The concept of ´´European posting of workers´´ mainly covers the situation where a company located in one EU country posted an employee to work in another country, when it has to provide a service in that state. Such a situation is circumscribed to the principle of free movement of persons and services, which is one of the foundations of the European Union. In the context of the Iron Curtain fall, a shift of workers from East to West was predictable, including through the posting mechanism. This kind of evolution has also been faced by the EU in previous enlargements. In the last decade, this posting of workers was considered by West European countries as ´´social dumping´´. But is this ´´social dumping´´ real? Does the current ability of companies from lower-wage and lower living standards countries to post their workers in richer European countries even causes to the last ones a social dumping effect for their national economies? Or, on the contrary, social dumping is just a pretext, behind which is hidden their desire to ensure economic protectionism for their own country, which also implies a blocking of the access of workers of other states to their labor market?
Einziges Werk, das ausführlich die deutsche Verletzungspraxis auf englisch darstellt. Die englische Übersetzung des führenden Handbuchs zur Patentverletzung von Kühnen, 7. Auflage 2014, ISBN 978-3-452-28156-2, das im August 2014 erschienen ist. The book ´Patent Litigation Proceedings in Germany´ is an English translation of Honorable Judge Kühnen´s book ´Handbuch der Patentverletzung´ containing a detailed discussion on the German case law in patent litigation matters. The German version of his book on Patent Litigation Proceedings is one of the most excellent sources for German practitioners in case of legal questions. German patent litigation courts are constantly enjoying an increase in popularity on international level. Swift decisions with foreseeable results at reasonable costs are essential reasons for their success. The famous disputes between the giants of the mobile phone and smartphone industry are only one particularly prominent example which got a lot of attention. In Düsseldorf, which is still the most important German jurisdiction for infringement actions, about 60% are non-German parties which are involved either as plaintiffs or as defendants. Already in preparation of patent litigation proceedings, non-German clients want to be informed by their counsels about the practice in Germany. This does not only concern general information regarding costs and probable duration of the proceedings; the requested advice needs to be the more detailed the more important the envisaged lawsuit is for the concerned company and its market position. In many cases, questions with respect to the German substantive and procedural laws need to be discussed already in the pre-trial stage of consultation. In the course of the proceedings, there will commonly be a further need for information. Occasionally, it is in the interest of the non-German plaintiff or defendant to get an idea of the German patent litigation procedure in order to independently evaluate the chances and risks and to carefully consider the possibilities of an infringement action or a legal defense. All this is certainly not possible in German language, which, by nature, cannot be understood by non-German clients. In order to make German patent infringement system better accessible to non-German clients, the publication of an English edition of Honorable Judge Kühnen´s German book on Patent Litigation Proceedings in Germany (Handbuch der Patentverletzung) suggested itself.
This book draws on a wide range of practical examples to describe how conflicts within organisations are traditionally managed and the complementary conflict management methods that can be employed. Stephan Proksch clearly explains these innovative methods and their potential applications. The central focus is on mediation as an effective form of conflict resolution. Discussion and questioning techniques as conflict management tools are explained in simple and concise terms. Stephan Proksch works as a Mediator and Consultant in Austria and Europe. He is a partner at Trialogis Company and Head of Mediation Training at the Chamber of Commerce in Austria. He teaches at the Universities of Vienna and Graz.
Realität und Fiktion: Der Aufstand der Arbeiter der United Fruit Company in Kolumbien 1928 und die Darstellung in Gabriel García Márquez: Cien años de soledad: Florian Jetzlsperger
Realität und Fiktion: Der Aufstand der Arbeiter der United Fruit Company in Kolumbien 1928 und die Darstellung in Gabriel García Márquez: Cien años de soledad:1. Auflage Florian Jetzlsperger
Seminar paper from the year 2016 in the subject Psychology - Work, Business, Organisational and Economic Psychology, grade: 1,8, , language: English, abstract: How do different leadership styles influence the motivation and performance of employees? This Paper provides a broad overview about how different leadership styles influence the Motivation and Performance of employees within a Company.
Essay from the year 2016 in the subject Psychology - Work, Business, Organisational and Economic Psychology, grade: 1,7, University of Applied Sciences Worms, language: English, abstract: The purpose of this essay is to analyse the connection between motivation and job satisfaction and how they influence each other. With reference to the most appropriate motivation theories I will examine the factors influencing job satisfaction and increasing my own personal level of job satisfaction. In addition to that I will explain how this will motivate me to give my best for the organization that I work for because I think this issue becomes more important as I am about to finish my studies and start working at a company.
Essay from the year 2014 in the subject Psychology - Work, Business, Organisational and Economic Psychology, grade: 62.0, , course: Organisational Culture, language: English, abstract: This paper presents a thorough literature review on the definitions of culture and various approaches in analysis and investigation of organizational culture. It examines the cultural development in fast growing start-ups and their ability to adjust. Many authors have attempted to define organizational culture. Some refer to it as an intentional behavior pattern or even as a set of business strategies that enable a group to accomplish its goals while others as refer to it as a more developing-emergent pattern that evolves from things that work in the organization. Organizational culture has also been proposed to be comprised of a set of values, beliefs and assumptions that define not only the way a company operates but also the identities of relevant employees, customers, vendors and even competitors.
Including practical advice on how to conduct a stress audit and how to target stress hot spots within an organization, Organizational Stress Management provides a fresh strategic model for the manager concerned with the negative effects stress can have both on company performance and the quality of life of individuals at work.
This book answers the question of how soft factors such as corporate cultures and individual and corporate values can be transparently steered. With its C4 management tool and reflecting the seven driving forces of corporate culture, the Values Cockpit is a powerful solution designed to steer all dimensions and processes of a company, pursuing a lean approach. The book links strategic approaches on how to steer a company towards excellence with insights into the driving forces of human thoughts and actions. It subsequently introduces the Values Cockpit, which allows individual corporate cultures to be developed and controlled on the basis of a rational approach. It has since become commonplace that, for the best companies in the world, it is their great corporate culture that sustains their excellence and economic success. In order to establish such a corporate culture, all corporate values must be thoroughly controlled, steered and measured. This book serves as an essential guide, helping companies to reach these goals and ensure their sustainable economic success. Dr. Friedrich Glauner studied philosophy, science of religions, economics, history and semiotics in Cologne, Berlin, Berkeley, London and St. Gallen. He worked for 18 years as entrepreneur, manager and CEO in family run enterprises. For seven years he lectured in philosophy and semiotics in Berlin. Presently he lectures values driven management and strategy building at the Global-Ethos Institute in Tübingen and other universities. With his strategy boutique Cultural Images he serves corporations and institutions setting up values cockpits for ethicological business models and future viable business managemet.