Os Planos Diretores têm recebido muitas críticas devido a sua ineficácia como instrumento de planejamento urbano no Brasil e por certo período ficaram em segundo plano. Com a promulgação da Lei 10.257 de 2001, chamado Estatuto da Cidade, os municípios foram obrigados a rever seus Planos Diretores para adaptá-los aos novos princípios e objetivos dessa Lei. Neste trabalho foram avaliados os Planos Diretores das cidades do Aglomerado Urbano Cuiabá e Várzea Grande Mato Grosso/Brasil. Os estudos foram a partir da realidade das cidades, das suas estruturas administrativas e do fato delas formarem um Aglomerado Urbano (atualmente Região Metropolitana do Vale do Rio Cuiabá) exigindo que muitos assuntos fossem tratados em harmonia. Foi abordado o planejamento urbano no Brasil; a história e as características de Cuiabá e Várzea Grande; a formação do Aglomerado Urbano Cuiabá Várzea Grande; a elaboração dos atuais Planos Diretores; a utilização dos instrumentos disponíveis no Estatuto da Cidade; as diretrizes para as políticas de acesso a terra urbanizada; a regularização fundiária; o saneamento ambiental; o meio ambiente e a mobilidade urbana; e as principais ações que estão sendo realizadas segundo os Planos Diretores. / The master plans have received much criticism due to their effectiveness as urban planning instrument in Brazil and by certain period were in the background. With the enactment of law 10.257/2002, called City Status, the municipalities were forced to revise their plans directors to adapt them to new principles and objectives of the law. This work have been assessed the master plans of cities and urban Cuiabá - Várzea Grande Mato Grosso - Brazil, from the study of cities, the administrative structure and form an urban cluster (currently metropolitan region Cuiabá River Valley) and many matters to be dealt with in harmony. Was approached the urban planning and examined the history and characteristics of Cuiabá and Várzea Grande; the urban cluster of Cuiabá - Várzea Grande shavings urban, the current master plans; the use of instruments available in the city\'s status; guidelines for land access policies; land regularization urbanized; environmental sanitation; the environment and urban mobility; the administrative structure of cities and the main actions that are being carried out in accordance with the master plans.

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2017-12-18T12:06:22Z No. of bitstreams: 1 Ana Lucia Madsen Gomboeff.pdf: 1677919 bytes, checksum: 87d0fad782b6778ca69a25539f5cec71 (MD5) / Made available in DSpace on 2017-12-18T12:06:22Z (GMT). No. of bitstreams: 1 Ana Lucia Madsen Gomboeff.pdf: 1677919 bytes, checksum: 87d0fad782b6778ca69a25539f5cec71 (MD5) Previous issue date: 2017-12-06 / This investigation adopted as general objective learn the role of a director over the manager's team as of to understand which elements influence positively or negatively a collaborative work between the members of this team. We adopted the statements from Socio-Historic Psychology methodologic-theoric, scaffolded under the Dialectic-Historic Materialism, in particular the ones stated by Vigotski and its followers with highlight to the categories: Historicity, Mediation, Senses and meanings, subjectivity and activity. For the production of the information we used and iteractive interview a direction assistant that worked for a year as the School director. The research occurred in a Sao Paulo`s municipal school, voluntarily becoming in 2005 the research site and as offspring of the study group named after "Grupo de Atividade Docente e Subjetividade (GADS), from the "Pontifícia Universidade Católica de São Paulo" (PUC-SP). In front of its compromise, the GADS made 4 meetings in this school, in 2016, comprehending the managing team. Those meetings were recorded and transcribed promoting dialogue theoricallys caffolded for which the ones taking part of the meeting could develop under the process of critically understanding their own way of thinking, feeling and doing. It was mainly the transcription of one of these meetings that worked as secondary data for this work, with the intention of guiding the elaboration of “guiding questions” used on the first interview. The information interpretation analysis happened by the means of a process called "Núcleos de Significado" as proposed by Aguiar and Ozella (2006; 2013; 2015). The analysis showed that the managing team intends to work collaboratively but that does not happen. One factor that could favor the collaborative work between the managing team and all of the school would be the fact of managers to gather weekly to discuss the promoting of the active managing in the school and also to plan and execute the teacher’s formation, under the light of their formative needs and the PPP. Unfortunately this does not occur given to the fact that the coordinators do not understand their main function. Which means to get together all of the segments for the construction and execution of a common ideal, expressed by the means of the PPP, focused on the development of the education quality and taking the responsibility for the teacher’s formation. As much as the municipal law and the formation offered, make it more difficult for the collaborative work to happen. The laws do not offer material condition so that the segments of the school can get together to discuss the PPP. The formation aimed at the direction exclusively reinforces the idea that it is yours the unique responsibility for the teachers and pedagogic therefore dividing the team. The fact that the direction and its assistants did not participate on the formation of the teachers is very worrying looking at the relevance of the reflection and the questioning over the school day-by-day looking after development and transformation. This way it is possible to question if São Paulo’s educational politic values the collaborative work and provides objective condition for it to happen / Esta investigação adotou como objetivo geral apreender as significações de uma diretora sobre a atividade da equipe gestora a fim de compreender que elementos favorecem ou dificultam um trabalho colaborativo entre os membros dessa equipe. Assumimos os pressupostos teórico-metodológicos da Psicologia Sócio-Histórica, fundamentados no Materialismo Histórico-Dialético, em particular os postulados por Vigotski e seus seguidores, com destaque às categorias: historicidade, mediação, sentidos e significados, subjetividade e atividade. Para a produção da informação, utilizamos entrevista recorrente realizada com uma assistente de direção que assumiu a direção da escola durante um ano. A pesquisa ocorreu em uma escola da rede municipal de ensino de São Paulo que, voluntariamente, tornou-se, em 2015, campo de pesquisa e formação do grupo de estudos denominado Grupo Atividade Docente e Subjetividade (GADS), da Pontifícia Universidade Católica de São Paulo (PUC-SP). Perante seu compromisso, o GADS realizou quatro encontros nesta escola, em 2016, envolvendo a equipe gestora. Tais encontros, gravados e transcritos, promoveram diálogo, teoricamente fundamentado, para que os envolvidos avançassem no processo de entendimento crítico sobre seus modos de pensar, sentir e agir. Foi justamente a transcrição de um desses encontros que serviu de dado secundário para esta dissertação, prestando-se a guiar a elaboração das questões norteadoras utilizadas na primeira entrevista. A análise e interpretação das informações ocorreram por meio do procedimento denominado “Núcleos de Significação”, conforme proposto por Aguiar e Ozella (2006; 2013, 2015). As análises realizadas revelam que a equipe gestora tem a intenção de trabalhar de forma colaborativa, mas isso não se concretiza. Um fator que poderia favorecer o trabalho colaborativo entre a equipe gestora e entre toda a escola seria o fato das gestoras se reunirem semanalmente para discutir formas de promover a gestão participativa na escola e também para planejar e executar a formação dos docentes, baseando-se nas necessidades formativas deles e no PPP. No entanto, isso não ocorre devido ao fato delas não compreenderem sua função principal. Ou seja, envolver todos os segmentos para a construção e a execução de um ideário comum, expresso por meio do PPP, voltado para a melhoria da qualidade da educação e responsabilizar-se conjuntamente pela formação dos professores. Tanto a legislação municipal como a formação oferecida dificultam que o trabalho colaborativo aconteça. A legislação não oferece condições materiais para que os diferentes segmentos da escola possam se reunir para discutir o PPP. A formação voltada apenas à coordenação reforça a ideia de que é sua a responsabilidade única pela formação dos docentes e pelo pedagógico, fragmentando a equipe. O fato de a direção e suas assistentes não participarem de formações é muito preocupante frente a relevância da reflexão e do questionamento sobre o cotidiano escolar para que haja avanço e transformação. Dessa forma, cabe questionarmos se a política educacional do município de São Paulo valoriza o trabalho colaborativo e proporciona condições objetivas para que ele ocorra

Public education in the United States has changed remarkably in the last 200 years. The buildings that house students and teachers have also gone through a dramatic evolution in that same time. The buildings in use today are far more complex in design and thus require considerable expertise to operate and maintain. Although a good deal of scholarly literature has addressed the growing demand for dedicated facilities management, very little of that research is focused on that need within public education systems or the individuals who fulfill the duties associated with that need. The purpose of this research was to evaluate the perceptions of facilities directors of public school systems. A qualitative collective case study was conducted to evaluate the perceptions of six facilities directors from public school systems in Tennessee. Analysis of transcriptions from in-depth interviews as well as document review helped identify factors those individuals perceived as facilitators or barriers to performing their duties. Findings indicated participants perceive communication, autonomy, employees, and access to resources as facilitators of their success. Participants identified communication, purchasing, funding, the age of facilities, and lack of understanding as the primary barriers to their success. This research adds to the literature related to the topic, has implications for future research and practice, and could serve as a model for research among other support service areas of public education.

Kristin Clippard's MFA Thesis Project: A Director's Mash-up of She Stoops to Conquer or the Mistakes of a Night by Oliver Goldsmith

Previous literature have documented that the independent directors play a crucial goal in corporate governance but the research on the firm value and board independence remains inconclusive. In my dissertation, I examine the impact of independent directors' geographic proximity to corporate headquarters on the effectiveness of corporate boards and the motivations of board directors. Using a large sample of directors trading, I show that independent directors who live close to headquarters ("local director") earn higher abnormal returns on their trades than other directors, and that this advantage is stronger in small firms. Further, I find an inverse relationship between the number of local independent directors on the board and firm value. Companies with fewer local independent directors also have higher ROA ratios, lower abnormal CEO compensations, and higher CEO incentive compensations. Collectively, the findings suggest that local independent directors are more informed but less effective monitors. I also provided evidence that firms with a higher proportion of directors' incentive compensation are more likely to manage earnings. Directors are more likely to exercise options in the year following the firms' earnings management being in the top tercile of the sample. The results are robust after controlling for self-selection bias. Taken together, the evidence suggests that director incentive pay is more likely to align directors' interest with the CEO's, rather than to induce the directors to act in the best interest of the shareholders.

Landscape genetics is a rapidly growing field of study that compares patterns of gene flow among populations with habitat heterogeneity across a landscape to infer the interaction between dispersal of individuals and their physical environment. Empirical data generated from a landscape genetics study can inform conservation and management strategies, making the field increasing popular. However, concerns have arisen in the literature that the field is expanding faster than the analytic framework that supports it. Multiple methods for generating estimates of the association among habitat types and dispersal (i.e., least-cost paths and resistance surfaces) have been proposed, and there is a debate as to which statistical methods are best for examining the genetic structure on a landscape. We use an integrated empirical- and expert-opinion-based strategy to generate a landscape resistance surface for the California tiger salamander, Ambystoma californiense, which is a species of conservation concern. We utilize several alternative analysis methods (e.g., CCA, MRDM, ResistanceGA, GESTE, and partial Mantel tests) to look for agreement among methods describing the relationship of landscape features and genetic variation. Our analysis revealed variation among methods for describing genetic structure in this A. californiense metapopulation, but all methods indicated the presence of genetic structure, to some extent, across the landscape. This empirical data set provides both a perspective on habitat management for A. californiense and on the suitability of several novel analysis strategies for landscape genetics.

The contents of this thesis will detail the entire process I took in making the first episode of Unintentional Community. I have broken up my process into six parts. Part One will discuss the inspirations for the show as well as how it came about. Part Two will cover all of the pre-production work that my team and I went through. Part Three discusses the entire process of my shooting experience as a director and actor. Part Four details the long post-production process. Part Five talks about the show’s bible. Finally, Part Six lays out our entire plan for how we intend to shop Unintentional Community.

Changes in the top leadership position in U.S. airports occur frequently. The purpose of the present phenomenological study was to understand the shared, lived experiences of senior managers who work in a U.S. airport and who have undergone a change in the top leadership position. Airports are of critical importance to their local regions and communities and are economic engines for their respective regions. The results of the study may provide positive social change for airport staff and the surrounding community by drawing attention to the complexity in leadership transition. The study was grounded in organizational stress, uncertainty theory of stress, and person-environment fit theories. A purposive sampling method was used to recruit 11 participants who were senior managers at a U.S. airport and experienced a change in the top leadership position within the last 6 years. The interview data were analyzed using interpretive phenomenological reduction methods of epoche, eidetic reduction, and imaginative variation. Findings revealed that transitional leadership resulted in positive effects such as self-efficacy beliefs, commitment, and job satisfaction; it also resulted in negative effects such as disengagement, which appeared to be mediated by the active roles leaders took in meeting employee needs. Participants who valued their skills and contributions were better able to cope with changes and were more confident about their employment ability. This study contributes to positive social change by providing information for airport board members and staff to improve the process of hiring a CEO.

The purpose of this study is to determine the frequency with which college sports information directors (SIDs) are promoted to athletics director (AD) positions. Results reveal some reasons why SIDs, the primary communications officer in the athletics department, may or may not be considered as qualified candidates for AD jobs. This study illustrates that current ADs predominately come from the ranks of former coaches, compliance officers, business managers and fund raisers, while few were formerly SIDs. In addition, this study sought to determine whether the SID develops skills and experience most closely related with ADs. The variables examined in this study include the SIDs' perception of themselves and their desire to move into the director's role, and their perception of skills and characteristics required to be an AD. Variables to be considered include the number of ADs who have been SIDs, the number of SIDs who have interviewed for AD positions and who express interest in developing skills associated with AD positions. A survey instrument was constructed to determine if SIDs perceive themselves as qualified to be ADs and to measure their interest in the position. In addition to providing self evaluations of their ability and interest in serving as ADs, SIDs were asked questions regarding the background experience of their supervisors and the hiring history of their institutions, which should provide a sufficient picture of hiring practices for AD positions. Data collected for this study reinforces the findings in the literature review that the majority of communications professionals are content with technician roles, even in advanced stages of their careers. Results indicate that SIDs perceive that they are toiling in an underrated profession and that, for the majority, their personality and training can be tailored for the AD job. However, the significant lack of interest by SIDs in pursuing AD positions was a surprising result of the investigation. Few SIDs are being interviewed for AD jobs because few apply for the positions.

Due to various corporate scandals and failures, there has been a renewed interest on the role of boards in the performance of firms. This thesis examines the relationship between the key board characteristics and firm performance. Unlike most studies on boards which predominantly use only financial variables affecting governance, I take a different approach by combining them with non-financial variables. This combined set of variables is used for theoretical and empirical modelling. Based on the extant literature, I develop a conceptual framework and a set of hypotheses to examine the relationship between board characteristics and firm performance. Board characteristics considered in this research include board size, director ownership, CEO duality, gender diversity, educational qualification of board members and number of board meetings. Additionally, I use board size as a moderating variable to examine how the effect of other board characteristics is contingent on board size. Firm performance is measured by return on assets. I test my hypotheses on a longitudinal sample of 156 firms over a four year period from 2004 to 2007. My sample includes all firms listed on New Zealand stock exchange as on November 2007. Empirical analysis is undertaken using Generalised Least Squares analyses. The findings of the study show that board characteristics such as board size, CEO duality and gender diversity were positively related with firm performance, where as director ownership, board meetings and the number of board members with PhD level education was found to be negatively related. Board size was found to be moderating some of these relationships, indicating the critical role being played by board size in the design and role of corporate boards. The findings also provide partial evidence to different governance theories, further indicating the need for theoretical pluralism to gain insights into boards’ functioning. The study contributes to the understanding of board-performance link by examining both the traditional variables such as board size, CEO duality, and number of board meetings as well as other organisational attributes such as gender diversity and competence variables represented by women and PhD holders, respectively. The theoretical framework and the findings of my thesis are expected to stimulate scholars for further research to identify the contingency conditions upon which the board characteristics and firm performance may be dependent.