CULTURA ORGANIZACIONAL: UM ESTUDO SOBRE O SISTEMA DE VALORES DE UMA MULTINACIONAL NO BRASIL

Este trabalho apresenta o tema CULTURA ORGANIZACIONAL: UM ESTUDO SOBRE O SISTEMA DE VALORES DE UMA MULTINACIONAL NO BRASIL . O eixo central da pesquisa é discutir a cultura organizacional global da multinacional sua relação com a cultura organizacional local da subsidiária no Brasil, bem como as relações de compartilhamento. Para isto, utiliza-se como objeto de estudo uma empresa multinacional alemã do segmento de produtos esportivos com subsidiária no Brasil. Com intuito de responder ao objetivo do trabalho foi realizado um estudo de caso único, descritivo explicativo, em uma empresa multinacional alemã instalada na cidade de São Paulo. O caso é composto por 62 sujeitos, 07 gestores e 55 funcionários administrativos que trabalham na subsidiária brasileira. Como resultado obteve-se a idéia de que a cultura organizacional é um fator relevante na sociedade pós-industrial globalizada e é necessário que as empresas multinacionais compreendam a cultura nacional do país onde desejam instalar-se e entendam como administrar as diversidades culturais de cada país.(AU)

Formação e exercício do trabalho : práticas e lógicas de formação profissional contínua numa grande empresa

Tese de doutoramento, Educação (Formação de Adultos), Universidade de Lisboa, Instituto de Educação, 2016

CULTURA ORGANIZACIONAL: UM ESTUDO SOBRE O SISTEMA DE VALORES DE UMA MULTINACIONAL NO BRASIL

Este trabalho apresenta o tema CULTURA ORGANIZACIONAL: UM ESTUDO SOBRE O SISTEMA DE VALORES DE UMA MULTINACIONAL NO BRASIL . O eixo central da pesquisa é discutir a cultura organizacional global da multinacional sua relação com a cultura organizacional local da subsidiária no Brasil, bem como as relações de compartilhamento. Para isto, utiliza-se como objeto de estudo uma empresa multinacional alemã do segmento de produtos esportivos com subsidiária no Brasil. Com intuito de responder ao objetivo do trabalho foi realizado um estudo de caso único, descritivo explicativo, em uma empresa multinacional alemã instalada na cidade de São Paulo. O caso é composto por 62 sujeitos, 07 gestores e 55 funcionários administrativos que trabalham na subsidiária brasileira. Como resultado obteve-se a idéia de que a cultura organizacional é um fator relevante na sociedade pós-industrial globalizada e é necessário que as empresas multinacionais compreendam a cultura nacional do país onde desejam instalar-se e entendam como administrar as diversidades culturais de cada país.(AU)

Parceria ou mera relação social? Estudo de Caso das relações entre a BASF SA e a comunidade do seu entorno em Guaratinguetá/SP

Estudo sobre as relações comunicacionais entre a multinacional BASF e a comunidade no seu entorno na cidade de Guaratinguetá, no interior de São Paulo. O objetivo geral é analisar em que condições uma empresa multinacional e uma comunidade ao seu redor podem concretizar na prática uma parceria em busca de uma gestão socialmente mais responsável, bem como verificar qual o poder de interferência dessa comunidade em seus processos de comunicação. A metodologia utilizada foi estudo de caso por meio de análise de documentos, observação participante em reunião do Conselho Comunitário, grupo de discussão e entrevistas semiestruturadas, além de pesquisa bibliográfica. Procuramos compreender a percepção de membros do Conselho, de moradores da cidade, da mídia local e também dos profissionais de comunicação da multinacional. A principal conclusão é que o quepoderia se constituir em uma parceria de sucesso para ambos os lados, acaba se restringindo a uma mera relação social, onde os dois lados parecem se sentir bem e estão convictos de que realizam seus trabalhos da melhor maneira possível.

The role of market orientation in the business success of MNCs' UK subsidiaries

Purpose - The paper aims to explore the role of market orientation in the multinational company's subsidiary's business performance. Design/methodology/approach - The paper is based on a questionnaire survey/analysis of a sample of 252 foreign subsidiaries in the UK. Findings - The paper finds that market orientation is a key driver for business performance at foreign subsidiaries. However, the strength of its impact on performance depends on the subsidiary role. Originality/value - This is the first systematic investigation of the role of market orientation in multinational companies' subsidiaries.

The work situation and class position of Brazilian engineers

This thesis analyses the work situation and class position of Brazilian engineers through a Marxist perspective. The research is based on two case studies, one focused on a large German steel company based in Brazil and the other on a large Brazilian energy corporation. The fieldwork involved 114 interviews, with engineers from different hierarchical positions in these two companies. Data was also gathered through interviews with representatives from the companies, the Council of Engineering, the Engineering Education System and the Engineers Trade Unions. The findings show that the engineering profession in Brazil has shifted from its initial condition as a liberal profession to an organizational profession, with the country's industrial deployment. Both companies consider all salaried workers as employees, including managers. Hence they are subject to the company's general personnel policies. The multinational company controls labour more rigidly than the national company, as well as reserving its top positions for its home country's executives. Although no deskilling process was found, engineers of both companies performed simple work, which required less engineering knowledge than they had learned from school. Engineers have little autonomy, authority and participation in decision making and are subject to direct supervision, performance evaluation, time control, overtime work, productivity and to poor working conditions in the multinational company. The majority of the engineers supervised other workers without being in a managerial position. They found that to move into management, was a good way to improve their autonomy, authority, prestige, salary, status, power and professional pride. Despite ideological divisions between capital and labour, most of the engineers were unionised and saw unions as the right way to deal with the employer.

Challenges and limitations of intercultural training for inpatriates in German multinationals:a case study

Despite the increasing popularity of research on intercultural preparation and its effectiveness, research on training for inpatriates has not been developed with the same level of rigour as research on training for expatriates. Furthermore, research on intercultural training hardly ever includes the aspect of preparing for the corporate culture of a company. For expatriates coming from headquarters’ national culture and equipped with a good knowledge of headquarters’ corporate culture, it might be sufficient to address only the national culture of the location abroad. But can the same be said for inpatriates coming from a foreign subsidiary? Therefore the qualitative research of my thesis was aimed at finding out if intercultural training programmes that address only the national culture of the host country are sufficient to prepare inpatriates for working at headquarters. A case study using a German multinational company has been conducted in order to find out what kind of problems and irritations inpatriates at the company’s headquarters perceive at work. In order to determine whether the findings are related to the national or the corporate culture, Hall’s and Hofstede’s approaches to culture were used. The interview analysis produced the following conclusion: Although the researched company promotes standardised worldwide corporate guidelines, there are many differences between headquarters and subsidiaries regarding the interpretation and realisation of these guidelines. These differences cause irritation, confusion and problems for the inpatriates. Therefore an effective intercultural preparation for inpatriates should be tailor-made and take into account the aspect of corporate culture, as well as the specific roles and functions of inpatriates.

Creative self-efficacy and individual creativity in teams:cross-level interactions with team informational resources

We propose a cross-level perspective on the relation between creative self-efficacy and individual creativity in which team informational resources, comprising both shared “knowledge of who knows what” (KWKW) and functional background diversity, benefit the creativity of individuals more with higher creative self-efficacy. To test our hypotheses, we conducted a multi-level study with 176 employees working in 34 research and development teams of a multinational company in 4 countries. In support of our hypotheses, the link between creative self-efficacy and individual creativity was more positive with greater shared KWKW, and this interactive effect was pronounced for teams of high rather than low functional background diversity. We discuss implications for the study of creative self-efficacy in team contexts. (PsycINFO Database Record (c) 2012 APA, all rights reserved).

Managing imbalanced supply chain relationships for sustainability:a power perspective

This study adopts a power perspective to investigate sustainable supply chain relationships and specifically uses resource-dependence theory (RDT) to critically analyze buyer-supplier-supplier relationships. Empirical evidence is provided, extending the RDT model in this context. The concept of power relationships is explored through a qualitative study of a multinational company and agricultural growers in the UK food industry that work together to implement sustainable practices. We look at multiple triadic relationships involving a large buyer and its small suppliers to investigate how relative power affects the implementation of sustainable supply-management practices. The study highlights that power as dependence is relevant to understanding compliance in sustainable supply chains and to identifying appropriate relationship-management strategies to build more sustainable supply chains. We show the influences of power on how players manage their relationships and how it affects organizational responses to the implementation of sustainability initiatives. Power notably influences the sharing of sustainability-related risks and value between supply chain partners. From a managerial perspective, the study contributes to developing a better understanding of how power can become an effective way to achieve sustainability goals. This article offers insights into the way in which a large organization works with small and medium size enterprises to implement sustainable practices and shows how power management-that is, the way in which power is used-can support or hinder effective cooperation around sustainability in the supply chain. © 2014 Decision Sciences Institute.

A auditoria contínua como resposta ao risco de fraude

Mestrado em Auditoria

Gerir organizações de investigação e desenvolvimento

Este artigo faz uma análise das diferenças e semelhanças do significado da gestão e das práticas em duas organizações de investigação e desenvolvimento. Uma organização é uma divisão de I&D de uma grande multinacional europeia e o outro tipo de organização em análise são três consórcios de I&D financiados pela CE. Os membros destes consórcios assumem entre si que têm relacionamentos simétricos e baseados em igualdade de poderes administrativos mas têm dificuldades em gerir um consenso sobre o que pretendem comunicar para a EC. No entanto para tornar o caso mais interessante na altura em que este estudo foi realizado a multinacional em questão tinha acabado de reformar a sua estrutura para ultrapassar as dificuldades de processos de consenso. Tendo em conta que há interesses tanto do sector privado como do público, uma das maiores diferenças entre a divisão de I&D de uma multinacional e dos consórcios de I&D financiados pela EC, poderá ser a promoção de diferentes tipos de investigação que beneficie diferentes partes sociais e comerciais.

THE NETWORK EMBEDDEDNESS OF A FOREIGN SALES SUBSIDIARY The subsidiary personnel perspective

This study focuses on the network embeddedness of a subsidiary of a multinational company. Academic research has identified the rising role of geographically dispersed subsidiaries as valuable sources of strategic knowledge and value to the whole multinational company. Moreover, previous research suggests that in order to gather this knowledge and transfer it across the multinational company, a subsidiary needs to be insider, i.e. embedded, in both its local external network as well as in its internal corporate network. The purpose of this study is to describe the network embeddedness of a foreign sales subsidiary from the subsidiary personnel perspective and hence increase understanding on the phenomenon and provide suggestions to enhance overall subsidiary embeddedness. The empirical study was based on a theoretical framework on subsidiary network embeddedness and comprised a qualitative single-case study in a French sales subsidiary of a Nordic multinational company. Data collection included nine semi-structured interviews and six Network Pictures drawing tasks. Altogether eight people out of subsidiary staff of eleven participated in the study providing relatively exhaustive overview of the subsidiary personnel perspective. Based on the collected data, the relationships toward the most relevant network actors, both internal and external were identified and their impact on the subsidiary embeddedness were analyzed separately. Moreover, the subsidiary’s simultaneous embeddedness in both internal and external network, that is, the subsidiary dual embeddedness, was discussed to increase understanding how subsidiary personnel perceive their role between the two networks and its impact on the subsidiary activities. The findings of the study suggest that the subsidiary personnel perceives strong external embeddedness increasing internal and dual-embeddedness since intensive external collaboration requires including and activating other corporate units as well. The role of the local sales subsidiary is to act as the interpreter and connector between the internal and external network actors. Hence, by actively promoting relationship linkages between internal and external actors, the subsidiary may adopt an active role beyond its original corporate mandate. In order to achieve this, both managers on the subsidiary and corporate level need to promote open communication and increase cultural understanding between different corporate units.

Working towards leisure

Expanded individual availability and flexibility is necessary in order to progress in a management career to senior level. If managers owe all their time to the organisation and their work as managers they are left with no time to invest in the management of their private lives. Therefore, it remains unspoken in their management work how they are able to create time and space to enjoy free time during their non-working hours. Managers female partners prepare all the domestic work in the private sphere in order for the manager to enjoy their free time in any leisure activity. The empirical evidence for this argument derives from 64 in-depth interviews with male managers from three European countries (Germany, Portugal, the United Kingdom) working for one large multinational company. These interviews cover the views of a variety of male managers with an age range between 30 and 65 years and, thus, different management positions and life stages. This article explores three different layers of time in male managers work careers: non-working time, free-time and leisure time. It includes the concept of leisure work which enables managers to devote themselves absolutely to whatever they want to do in their non-working time. Therefore combining a professional career and family life for male managers is only a question of balancing their work as male managers and leisure time and not an issue of tension between employment and domestic obligations.

A implementação de preços de transferência interna : o caso Xerox

Mestrado em Contabilidade, Fiscalidade e Finanças Empresariais

Le conflit de travail à l’usine d’Alma de Rio Tinto Alcan en 2012 : un déséquilibre du rapport de force entre un syndicat local et une entreprise multinationale?

Ce mémoire analyse la mobilisation multiniveaux de la section locale 9490 d'Alma du syndicat des Métallos lors de son conflit de travail avec Rio Tinto Alcan à l'hiver 2012. Lors de la négociation pour le renouvellement de la convention collective, le syndicat, affilié à la FTQ, est mis en lock-out par Rio Tinto Alcan, une entreprise multinationale anglo-australienne. Rio Tinto achète Alcan, une entreprise multinationale canadienne, au milieu des années 2000 et souhaite rentabiliser son investissement. Le Syndicat tient à maintenir ses acquis et les emplois de qualité dans la région et à ne pas céder devant ce nouvel employeur. Le syndicat des Métallos est affilié au syndicat international United SteelWorkers. Ensemble, ils mettront sur pied une campagne stratégique internationale afin de faire contrepoids aux énormes ressources de l'employeur. Cette étude analyse le déploiement d'un syndicat international lors d'un conflit de travail au niveau local avec une entreprise multinationale et identifie les impacts de la campagne sur les relations de travail.