Thesis (M.Tech.: Office Management and Technology)-Durban University of Technology, 2005 xv, 129 leaves / The Constitution contains the Bill of Rights, one that is regarded as the corner-stone of democracy, as it enshrines the rights of all people and affirms the democratic values of human dignity, equality and freedom. Section 9(1) provides for the promotion of a society in which diversity of identity is respected and protected. The Employment Equity Act 55 of 1998, stipulates that designated employers implement affirmative action, thereby compelling organizations to eradicate all forms of discrimination in organizational processes and procedures. With such legal measures put in place (Promotion of the Equality Act) acceptance and change within organisations has to be accelerated. The purpose of this study is to explore workplace discrimination against trainees within the Hotel and Catering industries. Workplace discrimination is against human rights and can become a legal violation of Labour laws. Although preventative policies are in place, this study would illuminate the extent to which discrimination occurs, how it has manifested itself, and how students would be affected by this discrimination.

Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2005 xii, 127 leaves / The knowledge, attitude and training needs of line managers at the South African Sugar Association (SASA) with regards to the management of HIV/AIDS infected employees. Background: The rapid spread of HIV/AIDS is having an increasingly adverse impact on the operations of companies. Due to the changing environment in which line managers have to operate as a result of HIV/AIDS, line managers will increasingly be faced with handling HIV/AIDS infected employees and all the issues surrounding this epidemic. The research investigates the knowledge, attitude and training needs of line managers in SASA with regards to the management of HIV/AIDS infected employees. Objective: The goals of the research are; 1). To ascertain the prevailing level of knowledge, attitude and training needs of line managers at SASA with regards to the management of HIV/AIDS infected employees. 2). To establish the relationship between the biographic variables and knowledge, attitude and training needs with regards to the management of HIV/AIDS infected employees. / M

Thesis (M.Tech.: Office Management and Technology)-Durban University of Technology, 2005 xv, 129 leaves / The Constitution contains the Bill of Rights, one that is regarded as the corner-stone of democracy, as it enshrines the rights of all people and affirms the democratic values of human dignity, equality and freedom. Section 9(1) provides for the promotion of a society in which diversity of identity is respected and protected. The Employment Equity Act 55 of 1998, stipulates that designated employers implement affirmative action, thereby compelling organizations to eradicate all forms of discrimination in organizational processes and procedures. With such legal measures put in place (Promotion of the Equality Act) acceptance and change within organisations has to be accelerated. The purpose of this study is to explore workplace discrimination against trainees within the Hotel and Catering industries. Workplace discrimination is against human rights and can become a legal violation of Labour laws. Although preventative policies are in place, this study would illuminate the extent to which discrimination occurs, how it has manifested itself, and how students would be affected by this discrimination.

Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2005 xii, 127 leaves / The knowledge, attitude and training needs of line managers at the South African Sugar Association (SASA) with regards to the management of HIV/AIDS infected employees. Background: The rapid spread of HIV/AIDS is having an increasingly adverse impact on the operations of companies. Due to the changing environment in which line managers have to operate as a result of HIV/AIDS, line managers will increasingly be faced with handling HIV/AIDS infected employees and all the issues surrounding this epidemic. The research investigates the knowledge, attitude and training needs of line managers in SASA with regards to the management of HIV/AIDS infected employees. Objective: The goals of the research are; 1). To ascertain the prevailing level of knowledge, attitude and training needs of line managers at SASA with regards to the management of HIV/AIDS infected employees. 2). To establish the relationship between the biographic variables and knowledge, attitude and training needs with regards to the management of HIV/AIDS infected employees.

O presente estudo teve como objetivos elaborar o mapeamento descritivo da cultura organizacional (valores, práticas e heróis) de uma empresa de energia localizada no estado do Rio de Janeiro, identificar as principais dimensões da cultura organizacional, a possibilidade de clusters culturais e, testar empiricamente até que ponto diferenças estatisticamente mensuráveis podem ser influenciadas por diferenças de valores, práticas e heróis, bem como por fatores como, a posição hierárquica de seus membros, o fato de serem funcionários terceirizados ou não, senioridade e o nível educacional. A pesquisa foi baseada no trabalho de Hofstede et al. (1990) e Hilal (2002 e 2006) sobre as dimensões da cultura organizacional e existência de clusters culturais dentro da organização. A pesquisa possuiu duas fases. A primeira fase foi composta de cinco entrevistas qualitativas exploratórias com altos executivos da companhia que serviram para ajustar o conteúdo dos questionários da segunda fase. A segunda fase consistiu em uma survey de papel e caneta aplicada em 1.628 (um mil seiscentos e vinte e oito) funcionários operacionais para coletar informações sobre valores, práticas e heróis. Os resultados da pesquisa mostram a existência de dois clusters de cultura, ou seja, nem todos os valores e práticas são compartilhados pelos funcionários da organização. As duas principais causas constatadas para esse fenômeno estão vinculadas à capilaridade das ações do plano de transformação iniciado em 2004 pela alta-gerência e, a alta taxa de utilização de mão de obra terceirizada. Adicionalmente, o presente estudo também demonstrou existir uma diferença substancial nas percepções de cultura organizacional sob a ótica gerencial (entrevistas qualitativas), na maioria das vezes relacionadas ao comportamento desejado, quando confrontada com os valores e práticas em uso (resultados da pesquisa quantitativa). / This study had the objective of elaborating the descriptive mapping of theorganizational culture (values, practices and heroes) of a distributor company of electric energy located in the state of Rio de Janeiro, also identifying the main organizational culture dimensions, the possibility of cultural clusters and empirically test how statistically measurable differences can be influenced by diferences perceived in values, practices and heroes, as well as factors as the hierarchical position of its members, the fact that the employees be outsourced or not, seniority and educational level. The research was based on the work of Hofstede et al. (1990) and Hilal (2002 and 2006) on the cultural dimensions of organizational culture and on the existence of clusters inside the organization. The research had two stages. The first stage involved five qualitative exploratory interviews with high company executives, which were used to adjust the contents of the survey of the second stage. The second stage consisted of a paper and pencil survey applied to 1.628 (one thousand six hundred and twenty eight) operational employees to collect information about values, practices and heroes. The results of the research show the existence of two cultural clusters, in other words, not all the practices, values, and heroes are shared by all the employees of the company. The two main causes that explain this phenomenon are related to the capillarity of the actions of the transformation plan initiated in 2004 by the highmanagement and, the high rate of outsourced labor. Additionally, the present study also indicate the existence of a substantial difference in the way the organizational culture of the company is perceived by management (qualitative interviews), mostly related to desired behaviors, and the perspective of non-managerial employees, mostly reflected in the practical values in use (quantitative research / survey). / Bibliografia: p. 189-195. / Inclui notas de rodapé. / Dissertação (mestrado) - Universidade Federal do Rio de Janeiro, Rio de Janeiro, 2007.

Devido ao aumento de expectativa de vida, diversas gerações hoje convivem no ambiente de trabalho. Com a entrada recente de uma nova geração, quatro gerações podem trabalhar em uma mesma organização. Entender quais os valores, expectativas e de que forma se cria e mantêm o comprometimento desta nova geração, chamada comumente de Geração Y, é importante para que as organizações possam alcançar sua missão e objetivos. Empregados mais comprometidos tendem a se esforçar mais para alcançar suas metas e contribuir para a viabilização dos objetivos da organização. Neste cenário, o presente trabalho buscou entender quais são as bases do comprometimento da geração Y em uma organização pública. Para isto, foi realizada uma pesquisa junto a indivíduos pertencentes a esta geração, através de um instrumento que mede as múltiplas bases do comprometimento organizacional: a Escala de Bases do Comprometimento Organizacional (EBACO). A escala avalia sete bases do comprometimento: afetiva; afiliativa; obrigação em permanecer; obrigação pelo desempenho; falta de recompensas e oportunidades; linha consistente de atividades e escassez de alternativas. O resultado final sugere que os membros da geração Y na organização pesquisada se comprometem mais nas bases afetiva e obrigação pelo desempenho. Nas bases linha consistente de atividades e falta de recompensas e oportunidades o comprometimento foi considerado abaixo da média nos padrões da escala EBACO. As bases obrigação em permanecer, escassez de alternativas e afiliativa foram as bases que apresentaram menor comprometimento. / Due to the increasing in life expectancy, nowadays many generations share the work space. Recently, with the entrance of a new generation, four generations may work in the same company. Understanding which values, expectancies and how do we raise and keep this new generation’s (generation Y) commitment is important so that companies can reach their mission and goals. The more committed employees are the harder they try to accomplish their tasks and contribute to the company’s goals. Based on that this research project intend to understand on what grounds the generation Y’s commitment is built. For doing so individuals belonging to this specific generation wire pooled about questions related to their commitment to a public company. The questions were written based on the EBACO scale (basis scale of organizational commitment). This scale measures seven basis for commitment: affective; obligation to stay; obligation to performance; affiliative; lack of rewards and opportunities; consistent line of activity and a scarceness of alternatives. As a result, it was possible to see that individuals belonging to generation Y in the company where the research was conducted tend to be more committed on the affective and obligation to performance basis. On basis like a consistent line of activities and lack of reward the level of commitment reached below the average in EBACO’s scale patterns. The basis obligation in staying, scarceness of alternatives and affiliative were the basis where the commitment reached its lowest level. / Dissertação (mestrado) - Programa de Pós-graduação em Administração de Empresas, Pontifícia Universidade Católica do Rio de Janeiro, Rio de Janeiro, 2012. / Bibliografia: p. 59-63.