Alle Publikationen
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2018
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(2018) : Readiness for Artificial Intelligence: 2018 IEEE 16th International Symposium on Intelligent Systems and Informatics (SISY): Subotica, Serbia: IEEE, S. 000235-000238
DOI: https://doi.org/10.1109/SISY.2018.8524740 Abstract: In the age of the fourth industrial revolution, where collaborative systems are the real innovation people are still not prepared for the results of the third revolution, namely for artificial intelligence. While every change has its life cycle with innovators, early adopters, early majority before it can reach its fruition, the age of robots has too fast been followed by the internet of things (IoT) of the fourth industrial revolution. Hence, people didn’t have enough time to adapt to the change. In present paper a primary research is presented, that aimed to explore the attitude of young adolescents towards artificial intelligence. Based on the result, trust is clearly one of the main issues regarding change in general and readiness in particular. People are not ready for robotic peers within their workplace yet. Psychological and emotive needs shall be addressed for the people to accept artificial intelligence in their workplace and surrounding.
Keywords: AI, Artificial intelligence, change, collaborative systems, early adopters, Employment, fourth industrial revolution, groupware, ieee xplore, innovation people, Internet of things, Künstliche Intelligenz, ORGANIZATIONS, PSYCHOLOGY, readiness, robotic peers, service robot, technological innovation, Trust -
(2018): The Perils and Promises of Self-Disclosure on Social Media. In: Information Systems Frontiers 20 (3), S. 425-437. DOI: 10.1007/s10796-017-9806-7
Abstract: In addition to their professional social media accounts, individuals are increasingly using their personal profiles and casual posts to communicate their identities to work colleagues. They do this in order to 'stand out from the crowd' and to signal attributes that are difficult to showcase explicitly in a work setting. Existing studies have tended to treat personal posts viewed in a professional context as a problem, since they can threaten impression management efforts. These accounts focus on the attempts of individuals to separate their life domains on social media. In contrast, we present the narratives of professional IT workers in India who intentionally disrupt the boundaries between personal and professional profiles in order to get noticed by their employers. Drawing on the dramaturgical vocabulary of Goffman (1959) we shed light on how individuals cope with increased levels of self-disclosure on social media. We argue that their self-presentations can be likened to post-modem performances in which the traditional boundaries between actor and audience are intentionally unsettled. These casual posts communicate additional personal traits that are not otherwise included in professional presentations. Since there are no strict boundaries between formal front-stage and relaxed back-stage regions in these types of performance, a liminal mental state is often used, which enables a better assessment of the type of information to present on social media.
Keywords: Art des Kommunikationsmediums, Blurred boundaries, Business Studies, Communication, Facebook, Goffman, Goffman KeyWords Plus:IMPRESSION MANAGEMENT, Image, Inference, INNOVATION, Konstruktion des Selbst, NETWORKING SITES, ORGANIZATIONS, Self-presentation, social media, SYSTEMS, technology, Theory of interaction (Goffman), Verhalten am Arbeitsplatz, WORK -
(2018): The interplay of rules, asymmetries in language fluency, and team dynamics in culturally diverse teams. In: Cross Cultural & Strategic Management 25 (1), S. 157-182. DOI: 10.1108/CCSM-08-2016-0157
DOI: https://doi.org/10.1108/CCSM-08-2016-0157 Abstract: Purpose: The purpose of this paper is to explore how newly formed culturally diverse project teams develop and implement rules, and how these processes may be affected by language-fluency asymmetries. Design/methodology/approach: Using a case-study research design, the authors investigated three multicultural project teams within a management integration program in a multinational company in France. Their complete data set includes 37.5 hours of observations and 49 hours of semi-structured interviews. Findings: Findings revealed that subgroups formed on the basis of language-fluency and this affected the development and implementation of rules. While rule-setting mechanisms emerged across teams, they varied in form. On the one hand, tightly structured rules emerged and rules were rigidly applied when there were greater language inequalities. In contrast, implicit behavior controls guided interactions when language-fluency subgroupings were less salient. The findings also revealed that the alignment of other individual attributes with language fluency reinforced subgroup divisions, further impacting the rule development and implementation processes. Practical implications: Understanding rule development and implementation in culturally diverse teams and how these processes are impacted by language disparities enables managers to help members develop more successful behavioral patterns by keeping language-fluency (and other) attributes in mind. Originality/value: The study extends and complements previous team research by providing in-depth insights into the process of rule development and implementation. It demonstrates the impact of language-fluency asymmetries and subgroup dynamics on these processes. The authors propose a model to capture the processes by which culturally diverse teams create rules, and how the rule-setting mechanisms might be moderated by faultlines such as language-based disparities. (PsycINFO Database Record (c) 2018 APA, all r ights re served) zitiert von 1
2015
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(2015): Using Ethnography of Communication in Organizational Research. In: Organizational Research Methods 18 (4), S. 629-655. DOI: 10.1177/1094428115590662
DOI: https://doi.org/10.1177/1094428115590662 Abstract: Ethnography of Communication offers new analytical and interpretive possibilities for contextually sensitized, language- and communication-based ethnographic studies of management and organization. In this article we provide an introduction and overview of relevant linguistic and related fields, positioning Ethnography of Communication within the broader context of anthropology, ethnomethodology, and sociolinguistics. We describe Dell Hymes’s seminal contribution to theory and method of Ethnography of Communication (foregrounding Hymes’s signature concept of 'communicative competence') and outline what the application of an Ethnography of Communication approach in management research might entail (illustrating the application of Hymes’s SPEAKING grid). We conclude by offering an example of how the methods of Ethnography of Communication might be applied usefully to the study of organizational language, discourse, and communication. (PsycINFO Database Record (c) 2016 APA, al l rights reserved) zitiert von 9
2013
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(2013) : Wertschätzung im Betrieb: Weshalb sie oft vermisst wird und mögliche Beiträge zu ihrem Zustandekommen In: Schweitzer, Jochen: Systemisches Demografiemanagement: Wie kommt Neues zum Älterwerden ins Unternehmen?: [s.l.]: Springer-Verlag Berlin Heidelberg, S. 87-104
Abstract: Ausgehend von der Feststellung, dass einerseits Wertschätzung häufig als wichtiger Aspekt der Mitarbeiterführung angesehen wird und dass andererseits fast noch häufiger vom Fehlen dieser Wertschätzung berichtet wird, wird der Frage nach den Gründen für dieses "Wertschätzungsparadox" nachgegangen, und es wird erörtert, wie Führungskräfte und Berater in Unternehmen damit umgehen können. Basierend auf Interviews und Gruppendiskussionen wird zunächst erkundet, was Mitarbeiter in Unternehmen überhaupt als Wertschätzung empfinden ("Woran würden Sie merken, dass Sie wertgeschätzt werden?"). Hier werden die individuellen Erwartungen der Organisationsmitglieder offengelegt. In der Konfrontation mit Gedanken aus N. Luhmanns Organisationstheorie wird ersichtlich, an welcher Stelle Konflikte entstehen und Enttäuschungen vorprogrammiert sind. Daraus lassen sich unmittelbar Konsequenzen für die organisationale Praxis ableiten. Die zweite Perspektive analysiert die kommunikativen Folgen des proklamierten Wertschätzungsdefizits. Gerade für das Coaching von Führungskräften, Teamberatungen und Supervisionsaufträge wird diese Perspektive für bedeutsam erachtet. zitiert von 4
2009
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(2009): Coordination in high-risk organizations. The need for flexible routines. In: Cognition, Technology & Work 11 (1), S. 17-27. DOI: 10.1007/s10111-008-0119-y
Abstract: In this article, we link the literatures on organizational routines and the management of uncertainties in order to establish the concept of flexible routines. Supported by flexible rules, this type of routine is argued to help achieve the right balance between standardization and flexibility, thus enabling resilience through loose coupling in high-risk organizations. The operationalization of the concept of flexible routine can help strategic decision-making regarding the design of high-risk systems as well as operational decision-making in the course of handling complex work processes. To underpin these arguments, findings from a case study on rules management in a railway organization are presented, where alignment of rules with the amount of uncertainty and actors' competencies for handling uncertainties were analyzed. Implications for future research on flexible routines are discussed. zitiert von 111
2008
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(2008) : Typification-based ethics for artificial agents: 2008 2nd IEEE International Conference on Digital Ecosystems and Technologies: Phitsanulok, Thailand: IEEE, S. 482-491
DOI: https://doi.org/10.1109/DEST.2008.4635149 Abstract: A digital ecosystem has to deal with the notion of responsibility with respect to some of its entities, including artefacts. Autonomous artificial agents have given rise to the study of the possibility that these agents have ethical aspects. This paper introduces a conceptual framework for ethical situations that involve artificial agents such as robots. Specifically, we focus on how ethical rules should be applied in reference to artificial agents in order for them to act correctly when facing ethical situations. We typify these situations in order to facilitate ethical evaluations. This typification involves classifications of ethical agents and patients according to whether they are human beings, human-based organizations, or non-human beings, and in reference to ethical evaluations of each of these entities. The resultant methodology is applied to Asimovpsilas ldquoLaws of Robotics.
Keywords: Artificial agent, artificial agents, Asimov’s Laws, Biological system modeling, control engineering computing, digital ecosystem, Ecosystems, ethical agent, ethical aspect, ethical aspects, ethical evaluation, ethical rule, Ethics, Humans, ieee xplore, Moral & Ethik, ORGANIZATIONS, Robot, Robot sensing systems, Robots, Software agents, typification-based ethics 2005
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(2005) : Macht und Geschlecht in Organisationen In: Haubl, Rolf: Gruppenanalytische Supervision und Organisationsberatung: Eine Einführung: Orig.-Ausg: Gießen: Psychosozial-Verl. (Edition Psychosozial), S. 79-98
Abstract: Im Kontext von Organisationsberatung und Supervision wird die Bedeutung von Macht und Geschlecht in Organisationen erörtert. Dabei wird zunächst eingegangen auf Organisationsmythen, männerbündische Organisationen, frühere und derzeitige Geschlechterarrangements im Berufsleben sowie Formen und Ausprägungen der Geschlechterunterordnung in Unternehmen. Es wird auf folgendes Paradoxon hingewiesen: Obwohl in vielen Unternehmen ein Wandel der existenten Macht- und Geschlechterverhältnisse angestrebt wird, führen diese Bestrebungen andererseits meist nicht zu einem Abschied von der männlich dominierten Organisation. Welche skurrile Ausformungen dieses Paradoxon und damit verwandte Paradoxien in Organisationen annehmen können und wie sich in supervisorischen Arbeitsprozessen niederschlagen, wird anschließend an einem Fallbeispiel aus der eigenen Supervisionspraxis verdeutlicht. Dann wird der Frage nachgegangen, wie Frauen in Autoritäts- und Leitungspositionen mit der Sexualisierung von Arbeitsbeziehungen und der Scham der Männer umgehen und wie sie auf diese Übertragungsangebote reagieren. Als ein zentraler Aspekt der Organisationssupervision wird die Frage gesehen, ob und inwieweit es gelingt, die Schwäche, Scham und Kränkung der Männer ebenso wie die Potenz und die Macht der Frauen zu ertragen.
2002
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(2002) : Rituale in Organisationen In: Welter-Enderlin, Rosmarie: Rituale - Vielfalt in Alltag und Therapie: 1. Aufl.: Heidelberg: Carl-Auer-Systeme-Verl., S. 184-210
Abstract: Diskutiert wird über den Stellenwert und die Notwendigkeit von Ritualen in Organisationen, wobei Rituale als eine besondere Form der symbolischen Kommunikation verstanden werden. Reflexionen der eigenen Haltung gegenüber Ritualen werden durch die Betrachtung von deren geschichtlicher Bedeutung ergänzt. Die nachfolgenden theoretischen Ausführungen knüpfen an die Ritualtheorie von Mary Douglas sowie die Konzeption elaborierter und restringierter Sprachcodes von Basil Bernstein an. Organisationen werden demnach als eigenständige Kulturen mit unterschiedlichen Dimensionen sozialer Wirklichkeit beschrieben, welche unterschiedlichen internen und externen kommunikativen Anforderungen ausgesetzt sind und sich der Rituale unter anderem aus Gründen der Komplexitätsreduktion bedienen. Abschließend werden einige praxisbezogene Überlegungen zum Einsatz von Ritualen in Supervision und Organisationsberatung angestellt und an Beispielfällen illustriert.
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