Publikationsserver der Fachhochschule des BFI Wien
Not a member yet
1438 research outputs found
Sort by
Vergütungssysteme in Banken : Entgeltgestaltung und monetäre Anreize im regulatorischen Umfeld am Beispiel der Raiffeisen Bankengruppe
No full textThe banking sector is currently facing various challenges including the growth of regulatory requirements. Even Human Resources is affected by regulatory in the field of compensation and benefits. Due to the financial crisis the guidelines concerning payments, especially bonus payments have become stricter. This fact leads to the main research question namely for relevant salary components and monetary incentives in the Raiffeisen Banking Group under considering new banking regulations.
First, existing concepts in the fields of compensation systems, motivation theories and monetary incentive systems are examined in a theoretical way. Furthermore components of the Austrian labour law and the banking regulations are very important for this master thesis. In addition to this, there is an empirical part which tries to explore the differences in remuneration and monetary incentive between a large financial institution like Raiffeisen Bank International AG and a cooperatively organised Raiffeisenbank like Raiffeisen Regionalbank Mödling eGen. The main terms of this thesis are labour law, remuneration and pay systems, motivation and incentive systems as well as banking regulation.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Einkommenszufriedenheit von AkademikerInnen der Generation Y, welche Faktoren diese bedingen und die Einstellung zu Gehaltstransparenz
No full textThis paper analyses the attitude of employees regarding income satisfaction and salary transparency. 100 participants took part in an online survey. Only academics (for example people with a Bachelor, Master or Magister degree) of Generation Y (born between 1981 and 1996) which work in a company based in Austria were surveyed.
The aim was to answer the following question:
What factors determine the income satisfaction of Generation Y academics and what are the attitudes of these employees towards salary transparency? This master thesis aims to find out which other factors beside the income level condition income satisfaction. Therefore, three hypotheses were generated. It could be confirmed that the fair structuring of salaries, the possibility of satisfying one's own material desires and the positive evaluation of the corporate culture positively condition income satisfaction.
The fourth hypothesis could not be confirmed. The target was to find out, if participants who think that they earn less or the same than their co-workers wish greater for income transparency then employees who think that they earn more. However, it has been shown that the study participants tend to have a positive attitude towards salary transparency in the company. Furthermore, there is proof that the desire for salary transparency varies in the different industries.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Positive Psychologie und Führung und ihre Wirkung auf das Erleben von Mitarbeiter/innen und die Führungskultur
No full textAfter World War II, general psychology placed a particularly strong focus on identifying and curing mental disorders. This focus on deficits certainly met the needs of this special time. However, the same perspective also neglected a differentiated view and approaches to psychology.
In 1998, a significant change in psychology occurred: The psychologist Martin Seligman pleaded in his inaugural speech as the new president of the American Psychological Association (APA), for a stronger orientation towards a positive psychology.
The new orientation of psychology should henceforth focus more on what promotes well-being, life satisfaction and psychological performance in individuals. This means positive qualities, psychological advantages and strengths that enable individuals, communities and societies to flourish. Positive Psychology is therefore concerned with identifying conditions and processes that enable the optimal development and functioning of individuals, groups, and organizations.
The shift in classical psychology towards a greater focus on how to improve life and enhance human capabilities has recently been taken into account by organizations. Many organizations are increasingly focusing their attention on preventive approaches in order to avoid impairments.
Therefore, the focus of the present master thesis is the question, what influence positive psychology has on the employees and leadership culture of an organization.
For that purpose, eight expert interviews were conducted with female and male managers. The aim of this study is to find out, to what extent elements of positive psychology, in particular positive leadership, are already being applied consciously or unconsciously in the day-to-day management of individual executives.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Onboarding in Zeiten der Krise : Herausforderungen und Zukunftspotenziale des Integrationsprozesses während der Covid-19 Pandemie aus Sicht des Personalmanagements
No full textOnboarding programs are essential for the integration of new hires. Through various Onboarding measures new employees get support to integrate to their job and the organisation successfully. The ongoing COVID-19 pandemic has forced many organisations to transform into a virtual working environment to contain the spread of the virus. Employers that are continuing to hire new employees had to create new, remote ways for their Onboarding procedures with little to no time.
This thesis explores the transformation of virtual Onboarding processes in Austrian companies. Furthermore, the study aims to investigate associated challenges and benefits as well as potentials for an adapted Onboarding Process after overcoming the Covid-19 pandemic. Since the Human Resources department plays a crucial role in the design of Onboarding programs, the focus is on a Human Resource's perspective. A qualitative research method was conducted to generate findings.
The results of this study show that after more than a year of the ongoing Covid-19 pandemic, an adequate approach to the design of a virtual Onboarding Process could be found from an organisational, technical and methodological perspective. Virtual work affects advantages in different HR tasks related to hiring employees, such as more possibilities in Recruiting or Preboarding. Furthermore, virtual Onboarding events can be planned flexible and save costs and time as there are no spatial restrictions.
However, the study shows that social integration is a major challenge, as Onboarding is mainly done remotely and there is rarely an opportunity to meet in person. In addition to the HR department, managers should also take structured Onboarding measures to ensure intensive communication and information exchange for new hires. Mentors/Buddy’s for new employees are attributed great importance in virtual Onboarding.
The results indicate that in the future hybrid methods can optimize the Onboarding process. However, companies should focus on face-to-face Onboarding especially in the first few weeks of a new employee to enable network building.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Die arbeitspsychologischen Belastungen von VertriebsmitarbeiterInnen am Beispiel von zwei Banken im niederösterreichischen Weinviertel
No full textMasterarbeit Wien, Fachhochschule des BFI Wien 202
Gender Marketing. Chancen und Risiken : Ansichten führender Marketingexpert*innen zu geschlechterbasiertem Marketing
No full textIn der vorliegenden Arbeit wird der Versuch unternommen, die Thematik Gender Marketing zu definieren, einen Status Quo sowohl in Theorie und Praxis umfassend darzustellen und vor dem Hintergrund einer kritischen feministischen Position zu erforschen.
Den theoretischen Rahmen hierfür bieten zentrale Konzepte der Gender Studies, insbesondere die Theorien des Doing Gender, beziehungsweise Undoing Gender nach West/ Zimmerman und Butler. Auch soll ein Einblick in die wissenschaftliche Basis der Marktsegmentierungsstrategien im Marketing, in Bezug auf Geschlecht, gewährt werden.
Im Anschluss daran behandelt der zweite empirisch ausgerichtete Teil der Arbeit das Thema Gender Marketing aus dem Blickwinkel der deutschsprachigen Marketingpraxis. Hierfür werden narrative Interviews mit führenden Expertinnen, tätig in verschiedenen Marketing Agenturen, geführt und deren Standpunkte zur Thematik erfragt, dargelegt, miteinander verglichen und mit Bezug zur feministisch wissenschaftlichen Literatur eingeordnet. Dabei lassen sich sowohl kritische als auch positive Einstellungen der befragten Personen, was den Einsatz von geschlechterbasiertem Marketing betrifft, herauskristallisieren.
Die Masterarbeit endet schließlich mit einer kritischen Zusammenfassung der theoretischen und empirischen Ergebnisse, sowie einem Ausblick über mögliche zukünftige Entwicklungen. Ebenso werden Vorschläge für Handlungsempfehlungen für gendergerechteres Marketing in wissenschaftlicher Marketingtheorie und Unternehmenspraxis dargelegt.
Die vorliegende Masterarbeit bedient sich der Schreibweise mittels „*“, um explizit sämtliche Geschlechteridentitäten miteinzubeziehen.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Altersgruppenspezifische E-Commerce Strategien im Versandhandel : Kommunikationspolitik für die Gruppe der Best Agerinnen anhand der Bruno Bader GmbH + Co. KG
No full textMasterarbeit Wien, Fachhochschule des BFI Wien 202
Besonderheiten virtueller Onboarding Prozesse am Beispiel eines virtuell organisierten StartUps
No full textVirtual teams, which members collaborate from multiple geographic locations have become a standard at many global organizations. The COVID-19 pandemic further increased the portion of virtual collaboration compared to physical office work. Numerous studies confirm that the higher percentage of home-workers could remain also after the end of the pandemic. Increased number of new hires will therefore face the challenge to undergo an onboarding process in a completely virtual environment in near future.
Onboarding process provides first impression for new hires from their employer and therefore it is critical for organization to make sure that the new hire is well-introduced and welcomed to the company to support team engagement, increased levels of productivity and to decrease the period until new employees will reach full proficiency. Onboarding-process creates a solid base for teamwork and collaboration. However, onboarding into a virtual team and organization offers some specific characteristics and more challenges in comparison to a regular onboarding process. When preparing the virtual onboarding process the focus should be mainly put on new hires’ experience in order these programs to be effective and to create positive first impressions.
This master thesis analyses the characteristics of the virtual onboarding process in a startup company by answering the questions which are the main benefits as well as the main challenges from the employees‘ perspective. The master thesis is based on theoretical preparatory work and empirical tests, representing interviews with the prevailing number of new hires in a small German startup.
According to the empirical tests the challenges of the virtual onboarding prevail over its benefits. To compensate these challenges, the employers need to intensify formal, but also informal communication as well as to pay attention on the structure and content of the onboarding information and tasks. Last but not least it should be considered that virtual onboarding requires more time and efforts from employees compared to the physical process.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Potenziale der bereichsübergreifenden Datenanalyse anhand eines Fallbeispiels des Seefrachteinkaufs von Vollcontainern eines international operierenden Logistikdienstleisters
No full text„Are you still calculating with numbers? Or already with insights?”[1]
Data is a valuable resource, provided that its Potenzial is exploited. This thesis demonstrates the Potenzial that lies in the use of a data analysis system. With data, efficiency, effectiveness and quality can be increased and risks can be minimized at the same time. The study is based on a case study of the sea freight purchasing of a logistics service provider, which is an owner-operated, independent company with nearly 2.400 employees worldwide. The globally active company operates in a volatile market for which speed and flexibility have become an additional challenge. The empirical evidence is provided by semi-structured interviews with experts from the purchasing department of the logistics service provider. The expert interviews are guided by a questionnaire that is based on the core tasks of the process organization. The processes are familiar to the interviewed experts and closely linked to the data analysis. The use of data analysis creates added value for the company which is particularly evident when it extends along the entire value chain. Based on the findings from the literature and the interviews in this study, the need for the use of a data analysis system is presented. This results in recommendations for action for the company with regard to digital transformation.
[1] Vgl. Bitkom Research, KPMG, 2015, Mit Daten Werte schaffen Report 2015, S. 3
Bitkom Research & KPMG. (2015). Mit Daten Werte schaffen Report 2015. Abgerufen am 26. November 2020 von https://www.bitkomresearch.de/de/KPMG/Mit-Daten-Werte-schaffen-2015Masterarbeit Wien, Fachhochschule des BFI Wien 202
Die wichtigsten Faktoren mit dem Umgang von virtuellen Projektteams und die Auswirkungen aufgrund der COVID-19-Pandemie
No full text2020 was a big change in the work life. The pandemic changed the situation in the workplace. From one day to the next, people had to work from at home and the virtual world came to the fore. For many people, that meant a shift from the traditional teams to virtual teams. Virtual work is different from traditional work life. Different factors have different impact on the situation. In this master thesis, all important factors from the virtual world are discussed. For this purpose, a literature review was conducted and current statistics on homeoffice were compared. Companies that did not have homeoffice before had to restructure and learn from the new situation.
Based on the literature, experts are interviewed to find out how challenging the new situation was and what the main changes and outcomes of the pandemic ate. The interviews were conducts using an interview guideline. The new situation was always compared to the traditional working life in the office. As always, there are pros and cons for both situations. The outcome from the expert interviews were compared to each other’s and a conclusion drawn. The communication was an important issue, because in the homeoffice it is not possible to call on the colleague or boss next door.Masterarbeit Wien, Fachhochschule des BFI Wien 202