Margit Osterloh

Margit Osterloh (2017)

Margit Agnes Osterloh (born July 23, 1943 in Brandenburg an der Havel ) is a German economist .

biography

Osterloh studied industrial engineering at the Technical University of Berlin until 1970 and graduated with a degree in engineering. After six years in industry and a scholarship at the Max Planck Institute for Human Development in Berlin , she received her doctorate in 1981 from the Free University of Berlin . In 1990 he completed his habilitation at the University of Erlangen-Nuremberg with Horst Steinmann . Until his retirement in 2009, Osterloh held a full professorship for business administration at the University of Zurich . From 2010 to 2013 she was Professor of Management Science at Warwick Business School , University of Warwick , UK. From 2013 to 2015 she was visiting professor at the Zeppelin University in Friedrichshafen. Margit Osterloh is Research Director of CREMA (Center for Research in Economics, Management and the Arts) in Zurich and a permanent visiting professor at the University of Basel within the CREW (Center for Research in Economics and Well-Being).

Osterloh has an honorary doctorate from the Leuphana University of Lüneburg . From 2005 to 2011 she was a member of the German Science Council. She held several supervisory and administrative board mandates in Switzerland and Germany. She is a member of the University Council of the Friedrich-Alexander University Erlangen-Nuremberg. Since 2018 she has been an honorary member of the Association of University Lecturers for Business Administration (VHB).

research

Margit Osterloh's research areas include organizational and corporate theories, innovation and technology management, process management, knowledge management, trust management, scientific theory, gender economics, corporate governance, research governance, migration and aleatoric democracy. In public she has spoken out on the following research topics.

Management salaries

Osterloh advocates the reduction of variable bonuses for management and argues that variable pay hinders creativity and intrinsic motivation at work in demanding activities.

Rankings in science

In August 2012, Osterloh and Alfred Kieser launched an appeal to other business administration professors to boycott the new Handelsblatt business economics ranking . After the Handelsblatt reported on this appeal by Kieser and Osterloh in a blog post , both professors commented on the journalist's portrayal in a newly created internet blog . In various articles, together with Alfred Kieser and Bruno S. Frey , she argues against rankings and impact factors as quality criteria in science.

Women in management positions

Osterloh advocates quotas and also argues in favor of partial random selection of women in management positions from a carefully selected pool. This is as a countermeasure against the higher average competitive aversion of women compared to men.

Migration problem

Together with Bruno S. Frey, Margit Osterloh published a highly regarded article in the Frankfurter Allgemeine Zeitung. In analogy to the cooperative model, they propose that refugees can acquire a share certificate to enter the country. You will then receive a work permit in return. The fee will be reimbursed to recognized political asylum seekers. The currently inhumane and life-threatening defense against refugees and the exploitation by criminal smugglers will be reduced. Refugees receive a predictable perspective and incentives for integration. The proposal offers advantages for both the host countries and the countries of origin as well as for the migrants.

Revival of controlled chance as a decision-making mechanism

Together with Bruno S. Frey and Katja Rost, Osterloh argues for a return to random or aleatoric elements such as those used in classical Athens and in numerous European communities up to modern times. Similar to the quality circles in companies, this serves to activate the knowledge and commitment of the population, to strengthen participation and to reduce inequality and elite dominance. Together with Katja Rost, she published a special issue of the magazine “führung und Organization ”on the subject of“ leadership and chance ”, in which various aspects of the use of the decision-making mechanism“ chance ”in management and society are presented.  

Web links

• Literature by and about Margit Osterloh in the catalog of the German National Library
• Margit Osterloh on the website of the University of Zurich
• Prof. Dr. Dr. hc Margit Osterloh on the website of the University of Zurich, Gender Equality
• David Werner: In a roundabout way to the chair. Portrait (PDF), University of Zurich, Gender Equality, June 2011.

Individual evidence

1. ↑ Curriculum Vitae ( Memento of the original from October 17, 2007 in the Internet Archive ) Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. (PDF; 94 kB), website of the University of Lüneburg , accessed on July 13, 2011. 
2. ↑ Providing impetus and pointing the way , website of the Association of University Lecturers for Business Administration, May 29, 2018, accessed on April 29, 2019.
3. ↑ Luethi, Roger; Osterloh, Margit: Wikipedia: a new production model and its legal hurdles . In: Innovation, Law and Public Communication . Berlin 2011, p. 211-232 , doi : 10.5167 / uzh-60198 .
4. ↑ Stop tying pay for performance. The evidence is overwhelming: It doesn't work. Retrieved March 16, 2017 . 
5. ^ Motivate people with prices. Retrieved March 16, 2017 . 
6. ↑ Abolish performance wages! Retrieved March 16, 2017 . 
7. ↑ Only fixed salaries solve the problem. Retrieved March 16, 2017 . 
8. ^ Variable pay-for-performance is a folly. Retrieved March 16, 2017 . 
9. ↑ The wrong path of variable performance compensation. Retrieved March 16, 2017 . 
10. ↑ For a management compensation that is resistant to manipulation. Retrieved March 16, 2017 . 
11. ↑ Please no more bonuses. Retrieved March 16, 2017 . 
12. ↑ Fixed wages as an alternative to bonuses and sophisticated incentive systems. Retrieved March 16, 2017 . 
13. ↑ Back to fixed wages for managers. Retrieved March 16, 2017 . 
14. ↑ Handelsblatt blog (August 28, 2012): Business administration researchers call for a boycott of the Handelsblatt ranking - with an update ( memento of the original from August 30, 2012 in the Internet Archive ) Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. , Accessed August 29, 2012 
15. ^ "Handelsblatt Ranking Blog" , accessed on August 30, 2012
16. ↑ Double-blind assessment and impact factor. Against the dictatorship of academic fetishes. (No longer available online.) Archived from the original on March 16, 2017 ; accessed on March 16, 2017 . Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice.  
17. ↑ Does "good" also mean "good" publication? (No longer available online.) Archived from the original on March 16, 2017 ; accessed on March 16, 2017 . Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice.  
18. ↑ End the mischief quickly. Professors boycott Handelsblatt's business administration ranking. Retrieved March 16, 2017 . 
19. ↑ Rankings: Unintended Side Effects and Alternatives. Retrieved March 16, 2017 . 
20. ↑ company university? Retrieved March 16, 2017 . 
21. ↑ Rankings: On the wrong boat. Ökonomenstimme, June 27, 2017, accessed August 20, 2017 . 
22. ↑ Absurd measurement mania. Retrieved February 16, 2018 . 
23. ↑ How to avoid borrowed plumes in academia. Retrieved September 5, 2019 . 
24. ↑ Room at the top: how to redress the gender imbalance. Retrieved March 16, 2017 . 
25. ↑ The fairy tale of the comfortable woman. Retrieved March 16, 2017 . 
26. ↑ Why it doesn't work without quotas - the perspective of behavioral economics. Retrieved March 16, 2017 . 
27. ↑ Women made better prognoses. Retrieved March 16, 2017 . 
28. ↑ Boss by chance. Retrieved September 2, 2019 . 
29. ↑ Requires entry fees from refugees! Retrieved March 16, 2017 . 
30. ↑ Kulturzeit interview with Margit Osterloh. Retrieved March 16, 2017 . 
31. ↑ Entrance fee to Europe. (No longer available online.) Archived from the original on March 17, 2017 ; accessed on March 16, 2017 . Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice.  
32. ↑ How can one solve the Samaritan problem? A contribution to the refugee discussion. Retrieved March 16, 2017 . 
33. ↑ How can one solve the Samaritan problem? Continuation of the debate on the wave of refugees. Retrieved March 16, 2017 . 
34. ↑ An admission fee for refugees is better than building walls. Retrieved March 16, 2017 . 
35. ↑ Admission fee for refugees. Retrieved March 16, 2017 . 
36. ↑ The refugee problem: A proposal for solving the Samaritan problem. Retrieved March 16, 2017 . 
37. ↑ The migration debate is stuck. Retrieved May 8, 2019 . 
38. ^ Democracy and the lottery. Retrieved March 16, 2017 . 
39. ^ Aleatoric Democracy. Retrieved March 16, 2017 . 
40. ↑ Board positions should be raffled. Retrieved March 16, 2017 . 
41. ↑ Random Selection in Science? Retrieved March 16, 2017 . 
42. ^ Aleatoric Democracy. Retrieved March 16, 2017 . 
43. ↑ For a mediation council. May 17, 2017. Retrieved February 16, 2018 . 
44. ↑ Boss by lot. Retrieved September 2, 2019 . 
45. ↑ zfo magazine leadership + organization 3/2019. Retrieved September 2, 2019 .