Research report presented to the Unisa School of Business Leadership / The dynamic nature of the university environment is described from a strategic and operational perspective. Council, Senate and Executive Management had a direct role in maintaining corporate governance while the HR department is mandated to manage compliance. This brought about certain challenges since the achievement of HR objectives through innovation allowed a greater degree of freedom in comparison to the degree of control prescribed by compliance management.

As organizações estão inseridas num contexto de grande competitividade, no qual mudam as bases de suas vantagens competitivas. Essas mudanças contextuais causam impactos nos processos de gestão e nas relações entre pessoas e organizações. De um lado, as organizações procuram diferenciar o desempenho das pessoas, de acordo com suas competências ou impactos nos objetivos estratégicos do negócio. De outro, as pessoas ganham autonomia e espírito crítico, ou seja, questionam os critérios adotados para diferenciar, reconhecer e recompensar seu desempenho no trabalho. Por estes motivos considera-se necessário estudar a questão da percepção dos funcionários sobre Justiça Distributiva, a qual se torna um dos principais fatores intervenientes na qualidade do ambiente organizacional das empresas contemporâneas quando estas orientam suas decisões sobre pessoas pela meritocracia. Considerando esses aspectos, o objetivo geral desta dissertação foi investigar se há ou não diferenças significativas entre os resultados das variáveis que indicam a percepção de Justiça Distributiva e os demais fatores componentes do clima organizacional de um conjunto diferenciado de organizações brasileiras. A pesquisa foi realizada com 139.230 funcionários de um grupo de 481 empresas que pretendem se destacar pela qualidade do seu ambiente de trabalho. Do ponto de vista metodológico, esta pesquisa se caracteriza como quantitativa, descritiva, com perspectiva temporal transversal e utiliza o método survey. Os principais resultados deste estudo são: a Justiça Distributiva se confirma como um componente essencial para avaliação do Clima Organizacional e se configura como um fator crítico entre os demais analisados, pois apresenta o menor resultado quando se trata da percepção dos funcionários. A correlação e a diferença significativa entre as dimensões estudadas comprovam que o fator Justiça é o que menos contribui para um resultado favorável de clima organizacional e que o índice desse fator está associado aos dos demais fatores. Em relação ao perfil dos funcionários constatou-se que sexo não influencia a percepção a respeito de Justiça Distributiva. Contudo, é possível que idade e tempo de casa afetem positivamente o escore desse fator, mas certamente o aumento da escolaridade afeta negativamente os índices de percepção positiva de Justiça Distributiva. / Organizations are embedded in a highly competitive context, which changes their competitive advantages bases. These contextual changes impacts on management processes and relationships among people and organizations. Organizations seek to differentiate peoples\' performance according to their skills or impact on strategic business objectives. On the other side, people gain autonomy and critical spirit, so they question criteria adopted to differentiate, recognize and reward their performance at work. For these reasons it is considered necessary to study the issue of employees\' perception about Distributive Justice which becomes one of the main factors involved in the quality of contemporary enterprises organizational environment that take decisions based on meritocracy. Considering these aspects, the objective of this thesis was to investigate significant differences among variables results that indicate Distributive Justice perception and other factors involved in organizational environment of a Brazilian organizations differentiated set. The research involved 139.230 employees of 481 companies that intend to highlight the quality of their work environment. From the methodological point of view, this research is characterized as quantitative, descriptive, cross-temporal perspective and uses the survey method. The main results of this study are: because Distributive Justice shows the lowest result by the employees perception, it is confirmed as an essential component to evaluate organizational environment and configures as a critical factor among the other factors tested. Correlation and significant difference among studied dimensions prove that the Justice factor is the one that less contributes to the favorable organizational environment and the index of this factor is associated with the other factors. Concerning employees\' profile, it was discovered that sex do not influence Distributive Justice perception. However it is possible that age and time of permanence in the company positively affect this factor score, increased level of schooling probably affects the rates of Distributive Justice positive perception in a negative way.

This Master's thesis is focused on care of employees in the company Rocktech, Ltd. The aim of my study was to find out whether the care of emplyees in this company is sufficient or not. For the identified deficiencies there have been proposed optimal solution. The level of care of employees in this company was assessed by survey, concretely by questionnaire and interviews with employees. At the end of the study the evaluation of the results was done as well as the proposal of recommandations to improve the actual situation.

This thesis analyzes the factors that affect the prosperity of SMEs. In the theoretical part, these factors are divided into four basic areas of business management - management, marketing, human resources management, financial management. There is a description of methods and approaches, whose application allows to find the correct causes of the current or past situation of the company. In the practical part, these methods are applied to a purely manufacturing company KRC SRO & CO, k.s., which has a relatively short history, but great potential. The company is part of a multinational group of companies whose business is the production of electrical components and specialization is production cemented and enamelled resistors. The objective of this work is to analyze the company according to these criterias and make a list of recommendations and possible strategies to improve the current situation.

Esse estudo se propõe a analisar a integração entre dois processos estratégicos de gestão de pessoas: Educação Corporativa e Carreiras, partindo da percepção dos funcionários de uma organização escolhida entre as globalmente posicionadas no ambiente competitivo. Definiram-se como objetivos: a) verificar a percepção dos indivíduos sobre a agregação de valor social, através da ascensão na carreira propiciada pela participação em programas de educação corporativa; b)observar se a participação nos programas de Educação Corporativa possibilita ao indivíduo acumular capital de carreira, conforme a definição da literatura; c) verificar a integração entre os processos estratégicos de gestão de pessoas educação corporativa e carreiras e d) explorar na prática da empresa estudada a integração entre os processos de gestão de pessoas e desses com a estratégia da organização. Trata-se de pesquisa qualitativa, em que foi utilizada a metodologia de estudo de caso único, exploratório, em uma organização do setor financeiro. Foram colhidos dados primários através de entrevistas semi-estruturadas com gestores e de aplicação de questionários com escala Likert junto à média gerência. Concluiu-se que há forte percepção de que a participação nos programas de Educação Corporativa tem efeitos sobre a acumulação de capital de carreira e que essa acumulação traz recompensas aos participantes. Há moderada percepção dos entrevistados sobre a integração entre os sistemas estudados entre si e com a estratégia da organização, e há indícios de que os sistemas estão integrados à estratégia. / The present study proposes to analyze the integration between two strategic processes in people management: Corporate Education and Career, starting from the perception of the employees of an organization chosen among the ones that are globally positioned in the competitive environment. The following objectives were stated: a) to verify the individuals perception on the social values aggregation through the career climbing made possible by the participation on Corporate Education programs; b) observe whether the participation in the referred Corporate Education programs enables the individual to accumulate career capital, according to the literature definition; c) check the integration between strategic people management processes, corporative education and careers; and d) explore the integration between people management processes and between those and the organization strategies in the current practice of the studied organization. As far as methodology is concerned, a qualitative research was carried out by means of a single case study, exploratory, in an organization in the financial sector. Primary data was collected through semi-structured interviews with top managers and Likert scale based questionnaires were distributed to the middle managers. The conclusion was that there is a strong perception that the participation in the Corporative Education programs generates effects over the career capital accumulation and also that it brings rewards to the participants. There is a moderate perception among the interviewed people about the integration between the studied systems themselves and between them and the organization strategy, and also that there are indications that the systems are integrated to the strategy.

Este trabalho discorre sobre a gestão de recompensas para organizações do Terceiro Setor, as quais, nos últimos anos, têm sentido a necessidade de maior estruturação e profissionalização. Discutimos se um caminho natural seria a incorporação daquelas práticas bem sucedidas nas organizações do Mercado, em função de seu maior desenvolvimento conceitual e prático sobre o assunto, ou se deveriam, em função de suas especificidades, elaborar modelos próprios. Para chegar a uma conclusão, optamos por entender se profissionais dos dois setores compartilham de um conjunto de crenças semelhantes em relação ao trabalho; à organização; e ao papel a ser desempenhado pelas práticas de Gestão de Pessoas e Recompensas; além de verificar o que eles esperam como retribuição pelo seu trabalho. Acreditamos, suportados pela literatura, que a compreensão destes aspectos é condição necessária para o estabelecimento de práticas compensatórias adequadas. A identificação das semelhanças e diferenças entre os profissionais dos dois setores em relação aos aspectos mencionados foi obtida pela aplicação de questionários a seus gestores e colaboradores. Este foi elaborado, tendo por referência a literatura de gestão de recompensas desenvolvida para o Mercado e o resgate efetuado sobre as características, momento, e desafios presentes nas organizações sem fins lucrativos, além de considerar as recomendações da literatura internacional sobre remuneração para organizações do Terceiro Setor. Ao final, debatemos os resultados da pesquisa junto a um Grupo Focal, o que gerou, uma série de inferências e recomendações em relação à adoção de práticas de recompensas para as organizações sem fins lucrativos. / This work discourses on the rewards system management for the Third Sector organizations, which, in the last years, have been missing major structuring and professionalism. We have argued whether a natural way to achieve that, would be the incorporation of those successful practices from the for-profit organizations, due to their major conceptual and practical development on the matter, or if they should, because of their peculiarities, elaborate their own models. In order to reach a conclusion, we decided to check if both sectors professionals share the same beliefs in what concerns the work itself; the organization; and the role to be played by the Human Resource Management System and the Rewards System, besides accessing what they expect in return for their work. We believe, supported by the literature, that the understanding of these aspects is a necessary condition for the establishment of adequate rewarding procedures. The identification of similarities and differences among the professionals of both sectors in what concerns the above topics was obtained through questionnaires which were answered by both managers and collaborators. These questionnaires were elaborated with the support of the rewards management literature developed for the for-profit organizations and through the rescue that was realized about the current characteristics, the present moment, circumstances and the challenges of the non-profit organizations, besides considering the recommendations of international literature on compensation for the Third Sector organizations. At the end, we debated on the results of the survey together with a Focus Group, which generated a series of inferences and recommendations in relation to adopting reward procedures for the non-profit organizations.

The question posed is: “Do Emotionally Intelligent People Express Their Faith at Work?” This study will use self-reported measures of emotional intelligence (EQ), Faith at Work, and Religious Commitment to determine the degrees to which individuals who are members of the Johnson City Chamber of Commerce express a level of EQ as well as faith in the workplace. The current study will test each hypothesis to determine if there is a significant relationship between the four factors of EQ and faith in the Workplace. The four factors of EQ are: Self-Awareness, Self-Management, Social Awareness, and Relationship Management.

The purpose of this study was to develop and validate a biographically weighted application blank for use in selecting delivery personnel. The England (1971) procedure for weighting biographical information was utilized. The criterion was a ratio of planned work time to actual work time. It was hypothesized that (a) significant derivation and cross-validities would be obtained, and (b) significant practical benefits in terms of correct placement of workers in the high and low criterion groups would result. The first hypothesis was partially supported in that a significant derivation validity was obtained (r = -.56, P < .05). However, the cross-validity (r = -.12) was not significant. Thus, the second hypothesis was not supported. A discussion of the results and recommendations for the implementation of the weighted application blank are provided.

The study was a comparative retrospective analysis to determine the effectiveness of MORT (Management Oversight and Risk Tree), a system safety method, in reducing the incidence and cost of occupational injuries occurring at the Tennessee Wheel and Rubber Company. Implementation of MORT on April 1, 1974 at the plant facility allowed for statistical comparison of accidents between the time periods April 1, 1972 through March 31, 1974 and April 1, 1974 through March 31, 1976. Data on injury incidence were gathered by researching the company's worker compensation reports. Cost figures for injuries were drawn from computer printouts provided by the company's insurance carrier. reliable figure for the mean incidence of injuries occurring over the twenty-four month control period and twenty-four month experimental period was determined by calculating monthly injuries per one thousand man hours using the occupational injury rate formula: Total Number of Occupational Injuries Per Month Total Number of Man Hours Worked Per Month X 1000. A figure for mean occupational injury cost rate was determined by calculating annual cost of injuries per one thousand man hours worked for the control and experimental periods using the formula: Total Cost of Occupational Injuries (Year) Total Number of Man Hours Worked (Year) A 1000. Statistical analyses using a t-test at the .05 level of significance was applied to determine if MORT implementation was effective in reducing the mean incidence rate and mean cost of occupational injuries. Results showed a statistically significant reduction in the occupational injury incidence rate at the Tennessee Wheel and Rubber Company following introduction of MORT system safety. MORT implementation did not, however, result in a significant reduction in the cost of occupational injuries between the control and experimental periods. The resultant discrepancy in findings (rejection of Ho1 and acceptance of Ho2) might be explained by: 1) the fact that no medical cost inflation factor was used when comparing injury costs between the two time periods under study, and 2) types of injuries were not differentiated in terms of severity of injuries. The findings brought forth from this research indicate a degree of uncertainty as to the application of MORT to general industry.

Performance evaluations were obtained on firefighters in a large Midwestern City. The evaluations were conducted through utilization of two different scale types (The Behavioral Expectation Scale and The Mixed Standard Scale). These evaluations were obtained in order to test the hypotheses that the MSS was psychometrically superior to the BES in the reduction of halo and leniency error and that the MSS was also the better scale type in terms of producing higher interrater reliability. Leniency error (in both the absolute and comparative sense) was examined by conducting a series of T-tests. Halo error was investigated by a comparison of the means of the dimensions from each scale. The technique used to assess interrater reliability involved estimating the reliability of the differences in the shape and level of performance profiles of firefighters. The results showed that the first hypothesis, which proposed that use of the MSS produced less halo and leniency error than did use of the BES, was supported; however, the second hypothesis, which proposed that use of the MSS produces higher levels of interrater reliability, was not supported.