Abordagens de descoberta de conhecimento em bases de dados aplicadas ao Cadastro Territorial Multifinalitário

Pós-graduação em Ciências Cartográficas - FCT

Os (Im)pactos da progressão continuada na voz dos professores de língua portuguesa

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)

Competitividade e coordenação na avicultura de corte: análise de empresas (São Paulo-Brasil e Lima-Peru)

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)

Relações Públicas: a importância das relações humanas

This monograph has as objective to study the human relations and the Public Relations in the contemporary time in witch the new technologies of the information got closer to the various existent cultures, but who make of the informative society of the global era, the expansion of the capital and of the culture of the more value. Man kind is backing away from the human relations, because the social interactions in the global world are done by objects such as the television, the internet and the telephone in witch cases the subjectivity and the human contact are traded for the informative quantity, because man kind doesn’t have anymore time to think, reflect and to exchange information. Man kind isolates itself and fills it’s subjective emptiness with the products offered by the neoliberal capitalism. The public relations in the organizations seek the human values created from a complex network of social interactions in all the heterogeneous of the organization. Through the communication the public relations tries to manage the relationships with the dialogical communication, between the public-organization, to harmonize the conflicting differences of the organizational environment. Thus, the public relations has to assume the roll of the information manager, and administrator of the human relations in this new global world, informative and that functions from the capital

As relações públicas e a responsabilidade social empresarial: um estudo de caso da Empresa Júnior de Relações Públicas da Unesp Bauru - RPjr

The various changes occurring in society in the late twentieth century created a context of true technological revolution based on information. These changes resulted in three points: a new way to communicate with the emergence of new media and communication platforms; a new role assigned to organizations increasingly blamed for social problems, and a greater access to information by society, which forms more critical and demanding. The convergence of these three consequences observed strengthening of the concept of Corporate Social Responsibility and the importance of internal communication in their construction. This literature review and empirical research, based on a case study with the Junior Enterprise of Public Relations at Unesp Bauru, studied the role of Public Relations in the process of communication management as a facilitator of internal processes towards mobilization for Social Responsibility. It intent to see which are the main barriers to the inclusion of the concept too. The study shows the relevant current context itself, in which the concern with the changing social scenario should be seen as opportunities for growth. The concept of Corporate Social Responsibility should be inserted into the organizational DNA to its consolidation, characterizing itself as a cultural and dependent matter of internal restructuring. The role of public relations in this context covers the management of communication and harmony of the interests of all public organization

Rumo à gestão estratégica de recursos humanos? Estudo de caso em uma organização pública paulista

This article aims to analyze the use of human resource practices in a public organization in Sao Paulo. In this paper we try to answer the question: is the human resource management in the organization Y compatible with the new strategic issues this area? We adopted a qualitative approach, through case study. The primary data were obtained through interviews and secondary data were obtained through analysis of information and documents provided by the studied organization as well as direct observation of organizational routine. The results indicate that, despite the organization uses the term strategic human resources management, it is focused on legal and operational issues. The human resource practices are not integrated and some practices do not exist (career plan and training). Thus, it is believed that if the organization adopts some of the improvements suggested in this article, it will be walking toward a more strategic human resource management entering in the new public management.

Estado y cooperativismo eléctrico. El caso de la provincia de Córdoba, 1958-1966

En este artículo, que es parte de una investigación mayor dedicada al estudio del desarrollo eléctrico de la provincia de Córdoba entre 1958 y 1966(1), se analiza el papel jugado por el cooperativismo en el proceso de electrificación y los resultados de la política estatal de fomento de ese tipo de instituciones. La encargada de implementar esa política, por expresa delegación del Estado local, fue la Empresa Provincial de Energía de Córdoba (EPEC); es por ello que la misma, ocupa un lugar destacado en la instalación y desarrollo de estas entidades. En las fuentes consultadas, especialmente las memorias y balances de la organización pública, anteriormente nombrada, hemos encontrado información detallada sobre la ayuda financiera y los préstamos de equipos realizados a las cooperativas, tendientes a favorecer la expansión del servicio a las zonas rurales adyacentes a las localidades en las que estaban radicadas; como así también respecto del desarrollo de la infraestructura eléctrica provincial a través de la cual, las asociaciones distribuirían el fluido.

Estado y cooperativismo eléctrico. El caso de la provincia de Córdoba, 1958-1966

En este artículo, que es parte de una investigación mayor dedicada al estudio del desarrollo eléctrico de la provincia de Córdoba entre 1958 y 1966(1), se analiza el papel jugado por el cooperativismo en el proceso de electrificación y los resultados de la política estatal de fomento de ese tipo de instituciones. La encargada de implementar esa política, por expresa delegación del Estado local, fue la Empresa Provincial de Energía de Córdoba (EPEC); es por ello que la misma, ocupa un lugar destacado en la instalación y desarrollo de estas entidades. En las fuentes consultadas, especialmente las memorias y balances de la organización pública, anteriormente nombrada, hemos encontrado información detallada sobre la ayuda financiera y los préstamos de equipos realizados a las cooperativas, tendientes a favorecer la expansión del servicio a las zonas rurales adyacentes a las localidades en las que estaban radicadas; como así también respecto del desarrollo de la infraestructura eléctrica provincial a través de la cual, las asociaciones distribuirían el fluido.

Estado y cooperativismo eléctrico. El caso de la provincia de Córdoba, 1958-1966

En este artículo, que es parte de una investigación mayor dedicada al estudio del desarrollo eléctrico de la provincia de Córdoba entre 1958 y 1966(1), se analiza el papel jugado por el cooperativismo en el proceso de electrificación y los resultados de la política estatal de fomento de ese tipo de instituciones. La encargada de implementar esa política, por expresa delegación del Estado local, fue la Empresa Provincial de Energía de Córdoba (EPEC); es por ello que la misma, ocupa un lugar destacado en la instalación y desarrollo de estas entidades. En las fuentes consultadas, especialmente las memorias y balances de la organización pública, anteriormente nombrada, hemos encontrado información detallada sobre la ayuda financiera y los préstamos de equipos realizados a las cooperativas, tendientes a favorecer la expansión del servicio a las zonas rurales adyacentes a las localidades en las que estaban radicadas; como así también respecto del desarrollo de la infraestructura eléctrica provincial a través de la cual, las asociaciones distribuirían el fluido.

Competências digitais para o trabalho na sociedade conectada: estudo de caso em uma organização pública

O objetivo deste trabalho é identificar a inserção das competências digitais no modelo de gestão de competências de uma organização pública brasileira de abrangência nacional. Utilizou-se, para tanto, de um conjunto de técnicas de investigação. Inicialmente, realizou-se a análise documental do modelo de competência da organização pública, objetivando relacioná-lo ao quadro de competências digitais proposto no âmbito do projeto DigComp, desenvolvido pela European Community e que, neste trabalho, é tomado como referência teórica para a análise dos dados coletados. A análise de conteúdo nos moldes propostos por Bardin (1977) permitiu identificar se esse documento trazia vestígios das competências digitais do framework utilizado. Em seguida, por meio do aplicativo Google Forms, um questionário estruturado foi aplicado a 27 respondentes, lotados em uma gerência estadual da organização. Os dados coletados permitiram identificar a importância atribuída pelos respondentes às competências digitais do framework e foram mais intensamente explorados em um grupo focal conduzido junto a quatro empregados que exercem a função de liderança na mesma unidade. Os resultados apontam para uma percepção da importância das competências digitais pelos empregados e líderes, mesmo que sua presença não tenha sido identificada no modelo de gestão de competência da organização estudada. Por outro lado, apontam também para a dificuldade desses empregados e líderes na aplicação dessas competências nas tarefas cotidianas do trabalho.

Institutional shifts in inter-municipal service delivery:an analysis of developments in eight Western European countries

Comparative research on inter-municipal cooperation in eight European countries shows that there is a great variety of institutional arrangements for cooperation across the different countries. Also, these arrangements tend to change over time in terms of the scope of cooperation among partners, their composition and the degree of organizational integration. This article describes and analyzes the variety of and shifts in institutional arrangements for a specific class of inter-municipal cooperation arrangements: those that are set up to provide for the joint delivery of public services. It is argued that specific arrangements are typically the outcomes of interaction between national institutional contexts,?environmental factors and local preferences.

AIDS workplace *policy adoption and implementation in local government: An analysis of departmental variation

This is an empirical study whose purpose was to examine the process of innovation adoption as an adaptive response by a public organization and its subunits existing under varying degrees of environmental uncertainty. Meshing organization innovation research and contingency theory to form a theoretical framework, an exploratory case study design was undertaken in a large, metropolitan government located in an area with the fourth highest prevalence rate of HIV/AIDS in the country. A number of environmental and organizational factors were examined for their influence upon decision making in the adoption/non-adoption as well as implementation of any number of AIDS-related policies, practices, and programs.^ The major findings of the study are as follows. For the county government itself (macro level), no AIDS-specific workplace policies have been adopted. AIDS activities (AIDS education, AIDS Task Force, AIDS Coordinator, etc.), adopted county-wide early in the epidemic, have all been abandoned. Worker infection rates, in the aggregate and throughout the epidemic have been small. As a result, absent co-worker conflict (isolated and negligible), no increase in employee health care costs, no litigation regarding discrimination, and no major impact on workforce productivity, AIDS has basically become a non-issue at the strategic core of the organization. At the departmental level, policy adoption decisions varied widely. Here the predominant issue is occupational risk, i.e., both objective as well as perceived. As expected, more AIDS-related activities (policies, practices, and programs) were found in departments with workers known to have significant risk for exposure to the AIDS virus (fire rescue, medical examiner, police, etc.). AIDS specific policies, in the form of OSHA's Bloodborn Pathogen Standard, took place primarily because they were legislatively mandated. Union participation varied widely, although not necessarily based upon worker risk. In several departments, the union was a primary factor bringing about adoption decisions. Additional factors were identified and included organizational presence of AIDS expertise, availability of slack resources, and the existence of a policy champion. Other variables, such as subunit size, centralization of decision making, and formalization were not consistent factors explaining adoption decisions. ^

Avvägning mellan arbetsmiljö och effektivitet med hjälp av multikriterieanalys : Hur komplettering av kundtjänst påverkar kundnöjdhet och effektivitet

A public organization has a section for customer service which is responsible of order entry from customers concerning errands within real estate and business equipment, cleaning, transport operations and handicap appliance. According to the co-ordinators in hospitals within the organisation the customers are requesting for staff to talk to physically, meaning a person to speak with face to face. The customers experiencing that it’s sometimes difficult to call customer service or use the web form, which is the only communication paths in the current situation. Proposed changes presented claim that a complement to customer service with local service centers in every hospital. The purpose of this study is to evaluate a change proposition by weigh between efficiency and working environment, this by using multi-criteria analysis. To achieve the goal a decision model is designed in the decision tool DecideIT. The aim of the study is to recommend decision makers to choose one of the options based on as rational grounds as possible. The result of the study showed that the preferred alternative is not to supplement customer service with local service centers. For the most part, the result depending on the survey (represented result from working environment criteria) which showed that the majority of customers do not request a person to speak with face to face at all.

Gränsdragning mellan arbete & fritid : Närvaro i sin frånvaro

Vårt syfte med denna studie är att ämna beskriva vilken betydelse det gränslösa arbetet får för chefsrollen, utifrån de förändringar som sker i dagens arbetsliv samt hur gränsdragningen mellan arbete och fritid hanteras. Vi valde att utföra vår studie i form av kvalitativa intervjuer, där vi intervjuade sex medarbetare inom en offentlig organisation i Dalarna, Sverige. Det resultat vi erhöll analyserades utifrån tidigare forskning och teorier. Resultaten i vår studie visar att cheferna direkt eller indirekt påverkas av förändringar som sker i arbetslivet och att det även är något som påverkar hur cheferna hanterar gränsdragningen mellan arbete och fritid. Studiens resultat visar vidare att cheferna menar att dessa förändringar bidrar till att förändra deras sätt att agera i chefsrollen och att det ställer andra krav på deras kompetenser. Resultatet visar också att kraven i arbetet måste vara rimliga, för att skapa balans mellan arbets- och privatliv och att det i första hand inte är de kvantitativa faktorerna i förhållande till arbetet som skapar en upplevelse av gränslöshet. Med kvantitativa faktorer menar vi de faktorer som traditionellt beskrivs som mer konkreta faktorer i arbetet, exempelvis arbetets utformning, arbetstiden, tillgängligheten eller antalet arbetsuppgifter att utföra. Istället belyser resultatet att en emotionell känsla av stress kan uppstå i relation till den egna upplevelsen av en känslig situation i arbetet eller när den egna kompetensen inte räcker till i arbetsutförandet och att det kan skapa en otydlig gräns mellan arbetstid och fritid.

Den offentliga sektorns komplexa adaptiva system : En kvalitativ studie om medarbetarpolicys i praktiken

Intresset för hur HR och ledning kan påverka medarbetarnas beteendemönster och den sociala strukturen inom organisationer har gett upphov till denna undersökning. Med utgångspunkt i teorier om komplexa adaptiva system som perspektiv har jag försökt fånga medarbetarnas förutsättningar att nå organisationers vision och därmed förverkliga medarbetarpolicyn i praktiken. Tillsammans med kontaktpersoner från den undersökta kommunen har jag gjort en djupdykning i en offentlig organisation i syfte att förklara byråkratins inverkan på beteendemönstret hos medarbetarna och hur de tillsammans skapar en social struktur vilken speglar organisationens vision. Syftet med studien är att undersöka hur det adaptiva systemet fungerar i en byråkratisk organisation och vad det betyder för medarbetarnas möjligheter att förverkliga organisationens vision och medarbetarpolicy. Undersökningen har genomförts på en socialförvaltning i en kommun i mellan Sverige och med en kvalitativ metod och semistrukturerade intervjuer har sex respondenter deltagit i undersökningen. Samtliga respondenter har olika befattningar inom organisationen och bidrar därmed med olika perspektiv på samma fenomen. Undersökningens resultat visar att den offentliga verksamhetens byråkratiska organisationsstruktur bidrar till att det bildas olika adaptiva system inom organisationen, där medarbetarnas beteendemönster bildar en social struktur som leder till att visionen och medarbetarpolicyn inte förverkligas. Undersökningen visar även att de adaptiva systemen inom organisationen inte påverkar varandra, då de inte interagerar med varandra inom organisationen. Det som ligger till grund för hur medarbetarnas beteendemönster etableras inom organisationen är kraven från omvärlden, hög arbetsbelastning och avsaknaden av stabilitet i den organisatoriska och sociala arbetsmiljön och inte vad tidigare forskning visat; att det skulle vara hög regelstyrning som ligger till grund för beteendemönstret inom den offentliga sektorn. Slutsatsen är att för att medarbetarna ska kunna förverkliga organisationens vision och medarbetarpolicy kräver det att HR, ledning och medarbetare alla ingår i samma adaptiva system. För att det ska vara möjligt behöver HR upprätta strategier för hur samtliga inom organisationen ska interagera med varandra i det dagliga arbetet. Ledningen och medarbetarna behöver även ha goda möjligheter att kommunicera med varandra regelbundet i en större omfattning än vad de gör idag. Konkreta åtgärder för hur det lämpligen bör genomföras presenteras under diskussionen.