Determinant factors of the implementation of the balanced scorecard in Portugal: empirical evidence in public and private organizations

In this article we aim to identify and analyze a set of variables that can potentially influence the adoption of the Balanced Scorecard (BSC)in Portugal. Hypotheses were tested using data obtained from a questionnaire sent to 591 publicly-owned organizations (local governments, municipal corporations and hospitals) and 549 privately-owned organizations (large companies and small and medium enterprises) in Portugal, with an overall response rate of 31.3%. The results allow us to conclude that although the majority of respondents claimed to know the BSC, its use in Portugal is still limited and very recent, particularly in the public sector organizations. However, it should be noted that its use has increased in Portugal in recent years. Using as theoretical framework the contingency and institutional theories, we found that decentralization, vertical differentiation and the degree of higher education are associated with the implementation of the BSC.

A rela����o entre a performance ambiental e a performance financeira das empresas

This study examines the relationship between the environmental performance and the financial performance of Portuguese corporations, based on a sample of 35 stocks listed in the Euronext Lisbon stock exchange, for the period from 2000 to 2004. Corporate environmental performance is measured by an analysis of the environmental information disclosed in 2003 corporate annual financial reports. Stock market-based measures, such as return, risk and risk-adjusted return measures, are used to evaluate corporate financial performance, for the 5 years observation period. We use the portfolio studies and contingency tables methodology to evaluate the relationship between corporate environmental disclosures and corporate stock market performance. The empirical results suggest that companies that do not disclose environmental information have a superior financial performance ��� as measured by return, risk and risk-adjusted return ��� than those that disclose environmental information. In particular, companies with better environmental reporting, which disclose qualitative and quantitative environmental information, are the ones with worse financial performance. Nevertheless the differences found in financial performance are not statistically significant. The empirical results are thus adverse to the more recent view of environmental performance as a competitive advantage, maybe due to the still relatively small importance of environmental issues to companies and investors.

Financial strategies for minimizing corporate income taxes under Brazil's new global tax system

In 1996, Brazil adopted a worldwide income tax system for corporations. This system represents a fundamental change in how the Braz��lian government treats multinational transactions and the tax minimizing strategies relevant to businesses. In this article, we describe the conceptual basis for worldwide tax systems and the problem of double taxation that they create. Responses to double taxation by both the governments and the priva te sector are considered. Namely, the imperfect mechanisms developed by Brazil and other countries for mitigating double taxation are analyzed. We ultimately focus on the strategies that companies utilize in order not only to avoid double texetion, but also to take advantage of tax havens.

The relevance of subsidiary initiatives for Brazilian multinationals

The purpose of this paper is to analyze relationship patterns between headquarters and subsidiaries of Brazilian Multinationals Enterprises (BrMNEs). The key construct for that investigation is Subsidiary Initiative, which comprises Subsidiary Entrepreneurial Orientation, Autonomy, Integration, Local Competitive Context and Business Network. A survey was carried out in a sample of 65 subsidiaries of 29 BrMNEs. The main outcome is that subsidiaries are highly integrated and receive Entrepreneurial Orientation from Headquarters (HQs), but Initiative is limited. Actually, the main determinants of subsidiary's initiatives are Local Context and Business Networking in the host country. This apparent paradox may be explained by what we call 'rebellious subsidiaries', which take initiatives based on their business environment and connections, regardless of their HQs' directions or delegation of autonomy.

Indicadores avan��ados para o investimento directo estrangeiro: aplica����o ao caso portugu��s

RESUMO:O investimento directo estrangeiro tem sido um dos factores com maior import��ncia, no crescimento econ��mico dos pa��ses em desenvolvimento, por contribuir para financiar o d��fice da balan��a corrente com o exterior, em particular a balan��a comercial. Num ��mbito mais microecon��mico �� um forte gerador de emprego, proporciona avan��os tecnol��gicos importantes, permitindo a partilha de conhecimentos das tecnologias, o conhecimento de novas formas de gest��o e novas formas de marketing. Este trabalho tem como objectivo principal, identificar potenciais vari��veis como indicadores avan��ados para o investimento directo estrangeiro, de modo a antecipar poss��veis tend��ncias para a sua evolu����o. Para alcan��ar este prop��sito recorreu-se aos Modelos Autoregressivos Vectoriais (VAR) e �� causalidade de Granger com base em dados mensais para o per��odo de Janeiro de 1996 a Setembro de 2010. Foram consideradas vari��veis essenvialmente macroecon��micas, tanto do lado da economia receptora como dos pa��ses investidores, de modo a reflectirem a actividade econ��mica ao longo do per��odo de estudo. ABSTRACT: The foreign direct investment, has been one of the main factors in the economical development for the countries that are in a process of developing, because it allows the generation of new investments and generate money from the return of the investment, as well as it creates new opportunities for the employment. It allows important technologic advances with the share of the technology Knowledge as well new ways to learn marketing management and enterprise management. This work/research, aims to identify potential variables as advanced indicators for the foreign direct investment, in order to anticipate possible trends of their evolution. To achieve this goal, Vector Autoregressive Models (VAR) and Granger causality based on based on monthly data for the period January between 1996 and September of 2010, were used. Essentially macroeconomic variables were considered, on both the host economy and the countries investors in order to reflect the economic activity throughout the study period.

Personalidade e percep����o de stress em bombeiros

RESUMO: O objectivo deste estudo consistiu na obten����o de dados que ajudem a melhor compreender as diversas correla����es entre tra��os de personalidade e a percep����o de stress em bombeiros, de modo a que seja poss��vel identificar factores desencadeantes de stress, bem como tra��os de personalidade que reforcem positiva ou negativamente esses mesmos factores . A amostra �� constitu��da por 302 bombeiros pertencentes a corpora����es das regi��es do Ribatejo e da Extremadura, sendo que todos os participantes desempenham fun����es de bombeiro volunt��rio ou profissional/efectivo. De entre os bombeiros participantes 238 s��o do sexo masculino e 64 s��o do sexo feminino tendo idades compreendidas entre os 17 e os 73 anos (m= 32,75 ; dp=9,309). As medidas utilizadas neste estudo s��o as seguintes: Marlow-Crowne Social Desirability Scale ��� Short Form C (MCSDS-C) de Ballard (1992), para a avalia����o da desejabilidade social; Perceived Stress Scale (PSS) de Cohen, Kamarck & Mermelstein (1983), para a avalia����o do stress e o Revised NEO Personality Inventory (NEO PI-R) de Costa & McCrae (1992) , para a avalia����o da personalidade. Os resultados obtidos demonstraram associa����es significativas entre as dimens��es da personalidade, nomeadamente o neuroticismo, a extrovers��o, a abertura �� experi��ncia e a conscienciosidade, e o stress. Verificaram-se correla����es positivas entre as dimens��es de neuroticismo e abertura �� experi��ncia relativamente ao stress, ao inv��s das dimens��es de extrovers��o e conscienciosidade que por sua vez se correlacionaram negativamente com o stress. Este estudo demonstra tamb��m que os bombeiros profissionais(efectivos apresentam um mais elevado n��vel de stress comparativamente aos bombeiros pertencentes �� categoria de volunt��rios, tal como os bombeiros com nove ou menos anos na fun����o comparativamente aos bombeiros com mais de nove anos na fun����o. Verificou-se tamb��m que os bombeiros do sexo masculino apresentam menos ��ndices de stress comparativamente aos do sexo feminino. ABSTRACT: The purpose of this study was to obtain data can help us to better understand the various correlations between personality traits and the perception of stress in firefighters in order to identify trigger stress factors and personality traits which increase positively or negatively these same factors. The sample consists of 302 firefighters belonging to corporations within the regions of Ribatejo and Extremadura, being that all participants are either professional/effective or volunteer firefighters. Among the participating firefighters 238 are males and 64 are females, having aged between 17 and 73 years (m=32.75; dp=9.309). The measures used in this study are the following: Marlow-Crowne Social Desirability Scale ��� Short Form C (MCSDS-C) by Ballard (1992), for the assessment of social desirability; Perceived Stress Scale (PSS) by Cohen, Kamarck & Mermelstein (1983), for the assessment of stress and the Revised NEO Personality Inventory (NEO PI-R) by Costa & McCrae (1992) , for the assessment of personality. The results obtained showed significant associations between the personality dimensions of neuroticism, extraversion, openness and conscientiousness, and stress. The dimensions of neuroticism and openness are positively correlated to stress, on the other hand, the dimensions of extraversion and conscientiousness are negatively correlated to stress. Results also show that professional/effective firefighters have a higher level of stress as compared to volunteer firefighters as do firefighters with nine or fewer years in function compared with firefighters with more than nine years in function. It was also noted that male fire fighters present minor stress levels comparatively to female firefighters.

Web 2.0 and its impact on knowledge and business organizations

Today, information overload and the lack of systems that enable locating employees with the right knowledge or skills are common challenges that large organisations face. This makes knowledge workers to re-invent the wheel and have problems to retrieve information from both internal and external resources. In addition, information is dynamically changing and ownership of data is moving from corporations to the individuals. However, there is a set of web based tools that may cause a major progress in the way people collaborate and share their knowledge. This article aims to analyse the impact of ���Web 2.0��� on organisational knowledge strategies. A comprehensive literature review was done to present the academic background followed by a review of current ���Web 2.0��� technologies and assessment of their strengths and weaknesses. As the framework of this study is oriented to business applications, the characteristics of the involved segments and tools were reviewed from an organisational point of view. Moreover, the ���Enterprise 2.0��� paradigm does not only imply tools but also changes the way people collaborate, the way the work is done (processes) and finally impacts on other technologies. Finally, gaps in the literature in this area are outlined.

Mergers and acquisitions as strategies of business expansion in the pharmaceutical industry

Introduction: The present paper deals with the issue of the increasing usage of corporation mergers and acquisitions strategies within pharmaceutical industry environment. The aim is to identify the triggers of such business phenomenon and the immediate impact on the financial outcome of two powerful biopharmaceutical corporations: Pfizer and GlaxoSmithKline, which have been sampled due to their successful approach of the tactics in question. Materials and Methods: In order to create an overview of the development steps through mergers and acquisitions, the historical data of the two corporations has been consulted, from their official websites. The most relevant events were then associated with adequate information from the financial reports and statements of the two corporations indulged by web-based financial data providers. Results and Discussions: In the past few decades Pfizer and GlaxoSmithKline have purchased or merged with various companies in order to monopolize new markets, diversify products and services portfolios, survive and surpass competitors. The consequences proved to be positive although this approach implies certain capital availability. Conclusions: Results reveal the fact that, as far as the two sampled companies are concerned, acquisitions and mergers are reactions at the pressure of the highly competitive environment. Moreover, the continuous diversification of the market���s needs is also a consistent motive. However, the prevalence and the eminence of mergers and acquisition strategies are conditioned by the tender offer, the announcer���s caliber, research and development status and further other factors determined by the internal and external actors of the market.

Determinantes da concess��o de cr��dito banc��rio : aplica����o a Portugal

Mestrado em Ci��ncias Econ��micas e Empresariais.

A efic��cia dos modelos de previs��o de fal��ncia: aplica����o ao caso das sociedades portuguesas

Mestrado em Controlo e Gest��o e dos Neg��cios

Desempenho dos bancos, regula����o e a crise financeira internacional

Disserta����o de Mestrado, Ci��ncias Econ��micas e Empresariais, 16 Dezembro de 2015, Universidade dos A��ores.

Previs��o de curto prazo do consumo de energia el��trica

Disserta����o para a obten����o do grau de Mestre em Engenharia Electrot��cnica - Ramo de Energia

Pol��tica(s) de sa��de no trabalho : um inqu��rito sociol��gico ��s empresas portuguesas

Resumo Pol��tica(s) de sa��de no trabalho: um inqu��rito sociol��gico ��s empresas portuguesas A literatura portuguesa sobre pol��ticas, programas e actividades de Seguran��a, Higiene e Sa��de no Trabalho (abreviadamente, SH&ST) �� ainda escassa. Com este projecto de investiga����o pretende-se (i) colmatar essa lacuna, (ii) melhorar o conhecimento dos sistemas de gest��o da sa��de e seguran��a no trabalho e (iii) contribuir para a protec����o e a promo����o da sa��de dos trabalhadores. Foi constru��da uma tipologia com cinco grupos principais de pol��ticas, programas e actividades: A (Higiene & Seguran��a no Trabalho / Melhoria do ambiente f��sico de trabalho); B (Avalia����o de sa��de / Vigil��ncia m��dica / Presta����o de cuidados de sa��de); C (Preven����o de comportamentos de risco/ Promo����o de estilos de vida saud��veis); D (Interven����es a n��vel organizacional / Melhoria do ambiente psicossocial de trabalho); E (Actividades e programas sociais e de bem-estar). Havia uma lista de mais de 60 actividades poss��veis, correspondendo a um ��ndice de realiza����o de 100%. Foi concebido e desenhado, para ser auto-administrado, um question��rio sobre Pol��tica de Sa��de no Local de Trabalho. Foram efectuados dois mailings, e um follow-up telef��nico. O trabalho de campo decorreu entre a primavera de 1997 e o ver��o de 1998. A amostra (n=259) �� considerada representativa das duas mil maiores empresas do pa��s. Uma em cada quatro �� uma multinacional. A taxa de sindicaliza����o rondava os 30% da popula����o trabalhadora, mas apenas 16% dos respondentes assinalou a exist��ncia de representantes dos trabalhadores eleitos para a SH&ST. A hip��tese de investiga����o principal era a de que as empresas com um sistema integrado de gest��o da SH&ST seriam tamb��m as empresas com um (i) maior n��mero de pol��ticas, programas e actividades de sa��de; (ii) maior ��ndice de sa��de; (iii) maior ��ndice de realiza����o; e (iv) maior percentagem dos encargos com a SH&ST no total da massa salarial. As actividades de tipo A e B, tradicionalmente associadas �� SH&ST, representavam, s�� por si, mais de 57% do total. Os resultados, correspondentes ��s respostas da Sec����o C do question��rio, apontam, para (i) a hipervaloriza����o dos exames de medicina do trabalho; e por outro para (ii) o subaproveitamento de um vasto conjunto de actividades (nomeadamente as de tipo D e E), que s��o correntemente levadas a cabo pelas empresas e que nunca ou raramente s��o pensadas em termos de protec����o e promo����o da sa��de dos trabalhadores. As actividades e os programas de tipo C (Preven����o de comportamentos de risco/Promo����o de estilos de vida saud��veis), ainda eram as menos frequentes entre n��s, a seguir aos Programas sociais e de bem-estar (E). �� a exist��ncia de sistemas de gest��o integrados de SH&ST, e n��o o tamanho da empresa ou outra caracter��stica sociodemogr��fica ou t��cnico-organizacional, que permite predizer a frequ��ncia de pol��ticas de sa��de mais activas e mais inovadores. Os tr��s principais motivos ou raz��es que levam as empresas portuguesas a investir na protec����o e promo����o da sa��de dos seus trabalhadores eram, por ordem de frequ��ncia, (i) o absentismo em geral; (ii) a produtividade, qualidade e/ou competitividade, e (iii) a filosofia de gest��o ou cultura organizacional. Quanto aos tr��s principais benef��cios que s��o reportados, surge em primeiro lugar (i) a melhoria da sa��de dos trabalhadores, seguida da (ii) melhoria do ambiente do ambiente de trabalho e, por fim, (iii) a melhoria da produtividade, qualidade e/ou competitividade.Quanto aos tr��s principais obst��culos que se p��em, em geral, ao desenvolvimento das iniciativas de sa��de, eles seriam os seguintes, na percep����o dos respondentes: (i) a falta de empenho dos trabalhadores; (ii) a falta de tempo; e (iii) os problemas de articula����o/ comunica����o a n��vel interno. Por fim, (i) o empenho das estruturas hier��rquicas; (ii) a cultura organizacional prop��cia; e (iii) o sentido de responsabilidade social surgem, destacadamente, como os tr��s principais factores facilitadores do desenvolvimento da pol��tica de sa��de no trabalho. Tantos estes factores como os obst��culos s��o de natureza end��gena, suscept��veis portanto de controlo por parte dos gestores. Na sua generalidade, os resultados deste trabalho p��em em evid��ncia a fraqueza te��ricometodol��gica de grande parte das iniciativas de sa��de, realizadas na d��cada de 1990. Muitas delas seriam medidas avulsas, que se inserem na gest��o corrente das nossas empresas, e que dificilmente poder��o ser tomadas como express��o de uma pol��tica de sa��de no local de trabalho, (i) definida e assumida pela gest��o de topo, (ii) socialmente concertada, (iii) coerente, (iv) baseada na avalia����o de necessidades e expectativas de sa��de dos trabalhadores, (v) divulgada, conhecida e partilhada por todos, (vi) contingencial, flex��vel e integrada, e, por fim, (vii) orientada por custos e resultados. Segundo a Declara����o do Luxemburgo (1997), a promo����o da sa��de engloba o esfor��o conjunto dos empregadores, dos trabalhadores, do Estado e da sociedade civil para melhorar a seguran��a, a sa��de e o bem-estar no trabalho, objectivo isso que pode ser conseguido atrav��s da (i) melhoria da organiza����o e das demais condi����es de trabalho, da (ii) participa����o efectiva e concreta dos trabalhadores bem como do seu (iii) desenvolvimento pessoal. Abstract Health at work policies: a sociological inquiry into Portuguese corporations Portuguese literature on workplace health policies, programs and activities is still scarce. With this research project the author intends (i) to improve knowledge on the Occupational Health and Safety (shortly thereafter, OSH) management systems and (ii) contribute to the development of health promotion initiatives at a corporate level. Five categories of workplace health initiatives have been identified: (i) Occupational Hygiene and Safety / Improvement of Physical Working Environment (type A programs); (ii) Health Screening, Medical Surveillance and Other Occupational Health Care Provision (type B programs); (iii) Preventing Risk Behaviours / Promoting Healthy Life Styles (type C programs); (iv) Organisational Change / Improvement of Psycho-Social Working Environment (type D programs); and (v) Industrial and Social Welfare (type E programs). A mail questionnaire was sent to the Chief Executive Officer of the 1500 largest Portuguese companies, operating in the primary and secondary sectors (��� 100 employees) or tertiary sector (��� 75 employees). Response rate has reached about 20% (259 respondents, representing about 300 companies). Carried out between Spring 1997 and Summer 1998, the fieldwork has encompassed two direct mailings and one phone follow-up. Sample is considered to be representative of the two thousand largest companies. One in four is a multinational. Union membership rate is about 30%, but only 16% has reported the existence of a workers��� health and safety representative. The most frequent workplace health initiatives were those under the traditional scope of the OSH field (type A and B programs) (57% of total) (e.g., Periodical Medical Examinations; Individual Protective Equipment; Assessment of Working Ability). In SMEs (< 250) it was less likely to find out some time-consuming and expensive activities (e.g., Training on OSH knowledge and skills, Improvement of environmental parameters as ventilation, lighting, heating).There were significant differences in SMEs, when compared with the larger ones (��� 250) concerning type B programs such as Periodical medical examinations, GP consultation, Nursing care, Other medical and non-medical specialities (e.g., psychiatrist, psychologist, ergonomist, physiotherapist, occupational social worker). With regard to type C programs, there were a greater percentage of programs centred on Substance abuse (tobacco, alcohol, and drug) than on Other health risk behaviours. SMEs representatives reported very few prevention- oriented programs in the field of Drug abuse, Nutrition, Physical activity, Off- job accidents, Blood pressure or Weight control. Frequency of type D programs included Training on Human Resources Management, Training on Organisational Behaviour, Total Quality Management, Job Design/Ergonomics, and Workplace rehabilitation. In general, implementation of this type of programs (Organisational Change / Improvement of Psychosocial Working Environment) is not largely driven by health considerations. Concerning Industrial and Social Welfare (Type E programs), the larger employers are in a better position than SMEs to offer to their employees a large spectrum of health resources and facilities (e.g., Restaurant, Canteen, Resting room, Transport, Infra-structures for physical activity, Surgery, Complementary social protection, Support to recreational and cultural activities, Magazine or newsletter, Intranet). Other workplace health promotion programs like Training on Stress Management, Employee Assistance Programs, or Self-help groups are uncommon in the Portuguese worksites. The existence of integrated OSH management systems, not the company size, is the main variable explaining the implementation of more active and innovative workplace health policies in Portugal. The three main prompting factors reported by employers for health protection and promotion initiatives are: (i) Employee absenteeism; (ii) Productivity, quality and/or competitiveness; and (iii) Corporate culture/management philosophy. On the other hand, (i) Improved staff���s health, (ii) Improved working environment and (iii) Improved productivity, quality and/or competitiveness were the three main benefits reported by companies��� representatives, as a result of successful implementation of workplace health initiatives. (i) Lack of staff commitment; (ii) Lack of time; and (iii) Problems of co-operation and communication within company or establishment (iii) are perceived to be the main barriers companies must cope with. Asked about the main facilitating factors, these companies have pointed out the following ones: (i) Top management commitment; (ii) Corporate culture; and (iii) Sense of social responsibility. This sociological research report shows the methodological weaknesses of workplace health initiatives, carried out by Portuguese companies during the last ���90s. In many cases, these programs and actions were not part of a corporate health strategy and policy, (i) based on the assessment of workers��� health needs and expectancies, (ii) advocated by the employer or the chief executive officer, (ii) planned and implemented with the staff consultation and participation or (iv) evaluated according to a cost-benefit analysis. In short, corporate health policy and action were still rather based on more traditional OSH approaches and should be reoriented towards Workplace Health Promotion (WHP) approach. According to the Luxembourg Declaration of Workplace Health Promotion in the European Union (1997), WHP is ���a combination of: (i) improving the work organisation and environment; (ii) promoting active participation; (iii) encouraging personal development���.R��sum��e Politique(s) de sant�� au travail: une enqu��te sociologique aux entreprises portugaises Au Portugal on ne sait presque rien des politiques de sant�� au travail, adopt��s par les entreprises. Avec ce projet de recherche, on veut (i) am��liorer la connaissance sur les syst��mes de gestion de la sant�� et de la s��curit�� au travail et, au m��me temps, (ii) contribuer au d��veloppement de la promotion de la sant�� des travailleurs. Une typologie a ��t�� us��e pour identifier les politiques, programmes et actions de sant�� au travail: A. Am��lioration des conditions de travail / S��curit�� au travail; B. M��decine du travail /Sant�� au travail; C. Pr��vention des comportements de risque / Promotion de styles de vie sains; D. Interventions organisationnelles / Am��lioration des facteurs psychosociaux au travail; E. Gestion de personnel et bien-��tre social. Un questionnaire postal a ��t�� envoy�� au repr��sentant maximum des grandes entreprises portugaises, industrielles (��� 100 employ��s) ou des services (��� 75 employ��s). Le taux de r��ponse a ��t�� environ 20% (259 r��pondants, concernant trois centaines d���entreprises et d�����tablissements). La recherche de champ, conduite du printemps 1997 �� l�����t�� 1998, a compris deux enqu��tes postales et un follow-up t��l��phonique. L����chantillon est repr��sentatif de la population des deux miles plus grandes entreprises. Un quart sont des multinationales. Le taux de syndicalisation est d���environ 30%. Toutefois, il y a seulement 16% de lieux de travail avec des repr��sentants du personnel pour la sant�� et s��curit�� au travail. Les initiatives de sant�� au travail les plus communes sont celles concernant le domaine plus traditionnel (types A et B) (57% du total): par exemple, les examens de m��decine du travail, l�����quipement de protection individuelle, les tests d���aptitude au travail. En ce qui concerne les programmes de type C, les plus fr��quents sont le contr��le et la pr��vention des addictions (tabac, alcool, drogue). Les interventions dans le domaine de du syst��me technique et organisationnelle du travail peuvent comprendre les courses de formation en gestion de ressources humaines ou en psychosociologie des organisations, l���ergonomie, le travail post�� ou la gestion de la qualit�� totale. En g��n��ral, la protection et la promotion de la sant�� des travailleurs ne sont pas prises en consid��ration dans l���impl��mentation des initiatives de type D. Il y a des diff��rences quand on compare les grandes entreprises et les moyennes en mati��re de politique de gestion du personnel e du bien-��tre (programmes de type E, y compris l���allocation de ressources humaines ou logistiques comme, par exemple, restaurant, journal d���entreprise, transports, installations et ��quipements sportifs). D���autres activit��s de promotion de la sant�� au travail comme la formation en gestion du stress, les programmes d��� assistance aux employ��s, ou les groupes de soutien et d���auto-aide sont encore tr��s peu fr��quents dans les entreprises portugaises. C���est le syst��me int��gr�� de gestion de la sant�� et de la s��curit�� au travail, et non pas la taille de l���entreprise, qui aide �� pr��dire l���existence de politiques actives et innovatrices dans ce domaine. Les trois facteurs principaux qui encouragent les actions de sant�� (prompting factors, en anglais) sont (i) l���absent��isme (y compris la maladie), (ii) les probl��mes li��s �� la productivit��, qualit�� et/ou la comp��titivit��, et aussi (iii) la culture de l���entreprise/philosophie de gestion. Du cot�� des b��n��fices, on a obtenu surtout l���am��lioration (i) de la sant�� du personnel, (ii) des conditions de travail, et (iii) de la productivit��, qualit�� et/ou comp��titivit��.Les facteurs qui facilitent les actions de sant�� au travail sont (i) l���engagement de la direction, (ii) la culture de l���entreprise, et (iii) le sens de responsabilit�� sociale. Par contre, les obstacles �� surmonter, selon les organisations qui ont r��pondu au questionnaire, seraient surtout (i) le manque d���engagement des travailleurs et de leur repr��sentants, (ii) le temps insuffisant, et (iii) les probl��mes de articulation/communication au niveau interne de l���entreprise/��tablissement. Ce travail de recherche sociologique montre la faiblesse m��thodologique des services et activit��s de sant�� et s��curit�� au travail, mis en place par les entreprises portugaises dans les ann��es de 1990, �� la suite des accords de concertation sociale de 1991. Dans beaucoup de cas, (i) ces politiques de sant�� ne font pas partie encore d���un syst��me int��gr�� de gestion, (ii) il n���a pas d�����valuation des besoins et des expectatives des travailleurs, (iii) c���est tr��s bas ou inexistant le niveau de participation du personnel, (iv) on ne fait pas d���analyse co��t-b��n��fice. On peut conclure que les politiques de sant�� au travail sont plus proches de la m��decine du travail et de la s��curit�� au travail que de la promotion de la sant�� des travailleurs. Selon la D��claration du Luxembourg sur la Promotion de la Sant�� au Lieu de Travail dans la Communaut�� Europ��enne (1997), celle-ci �� comprend toutes les mesures des employeurs, des employ��s et de la soci��t�� pour am��liorer l'��tat de sant�� et le bien ��tre des travailleurs �� e �� ceci peut ��tre obtenu par la concentration des efforts dans les domaines suivants: (i) am��lioration de l'organisation du travail et des conditions de travail ; (ii) promotion d'une participation active des collaborateurs ; (iii) renforcement des comp��tences personnelles ��.

As rela����es p��blicas de celebridades: o contributo das rela����es p��blicas para a gest��o da reputa����o das celebridades em Portugal

Relat��rio de est��gio apresentado �� Escola Superior de Comunica����o Social como parte dos requisitos para obten����o de grau de mestre em Gest��o Estrat��gica das Rela����es P��blicas.

O uso das redes sociais no recrutamento externo em empresas portuguesas

Este estudo tem como objetivo explorar o papel das redes sociais nos processos de recrutamento das organiza����es portuguesas. Em espec��fico, procura identificar os motivos que levam as organiza����es a recrutar atrav��s da internet e dos meios on-line ao dispor, nomedamente atrav��s das Redes Socais na Internet (RSIs), as vantagens e desvantagens da sua utiliza����o comparativamente com os m��todos tradicionais. Para a realiza����o do estudo foram selecionadas 5 empresas portuguesas que utilizam as redes sociais on-line para divulgar as suas ofertas de emprego, atrair e recrutar talentos. Foi utilizada a metodologia qualitativa, optando-se pelo estudo caso m��ltiplo e explorat��rio. O instrumento de recolha de informa����o foi a entrevista semiestruturada. Integraram este estudo 5 empresas de distintas ��reas de neg��cio e com a sua sede no distrito do Porto. No total, foram realizadas 5 entrevistas, uma a cada respons��vel pelos recursos humanos ou recrutamento das empresas em estudo. Um desses respons��veis ��, simultaneamente, o gerente da empresa. Os resultados sugerem que as empresas portuguesas, de forma gradual, come��am a aceder cada vez mais ��s redes sociais para apoiar os seus processos de recrutamento. No entanto, essa t��cnica de recrutamento ainda n��o �� utilizada de forma isolada nem substitui os m��todos tradicionais de recrutamento. Na parte final da disserta����o s��o discutidos os principais resultados obtidos e apresentadas as conclus��es do estudo aqui levado a cabo.