A comparison of monofilament gillnet and small hook longline selectivity in a multispecies artisanal fishery in the Algarve, Southern Portugal

As part of ongoing studies concerned with the small-scale fisheries of the South of Portugal, experimental fishing was carried out with monofilament gillnets and small hook longlines within the same area. Sixty-two species were caught, of which 20 were common to both gears. Pronounced differences in terms of the relative importance of different species in the catches were observed. Size selection patterns also differed, with highly overlapped hook catch distributions and few species showing evidence for size selectivity. In contrast, strong selectivity was characteristic of species which tend to be "wedged" in gillnets. Whereas smaller stretched mesh sizes (particularly 40 and 50 mm) caught significant numbers of illegal sized fish, this was minimal in the longlines. Some implications for management are discussed.

La institucionalización de la lucha contra el terrorismo transnacional a través del derecho internacional

Hasta hace casi una década, la guerra contra el terrorismo fue una lucha solitaria de los Estados. Actualmente y debido a las implicaciones globales de este fenómeno, las acciones contra este flagelo han adquirido connotación internacional. Gran parte de los países miembros de las Naciones Unidas han acogido esta guerra –contra un enemigo común, pero indefinido- como un compromiso político en favor de la paz y seguridad internacional. La producción constante de instrumentos internacionales que condenan el terrorismo y que exigen tomar medidas para combatirlo, demuestran que esa intención política originaria se ha decantado en el ordenamiento internacional como una obligación autónoma, de carácter consuetudinario; que hace que actualmente no haya país en el mundo que pueda excusarse de combatir al terrorismo (interno o transnacional) independientemente de las justificaciones que se puedan aludir para el no cumplimiento.

Optimización del proceso de empaque de BANAFRUTS S.A.S. desde el punto de vista de la Teoría de Restricciones

Como resultado de la Misión Empresarial Caribe realizada por la Escuela de Administración de la Universidad del Rosario en abril de 2016, se realizó el presente documento donde se plantea una propuesta de mejora para el proceso de empaque de BanaFruts S.A.S. mediante el uso de teorías administrativas enfocadas a la gestión de calidad del producto como: Teoría de Restricciones, Kaizen y Cero defectos. La propuesta consiste en tener un proceso de control de calidad mucho menos repetitivo y más eficiente a lo largo del empaque del producto, donde solo los operarios de desmane se deberán encargar de definir cuáles bananos cumplen o no con las especificaciones de DOLE en esa etapa y además se aseguren de cumplir con nuevos límites de saturación de los frutos en las piscinas. Éstos se encontrarán en donde se alcanza el 90% de la capacidad de cada tanque. Para el de desmane estará a una altura de 0.54m; y para el de saneo estará a una altura de 0.49m. Así se actuará der manera preventiva y no reactiva como sucede actualmente, garantizando que los bananos no se lastimen y se reduzca el exceso de revisión a lo largo del proceso. Este cambio de gestión de calidad permitirá en primera instancia que los trabajadores en etapas diferentes a las de desmane se enfoquen en una sola tarea y no tengan que volver a verificar los aspectos de calidad del producto, seguido de un aumento de productividad en el procesamiento de los bananos por parte de éstos. Adicionalmente, se hace énfasis en la importancia de la mejora continua del proceso en general para asegurar un incremento gradual en la productividad. Para esto se propone un nuevo modelo de gestión de los recursos humanos donde los operarios serán más proactivos, tendrán una mayor participación en la identificación y solución de problemas y se encargarán de llevar a cabo sus labores de manera más eficiente. En este sentido, las acciones a tomar serán: seleccionar, organizar, limpiar y estandarizar. Finalmente, hay que estandarizar el proceso, es decir que debe existir una revisión continua para no permitir que los errores se repitan. Todas estas acciones estarán a cargo de un equipo líder llamado “Equipo BanaFruts”. Éste tendrá la responsabilidad de acompañar a los trabajadores en la realización de las actividades mencionadas y medir sus resultados.

The Wiley-Blackwell Handbook of the Psychology of Training, Development, and Performance Improvement

This handbook is a unique contribution to the field, as it joins together training and appraisal as tools for promoting individual development within organizations. The handbook is divided into four sections: training, e-learning, personal and professional development in organizations, and performance management.

A Case-base Approach to Workforces’ Satisfaction Assessment

It is well known that human resources play a valuable role in a sustainable organizational development. Indeed, this work will focus on the development of a decision support system to assess workers’ satisfaction based on factors related to human resources management practices. The framework is built on top of a Logic Programming approach to Knowledge Representation and Reasoning, complemented with a Case Based approach to computing. The proposed solution is unique in itself, once it caters for the explicit treatment of incomplete, unknown, or even self-contradictory information, either in terms of a qualitative or quantitative setting. Furthermore, clustering methods based on similarity analysis among cases were used to distinguish and aggregate collections of historical data or knowledge in order to reduce the search space, therefore enhancing the cases retrieval and the overall computational process.

O impacto da formação para o desenvolvimento pessoal e organizacional na CGD, S.A.

De modo a terminar o mestrado em Gestão, especialização em Recursos Humanos, considerou-se pertinente a realização de um estágio em contexto laboral, como forma a melhorar as competências técnicas e comportamentais. O estágio teve dois objectivos: aplicação dos conhecimentos adquiridos na primeira fase do mestrado e pesquisa de uma oportunidade de inserção no mercado de trabalho. O mesmo foi realizado na Caixa Geral Depósitos (CGD), empresa escolhida devido à posição de destaque que assume em Portugal e por se considerar que é uma organização líder e forte em muitos aspectos, nomeadamente em áreas da gestão de recursos humanos. Apesar das múltiplas abordagens que a gestão de recursos humanos tem e devido à especialização existente na CGD nesta área, o estágio foi essencialmente centrado no âmbito da formação. Considera-se que trabalhar nessa área trará bastantes beneficias pessoais uma vez que me dotará de competências fundamentais para enfrentar a realidade empresarial actual, que é fortemente acentuada na gestão do conhecimento. ABSTRACT: ln order to finish the master degree in Management, specializing in Human Resources, a pertinent stage-based learning was considered as a way to improve technical and behavioral skills. This stage had two targets: application of the obtained knowledge during the first stage of the master degree, and search for an opportunity of entering the labor market. This same stage was done at Caixa Geral Depósitos (CGD), a company that was chosen because of its prominent position assumed in Portugal, and is also considered a leading and strong organization in many areas, particularly human resource management. Despite the multiple approaches that human resources management has, and due to the know-how of CGD in this area, the stage was mainly focused in the training. It is considered that work in this area will bring many personal benefits as it will give me fundamental skills to deal with the actual business reality, which is strongly marked in knowledge management.

A gestão de talento numa empresa de consultoria e tecnologias de informação: o caso Capgemini

O relatório de estágio aqui apresentado foi realizado no âmbito do plano de estudos do Mestrado em Gestão – especialização em Recursos Humanos- da Universidade de Évora. Tendo por base a experiência de estágio curricular no Departamento de Recursos Humanos da empresa Capgemini Portugal – Serviços de Consultoria e Informática, S.A., procedeu-se a uma descrição detalhada das atividades realizadas e posterior análise de acordo com as dimensões (i) Estratégia de Gestão de Recursos Humanos, (ii) Gestão de Emprego, (iii) Recrutamento e Seleção, (iv) Formação e Desenvolvimento, e (v) Manutenção de Gestão de Recursos Humanos. Posteriormente, foram enquadradas as atividades a nível teórico, e partindo de uma análise crítica, elaborou-se um conjunto de propostas de intervenção/melhoria da realidade organizacional, nomeadamente ao nível dos Recursos Humanos; Abstract: “Talent Management on a Consulting and IT Organization – Capgemini case” The presented probation report was conducted as part of the Master’s curriculum in Management - specialization in Human Resources at Universidade de Évora. Based on the internship experience in the Human Resources Department of Capgemini Portugal – Serviços de Consultoria e Informática, S.A., the trainee proceeded to a detailed description of the activities and subsequent analysis according to the dimensions (i) Strategic Management of Human Resources, (ii) Employment Management, (iii) Recruitment and Selection, (iv) Training and Development, and (v) Maintenance of Human Resources Management. Afterwards, the activities were framed at a theoretical level, and a set of proposals for action / improvement of organizational reality were recommended, based on the previous critical analysis described.

A gestão de recursos humanos numa organização de saúde

A Gestão de Recursos Humanos é uma área que nos últimos anos se tem vindo a destacar, possibilitando uma empresa a prosperar ou não. Assim, desde que as estratégias organizacionais sofreram uma redefinição, os recursos humanos das empresas são vistos como uma fonte de vantagem competitiva. Este Trabalho Final de Mestrado faz uma descrição das atividades desenvolvidas, segundo o plano elaborado, no estágio académico durante 6 meses, com vista ao desenvolvimento pessoal, mas acima de tudo profissional e de experiência na área dos Recursos Humanos, através do qual se visa a aquisição e o desenvolvimento de conhecimentos e aptidões de prática organizacional numa organização de saúde. A metodologia utilizada foi do tipo observação participante e a análise da teoria para melhor entender e agir diligentemente nas tarefas em que se participa. O trabalho final seguirá a forma de um Relatório de Estágio e consequentes críticas que possam ter surgido durante o mesmo; Abstract: The Human Resources Management in a Health Organization The Human Resource Management is an area that in recent years has emphasized, enabling a company to prosper or not. So, since the organizational strategies suffered a redefinition, human resources companies are seen as a source of competitive advantage. This Master Final Work is a description of activities, according to the plan drawn up in the academic internship for 6 months with a view to personal development, but above all professional and experience in the field of Human Resources, through which it aims the acquisition and development of knowledge and skills of organizational practice in a healthcare organization. The methodology used was the type participant observation and analysis of the theory to better understand and act diligently on the tasks in which they participate. The final work will follow the form of an internship report and subsequent criticism that may have arisen in the meantime.

A influência do modelo e estrutura de recursos humanos na motivação e comprometimento dos trabalhadores: gestão interna versus Outsourcing

Com esta investigação, pretende-se fazer uma análise comparativa sobre o comprometimento e motivação dos trabalhadores, tendo como fator diferencial a gestão do recrutamento, de modo interno e a gestão por outsourcing. O objetivo principal é verificar se existem diferenças significativas nos dois grupos de trabalhadores, à luz de um quadro teórico muito vasto. Para concretizar esta análise foi elaborado um questionário on-line, com questões de escala manifestadas por afirmações elaboradas, com base no enquadramento teórico que constituiu a revisão da literatura, sobre motivação e comprometimento. Os resultados demonstraram que não existem diferenças significativas nos valores médios dos dois grupos na avaliação dos fatores de motivação, embora em ambos os grupos, se verifique uma grande vontade de darem mais de si à organização, de forma a superarem objetivos. Os valores de motivação revelaram-se muito baixos no geral, nos dois grupos. Em ambos os grupos apurou-se que há mais insatisfação face a fatores recompensatórios (tanto a nível material como imaterial): o salário e o reconhecimento do trabalho. Em relação ao comprometimento, verifica-se menor comprometimento por parte dos trabalhadores outsourcing, não numa análise de comparabilidade de médias gerais, mas numa análise de médias mais específicas de alguns fatores em avaliação: intenções de abandono. As médias das intenções de abandono foram mais visíveis neste grupo. No geral, ambos os trabalhadores dos dois grupos são movidos por um comprometimento instrumental, mais relacionado com as poucas alternativas que o mercado de trabalho dispõe , para uma evolução profissional; Abstract: The influence of human resource management structure in the motivation and commitment of employees: internal management versus outsourcing With this research aims to make a comparative analysis on the commitment and motivation of workers, with the differentiating factor the management of the internal mode recruitment and management by outsourcing. The main objective is to verify whether there are significant differences in the two groups of workers in the light of a very broad theoretical framework. To realize this analysis was prepared an online questionnaire with scale issues raised by elaborate statements, based on the theoretical framework that was the literature review of motivation and commitment. The results showed no significant differences in mean values of the two groups in the evaluation of the motivating factors, although in both groups, that there is a great desire to give more of themselves to the organization in order to overcome objectives. The motivation values proved to be very low in general, in both groups. In both groups it was found that there is more dissatisfaction with the recompensatórios factors (both material and immaterial level): wages and recognition of the work. Regarding the commitment, there is less commitment by the outsourcing workers, not an analysis of comparability of overall averages but a more average specific analysis of some factors reviewed abandonment of intentions. The average dropout intentions were more visible in this group. Overall, both employees of the two groups are driven by an instrumental commitment, more related to the few alternatives that the labor market has for professional development.

Sugarcane Water Productivity Assessments in the São Paulo state, Brazil.

São Paulo state, Brazil, has been highlighted by the sugarcane crop expansion. The actual scenario of climate and land use changes, bring attention for the large-scale water productivity (WP) analyses. MODIS images were used together with gridded weather data for these analyses. A generalized sugarcane growing cycle inside a crop land mask, from September 2011 to October 2012, was considered in the main growing regions of the state. Actual evapotranspiration (ET) is quantified by the SAFER (Simple Algorithm for Evapotranspiration Retrieving) algorithm, the biomass production (BIO) by the RUE (Radiation Use Efficiency) Monteith?s model and WP is considered as the ratio of BIO to ET. During the four generalized sugarcane crop phases, the mean ET values ranged from 0.6 to 4.0 mm day-1; BIO rates were between 20 and 200 kg ha-1 day-1, resulting in WP ranging from 2.8 to 6.0 kg m-3. Soil moisture indicators are applied, indicating benefits from supplementary irrigation during the grand growth phase, wherever there is water availability for this practice. The quantification of the large-scale water variables may subsidize the rational water resources management under the sugarcane expansion and water scarcity scenarios.

STATE-AND-TRANSITION MODELING AND ADAPTIVE MANAGEMENT: TOOLS FOR FUTURE CO-DEVELOPMENT OF MADAGASCAR’S NATURAL RESOURCES AND PEOPLE

Madagascar’s terrestrial and aquatic ecosystems have long supported a unique set of ecological communities, many of whom are endemic to the tropical island. Those same ecosystems have been a source of valuable natural resources to some of the poorest people in the world. Nevertheless, with pride, ingenuity and resourcefulness, the Malagasy people of the southwest coast, being of Vezo identity, subsist with low development fishing techniques aimed at an increasingly threatened host of aquatic seascapes. Mangroves, sea grass bed, and coral reefs of the region are under increased pressure from the general populace for both food provisions and support of economic opportunity. Besides purveyors and extractors, the coastal waters are also subject to a number of natural stressors, including cyclones and invasive, predator species of both flora and fauna. In addition, the aquatic ecosystems of the region are undergoing increased nutrient and sediment runoff due, in part, to Madagascar’s heavy reliance on land for agricultural purposes (Scales, 2011). Moreover, its coastal waters, like so many throughout the world, have been proven to be warming at an alarming rate over the past few decades. In recognizing the intimate interconnectedness of the both the social and ecological systems, conservation organizations have invoked a host of complimentary conservation and social development efforts with the dual aim of preserving or restoring the health of both the coastal ecosystems and the people of the region. This paper provides a way of thinking more holistically about the social-ecological system within a resiliency frame of understanding. Secondly, it applies a platform known as state-and-transition modeling to give form to the process. State-and-transition modeling is an iterative investigation into the physical makeup of a system of study as well as the boundaries and influences on that state, and has been used in restorative ecology for more than a decade. Lastly, that model is sited within an adaptive management scheme that provides a structured, cyclical, objective-oriented process for testing stakeholders cognitive understanding of the ecosystem through a pragmatic implementation and monitoring a host of small-scale interventions developed as part of the adaptive management process. Throughout, evidence of the application of the theories and frameworks are offered, with every effort made to retool conservation-minded development practitioners with a comprehensive strategy for addressing the increasingly fragile social-ecological systems of southwest Madagascar. It is offered, in conclusion, that the seascapes of the region would be an excellent case study worthy of future application of state-and-transition modeling and adaptive management as frameworks for conservation-minded development practitioners whose multiple projects, each with its own objective, have been implemented with a single goal in mind: preserve and protect the state of the supporting environment while providing for the basic needs of the local Malagasy people.