Submitted by Oswaldo Godoy Neto (godoyon@gmail.com) on 2012-06-21T22:24:06Z No. of bitstreams: 1 OGN_Pesquisa Orientada a Resultado.pdf: 2716138 bytes, checksum: f337c60cf400c790eb16af14317e34eb (MD5) / Approved for entry into archive by Gisele Isaura Hannickel (gisele.hannickel@fgv.br) on 2012-06-22T12:03:42Z (GMT) No. of bitstreams: 1 OGN_Pesquisa Orientada a Resultado.pdf: 2716138 bytes, checksum: f337c60cf400c790eb16af14317e34eb (MD5) / Made available in DSpace on 2012-06-22T13:03:03Z (GMT). No. of bitstreams: 1 OGN_Pesquisa Orientada a Resultado.pdf: 2716138 bytes, checksum: f337c60cf400c790eb16af14317e34eb (MD5) Previous issue date: 2012-06-12 / Esta dissertação de mestrado teve como objetivo principal propor um método estruturado suportado for ferramentas gerenciais que permitisse orientar e sistematizar o desenvolvimento de um projeto de pesquisa na disponibilização de uma nova tecnologia para o mercado. O 'Projeto Etanol de 2ª Geração', etanol produzido a partir de biomassas lignocelulósicas, aqui selecionado para estudo de caso, foi extraído da carteira de projetos do Centro de Tecnologia Canavieira (CTC). O método estruturado sugerido é constituído, fundamentalmente, por oito requisitos arranjados de forma cronológica ao longo do desenvolvimento do projeto, que visam auxiliar na prospecção, entendimento, avaliação, valoração, priorização, planejamento e implantação de, por exemplo, uma tecnologia inovadora, otimizando tempo, capital e recursos humanos aplicados. Um dos principais pontos do método proposto refere-se à escolha adequada das ferramentas gerenciais a serem utilizadas em cada requisito (brainstorm, análise de patentes, painel de especialistas, análise SWOT, dentre outras). O êxito na aplicação do método requer o entendimento de todos os (potenciais) efeitos, inclusive os colaterais, no processo como um todo. Ou seja, uma vez que toda ferramenta gerencial apresenta pontos fortes e fracos, o importante é adaptá-las ao sistema de negócio e não vice-versa. A partir do gerenciamento do projeto por um gestor com domínio das ferramentas gerenciais, a escolha destas ocorre de forma dinâmica, onde a cada passo de avaliação novas ferramentas (simples e/ou complexas) podem ser incluídas ou excluídas da matriz do método. Neste trabalho ficou demonstrada a importância de se trabalhar com métodos estruturados e flexíveis, que permitem retroalimentação de informações geradas internamente durante o desenvolvimento da pesquisa ou advindas de fontes externas. O projeto Etanol de 2ª Geração do CTC vem aplicando o método proposto em seu desenvolvimento e obtendo grande êxito em seus resultados, uma vez que a equipe envolvida permanece focada no objetivo principal, obedecendo prazos e recursos inicialmente definidos, com constância do propósito do projeto, sem retrocesso ou recomeço. / The objective of this work was to propose a method, structured and supported by management tools, to guide and systematize the development of a project of research focusing to deploy a new technology in the market. The '2nd Generation Ethanol Project', ethanol produced from lignocellulosic biomass, was selected as case study from the portfolio of projects of the Sugarcane Technology Center. Fundamentally, the suggested structured method consists of eight requirements arranged in a chronological order throughout the project development cycle, aiming at assisting the exploration, understanding, evaluation, assessment, prioritization, planning and deployment of, for example, an innovative technology, optimizing the applied time and capital and human resources. One of the main points of the proposed method refers to the adequate choice of the management tools to be used in each requirement (brainstorm, patent analysis, expert panel, SWOT analysis, among others). The successful application of the method requires the understanding of all (potential) effects, including the side effects, in the whole process. Since all management tools have strong and weak points, the most important thing is to adapt them to the business system and not vice versa. Considering that the project should be conducted by a person with some knowledge and skilled on this area, the choice of the tools happens in a very dynamic way, where after each assessment, new tools (simple and/or complex) may be included or excluded from the method matrix. In this work it was demonstrated the importance of working with structured and flexible methods which accept retrofitting of information generated along the research development or that comes from external sources. The 2nd Generation Ethanol Project has internally used the proposed method and obtained good results, since with this approach it was possible to keep the team focused on the same main goal, obeying the planned schedule with the resources initially defined, with no rewind or restart.

This thesis is following up a concept of diversity management, in great detail we are talking here about age management, which is human resources management with respect to age and ability of the employee. The theoretical part deals with management of diversity in work teams, defines age management as the possibility of adapting the organization to the needs of aging employees. Highlights the demographic development of the society, bringing us near to age spread of the teachers in schools in the Czech Republic. The empirical part describes in detail the age management tools as suitable instrument for adapting the working conditions for the employees of age 50+. It contains three sub-surveys in three kindergartens, three Primary Schools and three Elementary Art Schools in Prague. Based on semi-structured interviews with the directors and also on answering questionnaires about the age management and the utilization of its tools in between the group of pedagogues of age 50+ and the group of operational staff of age 50+ at the surveyed schools compares the possibility of introducing the instruments of the age management to schools with needs of employees of age 50+. The aim of this work is to describe and compare the current state of use of the age management elements in kindergartens, Primary Schools...

The thesis focuses on analysis and the selection of an appropriate project management tool for web based projects. The theoretical part characterizes project management, level of project management in IT environment and web based projects with their specifics. Within the web based projects, it characterizes the possibilities of development and delivery of the Web applications and the methodology used in the development -- rigorous and agile methodologies. The work focuses on the description of agile methodologies in managing software development and their usage in the management of web based projects. Procedures and ways of managing agile methodologies are reflected in the definition of requirements for functionality analyzed among the project management tools in the practical part. The practical part focuses on the description and characteristics of a sample of project management tools used in web based projects and analyzes the selection of the most appropriate one. Evaluation of project management tools is based on the level of compliance with the pre-defined functionalities and comparison of the cost of acquisition and operation for a 3 years period. The functionality of the selected project management tools is evaluated on the basis of meeting the level 8 defined areas. The cost for the project tools are evaluated in the methods of acquisition, which offers their suppliers - On-Premise, On-Demand with proprietary tools and Open Source Software tools under the GNU General Public License.

The aim of this thesis was to provide manager of a particular e-shop a practical overview of the current state of strategic and operational management and to suggest possible solutions to discovered imperfections. Within the analysis of the current state following assessments has been accomplished: evaluations of company's vision, related goals, design and implementation of the strategy, organizational structure and set of procedures in the company, analysis of jobs activities and full time equivalent analysis. In addition, key business processes of the community e-shop have been mapped with employees and costs were assigned to their various activities, thereby to obtain quantification of the average cost per order. Steps were designed to optimise key processes to improve e-shop's operational efficiency.

Diplomová práce se zaměřuje na využití projektového managementu v praxi, konkrétně jeho využití při plánování účasti společnosti na mezinárodních veletrzích. Práce se opírá o teoretický základ projektového řízení, který je využit na konkrétních případech plánování veletrhů. Výsledkem práce je konkrétní postup a checklist, který by měl sloužit jako podpora projektovým manažerům v plánování.

The aim of this thesis is to familiarize with tools used in quality management and with methods of their application and to apply some of the tools in a real company. Among these tools there are a handbook for integrated management system of QMS on the basis of standard EN ISO 9001:2008, EMS on the basis of standard EN ISO 14001:2005 and ČSN OHSAS 18001:2008, 5S system, process FMEA and application of Pareto analysis on complaints. All the tools are attached to the dissertation thesis in electronic appendixes.

Syftet med studien är att beskriva hur agila team upplever digitala DSM samt kartlägga vilka tekniska ochsociala behov som uppfylls och/eller saknas. De teman som undersöktes var hur digitala DSMgenomfördes praktiskt, vilka tekniska verktyg som användes samt vilken social inverkan det hade påteamet. För att ge riktning åt studien skrevs tre forskningsfrågor med tillhörande tre hypoteser sombaseras på tidigare forskning. Hypoteserna som utformades löd; (H1) vid digitala DSM behöver fler än detre centrala frågorna diskuteras, (H2) funktioner som simulerar den fysiska arbetsplatsen är bärande för ettfungerande digitalt DSM och (H3) minskad informell kommunikation vid distansarbete kompenseras avatt digitala DSM utökas i tid. Studien har genomförts genom att samla in data från en webbaserad enkätsom skickades ut med hjälp av grindvaktare till flera agila team. Enkäten bestod av både kvalitativafritextfrågor och kvantitativa flervalsfrågor som baserades på Theory of distances (Bjarnason et al., 2016),en sammanställning av intergroup theory samt tidigare forskning. Resultatet visade att små skillnaderfanns mellan traditionella och digitala DSM. Hybrid-varianter, minskad informell kommunikation ochbrist på heltäckande funktioner ansågs vara den största utmaningen med digitala DSM. Fördelarnaupplevdes olika beroende på personliga förutsättningar hos respondenterna. Slutsatserna som kunde drasav studien var att det saknades funktioner för att stödja synlighet av emotioner och kroppsspråk men attfunktioner, som skärmdelning, gav en gemensam bild av projektet. Den informella kommunikationenbehöver aktivt inkluderas vid digitala DSM vilket gör att digitala DSM blir längre än traditionella. Vidareforskning hade kunnat fokusera på virtuella mötesrum som en del av lösningen på identifierade problem. / The purpose of the study is to describe how agile teams experience digital DSM and to elucidate whichtechnical and social needs that are met and/or missing. Following themes were examined: how digitalDSM was implemented in practice, what technical tools were used and what social impact digital DSMshad on the team. To give direction to the study, three research questions were formulated with threeassociated hypotheses based on previous research. The hypotheses that were formed were; (H1) in digitalDSM, more than the three central questions were discussed, (H2) functions that simulate the physicalworkplace are essential for a functioning digital DSM and (H3) reduced informal communication inremote work is compensated by time extended digital DSM. The study was conducted by collecting datafrom a web-based survey that was provided to several agile teams with the help of gatekeepers. Thequestionnaire consisted of both qualitative open questions and quantitative multiple-choice questionsbased on Theory of distances (Bjarnason et al., 2016), a compilation of intergroup theory and previousresearch. The results show that there are small differences between traditional and digital DSMs. Hybridvariants, reduced informal communication and lack of comprehensive features were considered to be thegreatest challenge with digital DSM. The benefits were experienced differently depending on the personalcharacteristics of the respondents. The conclusions of the study were that there were no technicalfunctions to back the visibility of emotions and body language, but that functions such as screen sharing,gave a common picture of the project. The informal communication needs to be actively included indigital DSMs which makes digital DSMs more protracted than traditional ones. Further research can focus on virtual meeting rooms as part of the solution to the identified problems

Проблема управления карьерой молодежи в условиях динамично изменяющихся требований как рынка труда, так и цифровой среды, актуализирует поиск и разработку соответствующих цифровых инструментов, позволяющих оценить соответствие ресурсов специалиста запросу рынка. Более того, сближение запроса рынка и потребностей специалистов требует проактивности со стороны специалиста в самопознании и самооценке своих ресурсов с использованием доступной цифровой среды. Но существующие подходы и цифровые технологии к управлению карьерой разрозненны, не позволяют самостоятельно без консультанта сформировать представление о карьерном развитии и форме его визуализации. Целью данного исследования является разработка и апробация авторского цифрового инструмента управления карьерой предназначенного для самостоятельного использования в цифровой среде, адекватного потребностям молодежи, направленного на устранение дефицита компетентности управления собственной карьерой. Такой цифровой инструмент будет направлен на построение карьерной карты потому что, при карьерном консультировании использование карьерных карт позволяет визуализировать и структурировать информацию о карьерных возможностях, навыках и целях. / The issue of youth career management in the context of dynamically changing demands from both the labor market and the digital environment highlights the need for the search and development of appropriate digital tools that can assess the alignment of a specialist's resources with market demands. Moreover, the convergence of market requests and specialists' needs requires proactivity from the specialist in self-discovery and self-assessment of their resources using the available digital environment. However, existing approaches and digital technologies for career management are fragmented and do not allow individuals to independently form an understanding of career development and its visualization without a consultant. The aim of this research is to develop and test an original digital career management tool designed for independent use in a digital environment, tailored to the needs of youth, aimed at addressing the competence deficit in managing one’s own career. Such a digital tool will focus on building a career map because, in career counseling, the use of career maps allows for the visualization and structuring of information about career opportunities, skills, and goals.

Le métier de dirigeant est riche et complexe et un changement de « numéro un » mal appréhendé peut avoir un impact sur la performance socio-économique, la stratégie, la politique ou encore l’organisation de l’entreprise. Faciliter l’arrivée du nouveau dirigeant est donc un enjeu important pour la survie-développement de l’organisation, d’autant que sa socialisation organisationnelle reste peu étudiée. La première partie explicite les fondements conceptuels et méthodologiques de la recherche, et présente les terrains d’expérimentations de nos hypothèses et de nos outils. L’exploitation d’entretiens réalisés avec des dirigeants permet de définir le métier de dirigeant et de mettre en exergue les rôles et les compétences spécifiques du dirigeant salarié. La relation entre le dirigeant et sa Gouvernance est également étudiée. Son besoin particulier de socialisation organisationnelle est alors démontré, notamment par rapport à un repreneur d’entreprise et à un salarié « classique ». Dans la seconde partie, la théorie de la socialisation organisationnelle est adaptée au métier exigeant et unique de dirigeant, via le concept de Socialisation Organisationnelle du Dirigeant (SOD). Ce modèle répond aux besoins spécifiques de socialisation du dirigeant, notamment lors de l’intégration, étape charnière de la socialisation organisationnelle. Elle est constituée de quatre types de reprises : une reprise politico-stratégique, une reprise organisationnelle, une reprise managériale et une reprise du rôle de dirigeant. La qualité de ces reprises aboutit à la qualité de l’intégration du dirigeant, requalifiée d’intégration stratégique à cause de ses enjeux. Une grille d’analyse est proposée afin de permettre au nouveau dirigeant de mieux appréhender l’organisation qu’il va diriger, mais également ses propres besoins de socialisation organisationnelle au travers des variables et facteurs qui la composent. / The job of CEO is rich and complex and the "number one" change, poorly understood, may have an impact on the socio-economic performance, strategy, policy and the organization of the company. Facilitate the arrival of new manager is an important issue for the survival and development of the organization, as well as its organizational socialization remains little studied.The first part explains the conceptual and methodological research, and presents lots of experiments of our assumptions and our tools. We use interviews with executives to define the business leadership and highlight the specifics CEO’s roles and skills. The specific relationship between the leader and its Governance is also studied. Its specific needs of organizational socialization are then demonstrated, particularly in relation to a buyer company and a "classic" employee.In the second part, the concept of organizational socialization is suitable for demanding and unique leader, through the concept of CEO’s Organizational Socialization. This model meets the needs of leader’s socialization, especially during integration, organizational socialization’s milestone. It consists of three types of recoveries: politico-strategic, organizational and managerial. The quality of these recoveries led to the quality of leader’s integration, reclassified strategic integration because of its strategic challenges. An analytical framework is proposed to allow both the new leader to better understand the organization that will lead, but also its own needs through organizational socialization variables and factors that compose it.

Alors que les outils de gestion envahissent les organisations, nous en savons encore très peu sur la manière dont ils agissent sur les habitudes de penser, sur les façons de faire et sur les comportements.Cette thèse s'intéresse au rôle des progiciels CRM dans la construction des représentations et des pratiques de la relation client. Ces progiciels sont étudiés à deux niveaux: celui de l'espace professionnel des Directeurs commerciaux et celui d'une organisation. Tout d'abord, à partir de l'analyse, entre 1990 et 2009, d'une revue professionnelle destinée aux Directeurs commerciaux, nous montrons l'institutionnalisation des progiciels CRM et que cette institutionnalisation s'est accompagnée d'un déplacement des représentations relatives à ce qui est considéré comme une "bonne" gestion de la relation client. Parallèlement, nous avons mené une étude de cas en profondeur sur dix ans, rendant compte de la mise en oeuvre et de l'utilisation d'un progiciel CRM particulier. Nous montrons que la mise en oeuvre d'un progiciel CRM requiert un processus de traduction continu. Puis, nous mettons en évidence plusieurs transformations des pratiques dont certaines n'étaient pas attendues. Les transformations touchent la connaissance client et son partage, ainsi que les modes de contrôle à l'oeuvre dans l'organisation. Au-delà des transformations des pratiques en matière de contrôle hiérarchique, le progiciel CRM a notamment favorisé la mise en place de deux nouveaux modes de contrôle: un contrôle latéral (entre pairs) et un contrôle transversal (entre fonctions). Notre recherche s'inscrit dans la lignée des travaux qui considèrent que les outils de gestion, et plus globalement les artefacts, méritent qu'on leur accorde une attention plus grande. Nous illustrons plus largement dans ce travail l'intérêt d'aborder les processus organisationnels en prenant au sérieux les objets techniques indissociables de l'action. En les prenant comme points d'entrée, il est possible de documenter des phénomènes jusqu'alors peu explorés / Though management tools are more and more present in organizations, little is known on how they act on mindsets, on habits and on behaviours.This dissertation focuses on the role of CRM software packages in the construction of customer relationship representations and practices. These software packages were studied at two different levels: the sales director community and an organization. First of all, a professional journal analysis between 1990 and 2009 was conducted. The results show that CRM software packages were institutionalized and that this institutionalization comes with a shift in the representations of what is considered as "good" customer relationship management. Then, a ten year in-depth case study of the implementation and the use of a CRM software package was conducted.The results show that the implementation of a CRM software package requires a continuous translation process. They also highlight some changes in practices, of which some are unintended. The changes are related to customer knowledge, its sharing and the modes of control inside the firm. Beyond changes in hierarchical control, the CRM software package leads to the implementation of two new modes of control: a lateral control(between peers) and a transversal control (between functions). This research is in line with the literature that considers that more attention has to be paid to management tools, and more generally to artefacts. We illustrate more broadly in this dissertation the interest of addressing organizational processes by taking seriously the technical objects indissociable from action. Taking them as a starting point for research could be a mean to inform currently underexplored phenomena