Neste trabalho é apresentada uma infraestrutura de nível micro-organizacional para sistemas multiagentes. A infraestrutura permite definir e gerenciar papéis e grupos de papéis organizacionais, que caracterizam o nível micro-organizacional das sociedades de agentes, em termos de quatro dimensões organizacionais: estrutural, funcional, dialógica e normativa. As principais características micro-organizacionais suportadas pela infraestrutura são: definição de papéis em termos de objetivos de realização (achievement goals) e objetivos de manutenção (maintenance goals), e seus respectivos planos; definição de normas organizacionais e um mecanismo para imposição das normas (norm enforcement); relações de dependências organizacionais entre papéis e grupos de papéis; mecanismo de reputação para auxiliar os agentes na busca de parceiros para seus objetivos individuais e selecionar parceiros para atingir metas coletivas; processo de reorganização não institucionalizado realizado por iniciativa dos agentes. A infraestrutura é baseada no metamodelo de agentes e artefatos e no conceito de organizações incorporadas (embodied organizations). Como resultado deste trabalho é disponibilizada uma infraestrutura de gerenciamento organizacional, independente de modelo organizacional, desenvolvida utilizando a plataforma CArtAgO que permite tornar a organização acessível aos agentes. / In this work, we present an artifact-based micro-organizational level infrastructure for multi-agent systems. It provides a way to define and manage the organizational roles and groups of roles that characterize the micro-organizational level of agent societies, in terms of the four organizational dimensions: structural, functional, dialogical and normative. The main micro-organizational features supported by the infrastructure are: definition of roles in terms of achievement and maintenance goals, and their corresponding plans; organizational norms and corresponding sanction-based mechanism of norm enforcement; organizational protocols to support the achievement of role goals; relations of organizational dependences between roles and groups of roles; reputation mechanism to help agents to find partners for their individual goals and to select partners to achieve collective goals; reorganization process not institutionalized performed by the initiative of agents. The infrastructure is based on the A & A meta-model and in the concept of embodied organizations. As a result of this work, we provide an organizational management infrastructure, independent of organizational model, developed using the CArtAgO platform that makes the organization accessible to agents.

Submitted by Cláudia Bueno (claudiamoura18@gmail.com) on 2016-04-04T20:44:53Z No. of bitstreams: 2 Dissertação - Wanessa Marques Tavares - 2015.pdf: 908555 bytes, checksum: ab117196ac85c70cbbf84d3d870bc20c (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Approved for entry into archive by Luciana Ferreira (lucgeral@gmail.com) on 2016-04-05T10:51:12Z (GMT) No. of bitstreams: 2 Dissertação - Wanessa Marques Tavares - 2015.pdf: 908555 bytes, checksum: ab117196ac85c70cbbf84d3d870bc20c (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Made available in DSpace on 2016-04-05T10:51:12Z (GMT). No. of bitstreams: 2 Dissertação - Wanessa Marques Tavares - 2015.pdf: 908555 bytes, checksum: ab117196ac85c70cbbf84d3d870bc20c (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) Previous issue date: 2015-11-23 / Fundação de Amparo à Pesquisa do Estado de Goiás - FAPEG / The nature of interpersonal interactions happen in the labor context and the quality of life at work (QLW) are relevant topics to the study of organizations, considering they are variables that impact, directly or indirectly, in organizational management processes, the end result of work and the dynamics of the organization. Therefore, this study investigated the interpersonal relationship patterns constructed between co-workers and the QLW of workers, through the instruments Check List of Interpersonal Transactions-II (CLOIT-II) and Assessment Scale the Quality of Life at Work (Scale -QLW). Two studies were carried out, both with employees of different areas, most residents being in the state of Goiás. In Study I, it was carried out an assessment of CLOIT-II internal structure, as it maps the interpersonal relationships of persons targeted. It was found that the checklist is set to the model on which it is founded, the circumplex model, through Multidimensional Scaling confirmatory technique. The data obtained demonstrated good measure of the adjustment indicators to a two-dimensional organization, other indicators of satisfactory circularity, however, not all psychometric criteria were satisfied circumplexidade, suggesting that CLOIT-II fits the quasi-circumplex model. In the second study, which linked the two constructs through the use of Pearson's correlation coefficient, we observed that interpersonal positions varied according to the degree of QVT, demonstrating that subjects who are more satisfied with their work, present most appropriate interpersonal interaction patterns. Both studies showed positive results, regard to a better understanding of the constructs studied, the interpersonal relationships in the workplace and the QLW, bringing contributions to the area, especially for Goiás organizations. / A natureza das interações interpessoais que intercorrem no contexto laboral e a qualidade de vida no trabalho (QVT) são temas relevantes para o estudo das organizações, visto que são variáveis que impactam, direta ou indiretamente, nos processos de gestão organizacional, no resultado final do trabalho e na dinâmica da organização. Deste modo, o presente trabalho investigou os padrões de relacionamento interpessoal construídos entre colegas de trabalho e a QVT dos trabalhadores, por meio dos instrumentos Checklist de Relações Interpessoais-II (CLOIT-II) e Escala de Avaliação da Qualidade de Vida no Trabalho (Escala-QVT). Foram realizados dois estudos, ambos com trabalhadores de diversas áreas, sendo a maioria residente no estado de Goiás. No Estudo I, foi realizada uma avaliação da estrutura interna do CLOIT-II, medida que mapeia as relações interpessoais de pessoas alvo. Foi verificado se o checklist está ajustado ao modelo no qual ele é fundamento, o modelo circumplexo, por meio da técnica de Escalonamento Multidimensional Confirmatório. Os dados encontrados demonstraram bons indicadores de ajuste da medida a uma organização bidimensional, além de indicadores satisfatórios de circularidade, não obstante, nem todos os critérios psicométricos de circumplexidade foram satisfeitos, sugerindo que o CLOIT-II se adéqua ao modelo quasi-circumplexo. No segundo estudo, o qual relacionou os dois construtos por meio do emprego do coeficiente de Correlação de Pearson, foi possível observar que as posições interpessoais variaram de acordo com o grau de QVT, demonstrando que os sujeitos que estão mais satisfeitos com seu trabalho, apresentam padrões de interação interpessoal mais apropriados. Ambos os estudos apresentaram resultados positivos, no que diz respeito a uma melhor compreensão dos construtos estudados, as relações interpessoais no ambiente de trabalho e a QVT, trazendo contribuições para a área, especialmente para as organizações do estado de Goiás.

Esta tese investiga uma possível correlação entre as políticas de comunicação organizacional e as práticas de governança corporativa no universo empresarial, tendo como pano de fundo as profundas transformações no ambiente econômico, político, social e cultural a partir da segunda metade do século XX. Utilizando-se de extensa revisão bibliográfica como principal ferramenta metodológica e de uma pesquisa de campo com 22 empresas (que representam mais de 50% do valor de mercado de todas as empresas de capital aberto do Brasil), buscou-se construir a trajetória tanto da comunicação organizacional e seu corpus teórico, como da governança corporativa; tentando assim, observar os elos de intersecção existentes entre elas, tanto do ponto de vista teórico, como do ponto de vista de testes estatísticos. O estudo defende a tese de que processos de comunicação mais transparentes, colaborativos e integrados, além de heterogêneos no atendimento das diferentes demandas dos diversos stakeholders presentes na organização, são determinantes na construção de boas práticas de governança corporativa; ou seja, a intersecção positiva aqui identificada pode contribuir de forma decisiva para uma melhor capacitação e adaptação das empresas às profundas transformações presentes no cenário competitivo do capitalismo contemporâneo. / This thesis investigates a possible correlation between the organizational communication policies and the practices of corporate governance in the entrepreneurial sphere, using as a backdrop the profound transformations in the economic, political, social and cultural ambit from the second half of mid twentieth century onwards. With an extensive bibliographical review as the main methodological tool and a field research with 22 firms (which represent 50% of the market value of all the public companies in Brazil), I sought to build a trajectory of organizational communication and its theoretical corpus as well as corporate governance in an attempt to observe the existing intersecting links between them, both from a theoretical point of view and from the perspective of statistical tests. The study defends the thesis that more transparent, collaborative and integrated communication processes, besides being heterogeneous in addressing the different demands of diverse stakeholders present in the organization, are determinants in the construction of good practices in corporate governance. In other words, the positive intersection identified here may contribute decisively to a better empowerment and adaptation of the companies to the profound transformations present in the competitive scenario of contemporary capitalism.

This paper analyzes the relevance of succession planning from today's labor market perspective. Consequently, it reviews the reasons, methods and limitations of external and internal hiring concluding that corporations should employ a balance of both. Research shows that succession planning provides a means for organizations to develop, retain and promote internal talent. Because succession planning often consists of opaque processes, emergency planning or unmethodical decisions, the thesis identifies whether succession software on the example of the Business Execution Suite from SuccessFactors can add value to conventional succession planning. Although this Software-as-a-Service solution does offer a variety of best practice tools, the author concludes that the success of a succession program moreover depends on systematic process and role definitions as well as a facilitating corporate culture. Secondary research, internal company documents and an expert interview support the author in finding conclusions.

Background: Organizations are constantly going through inevitable changes due to global crises that risk the organization's existence. Crisis management work is thus an important process that refers to how these crises are handled. Leadership is an important component during crisis situations as the leader's role determines what the crisis management work looks like and how effective it is. With the help of leadership skills and competencies, the leader can succeed in crisis management in a productive way. Purpose: The purpose of the study is to investigate and create a deeper understanding of how leaders handle organizational crises that arise because of global crises and the importance of different leadership competencies that are fundamental in crisis management. Method: The study follows an interpretivist paradigm and refers to the phenomenon of organizational crises and leadership. The study is based on the qualitative research method and has a deductive approach. Literature and scientific articles form the basis of the study's theoretical frame of reference. The empirical material of the study is based on five semistructured interviews with the CEO from different niche banks. Conclusion: Leadership is an important and crucial factor that affects crisis management in the organization when a crisis occurs. The leader's role is fundamental in how crises are handled, which leads on to crisis management. Crisis management efficiency depends on leadership skills and behavior that the leader chooses to have in order to adapt to the ongoing crisis. It is essential to possess leadership skills that can be applied during crisis situations and lead to effective crisis management. Furthermore, leaders can choose what behavior they have towards the crisis, which is also decisive for how the crisis is handled and how the results ofthe crisis management emerge.

Purpose – The purpose of this research is to investigate how organizations successfully can implement sustainability strategies. To fulfill the purpose, three research questions were established: What factors are important to consider when implementing environmental sustainability strategies? How do these factors affect the implementation of an environmental sustainability strategy? How can these factors enable a successful implementation of sustainability strategies? Method – To achieve the purpose of this study, a case study has been conducted at an organization where empirical data has been collected through interviews, observations, and document analyses. Further, a literature review was carried out to establish a theoretical framework. The empirical data and theoretical framework have been compared and analyzed in order to answer the research questions and fulfill the purpose. Findings – The findings provided six important factors in the implementation of environmental sustainability strategies: organizational structure, organizational culture, internal communication, management control, leadership, and employee motivation. The factors affect the implementation by hindering and facilitating alignment, common understanding, efficient communication, employee involvement and motivation. Further, the factors can enable a successful implementation by creating a mutual understanding of the strategy's vision and goals and establishing an organizational alignment in relation to the strategy. Last, the research indicates that a holistic consideration of these factors is needed. Implications – The research did not contribute to new theories, however, it provided increased knowledge on various factors that affect and enable environmental sustainability strategy implementation. Further, the research suggests that the factors should be considered holistically and simultaneously to achieve organizational alignment and mutual understanding. Limitations – The study is a single case study where one organization has been explored and a limited number of interviews have been conducted. The credibility of the study is believed to have increased further if multiple organizations had been studied with more interviews.

Education and academic related services have become as important as manufacturing and, in some cases, even more important. Considering the importance of these services as it relates to manufacturing, a problem exists. Products such as education and academic services are far less specific in value when comparing with manufactured goods, even though their quality depends on resources which can be measured, such as funding. At the same time, we must be able to quantify them and compare their values with predetermined expected levels for each area of expertise, as well as with each other. The quality of the services provided, specifically academic services, is an intangible concept that can be assessed through various methods. This research study applies the Academic Services Experience Survey, a modified version of SERVQUAL, to solve a complex and multifaceted problem of assessing and improving the quality of academic services in higher education institutions.

The purpose of this study is to examine the work life balance negotiations of three distinct culture groups employed by South Korean conglomerates located within the southeastern United States. These three cultural groups are: Korean nationals, Korean Americans, and non-Korean Americans. It is proposed that each culture will negotiate work life balances in their own manner based upon their specific inherent cultural understandings. This study is a cross-cultural examination through thirty-two open-ended interviews of employees working for large multinational Korean companies with facilities in the southern United States. Korean nationals, Korean Americans, and Americans implement different work-life balance negotiation tactics in the workplace based upon each one’s cultural association. While all three cultural groups experience difficulty in obtaining a work-life balance working for a Korean company, the Korean Americans seem to suffer the most.

Direct support professionals (DSPs) serve an important function in the daily supervision and care of clients with intellectual and developmental disabilities (ID/DD) through standardization of technical, cognitive, and ethical competencies for all DSPs. It is not clear, however, how these DSPs and managers perceive the implementation process and utility of these competencies or whether implementation results in meeting the desired outcomes for clients. Using Donabedian's quality of care model as the foundation, the purpose of this qualitative case study in New York State to understand how DSPs perceived the implementation of the DSP core competencies under the direction of front-line managers. Data were collected through face-to-face interviews with 12 DSPs and front-line managers. Data were inductively coded then subject to Braun and Clarke's thematic analysis procedure. Findings revealed that DSPs and front-line managers implemented the core competencies inconsistently because of organizational perceptions and experiences. The implications for social change stemming from this study includes recommendations to the National Alliance of Direct Support Professionals to add a practicum component to the core competencies training which may benefit people living in community residential group homes diagnosed with ID/DD through hands-on approach training that would allow full implementation of the DSP core competencies in various, every day real life situations.

The purpose of this thesis is to shed some light on the topic of top-managers' awareness and use of communication in organizations with hopes of increasing awareness and understanding of communication use in an organizational context for managers and students alike. Interviews were conducted and questionnaires e-mailed to respondents. Findings pointed towards great awareness of many aspects of communication, channels and barriers and an understanding of its impact in listeners. Use of verbal communication channels also seemed to be favored among the respondents. However, questions are raised as to the efficiency of value building when using communication channels with a low degree of personal contact between sender and receiver and what the possible influences it can have on employee cynicism and identification towards the organization. An increased use of personal contact is recommended, but as managers' communication is largely controlled by time and a daily schedule, use of rhetoric seems more likely as a means of circumventing some of the possible negative aspects.