Publikationsserver der Fachhochschule des BFI Wien
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Ökonomische Aspekte Künstlicher Intelligenz in der radiologischen Diagnostik : Entstehung der Willingness-to-pay und praktische Anwendung
No full textMasterarbeit Wien, Fachhochschule des BFI Wien 202
Asthmatherapie unterstützt durch Apps : Nutzenerwartungen von Patientin/Patient und Ärztin/Arzt für die gemeinsame Asthmatherapie: Hinweise für eine DiGA-Bewertung der Pollen-App
No full textThere are thousands of Apps for well-being and health all over the world, including Germany. Even for the indication of asthma and allergy hundreds of Apps exist – especially for patients. These Apps support patients to manage (their) symptoms of illness. Since October 2020, the national health ministry of Germany offers the possibility to use a medical App within the health system: doctors can prescribe an App, health insurances have to pay for it. Providers of (health) Apps have therefore to demonstrate clinical benefit – especially for patients – by the App-usage through a clinical study. This process is called “DiGA, digitale Gesundheitsakte”. The foundation “Polleninformationsdienst” offers a special App for patients with allergy and asthma. The foundation’s management thinks about a DiGA-evaluation for their App (together with some additional functions of the App). However, a clinical study of the App would cost a lot of money. Therefore, the foundation considers the cost/benefit-relation of a possible clinical study and looks for advice.
The “master thesis” gives some recommendations to this question. An empirical test compares perceptions of patients and doctors about their benefit of the PollenApp as part of the medical asthma-treatment. Ten benefit-criteria are deduced from cur-rent findings in the literature, taking the benefit of medical Apps regarding Allergy/Asthma into account. Doctors and patients evaluated the benefit criteria – each one from (their individual) her/his point of view. The patients showed benefit regarding their medical adherence and better coping strategies with the management of their illness. In contrast, doctors showed fewer benefit of the App for the joint use in the treatment process. They miss fair reward or payment for their efforts with the App. These empirical observations are compared with results from other market studies with similar findings.
The conclusion of the master thesis is, that the PollenApp would expect a positive advice within a DiGA-evaluation and the corresponding clinical study. For market success and acceptance within the doctors, it would be better to have special con-tracts with health insurances and certain motivation of doctors to participate on such contracts for asthma treatment together with App. This proceeding would give more market success for the PollenApp than the single DiGA-evaluation.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Sustainable Investments : der Schlüssel zur Wettbewerbsfähigkeit in der Privaten Krankenversicherung?
No full textThis scientific work investigates to what extent sustainable investments can have a positive influence on the competitiveness of private health insurance. It is not a general work, which can be transferred to all providers, but it looks explicitly at the application possibilities within Allianz Private Krankenversicherungs-AG. Private health insurance is a highly competitive market, which is also subject to a number of regulations. In order to secure or increase competitiveness, the theoretical basics are presented in the first part of the thesis. This part is divided into the introduction, gives a view of the health insurance in Germany, illuminates sustainability activities, presents the basic features of investment and concludes with an excursus on purchasing behavior. Building on this, the second part of the paper empirically explores the extent to which conclusions can be drawn for Allianz from the theory. For this purpose, expert interviews have been conducted with relevant persons of the Allianz Group. The transcribed interviews are included in the appendix and a content analysis is carried out from them to provide valid answers to the research questions. Finally, the author of this paper draws a conclusion and gives an outlook.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Arbeitsplatz im Wandel : Veränderung von Verhalten von Führungskräften in Bezug auf die ihnen unterstellten Mitarbeiter und Mitarbeiterinnen durch Home Office
No full textWith the rise of the covid pandemic, our understanding of daily work changed drastically. The working society had to adjust to new challenges and reach compromises between securing the economy and staying safe and sound. A partial answer to this dilemma was to enable employees to work from home rather than coming to their workplace.
Home office has since found its way through society leaving no stone unturned. This concept of work, although not necessarily new, has been a game changer for many employees and companies both financially and socially. Hence companies decided to keep home office part of its working conditions and implemented far-reaching home office agreements in arrangement with staff representatives.
This master thesis focusses on the behavioral changes of executives and superiors who had to adapt their management style to reach out to all the employees who are now working from home. The thesis addresses questions about trust, commitment and the possible consequences if an executive is unable or unwilling to adapt his behavior.
While the thesis is partly based on literature research, it is completed by an empirical study to identify the significant changes that were necessary to keep businesses running and employees happy.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Der Zusammenhang von Unternehmensattraktivität und Corporate Benefits : Einflussnahme im Kontext der Gewinnung und Bindung von Mitarbeiter*innen, unter besondere Berücksichtigung des Nonprofit Sektors
No full textIt is becoming important for companies not only to recruit committed employees who fit in with the company, but also to retain them in the long term. An appreciative and attractive working environment can be decisive in this respect. A central aspect of corporate attractiveness is the presence of benefits. As diverse and extensive as companies can be, so can the benefits they offer. The central interest is which benefits are needed to attract employees and, above all, to create long-term commitment, and whether there are perhaps even differences.
The present work examines exactly these differences, and examines the influence of the Benefits, on the attraction and connection situation, with the emphasis of the not profit-oriented companies. The goal is to make a statement about how these benefits must be designed and how their commitment is in line with this. A comprehensive literature research and the implementation of a quantitative study, in which an online questionnaire was sent to employees in not profit-oriented companies, yielded interesting results. The total sample was 354 people, with a very clear majority of women and people belonging to Generation Y. The statistical analysis of the data showed that many benefits are more suitable for retention and not so much for attracting new people and, above all, that the importance of these changes over time. To answer the research questions, it is noted that benefits can be found to have an impact on attraction and retention and most importantly a change in importance. With this knowledge, companies should be able to implement and continuously adapt suitable benefits in the future. The changes in importance show very well that it is necessary to offer a flexible range of incentives to generate real added value for employees.
There are numerous starting points for further research. It is not only possible to find out what the results look like with a different generation, but also how it is the case in other organizational forms. Furthermore, a long-term study would be useful to find out when exactly the meanings change and how the company affiliation influences this.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Leadership - Führung und Kompetenzen : Inwiefern gelten Führungskompetenzen als angeboren respektive erlernbar
No full textBlickt man einige Jahre zurück und vergleicht die wirtschaftliche Situation und das damit verbundene Handeln der Unternehmen, so zeigen sich gravierende Unterschiede in den Nachfragemärkten und Wertschöpfungsketten im Vergleich zur Gegenwart. Außerdem sind kapitalistische Ökonomien neben sich ändernden wirtschaftlichen Situationen mit ständigen Veränderungen der gesellschaftlichen Werte konfrontiert. Dabei spielten zweifellos Digitalisierung und Globalisierung eine große Rolle. Doch wie hat sich die Mitarbeiterführung in Unternehmen verändert und welche Kompetenzen werden in unserem kulturellen mitteleuropäischen Kontext als die wichtigsten angesehen? Begleitet wird die Frage nach essentiellen Führungskompetenzen von der Frage, ob diese überhaupt erlernbar und beispielsweise durch Führungstrainings erfolgreich vermittelt werden können oder ob sie gar als genetisch vorgegeben oder angeboren gelten. Ziel dieser Arbeit ist die theoretische Aufarbeitung empirisch gestützter Führungsliteratur und darüber hinaus die empirische Datenerhebung zur Angeborenheit / Erlernbarkeit von Führungskompetenzen im Allgemeinen und den fünf wichtigsten wahrgenommenen Führungskompetenzen. Dazu wurde die Methodik der Datenerhebung mittels eines elektronischen Fragebogens verwendet. Um eine qualitative Datenerhebung mit Konkretisierung zu individuellen Kompetenzen zu erhalten, wurden in der weiteren Recherche die fünf von den Befragten als am wichtigsten empfundenen Führungskompetenzen ermittelt und entsprechende Korrelationen gebildet. Die empirische Untersuchung dieser Arbeit kommt zu dem Schluss, dass Führungskompetenzen sowohl eine angeborene als auch eine erlernbare Komponente haben, was mit der theoretischen Grundlage übereinstimmt. Dieses Ergebnis geht davon aus, dass erfolgreiche Führungskräfte über ein gewisses Maß an angeborener Führungskompetenz verfügen und diese durch ständige Weiterbildung ergänzen und stärken müssen. Isoliert von dieser Betrachtung stellten sich Kommunikationsfähigkeit, Motivationsfähigkeit, Entscheidungsfähigkeit, Mitarbeiterentwicklungsfähigkeit und Problemlösungskompetenz als die fünf wichtigsten führungsrelevanten Einzelkompetenzen heraus. Im Kontext betrachtet ergab die Datenanalyse zum Grad der Angeborenheit / Erlernbarkeit in Bezug auf die ermittelten fünf wichtigsten individuellen Kompetenzen keine signifikanten Unterschiede für die Feststellung, ob es individuelle Kompetenzen gibt, die als angeborener gelten als andere.If one looks back a few years and compares the economic situation and the associated actions of companies, serious differences in the demand markets and value chains can be seen compared to the present. Also, capitalist economies are confronted with constant changes in society's values in addition to changing economic situations. Undoubtedly digitalization and globalization had a major role in this. But how has the leadership of employees in companies changed and what competences are seen as most important in our cultural Central European context? The question of essential leadership competences is accompanied by the question of whether these can be learned at all and successfully taught by leadership training, for example, or whether they are even considered genetically predetermined or innate. The objective of this paper is the theoretical review of empirically supported leadership literature and furthermore the empirical data collection on the innateness / learnability of leadership competencies in general and the five most important perceived leadership competencies. For this purpose, the methodology for data collection by means of an electronic questionnaire was used. To obtain qualitative data collection with concretization on individual competencies, the five leadership competencies perceived as most important by the respondents were determined in the further research and corresponding correlations were formed. The empirical research of this paper concludes that leadership competencies have both an innateness and a learnability component, which is in line with the theoretical basis. This result assumes that successful leaders must have a certain degree of born leadership competencies and must supplement and strengthen them through constant further training. Isolated from this consideration, communication skills, motivation skills, the ability to make decisions, the ability to develop employees and problem-solving skills turned out to be the five most important individual competences relevant to leadership. Considered in context, the data analysis on the degree of innateness / learnability in relation to the detected five most important individual competences did not provide any significant differences for determining whether there are individual competences that are considered more innate than others.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Controlling-Instrumente in der Sozialen Arbeit
No full textMasterarbeit Wien, Fachhochschule des BFI Wien 202
Digitale Reife und die damit verbundenen Herausforderungen von Unternehmen im Bereich Fitnesssport
No full textAwareness of the topic of digitalization has increased significantly in recent years. The digital transformation has also made a noticeable impact on the fitness industry. Training in one's own four walls via video streaming, apps or YouTube videos, or wearing wearables that monitor and record workouts are no longer anything special. To stay competitive, it is important for SMEs in the fitness industry to respond to this change and become more digital.
The goal of this thesis is to gain an understanding of which dimensions of digital maturity are relevant for fitness companies. The underlying research question is: "What measures can help to increase the digital maturity of a fitness company?"
To answer the research question, a qualitative survey was conducted using expert interviews. Specifically, entrepreneurs from the fitness industry and digitalization consultants were asked about their experiences and success factors in the area of digitalization measures. Semi-structured interviews were conducted as survey method, using previously developed guidelines.
The interviews show that the main focus of the entrepreneurs is on internal processes and their digitalization, while the consultants focus more on scaling effects and expanding business models. It became clear that fitness entrepreneurs see digitalization as a must, but are often unaware of where the use of digital measures would bring the greatest benefit to them. Digital measures are often deployed in an ad hoc manner. For this reason, it was evident across all findings that a strategic approach is critical to increase digital maturity.
Looking to the future, it is also worth mentioning that it is becoming increasingly important for fitness companies not only to digitize their own processes and collect the data obtained, but also to analyze it and use it for further measures. Future research questions could therefore address how fitness companies deal with the topic of Big Data and data protection and shed light on the need for data protection as a dimension for digital maturity models.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Erfahrungen der Studierenden des Studienganges Gesundheitsmanagement & Digital Health mit dem digitalen Lernen
No full textAs part of the contact restrictions caused by the Covid-19 pandemic, the importance of digital teaching increased. Due to the advancing digitization, an increase in digital courses is to be expected in the future. Digitization in the area of teaching offers not only flexibility but also the use of different teaching media in order to respond to the individual needs of the learners. In addition to the numerous opportunities offered by digital courses, difficulties and risks can also be observed. Above all, the rapid implementation of digital learning requires regular evaluations and improvements in order to meet the demands of the learners.
This work is intended to examine digital learning using the MBA Health Management & Digital Health course as an example and to discuss the experiences of the students with digital learning. Data was collected and evaluated by surveying the students of the MBA Health Management & Digital Health course. Based on the results of the survey, this paper explores opportunities and risks of digital learning and intends to give recommendations for successful digital learning.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Digital Leadership : digitale Führung in Zeiten der digitalen Transformation
No full textThe digital transformation is developing rapidly and radically changing society. Managers have to adapt to new realities as economic changes in the world continue to increase, technological development cycles become shorter and shorter, and a change in people's social behavior takes place.
The goal of this master's thesis is to examine the topic of digital leadership and to develop a deeper understanding of what is required of digital leadership in general. To achieve this, two research questions are posed. The first research question is intended to provide insight into which digital leadership methods can actually be implemented in which areas based on the activity. The second research question is intended to provide insight into which competencies the managers must have in order to fulfill their leadership role as digital leaders at AWG. To be able to answer these research questions, a combination of literature research and a case study was used. In this empirical case study, AWG executives were surveyed on modern leadership methods using an online questionnaire. The evaluation of the quantitative study showed that modern leadership methods can be implemented to a certain degree. This depends on the particular activity. From the literature review, it has emerged that there are overarching competencies that a digital leader should have in order to fulfill their leadership role. These include a rough overview of technological innovations on the market, openness to new technologies, the motivation to want to actively shape change, the willingness to take risks in order to break up old structures, ensuring good networking within the team, involving employees, distributing responsibility, trust in employees, an understanding of diversity, and patience and tact. A detailed presentation of the individual areas in the empirical study as well as an in-depth examination of digital leadership are part of this work. In addition, recommendations for action were developed for AWG to build sustainable digital leadership.Masterarbeit Wien, Fachhochschule des BFI Wien 202