An archaeological history of Ashuanipi, Labrador

This dissertation employs an eclectic approach to archaeology, in which various theories from culture history, processualism, and post-processualism are used together as aspects of a single approach to archaeological history. This multifocal methodology is discussed, and used to organize and present the archaeological survey results from Ashuanipi, a large lake in the Lake Plateau Region of the Quebec Labrador Peninsula. Questions related to predictive modelling, cultural resources management, boreal forest ecology, landscape change, archaeological theory and practice, and Innu history are raised throughout the process – some of these question are answered, while others are guideposts for future research.

Influence of Increased Human Presence in the Mills River Basin on Water Availability and Drought

Periods of drought and low streamflow can have profound impacts on both human and natural systems. People depend on a reliable source of water for numerous reasons including potable water supply and to produce economic value through agriculture or energy production. Aquatic ecosystems depend on water in addition to the economic benefits they provide to society through ecosystem services. Given that periods of low streamflow may become more extreme and frequent in the future, it is important to study the factors that control water availability during these times. In the absence of precipitation the slower hydrological response of groundwater systems will play an amplified role in water supply. Understanding the variability of the fraction of streamflow contribution from baseflow or groundwater during periods of drought provides insight into what future water availability may look like and how it can best be managed. The Mills River Basin in North Carolina is chosen as a case-study to test this understanding. First, obtaining a physically meaningful estimation of baseflow from USGS streamflow data via computerized hydrograph analysis techniques is carried out. Then applying a method of time series analysis including wavelet analysis can highlight signals of non-stationarity and evaluate the changes in variance required to better understand the natural variability of baseflow and low flows. In addition to natural variability, human influence must be taken into account in order to accurately assess how the combined system reacts to periods of low flow. Defining a combined demand that consists of both natural and human demand allows us to be more rigorous in assessing the level of sustainable use of a shared resource, in this case water. The analysis of baseflow variability can differ based on regional location and local hydrogeology, but it was found that baseflow varies from multiyear scales such as those associated with ENSO (3.5, 7 years) up to multi decadal time scales, but with most of the contributing variance coming from decadal or multiyear scales. It was also found that the behavior of baseflow and subsequently water availability depends a great deal on overall precipitation, the tracks of hurricanes or tropical storms and associated climate indices, as well as physiography and hydrogeology. Evaluating and utilizing the Duke Combined Hydrology Model (DCHM), reasonably accurate estimates of streamflow during periods of low flow were obtained in part due to the model’s ability to capture subsurface processes. Being able to accurately simulate streamflow levels and subsurface interactions during periods of drought can be very valuable to water suppliers, decision makers, and ultimately impact citizens. Knowledge of future droughts and periods of low flow in addition to tracking customer demand will allow for better management practices on the part of water suppliers such as knowing when they should withdraw more water during a surplus so that the level of stress on the system is minimized when there is not ample water supply.

Millennials in the Workplace

Today’s workplace is undergoing dramatic shifts due to the growth of Miillennials within the workforce and the insertion of their ideals, values, and identity in organizations. This article explores the workplace profile of Millennials, their use of technology, their workplace engagement, and the ultimate impact they have on organizational success.

Do we need to rethink our waterways? Values of ageing waterways in current and future society

In the past canals were developed, and some rivers were heavily altered, driven by the need for good transportation infrastructure. Major investments were made in navigation locks, weirs and artificial embankments, and many of these assets are now reaching the end of their technical lifetime. Since then the concept of integrated water resource management (IWRM) emerged as a concept to manage and develop water-bodies in general. Two pressing problems arise from these developments: (1) major reinvestment is needed in order to maintain the transportation function of these waterways, and (2), it is not clear how the implementation of the concept of IWRM can be brought into harmony with such reinvestment. This paper aims to illustrate the problems in capital-intensive parts of waterway systems, and argues for exploring value-driven solutions that rely on the inclusion of multiple values, thus solving both funding problems and stakeholder conflicts. The focus on value in cooperative strategies is key to defining viable implementation strategies for waterway projects.

Adaptación del sector turístico al cambio climático en España. La importancia de las acciones a escala local y en empresas turísticas

El 5º Informe del IPCC (Panel Intergubernamental de Cambio Climático, 2014) señala que el turismo será una de las actividades económicas que mayores efectos negativos experimentará en las próximas décadas debido al calentamiento térmico del planeta. En España, el turismo es una fuente principal de ingresos y de creación de puestos de trabajo en su economía. De ahí que sea necesaria la puesta en marcha de medidas de adaptación a la nueva realidad climática que, en nuestro país, va a suponer cambios en el confort climático de los destinos e incremento de extremos atmosféricos. Frente a los planes de adaptación al cambio climático en la actividad turística, elaborados por los gobiernos estatal y regional, que apenas se han desarrollado en España, la escala local muestra interesantes ejemplos de acciones de adaptación al cambio climático, desarrolladas tanto por los municipios (energía, transporte, vivienda, planificación urbanística) como por la propia empresa turística (hoteles, campings, apartamentos). Medidas de ahorro de agua y luz, fomento del transporte público y de las energías limpias, creación de zonas verdes urbanas y adaptación a los extremos atmosféricos destacan como acciones de mitigación del cambio climático en los destinos turísticos principales de nuestro país.

Does Inappropriate Quality Control Demotivate Workers

The construction industry requires quality control and regulation of its contingent,unpredictable environment. However, taking too much control from workers candisempower and demotivate. In the 1970s Deci and Ryan developed selfdeterminationtheory which states that in order to be intrinsically motivated, threecomponents are necessary - competence, autonomy and relatedness. This study aimsto examine the way in which the three ‘nutriments’ for intrinsic motivation may beundermined by heavy-handed quality control. A critical literature review analysesconstruction, psychological and management research regarding the control andmotivation of workers, using self-determination theory as a framework. Initialfindings show that quality management systems do not always work as designed.Workers perceive that unnecessary, wasteful and tedious counter checking of theirwork implies that they are not fully trusted by management to work without oversight.Control of workers and pressure for continual improvement may lead to resistanceand deception. Controlling mechanisms can break the link between performance andsatisfaction, reducing motivation and paradoxically reducing the likelihood of thequality they intend to promote. This study will lead to a greater understanding ofcontrol and motivation, facilitating further research into improvements in theapplication of quality control to maintain employee motivation.

Uppföljning och utvärdering av det balanserade styrkortet : Är balanserat styrkort ett värdeskapande och strategiskt instrument inom den kommunala verksamheten?

The need to steer economic development has always been great and as management model has the balanced scorecard has been popular since the mid- 1990s, mainly in the private sector but also in the municipal sector. The introduction of the balanced scorecard has been primarily to organizations to see more than economic dimensions. The Balanced Scorecard was originally a measurement system, and today it works more as a strategic instrument. In our study is a case study to evaluate a municipality and how they make use of the balanced scorecard as a tool for strategic and value-adding work in municipal activities. In the local business is it important that the organization adapts the balanced scorecard, so it fits on the basis that it is a politically driven organization, with mandates, committees and administrations. In our study, we used a qualitative method with a deductive approach. In the study, we have gathered information through a case study where we interviewed 7 people in leading positions. In our analysis and results section, we came to the conclusion that the municipality does not use the balanced scorecard correctly. We also found that the balanced scorecard as a tool for value creation and strategic planning does not work in a favorable way. In our study, we see difficulties with the implementation of the balanced scorecard. If the municipality has invested in implementing the balanced scorecard at all levels of the business so the municipality would be able to use it on one of the activities more adequately. When the municipality is a politically driven organization, it is important that vision alive and changing based on the conditions that reflect the outside world and the municipality in general. Looking at a vivid vision, goals and business ideas, it's balanced scorecard in line with how a balanced scorecard should look like. The municipality has a strategic plan in terms of staff and employees at large. In the study, we have seen that the strategic plan is not followed up in a good way and for the business favorably, the municipality chooses the easy way out for evaluation. Employee participation to changes and ongoing human resources management feels nonexistent. However, as has been the vision of creating empowered and motivated employees. In our conclusion, we describe how we in our study look at the use of the balanced scorecard in municipal operations. We can also discern that a balanced scorecard as a tool for value creation and strategic work is good if it is used properly. In the study, we have concluded that the municipality we have chosen to study should not use the balanced scorecard when you have not created the tools and platforms required for employees, civil servants and politicians to evaluate, monitor and create a living scorecard change over time. The study reveals major shortcomings in the implementation, evaluation and follow-up possibilities, and the consequence of this is that the balanced scorecard is not - 4 - preferable in municipal operations as a strategic instrument for value creation and long-term planning.

A Importância do Clima Organizacional no Desempenho das Equipes de Trabalho: um estudo de caso no Instituto Federal de Educação, Ciência e Tecnologia da Paraíba

O comportamento humano e os aspectos que influenciam na dinâmica organizacional têm sido alvo constante de estudiosos do assunto e uma preocupação crescente das organizações. Uma organização que dispõe de um ambiente de trabalho favorável, onde se encontra uma predisposição dos envolvidos a manterem um clima de colaboração, comprometimento e relações saudáveis pode promover imensamente a motivação e a satisfação das pessoas com o trabalho. O presente estudo teve como objetivo avaliar quais fatores e de que forma influenciam a formação do clima organizacional entre os servidores técnicos-administrativos em relação ao ambiente de trabalho e aos aspectos que o envolvem, como perfil de liderança, motivação, trabalho em equipe, entre outros. Para tanto, foi realizado um estudo de campo junto aos funcionários técnicos-administrativos do Instituto Federal de Educação Ciência e Tecnologia da Paraíba. Quanto aos meios, o estudo foi desenvolvido nos moldes da pesquisa descritiva e, quanto aos fins, foi bibliográfica, documental e estudo de caso. A coleta de dados deu-se através de questionários que é a forma mais utilizada para esta atividade, pois possibilita medir com melhor precisão o que se deseja pesquisar. Este questionário foi aplicado a uma amostra de cinquenta funcionários do IFPB. Os resultados alcançados através do estudo de caso realizado na unidade de João Pessoa permitiram identificar que seus colaboradores percebem um clima de trabalho bastante favorável e no geral sentem-se motivados para o desempenho de suas funções. No entanto, com relação às políticas de treinamento, observou-se certo grau de insatisfação, o que vem a ser um problema da Gestão de Recursos Humanos de algumas organizações públicas. / Human behavior and the factors influencing the organizational dynamics has been the constant target of scholars, and an increasing concern for organizations. An organization that offers a supportive work environment, where there is a predisposition of those involved to maintain a climate of cooperation, commitment and healthy relationships, can greatly promote the motivation and satisfaction of people with work. This study aimed to verify the perception and satisfaction of employees in relation to the work environment and issues surrounding it, as the profile of leadership, motivation, teamwork, among others. For this, we conducted a field study from employees Technical Administrators Federal Institute of Science and Technology Education of Paraíba. As for the means, the study was developed along the lines of descriptive research on the purposes it was literature, documentary and case study. Data collection took place through questionnaires is the most used for this activity, since it allows to measure with better precision what it wants to search. This questionnaire was administered to a sample of fifty employees of the IFPB. The results achieved through the case study conducted in João Pessoa unity identified that your employees perceive a very favorable working atmosphere and overall feel motivated to perform their functions. However, with respect to the policies of training, there was some degree of dissatisfaction, which becomes a problem of human resources management of some public organizations.

Satisfação no Trabalho: o caso do Município de Condeixa-a-Nova

No âmbito da gestão de Recursos Humanos a análise da satisfação no trabalho considera-se de grande relevância, uma vez que esta variável influencia o desempenho dos trabalhadores, a sua produtividade e, consequentemente o sucesso organizacional. Neste contexto, esta dissertação teve como objectivos analisar o nível de satisfação no trabalho dos funcionários das diferentes categorias profissionais da Câmara Municipal de Condeixa-a-Nova (CMC); verificar se as varáveis socioprofissionais, nomeadamente, a idade, o sexo, o tempo de serviço, a categoria profissional, as habilitações académicas e o tipo de vínculo que têm com a autarquia estão relacionadas com a satisfação no trabalho e analisar até que ponto as diferentes dimensões da satisfação influenciam o trabalho dos funcionários da CMC. A abordagem de investigação foi quantitativa, de âmbito estatístico descritivo e análise inferencial, desenvolvida a partir da aplicação de um questionário sobre a satisfação no trabalho. A amostra é composta por 91 funcionários da CMC, o que representa 41,94% da população total. Da análise dos dados conclui-se que existem diferenças ao nível da satisfação total no trabalho entre as diferentes categorias profissionais, sendo a categoria de encarregado operacional a que apresenta uma média de satisfação total no trabalho mais elevada e as categorias de assistente operacional, técnico superior e assistente técnico as que apresentam valores médios de satisfação no trabalho mais baixos. Por outro lado, e de uma forma geral, os funcionários manifestam uma grande satisfação ao nível da dimensão liderança e uma maior insatisfação ao nível da dimensão dos factores pessoais. / Inside of the human resources management, the study of job satisfaction is considered of great importance since this variable influences the performance of employees, their productivity and consequently the organizational success. In this context, this dissertation aimed to analyze the job satisfaction level from the various professional categories of the city council of Condeixa-a-Nova (CMC), verify the relationship between socio-professional variables (age, sex, length of service, professional category, academic qualifications) and job satisfaction and analyze to what extent the different dimensions of job satisfaction influence the work of employees from CMC. The research approach was quantitative, descriptive and statistical, with a inferential analysis, developed from the application of a questionnaire about job satisfaction. The sample consists of 91 workers of CMC, which represents 41,94 % of the total population. From the data analysis, we concluded that there are differences at the level of total job satisfaction between the different professional categories. The professional category of “encarregado operacional” has a highest average of job total satisfaction and the professional categories of “assistente operacional”, “técnico superior” and “assistente técnico” have the lowest average. On the other hand, and in general, employees express a great satisfaction at the level of leadership and a lower satisfaction of the personal factors dimension.

The Changing Relationship between Supervisors and Subordinates: How Managing This Relationship Evolves over Time

Understanding how the relationship between a subordinate and manager develops over time has been a critical matter both for academics and for business. In both academic journals and industry publications, some writers have argued that the relationship is driven by perceptions of fairness and treatment, and that developing the relationship can lead to better performance. Others have argued that higher performers get better treatment and resources, which results in superior relationships with their managers. There is really no clear answer of what comes first—perceptions of fairness, satisfaction with the supervisor, or job performance—and which leads to which.

[Review of the Book The Challenge of Organizational Change: How Companies Experience It and Leaders Guide It]

[Excerpt] Overall, this book is an important contribution to the organizational studies literature. The Big-Three Model and the case studies supporting it provide new insights regarding the ways in which changes affect individuals and organizations. Further theoretical developments should build on this framework, and incorporate elements of this model into more detailed schemas of change. The authors have exposed many new research questions and provided many lessons for practitioners. I look forward to additional work from them.

Utility Analysis for Multiple Selection Devices and Multiple Outcomes

Traditional utility analysis only calculates the value of a given selection procedure over random selection. This assumption is not only an inaccurate representation of staffing policy but also leads to overestimates of a device’s value. This paper presents a more accurate method for computing the validity of a selection battery for when there are multiple selection devices and multiple criteria. Application of the method is illustrated using previous utility analysis work and an actual case of administrative assistants with eight predictors and nine criteria. A final example also is provided that includes these advancements as well as other researchers’ advances in a combined utility model. Results reveal that accounting for multiple criteria and outcomes dramatically reduces the utility estimates of implementing new selection devices.

Only Time Will Tell: The Changing Relationships between LMX, Job Performance, and Justice

Although it has been argued that LMX is a phenomenon that develops over time, the existing LMX literature is largely cross-sectional in nature. Yet, there is a great need for unraveling how LMX develops over time. To address this issue in the LMX literature, we examine the relationships of LMX with two variables known for changing over time: job performance and justice perceptions. On the basis of current empirical findings, a simulation deductively shows that LMX develops over time, but differently in early stages versus more mature stages. Our findings also indicate that performance and justice trends affect LMX. Implications for LMX theory, and for longitudinal research on LMX, performance, and justice are discussed.

BURNOUT: analisando a síndrome do ramo das indústrias alimentícias do Rio Grande do Norte

This paper aims to verify the Burnout´s possibilities of incidence, finding the creating dimensions and comparing with the socio-demographics characteristics of the researched professionals. This quantitative-descriptive search has a population of 197 workers of 23 nourishing companies in Rio Grande do Norte. This population is predominantly male, younger than 28 years old, single, relatively instructed (57,07% with complete high school) and having just started their current job since 79% of the interviewees are in the company less than six years. The AUDITORIA DO SISTEMA HUMANO (ASH) model, utilized for investigation and developed for the Spaniards Quijano and Navarro in 1999, has several dimensions about human resources management and the organizational effectiveness, but only makes part of the research in 19 questions Burnout referring. It was used factorial analyses with extraction method, varimax rotation and Kaiser normalization with the intuition to define the creating dimensions of the syndrome, they were evaluated with Cronbach Alpha coefficient after extraction. The dimensions found through the factorial analyses were: emotional exhaustion, physical exhaustion and vitality. The accumulated explanation value reached 65,30% of total variation. The data socio-demographics don t justify the syndrome appearance, because the T test and ANOVA showed irrelevant values. It has been also observed that the founded dimensions were different of the Maslach sociopsychological perspective (emotional exhaustion, depersonalization and low professional realization) allowing comparison with others researches and the possibility to develop new ones with workers from different assistance areas. These new researches are important, since the syndrome refers to chronic labor stress consequences and any professional is favorable to Burnout, harmful to the company as to the collaborators