Daniel Gläser

PhD Candidate

Daniel Gläser is a PhD Candidate under the joint supervision of Prof. Dr. Erich H. Witte (University of Hamburg) and Prof. Dr. Niels Van Quaquebeke (Kühne Logistics University). In his research, he focuses on the consequences of monetary incentives and performance management programs on the motivation and behavior of employees. In particular, he investigates under what conditions incentives lead to cooperative and supportive, or competitive and harming behaviors of employees. Daniel holds a diploma degree in Psychology from the University of Bonn (2008), with a focus on Work and Organizational Psychology. In his master thesis, Daniel investigated the moderating role of Political Skill of employees on the relationship of personality with job performance.

 

From 2008 to 2012, Daniel worked as a management consultant for Kienbaum Management Consultants in Düsseldorf and Berlin, with a functional focus on HR Strategy, Leadership and Change Management. As a consultant, Daniels project scope ranged from individual assessments and trainings for leadership candidates to the implementation of company-wide talent management systems or the creation of a new employer brand.

In 2012, Daniel joined the interdisciplinary RespectResearchGroup in Hamburg to pursue his PhD. Besides his PhD, Daniel still works as a consultant, since 2012 in a startup company, Förster und Netzwerk in Berlin. Since 2013, Daniel also is a vice director of the RespectResearchGroup.

Contact

Tel: +49 40 328707-202
Fax: +49 40 328707-109
glaeser@respectresearchgroup.org

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Professional Experience

Since 2013

Vice Director, RespectResearchGroup, Hamburg

2008 - 2012

Senior Consultant, Kienbaum Management Consultants, Düsseldorf & Berlin

2005 - 2008

Internships/ part-time during studies: Deutsche Telekom, Deutsche Bank, Porsche Consulting, rosenbaum nagy consulting, ITB Consulting

EDUCATION

Since 2012

PhD studies in Psychology at University of Hamburg

2008

Diploma in Psychology, University of Bonn

Project Experience (selection)

  • Design and implementation of leadership development programs, trainings and coaching
  • Analysis, design and implementation of diagnostic projects (individual and group assessment centers, development centers, management audits)
  • HR strategy, HR transformation and reorganization, HR process redesign (Employer Branding, Recruitment, Talent Management, Retention Management)
  • Definition of KPIs for managing global talent/ workforce processes
  • Corporate culture surveys, diagnostics, and development
  • Executive education
  • Application trainings (Documents, Interviews, Assessment Centers)