Toimintolaskennan hyödyntäminen Kelan johtamisessa ja toiminnan ohjauksessa

Pro gradu-tutkielman päätavoite on mallintaa toimintolaskennan ja sen tulosten hyödyntämisen mahdollisuuksia Kelan johtamisessa. Tutkielma on empiirinen työ ja sen tutkimusmenetelmänä on case-tutkimus. Tutkielman doktriini koostui eritoten julkishallinnon toimintolaskentaa jatoimintojohtamista koskevasta kirjallisuudesta. Tutkielman empiirinen aineisto kerättiin haastatteluin, dokumentteja tutkimalla sekä havainnoimalla työskentelyä Kelan päätoimitalossa Helsingissä. Tutkielman perusteella Kelalla on laajat mahdollisuudet hyödyntää toimintolaskentaa johtamisessa. Hyödyntämisen mahdollisuudet voidaan ryhmitellä sisäisen laskennan tehtävien mukaisesti. Tehtävät ovat raportointi ulkoisille sidosryhmille ja tiedon tuottaminen strategiseen ja operatiiviseen johtamiseen. Ulkoisiin sidosryhmiin liittyviä mahdollisuuksia ovat tulosten raportointi, rahoituksen uudistaminen, lainmuutoskustannusten arviointi sekä muilta organisaatioilta ja asiakkailta veloitettavien palveluiden hinnoittelu ja hintojen perusteleminen. Strategiseen ohjaukseen liittyviä mahdollisuuksia ovat tulosohjauksen kehittäminen, investointilaskelmat sekä ulkoistamispäätökset. Operatiiviseen ohjaukseen liittyviä mahdollisuuksia ovat puolestaan prosessien analysointi ja kehittäminen, benchmarking, sisäinen hinnoittelu ja tulosten viestiminen henkilöstölle. Sekä strategiseen että operatiiviseen ohjaukseen liittyviä hyödyntämisen mahdollisuuksia ovat resurssien käytönseuranta ja tehostaminen, työn tasauksen kehittäminen sekä suorituksen mittaaminen.

HMG CoA reductase inhibitors (statins) for preventing acute kidney injury after surgical procedures requiring cardiac bypass.

BACKGROUND: Acute kidney injury (AKI) is common in patients undergoing cardiac surgery among whom it is associated with poor outcomes, prolonged hospital stays and increased mortality. Statin drugs can produce more than one effect independent of their lipid lowering effect, and may improve kidney injury through inhibition of postoperative inflammatory responses. OBJECTIVES: This review aimed to look at the evidence supporting the benefits of perioperative statins for AKI prevention in hospitalised adults after surgery who require cardiac bypass. The main objectives were to 1) determine whether use of statins was associated with preventing AKI development; 2) determine whether use of statins was associated with reductions in in-hospital mortality; 3) determine whether use of statins was associated with reduced need for RRT; and 4) determine any adverse effects associated with the use of statins. SEARCH METHODS: We searched the Cochrane Renal Group's Specialised Register to 13 January 2015 through contact with the Trials' Search Co-ordinator using search terms relevant to this review. SELECTION CRITERIA: Randomised controlled trials (RCTs) that compared administration of statin therapy with placebo or standard clinical care in adult patients undergoing surgery requiring cardiopulmonary bypass and reporting AKI, serum creatinine (SCr) or need for renal replacement therapy (RRT) as an outcome were eligible for inclusion. All forms and dosages of statins in conjunction with any duration of pre-operative therapy were considered for inclusion in this review. DATA COLLECTION AND ANALYSIS: All authors extracted data independently and assessments were cross-checked by a second author. Likewise, assessment of study risk of bias was initially conducted by one author and then by a second author to ensure accuracy. Disagreements were arbitrated among authors until consensus was reached. Authors from two of the included studies provided additional data surrounding post-operative SCr as well as need for RRT. Meta-analyses were used to assess the outcomes of AKI, SCr and mortality rate. Data for the outcomes of RRT and adverse effects were not pooled. Adverse effects taken into account were those reported by the authors of included studies. MAIN RESULTS: We included seven studies (662 participants) in this review. All except one study was assessed as being at high risk of bias. Three studies assessed atorvastatin, three assessed simvastatin and one investigated rosuvastatin. All studies collected data during the immediate perioperative period only; data collection to hospital discharge and postoperative biochemical data collection ranged from 24 hours to 7 days. Overall, pre-operative statin treatment was not associated with a reduction in postoperative AKI, need for RRT, or mortality. Only two studies (195 participants) reported postoperative SCr level. In those studies, patients allocated to receive statins had lower postoperative SCr concentrations compared with those allocated to no drug treatment/placebo (MD 21.2 µmol/L, 95% CI -31.1 to -11.1). Adverse effects were adequately reported in only one study; no difference was found between the statin group compared to placebo. AUTHORS' CONCLUSIONS: Analysis of currently available data did not suggest that preoperative statin use is associated with decreased incidence of AKI in adults after surgery who required cardiac bypass. Although a significant reduction in SCr was seen postoperatively in people treated with statins, this result was driven by results from a single study, where SCr was considered as a secondary outcome. The results of the meta-analysis should be interpreted with caution; few studies were included in subgroup analyses, and significant differences in methodology exist among the included studies. Large high quality RCTs are required to establish the safety and efficacy of statins to prevent AKI after cardiac surgery.

Toiminnan laadun parantaminen organisaation itsearvioinnilla – tutkimus Suomen puolustusvoimien tulosyksiköissä

Laajoilla kyselylomaketutkimuksilla on tutkittu organisaation itsearvioinnin käyttöönoton motiiveja, käyttöä ja käytön hyötyjä 1990-luvulla ja 2000-luvun alussa. Organisaation itsearviointia on myös tutkittu laatupalkintomallien soveltamisen yhteydessä. Kolmas tutkimussuuntaus, johon myös tämä tutkimus sisältyy, on organisaation itsearvioinnin tutkiminen erilaisissa asiayhteyksissä. Tämän tutkimuksen tarkoituksena on lisätä tietoa ja ymmärrystä organisaation itsearvioinnista ja sen vaikuttavuudesta tutkimalla, miten organisaatiota itsearvioidaan maavoimien valmiusyhtymissä ja Maasotakoulussa. Näissä neljässä paikallistutkimuksessa käytin tutkimusotteena tapaustutkimuksen mukaista tutkimusstrategiaa. Aiempien tutkimuksien tulosten perusteella tärkein yhdistävä tekijä toiminnan parantamisessa on pyrkimys kokonaisvaltaisuuteen toiminnan laadun parantamisessa ja erinomaisuuden tavoittelussa. Osin kokonaisvaltaisuuteen sisältyviä ja sitä tukevia tekijöitä ovat jatkuvan parantamisen periaatteen käyttäminen ja oppivan organisaation edellyttämien toimintaedellytyksien luominen ja niiden huomioon ottaminen toiminnassa. Edelleen yhteisenä tekijänä ovat johdon sitoutumisen ja osallistumisen vaikutukset työntekijöiden osallistumiseen ja sitoutumiseen. Teorian perusteella olen arvioinut muodostuvan kolme organisaation itsearvioinnin strategisen tason johtamiskäytäntöä, jotka ovat ”Laatupalkinnon hakeminen”, ”Toiminnan ja tulosten arviointi” sekä ”Toiminnan kypsyyden arviointi”. Tutkimuksen tulosten perusteella organisaation itsearvioinnin vaikuttavuuden merkityskokonaisuus on selitettävissä viiden teeman avulla. Koko tutkimusaineiston yhdistäväksi vaikuttavuuden teemaksi, josta myös organisaation itsearvioinnin vaiheistus saa tukea, muodostuu teema ”organisaation itsearviointi ja tulosjohtaminen”. Tämän teeman perusteella organisaation itsearvioinnin vaikuttavuus perustuu itsearvioinnin käyttämiseen sekä tulosyksikön sisäisenä että johdon strategisen tason itsearviointina osana tulosjohtamista. Samoin teema ”ollaanko samaa perhettä” löytyy jokaisesta tutkimuskohteena olleesta tulosyksiköstä. Teeman perusteella vaikuttavuus perustuu siihen, että organisaation itsearvioinnin tilaisuus koetaan sosiaalisena tapahtumana ja organisaation itsearviointi vahvistaa työntekijöiden osallistumista ja sitoutumista toiminnan laadun parantamiseen. Vaikuttavuuden teemoissa ”poistetaan kivi kengästä, ja hiertäminen loppuu siihen”, ”strateginen valinta” ja ”henkilöstön työhyvinvoinnin edistäminen” organisaation itsearvioinnin vaikuttavuus on tulosyksikkökohtainen. Organisaation itsearvioinnista haetaan vaikuttavuutta organisaation itsearvioinnista saatavien tulosten nopealla toimeenpanolla. Vaikuttavuuteen pyritään systemaattisella eri organisaation tasoilla tehtävillä toiminnan kuvauksilla, mihin liittyy laatupalkinnon hakeminen. Vaikuttavuuteen voidaan myös päästä työpistelähtöisesti henkilöstön johtamisen ja hallinnon kautta. Vaiheistettua organisaation itsearviointia voidaan käyttää osana tulosjohtamista. Muita keskeisiä tutkimustuloksia ovat organisaation itsearvioinnin välittömät ja välilliset vaikutukset. Tutkimuksen tulosten perusteella teen suositukset organisaation itsearvioinnin johtamiskäytännöistä ja organisaation itsearvioinnin vaiheistuksesta osana tulosyksikön tulosjohtamista. Kolmas suositus käsittää organisaation itsearvioinnin käytön palautejärjestelmänä.

Ikääntyvät työelämässä. Päihittääkö nuoruus ja koulutus aikuisuuden ja kokemuksen?

The Ageing in Working Life. Do Adolescence and Schooling Beat Adulthood and Experience? This study examines the changes in the work and the work organisations of employees in the fields of health care and retail trade who have turned 45 and their experience of change. In addition, the question of how ageing employees experience their status in post-modern working life is explored. Attention is also focused on the choices and decisions connected with staying at work and retiring. These views are examined in relation to professions and professional cultures. Thematic interviews (N=98) were used to gather the material. The effects of the market liberalistic turn in welfare policy are clearly seen in the everyday work of the health care professions. These changes were examined from the point of view of managing by outcomes and quality assurance, multi-professional cooperation, flexibility in the division of labour, and the spread of market-like procedures. The discourse of those in involved retail trade was dominated by extremely tight global market competition and control of outcomes, and by the structural changes taking place in the retail trade sector. This change discourse was to a large extent a reaction to those changes in the functional environment which were experienced as negative and to the conflict between their own professional identity and professional ethics on the one hand, and their functional environment on the other. There were also obstacles connected with professional culture: defending one's own station and power, guarding the 'frontier', showed up in attitudes towards new management and organisation models or towards structural and functional reforms. The deep structures of professional culture and the mindset of the actors change much more slowly than the functional practices of organisations. For those in a supervisory position, the loss of power due to becoming part of a chain or because of the introduction of a team organisation model was not an easy thing to accept. The nurses and others in related fields felt that they were forced to do work that was below their level of training and professional skill. For sales personnel and those who did assisting work in health care, power and the possibility of having an influence were not so important, as long as they were able to do their work in their own way and were trusted. This view is often completely forgotten, for example, in various organisation models in which power and the possibility of having an influence entwined with power are taken for granted as being clearly positive and desired aspects of job satisfaction. Up to date professional skills were experienced as being important from the point of view of professional identity and self-worth. Thus, training can be understood as a moral obligation, which in turn is intertwined with professional ideology. In the rhetoric of adult education, an adult is expected to be an active player who will seek training again and again if working life so requires. The dark side of this ideology, which leads to feelings of guilt, was apparent in the thoughts of the respondents. Am I never good enough at my job; why must I continually strive for better, additional qualifications? The majority of the respondents evaluated their expertise as being at quite a high level. This self-confidence did not extend to applying for a job. Job recruitment was seen as a situation in which age discrimination reached its peak. The interviewees were unanimous about the idea that society favours the young. Especially among those in the retail trade sector, there was a feeling that it would be difficult, if not impossible, to find a new job of the same level or a permanent post if they were made redundant. Age discrimination was also apparent in the retail trade field in the form of older employees being retired against their will or transferred to other tasks. It was felt that ruthless forced retirement of older workers was part of the personnel policy of some organisations. The importance of one's outward appearance was connected with the theme of discrimination. This phenomenon is described using the concept of the double standard of ageing in feminist research. An ageing woman is relegated to an inferior position due to both her age and her sex. A culture that would both make possible and allow various types of choices regardless of age, which is described as being characteristic of the post-modern era, does not seem to be very topical in the practice of working life. It is important for employees that the management and the personnel policy that is being implemented makes them feel like both their contribution and they as individuals are appreciated, that their opinions are listened to and that they are noticed as persons. The interviewees hoped for gratitude and a concern for the well-being of employees that shows in everyday life. They valued training and activities aimed at maintaining their work ability, but thought that better coping at work and a pleasant working environment cannot be achieved through such measures as along as the foundation is 'in a mess'. Development of the quality of working life is the only thing that can improve job satisfaction and get people to remain in the work force longer than at present. There should be a sufficient number of properly trained employees at the work place. It was important to the respondents that they be able to stay on their job to the end with honour, since compromising with their own quality standards or acting contrary to their ideal self-image in terms of professional ethics would strike a blow to their professional self-esteem. They called for the development of various types of workplace flexibility, and felt that they have the right to a lightened workload and to early retirement. Early retirement was even seen as an altruistic deed: it would free up a place for younger workers. Thoughts of retirements were explained by familiar factors such as health and finances, life situation, the enticement of free-time, as well as by various factors related to work. It is very important to ageing employees that their work has meaningful content. The values related to self-fulfilment are felt to be of great importance, and if they cannot be realised at work, the respondents wanted more free time, either through retirement or in the form of flexibility in working life.

Inhimillinen pääoma puolustusvoimien hallintoyksikön tulosjohtamisessa

Inhimillisellä pääomalla on merkitystä kaikissa toimivissa organisaatioissa. Tutkimuksen tavoitteena oli selvittää puolustusvoimien hallintoyksikön tulosjohtamisen edellyttämää inhimillistä pääomaa ja sen kehittämistä. Tutkimus toteutettiin tapaustutkimuksena maavoimien joukko-osastossa. Aineistoa kerättiin sekä kvantitatiivisesti että kvalitatiivisesti. Tutkimuksen tulosten mukaan joukko-osaston tulosjohtaminen edellyttää nykyistä enemmän koulutusta asian kanssa toimiville henkilöille. Koulutusta tulee kehittää järjestämällä koulutusta kaikilla upseeritutkinnon jälkeisillä kursseilla. Tutkimuksessa käsitellyllä osaamisella on merkitystä joukko-osastossa ja sitä voidaan kehittää koulutuksen lisäksi suunnitelmallisilla henkilösijoituksilla. Tulosjohtamiseen liittyvässä kodifioidussa tiedossa todetaan puutteita, jolloin hiljaisen tiedon merkitys korostuu.

Paper del nucli hidrofòbic principal de la RNasa A en el plegament i desplegament induïts per pressió i temperatura

Utilitzant temperatura i pressió com a agents desnaturalitzants s'ha explorat la contribució a l'estabilitat de diferents residus del principal nucli hidrofòbic de la RNasa A. Aquests resutats suggereixen que el principal nucli hidrofòbic d'aquest enzim, està fortament empaquetat i ha revelat l'existència de reordenacions en l'interior de la proteïna. El mètode dels valors , han permès estudiar el paper de les interaccions hidrofòbiques establertes pels residus del principal nucli hidrofòbic de la RNasa A en el seu estat de transició induït per pressió. En conjunt, aquests resultats suggereixen que l'estat de transició de la RNasa A, s'assemblaria a un glòbul col·lapsat amb una cadena estructurada però amb un debilitat nucli hidrofòbic. S'ha explorat també, el paisatge energètic del plegament/desplegament proteic de la variant Y115W de la RNasa A. L'estat de transició sembla interaccionar fortament amb la capa d'hidratació d'aquest estat, tal i com indiquen els resultats en presència de glicerol.

Four-dimensional variational assimilation of ozone profiles from the Microwave Limb Sounder on the Aura satellite

Ozone profiles from the Microwave Limb Sounder (MLS) onboard the Aura satellite of the NASA's Earth Observing System (EOS) were experimentally added to the European Centre for Medium-range Weather Forecasts (ECMWF) four-dimensional variational (4D-var) data assimilation system of version CY30R1, in which total ozone columns from Scanning Imaging Absorption Spectrometer for Atmospheric CHartographY (SCIAMACHY) onboard the Envisat satellite and partial profiles from the Solar Backscatter Ultraviolet (SBUV/2) instrument onboard the NOAA-16 satellite have been operationally assimilated. As shown by results for the autumn of 2005, additional constraints from MLS data significantly improved the agreement of the analyzed ozone fields with independent observations throughout most of the stratosphere, owing to the daily near-global coverage and good vertical resolution of MLS observations. The largest impacts were seen in the middle and lower stratosphere, where model deficiencies could not be effectively corrected by the operational observations without the additional information on the ozone vertical distribution provided by MLS. Even in the upper stratosphere, where ozone concentrations are mainly determined by rapid chemical processes, dense and vertically resolved MLS data helped reduce the biases related to model deficiencies. These improvements resulted in a more realistic and consistent description of spatial and temporal variations in stratospheric ozone, as demonstrated by cases in the dynamically and chemically active regions. However, combined assimilation of the often discrepant ozone observations might lead to underestimation of tropospheric ozone. In addition, model deficiencies induced large biases in the upper stratosphere in the medium-range (5-day) ozone forecasts.

On the evolution of the solar wind between 1 and 5 AU at the time of the Cassini Jupiter flyby: Multispacecraft observations of interplanetary coronal mass ejections including the formation of a merged interaction region

The Cassini flyby of Jupiter occurred at a time near solar maximum. Consequently, the pre-Jupiter data set reveals clear and numerous transient perturbations to the Parker Spiral solar wind structure. Limited plasma data are available at Cassini for this period due to pointing restrictions imposed on the instrument. This renders the identification of the nature of such structures ambiguous, as determinations based on the magnetic field data alone are unreliable. However, a fortuitous alignment of the planets during this encounter allowed us to trace these structures back to those observed previously by the Wind spacecraft near the Earth. Of the phenomena that we are satisfactorily able to trace back to their manifestation at 1 AU, two are identified as being due to interplanetary coronal mass ejections. One event at Cassini is shown to be a merged interaction region, which is formed from the compression of a magnetic cloud by two anomalously fast solar wind streams. The flux-rope structure associated with this magnetic cloud is not as apparent at Cassini and has most likely been compressed and deformed. Confirmation of the validity of the ballistic projections used here is provided by results obtained from a one-dimensional magnetohydrodynamic projection of solar wind parameters measured upstream near the Earth. It is found that when the Earth and Cassini are within a few tens of degrees in heliospheric longitude, the results of this one-dimensional model predict the actual conditions measured at 5 AU to an impressive degree. Finally, the validity of the use of such one-dimensional projections in obtaining quasi-solar wind parameters at the outer planets is discussed.

Precipitation distributions for explicit versus parameterized convection in a large-domain high-resolution tropical case study

Global climate and weather models tend to produce rainfall that is too light and too regular over the tropical ocean. This is likely because of convective parametrizations, but the problem is not well understood. Here, distributions of precipitation rates are analyzed for high-resolution UK Met Office Unified Model simulations of a 10 day case study over a large tropical domain (∼20°S–20°N and 42°E–180°E). Simulations with 12 km grid length and parametrized convection have too many occurrences of light rain and too few of heavier rain when interpolated onto a 1° grid and compared with Tropical Rainfall Measuring Mission (TRMM) data. In fact, this version of the model appears to have a preferred scale of rainfall around 0.4 mm h−1 (10 mm day−1), unlike observations of tropical rainfall. On the other hand, 4 km grid length simulations with explicit convection produce distributions much more similar to TRMM observations. The apparent preferred scale at lighter rain rates seems to be a feature of the convective parametrization rather than the coarse resolution, as demonstrated by results from 12 km simulations with explicit convection and 40 km simulations with parametrized convection. In fact, coarser resolution models with explicit convection tend to have even more heavy rain than observed. Implications for models using convective parametrizations, including interactions of heating and moistening profiles with larger scales, are discussed. One important implication is that the explicit convection 4 km model has temperature and moisture tendencies that favour transitions in the convective regime. Also, the 12 km parametrized convection model produces a more stable temperature profile at its extreme high-precipitation range, which may reduce the chance of very heavy rainfall. Further study is needed to determine whether unrealistic precipitation distributions are due to some fundamental limitation of convective parametrizations or whether parametrizations can be improved, in order to better simulate these distributions.

Dielectric properties and physical features of phosphate glasses containing iron oxide

Microwave techniques were applied to the study of dielectric properties of phosphate glasses on the basis of contributions from permanent and induced dipolar polarization of local structural units interacting with the electrical component of the electromagnetic radiation. The dielectric constant of the selected glass system (100-x)(50P(2)O(5)center dot 25Li(2)O center dot 25Na(2)O)center dot xFe(2)O(3), where 0 <= x <= 21 is in mol%, was measured using a microwave setup assembled to measure the phase shift of the standing wave pattern produced by the insertion of the sample. It is shown that the Fe2+ ions contribute effectively to the dielectric constant, as expected from the interactions of the dipoles of the local charge compensation pairs with the microwave radiation. However, there is the possibility of occurrence of some ions Fe3+, in general, at low iron content, which reinforces the glass structure and, therefore, decreases the dielectric constant. There is a gradual conversion from Fe3+ to Fe2+ as the iron ions increases. This is possibly the reason of the anomaly in the dielectric constant values observed in the results. These assumptions can be checked by results of electronic paramagnetic resonance (EPR) and optical absorption (OA). The dielectric constant of the glasses studied in this work was found to increase with the temperature in the range of 25-330 degrees C. (C) 2007 Elsevier B.V. All rights reserved.

As novas doutrinas de Administração Pública e os seus reflexos nos controles e na auditoria de desempenho dos programas governamentais

The developed democracies only have results or crystallise, when the exercise of the government policies has two dimensions: the first one, is the dimension of the government decisions making: in which, the governor accomplishes the priorities and orientations submitted to the population by electoral decisions. Then the second dimension, is the functionality of the State: capable to transform policies into convergent actions for accomplishment of the negotiated results. The consolidation of the democracy and the consequent increase of the social demand by decisions and public and government lawsuits, able to generate results that attend collectively the different levels of the society and able to aggregate and articulate additional values to their interests, imposes to the public sector administration, great challenges of public policies. Nowadays, the indispensable condition to guarantee a minimum governmental benchmark, it to overcome these challenges, in the plan of the public administration, demanded for the promotion of the economic development, in the democratic scope, to reach the politician-institutional values of the society. However, It is undeniable, the universality of the challenges of public administration that consequently, are the effects of modern administrative systems. To attempt the best result, the mast satisfy the attributes of speed, flexibility, integration and innovation, amongst others. The diffusion of guided doctrines of public management by results is reflecting in the institutionalization of new types of bureaucratic activities and amongst this context, it is distinguished as a basic importance of what we call Performance Audit. This work intends to describe how the control organs and especially the Accounts Court of the Union, the sensitive demands of the society, and attending to new constitutional order, they are structuring itself to face the new organizational and institutional challenges, in consequence of the gradual redefinition of your task, more and more liable uncertainties, current of the intimate nature of the performance audit, in development, face the traditional audit, which characterizes them in general. Therefore, the main goal of this these, is the analysis of the organizational challenges and consequently ,the lawsuits changes of the organizational structures faced in general by the Brazilian¿s Accounts Courts, which we believe, will help to elaborate paths of propulsive evaluating and restrictive elements to the innovations that are intended to introduce the systems of necessary control in the evaluation of government programs.

Limitações e possibilidades da gestão orientada para resultados: um estudo de caso da implementação do Programa de Controle de Enchentes na prefeitura da cidade do Rio de Janeiro

Durante os meses de julho e agosto de 2005, o Programa de Prevenção e Controle de Enchentes, da Prefeitura da Cidade do Rio de Janeiro, foi objeto de um procedimento de auditoria operacional realizado por uma equipe de técnicos do Tribunal de Contas do Município do Rio de Janeiro - TCMRJ. Esta auditoria teve como objetivo principal a avaliação do processo de implementação e gestão relativo ao programa, durante o quadriênio 2002-2005, segundo critérios de economia, eficiência, eficácia e efetividade na aplicação dos recursos. Os auditores apontaram a existência de falhas no processo de planejamento e implementação, caracterizadas basicamente por problemas relacionados à execução dos contratos e ao cumprimento das metas de aplicação definidas no planejamento do programa. Apesar dos problemas evidenciados e o registro de várias recomendações sobre oportunidades de melhoria de gestão, a conclusão geral trazida pelo relatório foi a de que não foi possível avaliar consistentemente a eficiência e a eficácia do programa. Entretanto, os resultados colhidos pela presente análise revelaram que os problemas apontados pelo tmbalho do TCMRJ disseram respeito a causas mais profundas, relacionadas à dinâmica do processo de formulação e implementação de políticas públicas, a qual, nem sempre apresenta elementos alinhados com as características e os requisitos estruturais exigidos para o correto funcionamento do modelo de gestão de desempenho. Nesta linha de desenvolvimento, este trabalho procurou organizar as evidências coletadas pela auditoria do TCMRJ em meio a uma estrutura de análise capaz de relacionar os problemas apontados aos seus fatores causativos. Não se trata aqui de questionar a validade metodológica do trabalho conduzido pelo TCMRJ, mas sim, de colocá-lo frente a uma perspectiva de análise mais estruturada e em face a seu real objeto de análise: o modelo de gestão orientada para resultados - suas camcterísticas, requisitos e limitações.

Obstáculos à implementação da reforma gerencial: as organizações sociais

O objetivo do trabalho é investigar os obstáculos à implementação do modelo de Organizações Sociais no Brasil, especialmente na área de Ciência e Tecnologia do Governo Federal, pretendendo demonstrar que os controles previstos para a reforma gerencial da Administração Pública foram adicionados aos controles clássicos já utilizados, causando uma sobreposição de controles no modelo OS, que passou a ter que aferir os resultados, adotar mecanismos de transparência e accountability e, também, utilizar-se dos controles clássicos de procedimentos previstos na teoria burocrática. Para se comprovar a hipótese do trabalho foi realizada uma discussão das teorias burocrática, NPM e gerencial da administração pública, pesquisa documental junto ao Ministério da Ciência e Tecnologia, ao Tribunal de Contas da União e nas normas legais e infra-legais relacionadas ao tema, além da utilização de entrevistas com atores das cinco OS ligadas ao MCT e outros importantes no processo de implantação do modelo OS na esfera federal. A análise mostrou que os pressupostos da reforma gerencial aplicáveis ao modelo OS vem sendo utilizados e as entidades apresentam resultados satisfatórios quanto à agilidade e a gestão por resultados por meio de contratos de gestão, mas que os controles previstos para o modelo gerencial se somaram aos controles clássicos, do paradigma burocrático, já praticados nos órgãos da administração pública.

Royalties minerais e capacidade de gestão em governos locais: um estudo em municípios mineradores de Minas Gerais

O presente estudo tem por objetivo realizar um diagnóstico da capacidade de gestão pública local dos municípios dependentes da atividade de extração mineral em Minas Gerais, a fim de avaliar seu nível de qualificação, identificar limitações ao fortalecimento institucional da gestão e investigar como a gestão municipal tem evoluído a partir do recebimento dos recursos da Compensação Financeira pela Exploração de Recursos Minerais (CFEM). A variável “capacidade de gestão” foi operacionalizada a partir da metodologia “Government Performance Project” (GPP), que propõe cinco dimensões de análise, a saber: gestão financeira, gestão de capital, gestão de pessoas, gestão de tecnologia da informação e gestão por resultados. Busca-se responder às seguintes questões: nas cidades mineiras dependentes economicamente da atividade de extração mineral, o poder público municipal demonstra capacidade de gestão adequada no desempenho de sua função? O recebimento dos recursos extras tem propiciado a melhoria da qualidade de gestão municipal? Para o desenvolvimento do estudo, realizou-se um estudo de casos múltiplos, tendo sido selecionados três municípios mineiros dependentes há vários anos da atividade de extração mineral: Mariana, Catas Altas e São Gonçalo do Rio Abaixo. Foram realizadas entrevistas semiestruturadas com técnicos, secretários municipais, prefeitos e cidadãos, buscando investigar a capacidade de gestão do poder público local nessas cidades. Embora os três municípios apresentem características comuns, como dependência da atividade mineral, proximidade territorial, contexto econômico e níveis de arrecadação elevados, nota-se que tais municípios representam três realidades diferentes, com níveis de desenvolvimento distintos. Foi possível identificar que os municípios estudados, sobretudo Catas Altas e São Gonçalo do Rio Abaixo, adotam boas práticas na gestão municipal. O município de Mariana apresentou recentemente boas iniciativas de mudança na gestão, entretanto, as mudanças políticas têm impedido que estas sejam concretizadas. Além das dimensões de análise do GPP, foi possível identificar outros fatores relevantes para o fortalecimento institucional da gestão, tais como, planejamento, perfil do gestor e contexto político. Verificou-se ainda que os impactos da mineração não se restringem à cidade mineradora, mas também às cidades localizadas no entorno da mina.

Identidade social e a reforma gerencial do estado brasileiro: uma análise crítica de uma agência brasileira de financiamento de pesquisa, desenvolvimento e inovação segundo o modelo de Renaud Sainsaulieu

Este estudo objetiva identificar os principais desafios que a Agência X encontrou no caminho do desenvolvimento de um modelo de gestão de pessoas por competências e quais as possíveis formas de superar esses desafios, tendo como foco a percepção e o entendimento dos entrevistados. A organização estudada procura, há tempos, amadurecer o processo de elaboração de um plano de cargos e salários baseado em mérito e competência, que culminou na aprovação da nova modelagem institucional em gestão de recursos humanos. Com este ferramental típico da iniciativa privada, dedica-se a Agência X, fortemente, à criação de um ambiente favorável para uma gestão eficiente e produtiva, claramente alinhada aos conceitos de uma adhocracia e de uma organização inovadora sustentável. Ocorre que todo processo de mudança organizacional encontra seus desafios e seus obstáculos. No complexo ambiente das empresas públicas, este processo não é diferente, sendo ainda mais forte e evidente. Elaboraram-se, nesta pesquisa, três tipologias de grupos organizacionais, tendo como base a forma de entrada na organização: o Grupo 01 “da Oposição” – os funcionários com entrada pró-forma, o Grupo 02 “Favorável Financeiro” – os funcionários com entrada por concurso público e o Grupo 03 “Favorável Meritocrático” – os funcionários com entrada por concurso público e que exercem cargo de confiança. As análises demonstraram que os funcionários com entrada pró-forma são contrários ao novo plano por motivos que perpassam condições financeiras e motivos de ordem técnica. Os demais grupos são favoráveis ao novo plano exatamente pela lógica inversa, ou seja, motivos financeiros e motivos de ordem técnica são identificados como os principais incentivadores da nova modelagem institucional. Os maiores desafios encontrados pela Agência X foram: o enorme período apático da própria organização em relação às questões meritocráticas, como na demora pela realização de seu primeiro concurso público, a falta, no passado, de um comando superior dentro da empresa com o intuito de fortalecer a instituição no cenário nacional e internacional com foco na valorização das atividades e ações realizadas pelo seu corpo funcional, e a acomodação instalada nos empregados, fruto de gestões passadas que não se preocupavam com a gestão por resultados, perdendo o foco no desenvolvimento sustentável. Por fim, neste cenário de estagnação, a Agência X entendeu a lógica de poder e os aspectos culturais envolvidos nos grupos organizacionais, e optou, mesmo sabendo das resistências que seriam encontradas, pela priorização da profissionalização, e gestão por resultados e competência. Desenvolver as competências individuais e coletivas alinhadas com as estratégias organizacionais foram fatores determinantes para a Agência X vencer obstáculos e conseguir, depois de muitos anos, implementar uma ferramenta típica da gestão privada na esfera pública, com foco em competências, mérito e resultados, sendo assim, o maior avanço histórico da organização no sentido de fortalecer seus funcionários e robustecer a empresa dentro do cenário político nacional e internacional.