TY - CHAP A1 - Baier, Ralph A1 - Brauner, Philipp A1 - Brillowski, Florian A1 - Dammers, Hannah A1 - Liehner, Luca A1 - Pütz, Sebastian A1 - Schneider, Sebastian A1 - Schollemann, Alexander A1 - Steuer-Dankert, Linda A1 - Vervier, Luisa A1 - Gries, Thomas A1 - Leicht-Scholten, Carmen A1 - Mertens, Alexander A1 - Nagel, Saskia K. A1 - Schuh, Günther A1 - Ziefle, Martina A1 - Nitsch, Verena ED - Brecher, Christian ED - Schuh, Günther ED - van der Alst, Wil ED - Jarke, Matthias ED - Piller, Frank T. ED - Padberg, Melanie T1 - Human-centered work design for the internet of production T2 - Internet of production - fundamentals, applications and proceedings N2 - Like all preceding transformations of the manufacturing industry, the large-scale usage of production data will reshape the role of humans within the sociotechnical production ecosystem. To ensure that this transformation creates work systems in which employees are empowered, productive, healthy, and motivated, the transformation must be guided by principles of and research on human-centered work design. Specifically, measures must be taken at all levels of work design, ranging from (1) the work tasks to (2) the working conditions to (3) the organizational level and (4) the supra-organizational level. We present selected research across all four levels that showcase the opportunities and requirements that surface when striving for human-centered work design for the Internet of Production (IoP). (1) On the work task level, we illustrate the user-centered design of human-robot collaboration (HRC) and process planning in the composite industry as well as user-centered design factors for cognitive assistance systems. (2) On the working conditions level, we present a newly developed framework for the classification of HRC workplaces. (3) Moving to the organizational level, we show how corporate data can be used to facilitate best practice sharing in production networks, and we discuss the implications of the IoP for new leadership models. Finally, (4) on the supra-organizational level, we examine overarching ethical dimensions, investigating, e.g., how the new work contexts affect our understanding of responsibility and normative values such as autonomy and privacy. Overall, these interdisciplinary research perspectives highlight the importance and necessary scope of considering the human factor in the IoP. KW - Responsibility KW - Privacy KW - Digital leadership KW - Best practice sharing KW - Cognitive assistance system KW - Human-robot collaboration KW - Human-centered work design Y1 - 2023 SN - 978-3-030-98062-7 U6 - http://dx.doi.org/10.1007/978-3-030-98062-7_19-1 N1 - Part of the book series: Interdisciplinary Excellence Accelerator Series (IDEAS) SP - 1 EP - 23 PB - Springer CY - Cham ER - TY - CHAP A1 - Steuer-Dankert, Linda T1 - Training future skills - sustainability, interculturality & innovation in a digital design thinking format T2 - Proceedings of the 19th International CDIO Conference N2 - The complex questions of today for a world of tomorrow are characterized by their global impact. Solutions must therefore not only be sustainable in the sense of the three pillars of sustainability (economic, environmental, and social) but must also function globally. This goes hand in hand with the need for intercultural acceptance of developed services and products. To achieve this, engineers, as the problem solvers of the future, must be able to work in intercultural teams on appropriate solutions, and be sensitive to intercultural perspectives. To equip the engineers of the future with the so-called future skills, teaching concepts are needed in which students can acquire these methods and competencies in application-oriented formats. The presented course "Applying Design Thinking - Sustainability, Innovation and Interculturality" was developed to teach future skills from the competency areas Digital Key Competencies, Classical Competencies and Transformative Competencies. The CDIO Standard 3.0, in particular the standards 5, 6, 7 and 8, was used as a guideline. The course aims to prepare engineering students from different disciplines and cultures for their future work in an international environment by combining a digital teaching format with an interdisciplinary, transdisciplinary and intercultural setting for solving sustainability challenges. The innovative moment lies in the digital application of design thinking and the inclusion of intercultural as well as trans- and interdisciplinary perspectives in innovation development processes. In this paper, the concept of the course will be presented in detail and the particularities of a digital implementation of design thinking will be addressed. Subsequently, the potentials and challenges will be reflected and practical advice for integrating design thinking in engineering education will be given. KW - Design Thinking KW - Sustainability KW - Future Skills KW - Interculturality KW - Interdisciplinarity Y1 - 2023 N1 - Proceedings of the 19th International CDIO Conference, hosted by NTNU, Trondheim, Norway, June 26-29, 2023 ER - TY - GEN A1 - Steuer-Dankert, Linda A1 - Bernhard, Sebastian A1 - Langolf, Jessica A1 - Leicht-Scholten, Carmen T1 - About the paradox of sustainable production and what we can do about it! T2 - Joint SCORAI-ERSCP-WUR conference on transforming consumption-production systems toward just and sustainable futures (SCP23), July 5-8, 2023, Wageningen, The Netherlands N2 - Sustainability is playing an increasingly important role. Not least due to the definition of the sustainable development goals (SDGs) in the framework of the agenda 2030 by the United Nations (UN) in 2015 (United Nations, n.d.), it has become clear that the cooperation of different actors is needed to achieve the defined 17 goals. Industry, as a global actor, has a special role to play in this. In the course of sustainable production processes and chains, the industry is confronted with the responsibility of reflecting on the consequences of its own trade on an ecological, economic, and also social level and deriving measures that, according to the definition of sustainability (Hauff, 1987), will also enable future generations to satisfy their needs. While the ecological pillar of sustainability is already being addressed by different industrial initiatives (Deloitte, 2021), it is questionable to what extent the economic and, above all, the social pillars of sustainability also play a decisive role. Accordingly, it is questionable to what extent sustainability in its triad of social, ecological, and economic aspects is taken into account holistically at all, and thus to what extent the industry contributes to achieving the 17 goals defined by the UN. This paper presents a qualitative study that explores these questions. Interviewing 31 representatives from the manufacturing industry in Germany, results indicate a Paradox of Sustainable Production expressed by a theoretical reflection of the need for focusing on people in production processes on the one hand and a lack of addressing the social pillar of sustainability in concepts on the other hand. However, while it is a troublesome finding given the striking need for sustainable development (The-Sustainable-Development-Goals-Report-2022; Kropp 2019; von Hauff 2021; Roy and Singh 2017), the paradox directly lays out a path of resolving it. This is because, given its nature, we can see that we could resolve it via the implementation of strong educational efforts trying to help the respective people of the manufacturing industry to understand the holistic and interdependent character of sustainable development (The-Sustainable-Development-Goals-Report-2022). Y1 - 2023 N1 - Volltext auf dem Opus-Server verfügbar ER - TY - GEN A1 - Steuer-Dankert, Linda A1 - Berg-Postweiler, Julia A1 - Leicht-Scholten, Carmen T1 - One does not fit all: applying anti-bias trainings in academia T2 - Twenty-third international conference on diversity in organizations, communities & nations June 22 - 23, 2023 Toronto Metropolitan University, Rogers Communication Centre Toronto, Canada N2 - Anti-bias trainings are increasingly demanded and practiced in academia and industry to increase employees’ sensitivity to discrimination, racism, and diversity. Under the heading of “Diversity Management”, anti-bias trainings are mainly offered as one-off workshops intending to raise awareness of unconscious biases, create a diversity-affirming corporate culture, awake awareness of the potential of diversity, and ultimately enable the reflection of diversity in development processes. However, coming from childhood education, research and scientific articles on the sustainable effectiveness of anti-bias in adulthood, especially in academia, are very scarce. In order to fill this research gap, the paper explores how sustainable the effects of individual anti-bias trainings on the behavior of participants are. In order to investigate this, participant observation in a qualitative pre-post setting was conducted, analyzing anti-bias trainings in an academic context. Two observers actively participated in the training sessions and documented the activities and reflection processes of the participants. Overall, the results question the effectiveness of single anti-bias trainings and show that a target-group adaptive approach is mandatory due to the background of the approach in early childhood education. Therefore, it can be concluded that anti-bias work needs to be adapted to the target group’s needs and reality of life. Furthermore, the study reveals that single anti-bias trainings must be embedded in a holistic diversity management approach to stimulate sustainable reflection processes among the target group. This paper is one of the first to scientifically evaluate anti-bias training effectiveness, especially in engineering sciences and the university context. KW - Academia KW - Engineering Habitus KW - Organizational Culture KW - Diversity Management KW - Anti-Bias Y1 - 2023 ER - TY - CHAP A1 - Steuer-Dankert, Linda T1 - A crazy little thing called sustainability T2 - 51st Annual Conference of the European Society for Engineering Education (SEFI) N2 - Achieving the 17 Sustainable Development Goals (SDGs) set by the United Nations (UN) in 2015 requires global collaboration between different stakeholders. Industry, and in particular engineers who shape industrial developments, have a special role to play as they are confronted with the responsibility to holistically reflect sustainability in industrial processes. This means that, in addition to the technical specifications, engineers must also question the effects of their own actions on an ecological, economic and social level in order to ensure sustainable action and contribute to the achievement of the SDGs. However, this requires competencies that enable engineers to apply all three pillars of sustainability to their own field of activity and to understand the global impact of industrial processes. In this context, it is relevant to understand how industry already reflects sustainability and to identify competences needed for sustainable development. KW - Transformative Competencies KW - Future Skills KW - Transdisciplinarity KW - Interdisciplinarity KW - Sustainability Y1 - 2023 U6 - http://dx.doi.org/10.21427/9CQR-VC94 N1 - 51st Annual Conference of the European Society for Engineering Education, Technological University Dublin 10th-14th September, 2023 ER - TY - JOUR A1 - Berg-Postweiler, Julia A1 - Steuer-Dankert, Linda A1 - Leicht-Scholten, Carmen T1 - One size does not fit all: Applying antibias trainings in academia JF - The International Journal of Organizational Diversity N2 - Antibias training is increasingly demanded and practiced in academia and industry to increase employees’ sensitivity to discrimination, racism, and diversity. Under the heading of “Diversity Management,” antibias trainings are mainly offered as one-off workshops intending to raise awareness of unconscious biases, create a diversity-affirming corporate culture, promote awareness of the potential of diversity, and ultimately enable the reflection of diversity in development processes. However, coming from childhood education, research and scientific articles on the sustainable effectiveness of antibias in adulthood, especially in academia, are very scarce. In order to fill this research gap, the article aims to explore how sustainable the effects of individual antibias trainings on participants’ behavior are. In order to investigate this, participant observation in a qualitative pre–post setting was conducted, analyzing antibias training in an academic context. Two observers actively participated in the training sessions and documented the activities and reflection processes of the participants. Overall, the results question the effectiveness of single antibias trainings and show that a target-group adaptive approach is mandatory owing to the background of the approach in early childhood education. Therefore, antibias work needs to be adapted to the target group’s needs and realities of life. Furthermore, the study reveals that single antibias trainings must be embedded in a holistic diversity management approach to stimulate sustainable reflection processes among the target group. This article is one of the first to scientifically evaluate antibias training effectiveness, especially in engineering sciences and the university context. KW - Antibias KW - Diversity Management KW - Organizational Culture KW - Engineering Habitus Y1 - 2023 U6 - http://dx.doi.org/10.18848/2328-6261/CGP/v24i01/1-23 SN - 2328-6261 (Print) SN - 2328-6229 (Online) VL - 24 IS - 1 SP - 1 EP - 23 PB - Common Ground Research Networks ER - TY - CHAP A1 - Stangel-Meseke, Martina A1 - Hahn, Pia A1 - Steuer-Dankert, Linda T1 - Balance durch Diversity Management : Lösungsansätze für unternehmerische Herausforderungen aus Megatrends T2 - Balance Management N2 - Unsere unternehmerische Umwelt befindet sich in einem zunehmend dynamischen Wandel. Dies führt dazu, dass Herausforderungen, denen sich Unternehmen stellen müssen, immer komplexer werden. Hier gilt es zunehmend, eine Balance zwischen verschiedenen Spannungsfeldern zu erreichen. Sogenannte Megatrends stellen die Treiber dieses Wandels dar. Als Megatrend werden nach dem Zukunftsinstitut (2010a) richtungsweisende Veränderungstendenzen aufgefasst, die alle Bereiche des Lebens sowohl individuell als auch gesellschaftlich beeinflussen und langfristige Auswirkungen haben. Y1 - 2013 SN - 978-3-658-02191-7 U6 - http://dx.doi.org/10.1007/978-3-658-02192-4_6 SP - 145 EP - 166 PB - Springer Gabler CY - Wiesbaden ER - TY - JOUR A1 - Steuer-Dankert, Linda A1 - Gilmartin, Shannon K. A1 - Muller, Carol B. A1 - Dungs, Carolin A1 - Sheppard, Sheri A1 - Leicht-Scholten, Carmen T1 - Expanding engineering limits : a concept for socially responsible education of engineers JF - The international journal of engineering education Y1 - 2019 SN - 0949-149X VL - 35 IS - 2 SP - 658 EP - 673 ER - TY - CHAP A1 - Steuer-Dankert, Linda A1 - Leicht-Scholten, Carmen ED - Tipurić, Darko ED - Hruška, Domagoj T1 - Diversity- and innovation management in complex engineering organizations T2 - 7th International OFEL Conference on Governance, Management and Entrepreneurship: Embracing Diversity in Organisations. April 5th - 6th, 2019, Dubrovnik, Croatia N2 - 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. KW - Change Management KW - Corporate Culture KW - Diversity Management KW - Engineering KW - Innovation Management Y1 - 2019 SP - 136 EP - 157 PB - Governance Research and Development Centre (CIRU) CY - Zagreb ER - TY - CHAP A1 - Leicht-Scholten, Carmen A1 - Steuer-Dankert, Linda T1 - Educating engineers for socially responsible solutions through design thinking T2 - Design thinking in higher education: interdisciplinary encounters N2 - There is a broad international discussion about rethinking engineering education in order to educate engineers to cope with future challenges, and particularly the sustainable development goals. In this context, there is a consensus about the need to shift from a mostly technical paradigm to a more holistic problem-based approach, which can address the social embeddedness of technology in society. Among the strategies suggested to address this social embeddedness, design thinking has been proposed as an essential complement to engineering precisely for this purpose. This chapter describes the requirements for integrating the design thinking approach in engineering education. We exemplify the requirements and challenges by presenting our approach based on our course experiences at RWTH Aachen University. The chapter first describes the development of our approach of integrating design thinking in engineering curricula, how we combine it with the Sustainable Development Goals (SDG) as well as the role of sustainability and social responsibility in engineering. Secondly, we present the course “Expanding Engineering Limits: Culture, Diversity, and Gender” at RWTH Aachen University. We describe the necessity to theoretically embed the method in social and cultural context, giving students the opportunity to reflect on cultural, national, or individual “engineering limits,” and to be able to overcome them using design thinking as a next step for collaborative project work. The paper will suggest that the successful implementation of design thinking as a method in engineering education needs to be framed and contextualized within Science and Technology Studies (STS). Y1 - 2020 SN - 978-981-15-5780-4 U6 - http://dx.doi.org/10.1007/978-981-15-5780-4 SP - 229 EP - 246 PB - Springer CY - Singapore ER - TY - CHAP A1 - von den Driesch, Elena A1 - Steuer-Dankert, Linda A1 - Berg, Tobias A1 - Leicht-Scholten, Carmen T1 - Implementation of gender and diversity perspectives in transport development plans in germany T2 - Engendering cities: designing sustainable urban spaces for all N2 - As mobility should ensure the accessibility to and participation in society, transport planning has to deal with a variety of gender and diversity categories affecting users’ mobility needs and patterns. Exemplified by an analysis of an instrument of transport development processes – German Transport Development Plans (TDPs) – we investigated to what extent diverse target groups and their mobility requirements are implemented in transport strategy papers. Research results illustrate a still-prevalent neglect of several relevant gender and diversity categories while prioritizing and focusing on eco-friendly topics. But how sustainable can transport be without facing the diversification of life circumstances? Y1 - 2020 SN - 978-1-351-20090-5 SP - 90 EP - 109 PB - Routledge CY - London ER - TY - CHAP A1 - Philipp, Brauner A1 - Brillowski, Florian Sascha A1 - Dammers, Hannah A1 - Königs, Peter A1 - Kordtomeikel, Frauke Carole A1 - Petruck, Henning A1 - Schaar, Anne Kathrin A1 - Schmitz, Seth A1 - Steuer-Dankert, Linda A1 - Mertens, Alexander A1 - Gries, Thomas A1 - Leicht-Scholten, Carmen A1 - Nagel, Saskia K. A1 - Nitsch, Verena A1 - Schuh, Günther A1 - Ziefle, Martina ED - Mrugalska, Beata ED - Trzcielinski, Stefan ED - Karwowski, Waldemar ED - Nicolantonio, Massimo Di ED - Roossi, Emilio T1 - A research framework for human aspects in the internet of production: an intra-company perspective T2 - Advances in Manufacturing, Production Management and Process Control: Proceedings of the AHFE 2020 Virtual Conferences on Human Aspects of Advanced Manufacturing, Advanced Production Management and Process Control, and Additive Manufacturing, Modeling Systems and 3D Prototyping, July 16–20, 2020, USA N2 - Digitalization in the production sector aims at transferring concepts and methods from the Internet of Things (IoT) to the industry and is, as a result, currently reshaping the production area. Besides technological progress, changes in work processes and organization are relevant for a successful implementation of the “Internet of Production” (IoP). Focusing on the labor organization and organizational procedures emphasizes to consider intra-company factors such as (user) acceptance, ethical issues, and ergonomics in the context of IoP approaches. In the scope of this paper, a research approach is presented that considers these aspects from an intra-company perspective by conducting studies on the shop floor, control level and management level of companies in the production area. Focused on four central dimensions—governance, organization, capabilities, and interfaces—this contribution presents a research framework that is focused on a systematic integration and consideration of human aspects in the realization of the IoP. KW - Human factors KW - Digitalization KW - Acceptance KW - Ethics KW - Human-robot collaboration Y1 - 2020 SN - 978-3-030-51980-3 U6 - http://dx.doi.org/10.1007/978-3-030-51981-0_1 SP - 3 EP - 17 PB - Springer CY - Cham ER - TY - THES A1 - Steuer-Dankert, Linda T1 - Diversity in complex organizations : the triangle of diversity management, change management and organizational culture from a system-theoretical perspective N2 - Insbesondere im wirtschaftlichen Kontext wird die Diversität von Belegschaften zunehmend als ein kritischer Erfolgsfaktor gesehen. Neben dem Potenzial, welches sich laut Studien aus einem vielfältigen Team ergibt, werden jedoch ebenfalls die aus menschlicher Diversität resultierenden Herausforderungen thematisiert und wissenschaftlich untersucht. Sowohl aus dem Potenzial als auch aus den Herausforderungen ergibt sich dabei die Notwendigkeit der Implementierung eines organisationsspezifischen Diversity Managements, welches die Gewinnung neuer Mitarbeiter*innen einerseits und das Management der vorhandenen Vielfalt andererseits gleichermaßen unterstützt. In der psychologischen, sozial- und wirtschaftswissenschaftlichen Literatur gibt es unterschiedliche Definitionen von Diversität, woraus sich verschiedene Perspektiven auf das Vorgehen bei der Gestaltung und Umsetzung eines Diversity Management Ansatzes ergeben. Insbesondere vor dem Hintergrund der Komplexität des Organisationsumfeldes und der steigenden Anforderungen an die organisationsinterne Agilität besteht die Notwendigkeit, Diversität in Organisationen stärker zu reflektieren und systemspezifische Ansätze zu entwickeln. Dies erfordert die Berücksichtigung organisationsspezifischer Strukturen und Prozesse sowie die Reflexion des Wandels der Organisationskultur durch die Umsetzung eines Diversity Management Ansatzes, der die gegebene Komplexität aufgreift und bewältigen kann. Darüber hinaus sind die psychologischen Auswirkungen solcher Veränderungen auf die Mitarbeiter*innen zu berücksichtigen, um Reaktanzen zu vermeiden und eine nachhaltige Umsetzung von Diversity Management zu ermöglichen. In Ermangelung entsprechender Ansätze im Rahmen öffentlich finanzierter, komplexer Forschungsorganisationen, ist das Ziel dieser Dissertation die Entwicklung und Erprobung eines Forschungsdesigns, welches die Ansätze des Diversity- und Change Managements mit der Organisationskultur verknüpft, indem es eine systemtheoretische Perspektive einnimmt. Dabei wird das Forschungsdesign auf eine komplexe wissenschaftliche Organisation angewendet. Als Basis dient die in Teil A durchgeführte Betrachtung des aktuellen Forschungsstandes aus einer interdisziplinären Perspektive und die damit einhergehende umfassende Einführung in das Forschungsfeld. Im Zuge dessen wird detailliert auf die begriffliche Definition von Diversität eingegangen, bevor dann die psychologischen Konzepte im Diversitätskontext den Übergang zu einer differenzierten Auseinandersetzung mit dem Konzept des Diversity Managements bilden. Auf dieser Grundlage werden das Forschungsdesign sowie die daraus resultierenden Forschungsphasen abgeleitet. Teil A stellt somit die theoretische Grundlage für die in Teil B präsentierten Fachaufsätze dar. Jeder Fachaufsatz beleuchtet dabei in chronologischer Reihenfolge die unterschiedlichen Forschungsphasen. Fachaufsatz I präsentiert den sechsstufigen Forschungsansatz und beleuchtet die besonderen Rahmenbedingungen des Forschungsobjektes aus einer theoretischen Perspektive. Im Anschluss werden die Ergebnisse der Organisationsanalyse, welche zugleich Phase I und II des Forschungskonzeptes darstellen, vorgestellt. Aufbauend auf diesen Forschungsergebnissen fokussiert Forschungsaufsatz II die Darlegung der Ergebnisse aus Forschungsphase III, der Befragung der Führungsebene. Die Befragung thematisierte dabei die Wahrnehmung von Diversity und Diversity Management auf Führungsebene, die Verknüpfung von Diversität mit Innovation sowie die Reflexion des eigenen Führungsstils. Als Ergebnis der Befragung konnten sechs Typen identifiziert werden, die das Führungsverständnis im Diversitätskontext widerspiegeln und somit den Ansatzpunkt für eine top-down gerichtete Diversity Management Strategie darstellen. Darauf aufbauend wird in Forschungsphase IV die Mitarbeiter*innenebene beforscht. Im Zentrum der quantitativen Befragung standen die vorherrschenden Einstellungen zum Themenkomplex Diversity und Diversity Management, die Wahrnehmung von Diversität sowie die Untersuchung des Einflusses der Führungsebene auf die Mitarbeiter*innenebene. Forschungsaufsatz III präsentiert erste Ergebnisse dieser Untersuchung. Die Analyse weist auf eine unterschiedliche Gewichtung der verschiedenen Diversitätskategorien hinsichtlich der Verknüpfung mit Innovationen und somit der Reflexion des Kontextes zwischen Diversität und Innovationen hin. Vergleichbar mit den identifizierten Typen auf der Führungsebene, deutet die Analyse auf die Existenz unterschiedlicher Reflexionsgrade auf Mitarbeiter*innenebene hin. Auf Basis dessen wird im Rahmen von Forschungsaufsatz IV eine nähere Untersuchung des Reflexionsgrades auf Mitarbeiter*innenebene präsentiert und der Diversity Management Ansatz mit Elementen des Change Managements kombiniert. Besondere Berücksichtigung findet als Schlussfolgerung einer theoretischen Analyse die Organisationskultur als zentrales Element bei der Entwicklung und Einführung eines Diversity Management Ansatzes in eine komplexe Forschungsorganisation in Deutschland. Die Analyse zeigt, dass die Wahrnehmung von Diversität heterogen aber zunächst losgelöst vom individuellen Hintergrund ist (im Rahmen dieser Analyse lag der Fokus auf den Diversitätskategorien Gender und Herkunft). Hinsichtlich der Wertschätzung von Diversität zeigt sich dabei ebenfalls ein heterogenes Bild. In der Gesamtbetrachtung stimmen lediglich 17% der Mitarbeiter*innen zu, dass Diversitätskategorien wie Gender, Herkunft oder auch Alter einen Mehrwert darstellen können. Zugleich bewertet diese Gruppe die dem Thema beigemessene Wichtigkeit im CoE als ausreichend. Zusammengefasst lassen sich folgende Erkenntnisse im Rahmen dieser Dissertation ableiten und dienen somit als Grundlage für die Entwicklung eines Diversity Management Ansatzes: (1) Die Entwicklung eines bedarfsorientierten Diversity Management Ansatzes erfordert einen systemtheoretischen Prozess, der sowohl organisationsinterne als auch externe Einflussfaktoren berücksichtigt. Der im Rahmen des Forschungsprojektes entwickelte sechsstufige Forschungsprozess hat sich dabei als geeignetes Instrument erwiesen. (2)Im Rahmen öffentlicher Forschungseinrichtungen lassen sich dabei drei zentrale Faktoren identifizieren: die individuelle Reflexionsebene, die Organisationskultur sowie extern beeinflusste Organisationsstrukturen, Prozesse und Systeme.(3)Vergleichbar mit privatwirtschaftlichen Unternehmen hat auch in wissenschaftlichen Organisationen die Führungsebene einen maßgeblichen Einfluss auf die Wahrnehmung von Diversität und somit einen Einfluss auf die Umsetzung einer Diversity Management Strategie. Daher ist auch im wissenschaftlichen Kontext, bedingt durch die rechtlichen Rahmenbedingungen des Hochschulsystems, ein top-down Ansatz für eine nachhaltige Implementierung erforderlich. (4) Diversity Management steht in einem engen Zusammenhang mit einem organisationalen Wandel, was die Reflexion von Veränderungsprozesse aus einer psychologischen Perspektive erfordert und eine Verknüpfung von Diversity und Change Management bedingt. Aufbauend auf den im Rahmen des entwickelten Forschungskonzeptes gewonnenen zentralen Erkenntnissen wird ein Ansatz entwickelt, der die Ableitung theoretischer Implikationen sowie Implikationen für das Management ermöglicht. Insbesondere vor dem Hintergrund der Reflexion der besonderen Rahmenbedingungen öffentlich finanzierter Forschungsorganisationen werden darüber hinaus politische Implikationen abgeleitet, die auf die Veränderung struktureller Dimensionen abzielen. Y1 - 2020 U6 - http://dx.doi.org/10.18154/RWTH-2020-11830 ER - TY - CHAP A1 - Mertens, Alexander A1 - Pütz, Sebastian A1 - Brauner, Philipp A1 - Brillowski, Florian Sascha A1 - Buczak, Nadine A1 - Dammers, Hannah A1 - van Dyck, Marc A1 - Kong, Iris A1 - Königs, Peter A1 - Kortomeikel, Frauke Carole A1 - Rodemann, Niklas A1 - Schaar, Anne Kathrin A1 - Steuer-Dankert, Linda A1 - Wlecke, Shari A1 - Gries, Thomas A1 - Leicht-Scholten, Carmen A1 - Nagel, Saskia K. A1 - Piller, Frank Thomas A1 - Schuh, Günther A1 - Ziefle, Martina A1 - Nitsch, Verena T1 - Human digital shadow: Data-based modeling of users and usage in the internet of production T2 - 14th International Conference on Human System Interaction : 8-10 July 2021. Gdańsk, Poland N2 - Digital Shadows as the aggregation, linkage and abstraction of data relating to physical objects are a central vision for the future of production. However, the majority of current research takes a technocentric approach, in which the human actors in production play a minor role. Here, the authors present an alternative anthropocentric perspective that highlights the potential and main challenges of extending the concept of Digital Shadows to humans. Following future research methodology, three prospections that illustrate use cases for Human Digital Shadows across organizational and hierarchical levels are developed: human-robot collaboration for manual work, decision support and work organization, as well as human resource management. Potentials and challenges are identified using separate SWOT analyses for the three prospections and common themes are emphasized in a concluding discussion. KW - digital shadow KW - cyber physical production system KW - user & usage KW - internet of production Y1 - 2021 U6 - http://dx.doi.org/10.1109/HSI52170.2021.9538729 SP - 1 EP - 8 PB - IEEE ER - TY - CHAP A1 - Mertens, Alexander A1 - Brauner, Philipp A1 - Baier, Ralph A1 - Brillowski, Florian A1 - Dammers, Hannah A1 - van Dyck, Marc A1 - Kong, Iris A1 - Königs, Peter A1 - Kordtomeikel, Frauke A1 - Liehner, Gian Luca A1 - Pütz, Sebastian A1 - Rodermann, Niklas A1 - Schaar, Anne Kathrin A1 - Steuer-Dankert, Linda A1 - Vervier, Luisa A1 - Wlecke, Shari A1 - Gries, Thomas A1 - Leicht-Scholten, Carmen A1 - Nagel, Saskia K. A1 - Piller, Frank T. A1 - Schuh, Günther A1 - Ziefle, Martina A1 - Nitsch, Verena ED - Michael, Judith ED - Pfeiffer, Jérôme ED - Wortmann, Andreas T1 - Modelling Human Factors in Cyber Physical Production Systems by the Integration of Human Digital Shadows T2 - Modellierung 2022 Satellite Events N2 - The future of industrial manufacturing and production will increasingly manifest in the form of cyber-physical production systems. Here, Digital Shadows will act as mediators between the physical and digital world to model and operationalize the interactions and relationships between different entities in production systems. Until now, the associated concepts have been primarily pursued and implemented from a technocentric perspective, in which human actors play a subordinate role, if they are considered at all. This paper outlines an anthropocentric approach that explicitly considers the characteristics, behavior, and traits and states of human actors in socio-technical production systems. For this purpose, we discuss the potentials and the expected challenges and threats of creating and using Human Digital Shadows in production. KW - human digital shadow KW - cyber physical production system KW - human factors Y1 - 2022 U6 - http://dx.doi.org/10.18420/modellierung2022ws-018 SP - 147 EP - 149 PB - GI Gesellschaft für Informatik CY - Bonn ER - TY - CHAP A1 - Brauner, Philipp A1 - Vervier, Luisa A1 - Brillowski, Florian A1 - Dammers, Hannah A1 - Steuer-Dankert, Linda A1 - Schneider, Sebastian A1 - Baier, Ralph A1 - Ziefle, Martina A1 - Gries, Thomas A1 - Leicht-Scholten, Carmen A1 - Mertens, Alexander A1 - Nagel, Saskia K. T1 - Organization Routines in Next Generation Manufacturing T2 - Forecasting Next Generation Manufacturing N2 - Next Generation Manufacturing promises significant improvements in performance, productivity, and value creation. In addition to the desired and projected improvements regarding the planning, production, and usage cycles of products, this digital transformation will have a huge impact on work, workers, and workplace design. Given the high uncertainty in the likelihood of occurrence and the technical, economic, and societal impacts of these changes, we conducted a technology foresight study, in the form of a real-time Delphi analysis, to derive reliable future scenarios featuring the next generation of manufacturing systems. This chapter presents the organization dimension and describes each projection in detail, offering current case study examples and discussing related research, as well as implications for policy makers and firms. Specifically, we highlight seven areas in which the digital transformation of production will change how we work, how we organize the work within a company, how we evaluate these changes, and how employment and labor rights will be affected across company boundaries. The experts are unsure whether the use of collaborative robots in factories will replace traditional robots by 2030. They believe that the use of hybrid intelligence will supplement human decision-making processes in production environments. Furthermore, they predict that artificial intelligence will lead to changes in management processes, leadership, and the elimination of hierarchies. However, to ensure that social and normative aspects are incorporated into the AI algorithms, restricting measurement of individual performance will be necessary. Additionally, AI-based decision support can significantly contribute toward new, socially accepted modes of leadership. Finally, the experts believe that there will be a reduction in the workforce by the year 2030. Y1 - 2022 SN - 978-3-031-07734-0 U6 - http://dx.doi.org/10.1007/978-3-031-07734-0_5 SP - 75 EP - 94 PB - Springer CY - Cham ER - TY - CHAP A1 - Hinke, Christian A1 - Vervier, Luisa A1 - Brauner, Philipp A1 - Schneider, Sebastian A1 - Steuer-Dankert, Linda A1 - Ziefle, Martina A1 - Leicht-Scholten, Carmen T1 - Capability configuration in next generation manufacturing T2 - Forecasting next generation manufacturing : digital shadows, human-machine collaboration, and data-driven business models N2 - Industrial production systems are facing radical change in multiple dimensions. This change is caused by technological developments and the digital transformation of production, as well as the call for political and social change to facilitate a transformation toward sustainability. These changes affect both the capabilities of production systems and companies and the design of higher education and educational programs. Given the high uncertainty in the likelihood of occurrence and the technical, economic, and societal impacts of these concepts, we conducted a technology foresight study, in the form of a real-time Delphi analysis, to derive reliable future scenarios featuring the next generation of manufacturing systems. This chapter presents the capabilities dimension and describes each projection in detail, offering current case study examples and discussing related research, as well as implications for policy makers and firms. Specifically, we discuss the benefits of capturing expert knowledge and making it accessible to newcomers, especially in highly specialized industries. The experts argue that in order to cope with the challenges and circumstances of today’s world, students must already during their education at university learn how to work with AI and other technologies. This means that study programs must change and that universities must adapt their structural aspects to meet the needs of the students. Y1 - 2022 SN - 978-3-031-07733-3 U6 - http://dx.doi.org/10.1007/978-3-031-07734-0_6 SP - 95 EP - 106 PB - Springer CY - Cham ER - TY - CHAP A1 - Steuer-Dankert, Linda A1 - Leicht-Scholten, Carmen T1 - Perceiving diversity : an explorative approach in a complex research organization. T2 - Diversity and discrimination in research organizations N2 - Diversity management is seen as a decisive factor for ensuring the development of socially responsible innovations (Beacham and Shambaugh, 2011; Sonntag, 2014; López, 2015; Uebernickel et al., 2015). However, many diversity management approaches fail due to a one-sided consideration of diversity (Thomas and Ely, 2019) and a lacking linkage between the prevailing organizational culture and the perception of diversity in the respective organization. Reflecting the importance of diverse perspectives, research institutions have a special responsibility to actively deal with diversity, as they are publicly funded institutions that drive socially relevant development and educate future generations of developers, leaders and decision-makers. Nevertheless, only a few studies have so far dealt with the influence of the special framework conditions of the science system on diversity management. Focusing on the interdependency of the organizational culture and diversity management especially in a university research environment, this chapter aims in a first step to provide a theoretical perspective on the framework conditions of a complex research organization in Germany in order to understand the system-specific factors influencing diversity management. In a second step, an exploratory cluster analysis is presented, investigating the perception of diversity and possible influencing factors moderating this perception in a scientific organization. Combining both steps, the results show specific mechanisms and structures of the university research environment that have an impact on diversity management and rigidify structural barriers preventing an increase of diversity. The quantitative study also points out that the management level takes on a special role model function in the scientific system and thus has an influence on the perception of diversity. Consequently, when developing diversity management approaches in research organizations, it is necessary to consider the top-down direction of action, the special nature of organizational structures in the university research environment as well as the special role of the professorial level as role model for the scientific staff. KW - Diversity management KW - Organizational culture KW - Change management KW - Psychological concepts KW - Perception Y1 - 2022 SN - 978-1-80117-959-1 (Print) SN - 978-1-80117-956-0 (Online) U6 - http://dx.doi.org/10.1108/978-1-80117-956-020221010 SP - 365 EP - 392 PB - Emerald Publishing Limited CY - Bingley ER - TY - CHAP A1 - Striebing, Clemens A1 - Müller, Jörg A1 - Schraudner, Martina A1 - Gewinner, Irina Valerie A1 - Guerrero Morales, Patricia A1 - Hochfeld, Katharina A1 - Hoffman, Shekinah A1 - Kmec, Julie A. A1 - Nguyen, Huu Minh A1 - Schneider, Jannick A1 - Sheridan, Jennifer A1 - Steuer-Dankert, Linda A1 - Trimble O'Connor, Lindsey A1 - Vandevelde-Rougale, Agnès T1 - Promoting diversity and combatting discrimination in research organizations: a practitioner’s guide T2 - Diversity and discrimination in research organizations N2 - The essay is addressed to practitioners in research management and from academic leadership. It describes which measures can contribute to creating an inclusive climate for research teams and preventing and effectively dealing with discrimination. The practical recommendations consider the policy and organizational levels, as well as the individual perspective of research managers. Following a series of basic recommendations, six lessons learned are formulated, derived from the contributions to the edited collection on “Diversity and Discrimination in Research Organizations.” KW - Inclusive work climate KW - lessons learned KW - policy recommendations KW - recommendations for actions KW - bullying Y1 - 2022 SN - 978-1-80117-959-1 (Print) SN - 978-1-80117-956-0 (Online) U6 - http://dx.doi.org/10.1108/978-1-80117-956-020221012 SP - 421 EP - 442 PB - Emerald Publishing Limited CY - Bingley ER - TY - CHAP A1 - Stangel-Meseke, Martina A1 - Hahn, Pia A1 - Steuer-Dankert, Linda T1 - Der Individualisierungs-Trend prägt die Unternehmenszukunft T2 - Diversity Management und Individualisierung N2 - Laut Zukunftsinstitut (2010) stellt die Individualisierung eine langfristige und nachhaltige Veränderung dar, die die gesamte Gesellschaft (den einzelnen Menschen, Unternehmen, den Staat) betrifft und Auswirkungen auf nahezu alle Lebensbereiche (z. B. Arbeit, Wohnen, Partnerschaft) hat. Die Individualisierung beschreibt dabei die Entwicklung hin zur Fokussierung persönlicher Interessen und Lebensentscheidungen der einzelnen Person (Kunze, Individualisierung, 2011). Der Grund für diese Entwicklung sind laut Kunze (Individualisierung, 2011) Treiber wie steigendes Vermögen, Bildung und Mobilität, was die einzelne Person unabhängiger von größeren Gemeinschaften macht und mehr Freiheit zur Selbstverwirklichung bietet. Als eine Konsequenz daraus werden Wertevorstellungen nicht mehr einfach hingenommen, sondern für die eigene Person überprüft und individualisiert (Kunze, Individualisierung, 2011). So wies Beck bereits 1996 darauf hin, dass Individualisierung meint „erstens die Auflösung und zweitens die Ablösung industriegesellschaftlicher Lebensformen durch andere, in denen die Einzelnen ihre Biographie selbst herstellen, inszenieren, zusammenflickschustern müssen“ (Beck, Die Erfindung des Politischen, 1996, S. 150). Y1 - 2015 SN - 978-3-658-07484-5 U6 - http://dx.doi.org/10.1007/978-3-658-07485-2_1 SP - 1 EP - 3 PB - Springer Gabler CY - Wiesbaden ER - TY - CHAP A1 - Stangel-Meseke, Martina A1 - Hahn, Pia A1 - Steuer-Dankert, Linda T1 - Ausblick: Der individualitätsbezogene Diversity Management-Ansatz als Antwort auf Individualisierung T2 - Diversity Management und Individualisierung N2 - Der Megatrend Individualisierung fordert von Unternehmen, ihre Strategien und Prozessabläufe bei zunehmender Globalisierung grundlegend zu überdenken. Während Strategien und Prozessabläufe im Unternehmen Standards unterliegen, entwickelt sich unsere Gesellschaft immer stärker zu einem individuumszentrierten System, in dem es gilt, Werte und Lebensstile der Individuen zu berücksichtigen und derart wertzuschätzen, dass Mitarbeitende motiviert und mit hoher Bindung an das Unternehmen die anstehenden Leistungen für das Unternehmen erbringen. Im Konzept DiM sind Standardisierung und Individualisierung keine gegensätzlichen Aspekte, da bei DiM neben der Betrachtung des betriebswirtschaftlichen Nutzens dieses Konzepts für Unternehmen die Wertschätzung des Individuums als genuines Merkmal betont wird. Y1 - 2015 SN - 978-3-658-07485-2 SP - 23 EP - 24 PB - Springer Gabler CY - Wiesbaden ER - TY - CHAP A1 - Steuer-Dankert, Linda A1 - Berg, Tobias A1 - Leicht-Scholten, Carmen T1 - Breaking the habit – new approaches in engineering education T2 - Proceedings of the 43rd Annual Conference of the European Society for Engineering Education N2 - Within the framework of the project a genderand diversity-oriented teaching evaluation and modern, media-supported blended learning approaches were used in order to achieve the intended goals. First research results of the literature and status quo analysis were already implemented and tested in newly designed teaching approaches, for example in a multidisciplinary introductory lecture of civil engineering at RWTH Aachen University. KW - teaching KW - engineering education KW - gender and diversity KW - best practice Y1 - 2015 SN - 978-2-87352-012-0 N1 - Annual Conference of the European Society for Engineering Education , Orléans , France , SEFI , 2015-06-29 - 2015-07-02 ER - TY - CHAP A1 - Leicht-Scholten, Carmen A1 - Steuer-Dankert, Linda A1 - Bouffier, Anna T1 - Facing Future Challenges: Building Engineers for Tomorrow T2 - Conference proceedings : new perspectives in science education : 5th Conference edition, Florence, Italy, 17-18 March 2016 N2 - Future engineers are increasingly confronted with the so-called Megatrends which are the big social challenges society has to cope with. These Megatrends, such as “Silver Society”, “Globalization”, “Mobility” and “Female Shift” require an application-oriented perspective on Diversity especially in the engineering field. Therefore, it is necessary to enable future engineers not only to look at the technical perspectives of a problem, but also to be able to see the related questions within societies they are developing their artefacts for. The aim of teaching engineering should be to prepare engineers for these requirements and to draw attention to the diverse needs in a globalized world. Bringing together technical knowledge and social competences which go beyond a mere training of the so-called “soft skills”, is a new approach followed at RWTH Aachen University, one of the leading technical universities in Germany. RWTH Aachen University has established the bridging professorship “Gender and Diversity in Engineering” (GDI) which educates engineers with an interdisciplinary approach to expand engineering limits. In the frame of a sustainable teaching concept the research group under the leadership of Prof. Carmen Leicht-Scholten has developed an approach which imparts a supplication-specific Gender and Diversity expertise to engineers. In workshops students gain theoretical knowledge about Gender and Diversity and learn how to transfer their knowledge in their special field of study and later work. To substantiate this, the course participants have to solve case studies from real life. The cases which are developed in collaboration with non-profit organizations and enterprises from economy rise the students to challenges which are inspired by professional life. Evaluation shows the success of this approach as well as an increasing demand for such teaching formats. KW - Diversity KW - Engineering Education KW - Gender KW - Higher Education Y1 - 2016 SN - 978-886292-705-5 SP - 32 EP - 37 ER - TY - CHAP A1 - Steuer-Dankert, Linda A1 - Leicht-Scholten, Carmen T1 - Social responsibility and innovation - Key competencies for engineers T2 - ICERI 2016: 9th International Conference of Education, Research and Innovation: Conference Proceedings : Seville (Spain), 14-16 November N2 - Engineers are of particular importance for the societies of tomorrow. The big social challenges society has to cope with in future, can only be mastered, if engineers link the development and innovation process closely with the requirements of people. As a result, in the frame of the innovation process engineers have to design and develop products for diverse users. Therefore, the consideration of diversity in this process is a core competence engineers should have. Implementing the consideration of diverse requirements into product design is also linked to the development of sustainable products and thus leads to social responsible research and development, the core concept formulated by the EU. For this reason, future engineers should be educated to look at the technical perspectives of a problem embedded in the related questions within societies they are developing their artefacts for. As a result, the aim of teaching engineering should be to prepare engineers for these requirements and to draw attention to the diverse needs in a globalized world. To match the competence profiles of future engineers to the global challenges and the resulting social responsibility, RWTH Aachen University, one of the leading technical universities in Germany, has established the bridging professorship “Gender and Diversity in Engineering” (GDI) which educates engineers with an interdisciplinary approach to expand engineering limits. The interdisciplinary teaching concept of the research group pursues an approach which imparts an application oriented Gender and Diversity expertise to future engineers. In the frame of an established teaching concept, which is a result of experiences and expertise of the research group, students gain theoretical knowledge about Gender and Diversity and learn how to transfer their knowledge into their later field of action. In the frame of the conference the institutional approach will be presented as well as the teaching concept which will be introduced by concrete course examples. KW - diversity KW - innovation KW - social responsible engineering KW - engineering education Y1 - 2016 SN - 978-84-617-5895-1 U6 - http://dx.doi.org/10.21125/iceri.2016.0353 SN - 2340-1095 SP - 5967 EP - 5976 ER - TY - CHAP A1 - Steuer-Dankert, Linda A1 - Bouffier, Anna A1 - Gaedicke, Sonja A1 - Leicht-Scholten, Carmen T1 - Diversifying engineering education: a transdisciplinary approach from RWTH Aachen University T2 - Strategies for increasing diversity in engineering majors and careers N2 - Engineers and therefore engineering education are challenged by the increasing complexity of questions to be answered globally. The education of future engineers therefore has to answer with curriculums that build up relevant skills. This chapter will give an example how to bring engineering and social responsibility successful together to build engineers of tomorrow. Through the integration of gender and diversity perspectives, engineering research and teaching is expanded with new perspectives and contents providing an important potential for innovation. Aiming on the enhancement of engineering education with distinctive competencies beyond technical expertise, the teaching approach introduced in the chapter represents key factors to ensure that coming generations of engineers will be able to meet the requirements and challenges a changing globalized world holds for them. The chapter will describe how this approach successfully has been implemented in the curriculum in engineering of a leading technical university in Germany. Y1 - 2017 SN - 9781522522126 U6 - http://dx.doi.org/10.4018/978-1-5225-2212-6.ch010 SP - 201 EP - 235 PB - IGI Global CY - Hershey, USA ER - TY - CHAP A1 - Steuer-Dankert, Linda A1 - Leicht-Scholten, Carmen T1 - Innovation and Diversity : Integrating new perspectives into research associations T2 - 12th European Conference on Innovation and Entrepreneurship (ECIE 2017) : Paris, France, 21-22 September 2017 N2 - 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. KW - Innovation KW - Diversity KW - Innovation Management KW - Diversity Management KW - Leadership Y1 - 2017 SN - 978-1-911218-54-8 SP - 767 EP - 776 ER - TY - JOUR A1 - Steuer-Dankert, Linda A1 - Sharma, Mamta Rameshwarlal A1 - Bleck, Wolfgang A1 - Leicht-Scholten, Carmen T1 - Diversity and innovation management in large research groups JF - International Journal of Innovation Management N2 - Contemporary research appreciates a diverse workforce as a potential source of innovation. Researchers explore the fine details of why diversity management is central for generating innovations in heterogeneous research groups and how it could be effectively implemented into organizations. Complex research associations that discuss topics with a high impact on society increasingly address the necessity of establishing a diverse workforce to confront the challenges of tomorrow. Characterized by complex management structures as well as hierarchies, research associations have not been a subject of investigation until now. For this reason, the presented research project aims to develop a diversity and innovation management strategy with the ultimate goal of inducing change in the corporate culture. The proposed approach consisted of six phases; the first two phases investigated the status quo of diversity in the existing organizational structures of member institutes and the variety of particular working cultures within the research association. The third and the fourth phases utilized qualitative and quantitative studies. The third phase focused on the connection of management level to diversity and innovation, and the need for diversity and innovation management, and tailor-made methods of implementing them. The first three phases have been accomplished successfully; preliminary results are already available. The fourth phase will mainly focus on exploring the mind-set of the employees. The fifth phase will consolidate the findings in the first four phases into an implementable strategy. The final phase will address the implementation of this strategy into the organization. Phases 4 to 6 have not yet been undertaken KW - diversity management KW - innovation management KW - research association KW - change management KW - engineering Y1 - 2017 SN - 1757-5877 VL - 5 IS - 2 SP - 49 EP - 72 ER - TY - CHAP A1 - Müller-Abdelrazeq, Sarah Luisa A1 - Brauner, Philipp A1 - Calero Valdez, André A1 - Jansen, Ulrich A1 - Platte, Laura A1 - Schaar, Anne-Kathrin A1 - Steuer-Dankert, Linda A1 - Zachow, Sebastian A1 - Schönefeld, Kathrin A1 - Haberstroh, Max A1 - Leicht-Scholten, Carmen A1 - Ziefle, Martina ED - Pather, Shaun T1 - Interdisciplinary cooperation management in research clusters: a review of twelve years. T2 - Proceedings of the 15th International Conference on Intellectual Capital, Knowledge Management & Organisational Learning N2 - As an interdisciplinary research network, the Cluster of Excellence “Integrative Production Technology for High-Wage Countries” (CoE) comprises of around 150 researchers. Their scientific background ranges from mechanical engineering and computer science to social sciences such as sociology and psychology. In addition to content- and methodbased challenges, the CoE’s employees are faced with heterogenic organizational cultures, different hierarchical levels, an imbalanced gender distribution, and a high employee fluctuation. The sub-project Scientific Cooperation Engineering 1 (CSP1) addresses the challenge of interdisciplinary cooperation and organizational learning and aims at fostering interdisciplinarity and its synergies as a source of innovation. Therefore, the project examines means of reaching an organizational development, ranging from temporal structures to a sustainable network in production technology. To achieve this aim, a broad range of means has been developed during the last twelve years: In addition to physical measures such as regular network events and trainings, virtual measures such as the Terminology App were focused. The app is an algorithmic analysis method for uncovering latent topic structures of publications of the CoE to highlight thematic intersections and synergy potentials. The detection and promotion of has been a vital and long known element in knowledge management. Furthermore, CSP1 focusses on project management and thus developed evaluation tools to measure and control the success of interdisciplinary cooperation. In addition to the cooperation fostering measures, CSP1 conducted studies about interdisciplinarity and diversity and their relationship with innovation. The scientific background of these means and the research results of CSP1 are outlined in this paper to offer approaches for successful interdisciplinary cooperation management. Y1 - 2018 SN - 978-1-912764-09-9 N1 - hosted by University of the Western Cape, South Africa 29-30 November 2018 SP - 216 EP - 224 PB - ACPIL ER - TY - CHAP A1 - Pütz, Sebastian A1 - Baier, Ralph A1 - Brauner, Philipp A1 - Brillowski, Florian A1 - Dammers, Hannah A1 - Liehner, Luca A1 - Mertens, Alexander A1 - Rodemann, Niklas A1 - Schneider, Sebastian A1 - Schollemann, Alexander A1 - Steuer-Dankert, Linda A1 - Vervier, Luisa A1 - Gries, Thomas A1 - Leicht-Scholten, Carmen A1 - Nagel, Saskia K. A1 - Piller, Frank T. A1 - Schuh, Günther A1 - Ziefle, Martina A1 - Nitsch, Verena T1 - An interdisciplinary view on humane interfaces for digital shadows in the internet of production T2 - 2022 15th International Conference on Human System Interaction (HSI) N2 - Digital shadows play a central role for the next generation industrial internet, also known as Internet of Production (IoP). However, prior research has not considered systematically how human actors interact with digital shadows, shaping their potential for success. To address this research gap, we assembled an interdisciplinary team of authors from diverse areas of human-centered research to propose and discuss design and research recommendations for the implementation of industrial user interfaces for digital shadows, as they are currently conceptualized for the IoP. Based on the four use cases of decision support systems, knowledge sharing in global production networks, human-robot collaboration, and monitoring employee workload, we derive recommendations for interface design and enhancing workers’ capabilities. This analysis is extended by introducing requirements from the higher-level perspectives of governance and organization. KW - digital twin KW - digital shadow KW - cyber-physical production system KW - human-machine interface Y1 - 2022 SN - 978-1-6654-6823-7 (Print) SN - 978-1-6654-6822-0 (Online) U6 - http://dx.doi.org/10.1109/HSI55341.2022.9869467 SN - 2158-2246 (Print) SN - 2158-2254 (Online) N1 - 15th International Conference on Human System Interaction (HSI), 28-31 July 2022, Melbourne, Australia. PB - IEEE ER - TY - CHAP A1 - Steuer-Dankert, Linda A1 - Sharma, Mamta Rameshwarlal A1 - Bleck, Wolfgang A1 - Leicht-Scholten, Carmen ED - Farn, C. K. T1 - Innovation through Diversity - Development of a Diversity and Innovation management concept T2 - International Conference on Innovation and Management : IAM23017S : Date: July 4-7, 2017, Osaka, Japan N2 - Acknowledging that a diverse workforce could be a potential source of innovation, the current research deals with the fine details of why diversity management is central to achieving innovation in heterogeneous research groups and how this could be effectively realized in an organization. The types of heterogeneities addressed mainly include gender, qualification, academic discipline and intercultural perspectives. The type of organization being dealt with in this work is a complex association of research institutes at a technical university in Germany (RWTH Aachen University), namely a 'Cluster of Excellence', whereby several institutes of the university work collaboratively in different sub-projects. The 'Cluster of Excellence' is a part of the 'Excellence Initiative' of the German federal and state governments German Research Foundation (DFG) and German Council of Science and Humanities, with the ultimate aim of promoting cutting-edge research. To support interdisciplinary collaboration and thus the performance of the cluster, the development of a diversity and innovation management concept is presently in the conceptual phase and will be described in the frame of this paper. The 3-S-Diversity Model, composed of the three elements: skills, structure and strategy, serves as a basis for the development of the concept. The proposed concept consists of six phases; the first two phases lay the ground work by developing an understanding of the status quo on the forms of diversity in the Cluster of Excellence, the type of organizational structure of the member institutes and the varieties of specialist work cultures of the same. The third and the fourth phases build up on this foundation by means of qualitative and quantitative studies. While the third phase deals with the sensitization of the management level to the close connection between diversity and innovation; the need to manage them thereafter and find tailor-made methods of doing so, the fourth phase shall mainly focus on the mindset of the employees in this regard. The fifth phase shall consolidate the learnings and the ideas developed in the course of the first four phases into an implementable strategy. The ultimate phase shall be the implementation of this concept in the Cluster. The first three phases have been accomplished successfully and the preliminary results are already available. Y1 - 2017 SN - 2218-6387 SP - Panel C PB - Kuang Hui Chiu CY - Osaka ER - TY - GEN A1 - Steuer-Dankert, Linda A1 - Bernhard, Sebastian A1 - Langolf, Jessica A1 - Leicht-Scholten, Carmen T1 - Managing change and acceptance of digitalization strategies - Implementing the vision of „Internet of Production“ (IoP) in existing corporate structures T2 - Textile Impulse für die Zukunft: Aachen-Dresden-Denkendorf International Textile Conference 2022 : 1. – 2. Dezember 2022, Eurogress Aachen N2 - The vision of the Internet of Production is to enable a new level of crossdomain collaboration by providing semantically adequate and context-aware data from production, development & usage in real-time. Y1 - 2022 SP - 153 EP - 153 ER -