Este trabalho verificou o tema de segurança de processos no segmento de plataformas de produção de petróleo e gás no mar de forma a propor um modelo de indicadores globais a fim de facilitar a identificação de fragilidades no gerenciamento de riscos de processos da indústria de produção de petróleo e gás natural no mar. O resultado esperado é o fornecimento de dados para a otimização de recursos regulatórios na busca da melhoria da segurança operacional. Para tal, buscando conhecer a postura das empresas no cumprimento da necessidade regulamentar da implementação de um Sistema de Gestão de Segurança de Processos (SGSP), foram identificadas as principais práticas preventivas para a o gerenciamento de riscos. Por conseguinte, mensurou-se o esforço na implementação deste SGSP como correlação direta para a prevenção de acidentes (foco preventivo). Já a análise dos resultados deste gerenciamento de riscos (foco reativo) foi obtido através incidentes operacionais classificados de acordo com sua respectiva importância/impacto, dentro de linhas de corte pré-estabelecidas. Assim, o indicador Global preventivo (IGPRV) e o Indicador Global reativo (IGRTV) foram elaborados agregando diferentes indicadores específicos de cada segmento para simplificar a análise e incluir a articulação de conceitos de segurança de processos à atuação regulatória. Os indicadores globais propostos quantificam conceitos subjetivos e complexos para o estabelecimento de metas e permitem aferir o desempenho das ações e projetos da regulação da indústria. Também permitem a identificação e a disseminação das melhores práticas de gerenciamento de riscos, comparando-as em diferente níveis de gerenciamento. Na análise dos resultados, pôde-se perceber que a utilização dos indicadores globais propostos pode responder com sucesso às necessidades regulatórias identificadas

In 2013, 35% of the workforce was not engaged, which results in lack of productivity and loss of profitability for small business enterprises (SBEs). The purpose of this qualitative case study was to explore successful strategies that frontline leaders in a 4 generation, family-owned excavating business used to engage their frontline employees. The excavating business was started in 1947 by the father of the current business owners. William Kahn's employee engagement theory was the conceptual framework for this study. Data were collected through a focus group and direct observations of engagement during meetings and frontline areas from a population of 8 frontline leaders from construction work at an excavating business in Stephens City, Virginia. Data from the focus group and direct observations were thematically analyzed and then triangulated to ensure the trustworthiness of the interpretations. The 5 themes that emerged included: investing in sustainability, leading by example, providing clear and open communication, implementing a system of measurement, and developing a professional image. These themes could provide the basis for the area frontline leaders to improve the employee engagement level of their frontline employees. These findings could prompt what has been a missing dialogue of communication that could bridge the employee engagement gap between the area employees and employers. Social change implications of these findings could lead to productivity improvement that could contribute to the survival of SBEs and to the employment status of the community.

Federal government managers were advised to strengthen internal controls; the law dictates attestation of effective management controls, and the internal control program is used to detect risks. However, managers lacked preparatory training, with training being overlooked given the increased responsibilities. Managers are assigned the programmatic role regardless of the lack of program standards in knowledge, skill, and ability. The research questions addressed change management components, concepts, and core qualifications relative to program readiness. The purpose of this single case study was to identify and explore change management components contributing to the effectiveness of internal controls. The conceptual framework was based on Lewin's change concepts of unfreezing, moving or changing, and refreezing phases with the inverse principle in field theory. Thirteen professionals from the pacific military unit in Hawaii participated in semistructured interviews. Inductive coding was used to thematically analyze the data. The key results of the emerged themes illustrated how: organization skillset was used for linking change components to internal controls, assessment was a tool used for transforming a manager's concept, and experience was essential in leading change core qualifications. Significance of the study was the promotion of stronger measures in preventing fraud, waste, and mismanagement of limited resources. The research results could inspire social change by increasing communication and collaboration to benefit senior leaders, and financial and program managers. The value-added training concepts and leadership innovation, and how managing change relates to internal control could lead to program success thus benefiting all primary stakeholders.

<p>Today's rapid changes and major business developments in organizations increase the need for effective management teams. In management teams, there are significant demands on the members to understand how strategic, tactical and operational decisions and actions generate results. High management team effectiveness requires optimum cooperation between the members with particular emphasis on well-operated communication and ability and flexibility in working as a team. It further requires a deep understanding of the factors that influence the</p><p>management team effectiveness. The challenge to create a theoretical dynamic model to indicate development potentials regarding the effectiveness in the management teams represents the foundation for the idea behind this master thesis.</p><p>This master thesis presents a theoretical management dynamic model I have developed based on identified key factors that influence the effectiveness of management teams. For identification of these key factors, I have used literary studies and research concerning the concept of team, management team, team effectiveness, leading organizations, organization development, dynamic models and many other concepts.</p><p>I have categorized these key factors in five criteria. These criteria are engagement and dynamic leadership, team spirit, management meetings, conflict management and visions and objectives. In view of that, my definition of an effective management team is: team where high-engaged and motivated members including a strategic and dynamic leader work in a team having a good team spirit, hold effective management meetings and manage conflicts effectively to make qualified decisions that mainly are concentrated to reach welldefined bjectives and visions”.</p><p> The inspired idea behind my model is to integrate these criteria in the mechanical system called the Planetary Gear System to create a metaphoric image describing the dynamic of management teams and their effectiveness. Strategies for measuring these criteria also are identified and presented in this master thesis. These properties make the present dynamic model to a unique model in its appearance and functionality. The main function of my model is to indicate development potentials in the management teams. These development potentials are then used to give the studied management team relevant recommendations aimed at making the management team more effective. The aim of this master thesis is to investigate whether the developed model fulfill this function.</p><p>In order to investigate the ability of the model to fulfill this function the model has been applied to a real management team. The results have shown that the model has sufficient ability to indicate development potentials in the studied management team. The obtained results have been analyzed using SPSS computer program. Based on these results several recommendations are given. In this manner, the model has fulfilled stated expectations. However, a couple of additional actions aimed at increasing the qualifications of the presented dynamic model are identified at the end of this master thesis.</p><p>With the intention of verifying whether the developed model contributes to make the studied management team more effective, the performed measurement should be repeated after a period of at least six months. The re-measurement is necessary to follow up the effect of the given recommendations and also to indicate any new development potential. Such a task is recommended for further research and development of the model.</p><p> </p>

Today's rapid changes and major business developments in organizations increase the need for effective management teams. In management teams, there are significant demands on the members to understand how strategic, tactical and operational decisions and actions generate results. High management team effectiveness requires optimum cooperation between the members with particular emphasis on well-operated communication and ability and flexibility in working as a team. It further requires a deep understanding of the factors that influence the management team effectiveness. The challenge to create a theoretical dynamic model to indicate development potentials regarding the effectiveness in the management teams represents the foundation for the idea behind this master thesis. This master thesis presents a theoretical management dynamic model I have developed based on identified key factors that influence the effectiveness of management teams. For identification of these key factors, I have used literary studies and research concerning the concept of team, management team, team effectiveness, leading organizations, organization development, dynamic models and many other concepts. I have categorized these key factors in five criteria. These criteria are engagement and dynamic leadership, team spirit, management meetings, conflict management and visions and objectives. In view of that, my definition of an effective management team is: team where high-engaged and motivated members including a strategic and dynamic leader work in a team having a good team spirit, hold effective management meetings and manage conflicts effectively to make qualified decisions that mainly are concentrated to reach welldefined bjectives and visions”.  The inspired idea behind my model is to integrate these criteria in the mechanical system called the Planetary Gear System to create a metaphoric image describing the dynamic of management teams and their effectiveness. Strategies for measuring these criteria also are identified and presented in this master thesis. These properties make the present dynamic model to a unique model in its appearance and functionality. The main function of my model is to indicate development potentials in the management teams. These development potentials are then used to give the studied management team relevant recommendations aimed at making the management team more effective. The aim of this master thesis is to investigate whether the developed model fulfill this function. In order to investigate the ability of the model to fulfill this function the model has been applied to a real management team. The results have shown that the model has sufficient ability to indicate development potentials in the studied management team. The obtained results have been analyzed using SPSS computer program. Based on these results several recommendations are given. In this manner, the model has fulfilled stated expectations. However, a couple of additional actions aimed at increasing the qualifications of the presented dynamic model are identified at the end of this master thesis. With the intention of verifying whether the developed model contributes to make the studied management team more effective, the performed measurement should be repeated after a period of at least six months. The re-measurement is necessary to follow up the effect of the given recommendations and also to indicate any new development potential. Such a task is recommended for further research and development of the model.

This thesis deals extensively with ‘the Art of Leading Oneself’. In the course of this paper, an understanding of the term ‘leading oneself’ is given. Furthermore a reflection upon the reasons why it is necessary in nowadays society and business world to lead oneself is provided. The core of the thesis constitutes a thorough discussion of possible elements of the art of leading oneself. In conclusion it is to be said, that on the basis of the knowledge of an individual’s frames of references, a framework of personal values and vision should be created. In a second dimension it is necessary to deeply reflect upon the inner Self and to gain insight about the authentic Self. Through the acknowledgement that an individual can learn from failures, the principles of the crucibles are described. In a third dimension, the bridge to ‘the Art of Leading Others’ is build and a rough overview of the necessities of sensegiving in the communication process is given. Concluded, it can be said, that it is of utmost importance to know and incorporate the authentic Self in every activity. / Diese Masterthesis behandelt und beschreibt im ausführlichen Maße ‚die Kunst sich selbst zu führen’. Innerhalb dieser Arbeit erarbeite ich ein Verständnis über das Konzept des ‚sich selbst Führens’. Des Weiteren wird über die Notwendigkeit der Selbstführung in der schnelllebigen Berufs- und Sozialwelt reflektiert. Der Kern der Arbeit konstituiert eine ausführliche Diskussion über mögliche Elemente des ‚sich selbst Führens’. Zusammenfassend kann gesagt werden, dass auf Basis des Wissens über die individuellen Bezugssysteme ein persönliches Wertesystem und eine darauf aufbauende Vision erstellt werden soll. In einer zweiten Ebene ist es notwendig eine tiefe Reflektion über das Innere Selbst durchzuführen um Erkenntnis der tieferen Einsicht des authentischen Selbst zu erlangen. Durch die Anerkennung und Wertschätzung seiner persönlichen Misserfolge sollte das Verständnis geschaffen werden, aus Fehlern zu lernen. In einer dritten Dimension wird die Brücke zur ‚Kunst andere zu Führen’ erschaffen und ein grober Überblick über die Notwendigkeiten einer sinnstiftenden Kommunikation wird gegeben. Resümierend kann gesagt werden, dass es von äußerster Bedeutung ist, sich selbst zu kennen und sein authentisches Selbst in jeder alltäglichen Aktivitäten zu integrieren.

The purpose of this paper is to investigate how social workers, working in a management position in the health care system, perceive the encounter of the medical and social perspective. With seven qualitative interviews, the study tries to conclude whether or not social workers are accepted at managerial positions within the health care sector. The social worker is, as a manager in health care, a leader but at the same time in a professional alienation from the medical caregivers. Organizations in the health care sector are often multi professional and have their own long standing tradition, history and culture. The results show that the conditions for social workers, working in a management position in health care appear to be agreeable. Collaboration works well, there is mutual respect, and the social perspective are considered valuable. Generally, the respondents agree upon what qualities distinguish a good leader and most believe that social work training provides a good foundation for the management role. Many argue that leadership is personalized and not dependent on the educational background. The social worker in a leadership position, is received well, is accepted and respected in the medical health care. Social workers, according to this study, assume the leadership role in the same ways as other professionals in health care. The social worker brings a psychosocial holistic approach which gives attention to both patients and employees alike. To meet future needs in health care in Sweden, the social worker is a good competence contributor.

The main issues, which arise in that research project, are connected with health dimensions. There are emphasised points, which contribute to the employees’ health and well-being, solutions, which organisations implement to prevent workers from diseases and illnesses, to track their current condition of body and mind and generally to improve their overall health situation. From the very beginning the main stress was supposed to lie on physical activity promotion being an integral part of health promotion at the workplace but the obtained information from the conducted interviews verified that idea. The research also touches other variables contributing to the employees’ health and cons tituting the idea of health promotion at the workplace, namely health profiles and Corporate Social Responsibility. It is argued who may benefit from workplace physical activities and to which extent such programs may succeed. Interviews showed double points of views according to the necessity to encourage employees to train within the organization. Basis for the discussion of the topic were interviews gained from the interaction with the staff of the organization Xylem located in Sweden in Emmaboda, a world leader in water solutions. The chosen methodology based on the case study appeared to be the most relevant to explore health issues thanks to the clear empirical example. The company was distinguished because of the sport and rehabilitation centre, which it had in its possession and which seemed to make Xylem be different from the competitors and gave advantages for the employees in the form of additional benefits causing going in for sport at the company’s expense. The results of the research indicate that health promotion at the workplace may be viewed as a part of Corporate Social Responsibility. The evidences for IV that perspective are presented with a proper motivation mostly in the conclusion part. The research intended to show to the readers to what extent health promotion at the workplace incorporating physical activities, health profiles and CSR is important, how it is regarded and how much attention, time and efforts is and should be devoted to deal with that dimension in a proper way.

The occurrence of catastrophic incidents in the process industry leave a marked legacy of resulting in staggering economic and societal losses incurred by the company, the government and the society. The work described herein is a novel approach proposed to help predict and mitigate potential catastrophes from occurring and for understanding the stakes at risk for better risk informed decision making. The methodology includes societal impact as risk measures along with tangible asset damage monetization. Predicting incidents as leading metrics is pivotal to improving plant processes and, for individual and societal safety in the vicinity of the plant (portfolio). From this study it can be concluded that the comprehensive judgments of all the risks and losses should entail the analysis of the overall results of all possible incident scenarios. Value-at-Risk (VaR) is most suitable as an overall measure for many scenarios and for large number of portfolio assets. FN-curves and F$-curves can be correlated and this is very beneficial for understanding the trends of historical incidents in the U.S. chemical process industry. Analyzing historical databases can provide valuable information on the incident occurrences and their consequences as lagging metrics (or lagging indicators) for the mitigation of the portfolio risks. From this study it can be concluded that there is a strong statistical relationship between the different consequence tiers of the safety pyramid and Heinrich‘s safety pyramid is comparable to data mined from the HSEES database. Furthermore, any chemical plant operation is robust only when a strategic balance is struck between optimal plant operations and, maintaining health, safety and sustaining environment. The balance emerges from choosing the best option amidst several conflicting parameters. Strategies for normative decision making should be utilized for making choices under uncertainty. Hence, decision theory is utilized here for laying the framework for choice making of optimum portfolio option among several competing portfolios. For understanding the strategic interactions of the different contributing representative sets that play a key role in determining the most preferred action for optimum production and safety, the concepts of game theory are utilized and framework has been provided as novel application to chemical process industry.

中共以黨領政，強調共產黨領導，中國共產黨的領導地位，具體表現為它對國家各方面事務的政治領導、組織領導和思想領導。政治領導是指黨對國家法制和國家發展的路線、方針和政策的領導，即以馬克斯主義為指導，根據國家的歷史和現實特點，制訂正確的路線、政策、方針以及對國家立法進行思想指導，並以此來領導國家的社會主義現代化建設以及各方面的工作。很多人會認為中共中央的決策機制是在政治局或政治局常委的會議裡完成，但是在實際運作上，由於讓政治局常委在重大決策上拍版定案前必須事先具備一些政策細節的評估與分析，加上要交付國務院相關單位執行之前也要有具權威的決策本質，因此一個類似具有「黨政協調」或是「黨政運作」的機制就因應產生。1958年5月中共的八大二次會議，決定中央成立財經、政法、外事、科學、文教五個小組，各有專人負責，此為中共中央工作領導小組的開始本文欲探討的目的有二，分別為中共中央工作領導小組在中共黨對政府及對黨內領導而言的組織定位與扮演角色之變化，其敘述如下：一、瞭解中共中央工作領導小組在不同階段所扮演的角色與發揮的功能；二、探討中共中央工作領導小組對黨內領導而言，其扮演的角色及功能有所變化，亦即研究是否相較於毛澤東時代，中央工作領導小組在十一屆三中全會之後，其協調功能與輔助決策的功能增強，而幕僚功能也隨之加強。換言之，即研究是否其制度化程度提高，對領導小組本身而言，其功能也跟著加強。因此本文所欲探討的另一重點為中央領導小組在組織運作上的差異。是否領導小組的角色功能從在毛澤東時代的為了強化中央領導而設立的領導小組，其小組功能從最初的深有毛個人色彩的為了掌控黨對政府行政的控制能力所成立的監督機構，轉為輔助政府決策的黨政協調機制。 / The full name of CLSG is Central Leading Small Group, which is considered as the internal decision-making organs. Its main duties is to propose policies and give suggestions to the Standing Committee of Political Bureau, which used to be the final decision maker. In the political structure of china, a CLSG, is a committee composed ofmembers of the Communist Party of China which coordinates party activities within an agency of the People’s Republic of China government. As the Constitution of China stipulates, it is the fundamental principle of the Communist Party of China to lead the whole society by controlling the administrative organs by means of organization, personnel, etc. The Party has established many institutions called “the corresponding departments between the Party and the government”, which intervene directly with the administrative activities of the country. This thesis is research in definition and status in the Chinese Communist Party, especially in historical change. CLSG has become increasingly import within the PRC after the 1990s, especially in the field of foreign policy where the CLSG has become a tool for coordinating the work several agencies as well as insuring party supervision over government activities and much more institutionalized and less focused on personalistic factions.