Elitenselektion durch Bildung oder durch Herkunft?

Hartmann, Michael; Kopp, Johannes

doi:10.1007/s11577-001-0074-6

Cited by 81 publications

(10 citation statements)

References 28 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Leading positions are highly competitive: available research indicates that ascriptive characteristics -e.g. gender or migratory background -are crucial factors in filling vacant positions (Hartmann and Kopp, 2001). A workforce is recruited in anticipation of its labour productivity (Eckel and Grossman, 2002) and these anticipations and expectations can be strongly influenced by cultural gender stereotypes.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

At the leading edge – does gender still matter? A qualitative study of prevailing obstacles and successful coping strategies in academia

Fritsch

2015

Current Sociology

View full text Add to dashboard Cite

Recent developments indicate positive changes for women in academia, especially for those in higher positions. Statistics on the situation in Austria show that the proportion of female academics and of women in management positions in academia is increasing slowly but steadily. The present article examines explanations for this development and analyses female biographies in academia. The analysis is based on qualitative interviews conducted with the most successful women at Austrian universities, focusing on the obstacles these women encountered and how they managed to overcome them. The findings are arranged in two sections: (1) the results point to the existence of significant impediments to female academic careers; these include informal encounters, social networks (which are usually male-dominated) and the requirement to be both geographically mobile and to cope with family issues at the same time; (2) the analysis elaborates on various coping strategies designed to overcome these obstacles in an effort to attain leading positions.

show abstract

Section: Theoretical Frameworkmentioning

confidence: 99%

At the leading edge – does gender still matter? A qualitative study of prevailing obstacles and successful coping strategies in academia

Fritsch

2015

Current Sociology

View full text Add to dashboard Cite

show abstract

“…To summarize, these collections do not overlap with regard to a few topics crucial to individual career choice and its addressing by institutions, as well as logistics and HRM practitioners. Interview participants did not apparently reflect on the extent to which the factors of social and cultural capital and habitus impact career paths [62][63][64]. Awareness of information about education and training opportunities was not mentioned as important by the interviewed logistics managers.…”

Section: Discussionmentioning

confidence: 87%

“…The factors social and cultural capital, as well as habitus and awareness, were mentioned by the subjects interviewed insofar as the topics of family surroundings and financial and moral support have been addressed. However, interview subjects did not voice reflections regarding the extent to which these factors influenced their career paths, for instance, as in References [62][63][64]. Further, information about education and training opportunities was classified as crucial in the literature, however not so by those interviewed; subjects ascribed a decisive influence to chance events while this factor is neglected in the education literature.…”

Section: Discussion and Theory Development: A Model For Educational Cmentioning

confidence: 98%

Logistics Education and Behavioral Training Decisions, Time Distortion, and the Prae Ante View

Neukirchen

Klumpp

2018

Logistics

View full text Add to dashboard Cite

In training and education for logistics, time inconsistency affects individual decisions regarding education and career choices. This is especially relevant in view of growing boundarylessness of careers that impacts the logistics sector with its high ratio of lateral entrants. We enrich the analysis of training and education decision-making processes with a third view beyond the common ex ante and ex post perspectives that has not been employed yet in this context. Our insights, modeled as a new prae ante view, can help prevent myopia in educational choice on an individual level and the resulting economic inefficiencies. This translates into more fitting provisions by individuals earlier, and into improved targeting of prospective employees in logistics. The purpose of this study is to provide an agent-based description grounded in behavioral economics, supported by an explorative empirical survey using extensive semi-structured expert-interviews with six participants concerning four to six career transitions each, conducted with employees in logistics professions. Main conclusions include that participants who were asked openly about influential factors for education and career decisions were oblivious of some factors described as highly predictive of educational and career success in literature, not acknowledging social and cultural capital, habitus, and chance, but also consistently ascribing success to a "milestone-mindset" to be described here as well.Logistics 2018, 2, 24 2 of 16 specific logistics education and training is beyond dispute [5][6][7], the issue of time-inconsistent choices in that regard has rarely been addressed, which appears especially striking given the high occurrence of track changes leading employees into logistics as lateral entrants [8][9][10]. Time inconsistency is a well-established topic in behavioral economics [11][12][13][14], while basic or continuing education and training are discussed in research in many contexts including our instance regarding the context of time-inconsistent educational choice in logistics.In our approach, all levels of education and training in logistics (vocational, academic, and continuing) are involved [15,16]. In this contribution, three perspectives are discerned, two of which are commonplace in economic theory. Usually, economic theory describes a decision perspective from an ex ante and ex post view. We deem this an unjustified limitation and propose an extended framework including a new "prae ante" view, for which this paper provides qualitative insights into the influential factors for this additional analytical perspective. Educational and career choices can be seen as investments in one's own human capital and are often analyzed both strategically (ex ante) and evaluated (ex post). In the economic analysis of intertemporal investment decisions, ex ante concerns the decision given the preferences, expectations, and information on the future [17,18]; meanwhile, ex post concerns an evaluation of decision outcomes in hindsight, for instance, by a...

show abstract

“…Additional data was also taken from the work of Hartmann (1996Hartmann ( , 2001), Krais (2001) and Enders & Bormann (2001 It is probable that some parallels, at least with regard to class and social origins, can be draw with British managers. However although Hartmann's data concentrates primarily on the question of the 'Sozialherkunft' -class origins of German 'Top' managers, it is still possible to draw from it details relating to their academic qualifications and more specifically whether or not they have Doctorates.…”

Section: The Survival Of Aristocratic Values In the Upper And Ruling mentioning

confidence: 99%

Company “doctors”: do higher academic qualifications make for “better” managers?

Merrette¹

2005

Journal of Management Development

View full text Add to dashboard Cite

Any use made of information contained in this thesis/dissertation must be in accordance with that legislation and must be properly acknowledged. Further distribution or reproduction in any format is prohibited without the permission of the copyright holder. AbstractThis thesis addresses two main questions.Firstly "Are there significant differences between the level of academic achievement (qualification) of German senior managers and their British counterparts?" Secondly if so, "why should this be so?" These two questions lead to a third, "what impact, if any, do these differences have"?This third question, whilst it is not the focal point of this research, is discussed in outline in so far as it impinges upon our topic, it would however probably be more properly addressed as the subject of a further separate thesis.This thesis, supports the proposition that German senior managers are usually academically better qualified than their British counterparts and in particular that many more, by a factor of between 10 and 50 to one, have Doctorates. It identifies long standing and deep-seated cultural differences as being one of the principal reasons why this should be so.As to the third question the differing levels of productivity in the two countries, particularly in the manufacturing industry, have been the subject of much debate. This thesis supports the argument that lack of qualification both academic and vocational of British managers may contribute to this difference. However, it also indicates that the British less focussed more generalist approach may prove advantageous where the ability to innovate or to be entrepreneurial is concerned, an area where German managers it seems do less well. II

show abstract

Elitenselektion durch Bildung oder durch Herkunft?

Cited by 81 publications

References 28 publications

At the leading edge – does gender still matter? A qualitative study of prevailing obstacles and successful coping strategies in academia

At the leading edge – does gender still matter? A qualitative study of prevailing obstacles and successful coping strategies in academia

Logistics Education and Behavioral Training Decisions, Time Distortion, and the Prae Ante View

Company “doctors”: do higher academic qualifications make for “better” managers?

Contact Info

Product

Resources

About