Publikationsserver der Fachhochschule des BFI Wien
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Die Digitalisierung der Energiewirtschaft : auf dem Weg zum klimaneutralen Europa bis 2050
No full textThe aim of this master's thesis is to clarify how the European climate targets affect the various sectors of the economy and the European population. The European Green Deal agreement stipulates that the European continent will turn away from fossil fuels and that the economy will experience structural change. It was specifically selected to examine both the political and the technological challenges and which framework conditions must be created so that they work well together.
In addition, it will be examined how a possible, transnational cooperation should take place in the European Union and which technological approaches are necessary for the successful implementation of the circular economy. Furthermore, it will be explained in what state the expansion of renewable energy sources is and what expansion progress is necessary to achieve the climate goals. It will be examined how the financing of the European Green Deal will take place and what role the private sector can play.
Various examples will be produced that will illustrate a level of comparison with other countries. Furthermore, the current state of technology will be examined, and which current technologies are able to reliably supply the energy sector to the European Union in the transition phase. Possible technological developments of renewable energy sources will also be presented. In the last part of this thesis, the importance of artificial intelligence in the energy transition is explained and what degree of maturity it now has. Furthermore, it is explained what positive effects artificial intelligence can lead in the economic sector, but also the challenges for the implementation of AI applications in the energy sector.Masterarbeit Wien, Fachhochschule des BFI Wien 202
The impact of a compressed workweek on the employee engagement : quantitative study
No full textThe topic of employee engagement has been around for some quite time. Companies are still trying to find new and innovative ways how to keep their employees engaged and at the same time provide flexible working options. The discussion about implementing a compressed workweek as one of the working options has also been a debate among numerous organizations. It simply represents employees getting their job done in less than 5 working days. However, it does require deliberate planning and adjusting of current working conditions to the particular company. There is no one size fits all, and that is why more research is conducted on this topic in order to produce several insights to get inspiration from. That is why this Master Thesis aims to investigate the main impact of implementing a CWW on employee engagement along with its most significant benefits as well as challenges. In order to do so, an online survey was sent to NN full-time employees. The main findings concluded a slight correlation between these two variables, however, flexibility as such has been seen as the main driver of engagement. Therefore, it can be concluded that by introducing a CWW as one of the flexibility benefits, employees’ engagement will remain rather high or in better case increases.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Die Umstellung von Präsenz- auf virtuelle Seminare durch die Covid-19-Pandemie
No full textThis Master's thesis is dedicated to the following research question: “To what extent has the role of trainers changed as a result of the switch from face-to-face to virtual seminars?” In the literature section, the difference between face-to-face seminars and online seminars is shown from the perspective of the specialist literature. Furthermore, the literature section of this Master's thesis deals with the topic of trainers as a success factor in training, highlighting the factors of personality, competences and authenticity. Finally, the literature section of the present work shows the effects of digitalisation and the associated change in the roles of various stakeholders, although the change in the role of the trainers is brought into focus. The practical part describes the construction of the interview guide and the realisation of the expert interviews. The results of the expert interviews are then examined and the results are checked for consistency with the results of the literature section of this master's thesis. At the end of this study, in the conclusion, the research question is answered by means of the results and recommended actions for the trainers are stated.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Möglichkeiten der Geschäftsmodellinnovationen im Handel
No full textThe effects of digitization are becoming increasingly apparent in everyday life and now affect all areas. For example, the retail sector is also increasingly changing as a result of digital developments. Shopping no longer takes place exclusively online or in stores, but is offered via all possible channels. Retailers are linking their customers' various shopping channels to provide a more comprehensive customer experience and a more holistic view of each individual shopper.
It is also important to remember that while digital commerce is growing every day, most sales are made in brick-and-mortar stores. This makes the integration of in-store technologies an essential part of brick-and-mortar retail, otherwise the relevance of brick-and-mortar retail will be challenged in the long run. With the help of in-store technologies, retailers can create novel customer experiences and enable various components such as a convenient and easy shopping experience for their customers. The goal is to leverage digital technology to meet consumer expectations for flexibility, instant gratification, convenience, security, and fast delivery.
Since business model innovation determines and thus ensures a company's ability to survive, the goal of this paper is to first provide a comprehensive overview of the topic of business model innovation in retail from the perspective of digitalization. This leads to the research subject, namely what the key drivers are for the development of innovative business models in retail. In addition, the extent to which digital development influences the business model of brick-and-mortar retail is examined.
This thesis deals with aspects of business model innovation in retail and drivers that are essential for retailers in retail. Central aspects here are omnichannel technologies and the changes brought about by digitalization.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Die Berücksichtigung von Klima- und Umweltbelangen als Pflicht der Geschäftsleitung
No full textClimate change is imminent and is becoming more important every day. While policymakers have started to take corresponding measures and enact relevant laws, it still seems that it is unclear who could be held responsible for the negative consequences of climate change. Naturally, such responsibility related discussions focus on entrepreneurs and companies.
In light of the foregoing, the aim of this thesis is to draw a picture of the climate crises/climate change first and illustrate how policymakers have reacted to the climate crises so far. Secondly, and in light of the political endeavors to tackle climate change, the thesis will shed some light on the current principles of ethical leadership (Leitbild des ehrbaren Kaufmanns). Lastly and most importantly, the present thesis shall elaborate on how CSR (and relevant measures/activities in this regard) interacts with Austrian corporate law provisions applicable to the management of Austrian Limited Liability Companies/Stock Corporations.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Wirtschaft und Management : Schriftenreihe zur wirtschaftswissenschaftlichen Forschung und Praxis / A facilitative model for transitioning to remote working
No full textDie COVID-19-Pandemie führte zu weitreichenden Einschränkungen sozialer Interaktionen auch am Arbeitsplatz und zwang Unternehmen weltweit zu einem sofortigen Umstieg auf virtuelle Arbeitsmodelle. Diese drastische Änderung bisheriger Arbeitsweisen erwies sich rasch als ökonomisch überlebenswichtige Maßnahme für Organisationen, ungeachtet der starken Auswirkungen dieser turbulenten Umstellung auf die Mitarbeiter:innen.
Dieser Artikel bietet eine Perspektive auf Erkenntnisse durch solche Umstiege und hinterfragt umfassend, wie Veränderungen hin zu neuen, virtuellen Arbeitsmodellen in Unternehmen effektiv begleitet werden können. Die Studie basiert auf bisherigen Erkenntnissen aus neuen Arbeitsmodellen wie Remote Working und dem Bereich des Change Managements. Aus diesen Erkenntnissen wurde die theoretische Wissensbasis für die wesentlichen Einflüsse und Auswirkungen beim Umstieg auf virtuelle Arbeitsumgebungen abgeleitet.
Dazu wurden Erfahrungen in einem induktiven Vorgehen mittels fünf Expert:innen-Interviews mit Führungskräften und HR-Spezialist:innen erhoben und im Vergleich mit bestehenden Modellen für Organisationsänderungen kritisch reflektiert. Die internationalen Interview-Teilnehmer:innen wurden innerhalb ihrer Branche aufgrund ihrer beruflichen Expertise und ihrer eigenen, direkten Erfahrungen mit virtuellen Arbeitsplätzen und der Komplexität des Umstiegs auf virtuelles Arbeiten ausgewählt. Im Fokus der Interviews standen insbesondere die Veränderung der Zusammenarbeit in virtuellen Arbeitsumgebungen, die Auswirkungen auf das Wohlbefinden der Mitarbeiter:innen sowie die Begleitung nach einer Veränderung des Arbeitsumfeldes.
Als Ergebnis wird ein Modell vorgeschlagen, welches Mitarbeiter:innen während des Wechsels vom physischen auf einen virtuellen Arbeitsplatz begleiten und die Umsetzung solcher organisationalen Veränderungsprozesse erleichtern kann.The outbreak of the COVID-19 pandemic has forced organisations worldwide to limit social interactions within the physical workplace, resulting in a rapid shift of operations to virtual workspaces. This drastic change in workplace operations quickly proved pivotal for organisations in securing their economic future, despite the sharp impact this turbulent transition was having on employees.
This paper aimed at taking a comprehensive perspective on learnings from such workplace transitions and hence raises the question of how transitioning to remote working can be effectively facilitated within organisations. The study’s theoretical roots on workplace transitioning were drawn from characteristics of remote working and change management theories, which helped to develop a basis of understanding for key impacts and influences on the transition process.
Empirical data for this study was collected inductively through five expert interviews with organisational leaders and HR professionals. The international interview participants were selected based on their professional knowledge and first-hand experience of remote working as a practice, and the complex process of transitioning to this new workspace within their respective industry sector. Their insights were reflected critically through the use of existing models for organisational change. In particular, the themes of collaboration within virtual workspaces, awareness of the impact of remote working on employee wellbeing, and the post-transition phase of remote working were taken into consideration.
As a result, this paper proposes a practical model for transitioning to remote working, with the aim of guiding employees into virtual workspaces by implementing a facilitated transition process
Wirtschaft und Management : Schriftenreihe zur wirtschaftswissenschaftlichen Forschung und Praxis / Supporting sales professionals in continuous professional development : a framework for training, mentoring and coaching
No full textDiese konzeptionelle Publikation zielt darauf ab, ein methodisches Instrument für Training, Mentoring und Coaching vorzustellen, das geeignet ist, die kontinuierliche berufliche Entwicklung des Vertriebsmanagements und der Mitarbeiter:innen im Vertrieb zu unterstützen.
Frühere Studien haben gezeigt, dass es vielen Mitarbeiter:innen im Vertrieb und Vertriebsführungskräften an Möglichkeiten zur Fortbildung und kontinuierlichen beruflichen Weiterentwicklung mangelt.
In diesem Beitrag wird ein Trainings-/Mentoring-/Coaching-Modell vorgestellt, welches sich auf Literatur aus den Bereichen des Verkaufscoachings, Vertriebstrainings und auf pädagogische Literatur stützt. Dieses Modell soll dazu eingesetzt werden, um dem Mangel an möglicher beruflicher Weiterbildung bei Mitarbeiter:innen im Vertrieb und Vertriebsführungskräften im KMU-Umfeld entgegenzuwirken. Die folgenden Forschungsfragen wurden daher gestellt:
1. Was ist der derzeitige Status der kontinuierlichen beruflichen Entwicklung im Vertriebsumfeld?
2. Wie kann ein kontinuierlicher beruflicher Entwicklungszyklus für Mitarbeiter:innen im Vertrieb implementiert werden?
Zur Beantwortung dieser Fragen und um die bestehenden Stärken und Schwächen der Methoden zur persönlichen Entwicklung von Vertriebsmitarbeiter:innen zu verstehen, wurde zunächst eine intensive Literaturrecherche durchgeführt. In einem nächsten Schritt entwickelten wir ein konzeptionelles Instrument (Training/Mentoring/Coaching(TMC)-Cycle) unter Verwendung geeigneter Lerntheorien in Kombination mit bestehenden praxisorientierten Lehr- und Kompetenzentwicklungskonzepten. Im Anschluss wurde reflektiert, wie sich das konzeptionelle Instrument für eine Auswahl von Vertriebsmitarbeiter:innen bewähren könnte, indem eine interpretative phänomenologische Analyse der geführten Interviews mit langjährigen Expert:innen im Vertrieb durchgeführt wurde.
Das Modell „Training/Mentoring/Coaching“ (TMC) beginnt mit der „Einarbeitung“ und geht dann über „Sales Training“ zu „Mentoring“ und „Coaching“, bietet jedoch weiterführend einen gezielteren Ansatz zur Auffrischung von Fähigkeiten und Kenntnissen und damit ein neues Paradigma für die kontinuierliche berufliche Entwicklung. Durch Primärforschung anhand von halbstrukturierten Expert:inneninterviews, die interpretativ phänomenologisch analysiert wurden, konnte der Nutzen des TMC-Modells bei einer gezielt ausgewählten Gruppe von Vertriebsverantwortlichen reflektiert werden. Diese Untersuchung bestätigte Lücken in der laufenden Wissens- und Fähigkeitsschulung von Mitarbeiter:innen im Vertrieb, welche durch das TMC-Modell verkleinert werden konnten. Damit verbessern sich die Möglichkeiten der kontinuierlichen Weiterentwicklung bei Vertriebsmitarbeiter:innen.
Es wird argumentiert, dass der TMC-Ansatz ein wirksames und nützliches Instrument für Vertriebsverantwortliche, Führungskräfte im Vertrieb, Verkaufstrainer:innen und Personalverantwortliche darstellt. Das TMC-Modell dient als informativer Leitfaden für den Aufbau von Wissen und Fähigkeiten aus konstruktivistischer und sozialkonstruktivistischer Sicht. Es kann außerdem für Unternehmen nützlich sein, welche durch die Pandemie Vertriebsmitarbeiter:innen verloren haben und dennoch Fähigkeiten und Wissen im Vertrieb aufbauen und erhalten möchten.This conceptual paper aims introducing a Training, Mentoring and Coaching methodological tool suitable for supporting the continuous professional development of sales management and staff.
Previous research highlights a lack of training opportunities for continuous professional development within a large range of sales managers and sales executives.
This paper introduces a training/mentoring/coaching cycle, underpinned by sales coaching and educational literature, and argues this should be adopted as an antidote for the lack of professional development within many small and medium-sized enterprises (SMEs) sales managers and sales executives. The following research questions were raised:
1. What is the current state of continuous professional development within the B2B sales environment?
2. How can a continuous professional development cycle be implemented for salespersons?
To answer them, our objectives were to read the literature with a view of understanding existing weaknesses and strengths in personal sales development methods within sales personnel. As the next step, we created a conceptual tool (Training/Mentoring/Coaching (TMC) cycle) using appropriate learning theories combined with existing practice-based teaching and skill development concepts. Finally, it was reflected on how the conceptual tool could dovetail into the sales learning journey of sales professionals by applying interpretative phenomenological analysis on the conducted interviews.
The ‘Training/Mentoring/Coaching’ (TMC) cycle approach begins with ‘induction’ then progresses to ‘mentoring’ and ‘coaching’; however, it continues to offer a more targeted approach to refresh skills and knowledge, and thus a new paradigm for continuous professional development. Primary research in the form of semi-structured expert interviews using interpretative phenomenological analysis was used to reflect on the usefulness of the TMC concept on a group of sales managers who had also performed as sales personnel. This research confirmed gaps in sales professionals’ knowledge and skills training that the TMC cycle could fill.
It is argued that this TMC approach will provide an effective and useful tool for sales managers, sales executives, trainers and HR practitioners. It acts as a guide for building knowledge and skills from both constructivist and social constructivist perspectives. This approach also supports business recovery, especially for those companies who have lost sales staff during the pandemic
Green Industrial Revolution from the perspective of the ‘Entrepreneurial State’ : an assessment of the U.S. DoE ‘Net-Zero World’-Initiative
No full textMasterarbeit Wien, Fachhochschule des BFI Wien 202
Digitaler Zwilling in der chemischen Industrie : Lebenszyklen von Assets
No full textAs part of this thesis, several experts from the chemical industry and adjacent industries and service providers were interviewed regarding the use of digital twins for plant lifecycle planning.
A digital twin enables the recording of the complete life cycle of a production plant covering the different phases from initial planning, procurement and delivery, plant start-up, operation to maintenance and decommissioning. Such recording includes the documentation of relevant data for each plant along these phases. It can provide the user accurate data and analyses on the current state of the plant, both in terms of its construction and design and its operational behaviour. As a result, a digital twin can significantly improve the transparency of the production operation and increase the ability to plan interruptions and foresee disruptive events.
According to the experts, the chemical industry has certain characteristics that make it less receptive to the idea of using digital twins. These characteristics include extraordinarily long service times of processing plants, the high complexity and customization of the processing equipment with components supplied by various manufacturers, all subject to a life cycle of their own. Such a large and unique installed base provides little to no synergies and can only be equipped with a digital twin at considerable expense. Additionally, the high risk associated with chemical operations make operators of chemical plants cautious when it comes to adopting new technologies. Successful pilots and lighthouse projects are observed very closely and provide confidence in and experience with the new technology needed to even consider a larger scale implementation.
However, the experts all share an optimistic outlook when it comes to the future role of digital transformation and thus the importance of digital twins for the long-term success of the chemical industry. The cost optimization potential in project planning and plant operations leveraging better forecasting and analysis capabilities thanks to a digital twin, are substantial. Consequently, the technology will quickly become state-of-the-art for new plants. These early projects will increase confidence level and experience and ultimately lead to an increased modernization of the installed base.
In summary, the digital twin offers significant benefits to the chemical industry and will cause it to first test the technology on new plant projects before rolling it out across the installed base medium to long term.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Hybride Führung : Arbeiten zwischen analoger und digitaler Welt
No full textThe world of work is passing through a fundamental transformation. In addition, the attitudes of employees are also changing. Work should be meaningful, flexibility and work-life balance are becoming more important. The COVID 19 pandemic has also accelerated developments in a hybrid world. Fundamental processes and thus also employee management are being adapted. Therefore, it is essential to know what employees in the hybrid world of work expect from their leaders or evaluate as important leadership tasks and competencies.
The aim of this paper is to identify what employees expect from their managers in the hybrid world. The following research questions were established to achieve the objective: Which leadership tasks do employees in a hybrid work environment consider particularly important and which ones less important?, Which competencies do employees consider particularly important in a hybrid leader? What do employees working in a hybrid work model expect from their managers?
To answer these research questions, the empirical research method of the online survey is used. Hybrid employees are asked about their assessments in connection with hybrid leadership. For this purpose, they are asked both closed and open questions. In addition, they have to put views and values in a personal order of relevance.
The evaluation of the survey shows that the research question cannot be answered universally. The expectations and also the assessments of leadership tasks and competencies are strongly dependent on generations. The complexity and scope of hybrid leadership can be highlighted by both the literature and the survey.
The challenges have increased. Above all, it is important that managers act transparently and share knowledge or information with their employees. Across generations, nothing seems to be as important to employees in the hybrid world as a high level of transparency, a regular exchange of information and knowledge, and trust in themselves and their work performance. These three points appear to form the basic framework for successful hybrid leadership.Masterarbeit Wien, Fachhochschule des BFI Wien 202