CoordenaÃÃo de AperfeiÃoamento de Pessoal de NÃvel Superior / No Brasil, diferentemente do que ocorre na maioria dos paÃses considerados mais desenvolvidos do mundo (G-20 â O Brasil està incluÃdo entre eles) , mais da metade dos recursos para pesquisa cientÃfica advÃm do orÃamento pÃblico, enquanto que na maioria dos demais paÃses eles advÃm primordialmente da iniciativa privada. Esse fato tende a elevar a responsabilidade dos ÃrgÃos governamentais em bem gerir seu orÃamento, pois, se por um lado precisam otimizar o emprego do capital, por outro sÃo os principais responsÃveis pelo crescimento cientÃfico e tecnolÃgico do paÃs. A questÃo cientÃfica, principalmente nesse contexto, adentra necessariamente a questÃes nÃo apenas econÃmicas, mas tambÃm polÃticas e sociais. Dados atuais mostram que as FundaÃÃes Estaduais de Amparo à Pesquisa (FAPs) chegam, conjuntamente, a investir mais do que o CNPq (ÃrgÃo federal). Esses dados ilustram a relevÃncia crescente das fundaÃÃes estaduais no incremento da atividade cientÃfica no Brasil. Mas como sÃo geridos os recursos dessas fundaÃÃes? Quais os critÃrios adotados pelas instituiÃÃes para determinar sua destinaÃÃo orÃamentÃria? Que tipo de forÃas (polÃticas, acadÃmicas, sociais) està em jogo nessa disputa pelo erÃrio? No intuito de compreender esse jogo de forÃas em torno do campo cientÃfico e acadÃmico, elegeu-se como espaÃo de estudo a FundaÃÃo Cearense de Apoio ao Desenvolvimento CientÃfico e TecnolÃgico - FUNCAP. Por meio de uma Sociologia das InstituiÃÃes pretende-se, pois, investigar em profundidade a atuaÃÃo dessa agÃncia, a fim de compreender como se deu sua atuaÃÃo frente aos embates prÃprios do campo cientÃfico, principalmente porque, em se tratando de uma agÃncia de fomento cientÃfico governamental, como o nome jà antecipa, esta se encontra necessariamente inserida em um contexto nÃo apenas acadÃmico, mas igualmente polÃtico. Pretendeu-se, para isso, analisar o percurso da FundaÃÃo desde sua criaÃÃo atà os dias atuais (1990-2017), de modo a entender como ela vem atuando, estabelecendo suas prioridades e gerindo seu orÃamento. Para isto, alÃm de analisar seus relatÃrios de atividades e as atas de seu conselho gestor, bem como documentos, instruÃÃes normativas e editais, arquivos e pÃgina eletrÃnica do ÃrgÃo (onde se registram as prÃticas da instituiÃÃo), recorreu-se a entrevistas com seus ex-gestores, com membros da âcomunidade cientÃficaâ local e das cÃmaras de assessoramento da instituiÃÃo, e com os funcionÃrios do ÃrgÃo. Remontar a trajetÃria da FUNCAP se mostrou um instrumento propÃcio para analisar sociologicamente algumas questÃes especÃficas do campo cientÃfico (Bourdieu), principalmente no que se refere ao mÃrito (dos pesquisadores e das pesquisas), as prioridades (de temas e aÃÃes) e a carÃncia (das instituiÃÃes que pleiteiam financiamento). A FUNCAP, nesse sentido, apresentou-se como um prÃspero microcosmo para analisar os embates e tensÃes do campo cientifico.

Past research indicates that having a similar life experience as another person leads to greater empathic concern towards that person. Two studies empirically investigated if similar experiences of race-based social identity threat can increase the empathic concern of White Americans toward African Americans. Study 1 revealed that White Americans randomly assigned to think about White privilege and then randomly assigned to read a passage about an African American whose accomplishments are attributed to Affirmative Action policies (versus an African American whose accomplishments are attributed to his hard work and merit) felt greater empathic concern toward the African American described in the passage. This effect was significantly mediated by stereotype threat feelings and moderated by group identity. Study 2 revealed that White Americans randomly assigned to think about how others think they have benefited from White privilege and then randomly assigned to read a passage about an African American whose accomplishments are attributed to Affirmative Action policies (versus an African American whose accomplishments are attributed to his hard work and merit) felt greater empathic concern toward the African American described in the passage only when mediated by stereotype threat feelings or stereotype threat cognitions. This mediated effect was moderated by merit identity. This suggests that White American participants do not see the literal similarities between the scenarios of race based social identity threat to merit but can see the similarities in internal feelings and cognitions that both experiences create. Collectively, these studies suggest a novel consideration of social identity and understanding of intergroup processes.

The work performance of employees remains a vital factor both in an organization's viability as well as in the prosperity of its employees. Merit pay can influence employee performance and is one of the most frequently used monetary reward incentives for motivating employees to achieve a higher level of performance. The problem is the limited knowledge on how state employees in a southern state perceive merit pay and how those perceptions may influence employee work performance. Using a conceptual framework built from elements of various motivational theories including Maslow's hierarchy of needs and Herzberg's 2 factor theory, the purpose of this case study was to understand how fifteen employees at a state department in the southern part of the United States perceived how merit pay influenced their work performance. Data were collected through face-to-face interviews and transcribed, coded, and subjected to a thematic analysis procedure using NVivo10. A key theme emerging from this study suggesting that participants were not motivated to perform based on merit pay; rather, performance was viewed to be the result of personal determination. This determination sets the stage for state agency leadership to initiate action toward enhancing and implementing a formal recognition program to motivate and engage employees. Findings of the study revealed that the 15 workers were motivated by their current individual personal need level, as Maslow delineated in his hierarchy of needs theory. The positive social change implications stemming from this study include recommendations to policymakers and state department leaders to consider nonmonetary rewards for employee recognition as a motivational tool in order to improve or maintain work performance.

<p>Försvarsmakten har sedan länge haft uppgiften att delta i internationella insatser, och som på senare år intensifierats. I början på 2000-talet startade en transformation mot en ny försvarsmakt med ökat internationellt fokus. I denna förändring har arbete skett i olika steg för att förändra myndighetens organisationskultur. Ett av syftena med denna kulturförändring var att öka officerares benägenhet att söka sig till befattningar i utlandsstyrkan. När ett sådant förändringsarbete sker kan diskurser uppstå kring vissa frågor, inom en given kontext med ett specifikt syfte, och ett givet språkbruk. I detta fall uppstod en diskurs kring internationell tjänst och meritvärdering av denna.</p><p>Denna uppsats syftar till att kartlägga den diskursiva och sociala praktiken mellan åren 2000 - 2007 och finna diskrepanser eller överensstämmelser. Utifrån detta resultat utvärderas praktiken med hjälp av teorier om organisationskultur. När en ny organisationskultur ska utvecklas finns primära och sekundära mekanismer som bör hanteras för att lyckas med ett förändringsarbete. Dessa mekanismer samt teorier om mångtydighet och motsägelser används i uppsatsen för att utvärdera och förklara resultatet inom diskursen.</p><p>Resultatet av undersökningen visar att diskursen har förändrats under undersökningsperioden, dels beroende på byte av ledare för organisationen och sannolikt även av ett ökat politiskt tryck på förändring. När det gäller genomslag i den sociala praktiken är upplevelsen av den enskilde officeren att det inte meriteras. Analysen av resultatet har skett ur olika perspektiv på att utveckla organisationskultur, bl.a. belöningar, befordran och statusbildande åtgärder. Resultatet pekar på en tendens, att det finns ett institutionaliserat sätt att befordra officerare som inte utgår från den internationella tjänstgöringen.</p> / <p>For many years now the Swedish Armed Forces have been tasked to participate in international missions, more intensely so in the last couple of years. At the beginning of the millennium the Armed Forces started a transformation with a more international focus. In this transformation work also started to change the organizational culture within the Armed Forces. The purpose of this change was to increase the willingness of officers’ participating in international missions. When changes like this are launched discourse arises - in this case a discourse about international missions and merit rating.</p><p>The purpose of this essay is to map the discursive and social practice between the years 2000 and 2007 and investigate discrepancies and concordance between them. Theories about organizational culture are used to interpret the results. When a new organizational culture is to be launched there are some mechanisms to be dealt with for a successful result. These mechanisms and theories about inconsistencies in organizational culture are used to evaluate the results.</p><p>The result of the study is that the discursive practice has changed during the studied period. In the social practice the results are that there is a tendency for the officers to experience that the merit value is not in concordance with the discursive practice.</p>

The construction of a high intensity neutrino source requires multi megawatt beams and challenges the targets in use. MERIT is a proof-of-principle test for a novel kind of neutrino factory target, employing a 24 GeV/c proton beam and a 1 cm in diameter free mercury jet as beam target. This thesis describes the design and implementation of a secondary particle flux production detection system. Employed detectors are polycrystalline diamond detectors and electron multipliers. Simulations of the secondary particle production have been made using FLUKA. The detection system is remotely controlled by a LabView interface and experimental observations from the initial analysis are presented.

Försvarsmakten har sedan länge haft uppgiften att delta i internationella insatser, och som på senare år intensifierats. I början på 2000-talet startade en transformation mot en ny försvarsmakt med ökat internationellt fokus. I denna förändring har arbete skett i olika steg för att förändra myndighetens organisationskultur. Ett av syftena med denna kulturförändring var att öka officerares benägenhet att söka sig till befattningar i utlandsstyrkan. När ett sådant förändringsarbete sker kan diskurser uppstå kring vissa frågor, inom en given kontext med ett specifikt syfte, och ett givet språkbruk. I detta fall uppstod en diskurs kring internationell tjänst och meritvärdering av denna. Denna uppsats syftar till att kartlägga den diskursiva och sociala praktiken mellan åren 2000 - 2007 och finna diskrepanser eller överensstämmelser. Utifrån detta resultat utvärderas praktiken med hjälp av teorier om organisationskultur. När en ny organisationskultur ska utvecklas finns primära och sekundära mekanismer som bör hanteras för att lyckas med ett förändringsarbete. Dessa mekanismer samt teorier om mångtydighet och motsägelser används i uppsatsen för att utvärdera och förklara resultatet inom diskursen. Resultatet av undersökningen visar att diskursen har förändrats under undersökningsperioden, dels beroende på byte av ledare för organisationen och sannolikt även av ett ökat politiskt tryck på förändring. När det gäller genomslag i den sociala praktiken är upplevelsen av den enskilde officeren att det inte meriteras. Analysen av resultatet har skett ur olika perspektiv på att utveckla organisationskultur, bl.a. belöningar, befordran och statusbildande åtgärder. Resultatet pekar på en tendens, att det finns ett institutionaliserat sätt att befordra officerare som inte utgår från den internationella tjänstgöringen. / For many years now the Swedish Armed Forces have been tasked to participate in international missions, more intensely so in the last couple of years. At the beginning of the millennium the Armed Forces started a transformation with a more international focus. In this transformation work also started to change the organizational culture within the Armed Forces. The purpose of this change was to increase the willingness of officers’ participating in international missions. When changes like this are launched discourse arises - in this case a discourse about international missions and merit rating. The purpose of this essay is to map the discursive and social practice between the years 2000 and 2007 and investigate discrepancies and concordance between them. Theories about organizational culture are used to interpret the results. When a new organizational culture is to be launched there are some mechanisms to be dealt with for a successful result. These mechanisms and theories about inconsistencies in organizational culture are used to evaluate the results. The result of the study is that the discursive practice has changed during the studied period. In the social practice the results are that there is a tendency for the officers to experience that the merit value is not in concordance with the discursive practice.

This C-essay is a qualitative study designed to create a basis for understanding how managers involved in school affairs perceive the impact of merit points on students’ chances to continue on to higher education and how this will affect individuals' life chances. The study is based on three interviews with managers involved in school affairs. In this paper grades, merit points and socioeconomic class differences are discussed. The aim of this paper is to answer the following questions:  What impact does merit points in language studies and the way different languages are valued, in the system, have for the individual and for society?  Who are the winners in the new grading system and who are the losers; how are different socioeconomic groups affected? The material was interpreted with the help of a report written by Ingrid Nordqvist and Monica Langerth Zetterman called "Secondary School competition field-a regional perspective", a paper written by Helen Raven who did a study on grades, national tests and social reproduction and the Frenchman Pierre Bourdieu's theories. The results show that class differences will increase and that it will be difficult to rise in the social hierarchy in the future.

<p>The construction of a high intensity neutrino source requires multi megawatt beams and challenges the targets in use. MERIT is a proof-of-principle test for a novel kind of neutrino factory target, employing a 24 GeV/c proton beam and a 1 cm in diameter free mercury jet as beam target. This thesis describes the design and implementation of a secondary particle flux production detection system. Employed detectors are polycrystalline diamond detectors and electron multipliers. Simulations of the secondary particle production have been made using FLUKA. The detection system is remotely controlled by a LabView interface and experimental observations from the initial analysis are presented.</p>

Thesis (Ph.D)--Virginia Commonwealth University, 2009. / Prepared for: Dept. of Accounting. Title from title-page of electronic thesis. Bibliography: leaves 98-105.

Performance incentives in education has frequently been presented in purely rational choice economic terms, looking to see if the input of an incentive produced the desired output of student achievement. Such research has continually failed to produce significant effects. This dissertation attempts to recast incentives in terms of human capital theory and human behavioral economics, looking at the impact of social capital and support structures on teacher response to incentives. This study examines a major performance pay program in Texas using a concurrent-nested, mixed methods design. It finds that an external motivator like incentives is only effective in the presence of factors of internal motivation and that social capital positively affects the impact of a performance incentive. / text