Von der Supervision zur Mediation und zurück

From supervision to mediation and vice versaMediation in organizations becomes more and more important because of increasing conflicts. The question is, which competencies of the counsellor are necessary, and above all, whether mediation is a particular method. The author explains the method of mediation and illustrates his concept of “patchwork-mediation”. This procedure allows to build a bridge between supervision and mediation.     

Ebert. Wolfgang (2001): Systemtheorien in der Supervision — Bestandsaufnahme und Perspektiven

Ohne Zusammenfassung     

Editorial

Ohne Zusammenfassung     

Determination of recovery effort for a probabilistic recovery system under various inventory control policies

In this study we investigate the desired level of recovery under various inventory control policies when the success of recovery is probabilistic. All the used and returned items go into a recovery process that is modelled as a single stage operation. The recovery effort is represented by the expected time spent for it. The effect of increasing recovery effort on the success probability together with unit cost of the operation is included by assuming general forms of dependencies. Alternative to recovered items, demand is satisfied by brand-new items. Four inventory control policies that differ in timing of and information used in purchasing decision are proposed. The objective is to find the recovery level together with inventory control parameter that minimize the long-run average total cost. A numerical study covering a wide range of system parameters is carried out. Finally computational results are presented with their managerial implications.     

Interne und externe Coachings in Unternehmen

When organizations employ coaching as an instrument for personnel development, the question arises whether they should opt to engage internal or external consultants. In a first step, this article identifies the characteristics of internal and external coaches by means of a series of criteria. It then goes on to discuss the factors which influence the suitability of choice between an internal or external coach at the level of the organization, in terms of the coachee and in terms of the coach. It becomes apparent that there is a situational consideration of the advantages and disadvantages. The article concludes with an actual example which demonstrates possibilities to combine the advantages of internal and external coaching.     

Women’s Tertiary Education Masks the Gender Wage Gap in Turkey

This paper investigates the gender wage gap for full-time formal sector employees, disaggregated by education level. The gap between the labor force participation rate of women with tertiary education and those with lower levels of education is substantial. There is no such gap for men. Hence, existing gender wage gap studies for Turkey, where we observe lopsided labor force participation rates by education levels, compare two very different populations. We disaggregate the whole sample by education level to create more homogenous sub-groups. For Turkey, without disaggregation, the gender wage gap was 13% in 2011, and women are significantly over-qualified relative to men on observed characteristics. Once we disaggregate the sample by education level, we show that the gender wage gap is 24% for less educated women and 9% for women with tertiary education in full-time formal employment. Observed characteristics only explain 1 % of this gap in absolute terms. We further disaggregate the data by public and private employment. The gender gap is higher in the private sector. However, women with tertiary education in the public sector are significantly better qualified compared to men, and consequently the adjusted gender wage gap is higher for women with tertiary education in the public sector. Our estimates also indicate a rise in the gender wage gap between 2004 and 2011.     

Zur Bedeutung von Faultlines als Grenzen bei der Teamarbeit

This report focuses on the divisions within and between teams. Such research is often associated with the phenomenon of “diversity”. Empirical evidence regarding the effects of diversity on teamwork is inconsistent, partly due to methodological limitations. We propose to use the concept of “faultlines” as hypothetical lines that divide teams into homogenous subgroups. Measuring faultlines as an objective indicator of team composition represents an innovative method for integrating several diversity attributes (e.?g., age, gender, and ethnicity). We provide an overview of the current research on faultlines and show detrimental effects of faultlines on team performance. Additionally, we present the results of two studies from the automotive industry, focusing on the relation between faultlines and organizational outcomes such as employee health, team performance and team identification. Finally, we conclude that the analysis of objective faultlines offers relevant implications for research and practice. Future research should also consider the role of subjectively experienced faultlines.