Suchergebnisse

Wer sich gekonnt inszeniert, ist erfolgreich. In dem Buch "Die Casting-Gesellschaft" analysieren die Autoren, welche Auswirkungen die Sucht nach Aufmerksamkeit hat. In unserer Casting-Gesellschaft haben Menschen beruflichen Erfolg, für die Leistung, Talent oder Ausbildung keine zwingenden Voraussetzungen mehr sind – die Thesen, die der Tübinger Medienwissenschaftler Bernhard Pörksen und der freie Journalist Wolfgang Krischke in ihrem Buch vertreten, sind herausfordernd formuliert. Ob Jugendlicher oder Senior: Für immer mehr Menschen sei eine mediengerechte Selbstdarstellung in der Hoffnung auf eine Karriere wichtiger als wirkliches Talent, schreiben die Autoren. Neben der Analyse der Herausgeber finden sich in dem Buch 26 Interviews mit Casting-Kandidaten und Produzenten, Moderatoren, Models und Managern, TV-Chefs, Reality-Show-Teilnehmern, PR-Profis und Politikern. Das Buch ist mehr als eine Kritik an einem Medienformat; es ist eine kluge Zustandsbeschreibung einer Gesellschaft, in der die Castingshow zu einem Überall-Event mutiert, zum Multifunktions-Werkzeug im Bewerbungsverfahren um Anerkennung und Aufmerksamkeit. Nach der Lektüre erstaunt es den Leser nicht, dass Unternehmen Recruitingevents veranstalten, in denen sie sich Highpotentials casten. Dort, wo nur noch Castingshow stattfindet, geht es aber nicht mehr um Realität, sondern um inszenierte Authentizität. Und die fordert ihren Preis. Welcher das ist, zeigt dieses Buch. Prädikat: unbedingt lesenswert (ZEIT online).

The East China Sea is one of the last unexplored highpotential resource areas located near large markets. But the development of oil and gas in much of the area has been prevented for decades by conflicting claims to boundaries and islets in the area by China, Taiwan, and Japan. Competition between China and Japan for gas resources in the East China Sea is intensifying and hampering improved relations. However, conflict is not inevitable. A compromise-joint development-is motivated by the realization that a positive China-Japan relationship is simply too important to be destroyed by these disputes. Although both agree in principle on joint development, the two sides have different interpretations of what joint development means or implies, and what area should be jointly developed. The article spells out three basic agreements in principle that are necessary before details of any solution can be negotiated. The alternative to a solution is continued mutual suspicion, unstable relations, unmanaged and undeveloped resources, and an increasing frequency and intensity of incidents, fueling nationalist sentiments and resultant political conflict. (Asian Perspect/GIGA)

In the capital city of Thailand, the first electric railway system so called Bangkok Mass Transit System (BTS)has been established since 1999. And Thai Government has the master plan to develop the network for suchmass transport system in order to reduce traffic congestion and pollution. However, experience andtechnology knowledge of the rolling stock are still unknown among Thai industries. Besides, the automotiveindustry in Thailand has shown robust growth despite the political conflict and economic situation. Withcontribution of component and material suppliers for automotive industry, Thailand has possibly highpotential to develop and build the train with local contents based on the international railway industrystandards, etc. For this reason, this research focuses on essential component structures for the train,international standards for railway industry and relevant technologies for product, production and testing. Inaddition, the questionnaire for the component and material suppliers in Thailand has been established underinternational standards and essential car train components. As a result, it reveals that there are high potentialpossibilities to support the rolling stock industries under the knowledge of relevant standards in someproduct modules of the body-strength-structure and auxiliary groups. However, the core knowledge andtechnologies for the product designs and testing in Thailand are the least in the least in the platformsuspensiongroup.

In Turkey, the special education population has steadily increased since 2010. As emphasized in the legislation, there is a heightened focus of inclusion of students with special needs in regular education settings in Turkey. Understanding teachers' perceptions of students with additional support needs (students with learning problems, students with behavioral problems and highpotential students) and examining how teachers perceive their roles and responsibilities while teaching these students are crucial. To address this gap in the literature, a researcher-created scale that includes 10 items, each of which consists of three dimensions was used in this study. The purpose of this study is to examine teachers' perceptions of students with learning problems, students with behavioral problems and high-potential students. This study included data analysis from 239 regular education teachers working in public elementary schools in Istanbul, Turkey. An independent sample t-test, a paired sample t-test, and a one-way analysis of variance were used for data analysis. Findings suggest that teachers' perceptions were more positive towards teaching students with learning problems either than perceptions of students with behavioral problems or than perceptions of high-potential students. Furthermore, there was no significant difference in teachers' perceptions of teaching students with learning problems, students with behavioral problems, and high-potential students by teachers' demographic characteristics. Results were discussed and recommendations were presented for future research.

After the severe devastation from the Korean War between 1950~1953, SouthKorea achieved a complete makeover. The country with the 12th largest economy inthe world commemorated its success by hosting the G20 summit in 2010 for thefirst time in Asia. Korea is the only country switched its status from aninternational aid recipient to a donor. The country is known to have a highpotential to grow even further with its emerging economy.Many developing countries in Africa, South East Asia and Latin Americadeclared that they adopted or plan to adopt the Korean development model which isgovernment-driven industrialization nurturing exports. However behind thedazzling skyscrapers, the country is reported to be suffering from a high suiciderate, rising temporary employment, disparity, value crisis and increasing antisocialbehaviours.Based on an analysis of indices, the country is diagnosed to be in anomie. Thesociety is going through moral breakdown due to commodification introducedduring the rapid industrialization. Given that society is shaped through a constantreconciliation between freedom and security, Korea has sacrificed its security byletting market freedom override politics, which has to function as a soundmoderator, to the point it cannot be controlled.This paper argues that ensuring the primacy of politics to rein in marketfreedom is an urgent task. Market needs to be repositioned under society in pursuitof restoring the balance between freedom and security which should work as thebasis of the every development agenda. Sound governance and transparency asprerequisites, many countries should establish those before starting to implement adevelopment plan. Restoring community is heightened both as a measure ofprevention and cure that it can be started at the individual level.

Abstract
Per latest research of Corporate Executive Board - Corporate Leadership Council organization (CLC) in HiPo Program Operations and Outcomes Survey, highpotential employees are defined as twice as valuable to an organization and three times more likely to succeed as future leaders. However, the number of high potentials has declined 48% over last 5-10 years. Talent management (TM) represents organization's effort to attract, develop and retain skilled and valuable employees. Its goal is to make sure that organization has all capabilities and commitment needed for current and future organization success. An organization's talent pool, specifically management talent, is often referred to as leadership pipeline. Leadership pipeline is managed with a help of various systems, processes and organization structure. The pipeline changes as the organization needs change and is influenced by many inside and outside influencers. The goal overall is to make sure that organization can identify who "is ready now" and who is "on track" for larger leaderships roles. Managing this identification and making sure talent pool is aligned with organization needs is in today's economy the greatest challenge for talent management. Employees within the leadership pipe - mangers and leaders need to be managed with strategy that measures employees' performance and ability along with aspiration and engagement. TM needs to ensure that the criteria used to identify pipeline members are consistently applied across the workforce and clearly communicated with them about their status and associated responsibilities, as they are the pool of future organizational leaders. Talent management strategy for high potentials often fails as organizations select the wrong criteria to identify leadership pipeline members. Confusing performance with potential, lack of due diligence, vague criteria and questionable accuracy are among many challenges that are present while building organization talent pool.

Mitarbeiterbindung senkt die betrieblichen Kosten und fördert die Wertschöpfung, Flexibilität und Innovationskraft des gesamten Unternehmens. Gunther Wolf beschreibt, wie Sie fachliches Know-how und Kompetenzen binden. Er erklärt den Weg zu einer mitarbeiterzentrierten Erfolgskultur und bietet zahlreiche Beispiele für die praktische Umsetzung. So spielen Sie im Wettbewerb um die besten Arbeitskräfte ganz vorne mit. Die Neuauflage des Managementbuches des Jahres 2013 verbindet Psychologie und Soziologie mit hoher Praxiserfahrung. So begeistern Sie Mitarbeiter für Ihre Unternehmensziele. Inhalte: - Konkrete Maßnahmenpakete zur Mitarbeiterbindung - Die psychologischen und soziologischen Faktoren kennen und nutzen - Mit dem PEA-System das Humankapital und den Erfolg des Unternehmens steigern - Mit Kommentaren von: Mario Ohoven, Prof. Dr. Dr. Dr. h.c. F. J. Radermacher, Prof. Dr. Armin Trost, Dr. Gregor Gysi, Christian Lindner, Robindro Ullah, Boris Grundl, Anne M. Schüller u.v.m. - Neu in der 4. Auflage: Mitarbeiterbindungs-Workshops, Kennzahlen und Indices sowie Mitarbeiterbindung indigitalen Zeiten: Generation Y, Automatisierung, KI und AgilitätArbeitshilfen online: - Analysen der Mitarbeiterbindungsebenen und der Mitarbeiterbindungsbeziehungen - Test Arbeitgeberattraktivität - Checklisten u.v.m.