Nas últimas décadas mudanças estruturais e estratégicas significativas puderam ser observadas no setor bancário, com medidas adotadas por instituições deste segmento principalmente com o intuito de buscarem a sua sobrevivência e sustentabilidade no mercado, ameaçada, dentre outros fatores, por alterações ocorridas no cenário econômico e político nacional e internacional, com impactos que vão desde um aumento da concorrência no segmento financeiro, passando por mudanças tecnológicas, chegando às políticas de recursos humanos voltadas ao funcionalismo do ramo. Neste contexto, encontra-se o trabalhador bancário, indivíduo diretamente atingido por estes processos de reestruturação e figura essencial para que sejam alcançados os objetivos dessas instituições, e que também apresenta aspirações voltadas ao seu desenvolvimento pessoal e profissional. Constata-se na organização, de tradição histórica no setor, que serviu como campo para a realização deste estudo, a existência de duas “categorias” de funcionários (antigos e novos), que apresentam diferenças em relação a alguns benefícios e vantagens recebidos, decorrentes de reestruturações ocorridas na organização nos anos 90 do século XX, e que se estendem até o momento atual. Deste modo, buscou-se analisar como as reestruturações ocorridas nos últimos anos nesta organização repercutiram sobre a identificação dos funcionários com a mesma e sobre sua qualidade de vida, comparando-se ambas as “categorias” de trabalhadores. O estudo foi desenvolvido nas 13 agências do Banco pesquisado da região das Missões do estado do Rio Grande do Sul, sendo que optou-se por utilizar um questionário como instrumento principal de coleta de dados. Foram considerados válidos para análise 130 questionários respondidos. Para a realização do tratamento estatístico dos dados obtidos foram utilizados os softwares Excel e SPSS, enquanto que as informações provenientes das questões abertas foram analisadas com a técnica de análise de conteúdo. Os resultados mostram que dentre as principais repercussões positivas decorrentes de tais mudanças estruturais e estratégicas ocorridas na empresa encontram-se, principalmente, referências sobre maiores oportunidades de ascensão profissional na empresa, com promoções que foram obtidas por meio de vagas abertas a partir da implantação destes processos reestruturantes, proporcionando, por conseqüência, melhorias nas condições de vida em diferentes aspectos, principalmente nos relativos à questão financeira. As principais repercussões negativas, na opinião dos antigos funcionários, são relativas à sobrecarga de trabalho, à cobrança e pressão sofridas para o atingimento de metas, à maneira como foram e são implantadas tais mudanças, bem como sentimentos como o de insegurança constante, perda de confiança na empresa, falta de reconhecimento e de ser “descartável”, além da diminuição do poder aquisitivo. Para os novos trabalhadores, destacam-se as insatisfações relativas à remuneração, à sobrecarga de trabalho e à pressão e cobrança por resultados, assim como o sentimento de que a empresa perdeu sua característica de ser um Banco social e o pensamento de que trabalhar na organização é um fato temporário. Pôde-se observar que tais processos de reestruturação atingiram diretamente e de diversas maneiras a qualidade de vida destes trabalhadores e sua identificação com a organização. / In the last few decades significant structural and strategic changes could be observed in the banking sector, with measures taken by institutions of this segment mainly with intention to seek their survival and sustainability in the market, threatened, among other factors, by changes in national and international economic and political context, with impacts that go since an increase of the competition in the financial segment, passing for technological changes, arriving at the policies of human resources directed to the functionalism of the branch. In this context, the bank employee is the individual directly affected by these processes of restructuring and essential figure to achieve the goals of these institutions, and that also has aspirations geared to their personal and professional development. It is evidenced in the organization, which has historical tradition in the sector, that served as field for the accomplishment of this study, the existence of two "categories" of employees (old and new), which differ in certain benefits and advantages received, decurrent of occured reorganizations in the organization in the 90s of the twentieth century, and that extend until the present time. Thus, it was tried to analyze how the restructuring of the past few years in this organization rebounds on the identification of employees with the same and on their quality of life, comparing the two "categories" of workers. The study was developed in the 13 agencies of the searched Bank in region of the Missions of the state of Rio Grande Do Sul, where it had been chosen a questionnaire to be used as the main instrument for data collection. One hundred and thirty answered questionnaires were considered valid for analysis. To achieve the statistical treatment of data were used the softwares Excel and SPSS, whereas the information proceeding from the open questions were analyzed with the technique of content analysis. The results show that among the main positive repercussions arising from such strategic and structural changes occurring in the company are, mainly, references about greater opportunities for professional ascension in the company, with promotions that were obtained by means of open positions with the implantation of these restructuring processes, providing, as a consequence, improvements in the conditions of life in different aspects, specially in those relative ones to the financial question. The main negative repercussions, in the opinion of the old employees, are relative to the overload of work, to the collection and pressure suffered to the achievement of targets, to the way as such changes were and are implanted, as well as feelings of constant insecurity, loss of confidence in the company, lack of recognition and the feeling of being "dismissable", in addition to the decrease in purchasing power. For the new workers, it is the dissatisfaction about the remuneration, the overload of work and the pressure and collection for results, as well as the feeling of that the company lost its characteristic of being a social Bank and the thought that working in the organization is a temporary fact. It could be observed that such processes of restructuring had reached directly and in diverse ways the quality of life of these workers and their identification with the organization.

This thesis investigates the history of labour management at David Jones, the major Australian retailer and manufacturer, between the years 1838 and 1958. This thesis examines the development of consent-based approach to labour management at David Jones, in particular the development of paternalism and welfarism. In doing so this thesis explores both general questions regarding the factors that influence why certain firms adopt a consent-based approach to labour management, as well as informing debates around the existence of nineteenth century paternalism and the origins of twentieth century welfarism. The historical material contained at the David Jones Archives and elsewhere reveals little evidence of paternalism as a deliberate management strategy. This brings into question the usefulness of paternalism as a concept in the historical study of Australian labour management. The inability to trace paternalism also undermines explanations of twentieth century welfarism premised on the pre-existence of nineteenth century paternalism. The historical materials, however, do note that twentieth century welfarism was a deliberate labour management strategy adopted by David Jones management. Welfarism, combined with systematic management and training, was initially adopted following the First World War to deal with the threat of industrial turmoil. However, in the 1930s, welfarism increasingly became a pro-active strategy designed to create skilled selling and raise the profile of the firm within the community. Further, welfarism at David Jones in the inter-war period was more than merely a new form of paternalism, somehow transformed by being in a larger, more bureaucratic setting or a result of employers confronted an increasingly feminised workforce. Welfarism at David Jones was a deliberate strategy, informed by overseas experiments, management consultants and the new science of psychology. Welfarism at David Jones continued into the post World War Two period. However, new forms of retailing, in particular self-service, undermined attempts to create skilled selling. Elements of welfarism remain at David Jones and continue to support the firm???s corporate image as a provider of high-quality customer service.

This thesis addresses the principles of cinematography and their significance for the visual outcome of a film. The purpose is to examine the importance of the principles for modern film and this is done through a study on how the principles are used and not used in the films Children of Men and Clerks II. The two films investigated are both known for being experimental and modern in their use of cinematography, and was therefore found suitable for this thesis. The limitation with this study is that only the four main principles of cinematography are analysed: camera angles, framings, points of view and camera movement, and they are only analysed in one shot from each film examined. In the results, the four main principles were investigated when and when not applied in the specific shot from each film. In the film Children of Men the breaking of the principle of point of view was most central, but the principle of framings and camera movement were in some cases also not applied. The only principle actually followed in this shot was the principle of camera angles. In the other film examined, Clerks II, the breaking of the principle of camera movement and camera angles was most central together with the breaking of the 180 degree rule. The principles that were followed in this clip were framings and points of view. In the conclusion the results were discussed and also the possibility of effects on the viewer, when breaking the principles. Different ideas of possible effects on the viewer were presented, but they all had disorientation in common. The possible outcome of disregarding the principles of cinematography ended up being misleading the viewer away from the narrative.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 123-131). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 123-131). Also available on the Internet.

published_or_final_version / Management Studies / Master / Master of Philosophy

This thesis aims to reveal the very considerable extent of the power and influence of the clerk to the justices and court clerks in magistrates' courts, and to assess the nature of the balance achieved by clerks between the demands of the organisation of the courts which they run and their role as the court's lawyer with responsibility for upholding, inter alia, due process norms. The first section of the thesis examines the role of the clerk in the courtroom. After assessing the extent to which the clerk's behaviour is constrained by legal rules, the relationship between clerk and magistrates is examined and the impact of the clerk on the proceedings of the court and the decisions of the magistrates are considered. It is argued that the clerk has a significant effect on the experience of all of those who come into contact with the criminal justice system and to this end the relationship between the clerk and unrepresented defendants, the clerk and the legal profession, the clerk and the police, and the clerk and probation officers and social workers is assessed. The second part of the thesis deals with the role of the clerk outside the courtroom. The influence of the clerk to the justices on the attitudes of magistrates through training is considered, and the impact of the clerk on policy decisions for the court is assessed. The quasi-judicial powers of the clerk are examined and the question of whether there is scope for future extension of the clerk's role is addressed. It is concluded that the role of the clerk is one of the most significant factors in determining the nature of summary justice, that the nature of the clerk's role is ready for re-assessment and that this may be most appropriately achieved by extension of the legal role of the clerk. The clerk does play a real part in protecting due process rights, but in relation to the protection of unrepresented defendants the clerk cannot be as effective as an advocate, and as a result represents a liberal compromise of 'good enough' justice.

This thesis analyzes discrimination against women on labor market and stresses the influence of social values on the allocation of labor. This influence can be observed in job segregation itself and in special working conditions associated with typically female jobs. This influence is part of a mechanism of job rationing. / All social institutions (churches, family, political parties...) share a common history characterized by a strict vision of sex-role segregation. The roles of men and women in the labour market, an important social institution, will reflect this sex-role segregation. / Job segregation has long been viewed by many economists as an exogenous phenomenon... a matter of "tastes". But in this thesis, it is suggested that job segregation, as well as other aspects of the treatment of women on the labor market, is a rationale response by society to job scarcity. / Working conditions associated with typically female jobs, for example, are not technologically determined but are part of a mechanism of job rationing: in maintaining women's instability on labor market, low wages and short job ladders induce women to leave the labor market when they are no longer wanted. The evolution of women's participation rates shows the relationship between social values dealing with paid work for women and the needs of female labor force. / This vision of the labor market is corroborated by an analysis of working conditions in Montreal office jobs. Detailed data for eight Montreal firms were used in this research. The results indicate that to understand the treatment of women office workers, it is important to distinguish between two groups of firms: those where most office workers are males and those where most are females. In the male dominated firms female workers enjoy much better wages and other working conditions. And, as a result, female labor turnover is apparently not different from male labor turnover in these firms.

This thesis investigates the history of labour management at David Jones, the major Australian retailer and manufacturer, between the years 1838 and 1958. This thesis examines the development of consent-based approach to labour management at David Jones, in particular the development of paternalism and welfarism. In doing so this thesis explores both general questions regarding the factors that influence why certain firms adopt a consent-based approach to labour management, as well as informing debates around the existence of nineteenth century paternalism and the origins of twentieth century welfarism. The historical material contained at the David Jones Archives and elsewhere reveals little evidence of paternalism as a deliberate management strategy. This brings into question the usefulness of paternalism as a concept in the historical study of Australian labour management. The inability to trace paternalism also undermines explanations of twentieth century welfarism premised on the pre-existence of nineteenth century paternalism. The historical materials, however, do note that twentieth century welfarism was a deliberate labour management strategy adopted by David Jones management. Welfarism, combined with systematic management and training, was initially adopted following the First World War to deal with the threat of industrial turmoil. However, in the 1930s, welfarism increasingly became a pro-active strategy designed to create skilled selling and raise the profile of the firm within the community. Further, welfarism at David Jones in the inter-war period was more than merely a new form of paternalism, somehow transformed by being in a larger, more bureaucratic setting or a result of employers confronted an increasingly feminised workforce. Welfarism at David Jones was a deliberate strategy, informed by overseas experiments, management consultants and the new science of psychology. Welfarism at David Jones continued into the post World War Two period. However, new forms of retailing, in particular self-service, undermined attempts to create skilled selling. Elements of welfarism remain at David Jones and continue to support the firm???s corporate image as a provider of high-quality customer service.

Thesis (doctoral)--Stockholms universitet, 2004. / Includes bibliographical references (p. 202-213).