The success of any organisation depends on its ability to adapt to an ever-changing environment. In order to be able to adapt, an organisation needs visionary leadership, a management team that is passionate, professional and entrepreneurial, and employees that are engaged. With the right strategies, organisational practices and management the hidden value of an organisation can be unlocked. The traditional hierarchies in the organisation can be broken down in order to empower management teams to be more entrepreneurial. The right organisational climate should also be created to unleash potential. As part of the business planning process and the drive to reconnect with citizens, to respond to the need to do things differently, to build new relations and to improve service, the municipality should continuously evaluate the human resource management practices in place, to determine whether they are sufficient and effective to enable it to achieve its objectives. Knowledge of organisational climate variables also enables management towards the accomplishment of organisational goals. Local government is key to the realisation of a promise of a better life for all. It is therefore critical for its employees to always perform at their optimal, and adhere to all the principles of the Batho Pele when delivering service to the public. All the principles of this policy are intertwined and collectively guide all three spheres of government efforts in transforming and accelerating service delivery. Managers at all levels must support staff in service responsibility so that staff members feel valued, motivated, informed and challenged to put forth their best efforts on behalf of the people they serve. The objectives of this study were to determine the reliability and validity of the OCQ, the HRPQ, and the SSPPQ instruments, as well as to assess the relationship between human resource practices and organisational climate in the municipality. In Article 1 and Article 3 employees from the municipality were targeted, and in Article 2 citizens from the municipality were targeted separately. The study popUlation from the municipality included employees from managerial and non-managerial categories, and the study population from the citizens included the public which the municipality serve. A cross-sectional survey design was used to obtain the research objectives. Three standardised questionnaires were used in the empirical study, namely the Organisational Climate Questionnaire, the Standardof Service as Perceived by the Public Questionnaire and the Human Resource . Practices Questionnaire. Descriptive statistics, factor analyses, Cronbach alpha coefficients, correlations, MANOV AS and regression analyses were used to analyse the data. In Article 1 the results indicated a four-factor structure for the OCQ. Statistically and practically significant differences were found between organisational climate dimensions and some of the biographical characteristics, namely age, service years and job leveL Employees with more years of service experience higher levels of organisational climate, than emlpoyees with fewer years of service. A significant difference in communication was found between job levelland job level 3. Employees in higher positions do not communicate well with employees at lower levels. In terms of Article 2 the study extracted a two-factor structure, namely Consultation and Efficiency. The scales showed acceptable internal consistencies. Most of the Batho Pele principles received negative responses from the public. The results showed that customers who feel they are not sufficiently consulted on services also feel that the services they received were not effective. Knowledge of the service environment was perceived as poor, and consultation on services was perceived as a challenge. The public also perceived responsiveness as poor.In Article 3 the scales showed acceptable internal consistencies and also confIrnled a relationship between human resource management practices and organisational climate Responsiveness! cooperation and human resource development contributed most to people care. Supervision, human resource development, responsiveness/cooperation, employee support andrecognition contributed to structure. Openness, feedback and responsiveness/cooperation contributed most to efficiency. Recognition, responsiveness/cooperation, superviSIOn and openness contributed most to communication. Based on the results, recommendations were made for urgent actions to be implemented by the municipality, as well as for future research / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.

The success of any organisation depends on its ability to adapt to an ever-changing environment. In order to be able to adapt, an organisation needs visionary leadership, a management team that is passionate, professional and entrepreneurial, and employees that are engaged. With the right strategies, organisational practices and management the hidden value of an organisation can be unlocked. The traditional hierarchies in the organisation can be broken down in order to empower management teams to be more entrepreneurial. The right organisational climate should also be created to unleash potential. As part of the business planning process and the drive to reconnect with citizens, to respond to the need to do things differently, to build new relations and to improve service, the municipality should continuously evaluate the human resource management practices in place, to determine whether they are sufficient and effective to enable it to achieve its objectives. Knowledge of organisational climate variables also enables management towards the accomplishment of organisational goals. Local government is key to the realisation of a promise of a better life for all. It is therefore critical for its employees to always perform at their optimal, and adhere to all the principles of the Batho Pele when delivering service to the public. All the principles of this policy are intertwined and collectively guide all three spheres of government efforts in transforming and accelerating service delivery. Managers at all levels must support staff in service responsibility so that staff members feel valued, motivated, informed and challenged to put forth their best efforts on behalf of the people they serve. The objectives of this study were to determine the reliability and validity of the OCQ, the HRPQ, and the SSPPQ instruments, as well as to assess the relationship between human resource practices and organisational climate in the municipality. In Article 1 and Article 3 employees from the municipality were targeted, and in Article 2 citizens from the municipality were targeted separately. The study popUlation from the municipality included employees from managerial and non-managerial categories, and the study population from the citizens included the public which the municipality serve. A cross-sectional survey design was used to obtain the research objectives. Three standardised questionnaires were used in the empirical study, namely the Organisational Climate Questionnaire, the Standardof Service as Perceived by the Public Questionnaire and the Human Resource . Practices Questionnaire. Descriptive statistics, factor analyses, Cronbach alpha coefficients, correlations, MANOV AS and regression analyses were used to analyse the data. In Article 1 the results indicated a four-factor structure for the OCQ. Statistically and practically significant differences were found between organisational climate dimensions and some of the biographical characteristics, namely age, service years and job leveL Employees with more years of service experience higher levels of organisational climate, than emlpoyees with fewer years of service. A significant difference in communication was found between job levelland job level 3. Employees in higher positions do not communicate well with employees at lower levels. In terms of Article 2 the study extracted a two-factor structure, namely Consultation and Efficiency. The scales showed acceptable internal consistencies. Most of the Batho Pele principles received negative responses from the public. The results showed that customers who feel they are not sufficiently consulted on services also feel that the services they received were not effective. Knowledge of the service environment was perceived as poor, and consultation on services was perceived as a challenge. The public also perceived responsiveness as poor.In Article 3 the scales showed acceptable internal consistencies and also confIrnled a relationship between human resource management practices and organisational climate Responsiveness! cooperation and human resource development contributed most to people care. Supervision, human resource development, responsiveness/cooperation, employee support andrecognition contributed to structure. Openness, feedback and responsiveness/cooperation contributed most to efficiency. Recognition, responsiveness/cooperation, superviSIOn and openness contributed most to communication. Based on the results, recommendations were made for urgent actions to be implemented by the municipality, as well as for future research / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.

Population growth, urbanization and climate change threaten urban water systems. The rise of demands caused by growing urban areas and the potential decrease of water availability caused by the increase of frequency and severity of droughts challenge the continued well-being of society. Due to increasing environmental and financial constraints, water management paradigms have shifted from supply augmentation to demand management, and water conservation initiatives may efficiently decrease water demands to more sustainable levels. To provide reliable assessment of the efficiencies of different demand management strategies, new modeling techniques are needed that can simulate decentralized decisions of consumers and their interactions with the water system. An integrated simulation-optimization framework, based on the paradigm of Complex Adaptive Systems, is developed here to model dynamic interactions and adaptations within social, built, and natural components of urban water systems. The framework goes beyond tradition engineering simulations by incorporating decentralized, heterogeneous and autonomous agents, and by simulating dynamic feedback loops among modeling components. The framework uses modeling techniques including System Dynamics, Cellular Automata, and Agent-based Modeling to simulate housing and population growth, a land use change, residential water consumption, the hydrologic cycle, reservoir operation, and a policy/decision maker. This research demonstrates the applicability of the proposed framework through a series of studies applied to a water supply system of a large metropolitan region that is located in a semi-arid region and suffers recurrently from severe droughts. A set of adaptive demand management strategies, that apply contingency restrictions, land use planning, and water conservation technologies, such as rainwater harvesting systems, are evaluated. A multi-objective Evolutionary Algorithm is coupled with the CAS simulation framework to identify optimal strategies and explore conflicting objectives within a water system. The results demonstrate the benefits of adaptive management by updating management decisions to changing conditions. This research develops a new hydrologic sustainability metric, developed to quantify the stormwater impacts of urbanization. The Hydrologic Footprint Residence captures temporal and spatial hydrologic characteristics of a flood wave passing through a stream segment and is used to assess stormwater management scenarios, including Best Management Practices and Low Impact Development.

Philosophiae Doctor - PhD (School of Business and Finance) / As organizations face stiff pressure from various stakeholders, management has had to move beyond the idea of shareholder wealth maximization and incorporate the environmental and social concerns from the various stakeholders. The study identifies how Sustainable Supply Chain Management (SSCM) practices enable the firm to manage the social, environmental and economic Triple Bottom Line (TBL) for four key stakeholder groups - customers, suppliers, regulators and the community. The study adopted a case study design, focused on Safaricom, arguably Africa's most innovative cellular firm which has championed the M-pesa money transfer platform. The objectives were, first, to establish key attributes namely; power, legitimacy and urgency of selected stakeholders of Safaricom and the key determinants of their salience, second, to determine stakeholder expectations and how they hold Safaricom accountable; third, to identify the extent of Safaricom's influence and control over the selected stakeholders; and finally, to establish how and to what extent the firm manages stakeholder exposure through their SSCM practices and TBL measures. Data from semi-structured interviews with Safaricom management and the four key selected stakeholder groups, together with company and public documents, were analyzed using qualitative content analysis. Stakeholder groups were selected to represent examples of low, moderate or high levels of salience and exposure. While all are considered important, the case reveals how Safaricom management prioritizes and addresses stakeholder needs according to their attributes. As each stakeholder group is heterogeneous, the case reveals how the firm manages each distinctively and adopts diverse SSCM practices, which are aligned with the firm's TBL measures. Moreover, stakeholder exposure has a moderating effect on the relationship between the firm's SSCM practices and the TBL measures.

This research aims to analyze and suggest management practices for a public university hospital, based on the requirements of the Standards of Excellence National Quality Foundation (FNQ), because they allow you to do a reading in a systematic way of all processes and practices of an institution essential to the process of organizational management. The method of research, this study is descriptive, mainly qualitative, their approach was based on analysis of management practices at a Public Hospital Federal University of Rio Grande do Sul The study sought to identify and interpret the requirements of Criteria for Excellence in literature and his approach in the management practices developed in the organization studied. The execution took place by applying the technique of search "Unstructured Observation". Based on the study, it is suggested that learning can be understood as practices of process improvement in hospitals, whose leaders have a critical role in its implementation may occur through review meetings, preparation or review of Strategic Planning. Finally, it is suggested that future research be undertaken with a view to developing an array of indicators that allows control and monitoring of results of systemic processes of this type of institution. / A presente pesquisa tem como objetivo a análise e sugestão de práticas gerenciais para um hospital público universitário, com base nos requisitos dos Critérios de Excelência da Fundação Nacional da Qualidade (FNQ), visto que estes permitem fazer uma leitura de forma sistêmica de todos os processos e práticas de uma instituição, fundamental para o processo de gestão organizacional. Quanto ao método de pesquisa, este estudo é descritivo, predominantemente qualitativo, a sua abordagem baseou-se na análise das práticas gerenciais de um Hospital Público Universitário Federal do Estado do Rio Grande do Sul. O estudo buscou-se identificar e interpretar os requisitos dos Critérios de Excelência na literatura e sua abordagem nas práticas gerenciais desenvolvidas na organização estudada. A execução deu-se por meio da aplicação da técnica de pesquisa Observação não Estruturada . Com base no Estudo, sugere-se que o aprendizado possa ser entendido como práticas de melhoria nos processos hospitalares, cujas lideranças têm papel fundamental na sua implementação, podendo ocorrer por meio de reuniões de análise crítica, elaboração ou revisão do Planejamento Estratégico. Por fim, sugere-se que pesquisas futuras sejam realizadas com o intuito de desenvolver uma matriz de indicadores que possibilite o controle e monitoramento sistêmico dos resultados dos processos desse tipo de instituição.

Made available in DSpace on 2014-06-11T19:26:08Z (GMT). No. of bitstreams: 0 Previous issue date: 2011-08-02Bitstream added on 2014-06-13T19:46:52Z : No. of bitstreams: 1 costa_mr_me_jabo.pdf: 565961 bytes, checksum: c8eff938fb73584dff30e69ce86bede4 (MD5) / Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq) / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) / O crescimento da produção e o aumento da capacidade competitiva da soja brasileira estão associados aos avanços científicos e à disponibilização de tecnologias ao setor produtivo. A fim de maximizar os benefícios da FBN, o estudo da diversidade genética de Bradyrhizobium japonicum e Bradyrhizobium elkanii relacionada com diferentes sistemas de manejo da cultura da soja é imprescindível para entender as interações entre a população de rizóbios presentes no solo com as estirpes de inoculantes em ambientes diferentes. O objetivo deste trabalho foi avaliar a variabilidade genética de rizóbios em solos cultivados com soja sob diferentes sistemas de manejo caracterizados com rotação e sucessão de culturas recomendadas para o estado de Mato Grosso do Sul. A partir de amostras de DNA extraídos destas bactérias foi utilizado o marcador molecular fAFLP para estimar a diversidade genética dos 119 isolados de nódulos de soja, e em seguida realizado o sequenciamento parcial do gene 16S rDNA para definir a posição das bactérias em nível de gênero e, em alguns casos, em nível de espécie. Os resultados obtidos, com base no fAFLP, permitiu a divisão dos isolados em dois grupos. No primeiro grupo posicionaram se a maioria dos isolados do sistema plantio direto e dois representantes do sistema convencional que pertencem à safra 2006-2007. Em relação ao segundo grupo, foi observada uma heterogeneidade elevada entre os isolados de diferentes safras e sistemas de manejo (convencional, plantio direto e sistema integrado lavoura pecuária. Com a análise de diversidade genética com base no sequenciamento do gene 16S rDNA, as sequências das 42 estirpes (incluindo as estirpes padrões recomendadas para a fabricação de inoculantes para soja) foi constatado a formação de 2 filos: Proteobactérias... / The growth of crop production and increased competitiveness of Brazilian soybean are associated with scientific advances and the availability of technology to the productive sector. In order to maximize the benefits of BNF, the study of genetic diversity of Bradyrhizobium japonicum and Bradyrhizobium elkanii related to different management systems of the soybean crop is essential to understand the interactions between the population of rhizobia in the soil with the inoculant strains in different environments. The objective of this study was to assess the genetic diversity of rhizobia in soils cultivated with soybean under different management systems characterized by crop rotation and succession recommended for the state of Mato Grosso do Sul. Fluorescent AFLP molecular marker was used to estimate the genetic diversity of 119 isolates from soybean nodules. Samples of DNA extracted from these bacteria were used and partial sequencing of the 16S rDNA was performed to define the position of bacteria at genus level and, in some cases, species level. The results, based on fAFLP, allowed the division of the isolates into two groups. Most isolates of the no-tillage system and two isolates from the conventional system that belong to the 2006-2007 season represented the first group. The second group was represented by a high heterogeneity among the isolates from different crops and management systems (conventional, no-tillage and integrated crop-livestock). The analysis of genetic diversity based on the sequencing of the 16S rDNA of forty-two strains (including standard strains recommended for the production of inoculants for soybeans) allowed the formation of two phyla: Proteobacteria (with the alpha, beta and gamma classes) and Firmicutes. Also a sister group of Firmicutes was... (Complete abstract click electronic access below)

Made available in DSpace on 2016-06-02T19:50:07Z (GMT). No. of bitstreams: 1 2761.pdf: 877309 bytes, checksum: 26417bbabffd3c3575a01d1f1c92da3a (MD5) Previous issue date: 2009-12-18 / The objectives of this study are to identify the supply chain management practices that have been adopted in companies of the eletroelectronic sector in Brazil and verify whether these companies production competitive priorities are related to the supply chain management practices. An empirical quantitative research was carried out through a survey using a multiple choice questionnaire and the Likert scale. The questionnaire was sent to managers of eletroelectronic sector companies associated to the Brazilian Electrical and Electronics Industry Association ABINEE. Statistical techniques were employed to analyze the relationship between the competitive priorities and supply chain management practices considering the influence of factors such as the company size and its position in supply chains of major interest. The major findings of this research were: (a) the most frequently adopted supply chain management practices are feedback from final customers on product suitability, identification of customer future needs, integration of product development activities with the suppliers, contribution of suppliers towards demand forecast, search for customer opinions about new products, and integration of product development activities with the clients; (b) the supply chain management practices are influenced by the size of the company since the bigger the company, the more supply chain management practices are adopted, and (c) there is low correlation between the variables of the construct competitive priorities and the variables of the construct supply chain management practices. This is due to the fact that most part of the sample is not focused on its supply chain. / Este trabalho tem como objetivos identificar quais práticas de gestão da cadeia de suprimentos estão sendo adotadas em empresas do setor eletroeletrônico instaladas no Brasil e verificar se as prioridades competitivas da produção dessas empresas se relacionam com tais práticas. Desenvolveu-se uma pesquisa empírica, de cunho quantitativo, a partir da realização de uma pesquisa survey em que gerentes de empresas do setor eletroeletrônico associadas à Associação Brasileira da Indústria Elétrica e Eletrônica (ABINEE) responderam um questionário envolvendo perguntas de múltipla escolha com escalas Likert. Técnicas estatísticas foram empregadas para analisar a relação entre prioridades competitivas e práticas de gestão da cadeia de suprimentos, considerando-se também a possível interveniência de fatores como porte e posição da empresa em suas cadeias de suprimentos principais. Como principais resultados da tese destacam-se: (a) as práticas de gestão da cadeia de suprimentos que estão sendo mais implantadas nesse setor são: obtenção de feedback dos clientes finais sobre a adequação do produto, determinação das necessidades futuras do cliente, integração das atividades de desenvolvimento de produto com os fornecedores, colaboração dos fornecedores na previsão de demanda, consulta aos clientes para apoiar a decisão de novos produtos e integração das atividades de desenvolvimento de produtos com os clientes; (b) as práticas de gestão da cadeia de suprimentos são influenciadas pelo porte das empresas: quanto maior o porte, maior é a faixa percentual de adoção das práticas de gestão da cadeia de suprimentos e (c) existem poucas correlações significativas entre as variáveis do constructo prioridades competitivas e as variáveis do constructo práticas de gestão da cadeia de suprimentos sendo a explicação para isso o fato de que a maioria das empresas da amostra não está entre as que possuem maior poder de barganha em suas cadeias de suprimentos.

Submitted by FELLIPE LUIS GUERRISE VIEIRA SANCHES null (fellipeguerrise@gmail.com) on 2017-01-23T05:15:33Z No. of bitstreams: 1 DISSERTAÇÃO_Versão Final.pdf: 2397657 bytes, checksum: 4914949e16c9b674389a352c9196f5e1 (MD5) / Approved for entry into archive by LUIZA DE MENEZES ROMANETTO (luizamenezes@reitoria.unesp.br) on 2017-01-25T18:21:54Z (GMT) No. of bitstreams: 1 sanches_flgv_me_bauru.pdf: 2397657 bytes, checksum: 4914949e16c9b674389a352c9196f5e1 (MD5) / Made available in DSpace on 2017-01-25T18:21:54Z (GMT). No. of bitstreams: 1 sanches_flgv_me_bauru.pdf: 2397657 bytes, checksum: 4914949e16c9b674389a352c9196f5e1 (MD5) Previous issue date: 2016-12-02 / Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq) / A combinação de recursos de conhecimentos, por meio da integração interna, com a obtenção de informações de parceiros, por meio da integração externa, parece ser necessária para a condução de projetos inovadores nas empresas. Dessa forma, o objetivo da pesquisa foi compreender como essas duas formas de integração influenciam nas práticas de gestão das empresas de pequeno porte. Para isso, foi realizada uma pesquisa quantitativa, bibliográfica e documental. Entre os resultados obtidos estão o entendimento de como são configuradas as relações de integração externa e interna para inovação, bem como sua influência nas práticas de gestão que podem auxiliar no processo inovador. Revelou-se neste estudo que há relação entre a integração externa e a integração interna. Ao se observar a integração externa, vê-se correlação com a gestão de desenvolvimento de produto, operacional e ambiental, e como suas práticas estão associadas às práticas de gestão de mercado. Observando a integração interna, nota-se as relações ocorrendo com a gestão de desenvolvimento de produto, de mercado e operacional, assim como suas práticas também estão associadas. Considerando os resultados apresentados, pode-se afirmar que este estudo demonstra a importância das práticas de integração externa e interna para a gestão operacional, de desenvolvimento do produto, de mercado e ambiental. Ao fazer uso de algum tipo de colaboração externa ou interna, nota-se uma influência positiva nas práticas de gestão. A constatação desse fato em empresas brasileiras de pequeno porte mostra que a integração externa e interna deve estar presente, haja vista como são favoráveis as características de porte quando se visa ao desenvolvimento da gestão em todas as suas áreas. / The combination of knowledge resources through internal integration and the acquisition of partner information through external integration seems to be necessary for the conduct of innovative projects in small enterprises. This paper aims to understand how these two forms of integration influence in innovation in small enterprises. For this, a quantitative, bibliographical and documentary research was conducted. Among the results obtained are the understanding of how external and internal integration relationships are configured for innovation, as well as their influence on management practices that may aid in the innovative process. It was revealed in this study that there is a relation between external integration and internal integration. When observing external integration, we see a correlation with product, operational and environmental management, and how its practices are associated with market management practices. Observing the internal integration, one can notice the relations taking place with the management of product, market and operational development, as well as their practices are also associated. Considering the results obtained, it can be stated that this study demonstrates the importance of external and internal integration practices for innovation in operational management, product development, market and environmental. When making use of some kind of external or internal collaboration, we can see the positive influence on management practices. The finding of this fact in small Brazilian companies shows that external and internal integration must be present, considering the size characteristics are favorable for the development of innovation in all its areas. / CNPq: 131707/2015-9

Resilience is an essential and highly desired characteristic of a social-ecological system’s ability to adapt and adjust to various stresses and shocks that cause disruption. As social and ecological systems are intertwined and continually experiencing changes and disturbances, a major challenge appears revolving around the ways in which this resilience can be built and investigated. Social-ecological resilience can be defined as the amount of stress or disturbance that a particular system can tolerate, while still maintaining the same functions and identity. This paper uses social-ecological resilience concepts as a research framework, and examines three main themes that allow for the building of water management resilience to occur. These themes include learning to live with change, nurturing the ability to adapt/adjust to changes, and also on creating opportunities for self-organization. Two ethnic minority villages in Northern Thailand were chosen as research sites, in which the village water management practices were studied within a specific time period. Varying degrees of quantity and quality water issues within both villages have brought about stress and disturbances within their water management practices and increased the need to deal with these problems. Research was conducted at a community scale and resilience analysis pertains only to this specific level. Through the utilization of focus groups and interviews, qualitative data was collected and analyzed within a SE resilience context. This paper sets out to explore how social-ecological resilience has been built or not, and to what degree this has occurred within these two villages water management practices. The analysis indicates how complex and interconnected the social and ecological systems are and how the water management practices of these two communities play a role in this complex, dynamic process. Conclusions drawn are not limited to these two communities, but can be applied to the wider Northern Thailand region.

Submitted by Fabio Sobreira Campos da Costa (fabio.sobreira@ufpe.br) on 2017-04-18T13:54:14Z No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) DISSERTAÇÃO. 2016 julho 15 Jorge Luis dos Santos.pdf: 1998235 bytes, checksum: ef4b2e01837aceeb1820f482db477fba (MD5) / Made available in DSpace on 2017-04-18T13:54:14Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) DISSERTAÇÃO. 2016 julho 15 Jorge Luis dos Santos.pdf: 1998235 bytes, checksum: ef4b2e01837aceeb1820f482db477fba (MD5) Previous issue date: 2016-07-15 / Esta dissertação procurou analisar as práticas de gestão administrativa da PROGEPE na visão dos gestores da UFPE à luz do Modelo de excelência em Gestão Pública – MEGP. A população do estudo foi composta por gestores das Unidades Organizacionais da UFPE: Reitoria; Pró-Reitorias; Órgãos Suplementares; Centros Acadêmicos (Recife, Caruaru e Vitória); e pelos diretores e coordenadores da PROGEPE, sendo a amostra composta por 34 respondentes. A orientação teórico-conceitual que deu suporte ao problema de pesquisa foi a teoria constitucional, inovação gerencial e o modelo conceitual de excelência em gestão pública (MEGP). Os dados da pesquisa foram coletados por meio de um questionário com 55 perguntas, sendo 53 fechadas e extraídas do MEGP analisadas em escala do tipo likert de cinco pontos e 2 perguntas abertas para a identificação das práticas de gestão inovadora na visão dos respondentes. O estudo possui natureza quantitativa. Os dados foram processados no solfware SPSS e a análise dos resultados se deu por meio da estatística descritiva. Os achados da pesquisa revelam que a política de capacitação e qualificação profissional da PROGEPE é a principal prática de gerencial percebida pelos participantes da pesquisa e que “sistema de gerencial de informações”, “gestão por competências”, “reuniões sistematizadas” e “padronização dos processos” são as ações que necessitam serem desenvolvidas/melhoradas para uma maior aproximação aos preceitos do Modelo de excelência em Gestão Pública (MEGP). / This thesis was to analyze the administrative management practices PROGEPE in view of UFPE managers in light of the Model of Excellence in Public Management - MEGP. The study population consisted of managers of organizational units of UFPE: Rectory; ProRectors; Supplementary bodies; Academic centers (Recife, Caruaru and Victoria); and the directors and coordinators of PROGEPE, and the sample of 34 respondents. The theoretical and conceptual guidance that supported the research problem was the constitutional theory, management innovation and the conceptual model of excellence in public management (MEGP). The survey data were collected through a questionnaire with 55 questions, 53 closed and extracted from MEGP analyzed in the Likert scale of five points and two open questions for the identification of innovative management practices in the view of respondents. The study has a quantitative nature. Data were processed in SPSS solfware and analysis of the results was made through descriptive statistics. The survey findings reveal that the training policy and qualification of PROGEPE is the main practice of management perceived by research participants and that "management system of information", "management skills", "systematized meetings" and "standardization processes "are the actions that need to be developed / improved for closer to the precepts of the Model of excellence in Public Management(MEGP).