312 research outputs found
Career service papers - csp 18/21
No full textInhaltsübersicht:
Christine Buchwald: Vorstellung eines Modells zur Förderung der Transferkompetenz durch ein studentisches Praktikum, inkl. Nutzungsmöglichkeiten für Career Services
Irina Gewinner & Mara Esser: Geschlechtsspezifische Studienfachwahl und kulturell bedingte (geschlechts)stereotypische Einstellungen
Friederike Schulze-Reichelt, Wilfried Schubarth: Was nützt mir das Studium? Zur Bedeutung des Berufsfeldbezuges für den Studienerfolg. Befunde und Empfehlungen des StuFo-Projekts
Miriam Schmitt, Johanna M. Werz, Esther Borowski, Uwe Wilkesmann, Ingrid Isenhardt: Ein Online-Tool für die Karriereplanung von Frauen in MINT-Berufen: Herausforderungen und Chancen
Sigrid Maxl-Studler, André Romano: Mobile Recruiting. Nutzung, Akzeptanz und Herausforderungen mobiler Bewerbungen aus Sicht der Generationen Y und Z
Jing Su, Vera Yu, Nelli Wagner: Ein chinesisches „Ja“ ist nicht gleich einem deutschen „Ja“. Herausforderungen in der Unterstützung von chinesischen Studierende
Merkmale der Innovationsfähigkeit von kleinen und mittleren Unternehmen : ein sozialwissenschaftlicher Beitrag zur innovationsförderlichen Personal- und Organisationsentwicklung
No full textThe present dissertation presents the crucial characteristics of the innovative capacity of small and medium-sized enterprises (SMEs) at the business location Germany. The characteristics were exemplary rated by executives of research and knowledge-intensive SMEs in terms of their occurrence and relevance. The acknowledgement of the decisive innovation characteristics enables decision-makers in the field of human resources and organizational development to design a working environment that fosters innovation sustainably. To arrive at this knowledge, relevant terms in the research field of innovative capacity were discussed from the perspective of social sciences. Among other things, a holistic understanding of innovation has been reported which comprises in particular those types of innovations which cannot be directly connected with a monetary benefit (e.g. social or structural innovations). This assumption has huge impact on the working relevant framework conditions as the continuous generation of different types of innovation requires the recognition of a wide range of potential influence factors. The present work is based on the assumption that innovativeness is a multidimensional construct which can only be predicted and managed to a limited extend. Furthermore it was explained that the areas human resources and organizational development have a particular impact on the innovation success: The innovativeness of the employees and thus a company highly depends on how it succeeds to realize multifarious (innovation relevant) characteristics in the field of human resources and organization development. In detail, the following research questions (FF) were answered: FF1: Which research method is appropriated to identify, cluster and reduce characteristics of innovative capacity at the business location Germany? FF2: What are the key characteristics of the innovative capacity of SMEs with focus on human resources and organizational development? FF3: How are the identified characteristics observed in matters of their occurrence and relevance by executives from SMEs? FF4: Which recommendations can be formulated for human resource and organizational development in SMEs based on the generated results
Merkmale der Innovationsfähigkeit von kleinen und mittleren Unternehmen : ein sozialwissenschaftlicher Beitrag zur innovationsförderlichen Personal- und Organisationsentwicklung
No full textThe present dissertation presents the crucial characteristics of the innovative capacity of small and medium-sized enterprises (SMEs) at the business location Germany. The characteristics were exemplary rated by executives of research and knowledge-intensive SMEs in terms of their occurrence and relevance. The acknowledgement of the decisive innovation characteristics enables decision-makers in the field of human resources and organizational development to design a working environment that fosters innovation sustainably. To arrive at this knowledge, relevant terms in the research field of innovative capacity were discussed from the perspective of social sciences. Among other things, a holistic understanding of innovation has been reported which comprises in particular those types of innovations which cannot be directly connected with a monetary benefit (e.g. social or structural innovations). This assumption has huge impact on the working relevant framework conditions as the continuous generation of different types of innovation requires the recognition of a wide range of potential influence factors. The present work is based on the assumption that innovativeness is a multidimensional construct which can only be predicted and managed to a limited extend. Furthermore it was explained that the areas human resources and organizational development have a particular impact on the innovation success: The innovativeness of the employees and thus a company highly depends on how it succeeds to realize multifarious (innovation relevant) characteristics in the field of human resources and organization development. In detail, the following research questions (FF) were answered: FF1: Which research method is appropriated to identify, cluster and reduce characteristics of innovative capacity at the business location Germany? FF2: What are the key characteristics of the innovative capacity of SMEs with focus on human resources and organizational development? FF3: How are the identified characteristics observed in matters of their occurrence and relevance by executives from SMEs? FF4: Which recommendations can be formulated for human resource and organizational development in SMEs based on the generated results
Digitale Transformation auf dem Shopfloor : Einfluss der organisationalen Lerninfrastruktur auf die arbeitsbezogene Handlungsbefähigung der Produktionsmitarbeiter am Beispiel der Automobilindustrie
No full textBildungstrends der zukünftigen Dienstleistungsgesellschaft : Abschlußbericht des Arbeitskreises 12 'Bildung und Lernprozesse' der BMBF- Initiative 'Dienstleistung 2000plus'
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Augmenting collaboration : impact of augmented reality on collaborative problem-solving processes
No full text1.Was ist das ProblemCurrent working environments and the problems to be solved have become so complex that they often require collaborative working modes. This complexity also results in the necessity for methodological and process support. While analogue materials, e,g, whiteboards, have already been used for decades to foster collaboration and problem-solving processes, digital technologies increasingly supplement and often even replace them. For digital technologies to effectively and efficiently support collaborative problem-solving processes, their impact on the collaboration needs to be taken into account. An example of a currently increasingly used digital technology is Augmented Reality (AR). It is characterised by enhancing the real world by virtual objects or information with the help of digital devices, specific mobile applications, and virtual objects. When combined with tasks and (working) processes such as solving a complex problem in a team, AR might serve as a supportive means. The impact of AR on collaborative problem-solving processes, however, has hardly been investigated from the human rather than the technological perspective in terms of how an AR application is designed for fostering collaborative problem-solving processes and how to conceptualise its integration into collaborative teamwork. This thesis, thus, has investigated the effects that show when using AR for fostering the collaborative solving of problems. To do so, it is based on two methodological parts: Part A deals with the description of the general aspects of collaboration in teams, while Part B is concerned with the investigation of AR in collaborative problem-solving processes. While Part A includes a literature-based requirements analysis and participant observation for identifying basic requirements and design criteria for collaborative AR, Part B builds onto these results and investigates the impact of AR on collaborative problem-solving processes by means of an experimental setting. As a result, statements and guidelines describe the implications of AR on the teams’ behaviour during a collaborative problem-solving process as well as the progress and conduct of the process. They present recommendations for action with respect to the situations effective for collaborative AR, the design of collaborative AR applications, and conceptualisation of the team and organisational development process during problem-solving processes
Der Mensch in der Kommunikation mit der Technik : [Festschrift ; zum 60. Geburtstag von Prof. Dr.-Ing. Klaus Henning]
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Bildungstrends der zukünftigen Dienstleistungsgesellschaft : Abschlußbericht des Arbeitskreises 12 'Bildung und Lernprozesse' der BMBF- Initiative 'Dienstleistung 2000plus'
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