In diesem Beitrag diskutieren wir die Idee, Konzepte aus den Bereichen der Community-Unterstützung und ubiquitären Benutzungsschnittstellen auf die Unterstützung von Innovation in Unternehmen anzuwenden. Unser Fokus liegt dabei auf der frühen Phase des Innovationsprozesses – der Ideengenerierung und des Vorschlagsmanagements. Kernidee unseres Ansatzes ist es dabei, Awareness über das kreative Potential des Unternehmens bereitzustellen und eingebrachte Ideen durch öffentliche Präsentation zu würdigen, indem sie auf großen Wandbildschirmen („Idea Mirrors“) im Bürobereich dargestellt werden.

Utifrån dagens litteratur kring projektbaserade organisationer (PBO) kan tre problem identifieras: 1) motsägande resultat gällande om organisationsformen PBO främjar innovation, 2) överdrivet fokus på teknisk innovation i dessa sammanhang samt 3) bristfällig systematik i dessa typer av studier. Av denna anledning har vi genomfört en kvantitativ studie för att bidra med mer systematik i debatten kring PBO och innovation. Vi valde också att studera en annan typ av innovation i PBO-sammanhang, nämligen managementinnovation (MI). Studien syftar till att identifiera om det föreligger ett samband mellan MI och organisationsfaktorerna centralisering, samarbete och kommunikation, överkapacitet samt formalisering. Utöver detta skall studien identifiera om det föreligger något samband mellan den formella organisationsstrukturen PBO och MI, samt om sambanden mellan organisationsfaktorerna och MI är starkare eller svagare i en PBO-kontext. Studien genomfördes i Sverige med hjälp av en enkätundersökning. Urvalet uppgick till 500 företag vilka blev identifierade genom ett slumpmässigt stratifierat urval. Svarsfrekvensen uppgick till 192 företag vars svar sedan analyserades i statistikprogrammet SPSS genom regressionsanalyser. Slutsatsen av studien blev att vi på en femprocentig signifikansnivå bekräftade en av femton hypoteser, nämligen H8c. Hypotesen beskriver att sambandet mellan personalöverkapacitet och MI är starkare i en PBO än i andra organisationstyper. Utöver detta kunde vi bekräfta hypotes 9b på en tioprocentig signifikansnivå. Denna hypotes behandlade formalisering 2 och innebar att sambandet mellan formalisering 2 och MI är starkare i andra organisationstyper än i en PBO. Med detta sagt positionerar sig denna studie bland författarna som hävdar att det inte föreligger något samband mellan PBO och innovation. / We were able to identify three problems from today’s literature about project-based organizations: 1) conflicting results about whether PBOs further innovation or not, 2) excessive focus on technical innovation in this context, and 3) insufficient systematics in these kinds of studies. For that reason, we have carried through a quantitative study to contribute with more systematics in the debate about PBO and innovation. We also chose to study a different kind of innovation in the PBO context, namely Management Innovation (MI) This study aims to identify if there exist a correlation between MI and the organizational factors centralization, teamwork and communication, slack of resources and formalization. Beyond this the study aims to identify if there exist a correlation between the formal organizational structure PBO and MI, and if the connection between the organizational factors and MI is stronger or weaker in a PBO context.  A survey was carried out in Sweden. 500 companies were asked to participate and they were all selected through a random stratified sampling. The response rate was 192 and the information from the questionnaires was then analysed in the statistical software SPSS through regression analysis. With a significance level of five percent this study confirms one out of fifteen hypotheses. The confirmed hypothesis was H8c which states that the connection between personnel slack and MI is stronger in a PBO than other kinds of organizational structures. We also confirmed hypothesis 9b on a significance level of ten percent. H9b states that the connection between formalization 2 and MI is weaker in PBO than other kinds of organizations. Consequently, this study position itself alongside authors and studies that claim that it doesn’t exist a correlation between PBO and innovation.

Submitted by Sara Ribeiro (sara.ribeiro@ucb.br) on 2018-04-26T12:23:27Z No. of bitstreams: 1 RonyFigueredoCorreaDissertacao2017.pdf: 1636822 bytes, checksum: 65d1806cf9a20a854e939b358e7f656f (MD5) / Approved for entry into archive by Sara Ribeiro (sara.ribeiro@ucb.br) on 2018-04-26T12:23:57Z (GMT) No. of bitstreams: 1 RonyFigueredoCorreaDissertacao2017.pdf: 1636822 bytes, checksum: 65d1806cf9a20a854e939b358e7f656f (MD5) / Made available in DSpace on 2018-04-26T12:23:57Z (GMT). No. of bitstreams: 1 RonyFigueredoCorreaDissertacao2017.pdf: 1636822 bytes, checksum: 65d1806cf9a20a854e939b358e7f656f (MD5) Previous issue date: 2017-12-14 / Research conducted by IPEA, in 2014, showed that 70% of Brazilian public institutions are in the early stages of implementing knowledge management - KM - and in this stage the KM is not able to produce benefits for the organization. Besides this low maturity index, there is little research on success cases in the implementation of KM in the Brazilian public administration. Faced with this scenario, this case study aims to investigate how the National Civil Aviation Agency (ANAC), an Brazilian federal public administration body, was successful in implementing knowledge transfer practices to improve the airworthiness certificate issuance process, reducing waiting time of issuing the certificate from 12 to 2.4 days. Thus, from a theoretical point of view, this study intends to compare the findings with the results of empirical studies found in the KM literature that indicates a positive relationship between KM, innovation and organizational performance. As a practical contribution, analyze how the implementation of knowledge transfer practices allowed a public organization to improve the performance of a critical process. / Pesquisa realizada pelo IPEA, em 2014, revelou que 70% das institui????es p??blicas brasileiras ainda encontram-se nos est??gios iniciais na implanta????o da gest??o do conhecimento ??? GC ??? e que neste est??gio a GC n??o ?? capaz de produzir benef??cios para a organiza????o. Al??m desse baixo ??ndice de maturidade, h?? pouca investiga????o sobre os casos de sucesso na implementa????o da GC na administra????o p??blica brasileira. Diante desse cen??rio, este estudo de caso tem o objetivo de investigar o como a Agencia Nacional de Avia????o Civil (ANAC), ??rg??o da administra????o p??blica federal brasileira, teve ??xito em implementar pr??ticas de transfer??ncia do conhecimento para melhorar o processo de emiss??o do certificado de aeronavegabilidade, reduzindo o prazo de espera da emiss??o do certificado de 12 para 2,4 dias. Assim, do ponto de vista te??rico, este estudo pretende comparar os achados com os resultados de estudos emp??ricos encontrados na literatura de GC que apontam uma rela????o positiva entre GC, inova????o e desempenho organizacional. Como contribui????o pr??tica, analisar como a implementa????o de pr??ticas de transfer??ncia do conhecimento permitiu a uma organiza????o p??blica melhorar o desempenho de um processo cr??tico.

A inovação exerce importância no negócio das empresas, compreende diferentes aspectos e contribui de formas diversas para o seu crescimento e desenvolvimento. Dentre os aspectos que podem ser levados em consideração para as inovações estão os aspectos internos relacionados com o contexto da organização e os aspectos externos que envolvem todo o ambiente em que a organização está inserida. Acredita-se que estes aspectos exercem influência tanto na decisão para o desenvolvimento das inovações quanto para a aplicação dos produtos ou processos de inovação no mercado. Este estudo teve como objetivo identificar como e porque as inovações emergem na cadeia produtiva da maçã brasileira e quais os resultados obtidos a partir das inovações implementadas nos segmentos produtores e packinghouses. Os procedimentos metodológicos empregados têm como estratégia de pesquisa o estudo de caso, o qual foi efetivado através das abordagens qualitativa e quantitativa de pesquisa. Em relação aos objetivos o estudo teve caráter exploratório, descritivo e explicativo. A etapa qualitativa foi executada através da pesquisa exploratória com especialistas da cadeia produtiva da maçã brasileira para identificar as inovações que foram implementadas e também para classificá-las de acordo com o encadeamento do anel tetralógico. Dentre os principais resultados obtidos ressalta-se a identificação dos aspectos que compuseram o framework e serviram de norteador para a realização da pesquisa qualitativa. Destaca-se também o encadeamento obtido entre os aspectos identificados de forma empírica e a junção com as teorias utilizadas, em especial os pressupostos de Edgar Morin, através da teoria da complexidade. A etapa quantitativa foi efetivada através do método estatístico, por meio da análise fatorial, cuja análise apresentou a identificação dos resultados que as inovações apresentam para os fatores sociais, econômicos, organizacionais, políticos e mercadológicos na amostra de produtores e packing-houses da cadeia produtiva da maçã brasileira definidas para esta investigação. Na análise quantitativa merece destaque a apresentação através de estatística descritiva da caracterização das amostras, bem como os processos de inovação que cada amostra tem implementado. A análise fatorial permitiu a apresentação das variáveis destacadas para cada fator nas quatro amostras (produtores e packing-houses de Santa Catariana e Rio Grande do Sul) individualmente e também para toda a cadeia incluindo as quatro amostras. Através da análise de regressão múltipla identificou-se a percepção sobre o impacto das inovações para toda cadeia produtiva da maçã brasileira, incluindo os produtores e packing-houses dos estados de Santa Catarina e Rio Grande do Sul. / Submitted by Marcelo Teixeira (mvteixeira@ucs.br) on 2014-04-25T19:25:44Z No. of bitstreams: 1 Tese Marcia Rohr da Cruz.pdf: 2558047 bytes, checksum: 714824fb7f0fdc80f826cdc4a5231130 (MD5) / Made available in DSpace on 2014-04-25T19:25:44Z (GMT). No. of bitstreams: 1 Tese Marcia Rohr da Cruz.pdf: 2558047 bytes, checksum: 714824fb7f0fdc80f826cdc4a5231130 (MD5) / Innovation plays importance in business enterprises, comprises different aspects and contributes in different ways to their growth and development. Among the aspects that can be considered for the innovations are the internal aspects related to the context of the organization and external aspects that involve the whole environment in which the organization operates. It is believed that these aspects influence both the decision for the development of innovations in the application for product or process innovation in the market. This study aimed to identify how and why innovations emerge in the productive chain of Brazilian apples and what the results obtained from the innovations implemented in the sectors producing and packing houses. The methodological procedures have employed as a research strategy case study, which was effected by means of qualitative and quantitative approaches to research. In relation to the objectives the study had an exploratory, descriptive and explanatory. The qualitative analysis was performed through exploratory research with experts in the productive chain of Brazilian apples to identify innovations that have been implemented and also to classify them according to the chain ring tetralogical. Among the main results emphasize the identification of aspects that compose the framework and provided a guideline for conducting qualitative research. Also noteworthy is the chain obtained among those identified empirically and the junction with the theories used, in particular the assumptions of Edgar Morin, by complexity theory. The quantitative stage was effected through the statistical method, by means of factor analysis, which analysis showed identification results show that the innovations to the social, economic, organizational, political and market in the sample of producers and packing-houses of the production chain Brazilian apple defined for this investigation. The quantitative analysis deserves the presentation through descriptive statistics of the characterization of the samples, as well as the processes of innovation that each sample has implemented. A factor analysis of the presentation highlighted variables for each factor in the four samples (producers and packing houses of Santa Catarina and Rio Grande do Sul) individually and for the entire chain including the four samples. Through multiple regression analysis identified the perception of the impact of innovations for the entire production chain of Brazilian apples, including growers and packing houses in the states of Santa Catarina and Rio Grande do Sul.

A inovação exerce importância no negócio das empresas, compreende diferentes aspectos e contribui de formas diversas para o seu crescimento e desenvolvimento. Dentre os aspectos que podem ser levados em consideração para as inovações estão os aspectos internos relacionados com o contexto da organização e os aspectos externos que envolvem todo o ambiente em que a organização está inserida. Acredita-se que estes aspectos exercem influência tanto na decisão para o desenvolvimento das inovações quanto para a aplicação dos produtos ou processos de inovação no mercado. Este estudo teve como objetivo identificar como e porque as inovações emergem na cadeia produtiva da maçã brasileira e quais os resultados obtidos a partir das inovações implementadas nos segmentos produtores e packinghouses. Os procedimentos metodológicos empregados têm como estratégia de pesquisa o estudo de caso, o qual foi efetivado através das abordagens qualitativa e quantitativa de pesquisa. Em relação aos objetivos o estudo teve caráter exploratório, descritivo e explicativo. A etapa qualitativa foi executada através da pesquisa exploratória com especialistas da cadeia produtiva da maçã brasileira para identificar as inovações que foram implementadas e também para classificá-las de acordo com o encadeamento do anel tetralógico. Dentre os principais resultados obtidos ressalta-se a identificação dos aspectos que compuseram o framework e serviram de norteador para a realização da pesquisa qualitativa. Destaca-se também o encadeamento obtido entre os aspectos identificados de forma empírica e a junção com as teorias utilizadas, em especial os pressupostos de Edgar Morin, através da teoria da complexidade. A etapa quantitativa foi efetivada através do método estatístico, por meio da análise fatorial, cuja análise apresentou a identificação dos resultados que as inovações apresentam para os fatores sociais, econômicos, organizacionais, políticos e mercadológicos na amostra de produtores e packing-houses da cadeia produtiva da maçã brasileira definidas para esta investigação. Na análise quantitativa merece destaque a apresentação através de estatística descritiva da caracterização das amostras, bem como os processos de inovação que cada amostra tem implementado. A análise fatorial permitiu a apresentação das variáveis destacadas para cada fator nas quatro amostras (produtores e packing-houses de Santa Catariana e Rio Grande do Sul) individualmente e também para toda a cadeia incluindo as quatro amostras. Através da análise de regressão múltipla identificou-se a percepção sobre o impacto das inovações para toda cadeia produtiva da maçã brasileira, incluindo os produtores e packing-houses dos estados de Santa Catarina e Rio Grande do Sul. / Innovation plays importance in business enterprises, comprises different aspects and contributes in different ways to their growth and development. Among the aspects that can be considered for the innovations are the internal aspects related to the context of the organization and external aspects that involve the whole environment in which the organization operates. It is believed that these aspects influence both the decision for the development of innovations in the application for product or process innovation in the market. This study aimed to identify how and why innovations emerge in the productive chain of Brazilian apples and what the results obtained from the innovations implemented in the sectors producing and packing houses. The methodological procedures have employed as a research strategy case study, which was effected by means of qualitative and quantitative approaches to research. In relation to the objectives the study had an exploratory, descriptive and explanatory. The qualitative analysis was performed through exploratory research with experts in the productive chain of Brazilian apples to identify innovations that have been implemented and also to classify them according to the chain ring tetralogical. Among the main results emphasize the identification of aspects that compose the framework and provided a guideline for conducting qualitative research. Also noteworthy is the chain obtained among those identified empirically and the junction with the theories used, in particular the assumptions of Edgar Morin, by complexity theory. The quantitative stage was effected through the statistical method, by means of factor analysis, which analysis showed identification results show that the innovations to the social, economic, organizational, political and market in the sample of producers and packing-houses of the production chain Brazilian apple defined for this investigation. The quantitative analysis deserves the presentation through descriptive statistics of the characterization of the samples, as well as the processes of innovation that each sample has implemented. A factor analysis of the presentation highlighted variables for each factor in the four samples (producers and packing houses of Santa Catarina and Rio Grande do Sul) individually and for the entire chain including the four samples. Through multiple regression analysis identified the perception of the impact of innovations for the entire production chain of Brazilian apples, including growers and packing houses in the states of Santa Catarina and Rio Grande do Sul.

Submitted by Marcia Silva (marcia@latec.uff.br) on 2016-01-29T17:58:10Z No. of bitstreams: 1 dissert Carlo Bruzaferro Monti.pdf: 2502180 bytes, checksum: 678f8cd1b6f320299ab6fbb349aae510 (MD5) / Made available in DSpace on 2016-01-29T17:58:10Z (GMT). No. of bitstreams: 1 dissert Carlo Bruzaferro Monti.pdf: 2502180 bytes, checksum: 678f8cd1b6f320299ab6fbb349aae510 (MD5) Previous issue date: 2015-07-16 / O objetivo geral deste trabalho é analisar de que forma o desempenho da liderança e a importância dos seus papéis podem influenciar a promoção de atividades de inovação organizacionais. Para isso, esta pesquisa tem como objetivos específicos registrar qual a percepção dos gestores quanto à importância e o desempenho dos seus papéis, registrar quais tipos de atividades de inovação são promovidos pelos gestores sob a ótica de cada um dos seus papéis, analisar todas as variáveis de forma cruzada e criar um índice de coerência na promoção das atividades de inovação. A metodologia utilizada é um estudo de caso, com levantamento de informação feito por meio de questionário com perguntas fechadas. Foram feitas análises quanto aos tipos de atividades mais frequentes, aos tipos de atividades por cada papel do gestor, à importância de cada responsabilidade dos gestores, ao desempenho de cada responsabilidade dos gestores e ao desempenho em conjunto com a importância. Por fim, conclui-se que os gestores desta empresa não se comportam exatamente como esperado pela literatura. Este comportamento cria a oportunidade de se propor uma metodologia para que os gestores avaliem periodicamente suas responsabilidades e promovam as atividades de inovação necessárias de modo a maximizar sua coerência. / The aim of this study is to analyze how the performance of leadership and the importance of their roles can influence the promotion of organizational innovation activities. To do this, this research has the following specific objectives: registering the perception of managers on the importance and performance of their roles, record which types of innovation activities are promoted by managers from the perspective of each of their roles, analyze all the variables crosswise and create a consistency index in the promotion of innovation activities. The methodology used is a case study with information from survey through a questionnaire made of closed questions. Analyses were made for the most frequent types of activities, types of activities for each role of the manager, the importance of each one of manager’s responsibilities, the performance of each manager’s responsibilities and the performance together with the importance. Finally, it is concluded that managers of this company do not behave exactly as expected by literature. This behavior creates the opportunity to propose a methodology for managers periodically evaluate their responsibilities and promote the necessary innovation activities in order to maximize their coherence.

[EN] This doctoral thesis analyses human resources management evolution in organizations. That is, changes introduced throughout people management. The key objective is to analyze how organizations evolve and change over time by means of human capital. Recent years have demonstrated that levels of adjustment and change required by organizations in order to adapt to a changing environment, are increasingly high. One of the main drivers behind this organizational change, is the introduction of new programs and tools that help organizations to improve their business performance. This work is focused on the identification and analysis of such programs in the field of human resources management. In particular: what sort of HRM practices are implemented, in what sort of organization, at which point in time, and finally, in which order. Although there are numerous studies to date analyzing HRM practices, none of them introduce methodologies that consider order or time factor within the management process of HR. This is the reason why 'path dependence' and 'cladistics' approaches are introduced in this doctoral thesis. 'Path dependence' approach shows how certain management decision taken at a certain point of time, influence future decisions. This makes it all the more essential to press ahead with analysis of where we come from and which path we have followed before being designed the future strategy of the organization. According to this approach, throughout this doctoral thesis, cladistics is used as methodology for analyzing organizations from a different perspective of people management compared to the habitual viewpoints. Cladistics is a methodology that can be used in the decision-making process; moreover, it allows identifying the expected result of implementing certain bundles of HRM practices, taking also into account HRM practices already implemented. It considers therefore, also prior organization history. This methodology, for the analysis and classification, has been commonly used in the field of biology for many years. Throughout this doctoral thesis, the transference of this methodology to HRM is shown. Biologist use Cladistics in order to build evolutionary maps termed as cladograms. Cladograms are graphic representations of animal species evolution. This methodology has already been used in fields other than biology, such as linguistics or astronomy among others. In management, it has not yet been developed sufficiently; in particular, the most relevant examples in this field are in operations management area. The purpose of this work is to extrapolate the basics of Cladistics to HRM field. In doing so, HRM practices have been analyzed, such as personnel selection, rewards systems, appraisal systems, training, etc¿ The bundle of HRM practices that certain organization has been implemented at certain point of time will determine what kind of organization is. Thus, a evolutionary map is built. It can be use as a benchmarking tool in order to analyze what sort of HRM practices has been implemented by competitors, haw far they have gone, and in what sort of organization have become. In this work, a simple example of evolution in time of Spanish manufacturing companies is shown. The organization growth in size (number of employees) has been considered as evolutionary factor. This is due to the fact that, as number of employees increase, HRM programs have to be different. Furthermore, a preliminary application of Cladistics is offered in hospitality sector. / [ES] La presente tesis estudia la evolución del sistema de gestión de recursos humanos en las organizaciones. Es decir, cambios introducidos a través de la gestión de personas. El objetivo principal de la tesis es analizar cómo las empresas van evolucionando y cambiando en el tiempo a través del capital humano. En los últimos años se ha demostrado que los niveles de adaptación y cambio que requieren las organizaciones para adaptarse a su entorno cambiante, son cada vez más elevados. Uno de los motores que facilitan este cambio organizacional, es la introducción de nuevos programas de gestión y herramientas que ayuden a las organizaciones a mejorar sus resultados empresariales. Este trabajo se centra en la identificación y análisis de estos programas en el ámbito de la gestión de RRHH. En particular: qué prácticas de RRHH se implementan, en qué tipo de empresas, en qué momento y, por último, en qué orden. Aunque ya existen numerosos estudios que analizan las prácticas de RRHH, hasta el momento, no existen herramientas que introduzcan el factor orden o tiempo en este proceso gestión de RRHH. Ésta es la causa por en esta tesis se utilizan los enfoques de 'path dependence' y 'cladistics'. El concepto de 'Path dependence', muestra cómo las decisiones de gestión que son tomadas en un momento determinado, influyen en las decisiones futuras. Este hecho hace que, antes de diseñar la estrategia a seguir en el futuro, se haya de analizar de dónde venimos y que camino se ha seguido para llegar hasta aquí. Bajo este enfoque, a lo largo de esta tesis, se utiliza la cladística como metodología de análisis de las organizaciones desde una perspectiva de gestión de personas diferente a las habituales en este ámbito. La Cladistica es una metodología que puede ser empleada como herramienta de toma de decisiones, y que permite identificar qué resultado se obtendría tras implantar un conjunto determinado de prácticas de gestión de RRHH, en función de las que ya se han implantado previamente (y por tanto de la historia previa de la organización). Esta metodología de análisis y clasificación ha sido comúnmente empleada en el ámbito de la biología y a lo largo de la presente tesis, se muestra cómo puede transferirse a la gestión de RRHH. Los biólogos, emplean la Cladística para la construcción de mapas evolutivos denominados cladogramas. Éstos son representaciones gráficas de la evolución de las especies animales. Si bien esta metodología se ha empleado ya en otros ámbitos diferentes a la biología, tales como la lingüística o la astronomía entre otros; en el área de management se ha desarrollado poco aún estando enmarcados los ejemplos más relevantes en el área de la gestión de operaciones. En este trabajo se extrapolan los conceptos básicos de la Cladistica al área de la gestión de recursos humanos. Para ello se estudian las prácticas de recursos humanos, tales como la selección de personal, sistemas de retribución, sistemas de evaluación, formación, etc¿ El tipo de prácticas de RRHH que ha seguido una determinada organización a lo largo del tiempo, es lo que determinará a qué tipo de organización pertenecen. Así, se construye un mapa evolutivo que puede emplearse como herramienta de benchmarking para ver qué practicas han implementado otros, dónde han llegado con ello y en qué tipo de organización se han convertido. En esta tesis se muestra un ejemplo sencillo de evolución en el tiempo de empresas en el sector manufacturero español, considerando como factor evolutivo el crecimiento en tamaño de organización (número de empleados). Entendiendo que, a medida que se incrementa el número de empleados, los programas de gestión de personas han de ser diferentes. Así mismo, se presenta una aplicación preliminar de la Cladistica al sector hospitality. / [CAT] Aquesta tesi estudia l'evolució del sistema de gestió de recursos humans a les organitzacions. És a dir, els canvis realitzats a través de la gestió de persones. L'objectiu principal de la tesi és analitzar com les empreses estan evolucionant i canviant en el temps a través de la capital humà. En els darrers anys s'ha demostrat que els nivells d'adaptació i canvi que requereixen les organitzacions a adaptar-se al seu entorn canviant, són cada cop més elevats. Un dels motors que facilita aquest canvi organitzacional és la introducció de nous programes de gestió i ferramentes que ajuden les organitzacions a millorar els seus resultats de negoci. Aquest treball es centra en la identificació i anàlisi d'aquests programes en l'àmbit de gestió de recursos humans. En particular: quines pràctiques RRHH estan implementades, a quin tipus d'empreses, quan i, finalment, en quin ordre. Encara que hi ha nombrosos estudis que analitzen les pràctiques RRHH, fins ara, no hi ha cap ferramenta que introdueixen el factor ordre o temps en aquest procés de gestió de recursos humans. Aquesta és la raó per la cual s'utilitzen en aquesta tesi els enfocaments de "dependència del camí' i 'cladística'. El concepte de "Path dependence", mostra com les decisions de gestió que es prenen en un moment donat, influencien les decisions futures. Això significa que, abans de dissenyar l'estratègia a seguir en el futur, cal analitzar d'on venim així com el camí que s'ha seguit per arribar fins ací. Davall este enfocament, al llarg d'esta tesi, s'utilitza la cladística com a metodologia d'anàlisi de les organitzacions des d'una perspectiva de gestió de persones diferent de les habituals en este àmbit. La Cladistica és una metodologia que pot ser empleada com a ferramenta de presa de decisions, i que permet identificar què resultat s'obtindria després d'implantar un conjunt determinat de pràctiques de gestió de RRHH, en funció de què ja s'han implantat prèviament (i per tant de la història prèvia de l'organització). Esta metodologia d'anàlisi i classificació ha sigut comunament empleada en l'àmbit de la biologia i al llarg de la present tesi, es mostra com pot transferir-se a la gestió de RRHH. Els biòlegs, usen la Cladística per a la construcció de mapes evolutius denominats cladogramas. Aquests són representacions gràfiques de l'evolució d'spècies animals. Si bé esta metodologia s'ha utilitzat ja en altres àmbits diferents de la biologia, com ara la lingüística o l'astronomia entre altres; en l'àrea de management s'ha desenvolupat poc encara, estant emmarcats els exemples més rellevants en l'àrea de la gestió d'operacions. En aquest treball s'extrapolen els conceptes bàsics de la Cladistica a l'àrea de la gestió de recursos humans. Per a això s'estudien les pràctiques de recursos humans, com ara la selecció de personal, sistemes de retribució, sistemes d'avaluació, formació, etc... Les pràctiques de recursos humans que ha seguit una organització particular al llarg del temps, és el que determinarà a quin tipus d'organització pertanyen. Així, es construïx un mapa evolutiu que es pot utilitzar com a ferramenta de benchmarking per a veure què practiques ha implementat la competnecia, a on han arribat amb això, i en quin tipus d'organització s'han convertit. A aquesta tesi es mostra un exemple senzill d'evolució en el temps d'empreses en el sector manufacturer espanyol, considerant com a factor evolutiu el creixement en grandària de l'organització (nombre d'empleats) . Entenent que, a mesura que s'incrementa el nombre d'empleats, els programes de gestió de persones han de ser diferents. Així mateix, es presenta una aplicació preliminar de la Cladistica al sector hospitality. / Perelló Marín, MR. (2015). Study of evolution in human resources management programs in organizations. Application of "Path Dependence" and "Cladistics" [Tesis doctoral no publicada]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/54110 / TESIS

Depuis la première révolution industrielle, « l'innovation » a été mentionnée à de nombreuses reprises. Ce terme a souvent été associé à « l'innovation technologique ». Récemment, un nouveau type d’innovation, l’innovation managériale, ainsi que son processus d’adoption sont au coeur de l’attention. Dans de nombreuses études sur les innovations organisationnelles, l'innovation technologique reste un sujet dominant et il convient de sortir des limites des études d'innovation technologique. Récemment, des thèmes diversifiés sur les innovations managériales ont été étudiés, montrant l’attrait particulier des innovations managériales pour les chercheurs dans ce domaine. Les chercheurs dans ce domaine ont exploré avec soin les processus de l'innovation managériale, en particulier la génération, la diffusion et l'adoption (avec ou sans adaptation) de l'innovation managériale. Cependant, les études sur l'adoption de l'innovation managériale semblent être négligées. En outre, l'adaptation mutuelle entre les innovations managériale et les organisations adoptantes doit également être étudiée. De manière plus concrète, il est essentiel d’étudier la tension qui peut apparaître lors de l’introduction d’une innovation managériale dans une organisation ainsi que de la pression mutuelle entre l’innovation managériale et l’organisation lors du processus d’adoption. Néanmoins, les études empiriques sur cette question restent encore insuffisantes. Par conséquent, nous nous concentrons sur les processus d'adoption d'une innovation managériale et les tensions entre cette innovation managériale et son organisation d'accueil pendant le processus d'adoption. Chaque innovation managériale comprend une philosophie de gestion alors que chaque organisation concerne certaines représentations. Par conséquent, les tensions potentielles pendant le processus d'adoption peuvent être considérées comme l'harmonie imparfaite entre la philosophie de l'innovation managériale et les représentations dominantes au sein de l'organisation « hôte ». À partir de cela, trois sous-questions importantes se dégagent : (1) comment identifier la philosophie d'innovation managériale et les représentations organisationnelles, (2) comment expliquer leurs accords / désaccords de valeurs pendant le processus d'adoption et (3) comment éviter les désaccords potentiels qui pourraient interrompre ce processus. / Since the first industrial revolution, “innovation” has been mentioned in numerous occasions. This term has often been associated with "technological innovation". Recently, a new type of innovation, management innovation, and its adoption process have been at the heart of attention. In numerous studies on organizational innovations, technological innovation is still a dominant subject and there is a need to go outside the limit of technological innovation studies. Diversified topics on management innovations have been studied, showing a particular attraction of this subject for scholars in this field. Management innovation processes have carefully been explored, in particular the generation, diffusion and adoption processes (with or without adaptation). However, the studies on management innovation adoption seem to be neglected. In addition, the mutual adaptation between management innovations and adopting organizations also need to be studied. In a more concrete way, it is essential to study the tension that can appear when introducing a management innovation into an organization as well as the mutual pressure between them during the adoption process. Nonetheless, the empirical studies on this issue still remain deficient. Consequently, we focus on the adoption processes of a management innovation and the tensions between this management innovation and its adopting organization during the adoption process. Every management innovation comprises a management philosophy while every organization pertains to certain representations. Consequently, the potential tensions during the adoption process can be viewed as the imperfect harmony between the management innovation philosophy and the dominant representations within the “host” organization. Hence, three important sub-questions emerge: (1) how to identify the management innovation philosophy and the organizational representations, (2) how to explain their agreements/disagreements of values during the adoption process and (3) how to avoid potential disagreements that can interrupt this process.

Submitted by Marcia Silva (marcia@latec.uff.br) on 2015-12-11T17:16:59Z No. of bitstreams: 1 dissert Carlo Bruzaferro Monti.pdf: 2502180 bytes, checksum: 678f8cd1b6f320299ab6fbb349aae510 (MD5) / Made available in DSpace on 2015-12-11T17:16:59Z (GMT). No. of bitstreams: 1 dissert Carlo Bruzaferro Monti.pdf: 2502180 bytes, checksum: 678f8cd1b6f320299ab6fbb349aae510 (MD5) Previous issue date: 2015 / O objetivo geral deste trabalho é analisar de que forma o desempenho da liderança e a importância dos seus papéis podem influenciar a promoção de atividades de inovação organizacionais. Para isso, esta pesquisa tem como objetivos específicos registrar qual a percepção dos gestores quanto à importância e o desempenho dos seus papéis, registrar quais tipos de atividades de inovação são promovidos pelos gestores sob a ótica de cada um dos seus papéis, analisar todas as variáveis de forma cruzada e criar um índice de coerência na promoção das atividades de inovação. A metodologia utilizada é um estudo de caso, com levantamento de informação feito por meio de questionário com perguntas fechadas. Foram feitas análises quanto aos tipos de atividades mais frequentes, aos tipos de atividades por cada papel do gestor, à importância de cada responsabilidade dos gestores, ao desempenho de cada responsabilidade dos gestores e ao desempenho em conjunto com a importância. Por fim, conclui-se que os gestores desta empresa não se comportam exatamente como esperado pela literatura. Este comportamento cria a oportunidade de se propor uma metodologia para que os gestores avaliem periodicamente suas responsabilidades e promovam as atividades de inovação necessárias de modo a maximizar sua coerência. / The aim of this study is to analyze how the performance of leadership and the importance of their roles can influence the promotion of organizational innovation activities. To do this, this research has the following specific objectives: registering the perception of managers on the importance and performance of their roles, record which types of innovation activities are promoted by managers from the perspective of each of their roles, analyze all the variables crosswise and create a consistency index in the promotion of innovation activities. The methodology used is a case study with information from survey through a questionnaire made of closed questions. Analyses were made for the most frequent types of activities, types of activities for each role of the manager, the importance of each one of manager’s responsibilities, the performance of each manager’s responsibilities and the performance together with the importance. Finally, it is concluded that managers of this company do not behave exactly as expected by literature. This behavior creates the opportunity to propose a methodology for managers periodically evaluate their responsibilities and promote the necessary innovation activities in order to maximize their coherence.

Auf der Suche nach der Basis von Innovationen rücken zunehmend Lernprozesse in den Vordergrund. Dies führt zu einer Verknüpfung von technologischen Entwicklungen mit Konzepten der Personal-, Organisations- und Kompetenzentwicklung. Dabei wird Bildung gern als Nebenprodukt, Voraussetzung oder Konsequenz technischer, ökonomischer oder sozialer Innovationen behandelt. Im Rahmen der vorliegenden Arbeit wird das Ineinandergreifen von Innovations- und Bildungsaktivitäten thematisiert und zur übergreifenden Fragestellung: Wie, wann und warum unterstützen organisationale Bildungsaktivitäten das Hervorbringen von Innovationen? Zur Beantwortung der Forschungsfragen wird einer explorativen Forschungsstrategie sowie einer qualitativen Forschungsmethodologie gefolgt. Im Rahmen einer Fallstudie wurden sieben Organisationen untersucht. Durch die Analyse der empirischen Daten konnte das soziale Agieren aufgedeckt sowie eine Tiefenstruktur erarbeitet werden. Die Erkenntnisse führen zur Konstruktion einer Innovationsdidaktik, die eingehend beschrieben wird und mit Implikationen für den Innovationsalltag verknüpft ist. / In the search for the basis of innovation, learning processes increasingly emerge in the foreground. This leads to a linkage of technological developments with concepts of personnel, organisational and competence development. Education is often treated as a co-product, prerequisite or consequence of technical, economic or social innovations. Within the present work, the linkage of innovation and education practices is addressed and the general question is: How, when and why do organisational education activities support the production of innovations? To answer the research questions, an explorative research strategy and a qualitative research methodology will be used. Within the framework of a case study, seven organisations were examined. Through the analysis of the empirical data, social action was uncovered and a depth structure was elaborated. The findings lead to the construction of an innovation didactic, which is described in detail and linked with implications for everyday innovation life.