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The maintenance of special tools is an expensive business. Either manual inspection by an expert costs valuable resources, or the loss of a tool due to irreparable wear is associated with high replacement costs, while reconditioning requires only a fraction. In order to avoid higher costs and drive forward the automation process in production, a German gear manufacturer wants to create an automatic evaluation of skiving gears. As a sub-step of this automated condition detection, it is necessary for wheels to be automatically aligned within a vision-based inspection cell. In extension to a study conducted last year, further image preprocessing steps are implemented in this publication and a new alignment algorithm from the autoencoder family is evaluated. By using an additional synthetic dataset, previous limitations could be clarified. The results show that thorough data preparation is beneficial for all solution approaches and that neural networks can even beat a brute force algorithm.
Following calls by international business scholars to pay attention to how multinational enterprises contribute to the Sustainable Development Goals, we make implementable recommendations for international B2B partnerships in Africa. We postulate that international businesses can alleviate extreme poverty and eradicate child labor by selecting ethical African suppliers. Furthermore, partners must exercise transparency in how they adopt clean and environmentally sound technologies. We also highlight that partners should demonstrate flexibility and open-mindedness to African indigenous know-how and sustainable practices to facilitate knowledge-sharing. International B2B partners may consider our recommendations to guide the building of ethical and responsible businesses in Africa.
This study explores the potential role of virtual influencers in future B2B marketing. Combining expert interviews and a literature review, the findings reveal the growing popularity of virtual influencers due to Web 3.0 and Metaverse advancements. The study suggests that virtual influencers may revolutionize brand-customer interactions in the digital space, with implications for B2B marketing strategies.
This article analyzes the Korean innovation system and presents suggestions for its further improvement on the basis of three other country models, that of the U.S., Japan and Germany. We suggest that innovation systems are embedded in their respective managerial, economic, socio-political, and ultimately cultural context and that those contextual factors exert a significant influence on a national innovation system. Furthermore, we propose that the influence of those contextual factors result in innovation systems that are either more transformational or incremental in nature. We conclude that Korea has (like Japan) due to its societal context a particular strength in incremental innovations but will increasingly need to build up its ability to generate also transformational innovations (a particular strength of the US model). Due to distinct differences in the societal context, it might be difficult, however, for Korea to follow the U.S. model. We suggest, therefore, that Korea might find some valuable lessons in the German innovation system, particularly regarding small and medium enterprises.
Zwischen dem deutschen und dem chinesischen Managementstil und den jeweiligen beruflichen Umgangsformen gibt es eine Reihe teilweise gravierender Unterschiede. Da der chinesische Wirtschaftsraum für deutsche Unternehmen von großer und stetig wachsender Bedeutung ist, verwundert die hohe Nachfrage nach interkulturellen Trainings zu China nicht weiter.
Nowadays graduates are more international than ever. This is especially true for graduates of business and management studies. They have passed international study semesters abroad; realized international internships; worked in international work groups; attended courses with international lecturers; learned several languages. Why would such graduates not think about applying for a job abroad directly after their studies? ‘Self-initiated expatriates’ is the term used to describe job seekers that are not sent abroad by a company but decide themselves to apply for a job in another country. Going for a professional stay abroad directly after graduation should be appealing since graduates are mostly quite flexible – no family, no children, not settled down.
For companies, hiring self-initiated expatriates can be quite attractive, among others for cost reasons: they do not pay for relocation and they are not responsible for repatriation issues either. How easy is it for companies to hire such graduates?
China ist inzwischen Deutschlands Exportpartner Nummer acht. Im Vertrieb vieler Unternehmen wird neu gelernt, dass man das Vertrauen chinesischer Kunden nicht wie in Deutschland gewinnt. Der Erfahrungsschatz von Relationship Managern, die auf dem chinesischen Markt erfolgreich sind, kann dabei sehr hilfreich sein.
Brasilien gehört zu den aufstrebenden Wachstumsmärkten der Welt. Vieles spricht dafür, dass der größte Staat Südamerikas zu den wirtschaftlichen und politischen Führungsmächten der Zukunft zählt. Ein Grund mehr für deutsche Unternehmen, sich um ein erfolgreiches Management der Beziehungen zu brasilianischen Kunden zu kümmern.
The objective of this article is to take a closer look at discourse analysis as a qualitative method of data collection, analysis and theory building in Human Resource Management. Working exclusively with audio or video recordings of authentic conversations and following a systematic methodological process, discourse analysis enables researchers to develop theoretical conclusions and models on HR topics. First, basic assumptions and tools of discourse analysis are presented. Special emphasis is put on the applied discourse analytical approach and potential benefits for research on Human Resource Management. Second, drawing on a research project carried out at the University of Bayreuth, an example is presented of how discourse analysis was used to investigate experience management. The project yielded a theoretical model that describes the communicative processes of experience transfer among expatriate managers. It reveals the particular challenges involved as well as strategies interactants use to cope with them. Being strictly action-oriented, the model is advantageous for deducing recommendations for Human Resource Development.
