O SENTIDO DO TRABALHO PARA A GERAÇÃO Y: UM ESTUDO A PARTIR DO JOVEM EXECUTIVO

O presente trabalho tem como objetivo construir conhecimentos e saberes em relação ao perfil do jovem executivo pertencente à geração Y e identificar o que esse jovem valoriza na construção de vínculos com a organização, qual o significado do trabalho para esta geração que vive num novo cenário mundial constituído a partir da globalização e do avanço da tecnologia. Para atender a este objetivo foi utilizada uma pesquisa exploratória a partir de uma amostra indicativa e intencional sendo o objeto de interesse deste estudo, jovens executivos nascidos após 1978 que ocupam posições de liderança. Utilizaram-se dois instrumentos para coleta de dados: a entrevista em profundidade e a aplicação de uma ferramenta para reconhecimento do perfil cognitivo, denominado MEP Mapa Estratégia Profissional. Às análises dos instrumentos foram acrescidas de um referencial teórico e de estudos publicados no campo da ciência da administração, da psicologia e da sociologia. O diálogo interdisciplinar entre a teoria e os dados de campo evidenciou que esta geração expressa o comportamento de forma diferente das gerações anteriores visto terem nascido e terem sido criados num contexto de mudanças constantes e aceleradas e que o trabalho, para este grupo, é só um meio para alcançar seus objetivos pessoais e não o fim. Demonstram comprometimento com as organizações desde que reconheçam nesta a presença de valores como justiça e lealdade praticados por uma liderança legitimada, que tem em sua pauta, a orientação e o acompanhamento destes jovens.(AU)

The role of lipids in mechanosensation

Acknowledgements: This work was supported by Wellcome Trust grants WT092552MA (J.H.N. and I.R.B.), Senior Investigator Award WT100209MA (J.H.N.), 093228 (T.K.S.) and 092970 (M.S.P.S.), and Biotechnology and Biological Sciences Research Council grants BB/I019855/1 (M.S.P.S.), BB/H017917/1 (J.H.N. and I.R.B.) and BB/J009784/1 (H.B.). We acknowledge the Diamond Light Source for beam time. I.R.B. is supported as a Leverhulme Emeritus Fellow. J.H.N. is supported as a Royal Society Wolfson Merit Award holder and as a 1000 Talent Scholar at Sichuan University. A.C.E.D. was supported by an Engineering and Physical Sciences Research Council Systems Biology Doctoral Training Centre student fellowship. We thank R. Phillips, A. Lee and S. Conway for helpful discussions.

Enzymatic Macrocyclization of 1,2,3-Triazole Peptide Mimetics

Funded by European Research Council. Grant Number: 339367 UK Biotechnology and Biological Sciences Research Council. Grant Number: K015508/1 The Wellcome Trust. Grant Number: 094476 EPSRC Acknowledgements This work was supported by the European Research Council (339367), UK Biotechnology and Biological Sciences Research Council (K015508/1), The Wellcome Trust (TripleTOF 5600 mass spectrometer (094476), the MALDI TOF-TOF Analyser (079272AIA), 700 NMR) and the EPSRC UK National Mass Spectrometry Facility at Swansea University. J.H.N. is a Royal Society Wolfson Merit Award Holder and 1000 talent scholar at Sichuan University.

Human Resources (HR) in the Age of Technology: An Examination of the Relationship Between HR and Technology

Technology helps the Human Resources (HR) department drive for strategic relevance. These two departments are successfully collaborating on major projects in such business-critical areas as e-recruiting, self-service, training, compensation and talent management. Technology is critical in helping increase efficiency, increase attraction and retention, reduce administration and cut costs. In recent years, HR information systems (HRIS) have become more important than ever, this time as an essential part of a company's information security and knowledge fields. Ill-suited benefits and disorganized resources are history; now is the time for customized, dynamic plans and connected systems. Employees will appreciate the HRIS, business will benefit from the HRIS and the HR department will no longer have to be the ugly duckling of the company.

Contributing Factors in Corporate America's Implementation of Policies and Procedures That Protect and Enhance the Work Experience for Gay, Lesbian, Bi-sexual and Transgender (GLBT) Employees: An Examination of Corporate GLBT Initiatives

Business organization executives today are routinely challenged to attract and retain key talent and employ innovative techniques to expand their consumer-base. Moreover, these executives have advanced their business initiatives to include workplace equality initiatives with a motivation to attract and retain key talent. In this research the author examined the contributing factors that lead executives in corporate America to implement Gay, Lesbian, Bisexual, and Transgender (GLBT) initiatives as business strategies. The case study methodology applied in this examination illustrated that the implementation of GLBT initiatives can increase a business organization's ability to attract and retain key talent, and increase employee work productivity while expanding the consumer base. Therefore, the business organization's competitive advantage in the marketplace is increased.

Employee Motivation: Effective Incentives Targeted at Keeping the Baby Boomers in the Workplace beyond Normal Retirement Age

The impending mass retirement of the Baby Boom generation in the United States may cause a drastic talent drain. Companies should pay attention to this upcoming problem now to alleviate an exodus by encouraging Baby Boomers to continue working past their normal retirement age. One solution is to offer them effective incentives. The most compelling incentives for Baby Boomers are the ability to choose their own hours (how many hours they wish to work, and when they wish to work them), the ability to telecommute from wherever they choose, and the offer of extra health care benefits.

Alternative Cost-Effective Employee Motivators

Traditionally, the awarding of cash bonuses has been one of the primary tools utilized by organizational leaders to increase employee motivation. Recent research has indicated that cash awards may successfully motivate employees. The same research presents alternative, effective techniques that have been demonstrated to improve employee motivation and performance. Results of the 2010 Society for Human Resource Management survey highlight respondents' opinions regarding alternate employee motivators in the United States. The results strongly suggest that alternate cost-effective employee motivators may be as effective as cash rewards. The results of this Capstone will demonstrate that innovative, cost-effective methods can be used by organizations to retain employees. This paper will address specific areas of research including talent management, leadership, communication, and recognition.

An Investigation of Electronic Recruitment in Germany: Toward Efficacy and Opportunities

Globalization and the spread of Information and Communication Technology (ICT), particularly Internet usage, have changed the practice of recruiting employees. The Internet has become an integral part of Human Resource (HR) talent management, and as a result, a majority of business organizations in Germany have adopted an online recruitment initiative. However, technology alone no longer provides a competitive advantage. To meet their talent requirements, business organizations have turned to recruiting alternatives such as electronic recruitment or e-recruitment, which is a form of recruitment using electronic media tools to attract, hire, and retain job seekers. In this investigation, the author examined the efficacy and opportunities of e-recruitment in medium-sized German business organizations.. The author determined that many medium-sized German companies are using the Internet to recruit online but not effectively enough to create and maintain a sustainable strategic advantage. The author concluded that several areas for improvements exist in e-recruitment processes.

Managing Layoff Survivors

‰Û÷Survivor syndrome' or negative consequences of a layoff on survivors is the key reason why layoffs fail. This Capstone Project draws on downsizing-related research and proposes a customizable plan to revitalize the surviving workforce after a downsizing initiative. The plan divides downsizing-related interventions into three phases: pre-downsizing, day of the announcement, and post-downsizing. Key elements of this plan include linking the plan to a revised vision, detailed planning of the process, open, two-way communication systems, employee involvement in all stages of the process, respectable treatment of departing employees, plans to support survivors, training frontline managers, and implementing a top talent retention strategy. The Capstone also addresses roles and responsibilities of leaders, HR professionals, and managers in the survivor management process.

Is the date of birth an advantage/ally to excel in handball?

The Relative Age Effect (RAE) has been analyzed in a population of Spanish international handball players (n=161) divided into four different levels: Senior, Junior, Juvenile and Promising Talents. The variables registered were quarter, half year and year of birth using the initial information of their date of birth. The data were collected from the Royal Spanish Handball Federation on-line data base. The statistical method used was the χ2 and the minimum level of significance was set at p<0.05. The total results on distribution by quarter show a significant difference (χ2= 21.68; p<0.01) with a greater frequency of players born in the first quarter (40.37%) compared to those born in the second (22.36%), third (16.15%) and fourth quarter (21.12%). The total results on the distribution of birth date by half year show a significant difference (χ2= 10.44; p<0.01) with a greater frequency of players born in the first half of the year (62.73%). With regard to the rate of births registered in an even numbered or odd numbered year there are significant differences when the rates for an even numbered year (64.60%) and an odd numbered year (35.40%) are compared with those of the general population (χ2= 13.72; p<0.001). Based on the data collected and analyzed it can be concluded that there is a RAE in the basic categories of the Spanish national men’s handball teams according to quarter, half year and year of birth (even or odd numbered), but there exists little knowledge about the causes and consequence which may be produced by, or derive from, this effect.

La gastronomía como Industria Creativa en un contexto digital. Análisis de webs y redes sociales de los restaurantes españoles con estrella Michelin

En los últimos años es evidente el éxito creciente de la gastronomía, no sólo como mercado económico sino también desde una perspectiva comunicativa. Entendida como una Industria Creativa, la gastronomía está adquiriendo cada vez más peso en el mercado de la comunicación y se están desarrollando planes estratégicos que acercan progresivamente el sector gastronómico a todos los públicos, democratizando el arte de la cocina y haciendo de éste un talento accesible y disponible para todos los públicos. En pleno contexto de crecimiento, las estrategias y recursos comunicativos que utilizan tanto los mass media como los propios restaurantes y profesionales de la cocina, se han de convertir en objeto de estudio necesario para entender, por ejemplo, de qué manera se explotan los recursos comunicacionales y cuál es el alcance de los mismos así como sus oportunidades. El presente artículo se centra en un análisis de contenido de las páginas webs y las redes sociales utilizadas por los ocho restaurantes españoles galardonados con tres estrellas por la Guía Michelin España-Portugal (2014), sometidos a estudio en la misma semana (del 15 al 21 de septiembre). El objetivo principal es tratar de conocer estrategia de comunicación online llevada a cabo por estos restaurantes y establecer la importancia que se les atribuye a los recursos web a la hora de contribuir tanto a la consolidación de sus propias marcas como a la propia Industria Creativa gastronómica. Los resultados muestran cierta disparidad en el uso tanto de los recursos web como de los social media y avanzan que el sector gastronómico y de la restauración española tiene un reto: seguir comunicando implicándose en mayor medida con la bidireccionalidad e invitación a la participación de sus públicos, con el objetivo de captar nuevos contactos, fidelizar a los clientes actuales y convertir a todos ellos en prescriptores de sus servicios.

Empowering global software development with business intelligence

Context: Global Software Development (GSD) allows companies to take advantage of talent spread across the world. Most research has been focused on the development aspect. However, little if any attention has been paid to the management of GSD projects. Studies report a lack of adequate support for management’s decisions made during software development, further accentuated in GSD since information is scattered throughout multiple factories, stored in different formats and standards. Objective: This paper aims to improve GSD management by proposing a systematic method for adapting Business Intelligence techniques to software development environments. This would enhance the visibility of the development process and enable software managers to make informed decisions regarding how to proceed with GSD projects. Method: A combination of formal goal-modeling frameworks and data modeling techniques is used to elicitate the most relevant aspects to be measured by managers in GSD. The process is described in detail and applied to a real case study throughout the paper. A discussion regarding the generalisability of the method is presented afterwards. Results: The application of the approach generates an adapted BI framework tailored to software development according to the requirements posed by GSD managers. The resulting framework is capable of presenting previously inaccessible data through common and specific views and enabling data navigation according to the organization of software factories and projects in GSD. Conclusions: We can conclude that the proposed systematic approach allows us to successfully adapt Business Intelligence techniques to enhance GSD management beyond the information provided by traditional tools. The resulting framework is able to integrate and present the information in a single place, thereby enabling easy comparisons across multiple projects and factories and providing support for informed decisions in GSD management.

Developmental Profiles of Successful High School Coaches

The purpose of this exploratory study was to compare the developmental profiles of successful high-school sport coaches, and to determine if elements of a coach’s developmental profile were associated with coaching success. Sixteen high-school coaches in the United States – nine who coach basketball and seven cross-country running – participated in structured retrospective quantitative interviews. All coaches had accumulated extensive experience as an athlete (M = 19.6 seasons; 2,428.8 hours) and were better than average athletes in relation to their peers. Positive significant relationships were found between time (seasons and hours) spent as an athlete in the sport that the participants now coach and five measures of coaching success. The results are discussed in relation to the ongoing dialogue about coach development, coaching effectiveness, and coach education.

ISSP Position Stand: To Test or Not to Test? The Use of Physical Skill Tests in Early Phases of Sport Development

A Searching for talent and the assessing ability in young prospects from individual and team sports often include measurement, analysis, and evaluation of physical and motor skills. The use of these tests in early stages of talent development has been widely observed in both female and male prospects. The purpose of this paper is to review a series of studies conducted on talented and less-talented athletes/ players that were aimed at distinguishing between the two groups and at predicting the athletes’/players’ future achievements/success. Thirteen studies examining the use of physical and motor skill tests in young prospects are reviewed. Based on this review, four main observations are highlighted and a number of benefits and limitations associated with the use of such tests are discussed. It is recommended that (1) coaches reduce the number of batteries of physical and motor skill tests used in early phases of talent development and (2) coaches and sport scientists specializing in measurement and evaluation cooperate in order to improve the effectiveness of the application and interpretation of physical skill tests given to prospects at early stages of talent development.

Sport-Specific Practice and the Development of Expert Decision-Making in Team Ball Sports

The role of sport-specific practice in the development of decision-making expertise in the sports of field hockey, netball, and basketball was examined. Fifteen expert decision-makers and 13 experienced non-expert athletes provided detailed information about the quantity and type of sport-specific and other related practice activities they had undertaken throughout their careers. Experts accumulated more hours of sport-specific practice from age 12 years onwards than did non-experts, spending on average some 13 years and 4,000 hours on concentrated sport-specific practice before reaching international standard. A significant negative correlation existed between the number of additional activities undertaken and the hours of sportspecific training required before attaining expertise, suggesting a functional role for activities other than sport-specific training in the development of expert decision-making.