[pt] O cenário atual das organizações tem demandado gestores capazes de atuar em um ambiente marcado por rápidas mudanças, relações de interdependência e diversidade da força de trabalho. Porém, o desenvolvimento das chamadas competências gerenciais não é um processo simples, pois envolve não apenas a compreensão das melhores práticas de gestão, mas também a capacidade para agir de modo diferente. Nesta pesquisa, buscamos uma maior compreensão do sujeito, em sua atuação organizacional, por meio de um olhar interdisciplinar, utilizando o referencial da teoria familiar sistêmica. Pretendemos avaliar como se expressam as experiências vividas na família de origem, na prática profissional dos gerentes. Para tal, realizamos 30 entrevistas, com gerentes de diferentes empresas. Os dados foram tratados utilizando-se análise de conteúdo. Verificamos que a família representa relevante força no desenvolvimento e na manutenção de características que compõem as competências de liderança, de motivação, de comunicação, de negociação e solução de conflitos, de tomada de decisão, de criatividade e de trabalho em equipe. Constatamos, também, que tais características podem se dar tendo em vista a origem étnica ou socioeconômica da família, a transmissão de posturas vindas de outros membros da família, os padrões familiares, os eventos críticos, as expectativas sobre o sujeito e os papéis por ele desempenhados, e as falas significativas de membros da família. Não ocorre, porém, uma simples relação de causa e efeito, tendo em vista que a família traz referências que podem ou não serem seguidas em seus múltiplos aspectos. Por fim, sugerimos que o conceito de autoconhecimento na literatura gerencial deva ser ampliado, para incorporar o conhecimento da dinâmica vivida na família de origem, pois esse parece ser um passo importante no processo de diferenciação do sujeito, refletindo-se na sua capacidade de escolher e adotar novos comportamentos. / [en] The current setting of organizations has demanded managers capable of working in environments marked by rapid changes, interdependency relationships and diversity of work force. However, the development of so called managerial competence is not an easy process, as it involves not only the understanding of the best managerial practices but also the capability to act in a different way. In this research, we pursue a better understanding of the individual in his organizational performance, through an interdisciplinary view, using the reference of systemic family theory. We seek to evaluate how the experiences lived by the family of origin are expressed in the professional practice of the managers. With that objective, we interviewed 30 managers from different companies, and the data were treated using content analysis. We found out that the family represents significant strength in the development and maintenance of characteristics which make up the competence of leadership, motivation, communication, negotiation and solution of conflicts, decision making, creativity and team work. We have concluded that those characteristics may also happen due to the ethnic as well as social and economical origins of the family, the transmission of postures deriving from the family members, family standards, critical events, the expectations regarding the individual as well as the roles played by him, and the significant talks by the family members. It does not, however, result in a simple cause and effect relationship, since families can set references which may or may not be followed in their multiple aspects. Finally, we suggest that the concept of self-knowledge in managerial literature should be widened, in order to incorporate the knowledge of dynamics lived in the family of origin, since this seems to be an important step in the process of differentiating the individual, reflecting upon his capability to choose and adopt new patterns of behavior.

Understanding Medication Self-Management Capacity among Older Adults Living in Low-Income Housing Communities ABSTRACT Background: Medication self-management capacity (MMC) is an individual’s cognitive and functional ability to self-administer a medication regimen as prescribed. Poor MMC is an issue in older adults often resulting in negative health outcomes and loss of independence. Therefore, understanding low-income older adults’ capacity to manage their medications may help identify individuals who are at risk for developing medication mismanagement and guide future intervention strategies based on an individual need to promote safe medication use and healthy aging in place in the community. Objectives: 1) To determine the cognitive and physical functional deficiencies in MMC among low-income older adults, 2) To identify variables that predict deficiencies in MMC in this population, 3) To determine the impact of using pharmaceutical aids/services on MMC, and 4) To examine the association between MMC and emergency room (ER) visits. Methods: This was a cross-sectional study of older adult residents living in low-income housing buildings served by the RHWP. At a study interview, information on demographics, medical history, and medication use was collected. MMC was evaluated using the Medication Management Instrument for Deficiencies in the Elderly (MedMaIDE) tool. Cognitive and functional status, health literacy and depression symptoms were assessed. ER visits were determined retrospectively over the last six months Descriptive analyses were performed to identify cognitive and physical functional deficiencies in MMC. Linear regression analysis was conducted to identify variables that predict MMC and assess the relationship between MMC and using pharmaceutical aid/service. Logistic regression analysis was used to examine the association between ER visits and MMC. Results: A total of 107 participants were included, and 89% were African-American with an average age of 68.54 years (±7.23). They had an average of 4.92 (±2.85) comorbidities and used approximately 8 (±4.12) medications on a regular basis. The mean total deficiency in medication management was 3 (±2.00) as assessed by MedMaIDE. Lacking medication knowledge was common among the participants: 69.16% could not name and 46% state the indication of all of their medications, and 38.32% did not how and when all of their medications should be taken. When controlling for ADLs and falls, the mean total deficiency score in MedMaIDE increased among those with an educational level equal to high school or less compared with participants who had a higher educational level than high school [β=1.32, 1.24, p= 0.0195, 0.0415, respectively], and participants who reported difficulty reading prescription medication labels or opening medication bottles compared with those who did not report any difficulties [β=1.18, 1.43, p= 0.0036, 0.0047, respectively]. About 20.56% of participants were receiving assistance with medications from someone, and 79.44% used at least one pharmaceutical aid/service. However, receiving assistance with medications and using pharmaceutical aid/service were not significantly associated with MMC [p= 0.5334, 0.0853, respectively]. The participants reported a total of 23 (21.5%) ER visits within six months. The adjusted model for age, educational level, number of comorbidities, and ADLs suggested that for every one-unit increase in the total deficiency score, the odds of ER visits increased by 1.23 (p=0.1809) times. Conclusion: Many older adults who lived in low-income housing had impaired capacity to manage their medications independently. They appeared to have inadequate medication knowledge, which affects their cognitive ability to manage medications. Low educational level and health literacy and reporting trouble reading labels or opening medication bottles were predictors to deficient MMC. Future studies are needed to confirm whether or not MMC predicts those who may not able to remain living independently safely or who may need additional support with medications to remain independent.

<p>Broad access to healthcare services is a key factor of human development in any country. The current health care situation in South Africa can be diagnosed as critical. The hospitals are understaffed, over-occupied and the diseases like Human Immunodeficiency Virus (HIV) give health care workers additional challenges. The demand for management skills in the health sector including those for nurse managers is high. A recent World Health Organization (WHO) study of nurses working in maternal health services identified good management as more important than salary, unless the remuneration was dramatically higher. In South Africa, little empirical research exists about the management skills of nurse managers, even though proper management of human resources is vital to achieve better outcomes and access to health care around the world. In South Africa, a greater focus on human resource management in health care and more research is needed to develop new policies that will help to address the skills gap of nurse managers. The object of this research project was to identify the gaps between required and existing management skills of senior nurse managers in South Africa in private and public hospitals. Once identified, this skills gap assessment can be used by employers and policy-makers to define the management education that nurse managers require. The research is based on a survey of nurse managers in private and public hospitals using a questionnaire. The survey instrument was based on prior research of hospital managers&rsquo / competencies in South Africa, and a review of the related theoretical literature.</p>

<p>Broad access to healthcare services is a key factor of human development in any country. The current health care situation in South Africa can be diagnosed as critical. The hospitals are understaffed, over-occupied and the diseases like Human Immunodeficiency Virus (HIV) give health care workers additional challenges. The demand for management skills in the health sector including those for nurse managers is high. A recent World Health Organization (WHO) study of nurses working in maternal health services identified good management as more important than salary, unless the remuneration was dramatically higher. In South Africa, little empirical research exists about the management skills of nurse managers, even though proper management of human resources is vital to achieve better outcomes and access to health care around the world. In South Africa, a greater focus on human resource management in health care and more research is needed to develop new policies that will help to address the skills gap of nurse managers. The object of this research project was to identify the gaps between required and existing management skills of senior nurse managers in South Africa in private and public hospitals. Once identified, this skills gap assessment can be used by employers and policy-makers to define the management education that nurse managers require. The research is based on a survey of nurse managers in private and public hospitals using a questionnaire. The survey instrument was based on prior research of hospital managers&rsquo / competencies in South Africa, and a review of the related theoretical literature.</p>

Submitted by Maria Medeiros (maria.dilva1@ufcg.edu.br) on 2018-09-04T14:59:38Z No. of bitstreams: 1 ANDREIA RODRIGUES DE OLIVEIRA - DISSERTAÇÃO (PROFIAP-CCJS) 2016.pdf: 3255017 bytes, checksum: be19236531e21ebdef1344a422c4a998 (MD5) / Made available in DSpace on 2018-09-04T14:59:38Z (GMT). No. of bitstreams: 1 ANDREIA RODRIGUES DE OLIVEIRA - DISSERTAÇÃO (PROFIAP-CCJS) 2016.pdf: 3255017 bytes, checksum: be19236531e21ebdef1344a422c4a998 (MD5) Previous issue date: 2016 / A gestão de pessoas permeia toda a organização, não estando restrita a uma parcela dela, daí sua importância estratégica. São as pessoas que mobilizam os recursos disponíveis e podem entregar serviços públicos com a qualidade que a sociedade já reconhece ter direito. Sendo assim, a gestão de pessoas por competências, por sua vinculação à estratégia organizacional, tem sido objeto de pesquisa e aplicação na gestão pública e privada. O presente estudo teve como objetivo realizar o mapeamento das competências individuais necessárias para o exercício da função de Chefe de Cartório do Tribunal Regional Eleitoral do Piauí, ponto de partida para que o referido órgão possa verificar as lacunas de competências existentes e dar início a um virtuoso ciclo de capacitação e avaliação, bem como proceder a uma revisão nos requisitos para a realização de seleções internas e externas, dentre vários outros processos que podem ser positivamente influenciados por essa tecnologia de gestão de pessoas. Foi adotada a estratégia de estudo de caso, tendo a pesquisa sido classificada como exploratória. Primeiramente realizou-se uma pesquisa documental e de dados secundários para fins de elaboração de uma lista preliminar de competências. Essa lista preliminar foi então encaminhada, por meio de questionário on line, para os ocupantes do cargo em questão. Através desse instrumento de coleta de dados, os sujeitos da pesquisa puderam avaliar o grau de relevância de cada competência relacionada, para o que se utilizou escala do tipo Likert. Os dados foram tratados quali-quantitativamente, de modo que foi obtida, como resultado, uma lista contendo cinco competências técnicas, sendo quatro relacionadas ao conhecimento de leis e normas e a quinta relativa a conhecimentos em informática, bem como vinte e duas competências comportamentais, tais como celeridade, imparcialidade, credibilidade, transparência e ética, dentre outras, totalizando vinte e sete. Em seguida foram listadas algumas das delimitações da pesquisa, dentre as quais destacam-se o baixo número de respondentes e a restrição dos resultados e proposições ao órgão objeto da pesquisa. Ao final foram apresentadas propostas para a melhoria da gestão de pessoas no TRE do Piauí, dentro da perspectiva da gestão por competências, cuja implantação representa um dos seus objetivos estratégicos para o período 2015-2020. / People management permeates the entire organization, not being restricted to a portion of it, hence its strategic importance. They are the people who mobilize available resources and can deliver public services with the quality that society already recognizes to be entitled to. Thus, the management of people by competencies, due to their link to the organizational strategy, has been the object of research and application in public and private management. The purpose of this study was to map out the individual competencies required to perform the function of Chief of the Registry of the Regional Electoral Court of Piauí, the starting point for this body to verify existing skills gaps and to initiate a virtuous cycle of training and evaluation, as well as to carry out a review on the requirements for the implementation of the internal and external selections, among various other processes that can be positively influenced by this people management technology. The case study strategy was adopted, and the research was classified as exploratory. Firstly, the documentary and secondary data search was carried out to compile a preliminary list of competences. This preliminary list was then sent, by means of an on line questionnaire, to the occupants of the function in question, composed of objective and subjective issues. Through this instrument of data collection, the subjects of the research were able to evaluate the degree of relevance of each related competence, for which a Likert-type scale was used. The data were trated qualitativelyquantitatively, so that a list containing five technical skills was obtained, four related to knowledge of laws and regulations and the fifth to computer knowledge, as well as twentytwo behavioral competencies such as celerity, impartiality, credibility, transparency and ethics, among others, totaling twenty-seven. Next, some of the research delimitations were listed, among which the low number of respondents and the restriction of the results and propositions to the organ object of the research. At the end, proposals were presented for improving the management of people in the TRE of Piauí, within the perspective of competency management, whose implementation represents one of i ts strategic objectives for the period 2015-2020.

Partant du constat que les compétences créatives ont été peu étudiées dans le champ de l’orientation, alors même que les conduites d’orientation dans le contexte sociétal moderne font très largement appel aux compétences individuelles d’ouverture, de flexibilité, d’originalité, d’adaptation, voire même d’innovation, la thèse présentée examine la place et le rôle de la créativité comme composante des compétences à s’orienter.Après avoir exploré différentes associations possibles entre créativité et différentes compétences à s’orienter, nous nous focalisons d’une part sur les relations entre la créativité et l’adaptabilité de carrière telles que définies et opérationnalisées par Savickas (Savickas & Porfeli, 2012), et d’autre part entre la créativité et l’adaptabilité individuelle telle que définie et opérationnalisée par Ployart et Bliese (2006). Une étude portant sur un échantillon d’étudiants de premier cycle universitaire en France (n = 500) a été conduite et les résultats obtenus indiquent des corrélations significatives et positives entre le potentiel créatif et certaines des dimensions de l’adaptabilité individuelle et de carrière et invitent à accorder une place plus importante à la créativité dans les modèles d’orientation tout au long de la vie. / Two major approaches have emerged in the discipline of career counseling to determine the key factors in career development: the relationship between creative potential and adaptability, and between creative potential and the individual characteristics of personality, motivation, and logical reasoning. This research attempts to integrate these two approaches by evaluating the impact of each of these factors on adaptability. 500 undergraduate volunteers filled out self-assessment questionnaires and performed timed graphic efficiency tests. The results were subjected to statistical analysis. The findings indicate that the individual characteristics of personality and motivation have higher correlation with adaptability than creativity and logical reasoning. Future research should involve different populations and employ non-graphic tests of creativity to confirm these results. If confirmed it would then be necessary to further explore the role of creativity in career development.

Submitted by Geandra Rodrigues (geandrar@gmail.com) on 2018-04-04T15:16:39Z No. of bitstreams: 1 cassiareginapintomarinho.pdf: 1255791 bytes, checksum: 153743990560104322d440e311169eb7 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2018-04-05T11:42:29Z (GMT) No. of bitstreams: 1 cassiareginapintomarinho.pdf: 1255791 bytes, checksum: 153743990560104322d440e311169eb7 (MD5) / Made available in DSpace on 2018-04-05T11:42:29Z (GMT). No. of bitstreams: 1 cassiareginapintomarinho.pdf: 1255791 bytes, checksum: 153743990560104322d440e311169eb7 (MD5) Previous issue date: 2012-11-30 / PROQUALI (UFJF) / A reforma gerencial do Estado brasileiro introduziu um novo modelo de administração pública comprometida com a eficiência, flexibilidade e gestão orientada a resultados. Em busca da excelência na prestação de serviços à sociedade, o modelo gerencial define mudanças nas atribuições e papéis do administrador público. Fundamentando-se no modelo de gestão por competências, o presente estudo tem como objetivo investigar e identificar o gap, isto é, as lacunas de competências profissionais dos servidores públicos investidos em funções gerenciais na unidade administrativa central de uma instituição federal de ensino superior. A construção do debate teórico consiste na abordagem das competências individuais relacionadas às atividades de natureza gerencial, tema de efetivo reconhecimento no contexto acadêmico e organizacional. A proposta é avaliar qualitativamente as competências de gestão e o potencial de desempenho, segundo a percepção desses profissionais em suas áreas de atuação, para averiguar sua conformidade com as diretrizes balizadas em resultados organizacionais, as quais norteiam a reforma gerencial. Outros temas correlacionados, adicionalmente, foram objetos de discussão como gestão de pessoas, capital intelectual, gestão do conhecimento e aprendizagem. Quanto ao método de investigação, foi adotado o estudo de caso, limitando-se a pesquisa ao ambiente gerencial da universidade pública em análise. A natureza da pesquisa é exploratória, descritiva e aplicada e de abordagem predominantemente qualitativa quanto à natureza dos dados. A amostra foi constituída por gestores selecionados por acessibilidade e distribuída em dois grupos: alta gerência, representada pelos membros que compõem o nível estratégico da instituição; e média gerência, compreendida pelos integrantes do nível tático responsáveis pelo gerenciamento de equipes setoriais. Os resultados da pesquisa revelaram que, de um modo geral, não ocorreram grandes diferenças de percepções entre as avaliações dos grupos de gestores pesquisados. Em análise dos julgamentos realizados, no critério importância, todos os participantes expressaram graus elevados para as competências estudadas, considerando-as relevantes para o desempenho de suas práticas gerenciais, enquanto que no critério domínio as avaliações apresentaram graus medianos a satisfatórios. Não foi detectada nenhuma competência apontada em nível crítico de insuficiência, todavia competências relativas a gerenciamento de pessoas, autocontrole do equilíbrio emocional em situações de pressão e estresse no ambiente de trabalho, participação em cursos de treinamento, criação de ambiente propício ao compartilhamento do conhecimento, planejamento de mudanças e aquelas vinculadas à inovação compreenderam os principais gaps encontrados, sendo recomendado investimentos em aprendizagem visando o aprimoramento gerencial da categoria. A partir desse estudo, espera-se oportunizar a autoavaliação dos gestores e a reflexão sobre as novas exigências e realidades do setor público em relação às competências necessárias e fundamentais ao perfeito desempenho de suas funções. Adicionalmente, a pesquisa busca contribuir para o direcionamento de políticas voltadas à formação dos profissionais integrantes da equipe gerencial da organização pública investigada. / The managerial reform of the Brazilian state introduced a new model of public administration committed to efficiency, flexibility and results-oriented management. In pursuit of excellence in providing services to the company, the management model defines changes in roles and responsibilities of the public administrator. Basing on the model of competency management, this study aims to investigate and identify the gap, ie the gap of professional skills of civil servants invested in management positions in the central administrative unit of a federal institution of higher education. The construction of the theoretical debate is the approach of individual skills related to activities of a managerial nature, subject to effective recognition in academic and organizational context. The proposal is qualitatively evaluate the management skills and potential performance as perceived these professionals in their fields, to verify their compliance with the guidelines delineated in organizational outcomes, which guide the management reform. Other related issues, additionally, were the subject of discussion as people management, intellectual capital, knowledge management and learning. The method of research, we adopted the case study, limited to research environmental management of the public university in question. The nature of research is exploratory, descriptive and applied predominantly qualitative approach and the nature of the data. The sample consisted of managers selected by accessibility and distributed into two groups: top management, represented by the members that make up the strategic level of the institution, and middle management, understood by members of tactical teams responsible for managing sector. Research results show that, in general, no major differences observed between evaluations of groups of administrators surveyed. In analysis of the judgments made in the important criterion, all participants expressed high grades for skills studied, considering them relevant to the performance of their management practices, while the criterion field assessments showed the median satisfactory grades. It was not detected in any jurisdiction pointed critical level of failure, however competencies relating to people management, self-control of emotional balance in situations of pressure and stress in the workplace, participation in training courses, creation of environment conducive to knowledge sharing, planning changes and those related to innovation understood the main gaps found, and recommended investments in learning aimed at improving managerial category. From this study, it is expected to create opportunities for managers' self-assessment and reflection on the new realities and requirements of the public sector in relation to the fundamental skills and the perfect performance of their duties. Additionally, the research seeks to contribute to the targeting of policies aimed at training professional members of the management team of the public organization investigated.

Magister Commercii - MCom / Broad access to healthcare services is a key factor of human development in any country. The current health care situation in South Africa can be diagnosed as critical. The hospitals are understaffed, over-occupied and the diseases like Human Immunodeficiency Virus (HIV) give health care workers additional challenges. The demand for management skills in the health sector including those for nurse managers is high. A recent World Health Organization (WHO) study of nurses working in maternal health services identified good management as more important than salary, unless the remuneration was dramatically higher. In South Africa, little empirical research exists about the management skills of nurse managers, even though proper management of human resources is vital to achieve better outcomes and access to health care around the world. In South Africa, a greater focus on human resource management in health care and more research is needed to develop new policies that will help to address the skills gap of nurse managers. The object of this research project was to identify the gaps between required and existing management skills of senior nurse managers in South Africa in private and public hospitals. Once identified, this skills gap assessment can be used by employers and policy-makers to define the management education that nurse managers require. The research is based on a survey of nurse managers in private and public hospitals using a questionnaire. The survey instrument was based on prior research of hospital managers' competencies in South Africa, and a review of the related theoretical literature. / South Africa

The awarding of section twenty-one status to schools is seen as part of the democratisation of education in South Africa. The aim of this study is to determine the impact that the allocation of section-twenty one powers has on the functioning of School Governing Bodies in rural section 21 schools. A case study involving three schools; a moving school, stationary school and a promenading school was conducted. The SGB members in these schools were interviewed to elicit information and get their viewpoints. Non-participatory observation was also conducted to add on the information gathered from the respondents. Other stakeholders involved in education were also interviewed, for instance the Chairperson of the National Association of School Governing Bodies and the Section 21 co-ordinator. It has emerged from the findings of the study that many SGBs are not coping with the allocated functions thrust upon them because of lack of skills and involvement. This results in the bulk of the SGB duties being performed by the principal or educators. / Dissertation (MEd (Education Management))--University of Pretoria, 2006. / Education Management and Policy Studies / unrestricted

Denna studie undersöker studie- och yrkesvägledares uppfattningar om tidig vägledning. Kvalitativa semistrukturerade intervjuer med åtta utbildade och verksamma studie- och yrkesvägledare har genomförts. Det insamlade materialet analyseras utifrån Linda S. Gottfredsons (2002) Theory of Circumscription, Compromise, and Self-Creation. Studiens resultat visar att studie- och yrkesvägledare uppfattar att tidig vägledning kan motverka stereotypa föreställningar i arbetslivet, öka individers valkompetens och självkännedom samt göra att individer tar mer välgrundade beslut. Tidig vägledning kan enligt studie- och yrkesvägledare även bidra till stora samhällsekonomiska vinster. Enligt studie- och yrkesvägledare behöver studie- och yrkesvägledning i vid bemärkelse vara hela skolans ansvar och finnas med som en röd tråd genom hela skolgången. Centrala faktorer för att kunna bedriva tidig vägledning är enligt studie- och yrkesvägledare att vägledning behöver bli högre prioriterad och att det krävs en ökad kunskap hos huvudmän, skolledare och andra professioner kring vad studie- och yrkesvägledning innebär och vad den bidra med. / This study examines career guidance counsellors’ perceptions of early career guidance. Supporting this study are semi-structured interviews conducted with eight qualified and active career guidance counsellors. Collected material is analysed utilising Linda S. Gottfredson’s (2002) Theory of Circumscription, Compromise, and Self-Creation. Results of this study show that career guidance counsellors perceive that early career guidance can prevent stereotypical conceptions of work life, help increase an individual's competence and self-awareness as well as help individuals make more informed decisions. According to career guidance counsellors, early career guidance can also contribute to broader socio-economic benefits. This study recognises that career guidance in a broad sense needs to be the responsibility of an entire school and be included as a common thread throughout schooling. To be able to conduct career guidance at an earlier stage, career guidance counsellors claim that career guidance needs to be given higher priority among school leaders and other professions within the school. Consequently, an increased knowledge of the benefits of career guidance is required among these professions.