@inproceedings{SteuerDankertLeichtScholten2019,
  author    = {Steuer-Dankert, Linda and Leicht-Scholten, Carmen},
  title     = {Diversity- and innovation management in complex engineering organizations},
  series = {7th International OFEL Conference on Governance, Management and Entrepreneurship: Embracing Diversity in Organisations. April 5th - 6th, 2019, Dubrovnik, Croatia},
  booktitle = {7th International OFEL Conference on Governance, Management and Entrepreneurship: Embracing Diversity in Organisations. April 5th - 6th, 2019, Dubrovnik, Croatia},
  editor    = {Tipurić, Darko and Hruška, Domagoj},
  publisher = {Governance Research and Development Centre (CIRU)},
  address   = {Zagreb},
  pages     = {136 -- 157},
  year      = {2019},
  abstract  = {Diversity is increasingly being addressed as an innovation-promoting factor. For this reason, companies and institutions tackle the integration of a diversity management approach that enables a heterogenic perspective on innovation development. However, system-theoretical frameworks state that the implementation of diversity measures that are not tailored to the needs of the organization often leads to a rejection or reactivity with regard to the management approach. In this context, especially organizations, which are characterized by a specific hierarchical structure, a dominant habitus or specialist culture, must face the challenge of realizing a sustainable change of the corporate culture that sets the basis for implementing diversity management approaches. The presented research project focuses on analyzing the situation in a huge scientific collaborative project - so called Cluster of Excellence (CoE) - with the aim to implement a diversity - and innovation management strategy. Considering the influencing determinants, the CoE is characterized by its embeddedness in the scientific system, a complex organizational structure, and a high fluctuation rate. The paper presents a systemic approach of reflecting these factors in order to develop a diversity- and innovation management strategy. In this frame, the results of a quantitative survey of CoE employees and derived mindset-types are presented. The results show a need for taking different mindset-types into account, to be able to develop a tailored management strategy. The aim of the project is to give recommendations for developing a sustainable management concept that promotes both diversity and innovation by drawing on the persisting mindsets of organization members while reflecting top down as well as bottom up factors of implementation processes as well as the psychology of change. This paper addresses all who are concerned with the management of human resources in innovation processes and are striving for a cultural change within the framework of complex organizations.},
  language  = {en}
}
@inproceedings{SteuerDankertLeichtScholten2017,
  author    = {Steuer-Dankert, Linda and Leicht-Scholten, Carmen},
  title     = {Innovation and Diversity : Integrating new perspectives into research associations},
  series = {12th European Conference on Innovation and Entrepreneurship (ECIE 2017) : Paris, France, 21-22 September 2017},
  booktitle = {12th European Conference on Innovation and Entrepreneurship (ECIE 2017) : Paris, France, 21-22 September 2017},
  isbn      = {978-1-911218-54-8},
  pages     = {767 -- 776},
  year      = {2017},
  abstract  = {The link between diversity and innovation is broadly discussed in the context of research and innovation processes. Many institutions and enterprises, specifically in commerce, have already tried to establish sustainable diversity management concepts, in order to increase the diversity of their workforce in addition to establishing a corporate culture of openness. Alongside the creation of a working place where different experiences and skills are valued equally, the entrepreneurial intention is to transfer diversity into economically relevant advantages. Taking into account the potential of diversity in research and innovation processes, the project "Diversity- and Innovation Management" was incorporated within a large interdisciplinary research Cluster. The project's purpose was to study the context between diversity and innovation in research associations and to later develop a customised management concept into an interdisciplinary research Cluster on integrative production technology with full integration. The challenge of such research associations lays in an organisational structure which is often described as being decentralised. Researchers coming from different academic disciplines, while having diverse habits, conduct research on large scientific issues and challenges. In addition, these researchers are socialised in different institutions and university chairs. Theses differences in leadership styles, business cultures and organisational strategies, follow into their research team work. Taking a closer look into the management of human resources suggests that decentral organised recruitment processes, as well as allocation of human resources, lead to a lacking overview in regard to missing competencies, perspectives and backgrounds in research networks. These circumstances are comparable to big corporate groups. While developing a management concept for research associations, these characteristics must be considered. To ensure this, the project follows a human-centred approach, which considers top-down, as well as bottom-up perspectives. This paper presents the applied mixed-method approach in the scientific issue described above. In the frame of the Cluster of Excellence "Integrative Production Technology for High-Wage Countries" research results based on quantitative, as well as qualitative studies, were presented as an application example. This paper provides a new perspective on the innovation and diversity context. Against the background of complex research organisations, the development approach of a management concept is particularly interesting.},
  language  = {en}
}