Clima urbano e vegetação: estudo analítico e prospectivo do Parque das Dunas em Natal

The present study deals with the relationship between urban vegetation and climate. The process whereby the Parque das Dunas a 1,172 ha green area in the city of Natal, State of Rio Grande do Norte exerts influence on the climate of the city is analyzed. The hypothesis on which the present work rests is that the green area referred to acts upon the climate of the city. The study is based on the analysis of climatic factors and elements of this green area and of the city of Natal. In order to give rise to final recommendations, a methodology grounded on a quantitative and qualitative standpoint has been used. The data were collected both within and without the limits of the Parque das Dunas area. Secondary and primary data resulting from the measurements taken by the researcher and her work group have been used. The aim was to contribute to the understanding of the influence of vegetation on the climate of a city having a warm and humid climate. A historical and environmental characterization of the Parque das Dunas was then sought. The local climatic factors and the elements of the climate have been studied within the scope of the city of Natal. A comparative study between the climatic elements within and without the limits of the Parque das Dunas area from the survey of technical data and the systematization of the information collected has been made, aiming at proposing a set of bioclimatic recommendations for the urban design in Natal. The results of such work allowed for the validation of the important role that the Parque das Dunas plays in the climate of Natal. This has led to the acknowledgement of the relevance of the green areas on the climate of cities. They bring about important benefits to the process of rendering agreeable the climate in the urban environment by providing pleasant microclimates that give a valuable contribution to the environmental comfort of urban nuclei having the same size of Natal

Cultura e clima organizacionais: um estudo multicasos em indústrias de laticínios do estado do Rio Grande do Norte

The objective of this study is to investigate if exist relationship between organizational culture and the organizational climate, having as research s locus three dairy industries in the Rio Grande do Norte State. As such, an exploratory-descriptive and conclusive-causal study, with a sample composed of 211 employees of all firms hierarchical levels was undertaken. By way the data collection, the employees personal characteristics, the predominant organizational culture profile and the predominant organizational climate in the industries researched were identified. In order to analyse the organizational culture, the Competing Value Model (CAMERON; QUINN, 2006), with adaptations by Santos (1998, 2000), was used. In order to analyse the organizational climate, the Organizational Climate Measurement Scale, proposed by Martins (et al., 2004, 2008), with modifications, was used. The data were submitted to quantitative statistical analyses, firstly to the set of firms and afterwards to the firms alone, that permitted arrival to the following conclusions: the cultural profiles was met in a balanced way in the researched organizations, with emphasis to clan culture and market culture profiles; the researched organizations have a good organizational climate, based in the Martins (2008) classification, with emphasis to boss and organization s support and physical comfort , being these factors coherent whit the clan culture profile; the personal variables are correlated with the cultural profiles and with the organizational climate factors, however, each organization show its singular form of relation; and the cultural profiles showed influence on organizational climate factors. Thus, the results permitted to conclude that there are relations between the cultural profiles and the organizational climate factors in the researched organizations

A satisfação dos clientes internos e o comprometimento organizacional: um estudo à luz do modelo ASH nas indústrias alimentícias do RN

Currently the organizations are passing for continuous cycles of changes due to necessity of survival in the work market. The administration of the future points a way to the organizations of today and tomorrow, the search of the competitiveness from loyalty and motivation of its staff. Of this form, the model of the Auditoria do Sistema Humano (ASH), developed for Spanish researchers and that now it is being applied in Brazil, contemplates a series of dimensions about Human Resources management quality in the companies and the organizational effectiveness, such as the environment where the company is inserted, the strategies, the organizational drawing, the psychological and psychosocial processes, e the reached results. In this direction, the present research analyzed the factors of job satisfaction and organizational commitment, making, also, a relation of causality between the same ones. The quantitative-descriptive research had as population the employees of twenty three nourishing industries of the State of Rio Grande do Norte (Brazil), registered in the Federacy of the Industries of the state. The collection of the data occurred for the months of October of 2005 and March of 2006, by means of the application of questionnaire of model ASH. The sample was composed for 197 employees, however it was observed presence of five outliers, that they had been excluded from the analysis of the data. To extract the dimensions of the satisfaction and the commitment and identification the factorial analysis was used, with extraction method of principal components, rotation Varimax and normalization Kaiser. The gotten dimensions had been evaluated with the calculation of the coefficient Alpha of Cronbach. The factorial analysis of the pointers of the organizational commitment and identification had extracted ten factors. Of these, four had gotten significance of the analyses inside: affective commitment, values commitment, continuance commitment and necessity commitment. The result of the analysis of the pointers of job satisfaction indicated four factors: extrinsic, motivations, relation with the friends and auto-accomplishment. To deal with the data the relation between job satisfaction and organizational commitment it was used technique of multiple regression. The correlation between commitment and satisfaction was satisfactory, detaching the affective commitment with bigger index of correlation, followed of the affective one