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by Ulrike E. Meissner 01 May, 2022
Nachhaltigkeit heißt das Gebot der Stunde. Dies muss auch für das Personalmanagement gelten, meint Wissenschaftlerin Ulrike E. Meißner . Im Interview mit Springer Professional erklärt sie ihr praxisbezogenes Konzept zur nachhaltigen Gestaltung von Personalmanagementprozessen.
by Ulrike Meissner 26 Mar, 2021
Ulrike Meissner People-orientated operational action in harmony with economic efficiency: the long-term benefits of sustainable human resources management.

kopaed
by Ulrike Meissner 26 Mar, 2021
Ulrike Meissner . Menschenorientiertes betriebliches Handeln im Einklang mit ökonomischer Wirtschaftlichkeit: Der langfristige Nutzen eines nachhaltigen Human Resources Managements

kopaed Verlag München
by Dr. Ulrike Meissner 29 Aug, 2020
In its latest study, the "stern" has surveyed the best offers for tertiary education. The evaluation included the criteria learning quality, price-performance ratio and satisfaction/recommendation. 7,600 users took part in this study.
by Dr. Ulrike Meissner 29 Aug, 2020
Der "stern" hat in seiner jüngsten Studie die besten Angebote zur Weiterbildung erhoben. Die Bewertung umfasste die Kriterien Lernqualität, Preis-Leistungs-Verhältnis und Zufriedenheit/Weiterempfehlung. 7.600 Nutzer von Weiterbildungsangeboten haben an dieser Studie teilgenommen.
by Dr. Ulrike Meissner 29 Jul, 2019
New Zealand ‘Wellness in the Workplace Study 2017’ shows clear indications about workaholism in companies: the main causes of stress have been identified through general workload, pressure to meet work targets, management style and work relationships, long hours, and financial concerns. New Zealand companies have to accept the fact that they also could be affected from workaholism in their daily business, and that this could be one reason why business seems not to run smoothly.
by Dr. Ulrike Meissner 06 Sept, 2018

The increasing social perception of work addiction over the past ten years has been a positive development for psychology. Work addiction may no longer be taboo, but to fully understand it, we must begin to look beyond the question of psychological impact and consider how work addiction affects entrepreneurial everyday life.

Workaholism, as a serious problem for companies, remains largely hidden. Companies often neglect the role that working conditions and executive behaviour might contribute to the development of work addiction.

Until recently, work addiction research has maintained an emphasis on psychological aspects. In our empirical study, the first of its kind in German-speaking countries, we asked workaholics about their addiction and their effects on companies. We thus chose not to view workaholism from psychological or a health perspective, but from a business and economics perspective.

Businesses need to accept that there are workaholics in their company. Without action, there is a high probability that they already carry significant economic and human resources risks. The study has shown for example, that academically educated employees tend to have a higher risk of becoming work addicted, but they didn’t stand out by increased absences. This makes it difficult to identify them. As a result, businesses must focus more on typical work-addicted behaviours instead of absences quotes. This is a new challenge for managers and human resources departments.

Executives also need to be aware that they play a key role in creating or promoting workaholism. They shape the operational framework of their enterprise significantly and influence their employees directly through their leadership.

People underestimate the damage work addiction can cause because only the final stages are visible. Even in the initial stages of addiction, the effects begin to show in the form of delays in work, unfinished tasks or increased time delays. Mistakes and wrong decisions begin to accumulate. As a result, significant economic damages can occur over months or even years, until the addiction cannot be denied anymore, and an employee experiences a ‘total failure’ such as burn-out.

Ultimately, not only the workaholics themselves, but also companies have to pay a high price. Our research shows that denying workaholism as the cause of operational problems is a gross negligence. The existence of companies can be jeopardized and therefore it requires active management actions. The economic interests of companies and help for sick persons are no longer mutually exclusive. The entrepreneurial intent must be to recognize the issue of workaholism as a disease, to avert operational damage from the company and to address the problems of workaholism actively.

by Dr. Ulrike Meissner 25 Aug, 2018
The latest book is now available! 

The business risk that workaholism presents is an underestimated risk in companies and human resources management, which can develop into an existential threat to a business. In this empirical study, for the first time in German-speaking countries, workaholics were asked about their addiction indices and their effects on companies. In addition, operational influences were researched to determine their ability to cause or promote work addiction. A detailed risk analysis illustrates the risk potential of workaholism and its management challenges. The practice-oriented action guide shows opportunities to identify workaholics and gives managers pragmatic recommendations for action. Therefore, the challenges of workaholism can be faced in everyday business life.

by Dr. Ulrike Meissner 26 Nov, 2017
Das Rollout des neuen Buches ist angelaufen. Es ist nunmehr über 10 Jahre her,  dass mein erstes Buch zur Arbeitssucht (Die Droge Arbeit) erschienen ist. Ein guter Zeitpunkt, um dieses Thema erneut aufzugreifen und die gesellschaftliche Weiterentwicklung auf den Prüfstand zu stellen. Gleichzeitig sollten diesmal Arbeitssüchtige mit ihren Erfahrungen selbst zu Wort kommen. Wie auch in der letzten Studie, steht der unternehmerische, betriebswirtschaftliche Fokus im Vordergrund. Unternehmen müssen realisieren, dass sie Arbeitssüchtige in ihrem Betrieb beschäftigen und damit ein erhebliches wirtschaftliches und personelles Risiko tragen.

Letzten Endes müssen damit nicht nur die Arbeitssüchtigen selber, sondern eben auch die Unternehmen einen hohen Preis dafür zahlen. Workaholismus weiterhin als Ursache für betriebliche Probleme auszuschließen, stellt nach dieser Untersuchung eine grobe Fahrlässigkeit dar, die die Existenz von Unternehmen gefährden können und aktives Handeln des Managements erfordert. Ökonomische Interessen von Unternehmen und Hilfe für Erkrankte schließen sich daher nicht mehr aus. Der unternehmerische Vorsatz muss sein, das Thema Arbeitssucht als Krankheit anzuerkennen, betrieblichen Schaden von der Firma abzuwenden und sich den Problemen der Beschäftigten aktiv zu stellen.

Den Lesern wird in dieser Veröffentlichung ein Aktionsleitfaden mit praxisbewährten Instrumenten mitgegeben, der in der täglichen Praxis hilft, dem Risikofeld Arbeitssucht aktiv zu begegnen.

"Modern IT technologies are opening up new opportunities in teaching and research. eHuman Ressources is only a logical step into the future " 
- Prof. Dr. Ulrike Meissner

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