650 Management und unterstützende Tätigkeiten
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This paper presents an exploratory study investigating the influence of the factors (1) intermediary participation, (2) decision-making authority, (3) position in the enterprise, and (4) experience in open innovation on the perception and assessment of the benefits and risks expected from participating in open innovation projects. For this purpose, an online survey was conducted in Germany, Austria and Switzerland. The result of this paper is an empirical evidence showing whether and how these factors affect the perception of potential benefits and risks expected within the context of open innovation project participation. Furthermore, the identified effects are discussed against the theory. Existing theory regarding the benefits and risks of open innovation is expanded by (1) finding that they are perceived mostly independently of the factors, (2) confirming the practical relevance of benefits and risks, and (3) enabling a finer distinction between their degrees of relevance according to respective contextual specifics.
Radical innovations
(2021)
The fast growing body of radical innovation research is fragmented and difficult to overlook. We provide an overview of the most cited journals, authors, and publications and conduct a bibliographic coupling to structure the literature landscape. We identified the following research clusters: management of radical innovations, organizational learning and knowledge, financial aspects of radical innovation, radical innovation adoption and diffusion, radical industry innovations as challenges for incumbents, and radical innovation in specific industries. Based on an in-depth content analysis of these clusters, we identify the following future research opportunities: A systematic compilation of all intra- and extra-organizational management aspects, moderators, and mediators, extending radical innovation research's epistemological basis by adding strategic foresight, further research in individual, group (team), organizational, and inter-organizational capabilities required for radical innovation, a managerial perspective on adoption and diffusion of radical innovations, applying portfolio theory and real options theory to radical innovation research, stronger research efforts on coping strategies for firms faced with competitors' radical innovations, and intensifying both industry-specific and cross-industry research.
Executive education (EE) has been an established means for management education. However, due to the ever-changing business environment, progress in education technology, and new competitors, EE has been continuously evolving and can be expected to further change. Employing a three-stage international Delphi study, we identify a plausible scenario for the further development of EE over the next decade. The results suggest major changes for management training. The panel expects major shifts in teaching methods and curricula construction. Business schools are expected to increase content customization, to adapt delivery formats, and to enhance coverage of topical issues to better respond to leaders' needs.
Equity crowdfunding
(2021)
In this study, we explore the development of equity crowdfunding (ECF) over the next 5 to 10 years by conducting an international Delphi study. Our results indicate that the ECF market is expected to grow significantly. However, it is unlikely to disrupt other forms of financing and will not cover all SME financing needs. ECF will remain a funding technique for SMEs and small investors; it is unlikely to attract large corporations or institutional investors. Platforms will impose stricter requirements for capital raisers, expand their services, and innovate their business models. National governments will probably partly liberalize the ECF market.
Der Erfolg eines Finanzinstituts im Kreditgeschäft mit Firmenkunden wird maßgeblich von der Fähigkeit bestimmt, die künftige Bonität von Unternehmen einzuschätzen. Durch eine zunehmend starke Regulierung und einen sich verschärfenden Wettbewerb gewinnen prognosestarke Kreditrisikomodelle weiter an Bedeutung. Sowohl in der theoretischen Forschung als auch in der Regulierungspraxis, wie in der Kreditwirtschaft insgesamt, dominieren jedoch seit Jahrzehnten Modelle und Verfahren der Ausfallprognose, welche eine starke Vergangenheitsorientierung implizieren. Dies betrifft im Grunde die gesamte betriebswirtschaftliche Krisenforschung.
Dieses Spannungsfeld – einhergehend mit einer mangelnden theoretischen Fundierung bisheriger Ansätze zur Bonitätsprognose – greift der Autor auf, indem er die Logik des Unternehmensbewertungsmodells von Schwartz/Moon (2001) auf die Ausfallprognose von Unternehmen überträgt. Erweiterungen dieses Modells, etwa um die Berücksichtigung qualitativer Einflussfaktoren wie der Managementqualität, resultieren im Potsdamer Modell zur simulativen Prognose der Ausfallwahrscheinlichkeit von Unternehmen. Ausgangspunkt des Verfahrens bildet die Monte Carlo Simulation, wodurch – im Gegensatz zu traditionellen Verfahren der Insolvenzprognose – ökonomisch fundierte Ursache-Wirkungszusammenhänge einen Ausfall definieren. Die empirische Untersuchung verdeutlicht das große Potenzial des Modells und damit einhergehend die Notwendigkeit eines Paradigmenwechsels bei der Prognose der Ausfallwahrscheinlichkeit von Unternehmen.
Megatrends, affecting multiple aspects of future society, economy, and technology, drive today's business world. They are expected to impact all areas in companies and will, therefore, most likely occur in business negotiations. Although several studies address future developments of different business divisions, the megatrends' impact on negotiations has, thus far, not been analyzed. We designed a model including the three megatrends, i.e., globalization and economic shift, digitalization and new technologies, and demographic and social change, which have main effects on specific negotiation aspects. Our study combined an online survey and expert interviews with negotiation practitioners to provide a first broad view of how megatrends affect future business negotiations. The results confirm our model and reveal a close connection of megatrends and single negotiation aspects. Among others, we examine an orientation toward global partners, an increased interconnection through various electronic systems, as well as two opposite relationship directions - long-term and integrative through strategic cooperation vs. short-term and distributive through competition and new technologies.
Culture-driven innovation
(2017)
This cumulative dissertation deals with the potential of underexplored cultural sources for innovation.
Nowadays, firms recognize an increasing demand for innovation to keep pace with an ever-growing dynamic worldwide competition. Knowledge is one of the most crucial sources and resource, while until now innovation has been foremost driven by technology. But since the last years, we have been witnessing a change from technology's role as a driver of innovation to an enabler of innovation. Innovative products and services increasingly differentiate through emotional qualities and user experience. These experiences are hard to grasp and require alignment in innovation management theory and practice.
This work cares about culture in a broader matter as a source for innovation. It investigates the requirements and fundamentals for "culture-driven innovation" by studying where and how to unlock cultural sources. The research questions are the following: What are cultural sources for knowledge and innovation? Where can one find cultural sources and how to tap into them?
The dissertation starts with an overview of its central terms and introduces cultural theories as an overarching frame to study cultural sources for innovation systematically. Here, knowledge is not understood as something an organization owns like a material resource, but it is seen as something created and taking place in practices. Such a practice theoretical lens inheres the rejection of the traditional economic depiction of the rational Homo Oeconomicus. Nevertheless, it also rejects the idea of the Homo Sociologicus about the strong impact of society and its values on individual actions. Practice theory approaches take account of both concepts by underscoring the dualism of individual (agency, micro-level) and structure (society, macro-level). Following this, organizations are no enclosed entities but embedded within their socio-cultural environment, which shapes them and is also shaped by them.
Then, the first article of this dissertation acknowledges a methodological stance of this dualism by discussing how mixed methods support an integrated approach to study the micro- and macro-level. The article focuses on networks (thus communities) as a central research unit within studies of entrepreneurship and innovation.
The second article contains a network analysis and depicts communities as central loci for cultural sources and knowledge. With data from the platform Meetup.com about events etc., the study explores which overarching communities and themes have been evolved in Berlin's start up and tech scene.
While the latter study was about where to find new cultural sources, the last article addresses how to unlock such knowledge sources. It develops the concept of a cultural absorptive capacity, that is the capability of organizations to open up towards cultural sources. Furthermore, the article points to the role of knowledge intermediaries in the early phases of knowledge acquisition. Two case studies on companies working with artists illustrate the roles of such intermediaries and how they support firms to gain knowledge from cultural sources.
Overall, this dissertation contributes to a better understanding of culture as a source for innovation from a theoretical, methodological, and practitioners' point of view. It provides basic research to unlock the potential of such new knowledge sources for companies - sources that so far have been neglected in innovation management.
Findings in the extant literature are mixed concerning when and how gender diversity benefits team performance. We develop and test a model that posits that gender-diverse teams outperform gender-homogeneous teams when perceived time pressure is low, whereas the opposite is the case when perceived time pressure is high. Drawing on the categorization-elaboration model (CEM; van Knippenberg, De Dreu, & Homan, 2004), we begin with the assumption that information elaboration is the process whereby gender diversity fosters positive effects on team performance. However, also in line with the CEM, we argue that this process can be disrupted by adverse team dynamics. Specifically, we argue that as time pressure increases, higher gender diversity leads to more team withdrawal, which, in turn, moderates the positive indirect effect of gender diversity on team performance via information elaboration such that this effect becomes weaker as team withdrawal increases. In an experimental study of 142 four-person teams, we found support for this model that explains why perceived time pressure affects the performance of gender-diverse teams more negatively than that of gender-homogeneous teams. Our study sheds new light on when and how gender diversity can become either an asset or a liability for team performance.
Purpose The purpose of this paper is to shed light on the rising waves of workplace militancy in the public sector and to provide insights into the perceptions that frame justification for industrial action among Ugandan public sector employees. Design/methodology/approach In-depth interviews and documentary analysis, analysed qualitatively, as well as a review of theoretical and empirical literature. Findings Public school teachers and public university lecturers in Uganda who frequently engage in industrial action mainly rationalise their engagement by the absence, or the ineffectiveness of alternative conflict resolution mechanisms. The findings also show that industrial action, even in resource-constrained settings like Uganda, is stimulated more by the desire to achieve equity rather than by the basic desire to improve working conditions. It is also notable that new, often unstructured, forms of workplace militancy continue to emerge in the public sector, and waves of industrial action are shifting from the industrial to the public sector. Practical implications Whereas industrial action is a protected labour right, the findings of this research strongly suggest that public employees do not necessarily enjoy their right to engage, but only reluctantly take industrial action as a "last resort". The findings will, therefore, help public managers and policymakers to appreciate their responsibility in reducing the compulsion for industrial action among public employees. Originality/value This paper provides a general explanation for industrial action from the perspective of the people involved, rather than explaining the causality of specific strike actions. At a time when industrial action is generally declining in the developed industrialised states, this paper sheds light on the rise in collective action in developing countries and especially in the public sector.