La cuestión de la vivienda social en Brasil: una propuesta de implantación urbana y de producción en serie de unidades residenciales unifamiliares para el nordeste brasileño

La simple lectura de periódicos en la prensa o en Internet, o lo ver o oír de los noticieros en las emisoras de radio o televisión, fornecen subsidios ya suficientes para la percepción de la amplitud de la cuestión de la vivienda social en todo el mundo. Esto trabajo, que ahora se presenta, es el resultado de una investigación científica desarrollada de modo a subsidiar una Tesis de Doctorado a ser presentada en la Universidad Politécnica de Madrid. En la investigación científica, se pretendió sistematizar lecturas y datos sobre la cuestión habitar en todo el mundo, y sobre todo en Brasil, donde se tuvo como foco principal, las poblaciones inseridas en las fajas de renta inferiores a €300 mensuales, ubicadas en nordeste de Brasil. Basándose en todo eso trabajo de investigación científica, que tanto se preocupó con los aspectos ergonómicos, sociales, conceptuales, proyéctales, ambientales, arquitectónicos y urbanísticos, como también con los estadísticos, tecnológicos, infraestructurales, económicos y comerciales, se propugnó una metodología para la implantación urbana de asentamientos planeados de viviendas sociales y la producción en serie de unidades residenciales unifamiliares. La cuestión urbana fue la primera preocupación del científico, tanto en lo que se refiere al planeamiento estratégico de ciudades, como los temas que envuelven la espontaneidad, intencionalidad, territorialidad y centralidades de las ocupaciones humanas en la modernidad y postmodernidad. Proyectos de edificios y de conjuntos de viviendas, así como planes urbanos, fueron utilizados como estudios de casos de modo a basar los análisis presentados en esa tesis. La definición de diseños para la vivienda social, tuvo como premisas, la mejor adecuación posible a las características bioclimáticas de los diversos sitios elegidos y atender a las necesidades presentadas por los futuros usuarios de los objetos arquitectónicos construidos. Los partidos arquitectónicos adoptados intentaron ser coherentes con los valores antropológicos y culturales de las poblaciones atendidas con los bienes producidos, y se ajustaren a las capacidades de comprometimiento financiero de las diversas comunidades atendidas con las edificaciones. Pretendió aún, esa tesis de doctorado, hacer una correlación entre las políticas oficiales apuntadas para la vivienda social existentes en Brasil y las encontradas en los países desarrollados; así como los antecedentes históricos de las singulares problemáticas habitacionales, que tuvieron como cumbre la producción de estrategias gerenciales propias. Se aprovecho, también, mucho de la experiencia norteamericana y europea de industrialización, para ser empleada en la producción en serie de unidades habitacionales en nordeste de Brasil, de modo a que esa tecnología de construcción tanto pueda ser operada por un sistema fabril formal, cuanto por procesos de autogestión y autoconstrucción, actualmente adoptados en amplia escala en Brasil. ABSTRACT The simple reading of nowadays newspapers or the facts presented at Internet, or that can been seen on television or heard on a radio, gives the audience enough arguments to support the right perception of the magnitude of housing problem around the world. This paper is the result of a scientific investigation developed to support a Doctoral Thesis, which will be presented in the Universidad Politécnica de Madrid. This research aimed at presenting a methodology for serial production of housing designed for planned areas and their integration to urban space. Information that refers to housing problem around the world, including Brazil, was systematized. We selected as target people that live in the Northeast Region of the country and perceive less than €300 per month as a salary. We analyzed data regarding ergonomic, social, conceptual, environmental and architectural aspects, as well as project and urban information; and also considering statistical, technological, infrastructural, economical and commercial issues. Urban request was the first aspect analyzed. City strategic plan and themes involving aspects such as spontaneity, intentionality, territory and centrality of human occupations in modern and postmodern time were deeply considered. This thesis is also referenced on well known building projects and cities planning. The most adequate constructions considering local weather and poor people architectural necessities programs were pointed out before defining the projects’ sketches. The coherence between plans and anthropologic-cultural values, and also the perfect match to future owners’ financial capacities were also objectives of this work. This study also intended to compare Brazilian’s policies to the ones found in developed countries; and discusses historical facts involved with housing problem, which resulted with management strategies and policies. Some aspects of North American and European industrial experiences were applied to develop serial production of Northeast Brazilian housing. The technology obtained with this methodology intends to be applied in industrial production and also in self-management or self-production procedures, largely used in Brazil.

Intraoperative changes in platelet function in relation to moderate haemorrhage

Crown Copyright © 2015. Published by Elsevier Ltd. All rights reserved. Funding The study was funded by TENOVUS Scotland (G12/14). Jan Jansen is in receipt of salary support through the NHS Research Scotland (NRS) fellowship scheme. Acknowledgements The authors are extremely grateful for the expert assistance and contributions of Dr Neil Scott (Medical Statistician, University of Aberdeen), Win Culley (Research Nurse, Woodend Hospital), Dr Karen Cranfield (Consultant Anaesthetist), and Ms Sharon Wood, (Research Technician, Rowett Institute of Nutrition and Health) for fibrinogen measurement.

Absenteísmo na equipe de enfermagem e suas implicações para a assistência prestada em unidades de urgência e emergência

Trata-se de um estudo descritivo e exploratório, com abordagem qualitativa dos dados. Objetivou-se analisar a percepção da equipe de enfermagem sobre as condições geradoras de absenteísmo e suas implicações na assistência nas unidades de Urgência e Emergência (UE) das cinco distritais de saúde no município de Ribeirão Preto/SP. Os sujeitos foram profissionais da equipe de enfermagem (enfermeiro, auxiliar e técnico de enfermagem) que atuam nestas unidades. Foram selecionados 2 profissionais de cada categoria, a partir dos critérios de inclusão do estudo, sem considerar sexo, faixa etária e tempo de trabalho no serviço, totalizando 30 participantes. Os dados foram coletados por meio de entrevistas individuais semiestruturadas, conduzidas a partir de um roteiro norteador composto pelas variáveis (Processo de Gestão de Recursos Humanos (RH); Condição de Trabalho em Equipe e Qualidade do Cuidado Prestado) abordadas no estudo. Para análise dos dados utilizou-se análise de conteúdo, modalidade temática. Após análise dos dados, as categorias encontradas foram: TEMA 1 - Gerenciamento, organização e enfrentamento para a operacionalização do trabalho de enfermagem (Subtema 1 - Operacionalização da escala de trabalho frente ao desafio do quantitativo da equipe de enfermagem na unidade de UE; Subtema 2 - Reorganização do trabalho e a perspectiva dos trabalhadores frente à mudança para as 30h/semanais e a terceirização do serviço; Subtema 3 - Tempo de permanência do profissional no serviço; Subtema 4 - Comunicação como ferramenta para desenvolver o trabalho em equipe e gerenciar conflitos); TEMA 2 - Condições impostas ao trabalhador e sua influência no desenvolvimento do trabalho (Subtema 1 - Plano de carreira e salário como estimulantes para desenvolvimento do trabalho; Subtema 2 - Vínculo empregatício: vantagens e desvantagens; Subtema 3 - Educação permanente e sua importância para desenvolvimento do trabalho; Subtema 4 - Influência da estrutura física, materiais e equipamentos no cuidado) e TEMA 3 - Avaliação do serviço e da assistência prestada. No que diz respeito ao quantitativo de enfermagem disposto nas unidades, todos os entrevistados relatam que é um quantitativo razoável e que, em alguns momentos, se sentem sobrecarregados quando ocorrem ausências não previstas. Ao se tratar da terceirização das unidades estatutárias, relata-se que não houve comunicação prévia do evento e é visível a insegurança e frustração por parte dos entrevistados. Ressalta-se que a unidade terceirizada não sofreu mudanças em sua rotina. A rotatividade é presente nestas unidades de UE, sendo maior em determinada unidade e ocorre por inúmeros motivos, dentre eles, aposentadoria, transferência para Unidade Básica de Saúde (UBS), conflitos na equipe e/ou com pacientes, dentre outros. Todos os entrevistados sugerem que a comunicação é fundamental para o desenvolvimento do trabalho em equipe e é através dela que os conflitos possam vir a ser resolvidos. Neste momento, percebe-se, a partir das falas, que a comunicação é diferente entre as unidades e, portanto, existem níveis diferentes de conflitos entre as unidades. O município não possui um plano de carreira efetivo, portanto os entrevistados demonstram desmotivação para buscar novos conhecimentos. Quanto ao salário, estes têm a visão de que é razoável, sendo considerado elevado em relação às demais instituições de saúde do município, porém, defasado em relação à categoria profissional. Os profissionais terceirizados relatam uma certa insatisfação por trabalhar da mesma forma que os estatutários, recebendo um menor salário e sem os mesmos benefícios, o que nos leva à categoria vínculo empregatício, onde a estabilidade é abordada com visões positivas e negativas. Ao se tratar da visão negativa, os entrevistados sugerem que muitos colegas não sabem lidar com esse benefício, se ausentando do trabalho ou trabalhando de uma forma não adequada, prejudicando a rotina do serviço. No que tange à educação permanente, temos a diferença mais gritante do estudo, visto que os entrevistados estatutários relatam que não possuem a disponibilização, através da prefeitura, de cursos de atualização, capacitação e constante aprendizado enquanto que os terceirizados relatam atualizações constantes e apoio por parte da instituição com a qual eles estão vinculados. É unânime que todos os entrevistados consideram que a estrutura física, materiais e equipamentos interferem diretamente no cuidado. Ao serem questionados em relação à avaliação do cuidado prestado, eles o consideram bom, podendo ser melhor caso fossem disponibilizadas condições de trabalho mais adequadas. Considera-se o estudo como um possível instrumento de avaliação dos serviços prestados em unidade de UE, bem como das condições de trabalho fornecidas ao trabalhador e sua satisfação profissional

BigLaw Identity Capital: Pink and Blue, Black and White

This Article advances a new capital framework for understanding the bargain between large law firms and their lawyers, depicting BigLaw relationships not as basic labor-salary exchanges but rather as complex transactions in which large law firms and their lawyers exchange labor and various forms of capital — social, cultural, and identity. First, it builds on the work of Pierre Bourdieu regarding economic, cultural, symbolic, and social capital by examining the concepts of positive and negative capital, exploring the meaning of capital ownership by entities, and developing the notion of identity capital — the value individuals and institutions derive from their identities. Then, the Article advances a capital theory of BigLaw, in which large law firms and their lawyers engage in complex transactions trading labor, social, cultural, and identity capital for economic, social, cultural, and identity capital. Capital analysis sheds new light on the well-documented and troubling underrepresentation of diverse lawyers at BigLaw. It shows that the underrepresentation of women and minority lawyers is not solely the result of exogenous forces outside the control of large law firms such as implicit bias, but rather the outcome of the very exchanges in which BigLaw and its lawyers engage. Specifically, large law firms take into account the capital endowments of their lawyers in making hiring, retention and promotion decisions, and derive value from their lawyers’ capital, for example, by trading on the identity of women and minority lawyers in marketing themselves as being diverse and inclusive to clients and potential recruits. Yet, while BigLaw trades for the identity capital of women and minority lawyers, it fails to offer them opportunities in return to acquire the social and cultural capital necessary for attaining positions of power, resulting in underrepresentation. Moreover, these labor-capital exchanges are often implicit and made by uninformed participants, and therefore unjust. Exactly because the capital framework describes the underrepresentation of diverse lawyers at BigLaw as an endogenous outcome within the control of BigLaw and its lawyers, however, it is a cautiously optimistic model that offers hope for greater representation of diverse lawyers in positions of power and influence. The Article suggests policies and procedures BigLaw can and should adopt to improve the quality of the exchanges it offers to women and minority attorneys and to reduce the underrepresentation of diverse lawyers within its ranks. Employing the concepts of capital transparency, capital boundary, and capital infrastructure, it demonstrates how BigLaw can (1) explicitly recognize the roles social, cultural, and identity capital play in its hiring, retention and promotion apparatuses and (2) revise its policies and procedures to ensure that all of its lawyers have equal opportunities to develop the requisite capital and compete on equal and fair terms for positions of power and influence.

Industry Professionals Who Attain Leadership in Energy and Environmental Design (LEED) Accreditation: An Examination of Motivations in Human Resource (HR) Training and Development

Despite the economy, the green building industry continues to grow and drive the demand for environmentally conscious, highly skilled professionals (USGBC 2009). LEED Accredited Professionals (APs) have the knowledge and skills to meet such demand; however, information is limited regarding LEED APs or their motivations and expectations toward prospective employers. The author surveyed a sample of LEED Accredited architects and found a combination of job and personal factors motivated them to attain accreditation. LEED APs value both a competitive salary and commitment to sustainability in prospective employers. To attract, retain, and utilize LEED APs, executives in this industry must reexamine corporate culture, their willingness to pay for credentialing, and the alignment of their reputation with the desires of potential applicants.

Examining the University of Denver's Family Friendly Benefits Plans: A look at Creating More Family Friendly Benefits to Drive Employee Retention

In the latter half of the twentieth century the workforce dynamic changed when the number of women entering the workforce increased by record amounts. In direct opposition to this change was the inability of organizations to meet the needs of employees with childcare concerns. Organizations and employees alike are best served when policies, procedures, and benefits are implemented to achieve a positive work/life balance. Companies that institute benefits that are supportive to families observe decreases in turnover and increased employee retention. Employees who are offered family friendly resources have been known to stay with companies even when offered a higher salary elsewhere. Demonstrating that retention of valued employees is linked to an organizations ability to offer support for family needs.

Perceived emotional intelligence, general intelligence and early professional success: predictive and incremental validity

Although the study of factors affecting career success has shown connections between biographical and other aspects related to ability, knowledge and personality, few studies have examined the relationship be-tween emotional intelligence and professional success at the initial career stage. When these studies were carried out, the results showed significant relationships between the dimensions of emotional intelligence (emotional self-awareness, self-regulation, social awareness or social skills) and the level of professional competence. In this paper, we analyze the relationship between perceived emotional intelligence, measured by the Trait Meta-Mood Scale (TMMS-24) questionnaire, general intelligence assessed by the Cattell factor "g" test, scale 3, and extrinsic indicators of career success, in a sample of 130 graduates at the beginning of their careers. Results from hierarchical regression analysis indicate that emotional intelligence makes a specific contribution to the prediction of salary, after controlling the general intelligence effect. The perceived emotional intelligence dimensions of TMMS repair, TMMS attention and sex show a higher correlation and make a greater contribution to professional success than general intelligence. The implications of these results for the development of socio-emotional skills among University graduates are discussed.

General mental ability as moderator of personality traits as predictors of early career success

In this paper, we examine the effects of general mental ability (GMA) and the personality traits defined in the big five model on extrinsic and intrinsic indicators of career success, in a sample of 130 graduates who were in the early stages of their careers. Results from hierarchical regression analyses indicated that GMA does not predict any of the success indicators. In contrast, the combination of GMA and three of the Big Five Personality traits, conscientiousness, neuroticism, and openness, is significantly associated with greater early career success and has incremental predictive validity.

Does Trait Emotional Intelligence Predict Unique Variance in Early Career Success Beyond IQ and Personality?

In order to determine the contribution of emotional intelligence (EI) to career success, in this study, we analyzed the relationship between trait EI (TEI), general mental ability (GMA), the big five personality traits, and career success indicators, in a sample of 130 graduates who were in the early stages of their careers. Results from hierarchical regression analyses indicated that TEI, and especially its dimension “repair,” has incremental validity in predicting one of the career success indicators (salary) after controlling for GMA and personality. These findings provide support for the use of TEI measures as predictors of career success in the early stage.

Drafts of letter regarding a teaching position, [1797 August 3]

Two incomplete drafts of a letter to an unidentified recipient regarding the salary for a teaching position with the Academy at Jamaica in New York City.

Accounts with Harvard College, 1719-1722

The thin paper-covered notebook contains the Steward's accounts with Harvard College kept by Steward Andrew Bordman II from 1719-1722. Arranged by quarters, the entries list money collected by the Steward from students, and money paid for food supplies, household provisions, the Butler's salary, and for services provided to the College.

Ledger, 1795-1804

The large leather-bound volume contains a final monthly accounting of Steward Gannett's financial transactions from December 1795 through September 1804. The journal records four types of transactions: "Sundry accounts dr to Treasury," "Cash dr to sundry accounts," "Treasury dr to sundry accounts," and Treasury Dr to Treasury orders." The pages are arranged into columns for account numbers, transaction descriptions, and associated amounts. The entries reflect the movement of funds between the Steward's cash and sundry accounts and the Treasury. Transaction descriptions include student names and amounts based on quarterly bills, specific scholarship and salary allocations, and the names of individuals paid for services, from wood suppliers to medical instructors.

Tutors grants for £77.8.4, 1773

Handwritten receipt signed by Joseph Willard, John Marsh, John Marsh, Andrew Eliot Jr., John Wadsworth, and S. Hall acknowledging money received between August 20th and 23rd, 1773. A handwritten transcription of the Corporation vote on September 7, 1772 that, "the Tutors be allowed in addition to their salary twenty pounds," is signed as a true copy by President Samuel Locke at the beginning of the document.

[Notes from the minutes of the Board of Overseers, ca. 1799]

Small notebook containing handwritten entries of actions for the years 1718-1799 recorded in Volumes I-IV of the Harvard Board of Overseers formal meeting minutes. The entries note the appointment of Committees of inquiry and votes related to salary increases and allowances.

Letter from Judah Monis to the Harvard Corporation, 1735 October 3

Two folio-sized leaves containing an October 3, 1735 letter from Judah Monis to the Harvard Corporation requesting an increased "reward" for the Hebrew Grammar and an increased salary. The document includes a financial outline of a "Scheme for 30 Years."