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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.
A research framework for human aspects in the internet of production: an intra-company perspective
(2020)
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.
Implementation of gender and diversity perspectives in transport development plans in germany
(2020)
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?
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).
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.
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.
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
Many of today’s factors make software development more and more complex, such as time pressure, new technologies, IT security risks, et cetera. Thus, a good preparation of current as well as future software developers in terms of a good software engineering education becomes progressively important. As current research shows, Competence Developing Games (CDGs) and Serious Games can offer a potential solution.
This paper identifies the necessary requirements for CDGs to be conducive in principle, but especially in software engineering (SE) education. For this purpose, the current state of research was summarized in the context of a literature review. Afterwards, some of the identified requirements as well as some additional requirements were evaluated by a survey in terms of subjective relevance.
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.
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.
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.
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.
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.
Nuclear magnetic resonance (NMR) spectrometric methods for the quantitative analysis of pure heparin in crude heparin is proposed. For quantification, a two-step routine was developed using a USP heparin reference sample for calibration and benzoic acid as an internal standard. The method was successfully validated for its accuracy, reproducibility, and precision. The methodology was used to analyze 20 authentic porcine heparinoid samples having heparin content between 4.25 w/w % and 64.4 w/w %. The characterization of crude heparin products was further extended to a simultaneous analysis of these common ions: sodium, calcium, acetate and chloride. A significant, linear dependence was found between anticoagulant activity and assayed heparin content for thirteen heparinoids samples, for which reference data were available. A Diffused-ordered NMR experiment (DOSY) can be used for qualitative analysis of specific glycosaminoglycans (GAGs) in heparinoid matrices and, potentially, for quantitative prediction of molecular weight of GAGs. NMR spectrometry therefore represents a unique analytical method suitable for the simultaneous quantitative control of organic and inorganic composition of crude heparin samples (especially heparin content) as well as an estimation of other physical and quality parameters (molecular weight, animal origin and activity).
In the Laser Powder Bed Fusion (LPBF) process, parts are built out of metal powder material by exposure of a laser beam. During handling operations of the powder material, several influencing factors can affect the properties of the powder material and therefore directly influence the processability during manufacturing. Contamination by moisture due to handling operations is one of the most critical aspects of powder quality. In order to investigate the influences of powder humidity on LPBF processing, four materials (AlSi10Mg, Ti6Al4V, 316L and IN718) are chosen for this study. The powder material is artificially humidified, subsequently characterized, manufactured into cubic samples in a miniaturized process chamber and analyzed for their relative density. The results indicate that the processability and reproducibility of parts made of AlSi10Mg and Ti6Al4V are susceptible to humidity, while IN718 and 316L are barely influenced.
Process mining gets more and more attention even outside large enterprises and can be a major benefit for small and medium sized enterprises (SMEs) to gain competitive advantages. Applying process mining is challenging, particularly for SMEs because they have less resources and process maturity. So far, IS researchers analyzed process mining challenges with a focus on larger companies. This paper investigates the application of process mining by means of a case study and sheds light into the particular challenges of an IT SME. The results reveal 13 SME process mining challenges and seven guidelines to address them. In this way, the paper contributes to the understanding of process mining application in SME and shows similarities and differences to larger companies.
Biocompatibility, flexibility and durability make polydimethylsiloxane (PDMS) membranes top candidates in biomedical applications. CellDrum technology uses large area, <10 µm thin membranes as mechanical stress sensors of thin cell layers. For this to be successful, the properties (thickness, temperature, dust, wrinkles, etc.) must be precisely controlled. The following parameters of membrane fabrication by means of the Floating-on-Water (FoW) method were investigated: (1) PDMS volume, (2) ambient temperature, (3) membrane deflection and (4) membrane mechanical compliance. Significant differences were found between all PDMS volumes and thicknesses tested (p < 0.01). They also differed from the calculated values. At room temperatures between 22 and 26 °C, significant differences in average thickness values were found, as well as a continuous decrease in thicknesses within a 4 °C temperature elevation. No correlation was found between the membrane thickness groups (between 3–4 µm) in terms of deflection and compliance. We successfully present a fabrication method for thin bio-functionalized membranes in conjunction with a four-step quality management system. The results highlight the importance of tight regulation of production parameters through quality control. The use of membranes described here could also become the basis for material testing on thin, viscous layers such as polymers, dyes and adhesives, which goes far beyond biological applications.
This paper covers the use of the magnetic Wiegand effect to design an innovative incremental encoder. First, a theoretical design is given, followed by an estimation of the achievable accuracy and an optimization in open-loop operation.
Finally, a successful experimental verification is presented. For this purpose, a permanent magnet synchronous machine is controlled in a field-oriented manner, using the angle information of the prototype.