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Guttenberg: gender bias or gender bias? Or both?

From a gender perspective, there is the plagiarism of Defense to say. It should allow me to take this opportunity to quote myself: "If it was like really fair and effective performance (namely, the result of the work and not the verbal performance or the physical presence even after 20 clock) would count would then We have many more women higher up. " (Blog entry of 11:02:11). So with true power, this thesis had little to do. I'm not saying women are better people and would never take the intellectual property of others. But what already is noticeable is the performance with the Lord to Guttenberg runs through this whole process. For what is he doing? Apologizes and says that he will be back to be a model for other (Bundestag debate of 24.02.11). Not just kick back (as Mrs Käßmann). Why can not he afford that? Why work with his false Summa was assessed? Why does not realize that behind the appearance just put no power? I think there is here a double bias (distortion effect), which in this case was pretty driven to extremes.

know the one we want it in the evaluation of performance, unfortunately, is always bias by social characteristics. Professional assessment tries to minimize these effects. The executive, for example, have expected to perform well, because it is assumed that the person has placed it under his or her competence in so far as ("hierarchy effect"). That's true but not always, and especially not for any kind of performance. Why do people have risen hierarchically in the past, but depends on many factors, it says nothing about a particular current performance or competence. Such effects are based on stereotypes and act like horoscopes: It usually comes out here that what we want. Such effects also reinforce gender disparities, because it is well known that there are fewer women in management positions. So, women can benefit from an average of less of this effect. What is more, women always so incredibly much social competence are attributed. Stupid way these are but not necessarily leadership. For though so much buzz is made of a new so-called "feminine" management style, we all know: The desirable attributes for managers are assertiveness, decision-making and goal-oriented - characteristics that are not more female connotations. (This I will say once again this week)
Intermediate conclusion: could well be the case assessed by the (bad) performance of the Lord to Guttenberg's a gender-bound hierarchy effect played a role.


At Mr. Guttenberg had so far but may not only his leadership position and gender is important, but also his noble family. Again, if two do the same ... - It is highly valued differently. If someone is on AC / DC, the interest is usually no one. If a man rumhüpft to minister with AC / DC T-shirt, then that is extremely relaxed, because the nobles are indeed usually more buttoned up and formal. Otherwise, it is not presumptuous to say that we live in a society that is still enjoying a kind of noble-dividend. "Vons" are to be a matter the better - as a hierarchy effect in the blue-blooded robe I would call the

Otherwise I have no explanation. more like a subterranean such behavior does not mean that the minister must resign. The Chancellor has since incorrect personnel evaluation and decision, let's see if she pulls through this. Her was at this point, the book recommended Len : Fried, Andrea Wetzel, Ralf / Baitsch, Christof (2000): When two do the same thing ...: Non-discriminatory personnel appraisal. Zurich is
everyone else out of this open letter from doctoral students to the chancellor to the heart.
http://offenerbrief.posterous.com/

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OLG Köln 6 W 5 / 11, decision of 10.02.2011

Meanwhile, the full text of the decision is published.

preface

When I was first contacted in December 2010 Mr lawyer Mathias Straub of the Registry Riegger lawyers from Ludwigsburg to contain an assessment of an IP address list to ask I had to because of the then current complaint process at the higher regional court in Cologne Previous research still hold. Since the decision of the Court of Appeals may now present additional cognitions to be published.

report by RA Mathias Straub the decision of the OLG
preliminary report on the procedure ibid


I - The role of the Telekom AG starts or when the knowledge

The lobby paragraph 101 Copyright Act contains a number of weaknesses. Among other concern is the Forumulierung of paragraph 6: " who has issued a true information, without having been committed under paragraph 1 or 2 shall be liable to third parties only knew if he that he was not obliged to provide information . "

Stakeholders in information processes, both resellers and providers to solve the problem of knowledge in which you do very clearly no examination of the data and rely on the judge's decision from Cologne / Bielefeld / Munich. The Judges in the above case were not in a position a 1.25-page list with 33 IP addresses to analyze for suspicious characteristics. The Court of Appeals decreed in the decision succinctly, that it does not mattered. It is sufficient in any case that so far as relevant circumstances would be subject to the test.

The Senate, however, continues: "The fact that the other parties as Internet service provider IP addresses to the dynamic and in any case within 24 hours after carrying out a forced separation of the connection is the Senate of numerous methods known ."

The other parties as well. However, it simply gets to be tested Documents the need to raise substantial doubt and not check them. Ordinarily, you would know that the knowledge-acquisition, in this case to terminate the input of the IP address list at the provider have. I see good reasons why a liability of the provider to think. And increasingly ...

II - The role of firm determination, or when the fun begins seriously to be?

lawyer Mathias Straub presents a list of IP addresses from 33 IP addresses. On it will find the following data to the IP address 87,152,123,245 :

12/06/2010 at 21:30:36 Clock
06.13.2010 um 23:01:09 Clock
06/14/2010 20:37:26 clock

Title: " Private Gold - Tight A. ... f. .... GE ..... hard" by the well-known glossy porn producing company GMV. These claims in the lecture at the OLG Köln, that it (is) much more probable that the relevant IP address of the complainant had been assigned several times under different data. This is said: "It had been warned by the tenor of the above IP address only the complainant ."

An interesting opinion. Because the law firm Max Weismann has from Bretten me kindly give an IP address from a list of information on the procedure is related to:

title: "Private Gold - Tight A. ... f. .... with hard ....." - GMV
87,152,123,245
06/03/2010 at 23:58:30 Clock

The complaint No. 220/10 dated 06.08.2010 and the application No. 229/10 from 15.06.2010 appear more identical IP addresses on


91.51.222.33 91.51.215.125 91.51.203.123


91.51.208.214 87.152.117.37 87.152.114.44

87,152,113,248
etc. ....

..................... is about the future course of matter reported ...

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abolish quotas immediately!

to women ratio is actually everything has already been said. We know that it is a blunt instrument at all horrible. But especially smooth it's even a "voluntary commitment" to sit out for ten years and then claim it was about time to come so "... it - unlike the men - not from one day to the required number of qualified women is available or they are simply not known. "(Former Commerzbank CEO Klaus-Peter Mueller in an interview with world-line). Sure, the leaders of tomorrow do not fall from fruit trees that are built up long term in a proper personnel policy. But that it is already ten years no female High Potential was, "Mr. Miller would have us first prove. And because of "qualifications": After the economic crisis and so a few scandals, would be to ask too, how incredible our qualified service providers must be real, to make this job well. Or what a Roland Koch they are qualified to go to the board of a construction company and its board from July to automatically be.

other hand, would ask: Why call for a quota, but if the already exist? The 100% male rate is actually already a fact on the top floors of the private sector (a few companies differ minimally from this). And I do not believe it, that the result of a relentless rate - is the talent competition - but of course totally fair. That have fought the best minds in the world of purely objective criteria established at the head of the company. Simply because: No company the world has a perfect assessment and selection procedures that will be graded entirely without prejudice. A lot of work "to know and be known-" over (to name a few mechanisms) to "stable smell" and expected forms of self-representation. The gender factor is - especially for more detailed mono-sex cultures - quite overweight (this is still good: Fried and others - see below). So the best selection, in which only the most assertive, decision strongest and most gifted to ever reach the top, is a myth for some very practical since it secures privileges. My contention, however: If it was like really fair and actual output (ie, the result of the work and not the verbal performance or the physical presence even after 20 clock) would count, then we would have many more women higher up.

is interesting but in the present debate, that also look more and more men with these gender mechanisms and for no other reason to be advocates of women's quota. For example, Michael Domsch, professor at the Bundeswehr University in Hamburg (SZ, 2.5.2011, jobs and careers). Or the elaborate version of the marketing professors John Becker, the so proposes a similar method in the field of emission quotas (SZ, business section, 02/10/2011). Since then traded alive with quota certificates like the stock market and has the advantage that the issue of representation of women and men is not that bad ", therefore comes as a political issue but a management issue and therefore more bearable for some manager. (Disadvantage: I can already hear the evil tongues of "(board) in women" speak ...).

They are after all proposals scream of people who do not like the word equality hysterical "feminism" (or think). Equality as a great democratic good to see and do not mean that Article 3 of the Basic Law would only politics and quotas on what would be acceptable only for the wimp-range of public service. The especially knowing that more or less subtle forms of favoritism and discrimination based on sex or the other (in an assessment times now irrelevant) factors leads to mediocrity. Exactly what we need in the top position (the sex of these individuals is then perhaps not so important)

So first of all.: Abolish the existing quota! That means: Much better methods of performance assessment and the selection of managers install! At the same time: Good job far better themselves people who take equal opportunities seriously! If that is regulated, we do not need any more women's quota. In the meantime, it is feared, crude forms of regulation are essential.

reading:

Fried, Andrea Wetzel, Ralf / Baitsch, Christof (2000): When two do the same thing ...: Non-discriminatory personnel appraisal. Zurich.

source of the quotation:

http://www.welt.de/wirtschaft/article8096241/Auch-die-Frauen-muessen-ihren-Beitrag-leisten.html

PS: exchange of blows in the Bundestag, said: http://www.bundestag.de/dokumente/textarchiv/2011/33571165_kw08_de_frauenquote/index.html