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Digitalisierung von Kundeninteraktionsprozessen in österreichischen Speditionen des KMU-Bereichs
No full textTo be successful and competitive on the Austrian freight forwarding market for
small and medium sized companies (SME), it is important to strategically consider
innovative improvements within the corporate philosophy. A detailed planning of
digitalization projects within the company is from utmost importance. Within this
planning the total company environment must be considered. Customer needs as
well as subcontractor and partner inputs for improvement suggestions should
therefore be reflected in order that the project will be accepted. Due to predominant
flat hierarchies in SME it is furthermore recommended that personnel is involved
in decisions. They are the ones, which handle the operations in the daily
business and are therefore able to give improvement advice on actions, which are
needed to be adapted. Considering that the satisfaction of the customer needs is
the basis for selling a service, the whole process of customer interaction, within
the operational business processes, must be analyzed. These customer interaction
processes were divided into sales processes, order handling processes as
well as order post-handling processes. Against this background this paper analyses
the current freight forwarding market of SME, related to the digitalization status
of customer interaction processes on the basis of five interviews with market
experts. Considering that the digitalization level of SME is fundamentally different,
plenty tools are introduced to delivering approaches for redesigning the customer
interaction processes within the company. Furthermore the paper gives an overview
on the impact of redesigning the customer interaction processes on the
freight forwarding agency, their customers and the processes themselves.Wien, Fachhochschule des BFI Wien, Masterarb., 202
Comparison of market risk management measures
No full textThe financial crisis of 2007-2009 has shown that the capital required for trading portfolio risks is not sufficient to compensate losses. Many large banks that reported a hundred million dollars in VaR to the Federal Reserve and other regulators faced billions of dollars in losses. In response to the crisis, the Basel Committee on Banking Supervision (BCBS) introduced a series of revisions to the market risk framework known as the "Fundamental Review of the Trading Book". One of the proposed changes resulting from the revisions is to change the Value at Risk (VaR) to the expected shortfall (ES) as an alternative framework, for an internal model approach. While ES has been using for long time in insurance sectors, in banking sector not yet generally applied. VaR has been the main measure of risk in the banking sector for the past 20 years. This work describes changes caused by Basel’s revision of FRTB in market risk. From a technical point of view, VaR is only a quantile of the income statement and it defines a level of loss that is in specific confidence level sure will not be exceeded. Although, our research includes four different models of VaR, none of the models will tell us the expected amount of the losses that could be incurred in the event that the VaR is exceeded. This was our motivation for deeper understanding of ES, which can provide an estimate of the size of this loss. Unlike VaR, ES can be shown to be a more consistent measure of risk, e.g. VaR does not meet the mathematical property of subadditivity. In addition to its mathematical properties, in practice the real benefit of switching VaR to ES for risk management and capital requirements could be limited by the available data. For calculating ES are highly important extreme events that are difficult to estimate, but nowadays impact of Coronavirus gives us more available data to this extreme situation which are highly unlikely but with huge effects on the market.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Agile Skalierungsframeworks in der Theorie und Praxis : Einsatzgebiete und Grenzen im Vergleich
No full textThe origins of agile project management are historically linked with software development. Agile methodologies in software development like Scrum and Kanban have been widely used in software development. However, these agile methodologies don’t scale above a single development team. Agile scaling frameworks are used for this. This paper investigates different areas of agile scaling frameworks. These include differences, applications and limitations of agile scaling frameworks between their respective theoretical models and their practical application. For this reason, a vast literature research has been done to examine, evaluate and compare different scaling frameworks. Additionally, an empirical study in the form of interviews with six experts has been carried out. Each one a specialist in one respective framework. These interviews were analyzed, compared and the findings have been included in this paper.
The thesis shows that all of the agile scaling frameworks are used in the same ways, have similar broad goals and share underlying values. The seven frameworks were clustered in three groups: Scaled Scrum, Big Scale and Enterprise Solution. Frameworks from the Scaled Scrum Cluster are all about scaling Scrum as pure as possible. Big Scale Frameworks are used to scale agility even bigger than the Scaled Scrum Frameworks. The Enterprise Solution Cluster is focused on providing an agile toolkit from which companies can choose the methods that fit them.
Slight differences were found between the theoretical models and their practical use. Including a different indication for the maximum capacity of a frameworks and differences in the way of communication. Looking closer at every agile scaling framework and their clusters differences in several areas could be found. Ranging from special requirements for the establishment of the framework to roles that do not have to be used in practice. In addition, all agile scaling frameworks can be heavily adapted in practice to the agile teams and their needs. To properly scale agility and maximize the effectiveness of agile scaling frameworks, a company must meet specific requirements. In addition, there must be sufficient know-how to select and properly implement the appropriate framework for a company. After that, the needs of the company and the employees must be analyzed. This is the only way to adjust the agile scaling framework correctly and achieve maximum efficiency and effectivity.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Glaubwürdigkeit von elektronischem Word-of-Mouth im Kontext von Unternehmensbewertungsplattformen : eine empirische Untersuchung zum Einfluss der zugeschriebenen Glaubwürdigkeit von Bewertungen auf die Bewerbungswahrscheinlichkeit
No full textWord-of-mouth (WOM) about companies has a crucial impact on their perceived attractiveness in regard to their products and services as well as the organization as an employer. The exponential growth of the internet also gave rise to platforms specifically for sharing job and employment related information with a broad audience. The purpose of this study is to examine the impact of perceived credibility and valence of an employer review on potential applicants. It analyzes the impact on job seekers and their intention to apply to the respective company. This research fits in the current social media age and sheds new light on the effects of electronic word-of-mouth (eWOM) on employer review platforms. This is relevant in the context of employer branding and recruiting in particular.
The study uses a 2x2 quasi-experimental design to evaluate the effectiveness of positive vs. negative and credible vs. incredible fictitious reviews respectively. The convenience sample consists of n=101 participants and was not limited by age, education or current employment status. In a first step the results for the stimulus material were analyzed and only in a second step the moderation of the perceived credibility was taken into account. Consistent with previous research the results show that positive WOM has a significantly positive effect on employer attractiveness and application intention in both cases. The findings regarding negative WOM are a bit more inconsistent showing the complex nature of the impacts eWOM can have. Due to several constraints the generalizability of the findings is only limited. Nevertheless, overall this study is able to show the significance of WOM for creating and maintaining a successful employer brand.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Datenschutz im Personalbereich : eine Analyse des Umgangs mit Bewerber/innendaten und Daten ausgeschiedener Mitarbeiter/innen in Unternehmen unterschiedlicher Unternehmensgröße nach Inkrafttreten der Datenschutzgrundverordnung in Österreich
No full textThe entry into force of the General Data Protection Regulation (GDPR) in May 2018 has led to uncertainty and lack of clarity in many companies - regardless of their size.
Now, two years later, the question arises as to whether a certain routine in the area of data protection has become established in companies, specifically whether every company has considered processes for all types of personal data processing and is pursuing them consistently.
This gives rise to the following research question:
Are there differences in the handling of applicant data and data of departed employees in companies of different sizes?
The aim of this study is to identify and define differences in the handling of personal data of applicants and personal data of former employees and to explain the reasons for these differences.
In order to be able to present corresponding results, structured interviews with experts were conducted and qualitatively analysed. Three experts from companies with a total of up to 49 employees, three experts from companies with a total of 50 to 250 employees and three experts from companies with more than 250 employees were interviewed.
The author's theory that larger companies are more compliant with data protection regulations than smaller ones has been confirmed with regard to applicant data, but not with regard to the data of former employees. In this respect, it was not possible to make a comparison between the different sizes of companies, since the processes within the companies - regardless of their size - are handled completely differently.Studiengang laut Titelblatt "MSc Arbeits-, Organisationspsychologie & HR Management", tatsächlicher Abschluss "MSc HR Management".Masterarbeit Wien, Fachhochschule des BFI Wien 202
Digitalisierung und Automatisierung von Prozessen am Beispiel von DB Schenker
No full textProviding the right goods in the right quantity, in the right quality, at the right place, at the right time, at the right cost, for the right customer is the task that is understood by logistics. Due to the globalization of sales and procurement markets, it is necessary to build global logistics networks. Geographical shifts occur and the demands on the communication skills of companies are constantly increasing.
Due to the change in customer requirements and markets, as well as increasing globalization, technical progress and digitalization, the fields of action of logistics have changed permanently. Logistics companies therefore have to grow from conventional logistics to more and more IT-supported logistics in order to remain competitive and stand up to the competition.
Improving quality, reducing throughput times, cutting costs, increasing attractiveness for employees and gaining a competitive edge are just a few of the goals to be served. In companies there are ideas for the automation or support of business processes with the help of various technologies in order to keep up with the competition and the market development described above, but sometimes there is a lack of competence in determining which technology is best suited for this.
The thesis deals with the technologies that serve the digitization and automation, namely Data Science Analysis, Machine Learning, Natural Language Processing, Optical Character Recognition and Robotic Process Automation.
Subsequently, it is explained which criteria can be used to make a recommendation for a specific application. The technologies are explained and then criteria are worked out with the help of expert interviews. The goal is to create a criteria catalogue that contains the important criteria.
The criteria catalogue includes goals and starting point, as well as a short definition and points to watch out for. The criteria catalogue serves as a reference point and is a good starting point for future recommendations.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Maßnahmen zur Steigerung der Arbeitszufriedenheit bei Fahrbediensteten im sozialen Dienstleistungssektor
No full textThe aim of the present study is to analyse the factors, which lead to a higher job satisfaction in a sample of drivers, who are working in the social services sector. A substancial part of the daily working routine is the interaction with the clients, who are mentally and/or physically disabled. The main method of data collection were qualitative interviews.
At first, the theoretical basics of job satisfaction are explained, with a focus on the roles of straim and claim. Furthermore it is discussed, which factors can lead to a rise of working motivation. The paper contributes to the existing literature dealing with job satisfaction including aspects of job motivation, incentives and mental stress. The results indicate that the people of the present study rank immaterial incentives higher in terms of job satisfaction. Moreover the interviewees framed the social aspects of the work as important, in terms of doing something meaningful.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Der Einfluss eines kürzeren Arbeitszeitmodells auf die MitarbeiterInnenzufriedenheit
No full textAbstract
Talks about working time are becoming more important and popular than ever before, and the most essential point in today's working environment. Over the years, there has been a fundamental shift in innovation, digitalization and rationalization, which both workers and employers have to face in a different way day by day. The Austrian government has passed a law stating that regular working hours are 40 hours a week. Especially in back offices, where employees tend to work in independent areas of activity with little or no customer contact, 8 hours per day can be an obstacle to their motivation, output and commitment.
The aim of this Master's thesis is to examine the impact of reducing full-time employment on employee satisfaction to gain insight. It consists of two main sections, namely the theoretical and empirical parts. First, the Austrian working time policy is based on the literature search to get an explanation of the current situation. In addition, the theoretical framework emphasizes the shorter full-time employment in the back office and its representatives (employees and employee union). Also, the costs that can incur in reducing working hours must be taken into account, i.e. with and without pay cuts.
Mention should be made of factors such as work-life balance, leisure activities, reduction of unemployment and health side effects, which have effects on employee satisfaction. In the empirical part, a qualitative study was carried out to prove or disprove the theoretical results. The goal of the expert interviews conducted in various companies was set to find out what attitudes and what importance the reduction of working time assigns to the employees. The answers were transcribed and translated into categories and interpretations. The empirical part was performed using literature based results. It turned out that a shorter full-time approach in the back office would promote employee satisfaction. It has, however, been noted that the reduction in working time would be welcomed by the staff, but the issue of equal or reduced salary needs to be further clarified and discussed.Wien, Fachhochschule des BFI Wien, Masterarb., 202
Die Konsumentinnen- und Konsumentenbewertung von Erfolgsfaktoren bei Markentransfers in Bezug auf die Muttermarke am Beispiel von bekannten Transferprodukten aus der Lebensmittelbranche
No full textBrand is one of the most important element of each company. In the context of globalization, development of free markets and new communication technologies, brand appears to be a resource of strategic growth and capacity. For this reasons companies try to be effective in building brand equity and creating market for their products. During the past decade, it is becoming increasingly popular to use brand extension strategy in the process of innovation and launching new products on the marketplace. In order to extend brand name into new product areas it is interesting to understand which factors effect brand extension process and which factors determine consumer evaluation of brand extension. As a result, getting a better understanding of the way how consumer evaluate new products produced under the famous brand name, as well as which factors are important for the consumer choice of product categories in the food industry, is an essential task of this master thesis.
To answer those questions many relevant studies, assays and other scientific literature were reviewed. The analysis showed different results on the effects of brand extension, which appeared to be sometimes contradictory. Through a careful research process seven most relevant factors of brand extensions were selected. The empirical analysis was conducted in order to determine which factors of brand extension are the most necessary for consumer evaluation of new products in four different product groups (“confectionery”, “milk products”, “basic food” and “beverages”) and also how these factors differ in all product categories. To answer these questions quantitative methods of data collection and analysis were used.
The results of the research showed disparities in consumer evaluation regarding factors of brand extension in different product categories. During the quantitative analysis it was found out that the most relevant factors for consumer evaluation of brand extension were: quality of parent brand in the “milk products” and “beverages” and consumer brand involvement in the “confectionery and “basic food” categories.
Consumer evaluation of such factors as a brand quality, similarity between parent brand and new product, marketing campaign (advertising) and company size showed that the results differ greatly depending on the product category, especially in “beverages” category.
The presented findings could provide a clear answer to the research questions of this master thesis.Wien, Fachhochschule des BFI Wien, Masterarb., 202
Untersuchung generationsbedingter Arbeitsmotive und Volitionen der erwerbsfähigen Bevölkerung im deutschsprachigen Raum
No full textWork motives and volitions are the essential basis for creating tailored incentives and motivating potentials in the workplace. Ensuring that they properly match needs and expectations of the employee base improves work motivation. With younger generations entering the labour market the question arises if employers’ measures to foster work motivation are still appropriate and adequately address employees’ needs and expectations. It is therefore necessary to investigate gen-erational differences with regards to work motives and volitions.
The present study evaluates correlations between generations and work motives considering the Baby Boomers (born 1956-1965), Generation X (born 1966-1980), Millennials (born 1981-1995) and Generation Z (born 1996-2010). Each of these generations has been analysed in respect of their interrelation with the following motives and volitions: (1) need for cognizance, (2) need for affiliation, (3) need for dominance, (4) attitude towards work, (5) need to avoid failure, (6) motivation supporting habits, (7) motivational inhibitions, (8) career orientation and (9) per-formance orientation.
To collect the empirical data, an online questionnaire concerning the above listed attributes was sent out and data for n=123 were gained as a basis for evaluation.
The data analysis revealed that the generational factor significantly correlates with the need for cognizance and a person’s career orientation.
Taking into consideration the factors of gender, professional field and position, additionally a correlation with the following motives and volitions could be discov-ered: the need for cognizance, need for dominance, career orientation and the need to avoid failure.
Thus, it is essential to consider generational differences concerning the need for cognizance, need for dominance, career orientation and, the need to avoid failure in order to adequately meet the needs and expectations of the workforce.Wien, Fachhochschule des BFI Wien, Masterarb., 202