O tema desta dissertação consiste da aplicação de diversos métodos e sistemáticas de análise e solução de problemas, abordados no cenário da indústria metal-mecânica. O objetivo principal deste trabalho é investigar e comparar a utilização dos métodos de análise e solução de problemas aplicados no chão de fábrica de uma empresa do setor automotivo com os modelos teóricos. As análises foram realizadas comparando os modelos teóricos com os aplicados na empresa, resultando desta análise as proposições e conclusões. Complementando o objetivo principal, também foram analisados fatores organizacionais necessários ao trabalho em equipe, como a própria formação das equipes e as questões referentes à aprendizagem organizacional. Os resultados obtidos confirmam outros estudos sobre o assunto, mostrando uma lacuna entre os modelos teóricos e sua aplicação eficaz. São sugeridas propostas de melhorias para minimizar esta lacuna. / The subject of this work is the aplication of the diverse methods of problem solving, in the scene of the metal-mechanics industry. The main purpose of this work is to investigate and to compare the use of the methods of problem solving applied on the shop floor of a factory of auto parts with the theoretical models. The analyzes were carried through comparing the theoretical models with those applied in the company, resulting of this analysis proposals and conclusions. Complementing the main objective, necessary organizacionais factors to the work in team were also analyzed, as the proper formation of the teams and the referring questions to the organizacional learning. The results obtained confirm other studies on the subject, showing a gap between the theoretical models and its efficient application. Proposals of improvements are suggested to minimize this gap.

O tema desta dissertação consiste da aplicação de diversos métodos e sistemáticas de análise e solução de problemas, abordados no cenário da indústria metal-mecânica. O objetivo principal deste trabalho é investigar e comparar a utilização dos métodos de análise e solução de problemas aplicados no chão de fábrica de uma empresa do setor automotivo com os modelos teóricos. As análises foram realizadas comparando os modelos teóricos com os aplicados na empresa, resultando desta análise as proposições e conclusões. Complementando o objetivo principal, também foram analisados fatores organizacionais necessários ao trabalho em equipe, como a própria formação das equipes e as questões referentes à aprendizagem organizacional. Os resultados obtidos confirmam outros estudos sobre o assunto, mostrando uma lacuna entre os modelos teóricos e sua aplicação eficaz. São sugeridas propostas de melhorias para minimizar esta lacuna. / The subject of this work is the aplication of the diverse methods of problem solving, in the scene of the metal-mechanics industry. The main purpose of this work is to investigate and to compare the use of the methods of problem solving applied on the shop floor of a factory of auto parts with the theoretical models. The analyzes were carried through comparing the theoretical models with those applied in the company, resulting of this analysis proposals and conclusions. Complementing the main objective, necessary organizacionais factors to the work in team were also analyzed, as the proper formation of the teams and the referring questions to the organizacional learning. The results obtained confirm other studies on the subject, showing a gap between the theoretical models and its efficient application. Proposals of improvements are suggested to minimize this gap.

In complex emergency situations, there are many times when the rescue service, the police and the medical service must cooperate. To improve the cooperation Samverkan Östergötland has developed ten measurable indicators regarding cooperation to investigate and increase the cooperation between the different organizations. They are then used when the participants of the network Samverkan Östergötland meet two to seven times a year to discuss different local accidents and investigate how and if the indicators were applied during the work at the incident site. The purpose of the study was to investigate how the indicators are used and how there could be improvements regarding the indicators. The study was conducted by applying descriptive statistics and thematic analysis regarding all the protocols from the 14 meetings. The study was based on protocols where a total of 24 incidents were discussed. The result was corroborated by the coordinator of the Samverkan Östergötland by conducting a semi structured interview. The result indicated that the indicators were fulfilled to varying extent. The findings suggest that more structure regarding documenting and communication is needed, and common training needs to be increased in order to improve the cooperation in accordance of the use of the indicators.

Made available in DSpace on 2016-06-02T19:51:29Z (GMT). No. of bitstreams: 1 DissNRAH.pdf: 948697 bytes, checksum: 3cc1dfe6cf0a4de7d46df576719f9213 (MD5) Previous issue date: 2003-09-22 / This work was elaborated from a bibliography review in which were extracted elements explored and used by the researcher in the context of a new perspective that served as base for the proposal of an integrated and ample pattern about learning organizations. With this new pattern the researcher elaborated a tool in order to use it as a reference for initiatives in companies, both for valuation or diagnosis and for implementation guide of this management pattern. The function of the mentioned pattern, which was called FADOA, is to become a great facilitator of practical and/or strategic use for companies and for people who study the theme, especially, because of its capacity to evidence a very synthetic and very simple classification index of the company development level from the complex universe of the learning organizations. Since the beginning of this work there was preoccupation about simplifying without reducing, in other words, to transform a complex thing in a simple one without promoting a linear and poor reduction, following the orientation of the anthropologist LÉVI-STRAUSS (1990) and always considering that the scientific explanation is not the way of the complex fact to the simple one, but the trail to make complexity more intelligible. The pattern was put into practice and it was successful at the company called Caterpillar do Brasil Ltda. / Este trabalho foi desenvolvido a partir de uma revisão bibliográfica, em que foram extraídos elementos que foram explorados e utilizados pela pesquisadora no contexto de uma nova perspectiva de abordagem conceitual que embasou a proposta de um modelo amplo e integrado sobre organizações de aprendizagem. Deste novo modelo a pesquisadora estruturou uma ferramenta com o objetivo de que sirva como referência para iniciativas dentro das empresas tanto para avaliação e diagnóstico, como para guia de implementação deste modelo de gestão. A função do modelo mencionado, que foi denominado FADOA, é tornar-se um grande facilitador de uso prático e/ou estratégico para as empresas e para os estudiosos do tema, principalmente por conseguir fazer emergir um índice de classificação do nível de desenvolvimento empresarial muito sintético e muito simples do complexo universo das organizações de aprendizagem. Houve, desde o início do trabalho, a preocupação de simplificar sem reduzir, ou seja, tornar simples o complexo sem cair no reducionismo linear, seguindo a orientação do antropólogo LÉVI-STRAUSS (1990) lembrando sempre que a explicação científica não é o caminho do complexo ao simples, mas sim a trilha para tornar a complexidade mais inteligível. O modelo de ferramenta foi aplicado, com sucesso, na Caterpillar do Brasil Ltda.

Informations and Knowlege are getting very important and that is why it is in interest of every Organization to pernamently develop this Knowlege. Knowledge is becoming the most important parts of the capital and are also irreplaceable competitive advantage. The objective of the work is to become if the chosen company is Learning Organization. Evaluation the selected Company was used to study company materials, Analyses of 4E and questionnaire survey.

Determinar quais os efeitos dos subsistemas componentes da estrutura organizacional na geração e disseminação do conhecimento é o objetivo principal proposto nesta pesquisa. Para isto há necessidade de entender como o conhecimento e as informações circulam dentro das organizações, quais tipos de conhecimento são estes, quais processos são utilizados para disseminação dos novos conhecimentos adquiridos, como são gerados os conhecimentos nas organizações, como a empresa está estruturada, dentre outros temas relevantes para o estudo. Com os dados gerais obtidos através da aplicação das entrevistas, foi elaborada uma análise qualitativa para detecção de correlação efetiva entre questões e variáveis. O presente estudo permitiu concluir que a Estrutura Organizacional pode ter efeito substancialmente positivo sobre a Gestão do Conhecimento, principalmente quando adotadas as práticas de trabalho com equipes multidisciplinares para resolução de problemas ou projetos de melhoria e quando coexistirem sistemas de comunicação e ambiente propícios para o desenvolvimento de uma cultura de aprendizagem e compartilhamento do conhecimento através do contato pessoal, com adequado suporte de tecnologia. / The main goal of this research is to determinate how the Organizational Design Systems can impact the generation and dissemination of knowledge. It is necessary to understand how the information and knowledge flow within the organizations, which types of knowledge are that, which processes are used to disseminate the new generated knowledge, how the knowledge is generated within the organizations and how the organization is designed, among other relevant matters. The raw data obtained through interviews were analyzed in order to detect an effective correlation between questions and variables. The current study allows the conclusion that the Organizational Design have positive effect on Knowledge Management, mainly when practices of working with multidisciplinary teams are adopted to solve problems or to develop innovation projects and when suitable communication systems and environment for the development of a learning and knowledge sharing culture through face to face contacts – supported by appropriated technology – coexist.

Este estudo visou estabelecer as relações entre as práticas de qualidade e o processo de aprendizagem organizacional. Os programas de melhoria contínua, adotados intensamente pelas organizações brasileiras nas ultimas décadas, constituíram a sua principal referência empírica. Resgatando a literatura sobre estes programas observa-se que teóricos importantes consideram o processo de aprendizagem organizacional um estágio superior da sua internalização pelas empresas. Para investigar esta possibilidade, foi elaborado, a partir dos autores clássicos sobre aprendizagem organizacional, um conjunto de indicadores definidores deste estágio: aprendizagem em grupo, construção da memória organizacional, domínio pessoal, espiral do conhecimento, transformação dos modelos mentais e questionamento dos seus pressupostos e agentes da ação organizacional. Por meio da triangulação, uma metodologia múltipla, estes indicadores foram aplicados em duas fábricas da Nestlé, localizadas no interior de São Paulo, que implantaram o programas de melhoria contínua. Como resultado constatou-se que o programa provocou mudanças positivas sensíveis no perfil gerencial e no padrão de comprometimento dos funcionários com seu trabalho e com as empresas. Entretanto, analisando-se as práticas de geração e disseminação de conhecimento, percebe-se que programa de melhoria contínua proporcionou aprendizagem individual dos colaboradores, além de ter atingido resultados economicamente positivos, sendo, a questão da aprendizagem organizacional muito mais sutil e difícil de aferir. Desta maneira, essa pesquisa permitiu verificar que as empresas podem implementar práticas de melhorias contínuas ou outros programas na área da qualidade, mas somente obterão êxito caso acreditem no potencial dos seus colaboradores e os dêem oportunidades para se desenvolverem e contribuírem para a organização como um todo. / This study aimed to present the links between practices of quality and the process of organizational learning. The continuous improvement programs, intensively adopted by Brazilian organizations during last decades, were their main empirical reference. When it comes to the bibliography on the continuous improvement programs, we notice that important writers and academicians consider the organizational learning a superior stage of their internalization by the companies. To research on this possibility, considering classical authors of organizational learning issues, it was elaborated a set of indicators of the mentioned stage, such as: group learning, organizational memory construction, personal dominion, spiral of knowledge, mental models transformation and questioning shared assumptions and organizational actions agents. Through the triangulation technique, a multiple methodology, these indicators were applied in two Nestlé´s factories, located in the interior of São Paulo, which have implemented continuous improvement programs. The results demonstrated that the program levered positive changes in the managerial profile and in the commitment level of the staff with their work and their companies. However, analyzing the practices of knowledge generation and diffusion, it is perceived that the continuous improvement program levered the individual learning, besides having reached economically positive results, being the question of organizational learning a lot more subtle and difficult to measure. In this manner, this research found out that companies can implement continuous improvement practices or other quality programs, but they will only obtain success if they believe in their collaborators potential and give them opportunities to develop themselves and contribute to the organization as a whole.

A lack of research surrounding the contextual factors that either facilitate or impede the progress of developing learning capabilities in organizations suggests that researchers have yet to examine such issues. Indeed, despite a plethora of information on the trust, politics, and learning constructs, researchers have yet to explore these variables in conjunction with one another. While literature regarding organizational learning has grown substantially over the last decade, studies continue to investigate a common set of established factors that support the development of this practise. This study will explore the complex relationships between trust, politics, and learning, as well as the influence on building employee commitment and reducing turnover intentions. Results from the study provide the basis for the development of an integrative framework that illustrates how contextual factors influence organizational learning capability and in turn, the effects that developing learning capability can have on other organizational processes.

<p>Cilj ovog istraživanja je utvrđivanje prirode veza između autentčnog liderstva,<br />afektivne posvećenosti i učeće organizacije, u trži&scaron;nim uslovima Republike Srbije.<br />Konkretno, rad ispituje uticaj autentičnog liderstva na učeću organizaciju uz<br />testiranje posredujuće uloge afektivne posvećenosti. Analiza ove studije od 502<br />ispitanika u proizvodnim i uslužnim preduzećima u Republici Srbiji empirijski<br />potvrđuje pretpostavljene uticaje. Dobijeni rezultati sugeri&scaron;u da je autentično<br />liderstvo važan prediktor učeće organizacije. Pored toga, rezultati pokazuju da<br />percipirana autentičnost kod lidera umereno i pozitivno utiče na afektivnu<br />posvećenost zaposlenih, &scaron;to zauzvrat delimično utiče na učeću organizaciju.</p> / <p>The aim of this study is to determine the nature of the relationship between<br />authentic leadership, affective commitment and learning organization, in market<br />conditions of the Republic of Serbia. In particular, the paper examines the impact<br />of authentic leadership on learning organization, along with testing the mediating<br />role of affective commitment. The analysis of a survey of 502 employees in the<br />manufacturing and service companies in the Republic of Serbia confirms these<br />influences empirically. The findings suggest that authentic leadership is an<br />important predictor of learning organization. In addition,the results reveal that<br />perceived authentic leadership capabilities moderately and positively influence<br />employee affective commitment, which in turn partly affects the learning<br />organization.</p>

Foreign companies operating in developing countries are losing competitive advantage due to local workforce policies and restrictions that governments issue to foster the development of indigenous businesses and people. Maintaining a competitive advantage is essential to foreign business owners long term sustainability. Based on Argyris and Schön's organizational learning theory, the purpose of this qualitative single case study was to explore strategies foreign company managers use to achieve profitable business performance while satisfying local workforce policy requirements. The population comprised of 5 foreign managers who implemented effective strategies to increase the profitability of their company while meeting local content requirements in Kazakhstan. The data collection process included semistructured interviews and review of company documentation and artifacts. Through thematic analysis, the following primary themes emerged: training of local personnel, cultural and communication competence, and personnel retention. The implications for positive social change include the potential for foreign managers who want to develop business in developing countries to become them profitable. Leaders of profitable businesses can create positive social change by increasing employment opportunities for local personnel and enhancing the social welfare of local communities.