Made available in DSpace on 2016-04-26T20:30:16Z (GMT). No. of bitstreams: 1 Renata Husek.pdf: 1022133 bytes, checksum: 83b9ef024e3a4c8e720f868a28826b1e (MD5) Previous issue date: 2010-05-07 / Convention No. 158 of the International Labor Organization, in force within the international sphere since November 23, 1985, prohibits arbitrary dismissal of employees. Although Brazil ratified the Convention on January 5, 1995 and it came into force within Brazil as from publication of Promulgation Decree 1855 of 1996, the effects of said Convention were vacated by the Brazilian President on December 20, 1996. Within the international sphere, this vacation has been considered valid, but the lawfulness of such vacation is still under discussion on domestic terms, as per Direct Action for Unconstitutionality No. 1625. We conclude that a vacating act performed solely by the Brazilian President is valid and, therefore, International Labor Organization Convention No. 158 is currently not in force in Brazil. On the other hand, we believe there is no legal obstacle for Brazil to ratify, once again, International Labor Organization Convention No. 158, which seems to us to the course of action to be taken in view of the need of regulating article 7, item I of the Brazilian Federal Constitution, as well as due to the latest court decisions warning about the absence of legal guidelines for formal recognition of collective termination of employment contracts. If Convention No. 158 is once again ratified, its rules would be incorporated into the Brazilian legal system, being at least comparable to a constitutional rule; within this context, major changes would refer to the need of justification for termination of employment agreements, which should be based on article 482 of the Consolidated labor Law or on the employee s level of performance or on the employer s operations, as well as to incorporation of rules on collective dismissal of employees, which currently do not exist in the Brazilian legislation / A Convenção nº 158 da Organização Internacional do Trabalho, vigente no âmbito internacional desde 23.11.1985, veda a dispensa arbitrária de trabalhadores. Apesar de o Brasil ter ratificado a Convenção em 5.1.1995 e de a mesma ter entrado em vigor no âmbito interno a partir da publicação do Decreto de Promulgação nº 1.855/1996, a Convenção foi denunciada pelo Presidente da República em 20.12.1996. No âmbito internacional, a denúncia foi considerada válida, mas internamente a legalidade da denúncia ainda está sendo discutida através da Ação Direta de Inconstitucionalidade nº 1625. Concluímos que a denúncia realizada exclusivamente pelo Presidente da República é válida e, portanto, atualmente a Convenção nº 158 da Organização Internacional do Trabalho não está vigente no Brasil. Por outro lado, entendemos que não há óbice legal para o Brasil ratificar, novamente, a Convenção nº 158 da Organização Internacional do Trabalho, o que nos parece ser o caminho que deveria ser seguido, em razão da necessidade de regramento do artigo 7º, inciso I, da Constituição Federal, bem como das recentes decisões judiciais que alertaram sobre a ausência de diretrizes legais para a formalização de rescisões coletivas de contratos de trabalho. Na hipótese de nova ratificação da Convenção nº 158, suas regras integrariam o ordenamento jurídico com, ao menos, status de norma constitucional e as mudanças significativas referem-se à necessidade de motivação da rescisão do contrato de trabalho, a qual deveria ser baseada no artigo 482 da Consolidação das Leis do Trabalho ou no desempenho do trabalhador ou no funcionamento do empregador, bem como à incorporação das regras relacionadas à dispensa coletiva de trabalhadores, atualmente inexistentes na legislação pátria

The work pursues a way to the concretization of the fundamental right to labor union liberty in Brazil. The Convention 87 of International Labor Organization - ILO, which treats of Union Liberty, was not ratified by Brazil, which maintains the system of union unicity to the labor unions, vinculated to the obligatory union contribution. The referred convention is inserted in 1998 ILO Declaration on Fundamental Principles an Rights, which integrates ILO’s Constitution. Therefore, this non-ratification affronts the fundamental right of employee and contradicts Brazil’s participation as a Member State of International Labor Organization. However, national courts must pay attention to the International Labor Law to solve litigations. In this matter, the vision of International Labor Organization is presented, found in decisions of national courts, with diverse possibilities of International Labor Law application. Under the optic of internal law, the Theory of Material Opening of Fundamental Rights Catalogues on Brazilian Constitution is studied as an instrument to the efficacy of union liberty in Brazil. In this context, even with other fundaments, recent jurisprudence of the Superior Labor Court - SLC applied the decisions of International Labor Organization’s Committee on Freedom of Association and admitted the substitution of the obligatory union contribution by the union contribution approved in Assembly, indicating a way to concretize union liberty. The relevance and the potential of this way is demonstrated to the concretization of the fundamental right to labor union liberty in Brazil. / O trabalho busca um caminho para a plena eficácia do direito fundamental à liberdade sindical no Brasil. A Convenção 87 da Organização Internacional do Trabalho - OIT, que trata da liberdade sindical, não foi ratificada pelo Brasil, que mantém o sistema de unicidade sindical para os sindicatos, vinculados à contribuição sindical obrigatória. A referida convenção está inserida na Declaração de Princípios e Direitos Fundamentais da OIT de 1998, que integra a Constituição da OIT. Assim, essa não ratificação afronta o direito fundamental do trabalhador e contradiz a participação do Brasil como Estado-Membro da Organização Internacional do Trabalho. No entanto, os tribunais nacionais devem se atentar ao Direito Internacional do Trabalho para solucionar litígios. Nesse sentido, apresentase a visão da Organização Internacional do Trabalho, colhida em decisões de tribunais nacionais, com diversas possibilidades de aplicação do Direito Internacional do Trabalho. Sob a ótica do direito interno, estuda-se a Teoria da Abertura Material do Catálogo de Direitos Fundamentais na Constituição Brasileira como instrumento para a plena eficácia da liberdade sindical no Brasil. Nessa direção, ainda que com outros fundamentos, a jurisprudência recente do Tribunal Superior do Trabalho - TST aplicou as decisões do Comitê de Liberdade Sindical da Organização Internacional do Trabalho e admitiu a substituição da contribuição sindical obrigatória pela contribuição sindical aprovada em Assembleia, indicando um caminho para a plena eficácia da liberdade sindical. Demonstra-se a relevância e o potencial desse caminho para a plena eficácia do direito fundamental à liberdade sindical no Brasil.

Объектом исследования явилась мотивация профессиональной деятельности и самоменеджмент. Предметом исследования стала связь мотивации профессиональной деятельности и самоменеджмента с удовлетворенностью трудом. Магистерская диссертация состоит из введения, трех глав, заключения, списка литературы (76 источников) и приложений, включающего в себя бланки применявшихся методик, результаты полученные в ходе исследования, корреляции и корреляционные плеяды. Объем магистерской диссертации 190 страница, на которых размещены 34 рисунков и 8 таблиц. Во введении раскрывается актуальность проблемы исследования, разработанность проблематики, ставятся цель и задачи исследования, определяются объект и предмет исследования, формулируются основная и частные гипотезы, указываются методы и эмпирическая база, а также теоретическая и практическая значимость работы. Первая глава включает в себя теоретический анализ аспектов мотивации, обзор зарубежных и отечественных теорий мотивации. Представлены разделы, посвященные исследованию различных подходов к определению профессиональной мотивации. Выводы по первой главе представляют собой итоги по изучению теоретического материала. Вторая глава включает в себя обзор литературы по теме самоменеджмент в профессиональной деятельности. Представлены разделы, посвященные исследованию понятия и структуры самомонеджмента, а также классических и современных концепции самоменеджмента по этап развития концепций. Выводы по первой главе представляют собой итоги по изучению теоретического материала. Третья глава посвящена эмпирической части исследования. В ней представлено описание организации и методов проведенного исследования и результатов, полученных по всем использованным методикам: «Диагностика мотивационной структуры личности» (В. Э. Мильман), «Мотивация профессиональной деятельности» (методика К. Замфир в модификации А. Реана), Опросник «Способность к самоуправлению (ССУ)» (Н. М. Пейсахов), «Методика определения интегральной удовлетворенности трудом» (А. В. Батаршев). Также в главе представлен сравнительный и корреляционный анализ результатов исследования. Выводы по главе 3 включают в себя основные результаты эмпирического исследования. В заключении в обобщенном виде изложены результаты теоретической и эмпирической частей работы, а также выводы по выдвинутым гипотезам, обоснована практическая значимость исследования и описаны возможные перспективы дальнейшей разработки данной проблематики. / The object of the study was the motivation of professional activity and self-management. The subject of the study was the relationship between motivation of professional activity and self-management with job satisfaction. The master's thesis consists of an introduction, three chapters, a conclusion, a list of references (76 sources) and appendices, including forms of the methods used, the results obtained during the study, correlations and correlation pleiades. The volume of the master's thesis is 190 pages, which contain 34 figures and 8 tables. The introduction reveals the relevance of the research problem, the elaboration of the problem, sets the purpose and objectives of the study, defines the object and subject of the study, formulates the main and partial hypotheses, specifies methods and empirical base, as well as the theoretical and practical significance of the work. The first chapter includes a theoretical analysis of aspects of motivation, a review of foreign and domestic theories of motivation. The sections devoted to the study of various approaches to the definition of professional motivation are presented. The conclusions of the first chapter are the results of the study of theoretical material. The second chapter includes a review of the literature on the topic of self-management in professional activity. The sections devoted to the study of the concept and structure of self-management, as well as classical and modern concepts of self-management at the stage of development of concepts are presented. The conclusions of the first chapter are the results of the study of theoretical material. The third chapter is devoted to the empirical part of the study. It describes the organization and methods of the research and the results obtained by all the methods used: "Diagnostics of the motivational structure of personality" (V. E. Milman), "Motivation of professional activity" (K. Zamfir's methodology modified by A. Rean), Questionnaire "Ability to self-government (SSU)" (N.M. Peisakhov), "Methodology for determining integral satisfaction with work" (A.V. Batarshev). The chapter also presents a comparative and correlation analysis of the results of the study. The conclusions of Chapter 3 include the main results of an empirical study. In conclusion, the results of the theoretical and empirical parts of the work are summarized, as well as conclusions on the hypotheses put forward, the practical significance of the study is substantiated and possible prospects for further development of this problem are described.

Am Beispiel von Projektarbeit in der IT-Branche werden die Auswirkungen neuer Managementkonzepte auf die Zeitsouveränität von Projektbeschäftigten anhand qualitativer Interviews untersucht. Flexible Formen der Arbeitsorganisation zielen auf eine Veränderung des Arbeitskraftvermögens hin zu größerer Autonomie und Übernahme betrieblicher Verantwortung durch die Beschäftigten. Mit den veränderten Kontrollformen des Managements modifizieren sich die betrieblichen Machtverhältnisse. Im Konzept des Zeithandelns werden die aktiven Gestaltungsleistungen der Beschäftigten bei der Arbeitszeitgestaltung hervorgehoben, gleichzeitig können verschiedene zeitsoziologische Theorien integriert werden. Wesentliches Ergebnis der empirischen Untersuchung verschiedener Arbeitszeitkulturen in IT-Betrieben ist eine Machtverschiebung zugunsten des Managements. Auf Seiten der abhängig Beschäftigten ist positiv zu verbuchen: eine größere Autonomie in der Arbeit, die Ausdifferenzierung eigenständiger Zeitstile sowie eine hohe Wertschätzung und Anerkennung durch Vorgesetzte. Dagegen stehen restriktive Rahmenbedingungen wie Zeitdruck, ungünstige Bedingungen für die Work-Life-Balance und starke zeitliche und gedankliche Vereinnahmung der Beschäftigten durch den Betrieb. Durch das Fehlen kollektiver Formen der Interessenvertretung und einen defensiven Konfliktumgangsstil sind die betrieblichen Beziehungen durch individuelle Aushandlungsprozesse geprägt.

Am Beispiel von Projektarbeit in der IT-Branche werden die Auswirkungen neuer Managementkonzepte auf die Zeitsouveränität von Projektbeschäftigten anhand qualitativer Interviews untersucht. Flexible Formen der Arbeitsorganisation zielen auf eine Veränderung des Arbeitskraftvermögens hin zu größerer Autonomie und Übernahme betrieblicher Verantwortung durch die Beschäftigten. Mit den veränderten Kontrollformen des Managements modifizieren sich die betrieblichen Machtverhältnisse. Im Konzept des Zeithandelns werden die aktiven Gestaltungsleistungen der Beschäftigten bei der Arbeitszeitgestaltung hervorgehoben, gleichzeitig können verschiedene zeitsoziologische Theorien integriert werden. Wesentliches Ergebnis der empirischen Untersuchung verschiedener Arbeitszeitkulturen in IT-Betrieben ist eine Machtverschiebung zugunsten des Managements. Auf Seiten der abhängig Beschäftigten ist positiv zu verbuchen: eine größere Autonomie in der Arbeit, die Ausdifferenzierung eigenständiger Zeitstile sowie eine hohe Wertschätzung und Anerkennung durch Vorgesetzte. Dagegen stehen restriktive Rahmenbedingungen wie Zeitdruck, ungünstige Bedingungen für die Work-Life-Balance und starke zeitliche und gedankliche Vereinnahmung der Beschäftigten durch den Betrieb. Durch das Fehlen kollektiver Formen der Interessenvertretung und einen defensiven Konfliktumgangsstil sind die betrieblichen Beziehungen durch individuelle Aushandlungsprozesse geprägt.