Análise das relações dos supervisores com suas equipes nas organizações de trabalho

Este artigo apresenta uma modalidade de intervenção grupal para análise das relações dos supervisores com os membros de suas equipes nas organizações de trabalho públicas e privadas. Foi desenvolvida para aplicação fora das organizações, incluindo técnica, método e enquadre, além de discutir evidências de sofrimento psíquico e mecanismos de defesa e de propor reflexões sobre liderança e outras estratégias para gestão das relações.

On-line fault diagnostic system for proton exchange membrane fuel cells

In this paper, a supervisor system, able to diagnose different types of faults during the operation of a proton exchange membrane fuel cell is introduced. The diagnosis is developed by applying Bayesian networks, which qualify and quantify the cause-effect relationship among the variables of the process. The fault diagnosis is based on the on-line monitoring of variables easy to measure in the machine such as voltage, electric current, and temperature. The equipment is a fuel cell system which can operate even when a fault occurs. The fault effects are based on experiments on the fault tolerant fuel cell, which are reproduced in a fuel cell model. A database of fault records is constructed from the fuel cell model, improving the generation time and avoiding permanent damage to the equipment. (C) 2007 Elsevier B.V. All rights reserved.

The effects of work control and job demands on employee adjustment and work performance

The present study examined the effects of work control and job demands on employee adjustment and work performance using a multidimensional measure of work control (assessing levels of task control, decision control and work scheduling control). It was proposed that the negative effects of job demands and employee adjustment would be moderated by high levels of task control. It was also proposed that there would be evidence of main effects of both job demands and work control (particularly task-related levels of control) on employee adjustment. To test these predictions, a study of 135 university employees holding administrative positions was undertaken. Methodological improvements over previous research included the use of both self-reported adjustment measures and supervisor ratings of work performance as outcome variables, and the assessment of the predictor and outcome measures at different points in time (self-reported adjustment was assessed at both Times 1 and 2). The results revealed some support for the proposal that the effects of job demands would be buffered by high levels of task control, but not more peripheral aspects of work control. There were also significant main effects of task control on job satisfaction.

Traditional healers as tuberculosis treatment supervisors: precedent and potential

SETTING: Hlabisa, South Africa. OBJECTIVE: To determine precedent and potential for traditional healers to act as tuberculosis (TB) treatment supervisors. METHODS: Literature review to describe precedent for the involvement of traditional healers in TB treatment supervision. Interviews with 100 TB patients to determine use of healers and their acceptability as supervisors. Interviews with 24 healers in the project sub-district to determine willingness to act as supervisors. RESULTS: Despite extensive literature on the interaction between traditional healers and conventional health services, including descriptions of traditional understandings of TB, no published work was identified that reported supervision of TB patients by traditional healers. Of 100 patients interviewed, only 10% had used a healer as the first health provider for their illness, but 40% had attended a healer at some time prior to diagnosis. Although only 4% believe healers can cure TB, 84% would consider choosing a healer as a treatment supervisor. Of the 24 healers, 15 (63%) distinguished between two types of diagnosis made among patients with. symptoms suggestive of TB: TB and idliso. Idliso is poisoning or bewitching, and is said to be best cured by healers, while TB is infectious and cannot be cured by healers. Most healers (88%) reported having referred patients with possible TB to hospital in the past; all were keen to negotiate collaboration with health services, and 92% were willing to act as treatment supervisors. CONCLUSIONS: While there is little reported precedent for traditional healers to interact formally with tuberculosis treatment services, the potential for collaboration seems to be high, at least in our setting.

The moderating role of social support in Karasek's job strain model

This paper examines whether social support is a boundary-determining criterion in the job strain model of Karasek (1979). The particular focus is the extent to which different sources of social support, work overload and task control influence job satisfaction, depersonalization and supervisor assessments of work performance. Hypotheses are tested using prospective survey data from 80 clerical staff in a university setting. Results revealed 3-way interactions among levels of support (supervisor, co-worker, non-work), perceived task control and work overload on levels of work performance and employee adjustment (self-report). After controlling for levels of negative affect in all analyses, there was evidence that high levels of supervisor support mitigated against the negative effects of high strain jobs on levels of job satisfaction and reduced reported levels of depersonalization. Moreover, high levels of non-work support and co-worker support also mitigated against the negative effects of high strain jobs on levels of work performance. The results are discussed in terms of the importance of social support networks both at, and beyond, the work context.

Moderating effect of ear preference on personality in the prediction of sales performance

This study examined the relationship between ear preference, personality, and performance ratings on 203 telesales staff. Social desirability scores were a significant predictor of two relatively independent sets of supervisor ratings (actual performance and developmental potential) in interaction with ear preference. It was found that the social desirability scale was a significant positive predictor for staff preferring a right ear headset, but a negative predictor for staff preferring a left ear headset. These results were interpreted in terms of different strategies used to achieve successful sales.

Appraisal ratings, halo, and selection: A study using sales staff

Supervisor ratings are useful criteria for the validation of selection instruments but maybe limited because of the presence of rating errors, such as halo. This study set out to show that supervisor ratings which are high in halo remain successful criteria in selection. Following a thorough job analysis, a customer service questionnaire was designed to assess the potential of retail sales staff on three orthogonal subscales labelled Dealing with people, Emotions and energy, and Solitary style. These subscales were uncorrelated with supervisor ratings made about 8 weeks later. However, the supervisor ratings were correlated with an overall scale derived from the three scales of the customer service questionnaire. These results support the view that supervisor ratings generally consist of global impressions and suggest that these global impressions are useful measures of overall performances. This field study confirms laboratory results that halo does not necessarily reduce rating accuracy.

An evaluative case study of a psychological skills training program for athletes with intellectual disabilities

The purpose was to develop an evaluative case study of six 3-hr sessions, spaced over 3 months, of psychological skills training (PST) provided to athletes with an intellectual disability who were training for the Basketball Australia State Championships. Participants were 7 males and 7 females, aged 15.8 to 27.1 years, with a receptive language level of 7 to 13.7 years, 2 female coaches, 2 psychologists, and I registered psychologist supervisor. Sessions focused specifically on stress management, with primary attention given to cue words, breathing techniques, and positive thinking. Findings, based on interviews and participant observations, revealed that all participants believed that the PST was appropriate and worthwhile.

Achieving effective supervision

Super vision probably does have benefits both for the maintenance and improvement of clinical skills and for job satisfaction, but the data are very thin and almost non-existent in the area of alcohol and other drugs services. Because of the potential complexity of objectives and roles in super vision, a structured agreement appears to be an important part of the effective supervision relationship. Because sessions can degenerate easily into unstructured socialization, agendas and session objectives may also be important. While a working alliance based on mutual respect and trust is an essential base for the supervision relationship, procedures for direct observation of clinical skills, demonstration of new procedures and skills practice with detailed feedback appear critical to super vision's impact on practice. To ensure effective super vision, there needs not only to be a minimum of personnel and resources, but also a compatibility with the values and procedures of management and staff, access to supervision training and consultation and sufficient incentives to ensure it continues.

H?? um g??nero mais adequado para determinada fun????o?

Carolina foi aprovada em concurso p??blico para cargo t??cnico de hidrot??cnico e assinou contrato de experi??ncia por 90 dias. Contudo, durante a realiza????o das atividades inerentes ao cargo, n??o recebeu nenhuma orienta????o do seu supervisor. No momento da avalia????o de desempenho, foi mal avaliada tanto pelo supervisor quanto por sua chefia, que desde o in??cio demonstrava que o cargo n??o era apropriado para mulheres. Por conta dessa avalia????o, Carolina buscou ajuda na Ouvidoria do ??rg??o, mas acabou sendo demitida. Optou, ent??o, por recorrer ?? Justi??a. O caso trata de situa????o na qual ?? colocada em xeque a quest??o de g??nero para determinada fun????o no servi??o p??blico. O estudo pode ser aplicado em cursos com enfoque em quest??es vinculadas ?? diversidade de g??nero, ??s posturas das chefias que lidam com avalia????o de desempenho, bem como ao papel da Ouvidoria

Funcion??rio-problema ou chefe-problema? Mudan??a, resist??ncia, desempenho e lideran??a

Paolo Rodrigues, um jovem funcion??rio com experi??ncia como supervisor de equipe, acabou de ser nomeado diretor de um ??rg??o p??blico canadense, deixando para tr??s a candidatura de dois supervisores mais experientes que j?? faziam parte de sua nova equipe. Esperava-se de Paolo uma mudan??a cultural na unidade, foco de insatisfa????o do alto escal??o, sem altera????es bruscas na equipe. O jovem diretor iniciou processo de reestrutura????o da equipe, mas se deparou com resist??ncias e m??goas. Paolo aconselhou-se com o RH do ??rg??o, por??m foi tomado por questionamentos acerca do seu papel enquanto chefe. Ao final, o desafio do caso ?? posto: como usar as habilidades de dirigente para lidar com um ???funcion??rio-problema???? O caso presta-se ao ensino de temas como lideran??a, gest??o de pessoas, gest??o de conflitos e processo decis??rio

Relat??rio de gest??o 2004

Apresenta a necessidade de vincular a capacita????o de servidores p??blicos aos objetivos estrat??gicos do governo e das institui????es, bem como formar quadros para carreiras do servi??o p??blico, a ENAP estabeleceu como diretrizes ser escola com padr??o de qualidade, espa??o de reflex??o e debate e centro de refer??ncia em gest??o das pol??ticas p??blicas. Desta forma, s??o apresentadas as atividades realizadas pela Escola no ano de 2004, observando a Norma de Execu????o no 004, de 22 de dezembro de 2004, da Controladoria-Geral da Uni??o, Secretaria Federal de Controle Interno

Relat??rio de gest??o 2005

Apresenta a necessidade de vincular a capacita????o de servidores p??blicos aos objetivos estrat??gicos do governo e das institui????es, bem como formar quadros para carreiras do servi??o p??blico, a ENAP estabeleceu como diretrizes ser escola com padr??o de qualidade, espa??o de reflex??o e debate e centro de refer??ncia em gest??o das pol??ticas p??blicas. Desta forma, s??o apresentadas as atividades realizadas pela Escola no ano de 2005

O modelo organiza????es sociais: li????es e oportunidades de melhoria

As Organiza????es Sociais (OS) s??o organiza????es sem fins lucrativos, ???qualificadas??? para absorver atividades executadas por organiza????es p??blicas, nos termos e condi????es estabelecidas em contratos de gest??o firmados entre organiza????es e o governo. Este artigo relata os principais resultados do semin??rio ???O modelo OS: li????es e oportunidades de melhorias???, realizado em outubro de 2001, do qual participaram gestores e t??cnicos da Secretaria de Gest??o (SEGES), de OS, de ??rg??os supervisores dessas organiza????es, de ??rg??os intervenientes, e especialistas em gest??o p??blica. Com rela????o ??s OS analisadas, pode-se perceber que: a) h?? controv??rsias e ambig??idades quanto ?? sua natureza jur??dica e quanto ao processo de avalia????o dessas organiza????es; b) a gest??o de recursos humanos ?? afetada pela exist??ncia de grupos submetidos a distintos regimes de trabalho, isto ??, Estatuto dos Funcion??rios P??blicos e Consolida????o das Leis do Trabalho; c) a gest??o de recursos financeiros ?? marcada pela irregularidade no fluxo dos referidos recursos; e d) o controle dos bens p??blicos ocorre de forma fr??gil e o processo de compra est?? sendo realizado sem problemas. Com base nessas considera????es, o documento prop??e algumas sugest??es de aperfei??oamento do modelo OS.