to enhance data security by reducing reliance on external providers and maintaining greater control over the use of (sensitive) data. At the same time, to fully profit from these technologies, project managers should collaborate more closely with data experts.
The thesis highlights two central findings: One, the significant potential to support and automate specific project management tasks using these technologies, and two, the need for organisations to invest in training their staff regarding tools and technology as well as in terms of data literacy. As technologies advance, companies and project managers will have to adapt to remain competitive in an increasingly data-driven landscape.Tippfehler auf Haupttitelseite: Der Einsatz datengetriebener und algorithmisch gestützer Technologien im ProjektmanagementMasterarbeit Wien, Fachhochschule des BFI Wien 202
Agile project management in clinical drug development
No full textClinical drug development is a complex and highly regulated process that typically utilizes traditional project management methods, such as the Waterfall approach. Even though this approach provides structured progress and facilitates regulatory compliance, its rigid structure often fails to address the dynamic nature of clinical drug development. Contrary, agile project management methods offer iterative, flexible, and collaborative strategies that have been successfully applied across various industries. However, its integration in clinical drug development remains limited due to strict regulatory frameworks, predefined trial documents, and the necessity for scientific correctness.
In this thesis the potential adaptation and integration of agile project management within clinical drug development is examined. Through a comprehensive literature review and expert interviews with professionals experienced in clinical trial management and agile methods, this thesis assesses the obstacles, benefits and potential adaptions of agile methods in clinical trial management.
The findings of this thesis suggest that although agile methods cannot be fully applied in clinical trials, a hybrid project management approach combining the structure of traditional methods with the adaptability of agile methods could significantly improve efficiency, collaboration, and responsiveness to change. Agile practices could potentially improve clinical trial processes, by reducing inefficiencies, enhancing stakeholder engagement, and fostering data-driven decision-making. However, structural, cultural and regulatory challenges must be carefully managed to ensure the successful integration of agile methods.
Ultimately, while agile project management cannot fully replace traditional methods in clinical drug development, selective adaptation of agile tools and principles could provide valuable improvements in specific areas of clinical trial management.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Werkstattmitarbeiter Werkstattmitarbeiterinnen
No full textWith the rise of the digital age, more and more digital tools are available for business purposes that could potentially improve internal processes, including personnel development. Immersive Learning is a new form of E-Learning that uses reality-altering technologies like Virtual Reality (VR) and Augmented Reality (AR). This new learning form shows promising potential for training new or existing employees in the public transportation sector through virtual, hands-on training.
This thesis examines the impact of immersive Learning on job attractiveness and employee retention in companies of the public transport sector. Through a qualitative content analysis of expert interviews, it identifies benefits such as interactive and flexible training as well as challenges like technical implementation and cybersickness.
Findings indicate that while immersive Learning enhances professional training, it is best suited as a complement rather than a replacement for traditional methods. The study concludes with recommendations for integrating immersive technologies into corporate training strategies.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Data Lake’s - Herausforderungen für moderne Datensicherungskonzepte im Kontext der Big Data Technologien
No full textMasterarbeit Wien, Fachhochschule des BFI Wien 202