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Titel
Leadership development program for middle size automotive company reflecting Industry 4.0 people needs / von Kornel Komlosi
Weitere Titel
Leadership development program for middle size automotive company reflecting Industry 4.0 people needs
Verfasser / Verfasserin Komlosi, Kornel
GutachterVargic, Branislav
ErschienenWien, 2018
Umfang102 Seiten
HochschulschriftTechnische Universität Wien, Masterarbeit, 2018
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SpracheEnglisch
DokumenttypMasterarbeit
Schlagwörter (DE)leadership / management development / education / Industry 4.0 / questionnaire survey
Schlagwörter (EN)leadership / management development / education / Industry 4.0 / questionnaire survey
URNurn:nbn:at:at-ubtuw:1-117849 Persistent Identifier (URN)
Zugriffsbeschränkung
 Das Werk ist frei verfügbar
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Leadership development program for middle size automotive company reflecting Industry 4.0 people needs [2.17 mb]
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Zusammenfassung (Englisch)

In recent years organizational, economic and technological changes shaped the concept of management and leadership beyond recognition. Globalization created a more competitive environment and need for leaner, more flexible and adaptable business. Response and solution to this situation might be trough the implementation of Industry 4.0. For this it is necessary to have managers ready to take this role on themselves. As consequence, required management and leadership skillsets changed radically. The purpose of this thesis was to explore the current situation with two managerial levels in plant Hella Trencin. Specifically, to identify the weaknesses of managers and all management and leadership areas, which should be further developed. The main objective of the thesis was to provide customized solution for an improvement and further development of both managerial levels. Survey analysis clearly showed, that the greatest need for management development, on both levels, was in the area of performance management skills, motivation, empowerment and feedback. Suggested methods for improvement were: immediate start of building feedback culture with high frequency feedback sessions, implementation of job rotation and addition of customized extension modules to the existing development program. Since the survey results on the preferred way of learning were inconclusive, the author suggested additional survey focused on this topic and employee motivation specifically. Finally, current trends in leadership development are constantly changing and evolving. Therefore, continuous search and implementation of new leadership development methods is necessary.

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