IMI: ELES COMEM TUDO E NÃO DEIXAM NADA

O IMI é aliás, em si mesmo, um imposto profundamente injusto. A sua aplicação constitui, em muitos casos, uma situação de Abuso do Direito, art. 334º do Código Civil. A sua concretização implica uma violação do fim económico e social da própria Justiça no Direito. O sistema fiscal não objectiva apenas as necessidades financeiras do Estado e doutras entidades públicas, mas também, e sobretudo uma repartição justa dos rendimentos e da riqueza: art. 103º da Constituição. É claro que, para isso, tem que existir também um controlo rigoroso e honesto da gestão e da distribuição constitucional dos dinheiros públicos. § IMI is indeed in itself a profoundly unfair tax. Its use is in many cases a right Abuse situation art. 334 of the Civil Code. Its implementation involves a violation of economic and social justice at the end of its law. The tax system does not seek only the financial needs of the state and of other public authorities, but also and especially a fair distribution of income and wealth: art. 103 of the Constitution. Of course, for this, it must also be a rigorous and honest control of the constitutional management and distribution of public funds.

Foucault’s Perspective of Performance Appraisal in Public Administration

The main purpose of performance appraisal in organizations is, or should be, to improve the engagement, learning process and progress of the employees and to align individual with team and organizational performance. However, performance appraisal can also be interpreted as an instrument of normalization, discipline and surveillance. This study thus aims to explore and discuss the complex schema of intrinsic and extrinsic objectives of performance appraisal system of the Portuguese public organizations (SIADAP - Performance Evaluation Integrated System). We have developed an exploratory and qualitative case study to capture appraisers and appraises perceptions. The data were analyzed in light of foucauldian theories. According to the qualitative data, namely the discourses of the appraisers and their subordinates, the SIADAP is seen as an instrument of control and dominance that aims to introduce political rationalities, limiting the career progression of the employees. Though some key points of Foucault’s perspective were identified, foucauldian framework revealed some limitations to capture all the complexity inherent to performance appraisal. This study opens new perspectives about the SIADAP and can be of major importance as far as political reflection about performance appraisal in public organizations is concerned.