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Matthias Georg Will

Researcher at Martin Luther University of Halle-Wittenberg

Publications -  57
Citations -  481

Matthias Georg Will is an academic researcher from Martin Luther University of Halle-Wittenberg. The author has contributed to research in topics: Futures contract & Speculation. The author has an hindex of 12, co-authored 56 publications receiving 405 citations. Previous affiliations of Matthias Georg Will include Wittenberg University.

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Stakeholder Theory: A Luhmannian Perspective:

TL;DR: In this article, the cross-fertilization potential between stakeholder theory and Niklas Luhmann's social systems theory is explored, and the authors explore the cross fertilisation potential between Stakeholder Theory and Social Systems Theory.
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From Nonprofit Diversity to Organizational Multifunctionality: A Systems–Theoretical Proposal

TL;DR: The remarkable feature of the nonprofit sector is its astonishing diversity as discussed by the authors, and this feature gets short shrift in the traditional market or governmental failure theories of the non-profit sector.
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Is Financial Speculation with Agricultural Commodities Harmful or Helpful? – A Literature Review of Current Empirical Research

TL;DR: In this article, a literature survey comprises 35 empirical studies published between 2010 and 2012 that analyze the influence of financial speculation on the markets for agricultural commodities and conclude that there is little supporting evidence that the recent increase in financial speculation has caused either (a) of the price level, or (b) the price volatility in agricultural markets to rise.
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Is Financial Speculation with Agricultural Commodities Harmful or Helpful?: A Literature Review of Empirical Research

TL;DR: In this article, the authors present a paper on economic ethics at the Martin-Luther-University Halle-Wittenberg in Halle/Saale, Germany, where they present the following:
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Successful organizational change through win-win: How change managers can create mutual benefits

TL;DR: In this paper, the relevance of interactions between managers and employees for value creation processes is highlighted and the relevant factors that determine the success of classical change management measures, like communication or participation, to overcome resistance during organizational change.