Publikationsserver der Fachhochschule des BFI Wien
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Der Einfluss der Digitalisierung von Geschäftsprozessen auf Geschäftsmodellinnovationen von bestehenden österreichischen KMU
No full textUm ihren Fortbestand zu sichern, müssen sich Unternehmen an ihr Umfeld anpassen. Ein aktueller Treiber für Veränderung ist die Digitalisierung. Die vorliegende Masterarbeit untersucht wie sich dieser Wandel auf bestehende österreichische KMU und deren Geschäftsmodell auswirkt.
Als Werkzeug zur Analyse wird die Business Model Canvas genutzt. In Rahmen dieser Analyse sollen die Elemente des Geschäftsmodells identifiziert werden, welche am stärksten durch die Digitalisierung beeinflusst sind.To survive enterprises must adapt to changes in their environment. One of the most significant and dynamic changes enterprises and society face today is the digitalization. This master's thesis looks at small and medium-sized enterprises in Austria and how their business models are affected by the digitalization. Furthermore, this thesis looks at the elements of the business model which have the most potential for business model innovation, as a reaction to the current mega trend of digitalization.
This master's thesis uses the Business Model Canvas as a framework to describe business models and their elements. To identify these elements of the business model, this thesis first looks at current scientific literature on business models, business model innovation and digitalization. This analysis of current scientific publications is followed by an analysis of current studies on digitalization in Austria and digitalization in Austrian small and medium-sized enterprises. During this analysis the elements of the business model which are mostly affected are identified.Wien, Fachhochschule des BFI Wien, Masterarb., 202
Bank 5.0 and the future of banking : how digitalization and new technological developments are shaping the future of banking in Austria
No full textThe Austrian banking landscape has been evolving gradually in response to digitalization and new technologies. Recent developments such as Blockchain, Artificial Intelligence (AI), Machine Learning (ML) and Big Data Analytics have presented new opportunities as well as challenges. Here it is considered how both these opportunities and challenges will manifest in changes in the banking sector in Austria over the short to long term. The author explores if the predications of the FMA as well as the OeNB remain valid, where they indicate that the digital transformation in the Austrian banking landscape has important consequences both for the financial industry as well as for consumers.[1] The thesis describes how recent developments both inside and outside banking, and in particular the outbreak of the COVID-19 pandemic will potentially force changes towards more digitalization or perhaps slow down potential innovations and the integration of disruptor technologies.
From a short-term perspective it seems that Austrian banks are well capitalized and prepared for a crisis. Regulatory adjustments have forced banks to hold higher capital and liquidity buffers, high above the required minimum levels, and the ECB has put in place a set of monetary policy measures to mitigate the impact of the coronavirus pandemic. Nevertheless, in the long-run the pandemic could have a massive impact on a bank’s profitability, cause serious trouble with credit risk and lead to a crucial increase in non-performing loans (NPLs).
This research, which include analysis of interviews of four leading experts on the banking industry in Austria, shows that Austrian retail banks find themselves juggling between big priorities and concrete steps to recalibrate for the future. Besides COVID-19, a period of low interest rates, falling revenues and rising regulatory requirements keep the banking sector under pressure. Digitalization has arrived in many areas and even the financial sector is affected. New technological developments such as Blockchain, AI and Big Data Analytics are heading towards the banking industry. Financial Technology Start-Ups and Robo Advisors are entering the financial markets and are becoming increasingly important. Customers see the advantages in online banking and switch their activities to online activities. More than 58% percent of Austrians use online banking and already 36% percent use their mobile devices for banking activities. A reduction in branches and a different branch image has already started to change the previously known bank model and banks are faced with massive amounts of customer data. Hence, in order to stand out as a good bank, it will have to be able to skilfully manage such tons of customer data and turn it into a business. Therefore banks will have to work more closely with FinTech industries, incorporate their solutions, and generate new revenue streams, otherwise they will be confronted with an existential question.
[1] OeNB (2018) online.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Wandel in Echtzeit : transformatives Lernen mittels Virtual Reality-Coaching : eine qualitative Analyse über das verhaltensändernde Potenzial von Präsenz-Erfahrungen im Bereich der Persönlichkeitsentwicklung
No full textWith the overarching effects of globalization and digitalization society has been undergoing a fundamental change under uncertain, non-predictable circumstances, and is continuing to do so. To be able to cope with the increasingly challenging trends an approach towards pursuing a more flexible, reflective, and agile modus vivendi, both individually as well as on a global level, must become a common practice.
In this context, transformative learning is gaining considerable importance. The theory has not only received remarkable attention in the field of adult education since its establishment in 1978 by the American sociologist JACK MEZIROW but it has also been widely acknowledged by the academia and beyond.
Research suggests that Virtual Reality has the potential to alter deeply held existing frames of reference. While recipients are engaging in multisensory experiences which are limited under real-life conditions, they can (critically) assess fixed beliefs from multiple perspectives. This makes VR, inter alia, a valuable tool for therapeutic interventions.
To date, there is a lack of research investigating the transformative potential of VRapplications in coaching. The aim of this master thesis is to address this gap by exploring how and to what extent VR can serve as a catalyst for refocusing thought and attitudinal patterns.
Drawing on exemplary case studies and the empirical data, which was gained through semi-standardized interviews with five coaches and three clients, and based on qualitative social research techniques, results indicate that through coaching with Virtual Reality perspective transformation occurs.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Prozesse und Methoden der Entscheidungsfindung in selbstorganisierten Strukturen
No full textThe focus of the present master thesis is the process of decision making in a self-organized business structure. In order to create a deep understanding of the generic topic of organizational structures this work first introduces selected traditional and common organizational structures like the line or matrix organization. Subsequent it is depicted that these traditional structures are restricted in their use for challenges in the current business world. In contrast to traditional business structures the concept of self-organization offers an alternative to address a significant part of the needs of a future-oriented organizational structure. Further on, the concept of self-organization is explained and the recently popular idea of Holacracy is introduced and critically discussed. A relevant part of this thesis is the theoretical discourse on decision making in traditional organizational structures and self-organization, which clearly reveals the benefits and disadvantages of both structures. The centerpiece of this thesis are the results of the qualitative empirical research conducted with representatives of seven self-organized companies. The interviewees were asked, among other topics, to describe the processes and methods of decision making and the recognized ad- and disadvantages of these approaches. It is revealed that the companies use different approaches for the decision making process. Basically, they have in common, that decisions are taken from those people most concerned and who have the relevant comprehensive knowledge. Furthermore, all companies have implemented a dynamic management and decision making process, allowing decisions to be changed anytime necessary. Therefore, decisions are not final which allows the companies to adapt to changes very fast and flexible. All companies stated that sometimes exceptions from the established process occur, and a single person has to take the decision alone. However, there are significant differences among the companies concerning the frequency of these situations. Whereas one company explained that these situations happen every couple of years, in other companies specific topics, like HR-issues, are always handled as exception from the collaborative decision making process. Regarding the decision methods most companies use the method of consent, meaning, a decision is accepted until a per-son has a valid objection. According to the interviewees this method ensures a further development of the solution, given that all involved persons try to agree on a solution. Other advantages of typical decision making in self-organized structures include the higher identification with the solution and therefore higher commitment to the implementation of the solution. Whereas a challenge of this collaborative decision making is that this approach is requesting a high self-responsibility and self-reflection from all employees. Hence also the corporate culture has to be transparent and receptive to constructive criticism.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Feedbackumwelt und Arbeitsengagement
No full textBoth the feedback environment and work engagement are critical success factors in organizations. The feedback environment refers to the contextual aspects of the everyday feedback processes between managers on the one hand and employees on the other. These aspects include the credibility of the feedback source or its availability. Work engagement refers to a positive, motivating state of high energy combined with a high level of commitment. Re-search shows that work commitment is associated with a high degree of creativity, work performance and customer satisfaction.
The central research question of this thesis was whether and to what extent the feedback environment, in the context of executive feedback, is related to work engagement. The secondary research question concerned the relationship of socio-demographic and social-statistical characteristics with work engagement and the feedback environment.
Using a cross-sectional design, an online survey with 456 participants operationalised the concept of feedback environment using the Feedback Environment Scale (FES) and work engagement using the German version of the Utrecht Work Engagement Scale (UWES-9).
The results of correlations show a significantly positive medium-high correlation between feedback environment and work engagement. Thereby all aspects of the feedback environment correlate significantly with work engagement. A multiple linear regression shows that credibility of the feedback source and the promotion of feedback seeking have a significant explanatory value for work engagement. With increasing age, an increase in work commitment and, in terms of gender, a higher work commitment was recorded for female employees. A slight decrease in the feedback environment is associated with increasing age and organizational affiliation of employees. The effects with regard to all social-statistical variables were weak.
Organizations, human resource management and executives are therefore required to create a favorable feedback environment by improving informal feedback behavior. By consciously working on their own credibility and promoting feedback-seeking behaviour, managers can optimise the feedback environment and increase the commitment of their employees. The research is convinced that both lead to higher work performance and increased well-being of the employees.Studiengang laut Titelblatt "MSc Arbeits-, Organisationspsychologie & HR Management", tatsächlicher Abschluss "MSc HR Management".Masterarbeit Wien, Fachhochschule des BFI Wien 202
Kontinuierliche Ansätze zur Veränderung und deren Auswirkungen auf die Transformationsfähigkeit von Organisationen unter Berücksichtigung von MitarbeiterInnen Partizipation
No full textThe topic of the master thesis was „Continuous change approaches and their effects on the transformation capacity of organisations, taking into account employee participation“. The thesis is based an a theoretical and empirical part. The research question was: „What opportunities and risks do change management / transformation approaches based on continuous change offer to companies and employees?
The aim of this master thesis was to demonstrate the need for change and change management an to theoretically compare and empirically test the most important participatory change management models (Kotter, 2016; Krüger, 2014). A focus was placed on the significance and characteristics of the key factor of employee participation. The forms and dimensions of participation are described as well as its significance for companies and their employees. For this purpose, selected and practical methods of employee participation were used and examined in detail. To verify the theoretical assumptions, six experts were interviewed in guideline-centred interviews, which were evaluated in a qualitative content analysis. The results largely confirm that companies in change management projects follow the proposed approaches of Kotter and Krüger, even if these models are not applied „one to one“ in practice. The surveyed companies agree that continuous change management and the involvement of employees is necessary in order to remain successful on the market.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Kompetenzprofil für die Schlüsselposition Produktmanager bzw. Produktmanagerin in einem innovativen Technologie Start-up
No full textTitle: Competency profile for the key position of a product manager at an innovative
technology start-up.
Author: Agatha Allesch
Creation date: January 2020
Program of study: Work and Organizational Psychology and HR Management
Thesis Tutor: Mag.a (FH) Regina Rastbichler, MA
Triggered by the key question “do we have the proper human resources to realize our corporate strategy?” each company needs to do serious thoughts about its strategic HR management, a fragment of it is named competency management. As a result of the demographic evolution with the related shortage of qualified and motivated human resources it will get more and more difficult for corporations to attract, hire and develop employees.
This master thesis is clustered into eight chapters starting with general challenges at labor market and fundamentals of competency management as well as measuring procedures for competencies. The chapter about the range of application of competency profiles then leads to the empiric research itself. The subject of the thesis is the elaboration of a competency profile for the key position of a product manager by means of interviews - using the critical incident technique of Flanagan - with five experts in the field of product management. The interviews were transcribed and the content reduced by the Mayring method. By analyzing the outcome of the interviews 19 competencies were evaluated and their description and behavior patterns were finalized. The six competencies with the most matchings were decision making ability, acting with the result in mind, self-reliance, ability to integrate oneself, relations management und ability to access things. By means of the developed competency profile important improvements in the recruiting as well as people development for the key position can be done in order to ensure the competitiveness in the market.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Digitale Transformation als Chance für traditionsreiche Kleinstunternehmen : am Fallbeispiel des Hotel Einhorn Schwäbisch Gmünd
No full textOur globalized and High-Tech environment puts enormous pressure on our economy to constantly adapt and transform. Especially for small companies it’s hard to meet up with all the expectations, conditions and obstacles of the modern world and its speed.
In 2020, we experience a massive intervention in the Status Quo, caused by the Corona Virus pandemic. Its effects distinctly show the weaknesses of branches, business models and individual cases. One of the fields that are hit the hardest is the tourism sector and hospitality. Legal restrictions prohibit them from leading their business or restrict them harshly. This enhances the problems many hotels and hospitality services have encountered in the past and present: The global crisis reveals and emphasizes obstacles that are now brutally noticeable. Considering the current development in technology and society (f.e. Home Office and telecommunication decrease the need for business trips) these impacts have come to stay, and profound reorganisation measures are to be implemented.
This scientific work shall examine individual and general challenges that small hospitality business in Germany currently face. In cooperation with the Hotel Einhorn Schwäbisch Gmünd, qualitative analysis is applied to get to know a changing branch and to derive solutions and suggestions for further strategic moves.
All considerations take under account, that any transformation shall keep a long term improvement in eye and provide benefit for all businesses concerned.
The general objective is to secure or regain long term economic wealth and sustainable perspective with all suggested solutions.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Werks- und Mitarbeiter/Innenwohnungen als Modell zur Gewinnung von Young Professionals in urbanen Wirtschaftszentren und Metropolregionen, anhand des nördlichen und östlichen Alpenraumes
No full textIn times of shortage of skilled workers, of living space and rising rents in some of the Northern and Eastern Alpine regions, municipalities, companies and private households are facing challenges alike. Depending on the region, the issue of company and employee housing is experiencing a renewed upswing. It represents an alternative for creating living space in heated housing markets. Due to the increasing burden on households and rapid price increases on the housing market, are a relevant location factor for companies in some regions. Therefore, many private as well as public players in this market, have completely disappeared. Further with the rising focus of the companies on their core businesses, these housing units have been liquidated. In addition, the private sector is struggling with a continuing shortage of skilled workers in various industries. Consequently, additional services provided by companies are meeting with a positive response and employer selection plays a fundamental role. Employees orientate themselves towards regions with good labour market prospects. It is therefore not surprising that the housing market is seen as an important location factor. From the company's point of view, the interest here lies in the creation of an attractive employer brand and the long-term retention of well-trained specialists. In this context, there is an increasing number of considerations regarding the creation of living space in order to create both entrepreneurial advantages and benefits for the employees. This scientific work provides a basic knowledge of current factory and employee practices, which can be applied from an economic perspective with improvement measures. With the aim of improving the skills gap, young professionals can be addressed. Furthermore, this study tries to show regional, age-specific differences as well as connections with regional tight housing markets in order to present practical implications for companies in the northern and eastern Alpine region. The empirical evidence shows that age and regional characteristics do not have a significant effect on the positive assessment of the development of company and employee housing, nor on the ability to be influenced by the supply of company and employee housing. Furthermore, no significant correlation between job rejection and housing challenges could be found.Wien, Fachhochschule des BFI Wien, Masterarb., 202
Land der unbegrenzten Unmöglichkeiten : von der Mittelklasse in die Armutsgefährdung
No full textVermögens- und Einkommensungleichheiten sind seit den achtziger Jahren am Ansteigen. Sogar die Mittelklasse, der Wirtschaftsmotor für Konsum in den USA, ist nicht nur am schrumpfen, auch der Abstand zu den Top 1% ist am größer werden. Diese Asymmetrien sind nicht über alle demographischen Gruppen verteilt. Am stärksten betroffen sind junge Individuen, Frauen und ethnische Minderheiten. Dieses Umfeld von wachsenden Verteilungsasymmetrien führt zu einem Verlust von politischen Beteiligung, einer Verringerung der sozialen Durchmischung, vererbter Armut und keiner ausreichenden gesundheitlichen Versorgung der Gruppen, die am stärksten von Ungleichverteilung betroffen sind. Die Rezession von 2007 und deren Ursprünge im neoliberalen Paradigma haben die Lebensstandards der unteren 50% weiter verringert. Die Maßnahmen, welche von der Regierung und der Zentralbank durch Fiskal- und Geldpolitik gesetzt wurden, konnten der US-Wirtschaft aus der Rezession helfen und die Arbeitslosigkeit reduzieren. Während diese Maßnahmen kurzfristig die Vermögensverteilung zu einem geringen Teil reduzieren konnten, so zeigten sich keine Änderungen bei der Einkommensverteilung. Dies zeigt auf, dass Vermögen mittels Fiskal- und Geldpolitik umverteilt werden kann. Im Gegensatz zur Vermögensverteilung zeigt sich bei der Einkommensverteilung ein starkes systeminhärentes Problem wodurch es hier zu einer Resistenz gegenüber den Maßnahmen zur Bekämpfung der Rezession kommt.Wealth and income inequalities have been growing since the beginning of the eighties. Even the middle class, the economic engine of consumer demand in the US, started to shrink and the gap to the top 1% has been widening ever since. Those asymmetries are not distributed equally across all demographic groups in the society. Most affected of those circumstances are young individuals, women and ethnical minorities. This environment of growing asymmetries in distribution leads to loss of political engagement, lack of social cohesion, inherited poverty and no sufficient healthcare for people who are impacted by inequality. The great re-cession from 2007 and its roots in the neoliberal paradigm let the living standards for the lower 50% decline even more. The measurements undertaken by the government and the central bank through fiscal and monetary policy were able to lift the US economy out of the recession and to reduce unemployment. While those measurements could reduce wealth inequality for a minor part in the short term, asymmetries in income showed no change. This shows that wealth can be redistributed by fiscal and monetary policy. In contrast to wealth distribution, inequalities in income show a strong system inherent problem and were therefore resistant to the policies set to tackle the great recession.Wien, Fachhochschule des BFI Wien, Masterarb., 202