This diploma thesis describes problematic of increasing of personal management in Ateko a.s. company. The work consists of three main parts. The part of company culture, the part of education, development and sustenance of workers and the part of motivation. This work is getting on from assigned suppositons of problems that pertinent to personal management. Essay includes methods of recognition actual quality of human resources management. Results of questionary research will make a headstone for suggestion of file of disposals, that will lead to raising efficiency of personal work in the company.

The diploma thesis deals with problems of human resource management in a multicultural environment of the IT company. In addition to theoretical findings, human resource practices in this company will be analyzed. The aim of the work is to propose such solutions in the field of HR that will lead to greater efficiency of the company.

Unternehmen können erfolgskritisches Wissen leicht verlieren, wenn sie den Erhalt nicht durch ein integriertes Wissensmanagement steuern. Dieser Beitrag skizziert das Instrument einer Zertifizierung, die Unternehmen bei der Umsetzung von Maßnahmen unterstützt.

The purpose of this thesis is to analyze and provide a deeper understanding of how the national culture of China affects the use of formal and informal management control systems of Swedish firms, operating in China. In order to conduct this research, relevant theories concerning internationalization, culture and management control systems were gathered and analyzed in relation to each other. This resulted in a conceptual framework, which illustrates the interrelationships between the concepts. Thereafter, this was used as the ground to which the empirical findings were analyzed and compared to. The analysis chapter involves a discussion of the similarities and dissimilarities between theory and empirical data, which leads to the conclusions of this study. This is lastly followed by theoretical implications, practical implications and recommendations, limitations and suggestions for further research.   The study has been conducted with a qualitative research method, in order to obtain a deeper understanding of how national culture can affect the use of  management control systems of Swedish firms in China. Further, due to the unexplored and limited research area of this complex subject, the study followed an abductive approach.   The findings of this research indicate that the Chinese culture affects the use of formal control systems, in which they are used extensively within Swedish firms, operating  in China. However, the national culture of China does not have an effect on the informal control systems of Swedish firms. Nevertheless, the use of the informal control systems should not be undermined, as the use of these triggers for more innovation and creativity among the members of an organization. This in turn could lead to Swedish firms operating more efficiently in the Chinese market. This research can be valuable for Swedish firms that wish to internationalize to the Chinese market, as well as firms operating in China with concerns regarding the use of management control systems in relation to the culture.

Since the late 1980s in most European countries the public sector has been characterized by ongoing privatization/liberalization strategies. Challenges related to this development are the merging of public institutions or units, the (re)creation of efficient processes, the increase in revenues, and the balancing between public service obligation and private sector competition. Approaching a case of a large Austrian company in the public health sector with a mixed methods design (narrative interviews, surveys), three major changes could be identified: a) breaking the bottleneck - development of processes, tools and awareness, b) reduction and regulation - ongoing business integration, and c) the good, the bad and the ugly - changing roles and status of clients, employees and managers. Organizational cultural subgroups relevant to the case are functional, occupational, geographical, political and structural subgroups. The political and the structural subgroups are fairly new dimensions in M&A research. The different subgroups identified show different resource dependencies, define perceptions about the ongoing changes and related approaches to change, face different organizational strategies and professional challenges. This explorative case study contributes to the understanding of developments of the public sector and related types of organisations. It provides practical recommendations for successful integration processes and managerial action. Approaching the case with the model of organizational culture challenges organisational cultural theory. New constructs relevant to change management are combined and a contribution to the field of mixed method M&A studies is made. (author's abstract)

The topic of the thesis is "Organizational culture in healthcare organization: a case study". In the theoretical part of the thesis basic definitions, terms and aspects associated with organizational culture are introduced. Further the thesis deals with diagnostic issues of organizational culture and presents specific factors related to the organizational culture in medical facilities. The empirical part deals with diagnose of organizational culture in the Czech hospital, using modified instrument for measuring organizational OCAI, based on the Competing Values Framework developed by R. E. Quinn and J. Rohrbaugh.

Submitted by Noeme Timbo (noeme.timbo@metodista.br) on 2016-09-09T18:06:12Z No. of bitstreams: 1 Felipe Costa Coelho.pdf: 1010912 bytes, checksum: ffcd246a2b14275b1199ee92e55f24c9 (MD5) / Made available in DSpace on 2016-09-09T18:06:12Z (GMT). No. of bitstreams: 1 Felipe Costa Coelho.pdf: 1010912 bytes, checksum: ffcd246a2b14275b1199ee92e55f24c9 (MD5) Previous issue date: 2016-03-15 / The organization’s culture is important to maintain employees with the same goals and values. However, in order to maintain a competitive strategy and act responsibly in the community, the company needs to innovate and adapt. The diversity management is valid so it is able to keep facing these new challenges e demands. However, there are many obstacles to successfully diversity management. This study has the purpose to understand how diversity management can affect an organization’s culture. In addition, how that culture can affect the strategy to implement management for the diversity. For this study, a case study with six interviews were used. The interviews were support by a semi-structured script. All the data were examined by content analysis. According to the accomplished research, organizational culture and diversity management are directly connected and can affect positivity to each other, as long as they are in equilibrium, otherwise, they will cause disadvantages to the organization. / A cultura de uma organização é importante para que seus colaboradores possuam mesmos objetivos e valores. Porém, em busca de manter uma estratégia competitiva e agir de forma responsável na comunidade em que se encontra, a empresa precisa inovar e adaptar-se. A gestão da diversidade apresenta-se como uma válida forma de enfrentar estes novos desafios e exigências. Contudo, há muitos obstáculos para que uma gestão da diversidade seja bem-sucedida. Este estudo propõe-se em entender como a diversidade pode afetar a cultura de uma organização. Além disso, como a cultura pode afetar a estratégia de gestão da diversidade. Foi utilizado para este objetivo um estudo de caso em profundidade com seis entrevistas. As entrevistas foram apoiadas em um roteiro semi estruturado. A análise dos dados obtidos foi feita pela análise de conteúdo. De acordo com a pesquisa realizada, sugere que a cultura organizacional e a gestão da diversidade estão diretamente conectadas e que podem influenciar positivamente uma a outra, porém precisam manter um equilíbrio em suas ações para que não causem prejuízos à organização.

This research study looked at the cultural value preferences in Western management practice for African manager and non-manager employees exemplified by Nigerian cement industries. The study specifically focused on management practice of leadership, motivation, recruitment and promotion around which their cultural values, the meaning of their work-world and their coping strategies are structured. From management and culture theory perspectives, managerial practices are affected both by Western factors, such as education, money, challenging tasks, and by traditional factors, such as family, ethnicity, social connections etc. The theoretical bases for this study drew largely from three streams of literature. The first theoretical base for the study relates to traditional African environment of management, especially the cultural perspectives. The second drew largely from the theoretical discourse on culture, management and organisation perspectives. The mainstream schools of management discourse on management theories and models as proposed by Western management theorists represent the third stream. As a methodology, the study used a quantitative questionnaire survey and qualitative open-ended interviews to collect data on the manager and non-manager employees in the organisations. The quantitative questionnaires and open-ended interviews centered national dimensions of cultures and on these Western and traditional factors of: leadership styles, motivation, dedication, satisfaction, ethnicity, family and social connections. The survey confirms that the dimension of national cultures of Nigeria as measured by the work-values and desires of the employees population are somehow different from those obtained by Hofstede’s study for the West African Region. Nigeria is still more collectivistic, although at least Nigeria has become relatively more individualist since Hofstede’s study. Over the years between Hofstede’ IBM study and the present study, there has been no change in the difference in Power Distance. Power Distance is much higher in Nigeria, like elsewhere in Africa, and this is unlikely to change for the foreseeable future. The large Power Distance in Nigeria means that the ideal manager is benevolent paternalistic. On recruitment and promotion, one major point made is that the traditional factors are generally felt by the respondents as influencing employees’ recruitment and promotion more than the modern (intrinsic) factors. The employees however, generally felt that the modern (intrinsic) factors should or ought to have greater influence. Building on the premises that every society is unique and its trajectory is shaped by its unique historical events, cultural norms and values, it can be argued that since the history of Western management concept in Africa is short, Africa then has a unique opportunity to develop its own unique management values based on its unique traditions. However, the increasing globalisation of market economies suggests that management values in Nigeria in particular and Africa in general can hardly be realised without proactively contributing to the Western management concepts in its unique ways. As the intensity of interaction between Western management practices and African traditional values increases, we can anticipate the increase in the importance of a new form of management concepts and practices in various African countries. Based on others and this study, the study proposes a “management heterogeneity” concept that reflects this new and unique perspective. Management heterogeneity perspective endorses the view that the practice of leadership, motivation, recruitment and promotion are developed differently in different cultural societies and organisations. But it adopts a pragmatic position on the mounting social and economic challenges now facing African organisations and argues further that management techniques, skills and behaviours practiced in different cultures and organisations can be brought together in a positive synergistic blend to address the needs of a given society and organisation and improve its ability to deliver effective and relevant values to its actors. It is the ability to judiciously select and combine the Western and traditional values and practices into new practices that fit the managerial requirements of a given group of organisational members that provides management its competitive edge in a culturally dynamic management environment.

Submitted by Cristiana Trindade Ituassu (cristianaituassu@yahoo.com.br) on 2012-03-20T18:50:47Z No. of bitstreams: 1 TESE VERSAO FINALISSIMA.pdf: 2845970 bytes, checksum: 3ea08039e3283416f6fedaf64d262d9f (MD5) / Approved for entry into archive by Gisele Isaura Hannickel (gisele.hannickel@fgv.br) on 2012-03-20T19:45:56Z (GMT) No. of bitstreams: 1 TESE VERSAO FINALISSIMA.pdf: 2845970 bytes, checksum: 3ea08039e3283416f6fedaf64d262d9f (MD5) / Made available in DSpace on 2012-03-20T19:47:07Z (GMT). No. of bitstreams: 1 TESE VERSAO FINALISSIMA.pdf: 2845970 bytes, checksum: 3ea08039e3283416f6fedaf64d262d9f (MD5) Previous issue date: 2012-02-28 / Este trabalho investiga o sucesso como um processo de construção social, a partir da análise de mais de seiscentas edições da revista Exame ao longo de três décadas. O argumento proposto na pesquisa é que o conceito de sucesso faz parte da cultura do management que, em conjunto com tecnologias administrativas, foi introduzida no País, sobretudo a partir dos anos cinquenta. A perspectiva pós-colonialista adotada permite contextualizar a importação de práticas e princípios gerenciais que compreendem o gerencialismo, a cultura do empreendedorismo e o culto da excelência. Nesse processo, destacamos o papel da mídia na difusão, legitimação e co-produção desse ideário, a partir da descrição do desenvolvimento do conceito de sucesso nos Estados Unidos e de sua reprodução no imaginário social brasileiro. Ressaltando os problemas trazidos por uma definição do sucesso ligada a aspectos extrínsecos e materiais, e reconhecendo que estudos funcionalistas ainda não ofereceram caminhos para ampliar o termo com elementos de ordem subjetiva, propomos que o sucesso seja visto como uma instituição. Por atribuirmos posição central à linguagem no processo de construção social, a base empírica desta pesquisa está fundamentada nas práticas discursivas – mais precisamente, nos repertórios linguísticos – da mídia de negócios, dado seu papel na circulação de conteúdos simbólicos. A análise dos editoriais do período de 1971 a 1998 mostrou três fases da publicação: uma em que ela se promovia; outra em que se legitimava como porta voz das empresas e uma terceira, marcada pela personalização, quando os responsáveis pelo veículo apareciam com toda sua pessoalidade, refletindo um deslocamento do foco da revista, das organizações para os indivíduos – movimento pelo qual a ideia de sucesso também passou. A análise das reportagens demonstrou que o sucesso ganhou relevância nos anos noventa e permitiu traçar um retrato do bem-sucedido segundo a Exame, a saber: como um homem empreendedor e ambicioso, branco, magro e bem aparentado, maduro nos anos setenta e jovem nos noventa, que tem alto cargo, bom salário e empregabilidade, mas vida pessoal conturbada. A análise das capas reforçou essas impressões. Se não encontramos discrepâncias na definição do sucesso ao longo da análise, percebemos a valorização do conceito e também que o sentido assumido para o termo corresponde ao sucesso norte-americano a partir dos anos trinta, relacionado à capacidade do indivíduo de impressionar, mais do que a seu caráter. No contexto brasileiro do fim do século XX, esse sucesso atende demandas de flexibilização do trabalho: cada um é um negócio e precisa se vender. A cultura do management, tão presente na publicação, justifica essa dinâmica com uma visão de mundo que sustenta um sentido do sucesso com repercussões individuais reconhecidamente negativas. Tudo isso evidencia que o Brasil absorveu um sucesso made in USA, adotado e difundido pela revista Exame. Ligado a recompensas objetivas, diante de tantas possibilidades interpretativas, esse sucesso institucionalizado atendeu interesses organizacionais, formando individualidades voltadas para esforços produtivos. Na descrição dessa dinâmica está nossa contribuição para a desnaturalização do sucesso, convidando a configurações inéditas e alternativas para o termo. / This paper investigates success as a social construction process based on an analysis of more than six hundred editions of Exame Magazine published over three decades. The proposed argument is that the concept of success is part of the culture of management that was introduced in Brazil together with administrative technologies, mainly in the 1950s. The herein adopted post-colonialist perspective allows for contextualizing the importation of management practices and principles that comprise managerialism, entrepreneurship culture and the cult of excellence. Throughout this process, we have highlighted the role played by the media in the dissemination, legitimization and coproduction of such mindset by describing the development of the concept of success in the United States and its reproduction in the Brazilian social imaginary. While pointing out the problems arisen from a definition of success connected to extrinsic and material aspects and recognizing that functionalist studies still have not been able to provide ways of expanding the term, we propose viewing success as an institution. Since language takes a central position in the social construction process, the empirical basis of this research is grounded on the discursive practices of the business media, given its role in the circulation of symbolic contents. The analysis on the editorials of the period from 1971 to 1998 uncovered three phases of the publication: one of self promotion; another one in which it legitimatized itself as a mouthpiece for businesses; and a third one, marked by personalization, when those responsible for the magazine appeared in all their personhood, thus reflecting a shift of its focus from organizations to individuals – a movement also made by the idea of success. The analysis on the reports showed that success gained prominence during the 1990s and allowed drawing a picture of the successful person according to Exame, namely an enterprising and ambitious man, white, slim and good-looking, mature in the 70s and young in the 90s, with a top position, high earnings and employability, but a troubled personal life. The analysis of the magazine covers strengthened this view. While we did not find any divergences in the definition of success throughout our analyses, we realized the valorization of the concept along with the meaning assigned to it in North America from the 1930s, which was more linked with the individual’s ability to impress than to the strength of his/her character. In the Brazilian context by the late twentieth century, success had to do with meeting job-related flexibility demands: each person is a business and needs to sell him/herself. The culture of management, clearly present in the analyzed publication, justifies this dynamics with a view of the world that reinforces the meaning of success with recognizably negative personal consequences. All this provides evidence that Brazil absorbed a made-in-the-USA success concept, as adopted and spread by Exame. Being attached to objective rewards, in face of so many possible interpretations, such institutionalized success was able to meet organizational interests by making up individualities committed to productive efforts. In the description of this dynamics lies our contribution towards the denaturalization of success, while inviting novel and alternative configurations for the term.

Submitted by MARCIA ROVADOSCHI (marciar@unifra.br) on 2018-08-22T13:08:35Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertacao_RoselainedosSantosFelix.pdf: 4923751 bytes, checksum: 97b12f80a780930245d6dbccffe6b309 (MD5) / Made available in DSpace on 2018-08-22T13:08:35Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertacao_RoselainedosSantosFelix.pdf: 4923751 bytes, checksum: 97b12f80a780930245d6dbccffe6b309 (MD5) Previous issue date: 2017-05-22 / In the effort to improve, the quality of health care with emphasis on patient safety and organizational culture assessments many efforts have been put forth worldwide. One of the groups to be investigated consists of the same maternal and childcare that for the sake of make part of a special population, which requires a general and specific care, with the necessity for a multi-professional team action. Therefore, this study had the objective to evaluate the safety culture of the patient in a maternity ward from the perspective of the users and from the multi-professional team. For this purpose, a cross-sectional study was carried out in which data gathering occurred between the months of May and June 2016 at the maternity hospital of a large teaching hospital in the interior of the Rio Grande do Sul state, Brazil. The sample was consisted of 352 users (101 pregnant women and 251 postpartum women) and 62 staff members (25 nursing assistants and technicians, 15 residents, 14 nurses and 8 other professionals). A questionnaire previously validated with socio-demographic, both clinical and patient safety already used with the users and the Brazilian version of the Survey Hospital Survey on Patient Safety Culture, da Agency for Healthcare Research and Quality for professionals were the instruments utilized. All the work made in the elaboration of this essay followed all ethical aspects involving research with human beings. The data was analyzed through descriptive statistics (in absolute and relative frequencies) and also inferential, in which the chi-square test was applied to verify the associations between the patient's safety level, the events reported and the socio-demographic and clinical data that possessed the International goals of patient safety, respectively, in the category of health professionals and its users. It was considered a level of significance of α<0,05. The perception results of users about patient safety showed that the majority (60%) of the users were unaware of the issue, could not identify the risks related to care (82%), were satisfied with care (95%) and made suggestions in two categories: working processes (75%) and structure (10%). Among the associations performed, there was an association between age with the goal 4 of the correct procedures (p=0.03), number of pregnancies with the goals 2 of communication (p=0.03) and 3 related to medicine (p=0.01), type of delivery and Goal 2 (p=0.00), number of medical appointments and goal 1 of the correct identification of patients (p=0.01). With the basis on the evaluations of the dimensions from the instrument used with the professionals, no areas of positive force were identified, although organizational learning and continuous improvement; as well as expectations and actions of supervisors; openness to communication were located in the neutral area, and the others presented potential for improvement, with lower scores for management support dimensions and non-punishing responses to errors. The health team evaluated the degree of safety of the patient in the maternity ward as average (59.7%) and presented 15 suggestions to strengthen the safety culture of the patient in the maternity ward. The results suggest that users and health professionals identified week points of the patient safety culture in the maternity ward. To improve this scenario, some products were elaborated among those a folder and a Manual for the safety of the patient in the maternity ward with orientations for patients, relatives, companions and professionals. There are the necessity of changes to strengthen this culture and those are urgent and a priority, integrating a diversity of organizational actions that compromise managers, professionals and users in the promotion of a safe maternity ward. / Muitos esforços têm sido desenvolvidos em âmbito mundial para melhorar a qualidade da assistência à saúde com ênfase na segurança do paciente e em avaliações da cultura organizacional. Um dos grupos a serem investigados compreende o da atenção materno-infantil, por constituir uma população especial, que exige cuidados gerais e específicos, com a necessidade de uma atuação multiprofissional. Portanto, o presente estudo teve como objetivo avaliar a cultura de segurança do paciente em uma maternidade na perspectiva das usuárias e da equipe multiprofissional. Para isso, foi realizado um estudo transversal, com a coleta dos dados entre os meses de maio e junho de 2016, na maternidade de um hospital de ensino, de grande porte, do interior do estado do Rio Grande do Sul, Brasil. A amostra foi composta por 352 usuárias (101 gestantes e 251 puérperas) e 62 profissionais da equipe (25 auxiliares e técnicos de enfermagem, 15 residentes, 14 enfermeiros e, 8 outros profissionais de nível superior). Os instrumentos utilizados foram um questionário previamente validado com dados sociodemográficos, clínicos e de segurança do paciente utilizado com as usuárias e a versão brasileira do questionário Hospital Survey on Patient Safety Culture, da Agency for Healthcare Research and Quality para os profissionais. O trabalho seguiu todos os aspectos éticos envolvendo pesquisa com seres humanos. Os dados foram analisados por meio de estatística descritiva (frequências absolutas e relativas) e inferencial, na qual o teste qui-quadrado foi aplicado para verificar as associações entre o grau de segurança do paciente, os eventos notificados e os dados sociodemográficos e clínicos com as metas internacionais de segurança do paciente, respectivamente, na categoria dos profissionais de saúde e usuárias. Considerou-se um nível de significância de α<0,05. Os resultados da percepção das usuárias sobre segurança do paciente apontaram que a maioria (60%) das usuárias desconhece o tema, não conseguem identificar os riscos relacionados à assistência (82%), estão satisfeitas com o atendimento (95%) e, realizaram sugestões em duas categorias: processos de trabalho (75%) e estrutura (10%). Dentre as associações realizadas, houve associação entre idade com a meta 4 dos procedimentos corretos (p=0,03), número de gestações com a meta 2 da comunicação (p=0,03) e 3 sobre medicamentos (p=0,01), tipo de parto e a meta 2 (p=0,00), número de consultas e a meta 1 da identificação correta dos pacientes (p=0,01). Com base nas avaliações das dimensões do instrumento utilizado com os profissionais não foram identificadas áreas de força positiva, mas o aprendizado organizacional e melhoria contínua; expectativa e ações dos supervisores e; abertura para comunicação localizaram-se na área neutra, sendo que as demais apresentaram potencial de melhoria, com menores escores para as dimensões apoio da gestão e respostas não punitivas aos erros. A equipe de saúde avaliou o grau de segurança do paciente na maternidade como regular (59,7%) e apresentou 15 sugestões para fortalecer a cultura de segurança do paciente na maternidade. Os resultados sugerem que usuárias e profissionais identificaram fragilidades da cultura de segurança do paciente na maternidade. Para melhorar este cenário, os produtos elaborados foram um folder e um Manual para a segurança do paciente na maternidade com orientações para pacientes, familiares, acompanhantes e profissionais. Mudanças para fortalecer esta cultura são inadiáveis e prioritárias, integrando uma diversidade de ações organizacionais que comprometam gestores, profissionais e usuárias na promoção da maternidade segura. Palavras-chave: Cultura