Give and You Shall Receive: Investing in the Careers of Women Professionals

Purpose – The purpose of this paper is to explore what organizations can do to facilitate the retention and advancement of women professionals into top leadership positions. A social exchange framework is applied to examine ways organizations can signal support for and investment in the careers of women professionals, and ultimately the long-term work relationship. Design/methodology/approach – This paper employed a qualitative methodology; specifically, semi-structured interviews with 20 women executives, in primarily the US hospitality industry, were conducted. The interviews were recorded, transcribed, and content analyzed. Findings – Organizations are likely to strengthen the retention of their female professionals if they signal support through purposeful, long-term career development that provides a sightline to the top, and ultimately creates more female role models in senior-level positions. Organizations can also signal support through offering autonomy over how work is completed, and designing infrastructures of support to sustain professionals during mid-career stages. Findings are used to present a work-exchange model of career development. Research limitations/implications – This research is an exploratory study that is limited in its scope and generalizability. Practical implications – The proposed work-exchange model can be used to comprehensively structures initiatives that would signal organizational support to – and long-term investment in – female professionals and enable them to develop their career paths within their organizations. Originality/value – Through offering a work-exchange model of career development, this paper identifies components of organizational support from a careers perspective, and highlights the factors that could potentially contribute to long-term growth and retention of women professional

Applying Trained Skills on the Job: The Importance of the Work Environment

The influence of the work environment on the transfer of newly trained supervisory skills was examined. Participants were 505 supermarket managers from 52 stores. The work environment was operationalized in terms of transfer of training climate and continuous-learning culture. Climate and culture were hypothesized to have both direct and moderating effects on posttraining behaviors. Accounting for pretraining behaviors and knowledge gained in training, the results from a series of LISREL analyses showed that both climate and culture were directly related to posttraining behaviors. In particular, the social support system appeared to play a central role in the transfer of training. Moderating effects were not found. Implications for enhancing the transfer of training are discussed.

Transformational Leadership or Effective Managerial Practices?

A study was conducted to analyze B.M. Bass and B.J. Avolio's concept of transformational leadership by comparing their Multifactor Leadership Questionnaire (MLQ) with the Managerial Practices Survey (MPS) of G.A. Yukl. The MPS advocated scales related to idealized influence, inspirational motivation, personal considerations and intellectual stimulation. On the other hand, the MPS supported four scales on managerial practices, namely clarifying, supporting, inspiring and team building. Results indicated differences between the constructs determined by the scales. Findings also showed that a composite determinant of transformational leadership supported a variance in leadership effectiveness ratings.

An Empirical Investigation of the Relationships among Climate, Capabilities, and Unit Performance

For the current study, the authors examined the relationships among two dimensions of organizational climate and several indices of individual- and unit-level effectiveness. Specifically, the article proposes that an organization ’s service and training climate would be related to employee capabilities—operationalized in terms of frontline service capabilities and managerial support capabilities—and that such capabilities would be related to unit- level measures of employee turnover and sales growth. Using survey and operational data from 201 management and frontline staff members in 22 units of a national restaurant chain, the results from correlation and regression analyses generally supported the proposed relationships. This study replicates and extends previous research and provides a foundation for future conceptual development and empirical work in this research area.

Sustentabilidade de empreendimentos econômicos solidários: contribuições e desafios do PITCPES/UFPA a partir da análise da Cooperativa dos Fruticultores de Abaetetuba - COFRUTA

The study aimed to understand how the methodology of hatching contributes to the sustainability of economic enterprises in solidarity. For analysis, we developed a study on the social economy and the incubation methodology, based on the program of teaching, research and extension - Technological Incubator of Popular Cooperatives and Entrepreneurship Solidarity (PITCPES), and as the survey of the Cooperative of Fruit of Abaetetuba - COFRUTA. We started from the exploratory-descriptive approach in a qualitative and quantitative, in order to demonstrate the process of sustainability under the dimensions of different kinds such as: the economic dimension, social dimension, the political dimension, size and scale management training. Based on the analysis of these different dimensions was reached results as: first the recognition that the incubator contributes to the sustainability of COFRUTA, especially with regard to planning, control and the need to diversify production. However, there was suggestion of cooperative for training and technical assistance is continued, to the extent that the performance of projects under the base leaves gaps for the learning and application of social technologies required to the Incubator. It also concluded that the dissertation contributes to the team of the incubator can assess their strengths and weaknesses in their performance

The Effects of Systematic Self-Monitoring, Feedback, and Collaborative Assessment on Stress Reduction

Thesis (Ph.D.)--University of Washington, 2016-08

Aplicación de un modelo de gestión del conocimiento para mejorar el programa de capacitación del call center de Promociones y Cobranzas Beta S.A. Bogotá

Este artículo de investigación propone la aplicación de un modelo de gestión del conocimiento para mejorar el programa de capacitación en el Call Center de la empresa Promociones y Cobranzas Beta S.A., ubicada en la zona centro de Bogotá, Cra. 10 No. 16 -39 piso 13. La investigación se realizó durante el año 2015 utilizando como metodología revisión documental, entrevistas a los coordinadores del área y encuestas con un grupo de asesores del Call Center. La aplicación de dichas herramientas generó información acerca del proceso de capacitación actual. A partir de algunas teorías de gestión del conocimiento se buscó determinar el ciclo de las capacitaciones que mejor se adaptara a la necesidad del Call Center de Promociones y Cobranzas Beta S.A., de tal forma que la comunicación con los asesores de cobranzas fuera más efectiva y el conocimiento mantuviera una actualización permanente. La aplicación del modelo permitirá a la gerencia de la compañía, ampliar el conocimiento y mejorar en el servicio con los clientes atendidos, reflejando cumplimiento de las metas de cobro establecidas en el área. Palabras clave: Gestión del conocimiento, programa de capacitación, Call Center

Sustentabilidade de empreendimentos econômicos solidários: contribuições e desafios do PITCPES/UFPA a partir da análise da Cooperativa dos Fruticultores de Abaetetuba - COFRUTA

The study aimed to understand how the methodology of hatching contributes to the sustainability of economic enterprises in solidarity. For analysis, we developed a study on the social economy and the incubation methodology, based on the program of teaching, research and extension - Technological Incubator of Popular Cooperatives and Entrepreneurship Solidarity (PITCPES), and as the survey of the Cooperative of Fruit of Abaetetuba - COFRUTA. We started from the exploratory-descriptive approach in a qualitative and quantitative, in order to demonstrate the process of sustainability under the dimensions of different kinds such as: the economic dimension, social dimension, the political dimension, size and scale management training. Based on the analysis of these different dimensions was reached results as: first the recognition that the incubator contributes to the sustainability of COFRUTA, especially with regard to planning, control and the need to diversify production. However, there was suggestion of cooperative for training and technical assistance is continued, to the extent that the performance of projects under the base leaves gaps for the learning and application of social technologies required to the Incubator. It also concluded that the dissertation contributes to the team of the incubator can assess their strengths and weaknesses in their performance

O papel da formação profissional no plano estratégico da empresa : o caso OGMA, S.A.- Industria Aeronáutica de Portugal

Mestrado em Gestão de Recursos Humanos

Perfil do gestor desportivo de clubes de futebol : uma proposta de modelo de formação

Este estudo tem como objectivo a proposta de um modelo de formação para gestores desportivos em clubes de futebol em Portugal, através do estudo e análise do seu perfil profissional e das insuficiências detectadas na oferta de formação de qualidade na área da gestão desportiva. Para se chegar a estas conclusões, o método de investigação escolhido foi o questionário, que foi colocado a 27 directores desportivos, visto que foi impossível recolher mais amostras. Foi, de resto, por este motivo que o estudo demorou mais tempo a concluir do que o previsto, devido à demora e dificuldade em recolher respostas que nos pudessem levar aos objectivos definidos neste estudo. Os perfis profissionais na área do Futebol foram construídos tendo em conta as limitações que existem ao nível da gestão desportiva em Portugal. Tendo como base os três tipos de competências - saber, saber-fazer e saber-fazer relacional e social – o passo seguinte passou pela construção do modelo de formação especializada para gestores desportivos, visando áreas distintas como a Gestão Financeira, os Recursos Humanos e o Marketing. Espera-se que esta proposta de modelo possa fazer face às insuficiências que existem no que diz respeito à formação de qualidade de gestores desportivos em Portugal.

Relação entre impacto de um treinamento gerencial no trabalho, desejabilidade social, suporte a transferência e características dos respondentes

Dissertação (mestrado)—Universidade de Brasília, Faculdade de Economia, Administração e Contabilidade, Programa de Pós-Graduação em Administração, 2016.

Managing knowledge flows in Mauritian multinational corporations: empirical analysis using the SECI model

This research was conducted to investigate the management of knowledge flows in a Mauritian multinational organisation. A case study research method was used to gather data which was analysed using the SECI model. Results show that all the four quadrants of this model were applied by the conglomerate in transferring knowledge to its newly acquired manufacturing operations in Madagascar. This paper discusses some of the knowledge management strategies employed.

Building an Improved Community Support System

This research will serve to evaluate the current processes and procedures in place for the Community Case Management training, data entry, and quality assurance at the Department of Juvenile Justice. The goal of the research is to identify and establish a framework for a universal unit within the agency that will enhance the effectiveness of Case Management by consolidating and streamlining information to reduce conflicting standards to create a stronger support unit, and to facilitate learning and understanding for the staff.

Environmental Education Experience with Students from One Costa Rican Rural School

This article describes a teaching experience developed in Environmental Education in a Costa Rican rural school with students from ninth year, characterized by the dynamics of a workshop in which stresses the participation in the construction of initiatives to address environmental problems detected by the youth in their communities. The article aims to contribute to the construction of a pedagogical model of self-management training and education of young people in environmental sectors, tourism and agriculture, in the conviction that education constitutes a vital alternative for understanding and solving environmental problems.

High impact training : achieving synergies between program management education and workplace practice

This paper addresses the challenges of transfer of training back to the workplace for programme and project managers who are being groomed for the leadership of large and complex projects. The paper draws on the experience of the development and delivery of Queensland University of Technology (QUT) education programs: an Executive Masters of Complex Project Management and a series of Continuing Professional Development (CPD) events for an Australian government agency, Defence Materiel Organisation (DMO). Drawing on notions of ‘far transfer’ (Laker 1990; Noe, 1986) and ‘transfer climate’ (Kozlowski & Salas, 1993; Yamnill & McLean, 2001), the paper describes the steps undertaken to achieve a design that ensures that programme and project leadership skills developed through these corporate education programs become successfully embedded back in the organisation. Further, the paper reports on a small qualitative study where the programme success was evaluated by the organisational sponsor, senior leaders and program participants. Nine interviews were conducted and analysed to identify the success of far transfer and transfer climate four months after the return of program participants from cohort 1 2008 to the workplace.