This study examines the public relations practices of the Public Relations Department and the Human Relations Department at National Semiconductor Corporation. Source material included interviews with twelve company employees, company publications, and other publications. Five chapters deal with particular problems with which the semiconductor industry in the 'United States is confronted; background and development of National Semiconductor Corporation; organization and practices of the Public Relations Department; and public relations practices of the Human Relations Department. The study finds much strength in each of the two departments but concludes that the public relations function would be strengthened by consolidation into one department. It recommends further scholarly research of public relations practices at other electronics companies.

Esta pesquisa visa contribuir com a análise e compreensão dos limites e potencialidades do ambiente educacional de uma instituição pública de educação superior, a partir do estudo sobre como as relações humanas no ambiente educacional desta instituição podem ser influenciadas por elementos culturais relacionados a poder, dominação, hierarquias e dicotomias. A relevância desse trabalho encontra-se na possibilidade de se constituir diálogos sobre a formação cidadã e a construção de uma cultura de procedimentos democráticos para a universidade no século XXI. Em termos de coleta e análise de dados foi estabelecido um processo metodológico idiossincrático, fundamentado por Becker (1999), entre as perspectivas teóricas da etnografia e da Análise Crítica do Discurso (ACD). As técnicas associadas à etnografia, como a observação participante e as entrevistas semiestruturadas e mais o acréscimo de grupos focais fundamentaram a coleta de dados em campo. A análise dos dados obtidos foi realizada por meio de algumas perspectivas da teoria da Análise Crítica de Discurso (ACD) e mais o processo de triangulação de dados e fontes, sob a dinâmica dos aportes teóricos aqui escolhidos. Entre os participantes estão: os alunos do curso de engenharia agronômica envolvidos diretamente com o núcleo de agroecologia; alunos e professores da licenciatura em Ciências Agrárias; alunos (graduandos e pós-graduandos) articulados em grupos de trabalho, centros acadêmicos ou coletivos, como o feminista e o LGBT. O propósito desta escolha foi: dar voz às pessoas dispostas a lançar um olhar crítico sobre o ambiente educacional e pensar em possíveis desconstruções da cultura atual; buscar pessoas engajadas politicamente para conversar sobre questões antagônicas à tradição da instituição, abrindo diálogo sobre diversidade, sexualidade, pluralidade, gestão estudantil, democracia e saberes do senso comum, como a agricultura de base ecológica. Nesta pesquisa, não há intenção em denunciar falhas, apontar erros ou expor pessoas e a instituição a juízos de valor. Preserva-se, assim, o anonimato da instituição e de seus participantes através de um \"Termo de Esclarecimento e Livre Consentimento\". Foram realizadas quinze entrevistas individuais e três grupos focais, totalizando trinta participantes. Sob a perspectiva do grupo aqui pesquisado há duas limitações relevantes da instituição em foco que precisariam continuar a ser investigadas: há indícios que os docentes, graduados e pós-graduados, nesta instituição tendem a reproduzir a mesma cultura vivida há décadas neste ambiente educacional, propiciando um viés cultural formativo para os discentes; há indícios que o trote ou qualquer outro tipo de relação de poder e hierarquia entre os discentes parece emergir como um sintoma das relações humanas disfuncionais no processo de ensino e aprendizagem, no âmbito interno e externo da sala de aula. / This research aims to contribute to the analysis and understanding of the limits and potentialities of the educational environment of a public institution of higher education, based on the study on how human relations in the educational environment of this institution can be influenced by cultural elements related to power, domination, hierarchies, and dichotomies. The relevance of this work lies in the possibility of forming dialogues about citizen education and building a culture of democratic procedures for the university in the 21st century. In terms of data collection and analysis, an idiosyncratic methodological process was established, based on Becker (1999), between the theoretical perspectives of ethnography and Critical Discourse Analysis (CDA). Techniques associated with ethnography, such as participant observation and semi-structured interviews, plus the addition of focus groups, supported field data collection. The analysis of the data obtained was carried out through some perspectives of the theory of Critical Discourse Analysis (CDA) and the process of triangulation of data and sources, under the dynamics of the theoretical contributions chosen here. Among the participants are: the students of the agronomic engineering course directly involved with the agroecology core; students and professors of the degree in Agrarian Sciences; students (undergraduates and graduate students) articulated in work groups, academic or collective centers, such as the feminist and LGBT groups. The purpose of this choice was to give voice to people willing to cast a critical eye on the educational environment and think about possible deconstructions of the current culture; to find people politically engaged to talk about antagonistic issues to the tradition of the institution, opening dialogue on diversity, sexuality, plurality, student management, democracy, and common sense knowledge, such as ecologically based agriculture. In this research, there is no intention to report failures, point out errors or expose people and the institution to value judgments. This preserves the anonymity of the institution and its participants by means of a \"Clarification and Free Consent\". Fifteen individual interviews and three focus groups were held, totaling thirty participants. From the perspective of the group studied here, there are two relevant limitations of the institution in focus that would need to be further investigated: there are indications that teachers, graduates and postgraduates in this institution tend to reproduce the same culture lived decades ago in this educational environment, propitiating a formative cultural bias for the students; there is evidence that trotting or any other kind of relationship of power and hierarchy among students seems to emerge as a symptom of dysfunctional human relationships in the teaching and learning process, both within and outside the classroom.

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2017-06-01T12:37:32Z No. of bitstreams: 1 Tânia Maranesi.pdf: 1943243 bytes, checksum: d51dca202dd69b7831cf94d7d030b14e (MD5) / Made available in DSpace on 2017-06-01T12:37:32Z (GMT). No. of bitstreams: 1 Tânia Maranesi.pdf: 1943243 bytes, checksum: d51dca202dd69b7831cf94d7d030b14e (MD5) Previous issue date: 2017-05-05 / This study aims to comprehend the role of the relationships between the members of the Management School, with each other and with the teachers, identifying the conceptions which substantiate their approach and the feelings derived from them. The main theoretical backgrounds were José Carlos Libâneo and Henri Wallon. The data were obtained by the use of the Behavioral Events technique. Based on the identification of the conceptions, through the Behavioral Events interviews, the feelings, which could be derived from the actions substantiated on the identified conceptions, were deduced. Among other results, it is highlighted the fact that the predominance of actions based on the democratic-participatory conception, that emphasizes both the tasks and the interpersonal relations, are inducers of feelings with agreeable nuances which may favor the dialog and, hence, the collective work / O presente estudo tem como objetivo compreender o papel das relações entre os integrantes da Gestão Escolar, entre si, e destes com os professores, identificando as concepções que embasam sua atuação e os sentimentos que provocam. Os principais referenciais teóricos foram José Carlos Libâneo e Henri Wallon. Para a produção de informações, foi empregada a técnica de Incidentes Críticos. A partir da identificação das concepções por meio dos Incidentes Críticos, procurou-se inferir sentimentos que poderiam ser provocados pelas ações embasadas nas concepções identificadas. Dentre os resultados, destaca-se o fato de que ações com predominância da concepção democrático-participativa, que dão ênfase tanto nas tarefas como nas relações entre pessoas, são indutoras de sentimentos com tonalidades agradáveis, que podem favorecer o diálogo e, sem consequência, o trabalho coletivo

The main purpose of this study was to examine the efficacy of a human relations programme for high school students in Years 7, 8 and 9. The programme, based on the course devised by Varenhorst (1976; Appendix B), was run as a non-assessable option for one semester in an A.C.T. high school by the author, who was the counsellor at the school, and a volunteer teacher. Humanistic, behavioural and cognitive methods of implementation were used. As well as trying to achieve more effective interpersonal relations between students, so that they could more successfully relate and resolve differences, a secondary aim was to try to make the counsellor's role a more preventative rather than a largely remedial and crisis-laden one. Twenty-eight students enrolled for the course. Fourteen were assigned to the experimental group and experienced the human relations programme; the fourteen in the control group undertook a variety of other options they had chosen. Both groups completed pre- and postquestionnaires from which quantitative data was gathered. As a check on these quantitative results, post-study qualitative data were also gathered from the experimental group. The course taught verbal and non-verbal communication skills, decision-making and problem-solving skills, particularly in relation to such areas as the peer group, the family and the school. The ethics of helping others experiencing problems in any of these areas was an integral part of the course. iv The study showed that human relations skills can be taught, although the findings were interpreted cautiously because of design and methodological difficulties. The lack of randomisation and reported, rather than behavioural, change per se are two areas which restrict the generalisability of the results. It is suggested that, to achieve more widespread gains, such a course could be incorporated into the existing pastoral care programme of the school in which all teachers and students took part. It is further suggested that, for optimal effectiveness, parents and teachers, as well as students, would need to be aware of, and know how to put into practice, the skills taught in this programme and relate them to interaction generally. A first step was made by the experimenter towards widening the role of the school counsellor away from crisis cases towards prevention of problems. Ideally, the programme could be expanded to include teachers and parents who could, in turn, become human relations educators, thus serving the whole student population. The teaching, learning and practising of skill became the main focus of the programme. Although some peer counselling was involved in assignments, time precluded an experimental study of effectiveness in this applied area. All students but one wanted to proceed with this practical work.

<p>In the past years the competition in the restaurant trade in Umeå is increasing. There is more choice for the customers and thereby the restaurants have to work harder to attract customers. One way is to Market themselves differently.</p><p>In this research we are studying one way of diversifying Service Marketing, namely through people. Especially in the restaurant sector the frontline employee is an essential part of the service. We argue that by improving the Internal Marketing a business can ensure, through Human Resource Management, to have a service-minded and customer-oriented workforce, motivated to deliver Service Quality. Further, by strengthening the Internal Branding the workforce will work in unity with the internal and external brand, being more willing and committed to deliver high quality services. We aim to find that through having well trained frontline employees the customer will know a difference and have a better experience when visiting the restaurant.</p><p>Three restaurants in the Umeå market have been chosen for our study. To collect data from these restaurants we have conducted semi-structured qualitative interviews. The contributions of this study were that training, and especially learning by doing and experience, is crucial in learning ones job according to the respondents. Also that having a good balance between having standard procedures and employee empowerment could improve the Service Quality through reliability in the service delivery. Last but not least, a concept of Reciprocal Commitment was developed showing the importance of a business investing in the employee, training being part of that investment, to get the employee to invest his/her time and commitment in the business.</p><p>Through this study we have developed a model showing the influence and benefits of training in the selected restaurants. We have realised that training is not the only way, but plays an important role in Marketing through people.</p>

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In the past years the competition in the restaurant trade in Umeå is increasing. There is more choice for the customers and thereby the restaurants have to work harder to attract customers. One way is to Market themselves differently. In this research we are studying one way of diversifying Service Marketing, namely through people. Especially in the restaurant sector the frontline employee is an essential part of the service. We argue that by improving the Internal Marketing a business can ensure, through Human Resource Management, to have a service-minded and customer-oriented workforce, motivated to deliver Service Quality. Further, by strengthening the Internal Branding the workforce will work in unity with the internal and external brand, being more willing and committed to deliver high quality services. We aim to find that through having well trained frontline employees the customer will know a difference and have a better experience when visiting the restaurant. Three restaurants in the Umeå market have been chosen for our study. To collect data from these restaurants we have conducted semi-structured qualitative interviews. The contributions of this study were that training, and especially learning by doing and experience, is crucial in learning ones job according to the respondents. Also that having a good balance between having standard procedures and employee empowerment could improve the Service Quality through reliability in the service delivery. Last but not least, a concept of Reciprocal Commitment was developed showing the importance of a business investing in the employee, training being part of that investment, to get the employee to invest his/her time and commitment in the business. Through this study we have developed a model showing the influence and benefits of training in the selected restaurants. We have realised that training is not the only way, but plays an important role in Marketing through people.

The purpose of this study is to explore the roles of social-emotional-oriented communication and work-oriented communication in enhancing organizational commitment in the context of the People’s Republic of China. Literature regarding the functions of different types of communication was reviewed and the human relations theory was applied as the main guidance of the current research. The study utilized the statistical method to analyze the data collected from questionnaires. A total of 69 employees working in a Chinese local governmental organization participated in the research. Horizontal and vertical social-emotional-oriented communication were examined separately by four indicators: employee’s perceived quantity of social interaction with peers (superiors) within the department, quantity of social interaction with peers (superiors) outside the department, quality of these interactions, and emotional coloring of the interactions. Work-oriented communication was measured by three indicators: employee’s perceived quantity of the organization’s strategic information regarding the policies and development, the employee’s perceived quantity of vertical interaction with management (downward and upward), and the employee’s satisfaction with management’s responsiveness to the upward feedback. Organizational commitment was tested by the three components model: affective commitment, continuance commitment, and normative commitment. The findings from regression analyses revealed that social-emotional-oriented communication between subordinates and superiors is a positive predictor of affective commitment, and the perceived quantity of organizational strategic information and vertical interaction with management; and that work-oriented communication is a strong positive predictor of affective commitment and normative commitment. However, the results failed to prove the effects of horizontal social-emotional-oriented communication. The conclusion is that in Chinese governmental organizations, vertical communication and communication regarding work-related topics help to make employees want to stay with and contribute to the employing organization; and the better social-emotional-oriented communication the employees have with superiors, the better work-oriented communication they have at work.

Alan Fox's unitarist ideology provided a useful categorisation of managerial perspectives on managing employees and the nature of organisation. However, it was an intuitive framework, developed as part of a reformist argument for a pluralist system of industrial relations. It was not based on a systematic, empirical study of managers and, while applied to research, there has been little testing of the construct. The primary research question addressed in this thesis is whether managers in contemporary SMEs exhibit unitarist characteristics. A number of subsidiary questions follow. The first set explores managers' attitudes towards managerial prerogative, conflict, collective workplace relations and trade unions. Analysis of the data produced 11 unitarist dimensions. The second addresses whether organisational and personal characteristics and managers' perceptions of the limitations on management are significant for SME managers' ideological frameworks. The third identifies whether consultative, participative and collective practices are employed in work organisations. The definition of managerial ideology, including both managers' beliefs and values and also their workplace behaviour and practices, led to testing the relationship between the unitarist dimensions and managerial practice, and managers' satisfaction with employees. Finally, the thesis investigated whether there were any significant links between managerial practices and managers' satisfaction with employee performance. The methodology included a mail survey of SME managers in Eastern Australia with 206 respondents, and an interview programme of 20 SME managers in Brisbane, Queensland. The significant findings of this research are, first, that consultative or participative managerial practices do not necessarily reflect a pluralist ideology or orientation. SME managers limit the scope of decisions for involving employees, and usually shopfloor employees, utilising practices that do not compromise managerial power or managerial prerogative. Second, organisational and personal characteristics are relatively unimportant contextual variables in management behaviour in SMEs, unless it was described as a family business. Third, this thesis provides an alternative to the conclusions of some industrial relations scholars that managers employ a mix of unitarist and pluralist strategies. The adoption of apparently pluralist management practices in consultation and employee participation are revealed in this research as being predominantly non-threatening to managerial prerogative and organisational power structures in workplaces in terms of who is involved or excluded, and about what matters employees are consulted or involved. The overall results of managers' attitudes to collective workplace arrangements and trade unions confirm a general unitarist orientation in Australian SMEs. Fourth, the evidence does not suggest any clear binding of values and beliefs with managerial behaviour. Underpinning normative perspectives on management is an underlying commitment to protecting managers' power in the work organisation. It is this fundamental political commitment that both guides and constrains strategic choice in managing employees in SMEs. Unitarist ideology is thus central to the norms of management, and goes to the core of managerial prerogative. Finally, the results indicated that SME managers in the study usually did not demonstrate strong attachments to their views on the issues presented to them.

Sabe-se que a longevidade humana tem propiciado o aprofundamento e a intensidade do contato entre as gerações. Em nenhuma outra época, as gerações de uma mesma família puderam conviver juntas por tanto tempo como na atualidade. Importa realizar investigações acerca da influência exercida pelos avós na vida dos netos, pois a literatura pouco tem se detido nessa fase do ciclo vital. A presente pesquisa, de natureza qualitativa, objetivou investigar a percepção dos vínculos e relacionamento entre netos adultos e seus avós, sendo eles de vinculação paterna ou materna, buscando analisar como se deu este relacionamento ao longo do tempo, influências, frequência de contato e dificuldades encontradas. Os dados coletados resultaram de entrevistas semidirigidas com 14 netos adultos, sendo 6 participantes do sexo masculino e 8 participantes do sexo feminino. As variáveis sociodemográficas caracterizaram os entrevistados como sendo casados, com escolaridade superior, ou superior incompleto, de classe média e tendo entre 21 e 40 anos. As entrevistas foram analisadas de acordo com a técnica da análise de Conteúdo Temática. Os resultados evidenciaram que: 1) os netos à unanimidade, disseram que os avós foram e continuam sendo pessoas muito significativas em sua vida; 2) os avós influenciaram os netos em vários aspectos de sua vida (profissional, religioso, moral, emocional e psicossocial); 3) o relacionamento, em geral, foi percebido como muito bom, a depender da participação e do incentivo da geração dos pais; 4) os participantes realizaram e ainda realizam várias atividades com os avós, sendo o contato entre essas gerações bastante frequente; 5) as dificuldades no relacionamento com os avós estão relacionadas a conflitos existentes entre avós e pais, distância geográfica e envolvimento dos netos no seu próprio processo desenvolvimental; 6) as características mais marcantes transmitidas pelos avós ligam-se a traços de personalidade, momentos de lazer e cuidado, troca de experiência. Espera-se que esta pesquisa possa contribuir com a literatura sobre relacionamento intergeracional e que ofereça subsídios aos profissionais que se dedicam à temática do envelhecimento e da família.