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Exkurs: Personalmarketing im Internet - Die rechtlichen Herausforderungen an das Online-Recruiting
(2014)
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.
The adsorption and reaction of the amino acid glycine (NH2-CH2-COOH) are studied experimentally on the polar single crystal surface of zinc oxide, ZnO(000-1), by X-ray photoelectron spectroscopy (XPS) under UV light in presence and absence of molecular O2. Deposition at 350 K mainly resulted in a largely deprotonatedmonolayer (NH2-CH2-COO−(a)+OH(s); where O is surface oxygen,(a)is for adsorbed and(s)is for surface species) identified by its XPS C1s binding energy at 289.3 eV (-COO), 286.7 eV (-CH2-) and XPS O1s at 531.8 eV(-COO). A decrease in the signals of all functional groups of the adsorbed glycine (monitored by their C1s, O1s,and N1s lines) is seen upon UV excitation in the absence and presence of O2pressures up to 5 × 10−6 mbar. The photoreaction cross sections extracted from the decrease in the C1s peaks were found to be =2.6 × 10−18(COO(a)) and 1.4 × 10−18(-CH2-)cm^2. The photoactivity of the ZnO(000-1) surface under UHV-conditions is found to be comparable to that seen in direct photolysis of amino acids in solution.
We argue that effective leadership development should be evidence-based, i.e. that it combines the best available scientific evidence with
research in the specific organizational context. To illustrate our proposition, we report findings from a case study in a multinational organization. The goal was to examine which rater source in the company’s 360 degree feedback would provide the most valid information about leadership competencies. Therefore, we explored relationships between 360 degree ratings and assessment center (AC) ratings of the same leadership competencies (N=151). It was predicted that AC ratings show higher overlap with 360 degree ratings for behaviors that specific rating
sources can more easily observe in the ratees’ work life. Results showed that peers were the most accurate observers of leadership competencies in 360 degree assessments, compared to managers and subordinates. This corroborates our argument for an evidence-based instead of an
intuitive handling of 360 degree feedback results. Practical implications and avenues for future research are discussed.
Schriftliche Stellungnahme zum Hochschulzukunftsgesetz NRW. Gesetzentwurf der Landesregierung
(2014)
Pikettys Kapitalismus-Analyse. Warum die Reichen immer reicher und die Armen immer ärmer werden
(2014)
Verwaltungsprozessrecht
(2014)
Rechtsquellen des EU-Rechts
(2014)