Konferenzkalender - eac zum Greifen nahe

10th EPCA Conference on PCP "Keeping up with the future: PCP in an accelerating world"
09. - 12. April 2010 in Belgrade (Serbia)

Dr. Matthias Rosenberger: Boundary Relocation due to the Interaction of Network, Individual Reality Construction and Network Acting

The XVIIIth International Congress on Personal Construct Psychology Venice, Italy, July 20-24, 2009; PCP and constructivism: ways of working, learning and living [conference website]

Dr. Matthias Rosenberger: Slater’s opened Door - Group Analysis on the basis of the Multiple Principle Component Analysis.

Abstract: Especially during the last couple of years the Repertory Grid Technique has been resurrected in manifold ways. Primarily, the steadily growing range of Grid Software Applications constitutes the focus of public interests. Due to the ever increasing capabilities of modern computers and computer related products, now much more professional calculations and representations of results are possible. In the early 70’s it was Patrick Slater, who opened a friendly door which inspired Arne Raeithel in the 90’s to develop a special Algorithm for analyzing Multi-Repertory Grids (Group-Analysis). Thus, these techniques are especially suitable for various applications in the field of organization or management research but also in market research.

Dr. Rosenberger / Janko Buve: Getting in Touch With sci:vesco® : A high sophisticated Mutlti-Grid-Software

Abstract: Whoever has to decide on something needs a comprehensive basis of information and realises soon that “hard facts” alone are not enough. Particularly, if people take active part in something, “soft facts”, i.e. the intuitive knowledge or the so-called gut instinct, are often the most decisive factors for success. However, the biggest and most important part of this rational knowledge is not instantaneously available but can often only be accessed on an intuitive level. To capture it we have developed sci:vesco®, a computer-aided interview and analysis technique (Multiple Grid Analysis). sci:vesco® is an interactive Repertory Grid technique by use of which you can reliably analyse opinions of individual interviewees, groups or entire companies. Opinions, convictions, and forecasts can be analysed fast, individually and almost without any target data (software based). The result of a sci:vesco® analysis is an attractive, intuitively understandable, three-dimensional graphics which possesses an incommensurably high explanatory power in respect of content. In this practice oriented workshop we would like to show various tools support the analysis and the export of results, e.g. the Semantic Corridor - to show individual opinions within the principal component space, Single and Group References – to disclose differences in meanings between individuals and groups (statistical spread, variance), Comparison of Point of Times – to represent developments etc.

2nd Conference on Individual Constructs in Management and Organizational Research (IC-MORe) 2008, 14 – 15 November 2008, Leipzig (Germany)

Eine Konferenz der elements and cosntructs

[website]

9th EPCA CONFERENCE - Construing PCP: New contexts and perspectives, 28.06. - 01.07.2008

Vortrag Dr. Rosenberger: Slater's Opened Door - Multigridanalyse with sci:vesco

Half Day Workshop with sci:vesco (Computer Lab)

[Website]

VDI Wissensforum (Fürth), 12.06.2008

Dr. Matthias Rosenberger: edo:score: Qualifizieren mit System

Planungssicherheit durch fachgemäße Kompetenz in der Montage - Einfache Orientierung und flexible Standardisierung - Transparenz schaffen durch Nachvollziehbarkeit der Qualifizierungsmaßnahmen - Motivationsanregend durch Freiwilligkeit und Zielorientierung - Messbar und überprüfbar durch einfache Skalierung - Dynamisch und aktuell, da neue Arbeitsinhalte problemlos integriert werden können - Vergleichbarkeit und Auswertbarkeit des Qualifikationsniveaus z. B. auf Werks- und Länderebene - Branchenunspezifisch, da nur Rahmenbedingungen und keine Inhalte vorgegeben werden.

8. "Unternernehmertag in Villingen/Schwenningen; 14.03.2008

Dr. Matthias Rosenberger "Die Ästhetik des Bauchgefühls"

DGFP-Messe 2007 "PERSONAL & WEITERBILDUNG"

SCIVESCO 2.0 Vorstellung: Neues Design, neue Features und neue Projekte.

14./15. Juni in Wiesbaden, Rhein-Main-Hallen, Halle 2, Stand 210

EUROFORUM-Konferenz "Montage" am 27. und 28. Juni 2007 in Frankfurt am Main

Frank Menzel: "Motivation und Qualifikation: Zwei Erfolgsvariablen unter der Lupe"

Abstract:
Alltags(miss)verständnis der Begriffe Motivation und Qualifikation,
Anzeichen von Qualifikations- und Motivationsmangel im Unternehmen,
"You can´t change what you can´t measure”: Wie misst man Motivation und Qualifikation?

VDI-Seminar; 13./14.6.2007 Fürth/Erlangen

Dr. Matthias Rosenberger: "Montage, Menschen und Motive"

Abstract:
Die Richtung sollte stimmen, wenn alle an einem Strang ziehen – Orientierung an den Konsequente Wertschöpfung durch bedingungslose Wertschätzung - Metasprache und -grammatik der Motivation – 361 Feedback für authentisch konsequente Führung – Bauchentscheidung vs. Kopfgeburten – Analyse und Bewertung von Mitarbeiterorientierungen. (zum VDI)

EAWOP 2007, The XIIIth European Congress of Work and Organizational Psychology

Heiko Schulz (für eac): "Dilemma, Ambiguity and Success in Human Resource Due Diligence"

May 9-12, 2007, Stockholm, Sweden

Abstract:
Objectives Early appraisal of an acquisition target is critical for the success of a deal. For this purpose, due diligence can reduce the risk of post-transactions. Sometimes, due diligence focuses more on the commercial and marketing dimensions while ignoring the people issues. However, employees are a significant element of the cost base and the intangible value of an organisation — so Human Resource (HR) due diligence is critical. Elements of HR due diligence tend to be determined by the level of HR functioning within the merging entities. In this study, human due diligence had to focus on what will become the core of an integration plan.
Methods We tried to break away from conventional checklist. Therefore, a unique clinical cognitive mapping methodology called the Repertory Grid Technique was applied to elicit the personal constructs of how real respondents perceive elements of HR due diligence, e.g. motivation, skill sets and organisational climate. Each of the N = 50 respondent was ‘supplied’ with representative appraisal system elements (as a common denominator) for construct elicitation. Results All levels of analysis were carried out by using the SCIVESCO® program, which is specifically designed for the treatment of Repertory Grid data. The Grid approach was able to disclose shortfalls concerning different aspects of HR due diligence, e.g. internal alignment. Moreover, it produced levels of qualitative as well as quantitative analysis that are statistically rigorous while simultaneously producing visual cognitive maps easily understandable by practicing managers.Discussion Results will be used to arrange intervention regarding these issues. More over, both strategies to retain these individuals and that contribute to assure the success of the company will be developed.

1. Personal Construct Psychology in Business Contexts (PCPBC 2006)

Eine Konferenz der elements and constructs (mehr)

Studientag "Organisationsethik; 19.-20. Oktober 2006; Wien (Kardinal König Haus)

Dr. Matthias Rosenberger: "Ist Ethik messbar?"

Abstract:
Gerade in Veränderungsprozessen sind persönliche Einstellungen, Glaubensmuster (Werte und Moralvorstellungen), also das intuitive Wissen, die härtesten Erfolgsfaktoren. Der größte und wichtigste Teil dieses Wissens ist jedoch nicht unmittelbar rational verfügbar, sondern häufig nur intuitiv zugänglich. Um es zu erfassen haben wir SCIVESCO®, ein computergestütztes Interview- und Analyseverfahren, entwickelt, welches auf der theoretischen und methodischen Basis der Theorie Persönlicher Konstrukte und des Role Construct Repertory Grid nach G. A. Kelly (1955) funktioniert. Ausgehend von meinen Ausführungen zum Repertory Grid, möchte ich Sie einladen, mit mir über Möglichkeiten und Grenzen der Messung von Ethik zu diskutieren.

18^th European Conference on Personal Construct Psychology - Constructivism: The Way Forward; 8. - 11. April 2006, Kristianstad, Schweden

Dr. Matthias Rosenberger: "Do we need compatible working teams?"

VDI Wissensforum Erlangen; 31. Mai – 01. Juni 2006

Frank Menzel: "Der Kopf der Montagezelle"

Abstract:
Mitarbeiterqualifikation als Schlüsselfaktor im Wettbewerb Dipl.-Psych. F. Menzel, Festo Didactic GmbH & Co, Bremen
Breites und firmenspezifisches Spektrum beruflicher Qualifikation – Mitarbeiterqualifikation unter dem Druck des Tagesgeschäfts – Vermeidung unsachgemäßer Bedienung – Erhöhung der Mitarbeitermotivation – Mehrfachqualifikationen – systematische und schnelle Einarbeitung – Auflösung von "Wissensmonopolen"

6. Kongress für Wirtschaftspsychologie, 22. – 24. Mai 2006, Leipzig

Dr. Matthias Rosenberger: "Soft Facts – Hard Problems"

SCIVESCO - Ein Interview- und Analyseverfahren zum Messen, Bewerten und Vergleichen individueller Einstellungen

IABE Annual Conference Las Vegas (Nevada); 17. – 20.10.05

Dr. Matthias Rosenberger: "A Two Level Concept of Cooperation"

Abstract:
Highly volatile markets challenge innovation and flexible production. Thus, temporary, inter-organizational cooperation is of increasing importance. To exploit their competitive advantages small and medium enterprises (SME) rely on their ability to attach complementary competences through cooperation and networks. But small or even midget organizations are often limited in creating and maintaining social links because of their particular resource constraints. In principle, they therefore benefit from managed network forms like virtual production networks, regional development programs or professional associations. However, basic guidelines are missing how to organize complex and dynamic forms of cooperation. Success will depend on means to create trust and moderate competitive tendencies, because long-term, trustful links are critical in building effective networks. Furthermore, we need a method how to handle the over-all complexity of such systems. In the following, we will introduce our ideas to fill these gaps. Basically, our model is designed for regional clusters of SME in mechanical engineering industries. It settles on the theory of competence cell production networks. We differentiate two states of cooperation: a preparatory state in which the creation of trust and valuable information is of primary concern (basic level) and the actual cooperative project (project level). This two-level-cooperation approach provides a flexible framework, which assists fast building and dissolution of task specific projects. We delineate competency cells from actual organizations to enhance the possibilities of pooling and reconnecting existing strengths. Some parts of the relationships have to be harmonized and institutionalized. For example, a unified IT-infrastructure, which allows flexible partner selection, is vital. All measures are geared to allow a fast transition from the preparative level to active support of production chains. Our model enables new forms of networks, which exceed known forms of hierarchy-based coordination

TeleForum (Nürnberg); 16./17.02.2005

Dr. Matthias Rosenberger: "Enter The Matrix" Oder: Virtualität als Chance für die Zukunft?

Abstract:
Alle Welt blickt gespannt auf die Fusionen der Bank-, Versicherungs-, Auto- oder Pharmakonzerne. Aber sind solche Mega-Organisationen überhaupt noch zeitgemäß? Die Zweifel wachsen: Längst ermöglicht es die moderne Informationstechnik, Arbeit und Geschäft flexibler und effektiver zu organisieren. Dabei spielen jene Bündnisse eine wichtige Rolle, zu denen sich Freischaffende und Kleinstfirmen auf Zeit vereinigen. Elektronisch vernetzt übernehmen sie bestimmte Entwicklungs-, Produktions-, Vermarktungs- oder Vertriebsaufgaben, die zuvor durch dauerhaft bestehende Unternehmen erledigt wurden. Solche virtuelle Unternehmen (VU) sind jedoch auf Dauer nicht ohne weiteres zu stabilisieren. Ähnlich wie ihre Vorgänger, die Konzerne, können auch VU nicht ohne gewisse Festlegungen in Form von Regeln, Standardisierungen und Normierungen in sozialer, wirtschaftlicher, organisatorischer, rechtlicher und technischer Hinsicht am Markt erfolgreich bestehen (Castells 2001Malone 1999, Burr 1999, Huggins 2000).

International Conference on Economics and Management of Networks EMNet 2005 – Budapest

Dr. Matthias Rosenberger: "Multi-Level-Network-Management"

Abstract:
The continuous transformation of the industrial society into a service and knowledge society is accompanied by profound change of demand: Customer requests will increasingly focus on individual products, shorter delivery times and appropriate prices. To encounter these challenges under the conditions of dynamic global markets and inter-regional competition, the CRC 457 "Non-Hierarchical Regional Production-Networks” at the Chemnitz University of Technology focuses on SME and investigates ways to implement customer-oriented, temporary networking of smallest, autonomous units ("competence cells”) in the region of South-West-Saxony.

MOPAN Wales (Scotland) 2005 10th international Conference of Multi-Organizational Partnerships, Alliances and Networks, Scotland

Dr. Matthias Rosenberger: Workshop: "Critical Issues in Partner selection Processes"

Tagung des Forschungsverbundes "Nachhaltigkeit von Arbeit und Rationalisierung" (NAR)

Methoden der Erfassung und Bewertung immaterieller Ressourcen 21./22. Oktober 2004, Gelsenkirchen

Dr. Matthias Rosenberger: "Messbarkeit von Vertrauen"

Academy of Management, Denver(Colorado): Creating Actionable Knowledge; 06. - 11.08.2004

Dr. Matthias Rosenberger: "Struggling with Network Dilemmas: Implications for Management, Moderation and Consulting"

Abstract:
The substantially higher dynamics and uncertainty in the network confronts the operators with a different quality of problems: the situation is characterized by constellations in dilemma. There are technical, temporal and social reasons for the development of network dilemmas. Whether network operators work on their internal or external communication structures, whether they devote themselves to the problem of the strategic target development, whether they are concerned with the cooperation’s fundamentals, e.g. with the establishment of confidence, whether they attend to tasks in projects or project teams, or whether they are entrusted with the answer to conflicts. Whatever they do: the decision how a problem in the network is dealt with or solved, basically, involves the possible risks of the failure of the cooperation’s aims and tasks. This dilemma-based situation, which has to be described more specifically, forces the choice between two equally "uncomfortable” alternatives. Additionally, solutions in the network context are short-lived. Many problems cannot be eliminated for good. Inevitably, every decision concerning a problem’s solution produces a new problem that is connected with the original problem’s solution and that may have fatal consequences concerning the network’s survival. By empiric research work, we have been able to determine the following characteristic basic structures of social dilemmas in networks: dilemma of trust, dilemma of conflict, dilemma of possession, dilemma of authority, dilemma of integration ability and dilemma of self-organization. Therefore, new characteristics apply to the network management resp. new task fields have to be defined (cf. Sydow/Windeler 1999).

ICE (Rom) Adaptive Engineering for Sustainable Value Creation; 14. - 16.06. 2004

Dr. Matthias Rosenberger: "New Tool for Human Resource Management in Business Networks"

Abstract:
This article deals with defining and analysing social, communicative and cognitive competencies of managers acting in network contexts. We use the concept of roles for defining the relation structures in a network. We can tackle the complex relationship of role demands and role adoption applying grid technique and polyhedral analysis. We can gather data on contextspecific personal constructs by the grid technique. Using these data, polyhedral analysis shows how defined persons are integrated into the relation structures within a network. Beyond this, we show if and how relevant criteria such as holes, connectivity and eccentricity can be employed for analysing problems stemming from human resource management. Based upon the applied methods, it is possible to provide information about the relevant structures within networks. This information can be used for personnel selection and competency development. Decision makers have the task to select among the measures of human resource management.

NAPCN 2002; North American Personnel Construct Network (Vancouver); 10.-14.07.2002

Dr. Matthias Rosenberger: "Optimization of social structure in business networks by Grid-technique and Polyhedral analysis"

Abstract:
This article deals with defining and analysing social, communicative and cognitive competencies of managers acting in network contexts. We can tackle the complex relationship of role demands and role adoption by applying grid technique and polyhedral analysis We can gather data on context specific personal constructs by the grid technique. Using these data, polyhedral analysis shows how defined persons are integrated into the relation structures within a network. Beyond this, we show if and how relevant criteria such as holes, connectivity and eccentricity can be employed for analysing problems stemming from personnel management. Bases upon the applied methods it is possible to provide information about the relevant structures within networks being used in personnel selection and competency development. Decision makers have the task to select among the measures of personnel management. These measures should be suitable in the relevant context for ensuring stability and efficiency of the network.

6TH WORLD MULTICONFERENCE ON SYSTEMICS, CYBERNETICS AND INFORMATICS (SCI 2002); July 14 – 18, 2002 ~ Sheraton World Resort ~ Orlando, Florida, U. S. A.

Dr. Matthias Rosenberger: "An IT-based solution for management of social complexity in competence cells networks"

Abstract:
The following proposition of a competence cells network approach reflects current tendencies in management and economic science based on the core competence concept by Prahalad and Hamel (1990). It enables production networks to select and focus their competences according to specific orders quickly. The system includes individual abilities e.g. cooperation and communication abilities, competence, reliability, networking ability, and social factors like trust, quality of linkage and structural holes. The presented technique demonstrates ways of selecting the most suitable partners for a predefined value chain process in a regional production network.

GENEME (Dresden); 27./28.09.2001

Dr. Matthias Rosenberger: "Evolution psychischer Prozesse in virtuellen Unternehmen - Eine empirische Untersuchung subjektiver Konstruktionen von sich verändernden sozialen Beziehungen"

Abstract:
Viele moderne Unternehmer haben erkannt, dass die Einbindung in kooperative Netzwerke einen wesentlichen Faktor zur Stabilisierung und Sicherung ihres Unternehmens darstellen kann. Besonders deutlich wird dieser Trend in der IT-Branche. Vielfach vertreten wird nun die Meinung, dass sich Netzwerkstrukturen auf der Grundlage materiell-ökonomischen Bedingungen (wie z.B. vertraglichen, finanziellen, logistischen etc.) bilden (vgl. Ebers & Oliver 1998). Spätestens jedoch durch die Werke von Jörg Sydow wurde deutlich, dass bei der Analyse und Gestaltung dieser Strukturen häufig die Bedeutung von soziologischen und psychologischen Faktoren vernachlässigt wurde. Dazu gehören personelle und soziale Beziehungen, persönliche Fähigkeiten wie Kooperations- und Kommunikationsfähigkeit, Qualifikationen (Soft Facts) und Werte wie z.B. Vertrauen und Macht. Sie spielen eine bedeutende Rolle, wenn vernetzte Unternehmen langfristig erfolgreich kooperieren wollen (Sydow 1999/2000, s. a. Littmann & Jansen 2000).