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Institute
- Fakultät WiSo (2149) (remove)
The global climate system is currently warming due to the increase in CO2 emissions caused by humans. Technically oriented efficiency strategies are seen more frequently as solutions to reach the European Union’s maximum two degrees Celsius target. Companies play an important role in limiting climate change and must either prepare for such consequences or adopt new strategies such as the sufficiency strategy.
This article will discuss how the sufficiency strategy and the promotion of sufficient living in the context of the tourism industry can contribute to reducing CO2 emissions. Most common approaches toward sufficient living found in literature will be identified, analysed and discussed. Based on chosen keywords, the most common approaches were identified through a literature review of relevant journals from 1989 to 2014. Four main research fields that can promote sufficient living and reduce CO2 emissions were identified. Based on the prospects of the companies, it is apparent that sufficient strategies are not only able to support a market-orientated corporate management but also promote sufficient living and thus reduce CO2 emissions.
Geschäftsmodelle sind genuin ein wichtiger Schlüssel zur Logik und systematischen Darstellung unternehmerischen Treibens mit Berücksichtigung aller beteiligten Akteure und deren Aktivitäten. Trotz des Bewusstseins um die organisch-systemischen Verflechtungen von Unternehmen mit sämtlichen Stakeholdern, liegt auch bei Geschäftsmodellen der Energiewirtschaft der primäre Fokus i. d. R. darauf, das Leistungsversprechen gegenüber dem Kunden (value proposition) in ökonomische Unternehmenserträge (value captured, revenue streams) zu überführen. Dieser Beitrag geht am Beispiel von Stromspeichern der Frage nach, wie das Grundverständnis von Geschäftsmodellen theoretisch und praktisch erweitert werden muss, um sich nachhaltiger auf die Zukunft einzustellen. Dabei wird die Form des suffizienzorientierten Geschäftsmodells als Gestaltungsrahmen herausgearbeitet.
Angehörige der Gesundheitsberufe sehen sich vermehrt mit komplexen und neuen Aufgaben sowie einem veränderten Arbeitsumfeld konfrontiert. Gleichzeitig ist das Gesundheitswesen durch ein hohes Maß an Arbeitsteilung gekennzeichnet, die das nahtlose Zusammenwirken unterschiedlichster Gesundheitsberufe voraussetzt. Daher kommt der Entwicklung interdisziplinärer Kompetenzen eine hohe Bedeutung zu.
An der Hochschule Osnabrück werden im Rahmen des BMBF-geförderten Forschungsverbundprojekts „Kompetenzentwicklung von Gesundheitsfachpersonal im Kontext des Lebenslangen Lernens“ (KeGL) berufsbegleitende wissenschaftliche Zertifikatsangebote in den Bereichen Patientensicherheitsmanagement und Gesundheitsinformatik entwickelt und in interdisziplinär zusammengesetzten Gruppen erprobt. Im Mittelpunkt dieser Handreichung stehen die Ergebnisse und Erfahrungen aus der ersten Förderphase, in welcher neben einer Analyse von Kompetenzbedarfen, die Erarbeitung eines Lehr-Lern-Konzepts und die Erprobung zweier Pilotmodule erfolgt sind.
Detection and resolution of conflicting change operations in version management of process models
(2013)
Version management of process models requires that different versions of process models are integrated by applying change operations. Conflict detection between individually applied change operations and conflict resolution support are integral parts of version management. For conflict detection it is utterly important to compute a precise set of conflicts, since the minimization of the number of detected conflicts also reduces the overhead for merging different process model versions. As not every syntactic conflict leads to a conflict when taking into account model semantics, a computation of conflicts solely on the syntax leads to an unnecessary high number of conflicts. Moreover, even the set of precisely computed conflicts can be extensive and their resolution means a significant workload for a user. As a consequence, adequate support is required that guides a user through the resolution process and suggests possible resolution strategies for individual conflicts. In this paper, we introduce the notion of syntactic and semantic conflicts for change operations of process models. We provide a method how to efficiently compute conflicts precisely, using a term formalization of process models and consider the subsequent resolution of the detected conflicts based on different strategies. Using this approach, we can significantly reduce the number of overall conflicts and reduce the amount of work for the user when resolving conflicts.
Talent scarcity in many parts of the world leads to the necessity to enlarge talent pools in order to provide enough future holders of key positions. Taking the scholarly discussion at the overlap of talent management and current careers literature as a starting point our qualitative empirical research provides insights in talent’s career decisions in an eastern emerging market, India, and a western developed country, Germany. 49 interviews with internationally experienced knowledge-workers were held to find out how to they come to career decisions throughout their career. Special focus was the balancing act of professional and private life sphere. An inductive-deductive approach was used to develop categories in MaxQda. Results show the impact of institutional frame, cultural context, and gender differences. Consequently, a stronger focus on talent’s different life phases with context specific deviations when configuring Talent Management in Multinational Enterprises can be advised.
In Germany, a lot of young children at risk of language difficulties still go undetected or are not assessed before preschool-age. For children where parents may suspect a disorder, this practice causes a lot of emotional distress alongside lost time for intervention. Thus, what contribution can parents and nursery staff make for the earlier detection of language difficulties? 34 children from four German kindergartens were tested with a standardized preschool screening for language problems by an SLT. Parents and nursery staff completed a questionnaire (FEE 3-4) that was designed to collect potential risk-factors and included the rating of children’s abilities across the main language domains. Outcomes from the FEE 3-4 were compared between parents and nursery staff as well as triangulated with results from the standardized screening. Agreement between parents and nursery staff re. individual children’s potential language difficulties was moderate (Kappa = 0.44, p = .050). Overall, nursery staff rated children’s language abilities more strictly and precisely than parents. Especially their rating of ‘word order’ (p = .022) and ‘verb endings’ contributed significantly to the identification of potential language difficulties similar to the standardized screening. The screening identified two children at risk without caregiver's concern, but not two others who were at risk of language disorder and for whom caregivers expressed concern. Caregiver’s awareness of early language difficulties appears to be rather intuitive. Young children at risk are most reliably detected if standardized instruments are used in combination with caregiver questionnaires. Ideally, this process includes data from parents and nursery staff to be interpreted by an experienced SLT, as the use of a standardized screening alone may lead to missed or mistaken identification where essential information about the child’s environment (e.g. risk factors) is not provided. If parents are concerned about children’s language, full assessment is clearly justified.
The increasing complexity of caseloads in SLT practice, e.g. due to higher comorbidity, lacking information or experience in the
treatment of complicated cases, calls for support from experienced as well as specialist practitioners from within the field - especially
for novice therapists. One way to tackle these challenges may be peer coaching and how it can be employed within the educational
and professional SLT setting.
Peer coaching was implemented across five semesters of a successive SLT study programme at a University of Applied Sciences in
Germany. The approach was embedded in a clinical reasoning seminar with 25 SLT students who each presented a challenging case
study from their current workload. All participants completed a short online survey to evaluate the feasibility of the team approach
within this setting as well as their personal benefit and development re. the discussed case studies.
Students felt encouraged by being able to share their experience and tackle actual challenges. They particularly valued receiving
answers from a broad range of other SLTs but also contributing to other students’ queries and providing practical solutions for
them. All participants felt that peer coaching was an appropriate approach for clinical reasoning to support their professional as well
as personal development. Other outcomes were a perceived increased ability to employ metacognitive reflection to be used with
their whole caseload but also a prospective need for further training. Some students suggested the employment of peer coaching
within their work setting.
In the educational as well as professional SLT setting, peer coaching can be successfully employed, triggering metacognitive
reflection re. practitioner’s thinking and acting, resulting in an increased awareness of needs and skills as part of the clinical
reasoning process.
Teachers in health informatics have a broad variety of international and national educational recommendations to rely on when designing programmes, curricula, courses and educational material. However, in addition they often need very specific information for their setting, blue-prints, hands-on experience and encouragement to try something new. This workshop presents three case studies from European universities who have implemented inter-professional, technology enabled health informatics courses in undergraduate, postgraduate and open university settings. These approaches will be put into the context of the TIGER recommendation framework that includes priority ratings of health informatics competencies and case studies to illustrate them. The workshop attendees will have ample opportunity to exchange ideas with the presenters and start a mutual learning process for health informatics teachers.
Business-driven development favors the construction of process models
at different abstraction levels and by different people. As a consequence, there is a demand for consolidating different versions of process models by merging them. In this paper, we study a basic scenario, derive requirements and present a prototype for detecting and resolving changes between process models.
Adaptivity is prevalent in today’s software. Mobile devices
self-adapt to available network connections, washing machines
adapt to the amount of laundry, etc. Current approaches for engineering such systems facilitate the specification of adaptivity in the analysis and the technical design. However, the modeling of platform independent models for adaptivity in the logical design phase remains rather neglected causing a gap between the analysis and the technical design phase.
To overcome this situation, we propose an approach called Adapt Cases. Adapt Cases allow the explicit modeling of adaptivity with domain-specific means, enabling adaptivity to gather attention early in the software engineering process.
Since our approach is based on the concept of use cases it
is easy adoptable in new and even running projects that
use the UML as a specification language, and additionally,
can be easily incorporated into model-based development
environments.
Background: IT is getting an increasing importance in hospitals. In this
context, major IT decisions are often made by CEOs who are not necessarily IT
experts. Objectives: Therefore, this study aimed at a) exploring different types of IT
decision makers at CEO level, b) identifying hypotheses if trust exists between these
different types of CEOs and their CIOs and c) building hypotheses on potential
consequences regarding risk taking and innovation. Methods: To this end, 14
qualitative interviews with German hospital CEOs were conducted to explore the
research questions. Results: The study revealed three major types: IT savvy CEOs,
IT enthusiastic CEOs and IT indifferent CEOs. Depending on these types, their
relationship with the CIO varied in terms of trust and common language. In case of
IT indifferent CEOs, a potential vicious circle of lack of IT knowledge, missing trust,
low willingness to take risks and low innovation power could be identified.
Conclusion: In order to break of this circle, CEOs seem to need more IT knowledge
and / or greater trust in their CIO.
Zum Stellenwert der Mitarbeiterführung im Krankenhaus – Zweiter Teil: Empirische Untersuchung
(2015)
Hintergrund: Nachdem die Einsparungen von Personalkosten zur Erhöhung der Wirtschaftlichkeit über Jahre hinweg im Fokus des Krankenhausmanagements standen, sehen sich Krankenhausmanager vor dem Hintergrund steigender Erwartungen der Generation Y an ihren Arbeitgeber und des Fachkräftemangels im Gesundheitswesen, mit der Herausforderung konfrontiert, attraktive Arbeitsbedingungen für ihre (potenziellen) Mitarbeiter zu schaffen. Die Arbeitgeberattraktivität ist zunehmend durch ‚weiche‘ Faktoren gekennzeichnet, für deren Realisierung die Mitarbeiterführung und die daraus resultierende Führungskultur von besonderer Bedeutung sind. Fragestellung: Vor dem Hintergrund der skizzierten Ausgangslage liegt der vorliegenden Ausarbeitung die Fragestellung zugrunde, welchen Stellenwert die Mitarbeiterführung im Sinne einer positiven Führungskultur gegenwärtig in bundesdeutschen Krankenhäusern besitzt. Methode: Zur Beantwortung der Fragestellung werden, basierend auf theoretischen Grundlagen und den Ergebnissen einer orientierenden Literaturrecherche, Hypothesen generiert und im Rahmen einer standardisierten Befragung (online und telefonisch) von Führungskräften aus bundesdeutschen Krankenhäusern (N = 1554) im Rahmen einer Vollerhebung empirisch überprüft. Ergebnis und Fazit: In die Datenauswertung konnten die Antworten von Führungskräften aus 456 Krankenhäusern einbezogen werden (Rücklauf: 29,3 %). Im Ergebnis zeigt sich, dass der Stellenwert der Mitarbeiterführung im Sinne einer positiven Führungskultur in den an der Untersuchung teilgenommenen Krankenhäusern unterschiedlich hoch ist, in den meisten aber als gering bis mittelmäßig und damit im Hinblick auf den nachhaltigen Aufbau einer positiven Führungskultur als dringend verbesserungsbedürftig zu bestimmen ist
Nachdem die Einsparungen von Personalkosten zur Erhöhung der Wirtschaftlichkeit über Jahre hinweg im Fokus des Krankenhausmanagements standen, sehen sich Krankenhausmanager vor dem Hintergrund steigender Erwartungen der Generation Y an ihren Arbeitgeber und des Fachkräftemangels im Gesundheitswesen mit der Herausforderung konfrontiert, attraktive Arbeitsbedingungen für ihre (potenziellen) Mitarbeiter zu schaffen. Die Arbeitgeberattraktivität ist zunehmend durch ‚weiche‘ Faktoren gekennzeichnet, für deren Realisierung die Mitarbeiterführung und die daraus resultierende Führungskultur von besonderer Bedeutung sind. Vor diesem Hintergrund wird im Folgenden darauf eingegangen, wie sich die Mitarbeiterführung der gegenwärtigen Lehrmeinung folgend beschreiben lässt, wie der Stellenwert der Mitarbeiterführung in der Praxis offensichtlich wird und welche Merkmale den Stellenwert der Mitarbeiterführung determinieren.