FundaÃÃo de Amparo à Pesquisa do Estado do Cearà / A pesquisa tem como tema a Qualidade de Vida no Trabalho â QVT de Pessoas com DeficiÃncia â PcD. Este assunto à relevante pela reflexÃo que proporciona sobre as possibilidades de inserÃÃo e manutenÃÃo desses trabalhadores no mercado de trabalho, promovendo um ambiente propÃcio ao desenvolvimento de suas habilidades pessoais e profissionais. A pesquisa tem como objetivo analisar a QVT de PcD a partir da relaÃÃo dos estudos de QVT e de fatores de capacidade profissional numa instituiÃÃo de ensino superior. O estudo se propÃe a identificar fatores de QVT, tendo como referÃncia o modelo teÃrico de Walton; identificar fatores de capacidade profissional tendo como referÃncia o modelo IMBA â IntegraÃÃo de pessoas com deficiÃncia no mercado de trabalho; relacionar e analisar os estudos de QVT com os fatores de capacidade profissional do modelo IMBA. A abordagem metodolÃgica adotada foi a qualitativa, atravÃs do instrumento de entrevista. A anÃlise dos dados foi feita atravÃs da tÃcnica de anÃlise de conteÃdo. Os resultados referem um determinado grau de ausÃncia de QVT, na percepÃÃo grupo pesquisado. Os fatores remuneraÃÃo e condiÃÃes de trabalho foram destacados como os mais valorizados. O desenvolvimento profissional, o crescimento profissional, a estabilidade na instituiÃÃo e o equilÃbrio entre trabalho e vida pessoal foram fatores indicados com valorizaÃÃo mediana; a integraÃÃo social na instituiÃÃo, os direitos na instituiÃÃo e a importÃncia da empresa na comunidade foram apresentados como os fatores que menos interferem na manutenÃÃo da QVT. Com relaÃÃo aos fatores de capacidade profissional do modelo IMBA, o grupo apresentou compatibilidade parcial entre capacidade profissional e demandas do trabalho. Dos vinte e quatro fatores, apenas quatro tiveram correspondÃncia entre demandas do trabalho e capacidade profissional, a saber: atenÃÃo no ambiente de trabalho; ser Ãgil no trabalho; capacidade pessoal nas decisÃes do trabalho e capacidade de comunicaÃÃo com os clientes. Os instrumentos utilizados nesta pesquisa foram eficazes para a obtenÃÃo dos objetivos estabelecidos e contribuÃram para a compreensÃo da temÃtica, podendo ser Ãteis para aplicaÃÃo em outras pesquisas e prÃticas na Ãrea da Psicologia Organizacional. / The research theme is the Quality of Working Life â QWL for People with Disabilities â PCD. This issue is relevant for consideration of possible insertion and maintenance of these workers in the labor market, promoting an environment conducive to the development of personal and professional skills. The research aims to analyze the QWT of PCD based upon the relationship between QWL studies and professional factors in a higher education institution. The study aims to identify factors QWT, with reference to the theoretical model of Walton; identify factors of professional reference to the IMBA model, relate and analyze studies with QWL factors IMBA professional model. The adopted methodological approach was qualitative, through interview. Data analysis was performed using the technique of content analysis by Bardin. The results refer to a certain degree in the lack of QWL in the researched group. The factors remuneration and working conditions were highlighted as the most relevant. Professional development, professional growth and stability in the institution and the balance between work and personal life factors were pointed with a median level of importance; social integration in the institution, the institution tights and the meaning of the enterprise in local community were presented as the factors that less interfere in the maintenance QWL. Concerning the factors of the professional capacity in the model IMBA, the group presented partial compatibility between professional and work demands. Among the twenty-four factors, only four of them correspond to work demands and professional abilities, namely attention in the workplace, agility at work; personal capacity to take decisions at work and communication skills with customers. The instruments used in this study (QWL factors and professional Capacity Factors Model IMBA) have been effective for the achievement the of established objectives and contributed to the understanding of the theme as well as, and may be useful for application in other researches and practices in the field of Organizational Psychology.

A la lisière de la sociologie des organisations, du management stratégique et de la GRH, la thèse interroge les enjeux motivationnels, les défis stratégiques et la phénoménologie inhérents au portage d’une politique diversité en entreprise qu’elle appréhende en tant que processus de changement organisationnel patronné. Le caractère transformatif d’une politique diversité est apprécié à l’aune de l’articulation de dimensions discursives, normatives et praxistiques et de son insertion dans une dynamique d’apprentissage. La thèse mobilise une approche heuristique multi-sources et multi-enquêtes (quatre enquêtes exploratoires, une étude de cas sur la politique diversité du Groupe La Poste entre 2006 et 2012). Elle repose sur un chassé-croisé entre littérature spécialisée, données empiriques récoltées et bagage théorique transdisciplinaire (analyse stratégique, théorie de la régulation sociale, socio-dynamique de l’innovation, sociologie néo-structurale, anthropologie des organisations). / The present thesis addresses - cross-cutting the fields of organization sociology, strategic management and human resources - the motivation-stakes, the strategic challenges and the phenomenology inherent to the conduction of a diversity policy in the companies. The innovative nature of a diversity policy is evaluated vs. several criteria, such as the co-existence of discursive, normative and operation-oriented dimensions, the existence of a socio-organisational dynamics leading to a managerial training-learning process and the inscription of the diversity-driven change in a curling- expansion mode of progress.Accordingly, the thesis adopts an open-minded heuristically-based approach (which combines and profits from induction and deduction), uses diverse and diversified sources (four exploratory investigations, a case-study addressing the diversity policy of the La Poste group from the beginnings of 2006 to the end of 2012) and relies upon numerous investigations.

Title: Factors that affect conflict in a cultural diversified workforce in the shipping industry: The case of the shipping company Seascope Level: Master thesis in Business Administration Author: Ioannis Siarapis Supervisor: Maria Fregidou-Malama Examiner: Akmal Hyder Purpose: The purpose of the study is to investigate factors that affect conflict in a workforce characterized by cultural diversification in the shipping industry. Methodology: A qualitative approach was used. The primary data were collected through semi-structured interviews with ten employees who were interviewed both on the yacht and in the on-shore office of the company. In order to generalize the results from the case study, the inductive approach was used. Thematic analysis was also my approach for finding different patterns in the empirical findings Findings: There are different factors that affect conflict either by enhancing it or by eliminating it. These are the differences in cultural values, differences in communication, continues feedback to the employees, establishment of a “family” climate and the general management of cultural diversity. In addition, when the employees in high positions are from the same background with the owners, this reduces the possibility of conflict. Limitations: The research was based on a Greek company with approximately 10 employees working on the yacht. Therefore, the current limitation is the relatively small number of employees comparing to big ship companies. Contribution: The managers of shipping companies should consider these factors and act accordingly for the benefit of the company. There are significant differences in the employees’ behavior when they are coming from a different cultural background. Moreover, there are differences in the way they communicate. Key words:  intercultural communication, yacht, conflict, cultural diversity management, shipping industry.

Magister Commercii - MCom / In modern organisations, diversity management is seen as an important factor for success. If diversity is not managed correctly, it could impact how and if organisations meet their goals. The purpose of diversity management is to get to a point of utilisation of skills of individuals. Research (Erasmus, 2007) suggests that diversity management success is highly dependent on perceptions of employees. The main intent of the current research was to gain an insight into employee perceptions around workforce diversity. These perceptions were evaluated using the Workplace Diversity Survey with a sample of public sector employees to ascertain whether there are statistically significant differences in employee perceptions based on age, gender, population group and directorate. Informed consent was sought from the HR manager in the public service department where the research was undertaken. A cross sectional study was conducted and based on a convenience sample of 200 voluntary participants within the public sector. Data was captured and analysed using the Statistical Package for the Social Sciences (SPSS) version 21. The results indicate that there are statistically significant differences with respect to gender, age, population group and , respectively, and perceptions of diversity. These findings suggest, that, despite 20 years of democracy within South Africa, on-going training and development of employees is required, along with frequent surveys to determine how individuals react to a heterogeneous workforce.

Magister Psychologiae - MPsych / Diversity is an inevitable aspect of organisational life, which has to be dealt with at one time or another. How employees perceive diversity impacts on their behaviour and therefore managing it is imperative. The purpose of the study is an evaluation of employee perceptions towards diversity management in a glass packaging manufacturing concern in the Western Cape. There has been a movement by many organisations over the last two decades to place more emphasis on valuing employee differences, and developing diversity management initiatives (policies and programs that benefit all employees regardless of differences for a common goal).Organisations are faced with understanding the importance of valuing differences and instituting effective diversity management initiatives as counter-measures to protect themselves from such negative consequences as lawsuits, loss of competitive advantage and diminished legitimacy in the eyes of the customers they serve. The increase in females and previously disadvantaged groups in the work force, along with employers’ concerns about motivating and obtaining 6 satisfactory levels of performance from a diverse group of employees, has created an urgency to understand and recognize the value of differences.A quantitative, cross-sectional research design, based on analysis of questionnaires administered within one of the manufacturing plants of the organisation based in the Western Cape, was undertaken. The Workplace Diversity Survey was used to measure employees’perceptions and attitudes towards diversity. Significant differences in the perceptions of employees (n=80) on the basis of age, race and gender, were found. However, there was no statistically significant difference in perceptions towards diversity on the basis of job status.While some methodological issues remain problematic, the researcher is of the opinion however, that the study will be useful for the intended organisation and its management in that no scientific information pertaining to managing diversity, exists within the business.

The dissertation thesis aims at exploring the possibilities of diversity management in relation to managing people with diverse personality characteristics, at suggesting principles of such managing and at creating corresponding model so that employers could use the available human capital more efficiently and improved quality of working life of their employees as well. Based on number of primary sources, the thesis presents a detailed view of the topic, justifies its purpose and use in practice and brings the topic into broad context of human resource management. The principles of managing personality diversity are suggested, subsequently confronted with the practice in the Czech Republic and transformed into a model: Using an extensive questionnaire survey and both quantitative and qualitative analysis of gathered data, the conclusions confirm importance of the topic for human resource management in the Czech Republic, and point out the current unsatisfactory state that organizations themselves are often trying to improve. Thus, this thesis contributes significantly to better understanding of principles and established practice of managing people with different personality characteristics and offers possibilities how to introduce the topic into practice successfully.

The Master's Thesis on "Analysis of the conditions of use of programs for disadvantaged workers at Česká spořitelna, a.s." deals with harmonizing personal and professional life and support of disadvantaged groups of workers in Česká spořitelna (Czech Savings Bank). The aim is to analyze the level of Česká spořitelna staff's awareness of programs aimed at supporting disadvantaged groups of workers. To find out how they are informed of such programs existence, how they perceive the programs, what their opinions are on the programs and how they use the wide variety of activities and support in their daily lives. The theoretical part defines basic terms and characterizes selected programs. The empirical part takes up resolving the actual research, which is carried via questionnaires and individual interviews. A subsequent analysis of the research outcomes is essential in order to draw conclusions and propose appropriate recommendations in the field of diversity management and work-life balance in Česká spořitelna.

This thesis deals with diversity and its level in the company CSOB. The main objective is to describe the current situation, make an analysis, identify strengths and weaknesses and come up with suggestions for the company and government, which would have positive effect on diversity. The methods used in this work include an analysis of internal documents, comparison of theory and practise and personal interview with responsible manager. The thesis is divided into two main parts, theoretical and practical. The theoretical part is based on study of literature, legislation and actual studies and focuses on definitions and theoretical bases. The practical part contains an introduction of CSOB and evaluation of the state support effectiveness. Next part is focused on description of current activities in the company that support diversity and analysis of its current level. The final part contains recommendations for the company and government that should lead to an improvement of the current situation.

Nowadays more women are entering workforce compared to the past. However they face many problems when building their careers. The aim of the thesis was to describe this topic in a complex way, explain problems that are related to women's career and also name reasons for companies why they should pay attention to it. The thesis includes a case study of an international employer in Slovak republic that describes the company's attitude to the topic.

The aim of the thesis is to propose measures for the effective application of diversity management which will lead to improvements in the working environment and to enhance the performance of the company. The first part summarizes the current knowledge about the diverse composition of employees in companies. To solve the research task will be use a number of research methods, especially the questionnaire, semi-structured interviews and document analysis.