Confiança na gestão de equipes de alto desempenho da indústria farmacêutica

Na indústria farmacêutica (IF) são fundamentais as relações de confiança nas equipes de trabalho em todos os níveis. Há um forte impacto das mudanças, e da consequente incerteza, na confiança entre as equipes e sua motivação. Na produção acadêmica recente, as relações entre confiança e desempenho são exploradas e, particularmente, temos os resultados da primeira pesquisa feita no Brasil para mensurar os níveis de confiança interpessoal, indicadores de confiança e comprometimento dos colaboradores dentro de grandes empresas privadas. As empresas estudadas, e comparadas pelo Prof. Zanini, foram representantes da “nova” e “velha” economia, entre as quais os grandes diferenciadores são a gestão do conhecimento e o nível de incerteza decorrente das frequentes mudanças. Estes são pontos que aproximam as empresas da indústria farmacêutica de pesquisa às da “nova” economia segundo a abordagem proposta na pesquisa do Prof. Zanini. As empresas da indústria farmacêutica estarão implementando mudanças importantes em sua forma de conduzir o negócio, principalmente no que toca à comunicação, promoção e gestão das equipes comerciais nos próximos anos e este parece ser um momento particularmente interessante para uma pesquisa como esta. O objetivo deste trabalho foi determinar o nível de similaridade das equipes de propaganda (comerciais) do segmento de produtos biológicos (vacinas) de uma grande empresa multinacional da indústria farmacêutica de pesquisa, com os as equipes de empresas da nova economia. Pretendemos mensurar os níveis de confiança interpessoal, indicadores de confiança e comprometimento dos componentes das equipes comerciais da empresa, com vistas a examinar os efeitos das incertezas institucionais sobre os mesmos. As ferramentas de pesquisa foram: um formulário previamente validado aplicado aos 56 membros da força de vendas de uma área específica da empresa; dados públicos e privados da empresa (que permanecerá identificada como Empresa “J”) e entrevistas em profundidade com os gestores-chave da equipe sob avaliação: gerentes nacionais e distritais da força de vendas. Foi encontrada alguma similaridade entre os índices das empresas da “velha” economia e os da empresa “J”, para a maioria das avaliações. Entretanto, alguma semelhança entre os índices da Empresa “J” e os das empresas da “nova” economia também foi evidenciada, sobretudo na avaliação dos gerentes desta. Isto poderia indicar o impacto de algumas medidas implementadas pela Empresa “J” mais recentemente, que podem ter colaborado na geração de um ambiente de incerteza institucional e instabilidade. A partir da obtenção e comparação destes índices, são propostas considerações sobre as mudanças ocorridas nos contratos relacionais de trabalho dentro da Empresa “J” nos últimos anos e sobre as dinâmicas aparentes nas relações de sua equipe comercial.

Polícia em Moçambique: padrões e experiências de formação de jovens policiais (1975-2011)

Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq)

Resistência da seringueira ao mal das folhas e modelagem no patossistema Hevea sp. – Microcyclus ulei através dos parâmetros monocíclicos

Pós-graduação em Ciência Florestal - FCA

Teoria dos Jogos aplicada à inteligência competitiva organizacional no âmbito da Ciência da Informação

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)

Talent Management in Higher Education: Developing Emerging Leaders Within the Administration at Private Colleges and Universities

This research focused on identifying a series of successful practices relating to administrative talent management within the higher education setting. The field study included a thorough examination of seven small to mid-size private colleges and universities that have incorporated employee development strategies. These strategies were aimed at growing future leaders from within the organization in order to achieve continuity and support institutional priorities. Specifically, several focus areas were investigated including presidential vision, leadership commitment, talent management’s place among institutional priorities, program characteristics, and program evaluation. Among the commonalities that were gathered included support at the senior officer level who serve as advocates, mentors, and program facilitators, a strong connection between talent management and the institutions’ strategic plans, and a holistic approach to developing talent at all levels of the organizations. In addition, both coaching and opportunities for growth in the work environment were evident within several of the institutions. Also, academic leadership development was considered to be a part of the talent management strategy within three of the colleges and universities. The key differentiators included the incorporation of organizational and leadership competencies to provide focus toward the performance development process at two institutions, the implementation of a succession planning model at another institution, and the location of human resource generalists in departments across two of the institutions to identify learning opportunities for both individuals and work teams. Based on both the findings from the field study and the literature review, a comprehensive procedural model is introduced that serves to support human resource departments and higher education professionals, in general, who are looking to either begin or broaden their own talent management approach. However, despite the progress that has been made across several institutions noted throughout the research study, much more must be learned in terms of how the time and resources invested in talent management translates to institutional success. Advisor: James O‘Hanlon

User experience design

Inmersos en un mundo digital en el que participan cada vez más personas con diferentes niveles de experiencia en tecnología, ha aparecido la necesidad de diseñar las aplicaciones pensando en el usuario. El principal problema que un desarrollador se encuentra hoy en día es la falta de tiempo o agilidad para conceder al usuario una experiencia a medida. Muchas empresas han conseguido destacar en un mundo donde la competencia es muy grande gracias al aporte de valor añadido de una buena experiencia de usuario. Empezando por el análisis psicológico y las reacciones que tenemos cuando estamos interactuando con un sistema digital se intenta conseguir un método para diseñar la experiencia de usuario de un modo satisfactorio para ambas partes. Con el objetivo de probar el método diseñado, en el cual se incorporan muchas técnicas de otros métodos, se diseña parte de la experiencia de usuario de “ESEM 2014”, una de las conferencias informáticas más importantes del norte de Italia. Los resultados obtenidos en este trabajo son muy favorables, ya que mejoran substancialmente el resultado final y permiten al desarrollador seguir mejorando la aplicación hasta el momento y objetivo deseado. Resumen Español---ABSTRACT---In a world where more people with different level of expertise is engaging with technology, designing for the user has become one of the main concerns for the developers. Lack of time or agility are the main problems from the developers’ point of view in order to provide a good user experience. One of most important differentiators for companies is the provided experience as the technology and knowledge is highly available for everyone. The main goal of this project is to compose a method to include experience design in current agile development where short iterations is the main characteristic. In order to test the designed method, were many parts of other techniques have been included, part of the “ESEM 2014” conference has been designed. The results achieved with this guidelines has been very positive from both sides of the development, users and developers. Having short iterations allows improvement until the desired experience is achieved.

Ultrafast all-optical Nth-order differentiator based on chirped fiber Bragg gratings

In this letter we present a technique for the implementation of Nth-order ultrafast temporal differentiators. This technique is based on two oppositely chirped fiber Bragg gratings in which the grating profile maps the spectral response of the Nth-order differentiator. Examples of 1st, 2nd, and 4th order differentiators are designed and numerically simulated.

First order optical differentiator based on an FBG in transmission

Optical differentiators constitute a basic device for analog all-optical signal processing [1]. Fiber grating approaches, both fiber Bragg grating (FBG) and long period grating (LPG), constitute an attractive solution because of their low cost, low insertion losses, and full compatibility with fiber optic systems. A first order differentiator LPG approach was proposed and demonstrated in [2], but FBGs may be preferred in applications with a bandwidth up to few nm because of the extreme sensitivity of LPGs to environmental fluctuations [3]. Several FBG approaches have been proposed in [3-6], requiring one or more additional optical elements to create a first-order differentiator. A very simple, single optical element FBG approach was proposed in [7] for first order differentiation, applying the well-known logarithmic Hilbert transform relation of the amplitude and phase of an FBG in transmission [8]. Using this relationship in the design process, it was theoretically and numerically demonstrated that a single FBG in transmission can be designed to simultaneously approach the amplitude and phase of a first-order differentiator spectral response, without need of any additional elements. © 2013 IEEE.

Advanced FBG structures designed and fabricated for optical signal processing

We review our recent research on the design and fabrication of advanced fiber Bragg grating structures for optical signal processing. FBG based processors including optical differentiators, pulse shapers and modulation format converters are discussed. © 2015 OSA.