139f. / Submitted by Suelen Reis (suziy.ellen@gmail.com) on 2013-05-08T18:00:48Z No. of bitstreams: 1 dissert_Elizabeth Freitas.pdf: 885323 bytes, checksum: d05c03cf8d3ae94d9f56eb2fdab6d1ad (MD5) / Approved for entry into archive by Alda Lima da Silva(sivalda@ufba.br) on 2013-05-08T18:08:39Z (GMT) No. of bitstreams: 1 dissert_Elizabeth Freitas.pdf: 885323 bytes, checksum: d05c03cf8d3ae94d9f56eb2fdab6d1ad (MD5) / Made available in DSpace on 2013-05-08T18:08:39Z (GMT). No. of bitstreams: 1 dissert_Elizabeth Freitas.pdf: 885323 bytes, checksum: d05c03cf8d3ae94d9f56eb2fdab6d1ad (MD5) Previous issue date: 2010 / Esta dissertação tem como objetivo estudar o modelo de gestão pública compartilhada com o “Terceiro Setor”, através de Organizações Sociais (OS) e Organizações da Sociedade Civil de Interesse Público (Oscip), e compreender seu impacto em programas, corpos estáveis e equipamentos públicos na área cultural. Este modelo de gestão, também chamado de “público não estatal”, envolve Governo e sociedade civil com base na idéia de “publicização de serviços não-exclusivos do Estado” e foi incentivado a partir de 1995, como parte do Plano Diretor da Reforma do Estado. Atualmente o modelo está em funcionamento ou em fase de estudo na área cultural em diversos estados brasileiros como São Paulo, Ceará, Minas Gerais, Pará, Mato Grosso, Paraná, Bahia Espírito Santo, Rio Grande do Sul e Rio de Janeiro. Com esta pesquisa propomos uma análise sobre este fenômeno na área da gestão e das políticas culturais públicas que, embora controverso e insatisfatoriamente interpretado e estudado, é uma tendência no Brasil que não pode ser ignorada, doze anos após a primeira experiência de publicização na área cultural, com a criação do Centro Dragão do Mar de Arte e Cultura, no Ceará, em 1998. O estudo é baseado nas experiências dos Estados de São Paulo, que emprega a gestão compartilhada através de OSs, e de Minas Gerais, que possui parcerias com Oscips, e pretende explorar as vantagens, desvantagens e os motivos de implantação do modelo, contribuindo para uma compreensão mais ampla sobre o tema e suas repercussões nas áreas de políticas públicas, políticas culturais, administração pública e gestão cultural. / Salvador

O trabalho teve como objetivo avaliar a resposta à produção total, comercial e por classes de tamanho; ao teor de matéria seca e aos defeitos fisiológicos mancha-chocolate, coração-oco e coração-negro dos tubérculos do clone de batata IAC 2.5, submetido a três doses dos fertilizantes minerais 04-14-08 (N-P2O5-K2O) e sulfato de amônio, complementadas ou não com um composto orgânico de marca comercial Provaso. O experimento foi conduzido de outubro de 2012 a fevereiro de 2013, na Unidade de Pesquisa e Desenvolvimento de Itararé, da Agência Paulista de Tecnologia dos Agronegócios (APTA), em Itararé, SP, nas coordenadas geográficas 24º16\'06\"S e 49º12\'19\"W e altitude de 1200 m. Foi adotado o delineamento em blocos ao acaso em arranjo fatorial 3x2, com quatro repetições. Os tratamentos consistiram em três doses de 04-14-08 no plantio e de sulfato de amônio em cobertura, sendo respectivamente: 2150 kg ha-1 + 200 kg ha-1; 3225 kg ha-1 + 100 kg ha-1; e 4300 kg ha-1 + 0 kg ha-1, com (5000 kg ha-1) ou sem composto orgânico. As doses de 04-14-08 foram calculadas com base na análise de solo e recomendação de 100, 150 e 200% em P2O5 para a cultura da batata, e para a adubação em cobertura, adotou-se respectivamente as doses 40, 20 e 0 kg ha-1 de N e 44, 22 e 0 kg ha-1 de S. A parcela experimental foi composta por quatro fileiras de 3,5 m cada, totalizando 40 plantas. Como parcela útil, foram consideradas as 16 plantas das duas fileiras centrais, excetuando as plantas das extremidades, consideradas bordaduras de cabeceira. O espaçamento foi de 0,35 m entre plantas na fileira e de 0,8 m entre as fileiras. Os dados foram submetidos à análise da variância e as médias foram comparadas pelo teste de Tukey (p < 0,10), utilizando o programa estatístico Sisvar. Nas condições em que o experimento foi conduzido, a alta produtividade comercial de tubérculos (52,4 t ha-1) do clone IAC 2.5 apresentada pelo tratamento com 3225 kg ha-1 de 04-14-08 + 5000 kg ha-1 de composto orgânico no plantio e 100 kg ha-1 de sulfato de amônio em cobertura sugere a importância da complementação da matéria orgânica no aumento da eficiência da adubação mineral. / The study aimed to evaluate the response to total production, marketable production and production by tuber size classes; dry matter content and internal physiological disorders internal brown spot, hollow heart and black heart of potato tubers clone IAC 2.5 subjected to three rates of mineral fertilizers 04-14-08 (N-P2O5- K2O) and ammonium sulphate, supplemented or not with an organic compost trademark Provaso. The trial was conducted from October 2012 to February 2013, at the Research & Development Unity of Agência Paulista de Tecnologia dos Agronegócios (APTA), in Itararé, SP, Brazil (lat. 24º16\'06\'\'S; long. 49º12\'19\'\'W), and altitude of 1200 m. The treatments were arranged in a 3x2 factorial scheme in a completely randomized block design, with four replications. The treatments consisted of three rates of 04-14-08 at planting and ammonium sulphate in dressing fertilization, follow respectively: 2150 kg ha-1 + 200 kg ha-1; 3225 kg ha-1 + 100 kg ha-1; e 4300 kg ha-1 + 0 kg ha-1, with (5000 kg ha-1) or without organic compost. 04-14-08 rates were calculated based on the soil analysis and 100, 150 and 200% on P2O5 recommendation for the potato crop, and for dressing fertilization, was adopted quantities respectively 40, 20 and 0 kg ha-1 of N and 44, 22 and 0 kg ha-1 of S. The experimental plot consisted of four rows of 3.5 m each, for a total of 40 plants. Useful plot was the 16 plants from central rows. The spacing was 0.35 m between plants in the row and 0.8 m between rows. The data were submitted to analysis of variance and treatment means were compared by Tukey test (p < 0,10) using the statistical program Sisvar. Taking in account the conditions in wich the trial was conducted, a high yield of marketable tubers (52.4 t ha-1) for the clone IAC 2.5 by 3225 kg ha-1 of 04-14-08 + 5000 kg ha-1 of organic compost in planting and 100 kg ha-1 of ammonium sulphate in dressing fertilization suggests the importance of organic matter complementing in increasing the efficiency of mineral fertilization.

The thesis discusses research on a selected international team that incorporates agile methodology framework. The team is distributed among multiple European states and has off-shore members in India. The research questions include cross-cultural aspects of teamwork, organizational viewpoint as well as other key areas of team cooperation. Analysis is performed based on questionnaire distribution and a series of structured interviews with members of the researched team. Research findings include a list of recommended changes to team organization and evaluation of cross-cultural and factors of cooperation and their impact. Research has provided an action plan and a set of research observations that include deep analysis of teamwork, the area has proven to be attractive for further research, hence the thesis is concluded with suggestions in this area.

This master's thesis analyzes the possibilities of implementation of Toyota Production System within Japanese subsidiaries in Czech Republic. It explores the fit between the cultural values of Czech and Japanese management and the values incorporated in the Toyota Production System. In order to conduct the study, 79 companies were contacted, and survey responses from a total of 108 Czech and Japanese employees were collected. Data from the survey show that both Czech and Japanese employees have similar values related to work and neither job satisfaction nor number of conflicts is connected with TPS training. In the conclusion, areas for further research and more detailed elaboration are identified and presented.

The purpose of this thesis is to analyze how emerging market multinational enterprises (EMNEs) can effectively bridge the cultural gap between their home market operations and internationalized operations in advanced markets like Sweden, particularly with regards to adapting recruitment strategies to secure top talent in the new business context. The authors aim to expand the existing ‘springboard framework’ for internationalization by multinational enterprises originating in emerging market countries which are increasingly reshaping the global competitive landscape. The study interviewed seven managers with extensive experience working in both advanced and emerging markets, and five top talent from two of the highest ranked Swedish business schools. The study found that for EMNEs cultural distance is a secondary consideration when expanding to advanced markets and their main focus is showcasing their value proposition to clients, customers, and top talent alike. From the experience of the executives interviewed for this thesis, top talent prioritizes organizational and managerial values that a company imbibes and the career progression that it provides over remunerations. This was confirmed by the top talent we interviewed who repeatedly spoke about how important career opportunities and organizational values were for them. The findings from our thesis contribute to expanding the field of cross- cultural management theory by supplying a qualitative study of EMNE adaptation for internationalization. They also contribute to the recruitment literature by demonstrating how EMNEs have to adapt their HRM systems to the local environments in order to gain the attention of and acquire the local top talent.

There has been an increasing relevance of the cultural sector in the economic and social development of different countries. However, this sector continues without much input from multi-criteria decision-making (MDCM) techniques and sustainability analysis, which are widely used in other sectors. This paper proposes an MCDM model to assess the sustainability of a musical institution’s program. To define the parameters of the proposed model, qualitative interviews with relevant representatives of Catalan cultural institutions and highly recognized professionals in the sector were performed. The content of the 2015–2016 season of the ‘Palau de la Música Catalana’, a relevant Catalan musical institution located in Barcelona, was used as a case study to empirically test the method. The method allows the calculation of a season value index (SVI), which serves to make more sustainable decisions on musical season programs according to the established criteria. The sensitivity analysis carried out for different scenarios shows the robustness of the method. The research suggests that more complex decision settings, such as MCDM methods that are widely used in other sectors, can be easily applied to the sustainable management of any type of cultural institution. To the best of the authors’ knowledge, this method was never applied to a cultural institution and with real data. / Universitat Oberta de Catalunya

Purpose: This purpose of this study is to deconstruct market orientation to explore how culture interrelates with conduct and value-creating innovation and its effect on performance. The authors suggest that market orientation is an organizational identity that can be built and managed for sustained competitive advantage.Design/methodology/approach: The authors use a split sample of 553 Canadian small- and medium-sized enterprises (SMEs) in both the manufacturing and technical service sectors. Hierarchical moderated regression analysis is used to test the main hypothesis that culture moderates the relationship between conduct and innovation. Support for the respective hypotheses is determined by the statistical significance of each focal variable.Findings: The study finds that culture does in fact moderate the relationship between conduct and innovation but only in service firms, not in manufacturing firms.Research limitations/implications: Theoretical implications include establishing support for the main premise of the paper, namely, that market-oriented culture interacts with the behavioral component of market orientation influencing the firm’s ability to create value through innovation.Practical implications: Managerial implications include the refinement of the many conceptualizations of the innovation construct by establishing innovation as value-creating. It also provides insight on how firm culture relates to the systems and processes used to operationalize both a market and innovation conduct within the firm.Originality/value: This paper provides a unique insight into the marketing/innovation interface, specifically in the context of SMEs.

This research addressed the effects of cultural management practices, cultivar selection, and applications of seasonal fungicides on ultradwarf bermudagrass health and playability and occurrence of foliar diseases. Additionally, novel ectotrophic root-infecting fungi were isolated from ultradwarf bermudagrass roots exhibiting symptoms of summer decline, identified via multilocus phylogenetic analyses, and characterized by morphological assessments and pathogenicity evaluations.

In recent years the important of leadership in the organization has become an area of interest. Leadership has been noted to impact corporate culture, employee commitment and response and the overall performance of the organization. Given the fact that leadership is such an important part of organizational development and discourse, effective methods for developing effective leadership in the organization are needed. Without definitive methods for leadership development, organizations will not be able to optimize the outcomes of leadership in the organization. Thus, there is a clear impetus to delineate what works best in the context of leadership development. This study used concurrent qualitative and quantitative research to understand better the effect of cross-cultural influences on the leadership development programmes and leadership practices development in a study population consisting of managers and supervisors in the Kuwaiti banking industry. Although Kuwaiti organisations employ many international employees and operate foreign subsidiaries, they have not created leadership development programmes to improve cross-cultural leadership skills for managers. As a result, Kuwaiti managers often rely on traditional transactional methods and an authoritarian style of leadership that may be less effective with employees from different nations and cultural backgrounds. The qualitative phase of the research collected data from Kuwaiti bank managers through interviews while the quantitative phase of the research collected data with survey instrument. The quantitative phase of the study also tested the validity of a conceptual model and hypotheses using structural equation modelling and regression analysis. The research was guided by distributed leadership theory, which considers leadership as a series of interactions between leader and follower with the follower sometimes adopting an informal role as temporary leader. The theory also considers the context in which the leader operates as a critical factor for motivating leadership practise. The testing and validation of the theoretical model in the study led to the acceptance of a new 'Effective Cross Cultural Leadership' (ECL) model. This model describes the relationship between the exogenous or independent variables of cultural differences, training and development in traditional Kuwaiti leadership, cross cultural leadership development programmes and international leadership practises with the endogenous or dependent variables of leadership development programmes and leadership practises development. The testing of the hypotheses of the study showed a statistically significant relationship between the four independent variables and the two dependent variables with exception of the relationship between the independent variable of international leadership practises and the dependant variable of leadership programmes development. The quantitative findings also indicated that demographic variables do not have a moderating effect on the model. The qualitative findings of the study determined that cultural differences between employees and managers influence the managers' leadership behaviours and their understanding of the type of leadership development programmes to improve their cross-cultural leadership skills. Managers with greater experience or knowledge of foreign cultures adopt more flexible leadership practises when leading international teams. The qualitative findings also determined that front office managers are more willing to use participative leadership styles in leadership practises, while back office managers rely on authoritarian leadership styles focusing on tasks in their leadership practises, indicating that the context influences leadership styles and practise. The findings of the study including the development and validation of the Effective Cross-Cultural Leadership (ECL) model contribute to the theoretical and practical knowledge of cross-cultural leadership in Kuwait that can be extended to other Middle Eastern nations. In addition, the study finding extends cross-cultural theory by indicating that international influences both internal and external to the organisation affect leadership styles despite national norms and preferences. These findings implied that Kuwaiti organisations experience significant pressure to adopt some international leadership practises and styles to accommodate the expectations and needs of the many international workers employed in Kuwait. The practical implication of these findings showed that Kuwaiti managers would benefit from leadership training emphasising that no standard or correct approach to leadership exists and that it can be acceptable for leaders to use participative styles when warranted by the situation.

The globalization of negotiation, and the emergence of new companies operating in the international market, actualize the problems of studying national styles of negotiation. The subject of the theses is the specificity of negotiating Russian companies with companies from China and Iran, which is due to the development of Russia's economic cooperation with these countries. Despite the decline in Russian foreign trade and the devaluation of the ruble, trade with Asia grows, its share in the overall foreign trade turnover of the country is rapidly increase. The theoretical base of a research relies on works of such authors as G. Hofstede, F. Trompenaars, S. Ronen, R. Meade, E. Shane, M. Porter, F. Lyutens, E. Renan, O. Bauer, G. Le Bon, K.S. Aksakov, A.S. Homyakov, Yu.F. Samarin, B. Anderson, R. Brubeyker, I. Berlin, E. Balibar, E. Gellner, G. Kohn, E. Hobsbaum, G.D. Gachev, D.S. Likhachev, G.M. Andreyeva, O.A. Bayeva, V.L. Israelyan, E.Ya. Solovyov, R. Coen, J. Nirenberg, etc. Research objective is to define a role and value of national style as most important factor of negotiations on the example of China and Iran. Information base of a research are 6 indexes Hofstede across China and Iran of measurements of culture, statistical data for definition of the population of the countries and a share of the agrarian population of China, data on the Uralmekhanobr company: the balance sheet for the analysis of activity of the company for 2015 and 2016 given deep interviews of staff of the company. Main results of the theses are: classification of formal and substantial characteristics of business negotiations is given; the common and distinctive features inherent in these cultures are revealed; recommendations about behavior are made during business negotiations with partners of China and Iran; the hypothesis of the importance of cross-cultural factors for success of negotiations and financial results of activity of the company is confirmed. / Глобализация переговорных процессов, появление новых компаний, действующих на международном рынке – всё это актуализирует проблематику изучения национальных стилей ведения переговоров. Предмет исследования –особенности ведения переговоров российских компаний с компаниями из Китая и Ирана, что обусловлено развитием экономического сотрудничества России с этими странами. Несмотря на спад российской внешней торговли и девальвацию рубля, торговля с Азией растет, быстро увеличивается ее доля в общем внешнеторговом обороте страны. Теоретическая база исследования опирается на работы таких авторов, как Г. Хофстеде, Ф. Тромпенаарс, С. Ронен, Р. Мид, Э. Шейн, М. Портер, Ф. Лютенс, Э. Ренан, О. Бауэр, Г. Лебон, К.С. Аксаков, А.С. Хомяков, Ю.Ф. Самарин, Б. Андерсон, Р. Брубейкер, И. Берлин, Э. Балибар, Э. Геллнер, Г. Кон, Э. Хобсбаум, Г.Д. Гачев, Д.С. Лихачев, Г.М. Андреева, О.А. Баева, В.Л. Исраэлян, Э.Я. Соловьев, Р. Коэн, Дж. Ниренберг и др. Цель исследования: определить роль и значение национального стиля как важнейшего фактора переговоров на примере Китая и Ирана. Информационной базой исследования являются 6 индексов Хофстеде по Китаю и Ирану измерений культуры, статистические данные для определения населения стран и доли аграрного населения Китая, данные по компании «Уралмеханобр»: бухгалтерский баланс для анализа деятельности компании за 2015 и 2016 гг., данные глубинных интервью сотрудников компании. Основные результаты работы: дана классификация формальных и содержа-тельных характеристик деловых переговоров; выявлены общие и отличительные черты, присущие данным культурам; составлены рекомендации по поведению во время деловых переговоров с партнерами из Китая и Ирана; подтверждена гипотеза о значимости кросс-культурных факторов для успеха переговоров и финансовых результатов деятельности компании.