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In the twilight zone of aid bureaucracy : a study of social policy entrepreneursBorkar, Shrikant January 2016 (has links)
This research studies undocumented policy practices within UK aid in general and the Department for International Development (DFID) in particular. It focuses on the policy practices or initiatives taken by various actors in influencing and shaping policy in the everyday life of aid bureaucracy. For this purpose, I have chosen as case study the evolution of DFID's Social exclusion (policy) framework within the timeframe of 1997-2010. The research findings identify undocumented initiatives taken by the policy entrepreneurs within aid bureaucracy. These efforts are directed not only towards benefitting the global poor but also at increasing institutional efficacy in delivering aid. Policy entrepreneurs execute these policy practices, also termed policy entrepreneurship, proactively on the political, administrative, and executive levels. Anthropological analysis and methods allow me to look beyond formal policy processes at the undocumented policy practices. Many development professionals, consultants, and office bearers while walking on the tight rope of internal policy and bearing the cross of the highly politicized organizational culture of the DFID, skilfully conveyed advice based on empirical insights to those high up. They transfer their disciplinary knowledge and empirical understandings to the policy makers and political actors in the larger interest of the development industry as well as the poor from recipient countries. On the one hand, from an anthropological perspective, this study broadens our understanding of the classical rational model of decision making within the bureaucracy. On the other hand, in the context of contemporary DFID bureaucracy, it highlights how civil servants resolve the moral-political conflict between their obligations towards the institutions they work with and their solidarity towards issues of human rights and social justice through their activism and policy entrepreneurial spirit.
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Cultural Issues: A Barrier to the Development of E-Business Activities in BrazilDuarte, Rafael Clever Gomes 18 December 2004 (has links)
No description available.
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Essays on economics of marriageMarçal, Lorena Hakak 20 June 2016 (has links)
Submitted by Lorena Hakak Marçal (lhakak@gmail.com) on 2016-07-15T01:32:34Z
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Favor alterar seu trabalho de acordo com as normas ABNT:
1: O nome Getulio não tem acento. Favor alterar de todas as páginas que constam o nome incorreto.
2: Capa, contra-capa e demais sessões devem estar em português, língua oficial da Fundação.
3: A numeração das páginas não deve aparecer até a Introdução, porém devem contabilizar desde a primeira página. Além disso, a paginação deve estar a direita da página.
4: O título das sessões Agradecimentos, Abstract e Resumo devem ser em fonte de tamanho 12, em caixa alta, negritado e centralizado.
Atenciosamente,
Letícia
3799-3631 on 2016-07-15T11:53:44Z (GMT) / Submitted by Lorena Hakak Marçal (lhakak@gmail.com) on 2016-07-15T17:39:58Z
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Favor fazer a ultima alteração em seu trabalho para que possa ser aprovado:
No cabeçalho, onde se encontra 'FUNDAÇÃO GETULIO VARGAS' Favor colocar "ESCOLA DE ECONOMIA DE SÃO PAULO", pois deve permanecer em português.
Atenciosamente,
Letícia Monteiro
3799-3631 on 2016-07-15T18:33:29Z (GMT) / Submitted by Lorena Hakak Marçal (lhakak@gmail.com) on 2016-07-15T20:34:11Z
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Previous issue date: 2016-06-20 / Society has changed in the past decades raising questions to be asked by social scientists and their impacts on family units. In this thesis we aim to analyze how agents’ decisions on marriage and education can be interconnected assuming that men and women have preferences for intra-group marriage. In our framework we find that preferences for intra-group marriage can increase the proportion of men and women who decide to get married and study. We also show that empirically for Brazilian data there is a positive assortative mating between people with same traits, such as, education, religion or race. In addition, married couples that share the same religion tend to have the same level of schooling. We investigate how changes in marital sorting, educational composition and returns to education that occurred in Brazil in the last years can impact in household income inequality. We calculate counterfactual scenarios for Gini Coefficient keeping one of these three variables fixed in one year and comparing the counterfactual values with the actual one. If marriage were formed randomly, the Gini Coefficient would be lower than the actual one. Keeping the returns to education fixed in year 2014 we also show that the counterfactual Gini would be lower than the actual one. / A sociedade mudou nas últimas décadas abrindo a possibilidade para cientistas sociais estudarem essas mudanças e analisar os seus impactos na unidade familiar. Nesta tese pretendemos analisar como as decisões dos agentes com relação a decisão de casar e estudar pode estar conectado considerando que homens e mulheres têm preferências pelo casamento intragrupo. No modelo estudado encontramos que as preferências para o casamento intragrupo podem aumentar a proporção de homens e mulheres que decidem se casar e estudar. Mostramos também que empiricamente há um positive assortative mating entre pessoas com as mesmas características, tais como, educação, religião ou raça. Além disso, a probabilidade de casais casados na mesma religião aumenta a probabilidade dos casais estarem casados dentro do mesmo nível de escolaridade. Considerando as mudanças em como os casais se formam, a composição educacional e os retornos da educação que aconteceram no Brasil nos últimos anos, investiga-se os impactos dessas mudanças na desigualdade de renda dos casais. Calculamos cenários contrafactuais para o Coeficiente de Gini mantendo uma dessas três variáveis fixas em um determinado ano, comparando o contrafactual estimado com o Gini real. Se o casamento for formado aleatoriamente com relação à educação, o Coeficiente de Gini seria menor do que o real. Mantendo os retornos da educação fixos no ano de 2014 encontramos um Gini contrafactual menor do que o real.
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Contribuições à compreensão da gestão à brasileiraChu, Rebeca Alves 21 June 2006 (has links)
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Previous issue date: 2006-06-21T00:00:00Z / This research is conducted within the fields of national cultures and Brazilian organizational culture. The research’s purpose is to investigate the Brazilian style of management considering as its base the cultural traits which define it. More specifically, this study aims to understand and describe how the Brazilian style of management is nowadays characterized taking into account the recent changes in the global and national contexts. Its relevance rests on the fact that these recent changes may have impacted the way management is conducted. The approach employed to the investigation is a qualitative and empirical one. In this sense, 25 semi-structured interviews were conducted with Brazilian managers who had worked in foreign management cultures and foreign executives working in Brazil. Results were interpreted according to one specific technique of content analysis: the thematic categorical analysis. Three main results were obtained: (i) the traits which compose the current Brazilian style of management can be organized in the following groups: interpersonal relationships, relations to power, work organization and planning, and relations to the environment and inside some of the groups there are traits which stand out and others which have a less impacting presence (ii) the changes that impact the current style of management are related to the national institutional environment, to the internationalization of management and to the profile of the Brazilian manager (iii) the current style reveals itself to be in a process of transformation and consolidation and is formed as a synthesis between global integration and local adaptation which characterizes it as a ‘glocal’ one. / A presente pesquisa situa-se no campo das culturas nacionais e da cultura organizacional brasileira. Seu objetivo é investigar o estilo brasileiro de gestão utilizando como base os traços culturais que o definem. Mais especificamente, o estudo visa compreender e descrever como se caracteriza o estilo brasileiro de gestão atualmente face às mudanças recentes nos contextos mundial e nacional. Sua realização é relevante, pois as mudanças recentes no contexto internacional e as alterações no contexto interno impactam a forma como a gestão é feita no país. A partir de uma abordagem qualitativa e empírica foram realizadas 25 entrevistas semiestruturadas divididas entre executivos brasileiros que trabalharam em culturas estrangeiras de gestão e executivos estrangeiros que estavam trabalhando no Brasil. Para interpretação dos resultados foi utilizada uma das técnicas da análise de conteúdo: a análise categorial temática. Três foram os principais resultados encontrados no estudo: (i) os traços que compõem o estilo da gestão no país organizam-se nos grupos relações interpessoais, relação com o poder, organização e planejamento do trabalho e relação com o ambiente sendo que dentro de alguns grupos há traços mais marcantes e outros menos (ii) as mudanças que influenciam o estilo atual estão relacionadas ao ambiente institucional nacional, à internacionalização da gestão e ao perfil do gestor e (iii) o estilo atual estaria atualmente em processo de transformação e consolidação e constituiria uma síntese entre integração global e adaptação local caracterizando-se como ‘glocal’.
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Para a implanta??o da meritocracia na gest?o de carreira: implica??es dos contextos cultural, gerencial e pol?tico de uma empresa estatal federal brasileira / Toward the introduction of meritocracy in career management: the implications of the cultural, managerial and political contexts in a Brazilian federal state-owned companyPESTANA, Rayner Carvalho 03 July 2015 (has links)
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Previous issue date: 2015-07-03 / The transformation of the Brazilian Public Management, specifically about the adoption of modern tools for human resources, has been happening since the last century and the concern about the introduction of meritocracy in career management is still considered a recurring theme. An evidence of that is the guidance from management and control department of federal state-owned companies to adopt meritocracy in their career management systems. The organization studied here, although already have passed thirteen years of validity of its current jobs and salaries plan, seems not yet to have been able to establish career management policies based on meritocracy. Due to the problem presented, the main objective of this research focused on raising the implications of the organizational context of a Brazilian federal state-owned company, dependent on the Treasury, for the introduction of meritocracy in career management. An applied qualitative research was carried out, configured in the form of a single case study to map the features of the current cultural, managerial and political contexts and to interpret their implications in the adoption of meritocracy as an organizational value. The research subjects were purposefully selected, among managers and career employees, and interviewed based on a script and from a photograph (photo elicitation) to reveal the current context. The field data were subjected to an inductive hermeneutic analysis. Based on these results, it can be inferred that meritocracy in career management, understood as ?a set of criteria, adopted by an organization that has on individual performance, effort and results, the fundamental pillars for granting promotions and progressions to its employees in their own careers?, is not yet explicitly manifested in the studied company. It was perceived that the company is set as a political arena type and that the current alternative process of granting promotions and progressions has been working as a fundamental mechanism for the on going internal power dynamics. On the context found, some manager actions were proposed to contribute to the implementation of meritocracy in career management. It can be considered, as a contribution to the field, the opportunity for reflecting on the negative implications of the penetration of management values in human resources, regarding: uncritical transfer of tools from the private sector to the public one; defense of entrepreneurship discourse that considers the career management as sole responsibility of the professional; only financial and quantitative focus on performance evaluations; and probability of management tools not resulting in professional development but only in the control and exploitation of the individual. For future research it is suggested i.e.: to investigate what commitment means to the organizational members in order to connect it to the company's concepts raised in the study; to analyze meritocracy from the psychological contract breach viewpoint; and to expand this study to other public organizations dependent or not on the Treasury, to ascertain the implications of cultural and managerial traits and the power dynamics for the adoption of meritocracy in career management. / A transforma??o da Administra??o P?blica Brasileira, no que tange ? ado??o de ferramentas modernas de gest?o de pessoas, vem ocorrendo desde o s?culo passado e a preocupa??o com a meritocracia na gest?o de carreira se configura como um assunto ainda recorrente. Como prova disso, destacam-se as orienta??es do ?rg?o de gest?o e controle das empresas estatais federais para que elas adotem a meritocracia nos seus sistemas de gest?o de carreira. A organiza??o aqui estudada, embora passados treze anos de vig?ncia do atual plano de cargos e sal?rios, parece ainda n?o ter conseguido instituir pol?ticas de gest?o de carreira calcadas na meritocracia. Diante do problema apresentado, o objetivo principal desta pesquisa se concentrou em levantar as implica??es dos tra?os provenientes do contexto organizacional de uma estatal federal brasileira, dependente do Tesouro Nacional, para a implanta??o da meritocracia na gest?o de carreira. Realizou-se pesquisa aplicada de natureza qualitativa, configurada em forma de estudo de caso ?nico para mapear os tra?os do contexto cultural, gerencial e pol?tico vigentes e interpretar suas implica??es na ado??o da meritocracia como um valor organizacional. Os sujeitos da pesquisa foram selecionados pelo m?todo proposital, entre gerentes e empregados de carreira, e entrevistados mediante roteiro e a partir de uma fotografia (elicita??o fotogr?fica) que revelasse o contexto vigente na ?tica dos mesmos. Os dados de campo foram qualitativamente analisados de forma hermen?utico-indutiva. Com base nos resultados obtidos, conclui-se que a meritocracia na gest?o de carreira, entendida como ?o conjunto de crit?rios, adotado por uma organiza??o, que possui no desempenho, no esfor?o individual e nos resultados alcan?ados os pilares fundamentais para a concess?o de promo??es e progress?es dos empregados em suas respectivas carreiras?, n?o ?, ainda, praticada explicitamente na empresa estudada. Revelou-se que a empresa se configura como uma organiza??o do tipo arena pol?tica e que o vigente processo alternativo de concess?o de promo??es e progress?es tem funcionado como um mecanismo fundamental na din?mica interna de poder. Diante deste contexto, foram propostas a??es de forma a contribuir com a implanta??o da meritocracia na gest?o de carreira. Considera-se como contribui??o ? ?rea a oportunidade de reflex?o sobre as implica??es da penetra??o de valores do management na gest?o de pessoas, relativas a: transfer?ncia acr?tica de ferramentas do setor privado para o p?blico; defesa do discurso do empreendedorismo, pressupondo a gest?o de carreira como responsabilidade unicamente do profissional; perspectiva apenas financeira e quantitativa das avalia??es de desempenho; e probabilidade das ferramentas de gest?o n?o resultarem no desenvolvimento profissional, mas no controle e explora??o do indiv?duo. Para aprofundamento em futuras pesquisas, sugere-se, dentre outras a??es: investigar o conceito de comprometimento na organiza??o, conectando-o ?s concep??es da Empresa levantadas no estudo; analisar a meritocracia a partir da ?tica da quebra do contrato psicol?gico; e expandir a presente pesquisa a outras organiza??es p?blicas dependentes ou n?o do Tesouro, a fim de evidenciar as implica??es dos tra?os culturais e gerenciais e da din?mica de poder existentes na ado??o da meritocracia na gest?o de carreira.
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