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Auswirkungen von Home Office während der Covid-19 Pandemie auf die Verankerung von New Office innerhalb der Helvetia Versicherungen Schweiz
No full textFor Helvetia Versicherungen Schweiz (HVCH), the Covid-19 pandemic is an unprecedented and historic event that has forced employees and the management to challenge and rethink the whole internal organization for better agility and adaptation to the crisis. The most obvious impact is certainly teleworking. Lots of changes have taken place and the situation will never be the same again. Therefore, HVCH decided to see the initial obligation of the government regarding teleworking, as an opportunity to create a more flexible, nurturing, and engaging working environment, called New Office.
The aim of the research of this thesis is to analyze how the pandemic has suddenly made home office the new standard and thereby living flex office as a company philosophy. At the same time, this poses new challenges, especially regarding cross-border workers and the different state regulations.
To answer the research question, a quantitative study method has been selected and so a questionnaire has been sent to 140 employees, of which 101 people have responded. The main issue was to figure out what the situation was like for each person before and after the pandemic. Both closed, and open questions were asked, and subsequently analyzed. A distinction was made between gender, age, and function group.
It turns out that the majority is delighted to work in flex office and shows few concerns. This applies both to people living in Switzerland and to cross-border commuters. Nevertheless, some suggestions for improvement were made, for example rent coworking spaces in agglomerationMasterarbeit Wien, Fachhochschule des BFI Wien 202
Do Austrian stock-listed companies value ESG performance? : a comparative case study on ESG-based executive compensation in selected ATX companies
No full textCompensation policies are widely recognised as a valuable tool for management control. The variable part of compensation has an incentivizing effect and can be based on financial and non-financial factors that should ideally represent the shareholder’s interests as well as the company’s vision and goals.
With the spreading of environmental, social, and governmental (ESG) concerns in the corporate world, the requirements on companies, managers and therefore simultaneously also compensation policies have shifted. This master thesis deals with ESG in the context of executive compensation. Shareholders and stakeholders demand a stronger focus on ESG issues and companies can show their commitment by implementing incentive plans that contain such metrics.
The thesis at hand explores, what role ESG targets and the degree of their achievement play in remuneration policies of top managers. Among these factors are compensation theories and practices, ESG strategies and goals, non-financial reporting, as well as legal requirements.
The conceptional model stipulates that the underlying theory and current state of research is presented as a first step to provide a thorough understanding of the topic. Following that, an empirical study of companies listed on the ATX stock market index is conducted. The composition of the variable compensation in these companies depicts the extent to which non-financial reference values are established in practice. Moreover, the data gathered is used to draw conclusions on the effects that ESG-based compensation policies can have on a company’s ESG performance.
Finally, the findings and implications are discussed, and limitations as regards their general applicability are elaborated. The thesis concludes with an answer to the research questions and presents potential avenues for future research.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Organisatorische Implementierung der Competitive Intelligence : Erfolgskritische Faktoren und potenzielle Herausforderungen für Großunternehmen
No full textInternational competitive pressure is increasing due to globalization. Product life cycles have become shorter and new innovations have conquered the market at record speed. In order to maintain your position in the market, it is important to be constantly informed about your competitors’ actions. Competitive intelligence can be useful in this endeavour, but in many companies it has not been professionally implemented yet.
This master thesis aims to examine how a competitive intelligence process can be successfully implemented in large companies. In this context, success-critical factors and possible challenges of organizational implementation are to be identified.
To answer the research questions, an exploratory empirical study was conducted using qualitative interviews. Nine experts working in large companies or agencies with several years of experience in the field of competitive intelligence were inter-viewed. They were asked how competitive intelligence was implemented in their company, which organizational structure proved to be helpful, and what kinds of challenges they experienced during this process. The results of the study were then compared with theoretical findings and the existing state of research.
The results of the interviews show that various success-critical factors and potential challenges occur in the different process steps of the Intelligence Cycle. In many cases, parallels between theory and practice have become apparent. All factors and challenges were summarized in a practice-oriented guideline intended to support large companies in the implementation of competitive intelligence.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Altenheime
No full textThe literature review formed the basis of this work. There is a large literature base on what effects climate change will have directly and indirectly on people's health in the coming years. Consequently, the expert interviews conducted with experts of old people's and nursing homes showed that the various organizations and residential institutions have already had some experience with climate protection and climate change adaptation measures, but that the health effects on employees and residents have not yet been structurally considered.
The action framework according to Rudolph et al from the Public Health Institute in Oakland and Berkeley, California, shows the interdependencies as well as interfaces and recommendations for action of health and climate relevant strategies and processes. On the basis of the framework and based on the content gained from the literature review and the conducted interviews, various recommendations for action for old people's and nursing homes were determined.
At the interface between sustainable climate and health management, numerous approaches have been identified that combine benefits for the environment and climate protection as well as for people's health, as well as aimed at increased equal opportunities and a stronger strategic orientation in the area of prevention and health promotion.
The main aim is to reduce the risk in order to minimize the vulnerability of residents, but also the direct and indirect consequences of climate change on the health of employees and residents in old people's and nursing homes, while reducing exposure to the prevailing dangers of climate change. In addition, it is necessary to ensure medical care for vulnerable groups such as very old, multimorbid residents and to continuously adapt care to the changing needs due to changing climatic conditions.
For comprehensive climate and health management, it is particularly important to break new ground and make better use of new developments and the potential of digitization through innovative ideas and concepts in the field of care. Health-promoting conditions are needed in the facilities in order to generate health-promoting behaviour. It is also essential to start with the skills of health experts (nursing staff, doctors, therapists, etc.), to empower and motivate them to make a contribution to climate protection themselves and become part of the solution. In addition, starting points for reducing the CO2 footprint in old people's and nursing homes should be implemented in order to provide additional health benefits.
Ultimately, however, it is also about networking and using cooperation to work together on problems and challenges with increased strength. Through research and the generation of new scientific findings for the target group and the nursing sector as a whole, an innovative advantage over competitors could therefore be built up, if necessary.
The climate crisis is a health crisis, too. Therefore, it is significant that we all understand how our environment and health are related. Only if we have the necessary knowledge, we can successfully implement counteracting measures.
The effects of climate change hit vulnerable groups first and foremost. Hence, it is important that we pay special attention to these very people for their needs in order to protect them.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Interdisziplinarität auf der Akutgeriatrie und Remobilisation des Franziskus Spitals Wien, Standort Margareten
No full textDas Arbeiten im Gesundheitswesen steht im ständigen Wandel. Krankheitsbilder werden komplexer, die Erwartungen der Patient*innen steigen. Bedingt durch den demografischen Wandel steigt die Anzahl zu betreuender Personen vor allem im geriatrischen Bereich, bei gleichzeitig bekanntem Personalmangel im Gesundheitsbereich. Somit wird die nähere Betrachtung einer der Station für Akutgeriatrie und Remobilisation (AG/R) für die vorliegende Masterarbeit gewählt. Eine funktionierende interdisziplinäre Zusammenarbeit ist erforderlich, um all den beschriebenen Ansprüchen gerecht werden zu können.
Das Ziel dieser Masterthesis, ist es herauszufinden, wie die Mitarbeiter*innen in den medizinischen Berufen auf der Abteilung für AG/R am Standort Margareten des Franziskus Spitals Wien die interdisziplinäre Zusammenarbeit beurteilen. Insbesondere sollen dabei die aktuelle Situation dieser Teamarbeit, fördernde und hemmende Faktoren, deren Auswirkungen auf das Personal selbst, die Arbeit mit Patient*innen und die Folgen für stationsinternen Abläufe, sowie Verbesserungsvorschläge erhoben werden.
Nach erfolgter Literaturrecherche wurden 6 teilstrukturierte Interviews im Mai und Juni 2023 via Zoom durchgeführt. Die Befragung orientierte sich an einem zuvor erstellten Interviewleitfaden. Die Interviews wurden mit 2 Mitarbeiter*innen der Ärzteschaft, einer Pflegekraft, einer Diätologin, einer Ergotherapeutin und einer Logopädin geführt. Deren Auswertung erfolgte mittels qualitativer Inhaltsanalyse nach Mayring. Anschließend wurden die Analyseergebnisse mit den recherchierten Inhalten aus der Literatur verglichen. Dabei stellte sich heraus, dass die Befragten Mitarbeiter*innen zufrieden mit der interdisziplinären Arbeit an ihrem Arbeitsplatz sind. Besonders geschätzt wurden unter anderem die direkte Kommunikation sowie die Zusammenarbeit mit den anderen Berufsgruppen auf Augenhöhe. Es wurden im Rahmen der Interviews deutlich weniger hemmende Faktoren und Verbesserungsvorschläge im Vergleich zur Literatur angegeben. Die meisten negativen geäußerten Aspekte von den Befragten zur interdisziplinären Zusammenarbeit bezogen sich auf mangelnde personelle und zeitliche Ressourcen.
Weitere Forschung zum Thema interdisziplinäre Zusammenarbeit auf akutgeriatrischen Stationen in einem erweiterten Setting wird im Fazit der Arbeit als sinnvoll erachtet, um deren Stellenwert weiter hervorzuheben und Rahmenbedingungen dafür gezielt schaffen zu können. Eine konstruktive Organisation dieser Teamarbeit wirkt sich nicht nur auf die Patient*innenversorgung positiv aus sondern auch auf die Motivation und das Engagement der medizinischen Mitarbeiter*innen. Ein weiterer positiver Effekt der interdisziplinären Teamarbeit ist die Verbesserung der Arbeitsabläufe im stationären Bereich wie aus den Interviews im Rahmen der vorliegenden Masterarbeit hervorgeht. Handlungsempfehlungen für die Implementierung einer konstruktiven interdisziplinären Zusammenarbeit werden abschließend zusammengefasst gegeben.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Evaluierung der Datenqualität eines KI-basierten Algorithmus in der Automobilindustrie
No full textMasterarbeit Wien, Fachhochschule des BFI Wien 202
Sankt Galler
No full textIn times of ever-faster change and increasing digitalization of all sub-areas of our society it is also important to embed and adapt business models into the new environment. Therefore, two frameworks have established themselves, the St. Gallen Business Model and the Business Model Canvas, which are intended to support the redesign or adaptation process of business models.
A general view to business models themselves and digital business models is important to create a foundation for the later following research of the theoretical position of the two frameworks.
These two frameworks are used to adapt them to a project and to approximate to a suitable digital business model. The project in this thesis is the young platform PLC-Alarm.com, which is intended to support developers by creating machine messages and their documentation.
The thesis analyzes how suitable the two frameworks are for the development, review, and adaptation of business models. It also breaks down their differences and similarities. Particular attention is paid to how these two frameworks satisfy the requirements and how these frameworks solve the challenges for the project PLC-Alarm.com. Also, the strengths and weaknesses of each framework are critically evaluated to find general characteristics for the frameworks.
In the following empirical analysis, the project PLC-Alarm.com itself is explained in more detail. Subsequently, various analyses are conducted before the frameworks are individually applied to the project under investigation. Attention is also paid to the environment of the project to guarantee a wide perspective. The findings and results are objectively considered and presented. It is also shown, which practical changes and integrations should be done to the project PLC-Alarm.com.
A final presentation of limitations and the central results complete the view on the topic of business models. While the St. Gallen business model represents more of a view of the final product, the Canvas business model reflects the entire structure of the internal company. A perspective on the two frameworks should be created by this thesis in consideration of the latest scientific status about business model frameworks.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Die Entwicklung der Arbeitskräfteüberlassung im Angestellten Beschäftigungsverhältnis in Österreich
No full text(kein Abstract in der Arbeit)(no abstract found in thesis)Masterarbeit Wien, Fachhochschule des BFI Wien 202
Teamkultur in der hybriden Arbeitswelt
No full textWith hybrid work becoming the new standard in the post-pandemic world, the question arises as to what extent team culture will be influenced by this popular form of work. The success of a hybrid work environment is largely dependent on the team culture within the organization, and how team members interact and collaborate with one another. With each person working in her:his own unique way, it raises the question of how a cohesive structure can be established. Therefore, this paper aims to detect the impact of the hybrid work model on the team culture and how the culture can be boosted within this setting. Furthermore, occurring chances and challenges are analyzed.
This paper presents a comprehensive overview of team culture in the hybrid working model, based on a literature review and empirical study conducted through six expert interviews with team leaders. The study provides insights into the importance of team culture in the success of a hybrid work environment, with a focus on the differences in team culture between in-person and remote teams, as well as the challenges and opportunities associated with hybrid teams. The research highlights the critical role of clear communication, collaboration and trust in building a positive team culture, particularly in hybrid teams where team members may be working from different locations.
Overall, the study emphasizes the importance of developing a strong team culture in a hybrid work environment and provides practical recommendations for team leaders to foster a positive and productive team culture in a hybrid work environment.Masterarbeit Wien, Fachhochschule des BFI Wien 202
The relationship between motivational factors and organizational commitment : a quantitative empirical study in Austrian start-ups
No full textAny type of organization strives to achieve success through continuous growth and the right team to make this possible. Therefore, it is necessary to understand what drives, motivates and commits employees to a business to adapt actions accordingly. The following master thesis examines the relationship between different motivational factors and types of organizational commitment among employees in Austrian founded start-ups. With that, present intrinsic and extrinsic motivational factors were discovered, followed by the different present types of organizational commitment. Quantitative research was conducted to generate the dataset for the empirical analysis while using a standardized online questionnaire. The results have shown that intrinsic motivational factors are more present than extrinsic ones among employees in Austrian founded start-ups. Further, the most affected type of organizational commitment was the sense of belonging and identification (affective commitment) towards Austrian start-ups. Hence, the relationship between intrinsic motivational factors and affective commitment has been the strongest positive correlation. In contrast, extrinsic motivational factors and affective commitment have no significant correlation. Normative commitment was found to have a positive relationship with both types of motivation. Continuance commitment has a negative correlation with intrinsic but a positive correlation with extrinsic motivational factors. Thus, survey sample of employees working in Austrian founded start-ups have a strong level of intrinsic motivation, which positively shapes their relationship with organizational commitment. Therefore, derived recommendations for Human Resources departments focus on fulfilling intrinsic motivational factors to encourage their workforce towards a sense of belonging.Masterarbeit Wien, Fachhochschule des BFI Wien 202