A significant number of engineers move into management positions, their numbers increasing with their length of service. However, engineers are not considered to be effective managers and are generally considered inadequate in soft skills. Given the centrality of engineers and management, understanding this transition is essential in order to develop strategies for managing. This research is an exploratory field-based study of the transition of professional engineers into management roles (engineer-managers) in Australia, from the perspective of the individual engineer. The study investigates the attitudes of engineers towards such areas as engineering education, towards managerial transition, status, organizational support systems, and strategies for managing transition, and examines their influence on the process of transition. Importantly, this research examines the influence of factors such as job nature, management qualifications, age, employing organizations, and other variables on their attitudes, and studies the differences between various subgroups of engineers. This research is based on the results of a case study and a questionnaire survey. An important outcome of this research is the focus on the process of engineering education. This research concludes that different emphases in the process of teaching and learning would contribute, in the long run, to engineers developing soft skills, and so make their transition into management easier. The study found that electrical engineers are more proactive than civil or mechanical engineers and that it is necessary to develop different strategies for different groups of engineers. The study observed that the higher the status of professional engineers within an organization, the greater was the likelihood of success. Supporting the anecdotal evidence from the case study, it is noted that the more engineers there are in management positions, the better the perception of senior management about their capabilities. This study found that management education for engineers has a strong influence, both in terms of their acquiring managerial skills as well as enhancing their status within their organization. Experiential learning, though, is the most common method by which engineers acquire managerial skills. The study also found that this is the least-managed strategy in Australian organizations; learning is left entirely to the individual. For engineers to be able to take advantage of experiential learning, better management is necessary / Doctor of Philosophy (PhD)

Academic institutions face countless pressures within a context of ongoing globalization, societal change, and increased accountability measures. The use of organizational culture assessment can assist organizations to understand their current culture and, consequently, to inform strategies for change management. This study examined the perceptions held by administrators at four Ontario colleges with above average Student Satisfaction (KPI) about their institution’s current and preferred organizational culture and their own management competencies. A descriptive research method was employed using a modified version of Cameron and Quinn’s (2006) Organizational Culture Assessment Instrument (OCAI) and Management Skills Assessment Instrument (MSAI). Different culture types were found in the current state at the four colleges. Two colleges exhibited a dominant Market or ‘competing’ type culture, one a dominant Hierarchy or ‘controlling’ type culture and, one a dominant Clan or ‘collaborative’ type culture. Evidence of strength and congruence of organizational culture was found at some of the four colleges. Results from all colleges combined exhibited meaningful influence of both Clan and Hierarchy type cultures. Dominant culture type differed by gender and number of years’ experience in the job. Administrators at all four of the colleges reported use of Clan type management skills (i.e., Managing Teams, Interpersonal Relations, and Development of Others) most frequently. This was followed by Adhocracy, Hierarchy and Market type skills. Three colleges ranked Managing Competitiveness as their lowest. OCAI dominant culture type differed from MSAI dominance at three of the colleges and one exhibited the same Clan type OCAI and MSAI. Desire in the preferred state to increase collaboration was evident with dominant Clan type culture and focus on flexibility. Focus was split equally with two internal and two external, and culture strength was found at two colleges. Consistency exists between preferred dominant culture type and management skills of administrators, suggesting administrators’ skills at each of the colleges are aligned with where they desire their college’s organizational culture to be heading. This study identifies implications for leadership of college culture linked to effective performance. The results build on existing evidence that dominant type, strength and/or congruence of culture is linked with performance effectiveness.

Academic institutions face countless pressures within a context of ongoing globalization, societal change, and increased accountability measures. The use of organizational culture assessment can assist organizations to understand their current culture and, consequently, to inform strategies for change management. This study examined the perceptions held by administrators at four Ontario colleges with above average Student Satisfaction (KPI) about their institution’s current and preferred organizational culture and their own management competencies. A descriptive research method was employed using a modified version of Cameron and Quinn’s (2006) Organizational Culture Assessment Instrument (OCAI) and Management Skills Assessment Instrument (MSAI). Different culture types were found in the current state at the four colleges. Two colleges exhibited a dominant Market or ‘competing’ type culture, one a dominant Hierarchy or ‘controlling’ type culture and, one a dominant Clan or ‘collaborative’ type culture. Evidence of strength and congruence of organizational culture was found at some of the four colleges. Results from all colleges combined exhibited meaningful influence of both Clan and Hierarchy type cultures. Dominant culture type differed by gender and number of years’ experience in the job. Administrators at all four of the colleges reported use of Clan type management skills (i.e., Managing Teams, Interpersonal Relations, and Development of Others) most frequently. This was followed by Adhocracy, Hierarchy and Market type skills. Three colleges ranked Managing Competitiveness as their lowest. OCAI dominant culture type differed from MSAI dominance at three of the colleges and one exhibited the same Clan type OCAI and MSAI. Desire in the preferred state to increase collaboration was evident with dominant Clan type culture and focus on flexibility. Focus was split equally with two internal and two external, and culture strength was found at two colleges. Consistency exists between preferred dominant culture type and management skills of administrators, suggesting administrators’ skills at each of the colleges are aligned with where they desire their college’s organizational culture to be heading. This study identifies implications for leadership of college culture linked to effective performance. The results build on existing evidence that dominant type, strength and/or congruence of culture is linked with performance effectiveness.

As many of the founding full-time community college faculty began to retire, colleges across the nation intensified their full-time faculty recruitment and retention efforts. They began to replace the retiring full-time faculty with the new generation faculty cohort. The purpose of this study was to understand the role that a comprehensive orientation program played in the socialization process of new community college faculty. Additionally, the study examined the choice of orientation tactics used to socialize the new faculty. Relying on the reported socialization experiences of seven full-time faculty members from six of the seven colleges that comprised a community college district, the study explored how an orientation program facilitated their adjustment process. Finally, the researcher sought to identify ways to improve full-time community college faculty socialization experience. Most of the faculty in this study, although having no specific training to teach at the community college, were able to build relationships outside their individual colleges, acquired new skills, and gained access to valuable district resources, as a result of their participation in a yearlong comprehensive orientation program. Three significant findings resulted from this study. The first major significant finding of this study was that the incorporation of a social apparatus, such as the “retreat” into an orientation program, facilitated group cohesion and identity among the new faculty. The social structure of the retreat provided new faculty with an opportunity to connect with one another at an emotional level. They were able to expand their social networks beyond their immediate colleges. A second significant finding was that faculty became more confident and comfortable in their teaching roles as a result of the skills they acquired following their completion of the comprehensive orientation program. The monthly sessions, which were held every 4th Friday provided the faculty the opportunity to acquire and develop new skills to effectively discharge their responsibilities. The third major finding of this study was that because faculty had access to district resources, to develop their skills, they became more closely tied to their institutions. Finally, recommendations are made to improve new faculty socialization experience during their adjustment process. / text

Karriärkompetens spelar en central roll i hur livslång vägledning ska hjälpa människor att hantera sin karriär i en snabbt föränderlig tillvaro och kan ses som en trend i politiken både inom EU och i Sverige. Syftet är att utifrån ett lärandeperspektiv undersöka hur studie- och yrkesvägledare kan bedriva karriärvägledning inom stöd- och matchning hos kompletterande aktörer till Arbetsförmedlingen. Våra frågeställningar handlar om karriärlärande och karriärkompetens utifrån de villkor som finns inom stöd- och matchning och hur den vägledningen kan förstås utifrån ett lärandeperspektiv. Genom sex stycken kvalitativa intervjuer med yrkesverksamma studie- och yrkesvägledare visade resultatet att de i sin profession tvingas förhålla sig till olika villkor såsom begränsat med tid och en ofrivillighet för de arbetssökande, men att de utvecklat strategier och använder metoder som syftar till att ge den arbetssökande kunskaper att hantera sin karriär både på kort sikt och i ett livslångt perspektiv.

Idén bakom studien är sprungen ur tanken att hitta en aktivitet för studie- och yrkesvägledare där man i den vida vägledningen ges möjlighet att både arbeta med kunskap och värdegrundande arbete; skolans dubbla uppdrag. Det deliberativa samtalet blev den aktiviteten som kom att testas i denna studie och också det som blev syftet med studien. Vad jag ville undersöka var om elever upplever effekter i form av ökade kunskaper och ökad medvetenhet kring begränsningsfaktorn kön, vilket kan leda till ökad valkompetens och perspektivvidgning. Studien genomfördes som ett fältexperiment med en experimentgrupp och en kontrollgrupp där deliberativa samtal var den nyckelvariabel som testades. Genom ett kunskapsprov samt genom semistrukturerad intervju i en fokusgrupp har empiri samlats in och analyserats. Således begagnar sig studien både av kvalitativ samt kvantitativ ansats. Resultaten visar att deliberativa samtal är en gångbar pedagogisk metod att använda sig av i den vida vägledningen, främst kopplat till medvetandegörandet hos elever gällande rådande strukturella förhållanden vid val till gymnasiet. Detta eftersom elevernas perspektiv vidgas. Metoden har viss positiv inverkan på elevers självkännedom, vilket påverkar valkompetensen i positiv bemärkelse. Gällande ökande kunskaper är metoden inte sämre än andra pedagogiska metoder och för vissa till och med bättre. / The idea behind the study has sprung from the thought of finding an activity for career counselors, where you in school based guidance is provided with the opportunity to work with knowledge and value-based work; school's dual assignment. The deliberative conversation became the activity that was being tested in this study and also what became the purpose of the study. What I wanted to investigate was whether students experience effects in terms of increased knowledge and increased awareness about the gender as limitation factor, which could lead to increased career management skills and perspective enlargement. The study was conducted as a field experiment with an experimental group and a control group where deliberative conversations were the key variables that were tested. Through a knowledge test and through semistructured interviews in a focus group, empirics have been collected and analyzed. Thus, the study uses both qualitative and quantitative approaches. The results show that deliberative conversations are a viable educational method to use in school based guidance, primarily linked to make pupils aware of current structural conditions regarding their choice of further education. This is because the students' perspective is widened. The method has a certain positive impact on pupils' self-knowledge, which influences career management skills in a positive sense. Existing increasing knowledge, the method is not worse than other educational methods and for some even better.

O papel dos profissionais que atuam com Tecnologia da Informação (TI) nas organizações tem passado por diversas transformações e os Gestores de TI que atuavam especificamente em questões táticas e operacionais nas áreas mais técnicas, passaram também a ser envolvidos em decisões estratégicas envolvendo a TI. Assim, durante esta transformação os profissionais de TI deixaram os CPDs e passaram a estar mais presentes e próximos a outros setores da organização, com por exemplo a área de negócio. Em 2006, Lee e Lee, mapearam as competências para os Gestores de TI como sendo Técnica, Negócio e Sistema e no mesmo ano Wu et al. (2006), identificaram a competência estratégica como parte das atividades críticas do Gestor de TI. O CIO (Chief Information Officer) é o nome dado atualmente ao responsável pela tecnologia da informação numa organização e suas competências essenciais foram mapeadas nos estudos de Vreuls (2009) e Vreuls e Joia (2012) como sendo: Visão de negócio, Suporte ao negócio, Capacidade de influenciar a organização, Capacidade técnica, Networking externo, Gestão da operação de TI e Visão inovadora. Assim, a partir da evolução das competências dos Gestores de TI, a pesquisa analisou, através de um estudo de caso, como as competências dos Gestores de TI se aproximam das competências do CIO. Além de tomar por base os estudos de Lee e Lee (2006), Wu et al. (2006) e Vreuls (2009), também foi realizada uma análise comparativa com o modelo clássico de Katz (1974) Com a escolha destes modelos teóricos foi realizado um estudo comparativo entre a evolução dos estudos sobre competências gerenciais em diversos níveis. Os dados primários foram coletados por meio de entrevistas semiestruturadas e observação participante e os dados secundários foram obtidos através de fontes documentais do caso estudado. A análise dos dados foi realizada através da análise de conteúdo. Os resultados deste estudo indicam que as competências dos Gestores de TI se aproximam de três das sete competências do CIO e que apesar de estarem nos níveis táticos ou operacionais tem uma participação na área estratégica, o que implica no desenvolvimento dos Gestores de TI e também podem servir como um guia para atração e retenção de talentos na gestão de TI. / The role of Information Technology (IT) professionals in organizations has undergone many transformations, and IT Managers who have been specifically involved in tactical and operational issues in more technical areas have also become involved in strategic decisions involving IT. Thus, during this transformation IT professionals left the CPDs and became more present and close to other sectors of the organization, for example the business area. In 2006, Lee and Lee mapped the competencies for IT Managers as Technical, Business and System and in the same year Wu et al. (2006) identified the Strategic competence as part of the IT Manager's critical activities. The CIO (Chief Information Officer) is the current name given to the head of information technology in an organization and its core competencies have been mapped in the studies of Vreuls (2009) and Vreuls and Joia (2012) as: Business vision, Business support, Ability to influence the organization, Technical capacity, External networking, IT operation management and Innovative vision. Thus, from the evolution of the competences of the IT Managers, the present study analyzed through a case study how the competences of the IT Managers approach the competencies of the CIO In addition to Lee and Lee (2006), Wu et al. Al (2006) and Vreuls (2009), a comparative analysis was also carried out with the classic Katz model (1974). With the choice of these theoretical models, a comparative study was carried out between the evolution of the studies on managerial competences at several levels. The primary data were collected through semi-structured interviews and participant observation, and the secondary data were obtained through documentary sources of the case studied. Data analysis was performed through content analysis. The results of this study indicate that the competencies of IT Managers approach three of the CIO's seven competencies and that although they are at tactical or operational levels, they have a participation in the strategic area, which implies the development of IT Managers and can also serve as a guide for attracting and retaining talent in IT management.

Este trabalho tem o objetivo de analisar nas trajetórias profissionais – as experiências e as formações continuadas, mais especificadamente, os caminhos trilhados por bibliotecários em cargos de gestores de bibliotecas na UFRGS. Com o intuito de atender a esse objetivo, são caracterizados o perfil sócio-profissional e as políticas de carreira e desenvolvimento dos bibliotecários da UFRGS, identificados os caminhos trilhados nas experiências profissionais dos bibliotecários no exercício da gestão e verificados os percursos de formações continuadas realizadas pelos bibliotecários gestores, e se identificaram contribuições para o exercício das atividades pertinentes ao cargo. Contextualiza a instituição e os sujeitos da pesquisa. Apresenta conceitos referentes a trajetórias profissionais (FRANZOI, 2006), (DUBAR, 2005), competências (BRANDÃO; BORGES-ANDRADE, 2007), (FLEURY; FLEURY, 2001) e competências gerenciais (MINTZBERG 1973 apud ROBBINS, c2000), (FAGUNDES; SEMINOTTI, 2009) especialmente de bibliotecários (VALENTIM, 2002), (MACIEL; MENDONÇA, 2006) A pesquisa tem caráter descritivo com abordagem qualitativa e quantitativa e estudo de caso como método adotado. Como técnica de coleta de dados utilizou-se a base dados da UFRGS, documentos, currículo lattes e entrevistas com bibliotecárias-chefe submetidas à análise de conteúdo. Como resultados, percebeu-se que há uma valorização do Mestrado para exercer a chefia. As bibliotecárias construíram sua carreira trazendo a bagagem de conhecimentos e experiências profissionais anteriores, agregando os conhecimentos de Biblioteconomia e das formações continuadas. As lacunas que percebem no currículo, especialmente em gestão e gestão de pessoas e as contribuições voltadas à parte técnica da profissão. Revelam também quais características são necessárias ao bibliotecário-chefe para o bom exercício da gestão e por isso justifica a busca pela formação continuada a fim de suprir as falhas detectadas na formação, seja por cursos de qualificação, seja por cursos de capacitação oferecidos pela própria Universidade.As gestoras têm expectativas à continuação ou não dos estudos. Como sugestões, a revisão do currículo da Graduação e o oferecimento de cursos de extensão e de pósgraduação, latu e strictu sensu na área de Biblioteconomia e Ciência da Informação pela UFRGS a fim de que as bibliotecárias possam se aperfeiçoar na carreira sem terem que se deslocar do seu estado de origem ou ter que cursar áreas afins. Outra sugestão é a criação de um programa de desenvolvimento de gestores dentro da Universidade. / This work has the objective of analyzing,within professional careers, the continuing experiences and graduations, more specifically the paths tracked by librarians in positions of management of libraries at UFRGS (Universidade Federal do Rio Grande do Sul). In order to meet this objective, the socio-professional profileand career politics and development policies of UFRGS librarians are characterized, the paths taken by active manager librarians are identified, while is verified the continuing education graduation taken by manager librarians, and contributions were identified for the exercise of activities relevant to the position. Contextualizes the institution and the subjects of the research. It presents concepts related to professional trajectories (FRANZOI, 2006), (DUBAR, 2005), competencies (BRANDÃO; BORGES-ANDRADE, 2007), (FLEURY; FLEURY, 2001) and managerial competencies (MINTZBERG 1973 apud ROBBINS, c2000), (FAGUNDES; SEMINOTTI, 2009), especially of librarians (VALENTIM, 2002), (MACIEL; MENDONÇA, 2006). The research has a descriptive character with a qualitative and quantitative approach and case study as the method adopted. As data collection technique, UFRGS database, documents, curriculum lattes and interviews with chief librarians were used to analyze the content. As results, it has been noted that there is a valorization of the Master's to exercise leadership positions. The librarians in focus have built up their careers by bringing a wealth of knowledge and a load of previous experiences, bringing together the knowledge of Library Science and continuing education. The gaps that they perceive in the curriculum, especially in management and management of people as well as the contributions towards the technical side of the profession. They reveal also the characteristics that are necessary to be a chief librarian, for the good exercise of management and for that reason justifies the search for a continued education in order toovercomethe failures detected in the formation, either through qualification courses or by training courses offered by the University itself. As managers, they have expectations regarding the continuation or not of their education. As a suggestion, points to the review of the Undergraduate curriculum and the offer of extension and postgraduate courses, latu and strictusensu in the area of Librarian Studies and Information Sciences from UFRGS, so that the librarians can improve their careers without having to go out of their residential regions or to be forced to study just related courses. Another suggestion is the creation of a manager development program within the University.

Fundação de Amparo à Pesquisa do Estado do Rio de Janeiro / Neste estudo foram verificadas as implicações da gestão por competências nos comportamentos de cidadania organizacional (CCO) e no comprometimento organizacional. Buscamos verificar até que ponto os modelos de gestão de pessoas baseados em competências podem influenciar positiva ou negativamente os CCO e o comprometimento, ou seja, até que ponto estas práticas funcionam como um elemento que estimula ou auxilia na desintegração, reduzindo a adoção dos comportamentos de cidadania organizacional e também o comprometimento com a organização. A pesquisa foi realizada em uma organização multinacional fabricante de produtos óticos, que utiliza os modelos de gestão baseados em competências para seleção, avaliação e remuneração variável de seus funcionários há três anos. Para investigação do comprometimento organizacional adotamos como referencial o Modelo de Três Componentes de Meyer e Allen. Para a investigação dos comportamentos de cidadania organizacional utilizamos como referência as quatro dimensões encontradas a partir dos estudos de Armênio Rego e seus colaboradores. A metodologia adotada combinou métodos quantitativos e qualitativos. Nos levantamentos quantitativos usamos a escala para mensurar o comprometimento desenvolvida por Meyer Allen e Smith, traduzida e validada para o contexto brasileiro por Medeiros, e a escala de comportamentos de cidadania organizacional desenvolvida por Armênio Rego e colaboradores. Os resultados alcançados indicam que a população estudada apresenta um grau satisfatório de comprometimento global, com maior presença da dimensão afetiva. Com relação aos CCO, os mesmos também encontram-se presentes em um grau adequado nesta amostra com maior destaque nas dimensões harmonia interpessoal e iniciativa. Dentre as conclusões obtidas a partir do estudo, destacamos que os resultados indicam a existência de variáveis organizacionais que parecem estar contribuindo para neutralizar a competição e o individualimo, por vezes potencializado pelas práticas de gestão baseadas em competências. / In this study were verified the implications of the management by competence on the organizational citizenship behaviour (OCB) and in the organizational commitment. We sought to verify up to what extend the models of personnel management based on competence may influence the OCB and the commitment negatively or positively, which means to what extend do these practices work as an element that stimulates or aids on the disintegration reducing the adoption of the organizational citizenship behaviour and also the commitment with the organization. The research was carried out in a multinational organization that manufactures optical products, which uses the model based on competences for selection, evaluation and variable salary of its employees for the last three years. For the investigation of the organizational commitment, we adopted the three-component model of Meyer and Allen as a reference. For the investigation of the organizational citizenship behaviour , we used the four dimensions found in the studies of Armenio Rego and his collaborators. The methodology adopted combined quantitative and qualitative methods. In the qualitative research we used the scale to measure the commitment developed by Meyer, Allen and Smith, translated and validated to the Brazilian context by Medeiros and the scale of organizational citizenship behaviour developed by Armenio Rego and his collaborators. The results reached indicated that the population investigated show a satisfactory degree of global commitment, with a bigger presence of the affectionate dimension. As for the OCBs, they are also present in an appropriate level in this sample focusing more on the dimensions of interpersonal harmony and initiative. Among the conclusions resulted from the studies, we emphasize that the results indicate the existence of organizational variables, which seem to account for the neutralization of competition and individualism sometimes intensified by the management practices based on competences.

Fundação de Amparo à Pesquisa do Estado do Rio de Janeiro / Neste estudo foram verificadas as implicações da gestão por competências nos comportamentos de cidadania organizacional (CCO) e no comprometimento organizacional. Buscamos verificar até que ponto os modelos de gestão de pessoas baseados em competências podem influenciar positiva ou negativamente os CCO e o comprometimento, ou seja, até que ponto estas práticas funcionam como um elemento que estimula ou auxilia na desintegração, reduzindo a adoção dos comportamentos de cidadania organizacional e também o comprometimento com a organização. A pesquisa foi realizada em uma organização multinacional fabricante de produtos óticos, que utiliza os modelos de gestão baseados em competências para seleção, avaliação e remuneração variável de seus funcionários há três anos. Para investigação do comprometimento organizacional adotamos como referencial o Modelo de Três Componentes de Meyer e Allen. Para a investigação dos comportamentos de cidadania organizacional utilizamos como referência as quatro dimensões encontradas a partir dos estudos de Armênio Rego e seus colaboradores. A metodologia adotada combinou métodos quantitativos e qualitativos. Nos levantamentos quantitativos usamos a escala para mensurar o comprometimento desenvolvida por Meyer Allen e Smith, traduzida e validada para o contexto brasileiro por Medeiros, e a escala de comportamentos de cidadania organizacional desenvolvida por Armênio Rego e colaboradores. Os resultados alcançados indicam que a população estudada apresenta um grau satisfatório de comprometimento global, com maior presença da dimensão afetiva. Com relação aos CCO, os mesmos também encontram-se presentes em um grau adequado nesta amostra com maior destaque nas dimensões harmonia interpessoal e iniciativa. Dentre as conclusões obtidas a partir do estudo, destacamos que os resultados indicam a existência de variáveis organizacionais que parecem estar contribuindo para neutralizar a competição e o individualimo, por vezes potencializado pelas práticas de gestão baseadas em competências. / In this study were verified the implications of the management by competence on the organizational citizenship behaviour (OCB) and in the organizational commitment. We sought to verify up to what extend the models of personnel management based on competence may influence the OCB and the commitment negatively or positively, which means to what extend do these practices work as an element that stimulates or aids on the disintegration reducing the adoption of the organizational citizenship behaviour and also the commitment with the organization. The research was carried out in a multinational organization that manufactures optical products, which uses the model based on competences for selection, evaluation and variable salary of its employees for the last three years. For the investigation of the organizational commitment, we adopted the three-component model of Meyer and Allen as a reference. For the investigation of the organizational citizenship behaviour , we used the four dimensions found in the studies of Armenio Rego and his collaborators. The methodology adopted combined quantitative and qualitative methods. In the qualitative research we used the scale to measure the commitment developed by Meyer, Allen and Smith, translated and validated to the Brazilian context by Medeiros and the scale of organizational citizenship behaviour developed by Armenio Rego and his collaborators. The results reached indicated that the population investigated show a satisfactory degree of global commitment, with a bigger presence of the affectionate dimension. As for the OCBs, they are also present in an appropriate level in this sample focusing more on the dimensions of interpersonal harmony and initiative. Among the conclusions resulted from the studies, we emphasize that the results indicate the existence of organizational variables, which seem to account for the neutralization of competition and individualism sometimes intensified by the management practices based on competences.