47 resultados para Cyberspace Situational Knowledge, Capability, Cybersecurity, Cyberdefence, Organization
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In this paper we examine the construction of first entities in narratives produced by children of 5, 7, 10 years and adults1 . The study demonstrates that when children reformulate they try to construct entities detached from the situation of enunciation, which means that they construct a detached or a translated plane and they construct linguistic existence of entities. Entities must first be introduced into the enunciative space and then comments will be made in subsequent utterances. Constructing existence supposes extraction. This consists of singling out an occurrence, that is, isolating and drawing its spatiotemporal boundaries (Culioli, 1990, p. 182) . Once the occurrence of the notion is constructed (which means it has become a separate occurrence with situational properties), children can predicate about it. However, there are children who do not construct the linguistic existence of entities. I hypothesize that the mode of task presentation influences the success of constructing linguistic existence. Sharing the investigators knowledge about the stimulus images, children do not ascribe an existential status to the occurrence of the notional domain.
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Mestrado em Segurana e Higiene no Trabalho.
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Dissertao Final de Mestrado para obteno do grau de Mestre em Engenharia Mecnica no perfil de Manuteno e Produo
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Dissertao apresentada Escola Superior de Educao de Lisboa para a obteno de grau de Mestre em Didtica da Lngua Portuguesa no 1. e 2. Ciclos do Ensino Bsico
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Dissertao apresentada para a obteno do grau de Mestre em Educao - rea de Especializao em Didtica das Cincias
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Este estudo tem como objetivo descrever o mtodo de histria de vida, bem como a histria de vida atravs da oralidade como importantes mtodos a serem utilizados nas investigaes em Relaes Pblicas. O mtodo de histria de vida parte da abordagem biogrfica, apresentando os conceitos-chave que fazem parte dos mtodos e pontos de partida para uma investigao com o profissional de Relaes Pblicas decorrentes da aplicao dos mtodos. O estudo incide sobre a anlise das narrativas contadas pelos profissionais de Relaes Pblicas tendo por base a sua prpria Histria de Vida. Centra-se inicialmente no como, no porqu e no quando de uma profisso vistos atravs da Histria Oral de Vida dos seus profissionais. Est assente em Como os profissionais chegaram ao exerccio da atividade de Relaes Pblicas?, O porqu de seguirem esta escolha? e Quando seguiram esta escolha?. A Histria Oral de Vida tem sido aplicada noutras reas, agora sendo relevante para trazer tona as narrativas dos profissionais de Relaes Pblicas. A valorizao da narrativa pessoal/profissional dos praticantes de Relaes Pblicas na constituio do profissional, para que se possa estud-lo para alm das organizaes. Um dos objetivos relevantes a possvel caracterizao da escolha profissional e at que ponto pode contribuir-se para a formao de outros profissionais da rea. O papel central do profissional de Relaes Pblicas que habitualmente fala em nome de uma organizao, passa a ser posto parte para que o profissional seja o sujeito-narrador da sua prpria histria. O estudo salienta a importncia dos profissionais de Relaes Pblicas atravs da relevncia dada s narrativas. Ao fazer-se a Histria Oral de Vida estamos a trazer rea um novo contributo para aprofundar o conhecimento sobre a atividade.
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Trabalho Final de Mestrado para obteno do grau de Mestre em Engenharia Mecnica
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Mestrado em Contabilidade
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Mestrado em Contabilidade
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Perante os contnuos desafios com que se defrontam as organizaes, consequncia dos elevados nveis de competitividade, -lhes exigido uma nova dinmica de gesto, onde os recursos humanos se assumem como o seu principal elemento diferenciador. Neste contexto, fundamental a existncia de uma gesto estratgica dos recursos humanos, a institucionalizao de um conjunto de prticas que permitam transformar os recursos humanos num activo estratgico, que conduza execuo da estratgia organizacional. Essas prticas passam pela atraco e reteno de talentos, oportunidades de desenvolvimento, propiciar boas condies de trabalho quer a nvel quantitativo quer a nvel qualitativo. E como cada pessoa um ser nico, dotado de caractersticas prprias, impossveis de imitar, deve ser reconhecida a capacidade de serem uma fonte de vantagem competitiva. No suficiente o estabelecimento de um conjunto de boas prticas para que se possuam recursos humanos estratgicos. fundamental fazer o acompanhamento dessas prticas atravs da monitorizao. Na gesto o que no pode ser medido no pode ser gerido. fundamental sensibilizar os gestores, profissionais de recursos humanos, para a criao de sistemas de medida e mtricas que possam aferir a contribuio do Capital Humano para a misso e estratgia das organizaes. O Balanced Scorecard uma ferramenta de gesto que possibilita, atravs da informao dos seus indicadores, a implementao das estratgias nas organizaes. A finalidade garantir que os indicadores definidos estejam coerentes com a estratgia global. Essa metodologia tem assim o mrito de compatibilizar (atravs de indicadores quantitativos) a gesto de recursos humanos com os objectivos a longo prazo da organizao. A existncia de indicadores qualitativos permite ainda s organizaes mensurar o nvel de desempenho e motivao, factores influentes no clima organizacional
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Relatrio de Estgio apresentado Escola Superior de Educao de Lisboa para obteno de grau de mestre em Ensino de 1. e 2. Ciclos do Ensino Bsico
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Mestrado em Ensino de Educao Visual e Tecnolgica no Ensino Bsico
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Workplace aggression is a factor that shapes the interaction between individuals and their work environment and produces many undesirable outcomes, sometimes introducing heavy costs for organizations. Only through a comprehensive understanding of the genesis of workplace aggression is possible to develop strategies and interventions to minimize its nefarious effects. The existent body of knowledge has already identified several individual, situational and contextual antecedents of workplace aggression, although this is a research area where significant gaps occur and many issues were still not addressed Dupr and Barling (2006). According to Baron and Neuman (1998) one of these predictors is organizational change, since certain changes in the work environment (e.g., changes in management) can lead to increased aggression. This paper intends to contribute to workplace aggression research by studying its relationship with organizational change, considering a moderating role of political behaviors and organizational cynicism (Ammeter et al., 2002, Ferris et al., 2002). The literature review suggests that mediators and moderators that intervene in the relationships between workplace aggression and its antecedents are understudied topics. James (2005) sustains that organizational politics is related to cynicism and the empirical research of Miranda (2008) has identified leadership political behavior as an antecedent of cynicism but these two variables were not yet investigated regarding their relationship with workplace aggression. This investigation was operationalized using several scales including the Organizational Change Questionnaire-climate of change, processes, and readiness (Bouckenooghe, Devos and Broeck, 2009), a Workplace Aggression Scale (Vicente and DOliveira, 2008, 2009, 2010), an Organizational Cynicism Scale (Wanous, Reichers and Austin, 1994) and a Political Behavior Questionnaire (Yukl and Falbe, 1990). Participants representing a wide variety of jobs across many organizations were surveyed. The results of the study and its implications will be presented and discussed. This study contribution is also discussed in what concerns organizational change practices in organizations.
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Workplace aggression is a factor that shapes the interaction between individuals and their work environment and produces many undesirable outcomes, sometimes introducing heavy costs for organizations. Only through a comprehensive understanding o f the genesis of workplace aggression is possible to develop strategies and interventions to minimize its nefarious effects. The existent body of knowledge has already identified several individual, situational and contextual antecedents of workplace aggr ession, although this is a research area where significant gaps occur and many issues were still not addressed (Dupr & Barling, 2006). According to Neuman and Baron (1998) one of these predictors is organizational change, since certain changes in the work environment (e.g., changes in management) can lead to increased aggression. This paper intends to contribute to workplace aggression research by studying its relationship with organizational change, considering the mediation role of political behaviors an d organizational cynicism (Ammeter, Douglas, Gardner, Hochwarter, & Ferris, 2002). The literature review suggests that mediators and moderators that intervene in the relationships between workplace aggression and its antecedents are understudied topics. Ja mes (2005) sustains that organizational politics is related to cynicism and the empirical research of Miranda (2008) has identified leadership political behavior as an antecedent of cynicism but these two variables were not yet investigated regarding their relationship with workplace aggression. This investigation was operationalized using several scales including the Organizational Change Questionnaire - climate of change, processes, and readiness (Bouckenooghe, Devos, & Broeck, 2009), a Workplace Aggressio n Scale (Vicente, 2008, 2009), an Organizational Cynicism Scale (Wanous, Reichers, & Austin, 1994) and a Political Behavior Questionnaire (Yukl & Falbe, 1990). Participants representing a wide variety of jobs across many organizations were surveyed. The r esults of the study and its implications will be presented and discussed. This study contribution is also discussed in what concerns organizational change practices in organizations.
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Mestrado em Controlo de Gesto e dos Negcios
