Elmar Konstantin Friedrich
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Friedrich
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Elmar Konstantin
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  • Publication
    Leading Organizations through the Stages of Grief : The Development of Negative Emotions over Environmental Change
    (Sage Publ., 2017-03-24)
    Friedrich, Elmar Konstantin
    ;
    Wüstenhagen, Rolf
    This conceptual paper theorizes about the effect of emotions of individual organizational leaders during a period of sustainability-related upheaval within an industry. To illustrate the effect of emotions, it proposes to draw on the model of five stages of grief by Elisabeth Kübler-Ross (1969), a conceptual framework describing terminally ill patients' responses to their impending death. The authors adapt Kübler-Ross' taxonomy and use anecdotal evidence from grieving top managers of energy companies in response to the nuclear phase-out in Germany. The paper conceptualizes the influence of emotions in the decision-making process of key agents in response to institutional pressures in their field. The paper suggests that focusing on emotional influences will add an important dimension to the analysis of sustainability strategies, and discuss implications for further research at an individual and organizational level.
    Type: journal article
    Journal: Business and Society
    Volume: 56
    Issue: 2
    DOI: 10.1177/0007650315576151
    URI: https://www.alexandria.unisg.ch/handle/20.500.14171/102518
    Scopus© Citations 28
  • Publication
    The solar power policies and markets of Asia and Europe
    (Springer, 2013-09)
    SUSARLA, Shiva
    ;
    Friedrich, Elmar Konstantin
    This article examines and compares the design and roll-out of solar policies of three major markets in Asia and Europe in 2012. The photovoltaic ("PV") and concentrated solar power ("CSP") policies of India, Thailand, Malaysia, in Asia and Germany, Italy and Spain in Europe are analysed on the basis of policy documents publicly available on web portals of the relevant government authorities in the respective countries in addition to independent reports and studies. The aim here is to measure and compare the form and quantum of state support extended to the solar power generation sector in these six fairly comparable countries in Asia and Europe, provide an overview of the design and deployment of solar power policies and estimate the costs of carbon mitigation through solar power in the six countries. The countries were chosen on the basis of available information and data in English from primary sources such as government policy documents, announcements and reports, and the scale of solar power policies and their relative maturity.
    Type: journal article
    Journal: Asia Europe Journal
    Volume: 11
    Issue: 3
    DOI: 10.1007/s10308-013-0353-7
    URI: https://www.alexandria.unisg.ch/handle/20.500.14171/88792
    Scopus© Citations 5
  • Publication
    Balanced Growth : finding strategies for sustainable development
    (Springer, 2012)
    Binswanger, Hans-Christoph
    ;
    Sunde, Uwe
    ;
    Vischer, Thomas
    ;
    Kienzler, Daniel
    ;
    Kreutzer, Markus
    ;
    Oschlies, Melaniekatharina
    ;
    Nazarkina, Liudmila
    ;
    Rüdisser, Michèle F.
    ;
    Dwertmann, David J. G.
    ;
    Kunz, Justus Julius
    ;
    Roy, Friedemann
    ;
    Komba, Xaver Kazimoto
    ;
    Meissner, Felix
    ;
    Pieper, Cornelius
    ;
    Rubel, Holger
    ;
    Schädler, Jens
    ;
    Mennillo, Giulia
    ;
    Schlenzig, Thomas
    ;
    Friedrich, Elmar Konstantin
    What is balanced growth? This book shows that the definitions and implications of the concept of balanced growth vary significantly among the different disciplines in economic science, but are not exclusive at all. Terms such as sustainability or balanced growth have become buzzwords. In practice, they are often a desirable vision rather than an achievable objective. Why? Doubts may arise about the extent to which such concepts are compatible with a modern market economy. Is balanced growth possible at all? Is it reasonable to accept balanced growth as a norm? Why should a balanced growth path be a desirable strategy to pursue for policymakers, managers, employees, and other societal stakeholders? Empirical evidence suggests that the actual worldwide economic growth is not balanced at all. Meanwhile, ever since the beginning of the financial and economic crisis in 2007 and its accompanying spillover effects, our globalizing world has uncompromisingly shown the flip side of its coin. Its crisis-prone character has intensified the discussion about our economic system's sustainability. Questions related to acceptable sovereign debt levels, suitable trade deficits and surpluses, firms' growth targets, resource management and efficiency have aroused high interest. What is the cause of the observed imbalances? In our opinion, this debate must involve rethinking the qualitative and quantitative dimension of our present understanding of the nature of economic growth. This book accompanies the 9th DocNet Management Symposium of the University of St. Gallen, Switzerland. It contains contributions of the symposium's panel speakers, renowned authors to the field and young researchers. The Ph.D. students' and post-doctoral association DocNet organizes the DocNet Management Symposium on a yearly basis with the goal to foster exchange between academia and practitioners.
    Type: book
    DOI: 10.1007/978-3-642-24653-1
    URI: https://www.alexandria.unisg.ch/handle/20.500.14171/92300
  • Publication
    HR strategies for balanced growth
    (Springer, 2012)
    Dwertmann, David J. G.
    ;
    Kunz, Justus Julius
    ;
    Mennillo, Giulia
    ;
    Schlenzig, Thomas
    ;
    Friedrich, Elmar Konstantin
    In order to fulfill the expectations of shareholders, growth has become an in-evitable imperative for most companies. However, growth is always associated with increased complexity. Additional resources, especially human capital re-sources, are necessary to master this added complexity. Companies can satisfy this demand by either recruiting new employees, or by increasing their current personnel's efficiency. However, in times of extreme talent bench shortfall and rapidly increasing burnout statistics, HR departments are facing serious challenges. Firms may not be able to recruit the necessary talent, may dilute the company's culture and identity through intense recruitment within short periods, or may overload their current personnel quantitatively or qualitatively. This chapter outlines how companies can master these challenges through strategies such as: expanding the recruitment population, becoming a desired employer, recruiting very deliberately, prioritizing tasks and services, and, finally, interlinking strategic human resource management and high performance work systems' activities. By applying these strategies, companies can avoid the risks of excessive growth. Instead, they can capitalize on times of growth, establishing sustainable or balanced growth in order to get ahead of their competitors.
    Type: book section
    Issue: Bd. 9
    DOI: 10.1007/978-3-642-24653-1
    URI: https://www.alexandria.unisg.ch/handle/20.500.14171/92380
  • Publication
    Selecting the right growth mechanism : The choice between internal development, strategic alliances, and mergers & acquisitions
    (Springer, 2012)
    Kreutzer, Markus
    ;
    Mennillo, Giulia
    ;
    Schlenzig, Thomas
    ;
    Friedrich, Elmar Konstantin
    When seeking to realize growth strategies, firms have three choices: internal development, alliances, and mergers & acquisitions. However, how to choose be-tween these growth mechanisms is, however, not well-understood in practice. Managers seldom sufficiently strategically analyze this critical first step in any growth-related decision process. Instead, many managers commonly base their decision on "gut-feel" or simply follow successful traits. This chapter offers a framework to systematically guide managers in their choice of growth mecha-nisms. Four sets of factors should be simultaneously considered to decide on when to make, buy, or ally: the environment, the target, the growth strategy, and company-related factors. By systematically analyzing each growth mechanism's context-specific advantages and disadvantages, firms may avoid mistakes that could not be compensated for in later implementation phases.
    Type: book section
    Issue: Bd. 9
    DOI: 10.1007/978-3-642-24653-1_6
    URI: https://www.alexandria.unisg.ch/handle/20.500.14171/92642
    Scopus© Citations 3
  • Publication
    Boards' contribution to organizational growth : Effectiveness as a critical success factor
    (Springer, 2011)
    Sutter-Rüdisser, Michèle F.
    ;
    Mennillo, Giulia
    ;
    Schlenzig, Thomas
    ;
    Friedrich, Elmar Konstantin
    As a guardian of corporate values, boards are not only ultimately responsible for organizations' strategic direction, but also play a decisive role concerning balanced growth. However, not all boards place equal emphasis on identifying and populating strategic growth opportunities. Instead of leaving everything to management, board members could make a difference by becoming more actively involved in a company's affairs. In order for a board to be management's true strategic partner, it is of prime importance that board members show a strong personal commitment to their work. Consequently, it is crucial to make sufficient time available for individual board mandates and to ensure effective working procedures when working as a group. To improve the quality of board involvement and foster organizational growth, each board member could, for instance, be asked to regularly submit innovative ideas for the board's agenda and to vigorously contribute to the list of key strategic decisions that need to be made. The emphasis should not be on mere augmentation of growth percentages, but rather on having an enduring and sustainable impact. A further critical success factor to enhance board effectiveness is innovative succession planning. Heterogeneity is specifically considered a future competitive company advantage. A favorable and worthwhile option for the board's succession planning is therefore to "think out of the network" instead of being comfortable with well-tried and traditional search methods. Furthermore, rigorous performance appraisal is crucial for effective board work. Consequently, board evaluation has become an integral part of good corporate governance. By maximizing strengths and highlighting areas for further development, board members are continually urged to reflect on how to continually improve their working procedures as well as their underlying performance.
    Type: book section
    DOI: 10.1007/978-3-642-24653-1
    URI: https://www.alexandria.unisg.ch/handle/20.500.14171/95455
  • Publication
    Type: newspaper article
    Journal: VSE Bulletin
    Issue: 12
    URI: https://www.alexandria.unisg.ch/handle/20.500.14171/93463