Made available in DSpace on 2017-07-10T16:32:24Z (GMT). No. of bitstreams: 1 MESTRADO_Juliana_Santi_Botton.pdf: 5642965 bytes, checksum: c3f49846987fe5a712c5e18e6f743a6f (MD5) Previous issue date: 2014-12-04 / The proposition of this study is based on the Innovation Generation Process (IGP) like basis to technology-based companies (TBC) by the knowledge management practices (KMP). It was understood that, innovation is a knowledge product, consequently, it was proposed to elaborate a theoretical and empirical construction in search of the innovation generation based on the knowledge management (KM), understanding like better way the use of the KMP. Furthermore, the choose of the study s universe, the TBCs, was based in the perspective that they have like synonymous of their work, the innovation. Therefore, this search was structured by the question: How the KMP and their application on technology-based companies, can be organized to allow the development of an Innovation Generation Process? This kind, it was obtained the general objective of this study: Developing a construct of the Innovation Generation Process, based on the Knowledge Management Practices and their application in Technology-based Companies and a) elaborating, by bibliographic study, possible levels and stages in the IGP; b) Listing, by bibliographic study, the KMP that were validates yet, that could be allocated on the IGP; c) identifying on the TBCs, the KMP most used, those whose importance is greater, and, whose would be is the level of each one in the IGP, excluding the rejects and validating other. Developed the theory part of the Construct of IGP, it was applied the questionnaire contain 40 practices and three questions, about Importance, about the frequency and, about the classify of the practices relation to the nine situational variables of IGP. To obtain a return of 47 questionnaires. It was used the test Alpha of Cronbach to confirm the reliability of data to the search. It was applied, the descriptive statistic, compromising like more important practices: Brainstorming or generation of ideas, development and apply of new process and, the corporative University; like more frequents practices: corporative e-mails, enterprise blog and, the social network. In addition, the test of Correlation of Pearson indicated relation of 64, 3% between importance and frequency, and Simple Linear Regression (respecting the regression assumptions) indicated that 42, 3% of the variations at importance are explicated by the variations at frequency. Finally, in relation on the incorporation of the practices to the IGP, they were observed the mean and standard deviation of each practice. Some propositions of analysis were done: a) the Variations coefficient; b) the visual analysis; c) the amplitude and; d) the Factorials Analysis. The first of them was refuted because it didn t supply the proposed objectives; the visual analysis indicated it s applied like auxiliary; the Amplitude Analysis indicated like the best technic to the result obtain, enabling a division with five classifies among the practices: The Primary Practices; The Central Practices; The Superior Practices; The Dispersed Primary Practices and; The Dispersed Superior Practices. The Factorial Analysis corroborated with the Amplitude, dividing the practices on Primary, central and superior practices. In summary, the practices were allocated in chart, showing which practice assist each phase of IGP. The results allow the recommendation the construct another sectors. / A proposta deste estudo está baseada no Processo de Geração de Inovação (PGI) como alicerce para Empresas de Base Tecnológica (EBT s) a partir das Práticas de Gestão do Conhecimento (PGC). Compreendeu-se que, a inovação é fruto do conhecimento, consequentemente, propôs-se elaborar uma construção teórico-empírica em busca da geração da inovação baseada na Gestão do Conhecimento (GC), entendendo como melhor caminho o uso das PGC. Além disso, a escolha do universo de estudo, as EBT s, foi baseada na perspectiva de que elas têm como sinônimo de seu trabalho, a inovação. Assim, esta pesquisa foi baseada no objetivo geral do estudo de Desenvolver um constructo do Processo de Geração de Inovação - PGI, baseado nas Práticas de Gestão do Conhecimento sob a perspectiva de empresas de base tecnológica do segmento de desenvolvimento de software ou web. a) Elaborar, a partir de estudo bibliográfico, possíveis níveis e estágios dentro do processo de geração de inovação; b) Listar, a partir de estudo bibliográfico, as Práticas de Gestão do Conhecimento já validadas, que possam ser aplicadas a um processo de Geração da Inovação; c) Identificar nas empresas de base tecnológica, as PGC mais utilizadas, as de maior importância, e em qual, ou quais Estágios do Processo de Geração de Inovação se encontra cada prática. Desenvolvida a parte teórica do Constructo do PGI, foi aplicado questionário contendo 40 Práticas e três perguntas, sobre a importância, sobre a frequência e sobre a classificação das práticas em relação a nove Variáveis Situacionais referentes ao PGI. Obtendo um retorno de 47 questionários, pode-se efetuar o teste Alfa de Cronbach, que confirmou a confiabilidade dos dados para a pesquisa. Aplicou-se a Estatística Descritiva, compreendendo como práticas mais importantes o Braintorming ou geração de ideias, o Desenvolvimento e aplicação de novo processo e, a Universidade corporativa; como práticas mais frequentes, os resultados indicaram os E-mails corporativos, o Blog empresarial e, as redes informais (rádio corredor). Em adição, o teste de Correlação de Pearson indicou relação de 64,3% entre as variáveis Importância e Frequência, e a Regressão Linear Simples (respeitando os pressupostos de regressão) indicaram que 42,3% das variações na Importância são explicadas pelas variações na Frequência. Finalmente, em relação à incorporação das práticas ao PGI, foram observadas a média e o Desvio Padrão de cada prática. Algumas proposições da análise foram feitas: a) Do Coeficiente de Variação; b) Da Análise Visual; c) da Amplitude e d) da Análise Fatorial. A Primeira delas foi refutada por não suprir aos objetivos propostos; a Análise Visual sugeriu aplicabilidade como técnica auxiliar; a Análise da Amplitude indicou a melhor técnica para a obtenção dos resultados, possibilitando a divisão de cinco Classificações entre as práticas: As Práticas Primárias; As Práticas Centrais; As Práticas Superiores; As Práticas Dispersas Primárias e; As Práticas Dispersas Superiores. A Análise Fatorial corroborou com a Amplitude, dividindo as práticas entre Práticas Primárias, Centrais e Superiores. Em síntese, as práticas foram alocadas em Painel, indicando qual prática auxilia em cada Estágio do PGI. Os resultados permitem a recomendação do Constructo em outros setores.

A propriedade intelectual, em especial as patentes, tornou-se uma questão importante para as gestões corporativa e tecnológica nas empresas. A quantidade de documentos de patentes que as empresas passaram a lidar aumentou substancialmente e de forma muito rápida nas últimas décadas, sendo a gestão do portfólio de patentes uma necessidade emergente dentro dessas corporações. O trabalho traz uma revisão sistemática da literatura sobre o que há em gestão de portfólio de patentes, organiza a evolução e as tendências na gestão desses portfólios, apresenta as motivações para patentear, as características específicas de gestão de patentes e os modelos de gestão de portfólios de patentes encontrados. A partir da revisão da literatura e a escassez de artigos científicos relacionados a gestão de portfólio de patentes, foi identificada uma oportunidade para propor um modelo para fazer a gestão de portfólio de patentes com suporte de uma teoria consolidada (gestão de portfólio de novos produtos), relacionando as motivações para patentear e as características específicas identificadas. O estudo pretende contribuir com a proposição de um modelo de gestão que possui ancoragem teórica e indica como as patentes são geridas dentro do portfólio. O modelo foi validado e refinado com base em testes feitos com dados coletados em estudos de casos. Os casos forneceram ainda informações para derivar sugestões de ações para empresas obterem melhores práticas na gestão de seus portfólios de patentes. / Intellectual property, especially patents, has become an important issue for corporate and technological management in companies. The number of patent documents that companies have to deal with has very rapidly increased over the las decades and patent portfolio management has become an emerging need for these corporations. This work brings a systematic review on patent portfolio management, organizing the evolution and tendencies in the management of these portfolios, presenting the motivations for patenting, the specific features of patent management and models of portfolio management of patents found in the literature. From the literature review and the lack of scientific works related to patent portfolio management, was identified an opportunity to propose a model for managing patent portfolios supported by a consolidated theory (new product development portfolio management), relating the motivations for patenting and the specific features identified. The study intends to contribute to the proposition of a management model with theoretical anchorage and indicating how patents are managed within the portfolio. The model was validated and refined based on data collected from case studies. The cases also provided information to derive suggestions to companies to obtain best practices in the management of their patent portfolios.

Submitted by Silvana Teresinha Dornelles Studzinski (sstudzinski) on 2016-07-14T15:34:42Z No. of bitstreams: 1 Marcelo Turchetti_.pdf: 2859140 bytes, checksum: 469b1078e02575fbb5eb68400a58d11b (MD5) / Made available in DSpace on 2016-07-14T15:34:42Z (GMT). No. of bitstreams: 1 Marcelo Turchetti_.pdf: 2859140 bytes, checksum: 469b1078e02575fbb5eb68400a58d11b (MD5) Previous issue date: 2015-09-28 / CAPES - Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / CNPQ – Conselho Nacional de Desenvolvimento Científico e Tecnológico / As redes de cooperação de pequenas e médias empresas vem despertando a atenção do mundo acadêmico nas últimas décadas. Com o intuito de obter soluções coletivas, essas empresas unem-se em busca de resultados que não conseguiriam atingir sozinhas. Esta pesquisa tem como tema as práticas de gestão em redes de cooperação do RS por meio de ações coletivas. O objetivo principal desta dissertação é analisar as práticas de gestão utilizadas pelas cinco redes de cooperação melhores classificadas no ranking do grupo GeRedes, dentre as redes participantes do Programa Redes de Cooperação do governo do RS. A importância do tema pesquisado justifica-se pela carência de estudos específicos sobre a gestão de redes de cooperação. As redes de cooperação são entendidas como uma nova forma de organização, dotadas de características que diferem as redes das outras formas de organização, como estratégia, coordenação, liderança, processos e interação. Será usada uma base de dados a partir da qual serão avaliadas as cinco redes melhores classificadas no ranking do grupo GeRedes. Para a realização deste trabalho, foi utilizado o método qualitativo, por se caracterizar como aquele que permite um maior aprofundamento do objeto de estudo. Os resultados da análise comprovaram que as redes utilizam práticas de gestão inovadoras para atingirem seus objetivos. Evidenciou-se que existem várias tipologias de redes, mas que nenhuma rede é igual à outra, mesmo que estejam fundamentadas com os mesmos conceitos, utilizando as mesmas regras de conduta, as mesmas características de coordenação, os mesmos processos e as mesmas ferramentas de interação. / Cooperation networks of small and medium enterprises has aroused the attention of the academic world in recent decades. In order to get collective solutions these companies come together looking for results that they could not achieve alone. This research has as its theme management practices in the RS SME networks through collective action. The main objective of this work is to analyze the management practices used by top five cooperation networks classified in the ranking of GeRedes group among the networks participating in the RS government Program Cooperation Networks. The importance of the topic investigated is justified by the lack of specific studies on the management of cooperation networks. The cooperation networks are seen as a new form of organization endowed with characteristics differing networks of other forms of organization, such as, strategy, coordination, leadership, processes and interaction. A database will be used from which will be evaluated the top five networks classified in the ranking of GeRedes group. To accomplish this work, the qualitative method was used, because it is characterized as one that allows deeper understanding of the subject matter. The analysis results showed that the networks use innovative management practices to achieve their goals. It became evident that there are various types of networks, but that no network is equal to the other, even if they are based on the same concepts, using the same rules of conduct, the same coordination characteristics, the same processes and the same interaction tools.

Submitted by Silvana Teresinha Dornelles Studzinski (sstudzinski) on 2017-04-24T12:22:26Z No. of bitstreams: 1 Antonio Levorci Neto_.pdf: 1937426 bytes, checksum: dd7b08adfe76b429cb9de73e1b5c9afc (MD5) / Made available in DSpace on 2017-04-24T12:22:26Z (GMT). No. of bitstreams: 1 Antonio Levorci Neto_.pdf: 1937426 bytes, checksum: dd7b08adfe76b429cb9de73e1b5c9afc (MD5) Previous issue date: 2016-12-16 / Nenhuma / As mudanças no modo pelo qual entendemos a ciência, o trabalho e a própria vida em sociedade têm acentuado a velocidade da informação e a necessidade de conhecimento em nossa época. Surge, nesse contexto, um modelo gerencial que se propõe a administrar o conhecimento organizacional por meio dos processos de identificação, criação, armazenamento, compartilhamento e utilização do conhecimento: a gestão do conhecimento (GC). O objetivo deste trabalho foi, a partir da abordagem da gestão do conhecimento, realizar estudo sobre o conhecimento organizacional do Observatório Astronômico (OA) da UFRGS conduzindo a um projeto para implantar um programa de gestão do conhecimento organizacional para a administração pública no OA. O órgão estudado faz parte da Universidade Federal do Rio Grande do Sul (UFRGS), que é uma das Instituições Federais de Ensino Superior (IFES) do sistema federal de ensino superior. A metodologia utilizada foi o estudo de caso único com a utilização de entrevista semiestruturada, questionário e análise documental. Para análise dos dados, foi utilizada a análise de conteúdo. A análise do conhecimento organizacional do Observatório Astronômico da UFRGS, por meio do estudo de caso, indicou dados importantes para a gestão do órgão e com relevância para a comunidade acadêmica interna e externa à UFRGS. Os resultados do estudo acrescentam novos conhecimentos sobre o órgão investigado e indicam necessidade de melhorias nos processos do órgão, especialmente com relação à divulgação das atividades. Este estudo também apresentou a gestão do conhecimento como instrumento de gestão indicado ao Observatório Astronômico da UFRGS. As práticas de GC descritas por Batista e Quandt (2015) foram apresentadas como alternativa para se aumentar a eficiência de Instituições Federais de Ensino Superior. Como resultado final deste trabalho, o Projeto de Gestão do Conhecimento Organizacional do OA apresenta práticas de GC sugeridas ao Observatório Astronômico com base no referencial teórico, na análise dos dados empíricos da pesquisa e no olhar deste pesquisador, que é membro da equipe do órgão. / Changes in the way we understand science, work and life itself in society have accentuated the speed of information and the need for knowledge in our time. In this context, a managerial model is proposed that aims to manage organizational knowledge through the processes of identification, creation, storage, sharing and use of knowledge: knowledge management (KM). The objective of this work was, based on the knowledge management approach, to carry out a study about the organizational knowledge of the UFRGS Astronomical Observatory (AO) leading to a project to implement an organizational knowledge management program for public administration in AO. The body studied is part of the Federal University of Rio Grande do Sul (UFRGS), which is one of the Federal Institutions of Higher Education (IFES) of the federal system of higher education. The methodology used was the single case study with the use of semi-structured interview, questionnaire and documentary analysis. For analysis of the data, the content analysis was used. The analysis of the organizational knowledge on UFRGS Astronomical Observatory, through the case study, indicated important data for the management of the body,with relevance to the academic community internal and external to the UFRGS. The results of the study add new knowledge about the body investigated and indicate the need for improvements in the body processes, especially in relation to the dissemination of activities. This study also presents knowledge management as a management tool indicated to the UFRGS Astronomical Observatory. The KM practices described by Batista and Quandt (2015) were presented as an alternative to increase the efficiency of Federal Institutions of Higher Education. As a final result of this work, the Project of Organizational Knowledge Management on AO presents KM practices suggested to the Astronomical Observatory based on the theoretical reference, the analysis of the empirical data of the research and the look of this researcher, who is a member of the team of the body studied.

Snapping turtles (Chelydra serpentina) are being harvested in unprecedented numbers in the United States (US) to meet the needs of international markets. Over three million live snapping turtles from farm and wild caught stock were exported from the US to Asia in 2012-14 alone. In the Commonwealth of Virginia, records indicate that 29,860 snapping turtles were commercially harvested between 2000 and 2015. Size limits are often used to regulate harvest pressure in snapping turtles and other game species. I analyzed the historic harvest of eleven US states to test the efficacy of minimum-size limit regulations at reducing commercial harvest pressure. Further, I conducted a four-year mark-recapture study on three Virginia waterways that have each experienced a different level of historic commercial harvest. As part of the larger mark/recapture project, I conducted radio telemetry on 23 turtles to examine seasonal, body size, and sex-specific effects on home range size of snapping turtles in a lotic system. I incorporated survival and growth rates from this study, demographic rates from the literature, and state-collected harvest rates into a hybrid age/stage population matrix model to estimate the population growth rate at three harvest levels (0%, 21%, 58%) that were estimated based on annual commercial landing reports on file with the Virginia Department of Game and Inland Fisheries. I used the model to test population viability under multiple size limit regulations, and used sensitivity analyses to identify adult stages most critical to the overall population growth rate. Based on model estimates, size-limits were effective at reducing harvest by 30-87% in years with high harvest pressure. However, most size limit regulations result in the removal of larger breeding adults, which has been shown to be detrimental to long term population viability. Based on radio-telemetry data, I found evidence that snapping turtles utilize lotic and lentic habitats differently, which can have implications for management of this iconic species. Matrix population modelling predicted that population densities at the moderate and high harvest site were reduced by 47% and 62%, respectively, when compared to the no harvest site. Model results indicate that, while an increase to the minimum-size limit in 2012 protected a larger portion of the population, that the commercial harvest of snapping turtles in the Commonwealth of Virginia is not sustainable under current state regulations. Our analysis suggests that minimum-size limits of 35.6 cm curved carapace length or greater will maintain viable populations by protecting a larger portion of reproducing snapping turtles within a population.

Employee turnover affects the profitability, performance, and customer service of an organization. The purpose of this multiple case study was to explore strategies that leaders in the hotel industry used to maintain a low rate of employee turnover. Motivation-hygiene theory was the conceptual framework for the study. The study population included 9 hotel leaders from 2 international hotels operating in Jamaica. Methodological triangulation involved the comparison of data from observation of hotel facilities and leaders' interactions with employees, review of company documents, and semistructured interviews. Data were analyzed into emerging themes using a Gadamerian hermeneutics framework of interpretation. Four major themes emerged from the data analysis: effective leadership strategies, favorable human resource management practices, good working conditions, and a family-oriented organizational culture. Analysis of the data showed that hotel industry leaders used a combination of these strategies to maintain low rates of employee turnover. The findings and recommendations may contribute to positive social change by providing hotel leaders with effective retention strategies, resulting in increased profitability and potential income continuity, thereby decreasing unemployment and moderating poverty.

In Nigeria, most citizens between the ages of 20-60 believe that ethnicity is the leading cause of discrimination. The central problem addressed in this study was how ethnic diversity influenced managerial choices in Nigeria. The purpose of this qualitative case study was to explore the role of ethnicity in managerial choices in a Nigerian federal traffic management agency to gain an understanding of how ethnicity influenced managers' recruitment, placement, and promotion of employees. Complexity theory and a consideration of African management practices constituted the conceptual framework. Participants were 11 managers who were recruited from a Nigerian government agency using a combination of purposive and snowball sampling. Data collection occurred through interviews, observation, and government document reviews. Through use of Yin's 5-step process for data analysis, data triangulation, and member checking, 10 themes emerged regarding managers' decisions: (a) federal character principle, (b) merit, (c) ethnicity, (d) influence of godfathers, (e) favoritism, (f) promotion, (g) productivity, (h) morale, (i) frustration, and (j) health challenges. A conclusion was that ethnicity played a role in managerial choices. However, the execution of the current Nigerian law to manage ethnic diversity allowed the alleged discriminatory actions of managers in government agencies. Recommendations included a change in the implementation strategy of the federal character principle to reduce incidences of discriminatory actions in government agencies. This study may contribute to positive social change by providing public service managers the knowledge to create an enlightened and fair public service, free of ethnically induced barriers that have underpinned Nigeria's underdevelopment.

L'objectiu d'aquesta tesi és obrir la caixa negra de la creativitat i millorar el coneixement de com s'ha de gestionar en les organitzacions. De fet, gestionar la creativitat a les organitzacions requereix no tan sols comprendre què és la creativitat i els mecanismes que permeten que la creativitat aflori i es transformi en productes comercialitzables, sinó també identificar les pràctiques que poden ajudar les empreses a atraure i a retenir els qui tenen més bon potencial creatiu. A aquest efecte, s'estructura en cinc capítols. El capítol 1 examina la metodologia de la tesi i descriu detalladament les preguntes, el procés i el disseny de la recerca així com la industria cultural com a camp de recerca. El capítol 2 és un estudi conceptual que revisa la bibliografia sobre la creativitat, cercant d'aclarir les definicions. L'estudi analitza 94 definicions seleccionades després de consultar 50 llibres i 462 articles publicats en journals de gestió entre 1990 i 2008, i hi aplica la metodologia d'anàlisi de continguts. Els resultats assenyalen que, en general, són d'acceptació general sis categories conceptuals de creativitat: la creació, la síntesi, el resultat, la modificació, les interaccions i la implicació (engagement). S'analitzen amb profunditat totes aquestes categories conceptuals i els seus elements definidors. El capítol 3 busca identificar els mecanismes socials que permeten disciplinar una passió creativa i convertir-la en productes culturals que arribin al mercat. Proposa un marc teòric multinivell, centrat en dos conjunts de mecanismes: (1) els rols que encenen la creativitat (creativity-igniting roles), que activen l'esforç creatiu, i (2) les relacions que optimitzen la creativitat (creativity-enhancing relationships), que posen en relació els creadors individuals amb les firmes creatives. L'estudi es basa en la teoria de rols i en una orientació a la coordinació basada en els rols (Bechky, 2006), i agrupa quatre rols essencials que engloben les activitats bàsiques del procés de convertir la passió creativa en productes culturals: creador, emprenedor, integrador i patrocinador. S'utilitza la perspectiva relacional de l'activitat creativa per manifestar la importància de les relacions que optimitzen la creativitat en posar en relació els creadors individuals amb les empreses dedicades a la producció de productes culturals. Els mecanismes socials s'il·lustren amb tres casos d'estudi d'empreses que pertanyen a sectors culturals que segueixen diferents orientacions a l'hora de convertir la passió en productes. El capítol 4 se centra bàsicament en les pràctiques de gestió dels recursos humans (HRM) que permeten a les empreses atraure i retenir els empleats creatius. En conseqüència, aquest estudi proposa un marc conceptual i analitza el rol que juguen dues variables, la identitat ("qui som com a organització" - Albert i Whetten, 1985) i la imatge ("com pensen els membres de l'organització que la veuen els de fora" - Dutton et al. 1994), a l'hora d'influir en la relació entre les pràctiques de gestió dels recursos humans i la rotació. En concret, mostra que tant la identitat com la imatge poden augmentar o reduir la incidència de les pràctiques de gestió dels recursos humans sobre la rotació interna i externa. El capítol 5 conclou la tesi resumint, connectant i interpretant categories conceptuals resultat empírics. Per a concloure, proposa un marc teòric multinivell sobre com la creativitat ocorre en les organitzacions incloent tant els mecanismes socials com les practiques de gestió de recursos humans. / El objetivo de esta tesis es abrir la caja negra de la creatividad y mejorar el conocimiento de cómo se debe gestionar en las organizaciones. Conseguir este objetivo requiere primero, aclarar qué es la creatividad y cuáles son los elementos que la constituyen; segundo, investigar los mecanismos específicos que permiten que la creatividad se desarrolle y sea disciplinada y transformada en un producto comercializable y tercero, identificar las prácticas que ayuden a las empresas a retener talentos creativos. A tal efecto, esta tesis se estructura en cinco capítulos. El capítulo 1 examina la metodología de la tesis y describe en detalle las preguntas, el proceso y el diseño de investigación, así como la industria cultural como campo de investigación. El capítulo 2 revisa la bibliografía sobre la creatividad e investiga distintas definiciones de este término para aclarar sus categorías conceptuales: de hecho, a pesar de los numerosos intentos de definir la creatividad, falta claridad sobre su definición. Por lo tanto, el estudio analiza 94 definiciones seleccionadas tras consultar 50 libros y 462 artículos publicados en journals de gestión entre 1990 y 2008, y les aplica la metodología de análisis de contenidos. Los resultados señalan que, en general, son de aceptación general seis categorías conceptuales de creatividad: la creación, la síntesis, el resultado, la modificación, las interacciones y el engagement. Se analizan en profundidad todas estas categorías conceptuales y sus elementos definidores. El capítulo 3 busca identificar los mecanismos sociales que permiten disciplinar una pasión creativa y convertirla en productos culturales que lleguen al mercado. Avanza un marco teórico multinivel, centrado en dos conjuntos de mecanismos: (1) los roles que encienden la creatividad (creativity-igniting roles), que activan el esfuerzo creativo, y (2) las relaciones que optimizan la creatividad (creativity-enhancing relationships), que ponen en relación a los creadores individuales con las firmas creativas. El estudio se basa en la teoría de roles y en una orientación a la coordinación basada en los roles (Bechky, 2006), y agrupa cuatro roles esenciales que engloban las actividades básicas del proceso de convertir la pasión creativa en productos culturales: creador, emprendedor, integrador y patrocinador. Se usa la perspectiva relacional de la actividad creativa para manifestar la importancia de las relaciones que optimizan la creatividad al poner en relación a los creadores individuales con las empresas dedicadas a la producción de productos culturales. Los mecanismos sociales se ilustran mediante tres casos de estudio de empresas pertenecientes a sectores culturales que siguen distintas orientaciones para convertir la pasión en productos. El capítulo 4 se centra básicamente en las prácticas de gestión de los recursos humanos (HRM) que permiten a las empresas atraer y retener a sus empleados creativos. El capítulo propone un marco conceptual y analiza el rol que juegan dos variables, la identidad ("quiénes somos como organización" - Albert y Whetten, 1985) y la imagen ("cómo piensan los miembros de la organización que la ven los de fuera" - Dutton et al. 1994), a la hora de influir en la relación entre las prácticas de gestión de los recursos humanos y la rotación. En concreto, muestra que tanto la identidad como la imagen pueden aumentar o reducir la incidencia de las prácticas de gestión de los recursos humanos sobre la rotación interna y externa. El capítulo 5 concluye la tesis resumiendo, conectando e interpretando categorías conceptuales y resultados empíricos. Para concluir, propone un marco teórico multinivel sobre cómo la creatividad ocurre en las organizaciones incluyendo tanto los mecanismos sociales como las prácticas de gestión de recursos humanos. / The objective of this dissertation is to open up the black box of creativity and improve the understanding on how it can be managed in organizations. Fulfilling this purpose requires first, clarifying what creativity is and the elements that constitute it; second, investigating the specific mechanisms that allow creativity to take place and be disciplined and transformed into marketable products and third, identifying the practices that can help companies retain creative employees. Accordingly, this research has been structured in five chapters. Chapter one overviews the dissertation's methodology and describes in detail the research questions, process, and design, as well as cultural industry as an empirical setting. Chapter two reviews the literature on creativity and examines different definitions of the term, in order to provide clarity: in fact, despite the numerous attempts to define creativity, an agreement on its definition is still to emerge. Therefore, it performs a content analysis on 94 definitions collected on 50 books and 462 articles published in selected management journals from 1990 to 2008. The results suggest that six conceptual categories on creativity enjoy general support: creation, synthesis, output, modification, interactions, and engagement. All these conceptual categories and their defining elements are analyzed in depth. Chapter three seeks to identify the social mechanisms that allow disciplining a creative passion and translating it into cultural products that reach the market. It develops theory, by advancing a multi-level theoretical framework, which focuses on two sets of mechanisms: (1) creativity-igniting roles that energize a creative endeavour, and (2) creativity-enhancing relationships that link individual creators with creative firms. The chapter builds on role theory and a role-based approach to coordination (Bechky, 2006), bringing together four essential roles that encompass core activities in the process of translating creative passion into cultural products: creator, entrepreneur, integrator, and sponsor. The relational perspective to the creative activity is used to articulate the importance of creativity-enhancing relationships that bind individual creators with companies dedicated to the production of cultural products. The social mechanisms are illustrated with insights from three case studies of companies from cultural sectors that offer distinct approaches to translating passion into products. Chapter four is a study of the human resource management practices related to creative employees' retention in a creativity-driven organization. Based on one in-depth case study pertaining to the fashion and design industry, it explores the link "HRM practices-turnover", providing evidence of the role that two variables, namely, identity ("who we are as an organization" - Albert & Whetten, 1985) and image ("how organization members think outsiders see the organization" - Dutton et al. 1994), play in affecting this relationship. Chapter five concludes the dissertation by summarizing, linking and interpreting conceptual categories and empirical results. Finally, it advances a multilevel theoretical framework on how creativity happens in organizations, including both social mechanisms and HRM practices.

This study focused on development of a continuous watershed-scale modelling approach capable of evaluating sediment removal performance of vegetative filter strips (VFS). This was done by integrating the single-event hydrologic and sediment transport model AGNPS with the event-based VFS model (VFSMOD) applying the methodology developed by Sebti and Rudra (2010), and also through the development and incorporation of sub-models capable of describing changes in hydrologic conditions between rainfall events into the integrated models. For modeling purposes, the buffer zone is divided to segments called “buffer cells”. The upstream source area corresponding to each buffer cell and the flow-path connecting the area to the stream are identified, and runoff and sediment generated within each area is simulated for each event applying AGNPS. Using VFSMOD, performance analysis of VFS is conducted for each buffer cell. By applying the developed “continuous simulation” sub-models the hydrologic conditions prior to each event were determined.

Free-access acidified milk feeding is increasingly being adopted to feed dairy and veal calves. Acidification is used to preserve milk and facilitate free-access feeding. There is, however, little controlled research to support the adoption of free-access acidified milk feeding over traditional feeding programs. The objectives of this thesis were to describe the preweaned calf management and feeding practices used on dairy farms in Ontario, Canada, and to investigate the effects of milk replacer acidification and free-access feeding on the productivity and welfare of calves. A total of 140 Ontario dairy producers participated in a cross-sectional study and were surveyed about on-farm calf management and feeding practices. Results from this study documented that there are currently a range of management practices and several different feeding programs being used on farms. Colostrum and milk feeding management are the areas where the most progress has been made in recent years; however, several other aspects of calf management and feeding still warrant improvement. A pilot study was conducted to examine the effects of milk replacer acidification and free-access feeding on the nutrient intake, growth, rumen papillary development and behaviour of calves. A field study was designed to evaluate the effects of a free-access acidified milk replacer feeding program on the pre and postweaning health and growth of dairy and veal calves. A randomized controlled study was completed to investigate how milk replacer acidification, under free-access feeding conditions, affects the pre and postweaning performance and health of veal calves. Results from these studies demonstrated that milk replacer acidification limited calves’ intake of milk replacer by approximately 1 L/d, resulted in more fragmented feeding behaviour, promoted earlier solid feed intake and tended to support improved respiratory health, but had little impact on rumen development or long-term calf performance. Moreover, free-access feeding facilitated larger intakes of milk, resulted in fewer signs of hunger or frustration, and supported greater preweaning growth, but delayed the onset of solid feed consumption and appeared to negatively affect rumen development, compared to restricted feeding. Collectively, these results demonstrate that free-access acidified milk feeding promotes greater early life productivity and enhances calf welfare. / Ontario Ministry of Agriculture, Food and Rural Affairs, Dairy Farmers of Ontario, Ontario Veal Association, National Sciences and Engineering Research Council, Grober Nutrition and 3M Canada