Proceedings of Computational Methods for Coupled Problems in Science and Engineering

Computational Methods for Coupled Problems in Science and Engineering

Complexidade, Espiritualidade e Educação: por uma educabilidade do espírito humano

O tema desta pesquisa, Complexidade, Espiritualidade e Educação: por uma educabilidade do espírito humano, sugere que a problemática do conhecimento sobre o espírito e a espiritualidade humanos está enraizada não apenas nos redutos religiosos, mas também no próprio interstício da ciência e também no coração da sociedade moderna. Apostamos neste tema não apenas pela sua atualidade, mas porque vem assumindo nestes últimos anos o status de indispensável no conjunto dos saberes, das realizações e do ethos humanos. Mas, para nos infiltrarmos neste assunto, é preciso uma nova lente epistemológica capaz de fazer uma leitura crítica, complexa e multidimensional a respeito da espiritualidade humana. A gênese do problema levantada para esta pesquisa parte do conflito entre as várias percepções sobre a condição humana, que ocorre a partir mesmo da crise experimentada hoje por muitos matizes científicos. A aproximação entre a teoria da complexidade, a espiritualidade humana com a educação, nos permite criar um cenário enriquecedor que acrescenta qualidade aos discursos e práticas educacionais na escola, na família, nas pastorais, na educação religiosa e ainda, em outras atividades afins. A nossa pergunta nuclear e que servirá de norte para o esforço desta pesquisa, é a seguinte: o espírito humano existe e, se existe, é educável? Para um melhor aproveitamento e compreensão desta dissertação, a pesquisa foi dividida em três capítulos, sistematizados da seguinte forma: No primeiro capítulo fizemos a exposição de algumas dificuldades de infiltração na temática sobre o espírito e da espiritualidade humanos. Essa exposição foi feita em dois momentos: o primeiro discute alguns pressupostos conceituais e semânticos sobre o espírito humano e, em seguida, aponta a necessidade de superar o conhecimento fragmentado em favor da recomposição do cariz humano. No segundo momento, discorremos sobre a rasoura científica que tem deixado de lado algumas dimensões humanas, sob pesado ônus para a existência humana como um todo. No segundo capítulo discutimos a atualidade do tema, que também pode ser visto em duas partes: na primeira dialogamos com algumas teorias sobre a complexidade e a multidimensionalidade da condição humana. Em seguida, focamos a partir dos novos humores antropológicos a dimensão simbólica e espiritual do humano. Na segunda parte, pontuamos sobre o desencantamento e crise da sociedade prometéica e a emergência e interfaces dos assuntos sobre a espiritualidade humana nestas últimas décadas. No terceiro e último capítulo, discorremos sobre as funções do espírito e as possibilidades reais de uma educação para o espírito humano. Semelhantemente, dividimos o capítulo em dois momentos de discussão: no primeiro, fazemos uma abordagem sobre a dimensão do espírito e a expressão da consciência como função de sentido. No segundo e último momento, levantamos a questão da educação do espírito humano. Seguindo este raciocínio, propomos uma pedagogia voltada também para o espírito humano. Deixamos por fim algumas sugestões que sinalizam uma educação para a ecologia do humano.

A comparative study of career management practices in Britain and India

This paper examines the developments in the field of career management in a cross-national comparative context. It investigates a wide range of career practices via two large-scale surveys in 108 Indian and 194 British organisations. The influence of a number of organisational characteristics on career practices is analysed. The study has identified a number of similarities as well as differences in the career management systems of firms operating in both India and Britain. Theoretical and managerial implications for the fields of careers and international HRM are discussed.

A comparative study of HR practices in Britain and India

This paper traces the major developments in the field of human resource management briefly and then highlights the need for more cross-national HRM studies. The results from two parallel surveys of matched Indian and British organizations are presented. The main aim of the surveys was to examine a wide range of HRM policies and practices in a cross-national comparative context. The surveys were run in six industries in the manufacturing sector. The study controlled for a number of variables such as size of the organization, product, industry sector and personnel participation. Influence of a number of contingent variables (such as age, size, nature and life-cycle stage of the organization, presence of unions and human resource strategies) on HRM policies and practices is analysed. The study finds significant differences in recruitment, compensation, training and development and employee communication practices between India and Britain.

Career management practices in India:an empirical study

This paper examines and discusses the developments in the field of career management, bringing in the international perspective. In particular, the paper explores career management practices in 108 Indian organizations. A factor analysis procedure suggested five groups of practices: formal planning, formal active management, developmental, career stages and assessment. These are found to be associated with certain organizational and cultural characteristics. The research has both theoretical and practical implications.

Integration and devolvement of human resource practices in Nepal

Purpose: The purpose of this study is to explore the nature of human resource management in publicly listed finance sector companies in Nepal. In particular, it explores the extent to which HR practice is integrated into organisational strategy and devolved to line management. Design/methodology/ approach: A structured interview was conducted with the senior executive responsible for human resource management in 26 commercial banks and insurance companies in Nepal. Findings: The degree of integration of HR practice appears to be increasing within this sector, but this is dependent on the maturity of the organisations. The devolvement of responsibility to line managers is at best partial, and in the case of the insurance companies, it is more out of necessity due to the absence of a strong central HR function. Research limitations/implications: The survey is inevitably based on a small sample; however this represents 90 per cent of the relevant population. The data suggest that Western HR is making inroads into more developed aspects of Nepalese business. Compared with Nepalese business as a whole, the financial sector appears relatively Westernised, although Nepal still lags India in its uptake of HR practices. Practical implications: It appears unlikely from a cultural perspective that the devolvement of responsibility will be achieved as a result of HR strategy. National cultural, political and social factors continue to be highly influential in shaping the Nepalese business environment. Originality/value: Few papers have explored HR practice in Nepal. This paper contributes to the overall assessment of HR uptake globally and highlights emic features impacting on that uptake. © Emerald Group Publishing Limited.

A survey of continuous improvement practices in the United Kingdom and Mexico

With the advent of globalisation companies all around the world must improve their performance in order to survive. The threats are coming from everywhere, and in different ways, such as low cost products, high quality products, new technologies, and new products. Different companies in different countries are using various techniques and using quality criteria items to strive for excellence. Continuous improvement techniques are used to enable companies to improve their operations. Therefore, companies are using techniques such as TQM, Kaizen, Six-Sigma, Lean Manufacturing, and quality award criteria items such as Customer Focus, Human Resources, Information & Analysis, and Process Management. The purpose of this paper is to compare the use of these techniques and criteria items in two countries, Mexico and the United Kingdom, which differ in culture and industrial structure. In terms of the use of continuous improvement tools and techniques, Mexico formally started to deal with continuous improvement by creating its National Quality Award soon after the Americans began the Malcolm Baldrige National Quality Award. The United Kingdom formally started by using the European Quality Award (EQA), modified and renamed as the EFQM Excellence Model. The methodology used in this study was to undertake a literature review of the subject matter and to study some general applications around the world. A questionnaire survey was then designed and a survey undertaken based on the same scale, about the same sample size, and the about the same industrial sector within the two countries. The survey presents a brief definition of each of the constructs to facilitate understanding of the questions. The analysis of the data was then conducted with the assistance of a statistical software package. The survey results indicate both similarities and differences in the strengths and weaknesses of the companies in the two countries. One outcome of the analysis is that it enables the companies to use the results to benchmark themselves and thus act to reinforce their strengths and to reduce their weaknesses.