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31	Sistemas de medi??o de desempenho para projetos de PD&I no Setor de Petr?leo e G?s Natural Souza, Dayse da Mata Oliveira 31 January 2014 (has links) Made available in DSpace on 2014-12-17T14:09:17Z (GMT). No. of bitstreams: 1 DayseMOS_TESE.pdf: 4185831 bytes, checksum: 7ffe8ba649c7a5670d11523f5cc43976 (MD5) Previous issue date: 2014-01-31 / Organizations are seeking new ideas, tools and methods aiming to improve management process and performance. On the other hand, system performance measurement needs to portray organizational changes and provide managers with a set of true and more appropriate information for the decision-making process. This work aims to propose a performance measurement system in the academic field regarding Research, Development and Innovation (RDI) in the oil and gas industry. The research performed a bibliographic review in a descriptive exploratory manner. A field research was conducted with an expert focus group in order to gather new indicators. As for the validation of these indicators, a survey with experienced professional was also realized. The research surveyed four segments in and outside of the Federal University of Rio Grande do Norte-Brazil such as oil and gas project coordinators, staff at Academic Planning Offices, FUNPEC employees as well as coordinators from Petrobr?s. The performance measuring system created from this study features three interrelated performance indicators pointed out as: process indicators, outcome indicators and global indicators. The proposal includes performance indicators that seek to establish more appropriate strategies for effective institution management. It might help policy making of university-industry interaction policies / Cada vez mais as organiza??es est?o ? procura de novas id?ias, novas ferramentas e novos m?todos que as ap?iem no aprimoramento do seu processo de gest?o e assim, melhorar seu desempenho. Por conseguinte, os sistemas de medi??o de desempenho precisam retratar as mudan?as nas organiza??es proporcionando aos seus gestores um conjunto de informa??es verdadeiras e mais adequadas ? tomada de decis?o. O objetivo deste trabalho ? propor um sistema de medi??o de desempenho para os projetos de PD&I no setor de petr?leo e g?s natural para universidades. A pesquisa foi realizada utilizando-se dos seguintes procedimentos: uma revis?o bibliogr?fica com um car?ter explorat?rio-descritivo, acompanhada da pesquisa de campo, a realiza??o de focus group com especialistas para o levantamento de novos indicadores e um survey com profissionais experientes envolvidos na execu??o de projetos dessa natureza, com a finalidade de valida??o dos indicadores. Foram pesquisados quatro segmentos por meio de coordenadores de projetos de petr?leo e g?s natural da UFRN, funcion?rios da Pr?-Reitoria de Planejamento, funcion?rios da FUNPEC e coordenadores da Petrobras. O sistema de medi??o de desempenho gerado a partir deste estudo apresenta em sua estrutura tr?s grupos de indicadores de desempenho inter-relacionados: indicadores de processo, indicadores de resultado e indicadores globais. A proposta inclui indicadores de desempenho que procuram estabelecer uma estrat?gia mais adequada para uma gest?o eficaz das institui??es e pode contribuir para auxiliar as pol?ticas de intera??o universidade-empresa
32	From Conversation to Action : Perceptions and Practices of Allyship in aSwedish Workplace Context / Från Konversation till Agerande : Hur Allyship Uppfattas och Utövas på en Arbetsplats i Svenskkontext Baskaran, Laksana, Jin, Emelie January 2021 (has links) Motivated by laws and regulations, moral grounds or the potential business advantages a more diverse workforce might bring, Diversity Management has become an ubiquitous part of organizational practices. Still, minorities are regularly exposed to social and structural discrimination at their workplaces. Allyship mayplay a vital role in changing this. The purpose of this thesis is to explore how allyship is perceived and practiced in a Swedish organization whose members have undergone training in allyship. In short, workplace allyship is the support and advocacy for the inclusion, belonging and career development of a socially disadvantaged or marginalized group. While more and more companies are including allyship into their Diversity Management practices, organizational research is yet to catch up. In addition, there is a very limited body of literature, independent of research field, which surveys allyship outside an American or native English-speaking context. Thus, claims that allyship is cross-cultural are so far founded in theory rather than empirical evidence. Constructed from a single case study of a Swedish subsidiary of an American company, this thesis presents an empirical model of the perceptions and practices of workplace allyship encompassing its motivators and demotivators, resulting behaviours, and challenges concerning its implementation. The model is based on interviews with both non-managers and managers but focuses its attention on disadvantaged group members and managers - two important perspectives that hitherto have received very limited attention in allyship research. The findings suggest that the way allyship is perceived and practiced is directly affected by both organizational enablers and barriers and the context of allyship. It is found that local endeavours must be made to contextualize centralized initiatives to a larger extent. In particular, educational efforts need to be more explicit about both the essence of and interrelation between allyship and systemic discrimination, since such connotations seem to be lost in translation when brought outside its original American historical, cultural and social context. If these are not made clear, there might be a risk that what is perceived as allyship helps preserve the very inequitable systems it conceptually is intended to disrupt. This insight motivates further research on the actual effects of workplace allyship. / Mångfaldsarbete (eng: diversity management) har tagit allt större plats i organisatoriska sammanhang och dess metoder. Arbetet har varit motiverat av lagar och förordningar, moraliska anledningar eller för att en diversifierad arbetsstyrka har potentialen att medföra stor affärsnytta. Trots denna satsning utsätts minoriteter för social och strukturell diskriminering på sina arbetsplatser. Allierade (eng: allies) kan ha en framträdande roll för förändra detta. Det huvudsakliga syftet med denna rapport är att utforska hur ‘allyship’ uppfattas och utövas på en svensk organisation, där dess anställda har fått genomgå en utbildning om ‘allyship’. ‘Allyship’ kan kort definieras som förespråkandet av både den sociala- och karriärsrelaterade inkluderingen av en social missgynnad eller marginaliserad grupp. Samtidigt som allt fler företag och organisationer arbetar med just ‘allyship’ så har inte forskningen inom organisationsteorier kommit ikapp. Det är väldigt begränsat med litteratur kring detta ämne som grundar sig utanför USA, eller ett huvudsakligen engelsktalande land. Det påstående som återfinns inom forskningslitteraturen, att ‘allyship’ är tvärkulturellt är därmed främst baserat på teori med få empiriska bevisningar. Utifrån en fallstudie på ett svenskt filial av ett amerikanskt bolag, presenterar denna uppsats en empirisk modell för ‘allyship’ på arbetsplatsen (eng: workplace allyship). Modellen innefattar faktorer som motiverar respektive avskräcker, resulterande insatser och de utmaningar som uppstår när ‘allyship’ ska implementeras. Denna modell är baserad på genomförda intervjuer med både chefer och anställda. Fokuset har lagts på missgynnade gruppmedlemmar (eng: disadvantaged group members) och chefer. Detta är då dessa perspektiv har hittills fått begränsad plats i forskningen om ‘allyship’. Resultaten talar för att sättet ‘allyship’ uppfattas och utövas på beror starkt av organisatoriska möjliggörare och barriärer, samt den kontexten som finns. Detta innebär att det krävs lokala ansträngningar på filialen för att kontextualisera centraliserade initiativ i större utsträckning. Särskilt viktigt är det att utbildningarna och liknande insatser om ‘allyship’ blir tydligare eftersom dess innebörd förefaller sig försvinna när konceptet tas ur det amerikanska sammanhang det härstammar ifrån. Om betydelsen inte klargörs finns det en risk att uppfattningen om ‘allyship’ bidrar till att bibehålla den systematiska diskrimineringen konceptet finns till för att bekämpa. Denna insikt ligger som grund till vidare forskning om ‘allyship’ på arbetsplatsen. Allyship Diversity Management D&I Global Organizations Workplace Allyship Training Discrimination Cross-cultural DM Sweden United States Allyship Diversity management Mångfald och Inkludering Globala organisationer Utbildning Diskriminering Tvärkulturell DM Sverige USA Engineering and Technology Teknik och teknologier
33	船舶所有人防護及補償保險之研究 / Study on Protection and Indemnity (P&I) Insurance for Shipowner 張培倫, Chang, Pei Lun Unknown Date (has links) 十九世紀英國經濟活動、社會結構及工藝技術發生重大變革，船舶所有人從事海上運送活動所面臨之責任風險，種類繁多且金額甚鉅，非其能獨自承擔而有轉嫁風險之必要，船舶所有人防護及補償保險遂應運而生，迄今已有一百五十餘年之歷史。船舶所有人防護及補償保險，乃由船舶所有人組成非營利性之防護及補償協會，以相互保險之方式承保船舶所有人之責任風險，其承保範圍廣泛，包括船員及旅客傷病死亡責任、人命救助之費用及報酬、貨物責任、船舶碰撞責任、污染責任、船舶拖帶責任、船骸移除責任、共同海損分攤額、檢疫費用、罰金、損害防阻及法律費用等等。船舶所有人透過船舶所有人防護及補償保險之安排，轉嫁龐大之責任風險，使海上運送活動得以存續，船舶所有人防護及補償保險之貢獻重大，已成為海上保險不可或缺之一環，其重要性並不亞於船體保險及貨物保險。惟目前我國學界關於船舶所有人防護及補償保險之文獻極為有限，且多數文獻因論著年代較為久遠，部分內容已與現況有所差異。鑒於船舶所有人防護及補償保險之重要性，本文乃以英國不列顛防護及補償協會之2007年協會規則為主要研究對象，並以相關國際公約、英國法及我國法為研究範圍，自法律層面分析探討船舶所有人防護及補償保險之意義、功能、歷史沿革、法律架構、契約之成立與效力及其承保範圍，建立船舶所有人防護及補償保險之概念與體系論述，以期能達成協助船舶所有人瞭解並維護其關於船舶所有人防護及補償保險之各項權益、引起國內學界對船舶所有人防護及補償保險之重視與研究興趣、俾利國內航運保險相關主管機關對航運業轉嫁責任風險之行政監理及對我國船舶所有人組成防護及補償協會可行性之評估等研究目的。防護及補償協會防護及補償保險補償保險海上保險相互保險保險契約船舶所有人責任運送人責任代位權 P&I club P&I insurance indemnity insurance marine insurance mutual insurance insurance contract shipowners’liability carriers’ liability rights of subrogation
34	The Limits of Fire Support: American Finances and Firepower Restraint during the Vietnam War Hawkins, John Michael 16 December 2013 (has links) Excessive unobserved firepower expenditures by Allied forces during the Vietnam War defied the traditional counterinsurgency principle that population protection should be valued more than destruction of the enemy. Many historians have pointed to this discontinuity in their arguments, but none have examined the available firepower records in detail. This study compiles and analyzes available, artillery-related U.S. and Allied archival records to test historical assertions about the balance between conventional and counterinsurgent military strategy as it changed over time. It finds that, between 1965 and 1970, the commanders of the U.S. Military Assistance Command, Vietnam (MACV), Generals William Westmoreland and Creighton Abrams, shared significant continuity of strategic and tactical thought. Both commanders tolerated U.S. Army, Marine Corps, and Allied unobserved firepower at levels inappropriate for counterinsurgency and both reduced Army harassment and interdiction fire (H&I) as a response to increasing budgetary pressure. Before 1968, the Army expended nearly 40 percent of artillery ammunition as H&I – a form of unobserved fire that sought merely to hinder enemy movement and to lower enemy morale, rather than to inflict any appreciable enemy casualties. To save money, Westmoreland reduced H&I, or “interdiction” after a semantic name change in February 1968, to just over 29 percent of ammunition expended in July 1968, the first full month of Abrams’ command. Abrams likewise pursued dollar savings with his “Five-by-Five Plan” of August 1968 that reduced Army artillery interdiction expenditures to nearly ten percent of ammunition by January 1969. Yet Abrams allowed Army interdiction to stabilize near this level until early 1970, when recurring financial pressure prompted him to virtually eliminate the practice. Meanwhile, Marines fired H&I at historically high rates into the final months of 1970 and Australian “Harassing Fire” surpassed Army and Marine Corps totals during the same period. South Vietnamese artillery also fired high rates of H&I, but Filipino and Thai artillery eschewed H&I in quiet areas of operation and Republic of Korea [ROK] forces abandoned H&I in late 1968 as a direct response to MACV’s budgetary pressure. Financial pressure, rather than strategic change, drove MACV’s unobserved firepower reductions during the Vietnam War. 11th marines 12th marines abrams air force allied american way of war ammunition army artillery attrition arvn australian b-52 birtle budget cap cea classical clausewitz clifford coled-v collins communist congress constraints conventional counter-battery counterinsurgency dollar expenditures filipino finances fire support firepower five-by-five free world military fwmaf h&i haines harold harrassment hunt hybrid interdiction johnson kalergis komer korean krepinevich laird leonard taylor lewy lyndon macv marines mcnamara mekong nagl new zealand nixon nva observed operations philippine preemptive preparatory resor restraint riverine rok savings sensors sorley south vietnamese strategy summers tactics thai third country trinity unconventional unobserved usarv van fleet viet cong vietnam westmoreland wheeler wise men

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