Intention recognition, commitment and their roles in the evolution of cooperation

Disserta����o para obten����o do Grau de Doutor em Inform��tica

Organizational culture influence on information quality - use of business intelligence systems relationship: portuguese context

Disserta����o apresentada como requisito parcial para obten����o do grau de Mestre em Estat��stica e Gest��o de Informa����o

What makes a good team? : Following the example of sport teams

A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA ��� School of Business and Economics

Improvements in the geocoding process in organizational environments

Disserta����o para obten����o do Grau de Mestre em Engenharia Inform��tica

The institutions of archaic post-modernity and their organizational and managerial consequences: The case of Portugal

The long march of modernization of the Western societies tends to be presented as following a regular sequence: societies and institutions were pre-modern, and then they were modernized, eventually becoming post-modern. Such teleology may provide an incomplete or distorted narrative of societal evolution in many parts of the world, even in the ���post-modern heartland��� of Western Europe, with Portugal being a case in point. The concept of archaic post-modernity has been developed by a philosopher, Jos�� Gil, to show how Portuguese institutions and organizations combine elements of pre-modernity and post-modernity. The notion of an archaic post-modernity is advanced in order to provide an alternative account of the modernization process, which enriches discussion of the varieties of capitalism. Differences in historical experiences create singularities that may be considered in the analysis of culture, management and organization.

CSR practices and labor retention: How can these variables be related?

A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA ��� School of Business and Economics

Analyzing the impact of HRM Systems on the organizational climate, culture and outcomes: The mediating role of HMR Strength, organizational climate and culture

A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA ��� School of Business and Economics

Corporate social responsibility: How internal and external CSR perceptions influence employee outcomes

A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA ��� School of Business and Economics

Avalia����o da cultura de seguran��a do doente em meio hospitalar : investiga����o a����o numa unidade de radioterapia

RESUMO Introdu����o e objetivos As organiza����es internacionais respons��veis pela Qualidade na Sa��de e Seguran��a do doente (Organiza����o Mundial da Sa��de, Uni��o Europeia), recomendam aos Estados membros a avalia����o da cultura de seguran��a, como condi����o essencial para se introduzir mudan��as nos comportamentos dos profissionais e nas organiza����es prestadoras de cuidados de sa��de, e alcan��ar melhores n��veis de seguran��a e de qualidade nos cuidados de sa��de prestados aos doentes. Constitui objetivo geral deste trabalho contribuir para a implementa����o da cultura de seguran��a do doente nos profissionais envolvidos na presta����o de cuidados de sa��de, concorrendo para a avalia����o da cultura de seguran��a do doente e, consequentemente para a garantia da qualidade dos cuidados prestados. Metodologia 1�� fase ��� pr��-estudo: atrav��s da revis��o de literatura identificamos o instrumento mais adequado para avaliar a cultura de seguran��a do hospital, traduzimos e valid��mos o instrumento. 2�� fase ��� desenvolvemos um estudo explorat��rio-descritivo, transversal, retrospetivo, em 3 hospitais portugueses e um estudo explorat��rio-descritivo, longitudinal, prospetivo, de investiga����o-a����o, numa unidade de radioterapia. Resultados O Hospital Survey on Patient Safety Culture �� o instrumento que revela as adequadas caracter��sticas para a avalia����o da cultura de seguran��a nos hospitais portugueses. No que diz respeito �� avalia����o da cultura de seguran��a em tr��s hospitais portugueses, podemos destacar que o trabalho em equipa, a expectativas do supervisor e a aprendizagem organizacional s��o as dimens��es com melhores resultados apesar da frequ��ncia das notifica����es e das respostas ao erro n��o punitivas apresentarem os piores resultados. Verificou-se que a URT se encontra em franca evolu����o, o que se torna vis��vel sobretudo na ades��o �� notifica����o que aumentou �� medida que o tempo foi passando. O envolvimento de todos no desenho da interven����o e nas atividades a decorrer na unidade, foi preponderante para a melhoria da seguran��a do doente. Conclus��es Temos consci��ncia que existem muitas quest��es por responder e que na realidade n��o h�� receitas nem diretrizes que possam afirmar que existem rela����es de causalidade, confrontando uma determinada a����o com a consequente mudan��a cultural. No entanto, estamos convictos que o envolvimento de todos os membros da organiza����o/unidade, o compromisso forte da lideran��a, uma comunica����o efetiva e uma notifica����o n��o punitiva s��o ingredientes essenciais para a melhoria cont��nua da cultura de seguran��a do doente.

On an organizational level: How can the emergency department at Rouge Valley Centenary hospital improve their wait times?

The prolonged wait times may arguably put into question the Canadian Health Act of 1984. Statistics show throughput wait times are 5.5 hours and output wait times for admitted patients are 32.4 hours. After probing and analyzing best practices through a qualitative/quantitative Value Stream Mapping and a qualitative SWOT Analysis; Team Triage and an Overcapacity Protocol is suggested to improve non-admitted patients wait times by 1.89 hours and admitted patients wait times by 16 hours by eliminating wasteful steps in the patient process and upon overcapacity, effectively sharing already stabilized and admitted patients with all wards in the hospital.

Work satisfaction and affective commitment of classical musicians: The European Union Youth Orchestra

This work project investigates career paths in the music field, by testing the application of general career and social theories for musicians. Using a sample from the European Union Youth Orchestra��� Alumni, the Boundaryless Career Theory, Intelligent Career Framework and Social Identity Theory were analysed through the impact on individual outcomes - musicians��� Overall work satisfaction and Affective commitment to the orchestra. Results suggest support for the three theories, and show their applicability for classical musicians��� careers.

(Un)ethical leadership, organizational identification and sensemaking: the BES case and its impact on employees

This paper provides an ongoing analysis to one of the biggest ethical and financial scandals in Portugal ��� Banco Esp��rito Santo (BES). BES was considered one of the three best banks but it went bankrupted and its employees were transferred to a new entity ��� Novo Banco. This study was conducted in order to provide an understanding of the employees��� side, which has been forgotten so far. An ethical scandal (sensebreaking) creates ambiguity and uncertainty which triggers new sensemaking processes in order to understand and derive meaning from the new reality. The methodology followed was semi-structured interviews to employees both from the branches and the central services. We found evidence that in organizations with strong identification, unethical behavior has a significant impact on followers��� ��� the new process of sensemaking is particularly important in this situation because employees suffer more from the disruption of their reality.

Leadership in Angola and Mozambique: How Portuguese leaders overcome the human resources challenge and contribute to organizational success

This Work Project presents human resources as one of the major challenges that Portuguese leaders meet in Angola and Mozambique. The main goal is to understand the role of leaders in translating this challenge into benefits for their own business and the African society. To conduct this study 13 leaders who work in Portugal and Africa were interviewed. Then, a framework was constructed based on the two ways these leaders recognize the importance of their employees for sustainable growth ��� financial incentives or/and personal development. The main conclusion here is that individually, incentives and personal development are not effective methods. Because of this, an employee empowerment process is proposed that encloses both, along with the leaders��� personal qualities needed to implement that ���ideal��� process.

How servant leadership is perceiver by leaders and followers in a Portuguese organizational context

Servant leadership theory has been the subject of great academic discussion, namely in what concerns reaching a consensus for its definition. As many frameworks have been designed in order to define the servant leader���s characteristics, we based ourselves in van Dierendonck���s review and synthesis on servant leadership (2011) to assess how it is perceived in a Portuguese organizational context. After performing several interviews in a private health care organization, we conclude that the perception of servant leadership is generally positive and that its characteristics seem to be in line with academic literature. However, some issues arose such as a seemingly lack of relevance given to authenticity and humility, the latter being a unique attribute of servant leadership. Also, we found a discrepancy between hierarchical levels��� perception of servant leadership characteristics as well as questioning if an over emphasis on service can diminish the servant leader���s impact on organizational performance.

Critical incident study on forgiveness in the organizational context

Forgiveness has been subject of interest, mainly in the psychology fields of study. Relatively to the organizational context, this topic has been somehow put aside and settled as something that is purely an intra-individual phenomenon which organizations cannot force, or even stimulate. As conflicts are common within organizations and being often difficult to overcome, eyes have turned into the role forgiveness might take in this scenario. Despite forgiveness being accepted as an intrapersonal decision and a result of predisposition as it is a result of education and culture. This study, as some already done, refuses to accept forgiveness as an unchangeable behavior that cannot be manipulated or induced by managers or by organizational context. Therefore, offering a set of incidents as well as their classification, that have been identified by individuals performing different types organizational roles in different organization which is believed as being a genuine way of delivering to the reader a set of actions and behaviors that if taken, may incentivize or inhibit forgiveness.