Made available in DSpace on 2009-11-18T19:01:04Z (GMT). No. of bitstreams: 0 Previous issue date: 2004 / The main objective of the present study is to identify witch administration tools can be used by the managers to accelerate the change process, increasing the productivity of process and people of Information Technology area. It also studied the administration tools of first three decades of XX century, when the Fordist paradigm was strongly present, and the last three decades of the same century, called Flexibilization period, still be applied to manage an IT area of large company witch their processes are totally based on software and computers. The study has an empirical section based on a case study of Information Technology area of Infoglobo Comunicações, where mean processes were changed to comply with new quality and productivity standards defined by the company's board. / Tendo em vista as mudanças nos processos das organizações, e na forma de gestão e gerência das equipes para acompanharem tais mudanças, o objetivo desta dissertação é identificar quais ferramentas da administração podem ser utilizadas pelos gestores para facilitar este processo de mudança, aumentando a produtividade das pessoas e processos de uma área de Tecnologia da Informação (TI). Adicionalmente, nesta dissertação, busca-se verificar se as ferramentas de administração das três primeiras décadas do século XX, período em que o paradigma Fordista se fazia muito presente, e das três últimas décadas deste mesmo século, período marcado pelo paradigma da Flexibilização, ainda são utilizadas para gestão da área de TI de uma empresa em que todo o seu processo produtivo está baseado em sistemas e equipamentos controlados por computadores. O estudo é fundamentado por uma seção empírica, na qual se relata um caso real, focalizando as transformações ocorridas na área de TI da empresa Infoglobo Comunicações, onde processos importantes da área foram alterados para adequar a produtividade e qualidade dos serviços prestados pela área aos novos patamares definidos pela Diretoria da empresa.

Submitted by Marcia Bacha (marcia.bacha@fgv.br) on 2011-05-12T17:30:32Z No. of bitstreams: 1 000359429.pdf: 8439402 bytes, checksum: 02ebfb7bcc8f883a17fb543a2a1b3ec2 (MD5) / Approved for entry into archive by Marcia Bacha(marcia.bacha@fgv.br) on 2011-05-12T17:30:44Z (GMT) No. of bitstreams: 1 000359429.pdf: 8439402 bytes, checksum: 02ebfb7bcc8f883a17fb543a2a1b3ec2 (MD5) / Approved for entry into archive by Marcia Bacha(marcia.bacha@fgv.br) on 2011-05-12T17:31:21Z (GMT) No. of bitstreams: 1 000359429.pdf: 8439402 bytes, checksum: 02ebfb7bcc8f883a17fb543a2a1b3ec2 (MD5) / Made available in DSpace on 2011-05-12T17:31:30Z (GMT). No. of bitstreams: 1 000359429.pdf: 8439402 bytes, checksum: 02ebfb7bcc8f883a17fb543a2a1b3ec2 (MD5) Previous issue date: 2004 / This work intends to show, through a case study, that the implementation of a production and work organization model based on process management could be seen through a post-Fordist perspective in the operation of power systems. Large brazilian companies in the power industry have adopted, since their creation, an organizational model based on management rules proposed by Henri Fayol, in a vertical and hierarchical structure fashion. On the other hand, the tasks performed in the control rooms of their Operation Centers follow the schemes established by Frederick Taylor's Scientitic Administration system and the principIes proposed by Henry Ford. Nevertheless, due to changes in the institutional model of the power industry that took place in the mid-nineties and the increasing awareness of society toward its rights along with the workers' urge for the democratization of social relations in their working environment, these power industry companies were driven to seek for fresher styles of management, more suitable for the new cultural, political, social and economic scenario. The System Operation Department in FURNAS decided to embrace, as a new form of production and work organization, a system based on process management, yet respecting the functional structure of the company, thus creating a matrix organizational structure. Notwithstanding, it has been observed that, depending on the implementation form and the adopted management mechanisms, this new system could be seen through a post-Fordist perspective in the operation activity of bulk power systems, typically carried out in Brazil by Fayolist companies, according to a Taylorist-Fordist perspective. To verify the outcome of this implementation, a research was carried out in alI tive Operation Centers of the System Operation Department in FURNAS Centrais Elétricas S.A., having as a key element the following characterization of the post-Fordist paradigm: integrated differentiation of production and work organization under the trajectory of technological innovation toward the democratization of social relations in enterprise-systems. The paper presents the perception both of the evolution in the workers' interpersonal relations and of the managerial actions taken to introduce this new system and shows the occurred changes regarding the democratization of social relations in the Department as well, among other factors which substantiate the research, whose results point to a new form of work and production management where these social relations tend to follow dialogical managerial actions that characterize the post-Fordist perspective. / O objetivo deste trabalho é mostrar através de um estudo de caso que a implantação de um modelo de organização da produção e do trabalho baseado na gestão por processos pode acenar com uma perspectiva pós-fordista para a atividade de operação de sistemas de energia elétrica. As grandes empresas brasileiras do setor de energia elétrica adotaram, desde a sua criação, um modelo organizacional com base nas funções gerenciais propostas por Henri Fayol, sendo estruturadas de forma vertical e hierárquica. Por outro lado, as tarefas realizadas nas salas de controle dos Centros de Operação dessas empresas se processam de acordo com a forma preconizada pelo sistema de Administração Científica de Frederick Taylor e pelos princípios propostos por Henry Ford. Porém, em decorrência da mudança do modelo institucional do setor de energia, ocorrida em meados da década de 90, além da maior conscientização da sociedade a respeito dos seus direitos de cidadania e também da busca dos trabalhadores pela democratização nas relações sociais em seu ambiente de trabalho, as empresas de energia elétrica foram compelidas a buscar novas formas de gestão mais adequadas ao novo cenário cultural, político, social e econômico. Em FURNAS, como nova forma de organização da produção e do trabalho, o Departamento de Operação do Sistema resolveu adotar um sistema baseado na gestão por processos que respeita a estrutura funcional da Empresa, formando, assim, uma estrutura organizacional matricial. Por outro lado, observou-se que, dependendo da forma de implantação e dos mecanismos de gestão adotados, esse novo sistema podia acenar com uma perspectiva pós-fordista para a atividade de operação de sistemas elétricos de grande porte que, tipicamente, no Brasil, é desenvolvida por empresas fayolistas, segundo uma perspectiva taylorista-fordista. Para verificar se essa possibilidade se concretizou foi realizada uma pesquisa que abrangeu os cinco Centros de Operação do Departamento de Operação do Sistema de FURNAS Centrais Elétricas S.A., tomando como elemento-chave a seguinte caracterização do paradigma do pós-fordismo: diferenciação integrada da organização da produção e do trabalho sob a trajetória de inovação tecnológica em direção à ~ democratização das relações sociais nos sistemas-empresa. O trabalho apresenta a percepção da evolução nos relacionamentos interpessoais e a percepção das ações gerenciais empreendidas visando a implantação do novo sistema, bem como também mostra as transformações ocorridas no tocante à democratização das relaçõe~ sociais no Departamento, entre outros fatores que substanciam a pesquisa, cujo resultado aponta para uma nova forma de gestão do trabalho e da produção em que essas relações sociais tendem a ser pautadas por ações gerenciais dialógicas que caracterizam a perspectiva pós-fordista.

No description available.

The vision of New Zealand as a 'knowledge society' is a mantra that has opened the twenty-first century. Underpinning any 'knowledge society', however; are people who turn resources into concrete products and who build, maintain and service the technological and social infrastructure essential to society. This thesis examines the skilled trades and, in particular, how people are trained for those trades. Industry training is a crucial component of the wealth-generating capabilities of New Zealand. It is also an essential part of the way that many young people make the transition from school to work and from adolescence to adulthood. The means of training tradespeople has moved over the years from the rigid and prescriptive apprenticeship system, to the more voluntaristic, industry-led 'industry training' strategy, introduced following the Industry Training Act 1992. Regardless of the system used to organise training, however, there have been long-standing problems in New Zealand with achieving the optimum number of skilled workers, possessing the correct 'mix' of skills required. In this research, based upon semi-structured interviews with industry training stakeholders four industry case studies, policy content analysis and an in-depth examination of the Modem Apprenticeships scheme, I ask three key questions. First, what are the things that, as a country, we could or should reasonably expect a 'good' industry training system to contribute to? These may be things like: an adequate supply of appropriately skilled workers, the ability to upskill or reskill these workers as needed, clear transition routes for young people, lifelong learning opportunities, equity goals and foundation skills. Second, I ask how the current system performs against these criteria. The short answer is that the performance is 'patchy'. There are dire skill shortages in many areas. While opportunities for workplace upskilling, reskilling or 'lifelong learning' are available, I argue that they are not yet cemented into a 'training culture'. Workplace-based learning is an important transition route for a small percentage of our young people but the favoured route is some form of tertiary education, which may be an expensive and not necessarily relevant option. Third, I ask why the performance of New Zealand's industry training system is often less than desirable. My argument is that the problems and solutions thereof, of skill formation in New Zealand have been understood largely in terms of the supply-side. That is, we have either critiqued, or looked to reform, whatever system has been in place to train skilled workers. The inadequacy of this approach is evident from weaknesses in the ability of either the prescriptive apprenticeship system or the voluntaristic industry training strategy to deliver an appropriately skilled workforce. Thus, I also examine the demand side of skill formation: the wider influences that impact on employers' training decisions. Training decisions made by individual employers, the aggregation of which represent the level and quality of training for New Zealand as a whole, are influenced by a plethora of factors. At the micro level of the employer or firm, I explore barriers to training and some of the constraints to the demand for skills. I then examine broader influences, such as the changing shape of the workforce, labour market regulation and wider economic factors, all of which impact on training levels.

科学研究費補助金 研究種目:総合研究(A) 課題番号:04301070 研究代表者:山田 鋭夫 研究期間:1992-1993年度

The core concern of my thesis is with shifting the focus from the description on how innovation is done (predominantly STS accounts of innovation in-the-making) to what designers do with conceptions of innovation. The thesis is based on ethnographic fieldwork within a group of interaction designers of Milan. Despite the different conceptions and traditions of innovation that these designers bring in – the artistic and technological ones – I observed that a design-centered conception of innovation is reproduced, as well as the idea that plans and intentions precede things. However, another key idea of my fieldwork is the importance designers give to imagining things as they might be, rather than focusing on how things are. This is where different models of action, planned and open ones coexist in creative ways: it is these processes that the ethnography details.

No description available.