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ÖMG Conference 2019
(2019)
X-ray micro tomography of three-dimensional embroidered current collectors for lithium-ion batteries
(2016)
Stress testing is part of today’s bank risk management and often required by the governing regulatory authority. Performing such a stress test with stress scenarios derived from a distribution, instead of pre-defined expert scenarios, results in a systematic approach in which new severe scenarios can be discovered. The required scenario distribution is obtained from historical time series via a Vector-Autoregressive time series model. The worst-case search, i.e. finding the scenario yielding the most severe situation for the bank, can be stated as an optimization problem. The problem itself is a constrained optimization problem in a high-dimensional search space. The constraints are the box constraints on the scenario variables and the plausibility of a scenario.
The latter is expressed by an elliptic constraint. As the evaluation of the stress scenarios is performed with a simulation tool, the optimization problem can be seen as black-box optimization problem. Evolution Strategy, a well-known optimizer for black-box problems, is applied here. The necessary adaptations to the algorithm are explained and a set of different algorithm design choices are investigated. It is shown that a simple box constraint handling method, i.e. setting variables which violate a box constraint to the respective boundary of the feasible domain, in combination with a repair of implausible scenarios provides good results.
Companies worldwide and, therefore, companies from Vorarlberg face a common problem: the lack of skilled workers that led to the so-called “war for talents” in the last decades. This problem encouraged scientists to investigate the importance of many different monetary incentives and non-cash benefits to win this war for talents. This master’s thesis aims to examine if and how companies in Vorarlberg already use non-cash benefits. Furthermore, the most important benefits and their influence on the attractiveness of job advertisements are identified.
For this purpose, interviews with three HR managers from companies in Vorarlberg are carried out. Subsequently, in a quantitative survey, 21 different monetary incentives and non-cash benefits, intangible non-cash benefits, and corporate culture are evaluated by 316 participants. Furthermore, the participants ranked five different job advertisements to conceive results on the research questions.
The results clearly show that non-cash benefits are far more critical for future employees than classical monetary incentives. Although the number of international participants was lower than the number of Austrian and German participants (41 to 81 to 194), it is still obvious that independent of nationality, non-cash benefits can lead to a competitive advantage for companies in Vorarlberg. The interviews show that companies already work with such benefits in their daily business but do not strategically communicate on the topic.
To summarize, it can be concluded that a variety of non-cash benefits should be implemented within a company and also should be mentioned in job advertisements as they can help to attract more applicants not only from Austria but also from abroad and, therefore, help to win the war for talents.
This chapter is about school suspension through a social work lens. Young people like Martin require the collective to belong, to be a member of a group, to realise their social needs. This is the basic requirement of human mental and social stability. Suspension stands in opposition because it legitimises social exclusion and disregards the linkage between the individual and collective (Bunge 2003). This chapter advocates for a whole systems approach to tackle social problems and develop sustainable interventions that facilitate young peoples’ needs realisation at school.
