Made available in DSpace on 2015-05-14T13:16:20Z (GMT). No. of bitstreams: 1 parte1.pdf: 3984412 bytes, checksum: 3a07c4a2b43ba2186c1bfc1360a0fd69 (MD5) Previous issue date: 2009-03-06 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / For a long time, studies related to managers had been limited, partly, due to the reputation of representatives and defenders of the corporation`s best interests, which they had for society. Recently, with productive restructuration, the management category, once preserved, reaches the position of victim of instability and of work intensification. This situation is particularly evident in managers that work with the financial sector, that due to its high competition, specific of this sector, are submitted to a constant dose of pressure for results. These considerations have motivated the present research, that has as its main goal to analyze the relationship between the work and health of managers from public and private banks, situated in the city of João Pessoa PB, and as specific goals to identify the procedures for insertion into workforce and professional graduation into management career; investigate the content and peculiarities specific of a management position; specify the conditions and work organization for bank managers; identify the sources of suffering/ pleasure at work, as well as the dynamics of notoriety; analyze the procedures adopted to mature the managers into the relationship between work and private life; describe the process health-disease in managers, in relation to their activity. The theoretical basis of this study gathers contributions from Ergology; Work Psychodynamics; Ergonomy of Activity and Clinics of Activity. As for the Method, with predilection to semi-structured interviews, focusing on the interest to access experiences, singularities and perspectives from bank managers in relation to their work. Sixteen main managers and intermediate managers from public and private banks in João Pessoa have collaborated to this research. Data analysis has been conducted throughout thematic content analysis. Considering what should be mentioned as Results, we identified that the goal management regulates the activity of managers daily and for some the deadlines can be suffocating. As sources of suffering, managers point out lack of appraisal from superiors and society; bad relationship with work colleagues/ team; discharges and consequences from Work Organization (labor hours, pressure for results, decisions without autonomy and system failures). As main sources of pleasure in management positions, they mentioned the appraisal from the work colleagues, clients and society; and the wages. In this panorama of difficulties, contradictions and surprises, the pairs show up as an important learning instrument and tutorship, with the exchange of their practical knowledge. About health, we identified that the main symptom related to management work would be Repetitive Strain Injury (RSI), Carpal Tunnel Syndrome, spinal cord stress, Gastrointestinal (GI) problems, (ulcers, gastritis, lack of appetite), high cholesterol, eyesight problems and dermatitis, and also psychic syndromes: anxiety, irritability, sleep changes (insomnia and nightmares with work), depression, tension, stress and lack of concentration. Another element raised up in this research was risk related to financial operations as well as the risk to personal security (kidnapping and robbery); what results in insecurity to managers and their families. We observed also that, in many cases, there`s a negative influence of work in family relationship, due to the fact that managers deal with a huge load of work and responsibility, which always brings them back home tired and preoccupied. Nonetheless, the feeling of having to be available anytime results in leaving the family as second best. / Por muito tempo, os estudos relativos aos gerentes foram interditados, em parte, devido à imagem de representantes e defensores dos interesses das organizações que os mesmos possuíam perante a sociedade. Atualmente, com a reestruturação produtiva, a categoria gerencial, antes preservada, passa a ser alvo da instabilidade e da intensificação do trabalho. Tal situação é particularmente evidente no caso dos gerentes do setor financeiro, que, devido à concorrência acirrada que caracteriza esse setor, são submetidos a uma pressão constante por resultados. Tais considerações motivaram o presente estudo, que tem como objetivo geral analisar a relação entre o trabalho e a saúde de gerentes de bancos públicos e privados, da cidade de João Pessoa (Pb) e como objetivos específicos identificar as formas de inserção e de formação profissional na carreira gerencial; investigar o conteúdo e as especificidades do trabalho gerencial; delinear as condições e a organização do trabalho dos gerentes de banco; identificar as fontes de sofrimento/ prazer no trabalho, bem como a dinâmica do reconhecimento; analisar os modos de gestão adotados pelos gerentes na relação trabalho e vida privada; e descrever os processos saúde doença dos gerentes, relacionando-os com sua atividade. O aporte teórico desse estudo reúne contribuições oriundas da Ergologia; Psicodinâmica do Trabalho; Ergonomia da Atividade e Clínica da Atividade. Quanto ao Método, privilegiou-se a entrevista semi-estruturada, tendo em vista o interesse em acessar as vivências, singularidades e perspectivas dos gerentes de banco em relação ao seu trabalho. Participaram desta pesquisa 16 gerentes de bancos públicos e privados da cidade de João Pessoa, que ocupavam gerências gerais e intermediárias. A análise dos dados foi conduzida através da análise de conteúdo temática. No que se refere aos Resultados, identificamos que a gestão por metas regula a atividade dos gerentes diariamente e, para alguns deles, esse monitoramento de prazos e resultados chega a ser sufocante. Os gerentes apontaram também como fontes de sofrimento a falta de reconhecimento por parte dos superiores e da sociedade; o relacionamento ruim com os pares e/ ou equipe; as demissões e aspectos decorrentes da Organização de Trabalho (jornada de trabalho, pressão por resultados, decisões sobre as quais não se tem autonomia e falhas no sistema do banco). Como principais fontes de prazer no trabalho gerencial, eles ressaltaram o reconhecimento por parte dos pares, dos clientes e da sociedade; e o salário. Nesse contexto de dificuldades, contradições e imprevistos, os pares surgem como instrumento valioso de aprendizado e tutoria, por meio da troca de seus saberes práticos. Sobre a saúde, identificamos que os principais sintomas relacionados ao trabalho gerencial foram a LER (Lesão por esforço repetitivo), a síndrome do túnel de carpo, problemas de coluna, problemas gastrintestinais (úlcera, gastrite, falta de apetite), colesterol alto, problemas na visão e dermatite, além dos sintomas psíquicos: nervosismo, irritabilidade, alterações do sono (insônia e pesadelos com o trabalho), depressão, tensão, estresse e dificuldade de concentração. Outro elemento de destaque nas entrevistas foi o risco, tanto no que se refere às operações financeiras, quanto relativo à segurança pessoal (riscos de assalto e seqüestro); o que resulta em insegurança para os gerentes e seus familiares. Observamos ainda que, em muitas situações, há uma influência negativa do trabalho nas relações familiares, visto que os gerentes lidam com uma carga de trabalho e uma responsabilidade muito grandes, o que faz com que cheguem em casa sempre preocupados e cansados. Além do mais, o sentimento de que devem estar sempre disponíveis para a empresa faz com que deixem sua família em segundo plano.

Bank holding companies (BHC) that sustain significant losses without adequate capital can become insolvent and pose a systemic risk to the U.S. economy, yet 6 BHCs' had losses higher today than they were prior to 2008 recession. BHCs continue to experience significant losses as senior managers lack effective practice towards capital regulation. The research question for this study was, what is the level of consensus among banking finance experts across the U.S. on how to recognize a senior manager's effective practice towards capital regulation in BHCs. The purpose of this qualitative e-Delphi study was to build consensus among banking finance experts across the U.S. on how to recognize a senior manager's effective practice towards capital regulation in BHCs. The conceptual framework for this study was Compliance and Ethics Group's standard that improves quality and performance, principal-agent theory and goal theory. This e-Delphi study built consensus among 10 finance experts who are: employed a minimum of 10 years in banking; possessed an MBA in Finance; and, currently employed as a consultant to a large bank in the U.S. Data were collected from 3 electronic questionnaires submitted through Qualtrics. Data were analyzed using theoretical triangulation, coding, and thematic analysis. The data analysis revealed consensus on 33 activities constituting a senior manager's effective practice towards capital regulation in BHCs, with the highest agreement on internal control activities. The identification of these effective practices towards capital regulation in banks can effect social change by providing senior bank managers in BHCs with uniform principles that can reduce the level of risk behavior while meeting capital regulation requirement and shareholder objectives.

Women's participation in the labor market has increased significantly since the 1970s, but thediscussion about their absence from several top positions has long been relevant. The financialsector performs second-worst from a gender equality perspective. The study therefore aims toexamine female managers’ experiences of career barriers in the banking sector and how they areexpressed. We also want to investigate the ways in which female managers navigate careerbarriers. Previous research in the field has shown that women's advancement in the labor market,specifically in the banking sector, is limited due to various reasons. Women's limitations depend,among other things, on societal and organizational gender structures, which enable both verticaland horizontal gender segregation. This study, which is based on qualitative interviews withfemale bank managers from different cities in Sweden, has been analyzed on the basis of atheoretical framework containing Hirdman's gender system and Kanter and Acker'sgender-related organizational theories. The result shows that women are excluded frommanagerial positions partly because recruitment is characterized by homosociality, and partlybecause men are given the opportunity to advance early in their careers. The study also showsthat stereotypical gender norms contribute to female managers being questioned. Furthermore,the results show that women navigate career barriers by having greater performancerequirements and wanting to be more educated than their male colleagues. Finally, the studyshows that female managers navigate career barriers by competing with each other. / Kvinnors deltagande på arbetsmarknaden har ökat avsevärt sedan 1970-talet, men diskussionenkring deras frånvaro på åtskilliga toppositioner har länge varit aktuell. Finansbranschen presterarnäst sämst utifrån ett jämställdhetsperspektiv. Studien syftar därför till att undersöka kvinnligachefers upplevelser av karriärhinder inom banksektorn och hur de kommer till uttryck. Vi önskaräven att undersöka på vilka sätt kvinnliga chefer navigerar karriärhinder. Tidigare forskninginom ämnesområdet har visat att kvinnors avancemang på arbetsmarknaden, specifikt inombanksektorn, begränsas på grund av olika anledningar. Kvinnors begränsningar beror bland annatpå samhälleliga och organisatoriska könsstrukturer, vilka möjliggör såväl vertikal och horisontellkönssegregering. Denna studie, som baseras på kvalitativa intervjuer med kvinnliga bankcheferfrån olika städer i Sverige, har analyserats utifrån ett teoretiskt ramverk innehållande Hirdmansgenussystem samt Kanter och Acker genusrelaterade organisationsteorier. Resultatet visar attkvinnor upplever karriärhinder genom uteslutning från chefspositioner. Dels på grund av attrekrytering präglas av homosocialitet, dels på grund av att män tidigt i karriären ges möjlighet tillavancemang. Studien visar även att stereotypiska könsnormer bidrar till att kvinnliga cheferifrågasätts. Vidare visar resultatet att kvinnor navigerar karriärhinder genom att de har störreprestationskrav och vill vara mer pålästa än sina manliga kollegor. Slutligen visar studien attkvinnliga chefer navigerar karriärhinder genom att de konkurrerar med varandra.