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Gender Mainstreaming
(2009)
Umgang mit personeller Vielfalt. Alltagskonstruktionen von Verschiedenheit in deutschen Unternehmen
(2006)
Selbst und Zeitmanagement. Optionen erkennen. Selbstverantwortlich handeln. In Netzwerken agieren
(2004)
Führen Frauen anders?
(2001)
Diversity Management
(2001)
Mentoring
(2001)
Gleichstellung
(2009)
Betriebliches Talentmanagement als Rekrutierungsstrategie wird in der jüngeren Literatur (auch) unter ethischen Gesichtspunkten kritisch diskutiert. Ich suche daher nach soziologisch und wirtschaftswissenschaftlich fundierten Konzepten für ein nicht-elitäres, inkludierendes Talentmanagement, das auch der sozialen Verantwortung von Unternehmen und Bildungseinrichtungen gerecht wird. Dazu wird der „Capability-Ansatz“ herangezogen, und es werden die Beziehungen zwischen (nicht-elitärem) Talentmanagement und Diversity-Management (DiM) dargelegt. Ein Praxisfall aus der Hochschullandschaft wird präsentiert und aus Sicht der Entwicklung von „Capabilities“ untersucht.
Interkulturelle Kompetenz
(2021)
Broadening the Target Group for Higher education in Germany: A Case Study on Diversity Management
(2011)
In some industrialized German areas, as in the Ruhr-Area, the percentage of students with migrant background in primary education has overcome the 50 percentage limit with an increasing share in future, the overwhelming part of them with family from Turkey. A large share of those students attains the admission qualification to higher education from “Berufskollegs”, schools which focus on the combination of vocational skills and theoretical education. This migrant potential can primarily be tapped for additional students by universities of applied sciences which are embedded into their regions and dedicated to teaching.
First, we show the approach to conceptualize culture and cultural specifics of migrants with Turkish background this project is based on.
Second, we give an overview on the main actions of the project, systematically presented as a process leading students through the institution (“input, throughput, output”).
Third, we frame the project by referring to principles of diversity management in general.
Diversity Management - an approach to use people of different ages as a resource in enterprises
(2003)
When a hydrophilic solute in water is suddenly turned into a hydrophobic species, for instance, by photoionization, a layer of hydrated water molecules forms around the solute on a time scale of a few picoseconds. We study the dynamic buildup of the hydration shell around a hydrophobic solute on the basis of a time-dependent dielectric continuum model. Information about the solvent is spectroscopically extracted from the relaxation dynamics of a test dipole inside a static Onsager sphere in the nonequilibrium solvent. The growth process is described phenomenologically within two approaches. First, we consider a time-dependent thickness of the hydration layer that grows from zero to a finite value over a finite time. Second, we assume a time-dependent complex permittivity within a finite layer region around the Onsager sphere. The layer is modeled as a continuous dielectric with a much slower fluctuation dynamics. We find a time-dependent frequency shift down to the blue of the resonant absorption of the dipole, together with a dynamically decreasing line width, as compared to bulk water. The blue shift reflects the work performed against the hydrogen-bonded network of the bulk solvent and is a directly measurable quantity. Our results are in agreement with an experiment on the hydrophobic solvation of iodine in water.
Dem Thema Nachhaltigkeit kommt zunehmend eine größere Bedeutung zu. Dies liegt nicht zuletzt daran, dass die Pflicht, einen Nachhaltigkeitsbericht zu erstellen, mit dem Jahr 2024 auch auf viele kleine und mittlere Unternehmen ausgeweitet wird. Bislang trifft dies überwiegend auf große Unternehmen zu, welche in der Regel strukturell und hinsichtlich Software sehr gut für die Bewältigung dieser Aufgabe aufgestellt sind. Anders verhält es sich jedoch bei KMU, denn in diesen fehlen meist personelle und finanzielle Ressourcen sowie geeignete softwaretechnische Unterstützungswerkzeuge. In diesem Beitrag werden die Ergebnisse einer Studie der Westfälischen Hochschule vorgestellt, die sich auf das Nachhaltigkeitsreporting von KMU fokussiert. Darüber hinaus werden Herausforderungen aus Informationssicht erläutert und mögliche Unterstützungsbedarfe für KMU diskutiert. Ein Überblick über zukünftige Ansatzpunkte und eine abschließende Diskussion runden den Artikel ab.
We investigate how professional recruiters perceive and assess potential board director candidates. Based on a human capital perspective, individual characteristics will represent certain human capital resources, perceived as more or less useful for the firm. We focus on what characteristics are critical for a candidate to be perceived as appointable to a board. We are particularly interested in the role visible vs. more hidden aspects of human capital in these assessments. The aim of the study is to uncover central actors’ ideas and assumptions of what constitutes the ideal board director. This will add
knowledge as to how board compositions are created and
changed.
We conducted eight semi-structured, in-depth interviews with professional recruiters in Germany and Norway. The results show that formal competence is partly downplayed as selection criteria for board positions, while experience has a central role. Further, our results show that experiences have both a concrete and a symbolic side, where certain individual characteristics appear to represent an image of a successful director of a board. Further, our data show that symbolic capital, labeled “habitus”, is a crucial prerequisite for an individual to be appraised as an ideal candidate. The results indicate preferences for stability and predictability in recruitment processes, which may contribute to explain the persistently low
proportion of women on corporate boards.
This paper develops a framework for understanding the relationships between approaches to learning adopted by students in the context of higher education and the culture of the country they were brought up in. The paper, after examining the more widely used Kolb's learning styles, opts for another categorisation, namely the so called learning approaches developed by Entwistle and others (for example, Entwistle and Ramsden, 1983; Biggs, 1987; Entwistle, 1992; Tait, Entwistle and McCune, 1998; Biggs, Kember and Leung, 2001). Each of the main categories of learning approaches identified by his school, namely, deep, surface apathetic, and strategic are related to Hofstede's cultural dimensions, namely, power distance, individualism vs. collectivism, uncertainty avoidance, long vs. short time orientation and masculinity vs. femininity and a series of hypotheses developed that could be tested in cross cultural samples. This study would give practical hints on students moving out to study in different cultures (e.g. for higher education) and for teachers dealing with students from multiple cultures.
(PDF) Does culture influence learning styles in higher education?. Available from: https://www.researchgate.net/publication/254836756_Does_culture_influence_learning_styles_in_higher_education [accessed Jul 09 2018].
In der Diskussion um Strategien zum Abbau der Arbeitslosigkeit ist der Dienstleistungssektor zum Hoffnungsträger geworden. Viele sehen das Dienstleistungsgewerbe schon als Motor des wirtschaftlichen Wachstums in der Bundesrepublik an. Allerdings übersieht diese These wechselseitige Abhängigkeiten zwischen sekundärem und tertiärem Sektor. Die empirische Analyse für den Regierungsbezirk Münster verdeutlicht, daß die Vorleistungsbeziehungen zwischen beiden Sektoren eine bedeutende Rolle spielen. Insofern hängen die Beschäftigungserfolge im Dienstleistungssektor auch von der Wettbewerbsfähigkeit der regionalen Industrie ab. Eine Förderung der Dienstleistungsbereiche ohne entsprechende Pflege der industriellen Basis erweist sich daher als fragwürdige Strategie.
Dephasing in quantum systems is typically the result of their interaction with environmental degrees of freedom. We investigate within a spin-boson model the influence of a super-Ohmic environment on the dynamics of a quantum two-state system. A super-Ohmic environment thereby models typical bulk phonons which are a common disturbance for solid state quantum systems as, for example, nitrogen-vacancy centers. By applying the numerically exact quasiadiabatic path-integral approach we show that for strong system-bath coupling, pseudocoherent dynamics emerges, i.e., oscillatory dynamics at short times due to slaving of the quantum system to the bath dynamics. We extend the phase diagram known for sub-Ohmic and Ohmic environments into the super-Ohmic regime and observe a pronounced nonmonotonous behavior. Super-Ohmic purely dephasing fluctuations strongly suppress the amplitude of coherent dynamics at very short times with no subsequent further decay at later times. Nevertheless, they render the dynamics overdamped. The corresponding phase separation line shows also a nonmonotonous behavior, very similar to the pseudocoherent dynamics.
We study the dynamics of a quantum two-state system driven through an avoided crossing under the influence of a super-Ohmic environment. We determine the Landau–Zener probability employing the numerical exact quasi-adiabatic path integral and a Markovian weak coupling approach. Increasing the driving time in the numerical protocol, we find converged results which shows that super-Ohmic environments only influence the Landau Zener probability within a finite crossing time window. This crossing time is qualitatively determined by the environmental cut-off energy. At weak coupling, we show that the Markovian weak coupling approach provides an accurate description. Since pure dephasing of a super-Ohmic bath is non-Markovian, this highlights that pure dephasing hardly influences the Landau–Zener probability. The finite crossing time window, thus, results from the suppression of relaxation once the energy splitting exceeds the environmental cut-off energy.