Implanta����o de tecnologia da informa����o no ensino fundamental p��blico: estudo da confian��a em redes de organizações

O objetivo deste trabalho �� analisar a confian��a entre os parceiros que prestam servi��os de Tecnologia da Informa����o (TI) em uma escola municipal de ensino fundamental de S��o Caetano do Sul (SP). A pesquisa descritiva-qualitativa foi desenvolvida por meio de estudo de caso ��nico, com a an��lise da import��ncia de confiar-se nos parceiros que prestam servi��os de TI nessa escola. Para a coleta de dados, al��m de observa����o direta e pesquisa documental, foi utilizado question��rio semiestruturado. Constatou-se que as parcerias existentes na pesquisa realizada resultam na forma����o de uma rede de organizações no setor p��blico, e que o estabelecimento de confian��a �� fen��meno complexo. Os atores envolvidos respondentes desta pesquisa n��o creditam confian��a ao relacionamento com os parceiros, mesmo com certa depend��ncia; uma vez que 80% assinalaram respostas negativas em rela����o a esse conceito; o que n��o �� ben��fico, de acordo com o que se v�� na teoria. Observou-se ainda que a disponibilidade dos parceiros em colaborar, facilita o estabelecimento da confian��a e de relacionamento de longo prazo; visando assim, ao objetivo maior da rela����o, que �� auxiliar o aprendizado dos alunos.

Est��gio da difus��o das tecnologias da internet em organizações acad��micas

RAMOS, A. S. M. Est��gio da difus��o das tecnologias internet em organizações acad��micas. In: ENCONTRO NACIONAL DE PRODU����O, 18., 1998, Niteroi-RJ. Anais... Niteroi: ENP, 1998.

Import��ncia da Auditoria interna no Processo Decis��rio das Organizações

O presente trabalho tem por objetivo geral tratar da import��ncia da auditoria interna no processo decis��rio das organizações. Com o acirramento do mercado e a velocidade em que as informa����es s��o geradas torna-se de grande relev��ncia o aperfei��oamento e gerenciamento dos processos. A auditoria interna tem vindo a assumir um papel de extrema import��ncia, no seio das organizações na medida em que o reconhecimento da utilidade e relev��ncia desta fun����o revolucionou a forma de estar das empresas, fazendo com que o campo de actua����o das auditorias se alargasse da vertente contabil��stico - financeira para a vertente operacional e inform��tica, de forma a permitir formular recomenda����es de melhoria das limita����es identificadas apoiando a gest��o no processo decis��rio, de forma que as decis��es sejam atempadas e adequadas. Procurou-se demonstrar a import��ncia do controle interno para levantamento dos dados que possibilite a gera����o de informa����es necess��rias para aprimorar e controlar a administra����o da empresa garantindo efic��cia e efici��ncia operacional. A nossa investiga����o foi desenvolvida a partir de um estudo de caso, onde complementamos os conceitos te��ricos explorados na revis��o da literatura. Neste sentido aplicamos question��rios aos colaborados da institui����o, uma entrevista ao Diretor do Gabinete de Auditoria e procedemos a an��lise do manual de controlo interno.

Dan��as Circulares e o Eco-humanismo nas Organizações

A presente disserta����o pretende avaliar como os membros das organizações relacionam a pr��tica das dan��as circulares com elementos do comportamento organizacional. A pertin��ncia desta investiga����o consiste no fato de estudos e interven����es direcionadas ao comportamento organizacional poderem impactar positivamente o desempenho tanto dos servidores quanto da organiza����o como um todo. As organizações est��o enfrentando desafios que demandam teorias e pr��ticas que as fortale��am, buscando-se atender ��s necessidades de todos que a comp��e. A profundidade dessas mudan��as faz com que seja necess��rio alinhar-se o esfor��o individual ao grupal. Necessita-se o aprendizado em grupo, o pensamento sist��mico. As dan��as circulares parecem proporcionar efeitos de bem-estar, seguran��a, solicitude, coopera����o, abertura ao di��logo e eles s��o extremamente importantes em rela����o a diversos aspectos da organiza����o, como lideran��a, hierarquia, motiva����o, poder, clima organizacional, cultura, comunica����o, etc. Seus efeitos, por conseguinte, podem faz��-las importante instrumento que melhore os ambientes de trabalho, al��m de proporcionarem uma conscientiza����o quanto �� import��ncia de levar ��s organizações o tema da sustentabilidade. A sustentabilidade insere-se no paradigma eco-humanista, alinhado, por sua vez, ao resgate da inteireza do homem. As dan��as circulares, podem expressar e materializar tal paradigma, de modo a favorecer o comprometimento, a motiva����o e a participa����o nas organizações. / This dissertation aims evaluate how the members of organizations relate the practice of circle dances with elements of organizational behavior. Its importance derives in the fact that studies and interventions addressed to the organizational behavior may impact positively both the performance of the workers as well of the organization as a whole. The organizations are facing challenges that need theories and practices to strengthen them, in order to fill the needs of all its members. The depth of the changes makes it necessary to encompass the individual and the grupal efforts. It is necessary the group learning and the systemic thinking. The circle dances seems to provide effects such as well being, security, solicitude, cooperation, openness to dialogue and they are extremely important related to various aspects of organization, as leadership, hierarchy, motivation, power, organizational climate, culture, communication, etc. Its effects, thus, may make them important tool to the betterment of the work environment, besides allow the awareness of the importance to bring to organizations the theme of sustainability. The sustainability is a part of the eco-humanistic paradigm, related to the integrity of man. The circle dance may express and materialize this paradigm, helping commitment, motivation and participation in the organizations.

(Des)igualdades de G��nero nas Organizações de Trabalho: o caso de uma autarquia local

Em Portugal, cerca de duas centenas de organizações est��o empenhadas a criar e implementar Planos para a igualdade de homens e mulheres. Entre elas est��o empresas p��blicas e privadas, autarquias, associa����es empresariais, organizações do setor terci��rio, associa����es de desenvolvimento, universidades, minist��rios e outros departamentos governativos. A pesquisa que aqui se exp��e inscreveu-se num projeto mais amplo de diagn��stico em realiza����o na C��mara Municipal da Lous��, que se encontra a promover um Plano Municipal para a Igualdade. Nesse ��mbito mostrou-se necess��rio fazer um diagn��stico interno �� organiza����o com uma perspetiva de g��nero, quer em termos de desigualdades de g��nero na composi����o e situa����o dos seus efetivos quer de forma a conhecer as representa����es das pessoas que trabalham na autarquia, em torno do fen��meno da (des)igualdade de mulheres e homens. Para a sua realiza����o foi feita an��lise estat��stica a dados fornecidos pela organiza����o, e aplicou-se um inqu��rito por question��rio ao pessoal ao servi��o da autarquia. Concluiu-se que estamos na presen��a do fen��meno da desigualdade em fun����o do sexo na estrutura da organiza����o traduzida pela segrega����o ocupacional e segrega����o vertical, sendo os homens que apresentam os maiores n��veis de antiguidade, que justificar��o, de certa forma, as disparidades salariais existentes. Confirmamos uma dualidade entre o ideal de mulher como m��e e dona-de-casa e o de mulher como pessoa independente, especialmente quando s��o evocadas as consequ��ncias da sua atividade profissional sobre os/as filhos/as e a vida familiar. O papel de cuidar surge assim como o obst��culo a conce����es menos tradicionalistas e individualizadoras da identidade feminina que nos remete para uma mudan��a na atribui����o do lugar social de homens e mulheres dentro e fora da fam��lia. Sobressai a valoriza����o e enfatiza����o da maternidade e do cuidado das crian��as na identidade feminina; ao passo que aos homens se atribui uma maior valoriza����o da atividade profissional. Esta constata����o comprova a ambival��ncia e dicotomia de valores e atitudes entre uma fuga �� convencional polariza����o entre pap��is ���masculinos��� e ���femininos��� r��gida e estereotipadamente definidos. / In Portugal, about two hundred organizations are committed to create and implement plans for men and women���s equality. These include public and private companies, local authorities, business associations, third sector organizations, development associations, universities, ministries and other governmental departments. The research exposed here is part of a broader diagnostic project taking placa in the City Hall, of Lous�� which is promoting a Municipal Plan for Equality. In this context it was necessary to make an internal diagnosis to the organization from a perspective of gender, either in terms of gender inequalities in the composition and status of their workers or in order to know the workers representations around the phenomenon of women and men���s equality. To make it passible the organization provided statistical data which was analysed and subsequentaly a questionnaire was applied to the municipality staff. We concluded that there is the phenomenon of gender inequality in the structure of the organization namely occupational/professional segregation and vertical segregation, - men having the highest levels of seniority, which may justify in some way the existing wage gap. The study confirms a duality between the ideal of woman as a mother and housewife and the woman as an independent person, especially when the consequences suggested are related to their professional activity on their children and life family. The role of caring emerges as the obstacle to less traditionalist conceptions of female identity and individualization, which leads us to talk about a change of the social position of men and women within and outside the family. It points out the valuation and emphasizing of motherhood and care in female identity, whereas men are given a greater appreciation of the professional activity. This conclusion confirms the ambivalence and dichotomy of values and attitudes between escape from the conventional polarization between rigid and stereotypically defined roles of "male" and "female".

Representa����es e Atitudes sobre Igualdade de G��nero no Trabalho e nas Organizações dos Funcion��rios e das Funcion��rias de um Munic��pio Portugu��s

Em Portugal, as iniciativas no ��mbito da concilia����o trabalho-fam��lia e a igualdade entre mulheres e homens t��m-se fortificado nos ��ltimos anos. A presente disserta����o estuda as ���Representa����es e atitudes sobre igualdade de g��nero dos funcion��rios e funcion��rias de um munic��pio portugu��s���, tendo partido do desafio de acompanhamento de um processo de planeamento e mudan��a organizacional - Plano para a igualdade de g��nero - para a elimina����o da desigualdade de g��nero numa C��mara do interior centro do pa��s. Analisaram-se os dados de um inqu��rito por question��rio respondido por 206 colaboradores/as da autarquia, dos quais 51,2% s��o homens e 48,8% mulheres. Com uma escala composta de 34 itens procur��mos conhecer a extens��o e a express��o dos valores e da estereotipia de g��nero, bem como o reconhecimento da desigualdade e o acolhimento de pr��ticas e pol��ticas igualit��rias por parte deste universo. Concluiu-se que ao mesmo tempo que j�� se admite e se aceita cada vez mais o facto de numa fam��lia, os dois c��njuges trabalharem fora e se dedicarem a uma carreira profissional, ainda est�� presente nas pessoas inquiridas a ideia de que as tarefas vinculadas ao ��mbito dom��stico s��o responsabilidades das mulheres, ainda que elas j�� recebam aux��lio dos seus companheiros. Assim, percebemos que embora o mundo p��blico seja cada vez mais ocupado por mulheres, ainda se vincula o espa��o ���profissional��� aos homens e as responsabilidades ligadas ao lar e aos filhos ��s mulheres. Foi tamb��m poss��vel concluir uma forte estereotipia de g��nero que justifica de forma essencialista aquilo que s��o, na realidade, efeitos da desigualdade de g��nero. Este diagn��stico permitiu desenhar um plano de forma����o organizacional com enfoque no combate �� estereotipia de g��nero e seus efeitos nefastos na gest��o das pessoas, na igualdade de oportunidades e no desenvolvimento organizacional. / In Portugal, the initiatives in the scope of the bond work-family and the equity between men and women have been strengthened in the last few years. The present thesis studies the ���Representations and attitudes about gender equity between men and women employees of a Portuguese city���, that started with the challenge of overlooking a process of planning and organizational change ��� Plan for gender equity ��� in order to eliminate the gender inequity within a City Hall in the interior of the country. Data collected from a questionnaire was analysed. This questionnaire was answered by 206 City Hall employees, of which 51,2% are men and 48,8% are women. With a scale composed of 34 items we sought to understand the extent and the expression of the values and gender stereotyping, as well as the inequity acknowledgement and the reception of equity practices and policies by this universe of people. It is concluded that although, more and more, it is allowed and accepted that in a family both spouses work and dedicate themselves to a professional career, within the people surveyed the idea that the household chores are of the women���s responsibility is still present, the ���professional��� field is still linked to the men and the responsibilities related to the home and the children are linked to the women. It was also possible to conclude that a strong gender stereotyping justifies, in an essentialist way, what are, in reality, the effects of gender inequity. This diagnosis enabled the design of an organizational training program, with the emphasis on the battle against gender stereotyping and its adverse effects in people management, in equal opportunities between men and women and in the organizational development.

A Forma����o nas Organizações: motiva����o para transferir os conte��dos formativos para o local de trabalho

A presente investiga����o pretendeu avaliar a motiva����o para transferir os conte��dos adquiridos em forma����o para o local de trabalho. A forma����o nas empresas assume atualmente uma especial import��ncia, cumprindo o duplo objetivo de contribuir para o desenvolvimento pessoal e profissional dos colaboradores e, consequentemente, contribuir para a melhoria do desempenho organizacional. Partindo da escolha de uma empresa nacional do setor privado, ligada ao ramo metal��rgico, e de uma amostra de 83 colaboradores, utilizou-se como instrumento um question��rio de auto-resposta. O question��rio aplicado permitiu avaliar a perce����o de utilidade da forma����o, as cren��as de auto efic��cia dos colaboradores, a vincula����o afetiva �� empresa, e a motiva����o para transferir os conte��dos formativos. Os principais resultados indicaram que a motiva����o para transferir est�� relacionada com a perce����o de utilidade e com a vincula����o afetiva. Por outro lado, os resultados n��o permitem afirmar com convic����o que uma das condi����es essenciais para se sentir motivado a transferir a forma����o, resida nas cren��as de auto efic��cia. A perce����o de utilidade da forma����o surgiu como vari��vel que mediou a rela����o entre a motiva����o para transferir e as cren��as de auto efic��cia, n��o se tendo verificado de forma clara, o mesmo resultado para a vincula����o afetiva. Os resultados obtidos nesta investiga����o permitem desenvolver estrat��gias relevantes para os respons��veis da forma����o nas empresas que pretendam aumentar o grau de motiva����o para transferir a forma����o para o local de trabalho. / The present research was intended to evaluate the motivation to transfer the knowledge acquired in training to the workplace. The training in the companies takes nowadays a special importance, fulfilling the double goal of contributing to the collaborators personal and professional development and, consequently, of contributing to the improvement of the organizational performance. Starting from the choice of a national private company, from the metallurgic sector, and from a sample of 83 collaborators, a self-answer quiz was used. The applied quiz allowed to evaluate the perceived usefulness of the training, the beliefs of self-efficacy of the collaborators, the affective commitment with the company, and the motivation to transfer the training knowledge. The main results indicated that the motivation to transfer is related with the perceived usefulness and with the affective commitment. On the other side, the results do not allow to declare convincingly that one of the essential conditions to feel motivated to transfer the training is founded on the beliefs of self-efficacy. The perceived usefulness of the training surged as a variable that mediated the relation between motivation to transfer and the beliefs of self-efficacy, situation that was not verified in a clear way in the case of affective commitment. The results obtained on this research allow the development of relevant strategies for the responsible for the training on the companies that want to increase the motivation degree to transfer the training to the workplace.

Redes Interorganizacionais: um estudo sobre partilha e utiliza����o do conhecimento em organizações da Rede Associativa Empresarial da Regi��o Centro de Portugal

Tese de doutoramento em Psicologia, na especialidade de Psicologia das Organizações, do Trabalho e dos Recursos Humanos

Concilia����o Trabalho-Fam��lia em Tr��s Tipos de Organizações

Este estudo aborda a quest��o da concilia����o entre o trabalho e fam��lia, nomeadamente a quest��o da import��ncia da exist��ncia de medidas de concilia����o. A pesquisa decorreu em tr��s contextos, numa empresa com medidas de concilia����o efectivas, uma empresa sem medidas de concilia����o e no setor p��blico, atrav��s de question��rios Os principais resultados mostram que a exist��ncia de medidas de concilia����o e de uma cultura organizacional apoiante (para a qual contribui o apoio de colegas e chefias) aumentam a perce����o de capacidade de concilia����o\ e permitem diminuir o stress sentido pelos trabalhadores. Percebeu-se tamb��m que existe uma maior interfer��ncia do trabalho na fam��lia do que o contr��rio e que as mulheres continuam a ser quem sente mais dificuldades em rela����o �� concilia����o. / This study addresses the issue of balancing work and family, namely the issue of importance of conciliation measures. The research took place in three contexts, a company with actual measures of conciliation, a company without conciliation measures and the public sector, through questionnaires The main results show that the existence of reconciliation measures and a supportive organizational culture (which contributes to the support of colleagues and supervisors) increase the perception of ability to compromise and they reduce the stress felt by workers. We also noticed that there is a greater interference of work in the family than otherwise and that women continue to be who feels more difficulties regarding the conciliation.

Impacto de la innovaci��n en el rendimiento de empresas turísticas en Colombia

Programa de doctorado: Perspectivas cient��ficas sobre turismo y direcci��n de empresas turísticas

A representa����o social do papel de gestores em organizações n��o governamentais

The discussions concerning the absence of a management model appropriate to the peculiarities of third sector organizations have not been impeditive to their emphasized expansion in the last decades. In the attempt of understanding this phenomenon from the perspective of those who manage social organizations, this work based on the theory of social representations to understand the notion that organization managers of the third sector - based in Fortaleza CE - have of the part that they play and how this notion influences the direction of their activities. Social representations of managers of four different categories of non-governmental organizations have been investigated, each category composed of two unities. The categories researched were: social integration through art and education, prevention and treatment of alcohol and drug abuse, children s health assistance and community action. By using Doise s Societal Approach, the role of social managers translated in intraindividual, interindividual and situational processes of their actions, has been analysed within the social representations, focusing on beliefs, values, symbols and stories that give meaning to the existence of non-governmental organizations. Analysis and discussion of data displayed the existence of diversity in the understanding of managers within their practice, in other words, the management profile is also its own manager s. The branch where an organization acts is also preponderant in the shaping of a management style. It could be deduced, from to the organizations researched, that professional formation and the manager s social insertion mainly, are determinative factors in the outlining of a management model of its own. It was concluded that, due to heterogeneity of interests and action segments, there is no systematic process for social management among organizations. Management styles are supported by their director s own perception of achievement, who model organizations according to their contingencies

Imagens do terceiro setor: um estudo com pais e respons��veis financeiros das organizações educacionais

The present report is the result of an applied research in the educational entities of the third sector, aiming to demonstrate whether the financial influences the perception of users on the image of those entities. For both used the prospect of integrative marketing relationship adapting to and developing a set of indicators which bore the measurement of images from the model of Machado et al (2005) and Kotler and Fox (1994). The sample included a total of 187 parents and financial responsibility in 03 (three) institutions of education in Natal / RN. These data were processed by multivariate statistical analysis, factor analysis, linear regression, analysis of cluster and discriminant analysis. The factor analysis also identified 6 images perceived by users of services. Next were the relationships of cause and effect between the financial and images formed. In discriminant analysis, was identified two distinct groups of parents and guardians with financial perceptions similar and well defined. The result of the work shows that the differential level of financial participation of parents and guardians not influence the formation of the images formed from educational institutions of the third sector

Os estilos de lideran��a nas organizações n��o governamentais da regi��o metropolitana de Bel��m

This study aimed to analyze the leadership style adopted by managers of nongovernmental organizations in the metropolitan region of Belem on the theory of Hersey and Blanchard. This theory is called situational leadership ranks E1, E2, E3, E4 and the styles of leadership and maturity in parallel classes M1, M2, M3 and M4. This study examined the relationship of leadership styles with the maturity of work, identified the relationship of leadership styles as related to psychological maturity and job maturity and psychological maturity. The main objectives were to analyze and relate leadership styles with the maturity of the leaders and understand the phenomenon of leadership from the self-perception of those who lead the organizations studied. To achieve the objectives we used a questionnaire already validated the theory of situational leadership and applied in 320 non-governmental organizations in the metropolitan region of Belem The methodology was quantitative, descriptive and exploratory. The analysis was by descriptive statistics and inferential statistics for univariate and bivariate form, applying the chi-square, the V Crammer and Spearman correlation. The data analysis shows safety, attested to the frequencies, and average margin of error and after application of the tests it was found that a relationship between the leadership style of work with the maturity and psychological maturity. The managers of nongovernmental organizations practicing various styles of leadership and focus on the quadrant of high maturity. It was diagnosed when the manager uses only one style of leadership was the predominance of E3 "share or support", which represents 24% of the sample. As uses two styles of leadership is the predominance of E3 and E2, which represents 76%. So the managers of nongovernmental organizations in the metropolitan region of Belem, practicing a style of leadership support, sharing ideas for decision making using a democratic style

Os programas de incentivo �� cultura e o processo de fomento ��s organizações culturais no Rio Grande do Norte: o caso da Casa da Ribeira em Natal

Since the emergence of the first demands for actions that were intended to give greater attention to culture in Brazil, came the first discussions which concerned the way the Brazilian government could have a positive influence in encouraging the culture, as is its interaction with the actors interested and involved with the cause. During the military dictatorship, there were programs which relied on the direct participation of the State to ensure that right, from the viewpoint of its support and implementation of public resources in developing the "cultural product" to be brought to society in its various forms of expression - all this, funded by the government. It is an example of "EMBRAFILMES" and "Projeto Seis e Meia", continued until the present day in some regions of the country, though maintained by entities not directly connected with the administration or the government. However, it was from the period of democratization and the end of the dictatorship that the Brazilian government began to look at the different culture, under its guarantee to the society. Came the first incentive laws, led by "Lei Sarney" N�� 7.505/86, which was culture as a segment which could receive foreign assistance in order to assist the government in fulfilling its public duty. After Collor era and the end of the embargo through the encouragement of culture incentive laws, consolidated the incentive model proposed in advance of Culture "Lei Sarney" and the federal laws, state and local regimentares as close to this action. This applies to the Rouanet Law (Lei Rouanet), C��mara Cascudo Law (Lei C��mara Cascudo) and Djalma Maranh��o Cultural Incentive Law (Lei de Incentivo �� Cultura Djalma Maranh��o), existing in Natal and Rio Grande do Norte. Since then, business entities could help groups and cultural organizations to keep their work from the political sponsorship under control and regiment through the Brazilian state in the form of their Cultural Incentive Law. This framework has contributed to the strengthening of NGOs and with the consolidation of these institutions as the linchpin of Republican guaranteeing the right to access to culture, but corporate social responsibility was the one who took off in the segment treated here, through the actions of Responsibility Cultural enterprises arising from the Cultural Organizations. Therefore, in the face of this discourse, this study ascertains the process of encouraging the Culture in Rio Grande do Norte from the Deviant Case Analysis at the Casa da Ribeira, the main Cultural Organization that operates, focused action in Natal in order to assess the relationships established between the same entity and the institutions which are entitled to maintain the process of encouraging treated in this study - Enterprise, from the viewpoint of corporate sponsorship and Cultural Responsibility and State in the form of the Laws Incentive Funds and Public Culture Incentive

Estrutura de organizações sociais: adapta����o aos projetos sociais ou ��s press��es institucionais?

This is a study concerning in the structure of non governmental organizations, based on the institutional theory. It aims to understand the relation among structure, social projects and environmental influences, analyzing if there is coherence with project social or expresses adaptation to the institutional pressures of the environment. It introduces as theoretical support for the themes, studies about institutional theory and social structure. The research is descriptive and exploratory; it also applies to a study of case, based on the technical procedures. From the research universe, that was compound by non governmental organizations from Natal, RN, Brasil, it was chosen the Casa Renascer, a non governmental organization that works with the combat to the violence and sexual exploration of children and teenagers. The data collection process employed includes documental research, observations and semi structured research devices, guided by the organizational process proposed by Serva (1996) and by the institutional theory. The collected data were qualitatively treated. The analysis was divided into three parts, following the research matters. The social project characterization demonstrated that the organization went by three main phases. The first one, characterized by focus in women and girls education and health; the second shows the emphasis on girls in social risk situation, with preventive approach; and the last one, characterized by victims assistance of violence and sexual exploration. From the analysis using the institutional theory mechanisms, the results showed that exists coherence between structure and environmental influences, but a weak coherence between structure and social projects. It indicates as main determinant of the structure, an aspect forgotten by the institutional theory, the power. It was observed the presence from normative, coercive and mimetic mechanisms, highlighting normative influences