Objetivos: este estudo busca propor um modelo de sistema de agendamento para serviços ambulatoriais, tendo como foco os prestadores de serviços de medicina diagnóstica com diversidade de portfólio de serviços agendados. Método: a pesquisa foi conduzida na forma de simulação, tendo como unidade de análise um laboratório de medicina diagnóstica de grande porte. Utilizando modelagem quantitativa, os cenários do caso analisado foram reproduzidos para aplicação de modelos de sistemas de agendamento buscados na literatura. Resultados: tendo como critérios a compatibilidade com os objetivos da pesquisa e o contexto do caso analisado, foram selecionados modelos de sistemas de agendamento com potencial de aplicação. Adotando indicadores de custos identificados na revisão teórica, o modelo de maior potencial foi avaliado, tendo como referência modelos considerados tradicionais para fins comparativos. Os resultados apontam para desempenho superior do modelo proposto na grande maioria dos cenários analisados. Conclusões: a flexibilidade do modelo proposto, no sentido de abranger uma extensa gama de cenários, aliada a desempenho superior e uma baixa complexidade de implantação, o configuram como uma interessante alternativa para aplicação prática. / Objectives: This study aims to propose an appointment system model for outpatient services, focusing on diagnostic medicine providers with diverse portfolio of scheduled services. Method: this research was conducted in the form of a simulation in which the analysis unit was a large diagnostic medicine laboratory. Using quantitative modeling, the scenarios of the case analyzed were reproduced for application of appointment systems found in the literature. Results: in line with the research objectives and the context of the case analyzed, appointment system models with potential for application were selected. Adopting cost-based performance indicators identified in the literature review, the model with the highest potential was evaluated by reference to traditional models for comparative purposes. The results showed superior performance of the proposed model in most scenarios analyzed. Conclusions: The flexibility of the model, in order to cover a wide range of scenarios, combined with superior performance and low implementation complexity, make it an interesting alternative for practical application.

Submitted by Nayara Passos (nayara.passos@ufpe.br) on 2015-03-13T12:20:28Z No. of bitstreams: 2 TESE Patrícia Takako Endo.pdf: 18434281 bytes, checksum: cb960daf0934d10a302884e97b0798fb (MD5) license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) / Approved for entry into archive by Daniella Sodre (daniella.sodre@ufpe.br) on 2015-03-13T13:15:32Z (GMT) No. of bitstreams: 2 TESE Patrícia Takako Endo.pdf: 18434281 bytes, checksum: cb960daf0934d10a302884e97b0798fb (MD5) license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) / Made available in DSpace on 2015-03-13T13:15:32Z (GMT). No. of bitstreams: 2 TESE Patrícia Takako Endo.pdf: 18434281 bytes, checksum: cb960daf0934d10a302884e97b0798fb (MD5) license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) Previous issue date: 2014 / O gerenciamento de recursos em ambientes distribuídos, como a rede virtualizada das Nuvens, é uma das principais tarefas dos provedores de infraestrutura. Apesar das diversas vantagens das soluções centralizadas, como a facilidade de implementação e do gerenciamento, também existem deficiências, como falta de escalabilidade e dificuldade de gerenciar eventos dinâmicos com rapidez, fazendo necessário levar em consideração o uso de soluções distribuídas e autonômicas. A maior contribuição desse tipo de sistema é que, com um conjunto de regras simples, cada elemento pode atuar e reagir independentemente de acordo com as mudanças do cenário sem o conhecimento do estado global do sistema. Adicionando os conceitos de papéis, pode-se definir diferentes tipos de comportamento com um alto nível de abstração; e baseado nas mudanças do ambiente, os elementos podem trocar seus papéis. Os trabalhos atuais da Literatura têm focado em soluções para gerenciamento de recursos com objetivos específicos, ou com restrições específicas, como a necessidade de um gerenciador externo e central, ou definição de papéis estáticos. O principal objetivo desta Tese é descrever um framework para gerenciamento autonômico de recursos em ambientes distribuídos, denominado Role-Based Self-Appointment (RBSA). Usando o RBSA, os elementos interagem com seus vizinhos para trocar informações, e decidem que papel eles devem executar naquele momento. Para demostrar a aplicabilidade do RBSA, dois cenários de aplicação relevantes são descritos e avaliados: otimização de rede utilizando aplicação de live streaming em D-Clouds, e gerenciamento autonômico de cache em Content Delivery Networks. / Resource management in distributed environments, such as Cloud virtualized networks, remains one of main concerns of infrastructure providers. Despite the many advantages of centralized solutions, such as the facility of implementation and management, many weaknesses arise, such as the lack of scalability and the difficulty in dealing with dynamic situations speedily. Consequently, one must seriously consider the use of distributed and autonomic solutions. Their main asset lies in the fact that, by using simple sets of rules, each node can independently act and react according to scenario’s changes without the knowledge of the whole system status. By using role concepts, we can define different types of behaviors with a high abstraction level; and based on environment changes, nodes can decide to change attributed roles or embrace new ones. Works in Literature focused on solutions for managing resources with particular optimization objectives, and specific constraints, such as the need of an external and centralized manager, and the definition of static activities or functions for nodes. Unlike these, the main objective of this Thesis is to describe a role-based autonomic framework for resource management in distributed environments, called Role-Based Self-Appointment (RBSA). In RBSA, nodes interact with their neighbors to exchange information, and decide by themselves which role they should perform. We demonstrate RBSA applicability by describing two relevant application scenarios: network optimization in live streaming over D-Clouds, and autonomic caching management in Content Delivery Networks.

Orientador: Sheila Elias de Oliveira / Dissertação (mestrado) - Universidade Estadual de Campinas, Instituto de Estudos da Linguagem / Made available in DSpace on 2018-08-22T16:40:05Z (GMT). No. of bitstreams: 1 Castro_ViniciusMassad_M.pdf: 1121433 bytes, checksum: 1f898c21e69c03fe62345d55804de326 (MD5) Previous issue date: 2013 / Resumo: Neste trabalho, nos propomos a estudar a apelidação de pessoas e os apelidos de pessoa a partir da perspectiva enunciativa desenvolvida por Guimarães (2002), a Semântica do Acontecimento, tendo como corpus os apelidos de pessoa presentes na Apelista de 2011 - lista telefônica organizada por apelidos - da cidade de Cláudio (MG). Assumindo a apelidação de pessoa como uma prática enunciativa de renomear e o apelido como um tipo de nome próprio de pessoa produzido a partir dessa prática, procuraremos compreender basicamente três aspectos relacionados aos apelidos e a apelidação de pessoa: (1) o funcionamento semântico-enunciativo da apelidação de pessoa, ou nomeação lúdica de pessoa, como proporemos chamá-la, na relação com a nomeação jurídica de pessoa, a que atribui nomes jurídicos de pessoa por meio do registro civil de um Estado; (2) o funcionamento formal (fonético e morfossintático) e semântico-enunciativo dos apelidos de pessoa; (3) como é configurada a cena enunciativa da atribuição de um apelido a uma pessoa. Por meio dos resultados obtidos a partir das análises de (1), (2) e (3) será possível realizar uma reflexão sobre a prática enunciativa de apelidar no espaço de enunciação da língua portuguesa do Brasil, assim como mostrar a especificidade da apelidação e dos apelidos em relação, por exemplo, a nomeação jurídica e aos nomes jurídicos, e também inscrever a apelidação na problemática dos nomes próprios, pela distinção entre nome próprio jurídico de pessoa e nome próprio lúdico de pessoa / Abstract: In this work, we propose to study personal nicknaming and nicknames inside the enunciative perspective developed by Guimarães (2002), the Semântica do Acontecimento, having as a corpus the personal nicknames in the 2011 Apelista - phonebook organized by nicknames - of the city of Cláudio (MG). Assuming the personal nicknaming as an enunciative practice of renaming and the personal nickname as a type of personal proper name produced by this practice, we will try to comprehend three aspects related to the personal nicknames and nicknaming: (1) the semantic-enunciative functioning of the personal nicknaming, or the ludic personal nomination, expression with which we will propose to term the personal nicknaming, in the relation with the juridical personal nomination, the nomination by which juridical personal names are given by the civil registration of a Estate; (2) the formal (phonetic and morpho-syntatical) and semantic-enunciative functioning of the personal nicknames; (3) how the enunciative scene of the personal nicknaming is configured. With the results obtained by the analysis of (1), (2) and (3), it will be possible to make a reflexion about the enunciative practice of nicknaming in the enunciative space of the Portuguese language of Brasil and to show the specificity of the nicknaming and the nicknames in relation with, for example, the juridical nomination and the juridical names, and also to inscribe the nicknaming, with the distinction between juridical personal proper name and ludic personal proper name, in the studies of proper names / Mestrado / Linguistica / Mestre em Linguística

An overview of the literature indicates that there is a real and pressing need to explore the concept of adverse impact in more detail. The Employment Equity Act of 1998 prioritises the issue of group representivity in staff selection and although there are merits in enforcing an Affirmative Action policy, an objective assessment of the inherent requirements of job applicants is still a constitutional and procedural outcome. There is no simple mechanism that can be used to determine the manifestation of adverse impact. However, evidence thereof can be most useful in securing fairness in selection and employment decisions. There is a distinct need to examine the matter of adverse impact and its implications in the South African context. South Africa is confronted with a labour force that is growing dramatically and changing significantly. The demographic trends in our dynamically changing labour markets are likely to amplify skill and ability differences between the resulting contradictory goals of equal opportunity based on individual merit and equal employment results for subgroups of populations. Three selection strategies of a communications company were used as a basis for the assessment of adverse impact. The total population of the Call Centre selection strategy was 150. Seven instruments and measures were utilised in the study, namely, a job analysis, pre-screening exercise, psychometric ability tests, role-play simulation, structured interview, job compatibility questionnaire and a performance evaluation. The total population of the Operator Services selection strategy was 139. Five psychometric instruments were utilised in the study. The total population of the Female Leadership Development Programme selection strategy was 471. Three psychometric instruments were utilised in the study. The Adverse Impact Model was applied to each of the aforementioned strategies. In terms of the definition, adverse impact exists if the selection ratio associated with a particular passing score on a test for one sub-group of job applicants is less than 4/5th’s or 80% of the selection ration for the largest sub-group of applicants. 13 The results of the study indicate that adverse impact occurred in the following instances. In the Call Centre selection strategy, there was evidence of adverse impact in the racial analysis in the ability testing stage. There was also evidence of adverse impact in the gender analysis during this stage. There was no evidence of adverse impact in either the racial or gender analyses during the interview stage. There was no evidence of adverse impact in the racial analysis during the appointment stage. There was however evidence of adverse impact in the gender analysis during the appointment stage. The Female Leadership Development Programme selection strategy revealed evidence of adverse impact in the racial analysis during the appointment stage. The Operator Services selection strategy revealed an adverse impact in both the racial and gender analyses during the testing stage. The issue of adverse impact is obviously controversial. However, data obtained from this process will provide for informative analysis.

A situational interview was developed for use in the selection of convenience store cashiers. One hundred two newly hired cashiers were interviewed using the situational interview. Ninety days later, a performance appraisal was completed for all subjects who were still employed. There was no significant difference in interview scores between those still working 90 days after hire and those who were not (t = 1.14, df = 100, n.s.). Correlations between the total interview scores and the total performance appraisal scores were generally very low or negative. Potential explanations for the failure of the interview to predict turnover or job performance are discussed

This study was a concurrent validation of a paper and pencil test battery used at a national trucking company. Forty-eight driver managers were rated by their immediate supervisors with the performance appraisal covering 12 dimensions of job behavior that was developed by the experimenter. The driver managers were also administered the Wesman Personnel Classification Test, the Watson-Glaser Critical Thinking Appraisal, and the California Psychological Inventory (CPI). A biographical information blank was also developed and validated. Most validity correlations were nonsignificant, with the exception of the Dominance scale r = .25 (p < .05), the Self-control scale r = -.25 (p < .05), the Communanlity scale r = .29 (p < .05), and the Flexibility scale r = -.39 (p < .05), with overall performance.

Masters in Public Administration - MPA / The aim of the study was to investigate why it was deemed necessary to train and localise the public and private sectors by the Swaziland government. The efforts began shortly before Swaziland attained independence in 1968. Many of the initiative to localisation started in pre-colonial Swaziland in 1966 leading to independence. The study also examined the drawbacks to training and localisation and how these were overcome. Swaziland inherited and was strongly dependent upon a strongly entrenched cadre of top-level public service and private administrators who were expatriates. The study also examined how far localisation has gone to date. / South Africa

Magister Philosophiae - MPhil / Introduction: The appointment of special interest councillors in terms of section 4A of the Urban Councils Act has encountered much opposition from residents in many urban areas.8 The appointment has also attracted public attention, especially through the media which has highlighted the plight of urban councils most of which have failed to contend with additional unelected personnel on their payrolls. There has also been a claim that the process of appointing special interest councillors may be or that it is being abused.9 What has further exacerbated this situation is the fact that there is no legal provision to check the powers of the Minister, leaving room for the anipulation of the powers to appoint.10 Since the enactment of section 4A of the Urban Councils Act (UCA) in April 2008, numerous elected councillors and mayors belonging to the MDC have been dismissed, or summarily suspended pending dismissal to justify the appointment of special interest councillors over and above elected councillors. At the same time the Minister seeks to discredit the Movement for Democratic Change (MDC) councillors as incompetent to gain political mileage for the Zimbabwe African National Union Patriotic Front (ZANU PF).11 The rampant dismissal and suspension of MDC-T (the MDC faction led by Mr Morgan Tsvangirai) councillors and mayors and dissolving urban councils has led to allegations that the Minister seeks to weaken MDC in urban local councils and to justify the existence of special interest councillors in urban councils. By highlighting and examining the implications of these appointments on urban governance and the general functioning of urban local councils, the researcher will be able to assess the practice of appointing special interest councillors against internationally accepted norms. / South Africa

Psychology has become an increasingly popular discipline for study in the South African context, with the number of students enrolling for courses increasing rapidly. The selection and evaluation of trainee psychologists is a complex and contested issue. With so few students reaching Masters level and the changing needs of the South African context, it becomes imperative that only the most suitable candidates are selected for entry into the field of professional psychology. This study focuses on the selection process of trainee psychologists at an institution that incorporates the narrative philosophy in both the selection and training of candidates. The question is raised, whether it is possible to utilize narrative principles in a process that is intended to judge and evaluate candidates? This presents a paradox. The paradox is illuminated in both the intentions behind the narrative questions in the application form and in the candidates' experiences of responding to these. The conclusion reached is that the narrative philosophy makes for an enriching and creative experience of the selection process for candidates but this however, does not ameliorate the negative effects of evaluation and the 'gaze'.

Realizing the limitations of economic theories in explaining corporate governance practices, this thesis adopts an institutional approach in its attempt to understand how such issues are shaped by larger institutional contexts. Malaysia is used as a case study; and accordingly the influence of a dominant institution of Bumiputera (sons of the soil) on corporate governance practices is investigated. The thesis focuses on the emergence, institutionalization impact, and change of the Bumiputera institution; and how corporate governance practices are influenced in each stage. As a lens for analysis, this thesis integrates sociological and historical paradigms of the new institutionalisms, and extends Beckert’s (2010) framework to include the role of power as advanced by Steven Lukes (1974, 2005). This extended framework is useful in explaining how the reciprocal influence of the Bumiputera institution, social networks, cognition, and power affect the behaviour of corporate governance actors. The analysis shows that, following the commitment by the state towards Bumiputera, the Malays’ equity ownership has seen a progressive increase, although it failed to meet the specified target of 30%. Malays’ representation on corporate boards also increased. The commitment has also led to a strong state presence in the economy, through its involvement in the Government Linked Companies, established to pursue Bumiputera’s objectives. However, unintended consequences have arisen affecting both ownership and appointment. The analysis also shows that, while board appointment is largely based on social networks, the existence of the Bumiputera institution means that ethnicity matters. Appointment could be for political or legitimacy reasons. Heightened by liberalisation moves, both Bumiputera and corporate governance institutions are subject to change. However, this refers only to the regulative aspects of the institutions, which are more susceptible to change compared to their informal elements. The state’s commitment towards Bumiputera remains. This study contributes to corporate governance literature by providing evidence on how corporate governance institutions are influenced by the larger social-political and institutional context vis-à-vis the emerging economy. This study shows that: firstly, corporate governance practices are shaped by history and political contexts; hence, understanding history would enhance the understanding of corporate governance. Secondly, ownership structure and the board of directors are not just mechanisms of corporate governance; rather, they are also channels through which larger objectives, including social objectives, are being pursued. Finally, this institution of corporate governance is not driven by functional needs of capital providers, but is shaped by powerful actors. Corporate governance practices are not intended just for resolving a particular agency problem, but are a mode of response to a particular historical incident that developed in postcolonial Malaysia.