Herramientas de gestión de compromiso para trabajadores del conocimiento

El objetivo de la línea de investigación seguida en esta tesis consiste en identificar palancas de gestión de las personas en las organizaciones que permitan mejorar su rendimiento mediante la gestión del compromiso de los profesionales de las organizaciones inmersas en la denominada sociedad del conocimiento. Para identificar dichas palancas se analizan algunos de los factores que, según la literatura científica, tienen como consecuencia cambios en la productividad, como son el compromiso organizacional y las conductas cívicas dentro de la organización. También, por su actualidad y relevancia en las prácticas de gestión de recursos humanos, se han analizado el impacto que tienen en estos factores en las prácticas empresariales que permiten conciliar vida profesional y personal el efecto del género en las distintas variables analizadas. Por todo lo anterior, en la investigación se analizan algunos de los factores de carácter psicosocial que promueven el compromiso en una organización, y se profundiza en dos conceptos: el análisis del compromiso de los profesionales con la organización para la que trabajan, y los comportamientos de ciudadanía organizativa que se exhiben en la organización por sus miembros. Para ello, se realiza un encuadramiento teórico de los siguientes conceptos: el compromiso como eje del trabajo; la ciudadanía organizativa como modelo cultural de la organización que promueve el compromiso; el rol de los líderes; los efectos de las políticas de conciliación; las diferencias de percepciones derivadas del género y un sistema de revisión de retributiva eficiente y coherente con el marco conceptual planteado. La metodología seleccionada para este trabajo ha sido el análisis en profundidad del caso de una empresa española, Red Eléctrica de España a través de tres pilares básicos: el primero consiste en el análisis exhaustivo de los datos obtenidos en las dos encuestas de clima social que dicha empresa realizó en el período 2006-2009; el segundo se centra en el desarrollo de un modelo matemático para el cálculo eficiente de recompensas salariales a través de un modelo de optimización; y el tercero es la consecuencia del conocimiento profundo que el autor tiene de la propia empresa, su cultura y funcionamiento, fruto de su experiencia profesional como directivo en el área de desarrollo de recursos humanos, función que desempeñó en la organización durante nueve años. En el análisis de este caso se ha investigado la influencia del género en el compromiso y la ciudadanía organizativa de los empleados de dicha organización, para identificar las diferencias de percepción que puedan ser explicadas por el género en una empresa muy masculina como es aquella. También, se ha incluido en este estudio de caso el análisis del efecto que presentan las medidas de conciliación en el compromiso de los empleados, por la relevancia que tiene este asunto en el panorama laboral español actual. Este análisis permite conocer hasta qué punto son o no motivadoras estas medidas en la organización analizada y, como consecuencia de ello, el tipo de gestión más oportuna de las mismas para conseguir no sólo los fines sociales que pretenden, garantizar que los empleados puedan compatibilizar sus exigencias laborales con una vida personal adecuada, sino también mejorar el clima, productividad y compromiso de éstos con la empresa. Para completar este análisis del caso, se han identificado de forma analítica los factores que mejor explican el clima de la organización y se ha concluido el papel central de la dirección que se concreta en la actuación de cada jefe, como motor del clima social en el equipo que dirige. Dado que la tesis pivota sobre el papel relevante que tiene la generación de una cultura de ciudadanía organizativa, se ha complementado el análisis con el desarrollo una herramienta de cálculo que facilita la determinación de los incrementos de la retribución fija de acuerdo con los principios de transparencia, equidad y justicia acordes con el modelo de empresa que promueve la virtud cívica de las personas empleadas en ella. Para ello se ha desarrollado un nuevo método de cálculo del incremento de retribución fija mediante un modelo analítico innovador y compacto de programación lineal entera mixta. Este modelo permite a las organizaciones realizar diseños de política retributiva de forma sencilla y rápida, a la vez que facilita la transparencia de las mismas en el proceso de gestión de la compensación. No se ha abordado el asunto de la determinación de la retribución variable, por ser un asunto relativamente menos complejo y profusamente tratado en la práctica directiva de las empresas. La primera de las conclusiones de la investigación realizada se refiere a los aspectos de la cultura organizativa que pueden identificarse como motores del compromiso. Se concluye que en el caso de estudio hay una fuerte relación mutua entre los rasgos que definen el compromiso emocional y los rasgos que determinan un comportamiento caracterizado como de ciudadanía organizativa. Se ha encontrado una correlación significativa y alta entre indicadores de compromiso y factores que recogen comportamientos de ciudadanía organizativa, correlación muy notable tanto para los factores de compromiso racional como para los de compromiso emocional. También se ha evidenciado que la correlación entre compromiso emocional y rasgos de comportamientos de ciudadanía organizacional es mayor que la que aparece entre compromiso racional y rasgos de comportamientos de ciudadanía organizacional. Desde el punto de vista de la práctica de gestión de recursos humanos, estas relaciones indican la conveniencia de promover una cultura organizacional basada en los principios de la ciudadanía organizativa para alcanzar altos niveles de compromiso emocional de los profesionales y mejorar la eficiencia organizativa. La segunda de las conclusiones se refiere al efecto de las políticas de conciliación en las organizaciones. Sobre este asunto se concluye que en el caso de estudio no puede considerarse que las medidas de conciliación tengan una fuerte relación con el compromiso emocional, y menos que puedan considerarse directamente una herramienta de generación de compromiso emocional. Sin embargo, sí que se detecta una cierta relación entre las percepciones de conciliación y de compromiso con la organización, y sobre todo, con el compromiso racional con la organización, que puede tener que ver con que para los empleados de la organización analizada, las medidas de conciliación son consideradas como una parte más de las condiciones laborales que ofrece la organización a los trabajadores. La tercera conclusión se refiere a la relación entre el género de los trabajadores y su nivel de compromiso y de ciudadanía organizativa. En el caso de estudio no se identifica una relación entre el género y el nivel de compromiso de los profesionales ni tampoco con la percepción de ciudadanía organizativa, variando la situación del período 2006 al período 2009. La cuarta conclusión se refiere al impacto que la actuación de los líderes (jefes) tiene en el clima social. En el caso de estudio, la actuación de los directivos y el nivel de compromiso que genera en los profesionales explica por sí sola más de un tercio de la varianza del clima organizativo, entendido como tal el que refleja el conjunto global de preguntas que constituyen la encuesta de clima del caso de estudio. Del análisis realizado se concluye que en el caso de estudio la percepción que los empleados tienen de sus jefes tiene un efecto relevante sobre el resto de percepciones de compromiso, ciudadanía organizativa y otros factores que conforman el clima social de la organización. La quinta y última conclusión supone la aportación de un modelo novedoso de cálculo de la recompensa económica coherente con un modelo de gestión empresarial mediante una cultura de ciudadanía organizativa. La solución que obtiene este modelo es el incremento salarial individual de cada profesional, que tiene en cuenta su rendimiento, posicionamiento salarial y encuadramiento profesional. Además de las restricciones presupuestarias, se consideran los principios de transparencia, equidad y justicia coherentes con el modelo conceptual planteado. La principal contribución de este trabajo es la formulación matemática de los criterios cualitativos que se emplean habitualmente en el proceso de revisión salarial. El método planteado supone una innovación que permite automatizar la metodología tradicional de gestión de incrementos salariales basados en matrices de incremento, así como evitar la aplicación de limitaciones en las valoraciones de desempeño derivadas de las restricciones presupuestarias que toda organización tiene. De esta manera se puede disponer de un mecanismo de revisión salarial que tiene en cuenta el desempeño de los profesionales, pero que permite la gestión “desacoplada” de la evaluación de rendimiento y la actualización de la retribución fija. ABSTRACT The aim of the research pursued in this thesis is to identify some human resources management levers in organizations to improve their performance through individual’s commitment management, focusing in organizations immersed in the so-called knowledge society. In order to find out these levers, the author analysed some of the psychosocial factors that promote engagement to the organizations and, according to the scientific literature, have effects in their productivity. These factors analysed are organisational commitment and citizenship behaviours. Additionally, the investigation also focuses on work-life balance policies and gender considerations, because of their relevance and topicality for the human resources’ policies. In the light of this, the investigation focuses on some of the psychosocial factors that promote organisational commitment, and delves into two concepts: the analysis of the commitment of professionals to the organization for which they work, and the organizational citizenship behaviours exhibited in the organization by its members. For this, a theoretical framework is performed for the following items: the professional’s commitment which is the pillar of this work; the organisational citizenship as a cultural model to promote that commitment; the role of the leaders; the effects of the work-life balance policies; the different perceptions of the professionals because of their gender; and an efficient salary review system, which is coherent with the conceptual framework set. The methodology selected for this work was the analysis in depth of the case of a Spanish company, Red Eléctrica de España, through three basic subjects: the first consists of a thorough analysis of the data obtained in the two work climate surveys made by this company in 2006 and 2009; the second focuses on the development of a mathematical model for calculating efficient salary reviews through an optimization model; and the third is the result of the author’s deep understanding of the company, its culture and its performance because of his professional experience as a manager in the area of human resource development, which was his role in the organization for nine years. The author investigated in the analysis of this case about the influence of gender on the employees’ organizational commitment and citizenship behaviours, in order to find out perception differences that can be explained by the highly masculine organisational culture such Red Eléctrica de España had during the studied period. Additionally, because of the importance of the work-life balance promotion in the Spanish labour scene, the case study analysis includes their effect in the employees’ commitment. This analysis allows to know motivating are these measures in the studied organization and, as a result, the most appropriate type of management thereof for social purposes, not only intended to ensure that employees can balance their work and personal demands, but also improving the work climate, the productivity and the organisational commitment. The investigation identifies the factors which best explain the work climate of the organization and concludes the central role of the leadership, embodied in the performance of every manager, to boost the work climate in their teams. Since this thesis pivots on the important role the generation of a culture of organizational citizenship has, the investigation has been complemented with the development of a analytic tool that facilitates the calculation of the salary review increments according to the principles of transparency, equity and justice in line with a work culture that promotes organisational citizenship behaviours. For this, this works develops a new method for calculating fixed salary increases through an innovative and compact mixed integer linear programming model. This model enables organizations to design compensation policies easily and quickly, and facilitates the transparency of the compensation management system. The method for determining variable remuneration has not been addressed because it is relatively less complex issue and widely discussed. The first conclusion of the conducted investigation concerns aspects of organizational culture that could be identified as commitment drivers. In the case study exists a strong and mutual relationship between the characteristics defining the emotional commitment and the organisational citizenship behaviours. The investigation has found out a meaningful and high correlation between indicators of commitment and the factors collecting organizational citizenship behaviour. This correlation with organisational citizenship is remarkable for both, rational and emotional, commitment. The correlation between organizational citizenship behaviours and emotional commitment and is greater than the one with rational commitment. From the practitioner point of view, these relationships show the importance of promoting an organizational culture based on the principles of organizational citizenship to achieve high levels of emotional engagement of professionals and improve organizational efficiency. The second conclusion relates to the effect of work-life balance policies in organizations. On this matter, the investigation concludes that for the case study, work-life balance measures do not have a strong relationship with the emotional commitment, and unless they can be usually considered as a tool to improve employees’ emotional commitment. However, a certain relationship between perceptions of work-life facilities and organisational commitment exists, especially with the rational commitment to the organization. This relationship appears because for employees of the analysed organization, work-life balance measures could be considered as a part of working conditions offered to them by the organization. The third conclusion concerns the relationship between the gender of workers and their level of commitment and organizational citizenship. In this case study, there is not any relationship between gender and the professional’s commitment level nor the perception of organizational citizenship; and the situation varies during the period studied. The fourth conclusion refers to the impact that the actions of the leaders have on the work climate. In the case study, the performance of management and the level of commitment generated, explains more than a third of the variance of work climate - understood as such reflecting the overall set of questions that constitute the work climate survey -. The analysis concludes that in the case study perception that employees have of their leaders has a significant effect on the rest of perceptions of commitment, organizational citizenship and other factors making the work climate of the organization. The fifth and last conclusion represents the contribution of a new model for calculating the salary increment, coherent with a corporate citizenship management culture. The solution obtained from this model consists of salary increases for each employee; these increases consider the employee’s professional performance, salary level relative to peers within the organization, and professional group. In addition to budget constraints, we modelled other elements typical of compensation systems, such as equity and justice. The major contribution of this work is the mathematical formulation of the criteria that are typically the basis for salary management. The compact formulation and the ease of obtaining the optimal solution facilitate its use in large companies that maintain very high levels of homogeneity across employees. Designing different strategies for specific groups within a company is also possible. A major benefit of this method is that it allows a company to independently manage its salary and assessment policies. Because obtaining salary-revision matrices without using the mathematical model we present in this paper is typically done iteratively by tuning previously defined matrices, managers commonly tune values for assessing employee performance to ensure that salary increases and performance assessments are consistent; however, this distorts the evaluation process and decreases employee motivation. In this MILP model, employee performance is only one parameter of several input parameters used in designing a salary policy that is independent of the results of performance-assessment values.

Multi-objective optimization of environmentally conscious chemical supply chains under demand uncertainty

In this work, we analyze the effect of demand uncertainty on the multi-objective optimization of chemical supply chains (SC) considering simultaneously their economic and environmental performance. To this end, we present a stochastic multi-scenario mixed-integer linear program (MILP) with the unique feature of incorporating explicitly the demand uncertainty using scenarios with given probability of occurrence. The environmental performance is quantified following life cycle assessment (LCA) principles, which are represented in the model formulation through standard algebraic equations. The capabilities of our approach are illustrated through a case study. We show that the stochastic solution improves the economic performance of the SC in comparison with the deterministic one at any level of the environmental impact.

Schedulazione delle rotte marittime nel settore ortofrutticolo. Modelli e Metodi

Il trasporto marittimo è una delle modalità più utilizzate soprattutto per la movimentazione di grandi volumi di prodotti tra i continenti in quanto è a basso costo, sicuro e meno inquinante rispetto ad altri mezzi di movimentazione. Ai giorni nostri è responsabile di circa l’80% del commercio globale (in volume di carichi trasportati). Il settore del trasporto marittimo ha avuto una lunga tradizione di pianificazione manuale effettuata da progettisti esperti.
 L’obiettivo principale di questa trattazione è stato quello di implementare un modello matematico lineare (MILP, Mixed-Integer Linear Programming Model) per l’ottimizzazione delle rotte marittime nell’ambito del mercato orto-frutticolo che si sviluppa nel bacino del Mediterraneo (problema di Ship-Scheduling). Il modello fornito in questa trattazione è un valido strumento di supporto alle decisioni che può utilizzare uno spedizioniere nell’ambito della pianificazione delle rotte marittime della flotta di navi in suo possesso. Consente di determinare l’insieme delle rotte ottimali che devono essere svolte da un insieme di vettori al fine di massimizzare il profitto complessivo dello spedizioniere, generato nell’arco di tempo considerato. Inoltre, permette di ottenere, per ogni nave considerata, la ripartizione ottimale della merce (carico ottimale).

Optimising the operational energy efficiency of an open-pit coal mine system

This thesis investigates factors that impact the energy efficiency of a mining operation. An innovative mathematical framework and solution approach are developed to model, solve and analyse an open-pit coal mine. A case study in South East Queensland is investigated to validate the approach and explore the opportunities for using it to aid long, medium and short term decision makers.

Control of dynamical systems with temporal logic specifications

This thesis is motivated by safety-critical applications involving autonomous air, ground, and space vehicles carrying out complex tasks in uncertain and adversarial environments. We use temporal logic as a language to formally specify complex tasks and system properties. Temporal logic specifications generalize the classical notions of stability and reachability that are studied in the control and hybrid systems communities. Given a system model and a formal task specification, the goal is to automatically synthesize a control policy for the system that ensures that the system satisfies the specification. This thesis presents novel control policy synthesis algorithms for optimal and robust control of dynamical systems with temporal logic specifications. Furthermore, it introduces algorithms that are efficient and extend to high-dimensional dynamical systems.

The first contribution of this thesis is the generalization of a classical linear temporal logic (LTL) control synthesis approach to optimal and robust control. We show how we can extend automata-based synthesis techniques for discrete abstractions of dynamical systems to create optimal and robust controllers that are guaranteed to satisfy an LTL specification. Such optimal and robust controllers can be computed at little extra computational cost compared to computing a feasible controller.

The second contribution of this thesis addresses the scalability of control synthesis with LTL specifications. A major limitation of the standard automaton-based approach for control with LTL specifications is that the automaton might be doubly-exponential in the size of the LTL specification. We introduce a fragment of LTL for which one can compute feasible control policies in time polynomial in the size of the system and specification. Additionally, we show how to compute optimal control policies for a variety of cost functions, and identify interesting cases when this can be done in polynomial time. These techniques are particularly relevant for online control, as one can guarantee that a feasible solution can be found quickly, and then iteratively improve on the quality as time permits.

The final contribution of this thesis is a set of algorithms for computing feasible trajectories for high-dimensional, nonlinear systems with LTL specifications. These algorithms avoid a potentially computationally-expensive process of computing a discrete abstraction, and instead compute directly on the system's continuous state space. The first method uses an automaton representing the specification to directly encode a series of constrained-reachability subproblems, which can be solved in a modular fashion by using standard techniques. The second method encodes an LTL formula as mixed-integer linear programming constraints on the dynamical system. We demonstrate these approaches with numerical experiments on temporal logic motion planning problems with high-dimensional (10+ states) continuous systems.

Otimização da programação das limpezas em redes de trocadores de calor utilizando técnicas de programação matemática

Redes de trocadores de calor são bastante utilizadas na indústria química para promover a integração energética do processo, recuperando calor de correntes quentes para aquecer correntes frias. Estas redes estão sujeitas à deposição, o que causa um aumento na resistência à transferência de calor, prejudicando-a. Uma das principais formas de diminuir o prejuízo causado por este fenômeno é a realização periódica de limpezas nos trocadores de calor. O presente trabalho tem como objetivo desenvolver um novo método para encontrar a programação ótima das limpezas em uma rede de trocadores de calor. O método desenvolvido utiliza o conceito de horizonte deslizante associado a um problema de programação linear inteira mista (MILP). Este problema MILP é capaz de definir o conjunto ótimo de trocadores de calor a serem limpos em um determinado instante de tempo (primeiro instante do horizonte deslizante), levando em conta sua influência nos instantes futuros (restante do horizonte deslizante). O problema MILP utiliza restrições referentes aos balanços de energia, equações de trocadores de calor e número máximo de limpezas simultâneas, com o objetivo de minimizar o consumo de energia da planta. A programação ótima das limpezas é composta pela combinação dos resultados obtidos em cada um dos instantes de tempo.O desempenho desta abordagem foi analisado através de sua aplicação em diversos exemplos típicos apresentados na literatura, inclusive um exemplo de grande porte de uma refinaria brasileira. Os resultados mostraram que a abordagem aplicada foi capaz de prover ganhos semelhantes e, algumas vezes, superiores aos da literatura, indicando que o método desenvolvido é capaz de fornecer bons resultados com um baixo esforço computacional

Analysis of feeding strategies for small-scale dairy systems in central Mexico using linear programming

A limitation of small-scale dairy systems in central Mexico is that traditional feeding strategies are less effective when nutrient availability varies through the year. In the present work, a linear programming (LP) model that maximizes income over feed cost was developed, and used to evaluate two strategies: the traditional one used by the small-scale dairy producers in Michoacan State, based on fresh lucerne, maize grain and maize straw; and an alternative strategy proposed by the LIP model, based on ryegrass hay, maize silage and maize grain. Biological and economic efficiency for both strategies were evaluated. Results obtained with the traditional strategy agree with previously published work. The alternative strategy did not improve upon the performance of the traditional strategy because of low metabolizable protein content of the maize silage considered by the model. However, the Study recommends improvement of forage quality to increase the efficiency of small-scale dairy systems, rather than looking for concentrate supplementation.

A Bilevel Approach to Transmission Expansion Planning Within a Market Environment

We present a bilevel model for transmission expansion planning within a market environment, where producers and consumers trade freely electric energy through a pool. The target of the transmission planner, modeled through the upper-level problem, is to minimize network investment cost while facilitating energy trading. This upper-level problem is constrained by a collection of lower-level market clearing problems representing pool trading, and whose individual objective functions correspond to social welfare. Using the duality theory the proposed bilevel model is recast as a mixed-integer linear programming problem, which is solvable using branch-and-cut solvers. Detailed results from an illustrative example and a case study are presented and discussed. Finally, some relevant conclusions are drawn.

Uma abordagem fuzzy para a avaliação técnico-econômica de redes de acesso

O surgimento de novas tecnologias e serviços vem impondo mudanças substanciais ao tradicional sistema de telecomunicações. Múltiplas possibilidades de evolução do sistema fazem da etapa de planejamento um procedimento não só desejável como necessário, principalmente num ambiente de competitividade. A utilização de metodologias abrangentes e flexíveis que possam auxiliar no processo de decisão, fundadas em modelos de otimização, parece um caminho inevitável. Este artigo propõe um modelo de programação linear inteiro misto para ajudar no planejamento estratégico de sistemas de telecomunicações, e em particular da rede de acesso. Os principais componentes de custo e receita são identificados e o modelo é desenvolvido para determinar a configuração da rede (serviços, tecnologias, etc) que maximize a receita esperada pelo operador do sistema. O conceito de números fuzzy é adotado para avaliar o risco técnico-econômico em situações de imprecisão nos dados de demanda. Resultados de experimentos computacionais são apresentados e discutidos.

Um problema de programação da produção numa fundição automatizada

Este trabalho apresenta a modelagem de um problema particular de Programação da Produção numa Fundição Automatizada e sua resolução por um algoritmo de busca heurística, que explora a estrutura do problema.

Modelos matemáticos para problemas de dimensionamento de lotes com restrições de capacidade e custos de transporte

In this paper, capacitated lot sizing problems in which the classical lot sizing decisions are made considering the transportation costs of the manufactured products were studied. These costs are related to the necessary number of pallets or trucks to pack and/or transport the products from the factory to the warehouse. Three extensions of a mixed integer linear programming model from the literature are considered, representing general cases that are commonly found in companies. These models are tested and evaluated using an optimization package, and a Lagrangian heuristic was developed for one of the extensions proposed.

Metodologia para o planejamento da operação de sistemas hidrotérmicos em mercado elétrico competitivo

Fundação de Amparo à Pesquisa do Estado de São Paulo (FAPESP)

Planejamento da expansão de sistemas de transmissão usando algoritmos tipo dual simplex especializados em uma estrutura branch and bound

Pós-graduação em Engenharia Elétrica - FEIS

Um modelo matemático para estudo de otimização do consumo de energia elétrica

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)

Planejamento estocástico da expansão da rede de transmissão de energia elétrica multiestágio considerando restrições de segurança

Pós-graduação em Engenharia Elétrica - FEIS