This thesis deals with managerial competencies in one particular company. The thesis is divided into two parts, the practical and the theoretical one. The theoretical part explains basic notions concerning especially competencies in connection with management. In the practical part, analysis of key managerial competencies of the company is carried out. The terrain data collection is drafted on the basis of quantitative research strategy. The aim of the thesis is to characterize key managerial competencies in the particular company and following carrying out of a detail analysis of these key competences at individual managers. In my work, I recommend a proposal of possible competency development, the state emerged as undesirable; in the form of formal education, informal education or in the form of working experience.

Submitted by Rodolfo Furtado de Carvalho Bullara (rb933@bol.com.br) on 2018-01-17T01:58:42Z No. of bitstreams: 1 Rodolfo Furtado de Carvalho Bullara - Dissertação MPA - 2017.pdf: 1467314 bytes, checksum: 8efbc4cabb36c78e8ba70a886498ed06 (MD5) / Approved for entry into archive by Mayara Costa de Sousa (mayara.sousa@fgv.br) on 2018-01-17T17:53:40Z (GMT) No. of bitstreams: 1 Rodolfo Furtado de Carvalho Bullara - Dissertação MPA - 2017.pdf: 1467314 bytes, checksum: 8efbc4cabb36c78e8ba70a886498ed06 (MD5) / Made available in DSpace on 2018-01-17T18:39:06Z (GMT). No. of bitstreams: 1 Rodolfo Furtado de Carvalho Bullara - Dissertação MPA - 2017.pdf: 1467314 bytes, checksum: 8efbc4cabb36c78e8ba70a886498ed06 (MD5) Previous issue date: 2017-12-18 / A cobrança por resultados gerenciais aumenta continuamente, o que leva os gerentes à busca por maior proficiência em competências (conhecimentos, habilidades e atitudes) necessárias ao cumprimento de objetivos cada vez mais agressivos. Por outro lado, a empresa necessita não só medir se os seus gerentes cumprem os objetivos organizacionais, mas de que forma o fazem. É o que se espera do sistema de avaliação de desempenho da organização. O objetivo do presente estudo foi determinar, se, e em que magnitude, o nível de proficiência individual em 6 competências gerenciais de gerentes de agência influencia o desempenho efetivo das agências nas quais atuavam em um dos maiores bancos comerciais do Brasil. Os dados foram coletados de avaliações reais de desempenho. Os resultados indicam claramente que a proficiência em competências gerenciais não estava ligada ao desempenho organizacional medido por variáveis objetivas de performance das agências. A proficiência na competência “sentido de dono” teve impacto irrelevante na nota final da agência e nos seus subcomponentes. Todas as outras competências não mostraram relação significante com as notas de desempenho das agências, indicando que a performance organizacional foi determinada por outros fatores não medidos neste estudo. Como os resultados contrariam estudos anteriores no Brasil e no exterior, o trabalho discute suas importantes implicações para a teoria e para a prática de gestão de pessoas e desempenho, em especial sobre avaliações de desempenho com base em competências e sua relação com práticas de remuneração e gestão de carreira em organizações. / The pressure for managerial results are increasing continuously. This mandates managers to develop stronger proficiency in competencies (knowledge, skills and attitudes) which are needed to achieve ever more aggressive objectives. On the other hand, the company needs to measure not only if their managers are achieving their strategic objectives, but also how they achieve their results. This is what is expected from an organization's performance appraisal system. The objective of the present study was to determine if, and to what extent, the level of individual proficiency in six managerial competencies influences the effective performance of the branches which they manage in one of the largest brazilian commercial banks. For this, the study verified whether the proficiency of these six competencies influenced the effectiveness of the performance of the branches managed by the subjects. The data was obtained from real performance evaluations. The results clearly indicate that proficiency in managerial competencies was not linked to organizational performance as measured from the branches performance system. The proficiency in the ownership competence had an irrelevant impact on the final evaluation of the branches and its subcomponents. All other competencies also did not show a significant influence on the branches performance scores, indicating that the organizational performance was determined by other factors not measured in this study. As the results contradict previous studies in Brazil and abroad, this paper discusses its important implications in theory and practice of people management and performance, especially regarding performance evaluation based in competencies and its relationship with remuneration practices and career management organizations.

Made available in DSpace on 2015-04-16T14:49:22Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 2275155 bytes, checksum: c623576b560e2974476e82c54dd5f168 (MD5) Previous issue date: 2010-12-07 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / The overall objective of this study is to analyze the competencies in action of the technical and administrative managers of federal institutions of higher education (IFES) in northeastern Brazil and the following are specific objectives: a) identify the competencies in action of managers of IFES in their professional practice, b) set the dimensions of the competencies of the technical and administrative managers and c) measure, as perceived by managers, the domain level and the level of encouragement from IFES regarding managerial competencies identified. The theoretical framework was divided into five parts: (i) competencies: a construct preparation, (ii) managerial competencies, (iii) the historical evolution of IFES, (iv) public context: the current scenario of human resource management and (v) public manager's role: challenges and opportunities. The research configures itself as qualitative and quantitative nature, of the exploratory and descriptive type, being held in two stages: a qualitative through focus groups and a quantitative survey using an electronic source of data collection. The sets of qualitative research were three federal universities: Federal University of Paraiba UFPB, Federal University of Pernambuco UFPE and the Federal University of Rio Grande do Norte UFRN. The qualitative phase included 21 public managers in the areas of human resources, finance, accounting, and security that work in those institutions. In the data collect the focus group technique was used in order to uncover the perceptions of managers, identifying the managerial competencies present in their professional practices. The interviews were transcribed and the information handled by the analysis of qualitative data. The quantitative stage was performed in 14 IFES located in northeastern Brazil, using a survey. The results allowed enlarge the understanding of management competencies in the public scope, enabling to identify four dimensions present in the managerial competencies in the design of these managers in the public sector: Competencies of Institutional Development Management, Competencies of Behavioral Management, Competencies of Organizational Environment Management and Competencies of Political management, as well as measure the domain and encouragement level perceived in each competence. / O objetivo central deste estudo é analisar as competências em ação de gestores técnico-administrativos das Instituições Federais de Ensino Superior (IFES) do Nordeste brasileiro, e os objetivos específicos: a) identificar as competências em ação dos gestores das IFES em sua prática profissional; b) definir as dimensões das competências dos gestores técnico-administrativos das IFES e c) mensurar, na percepção dos gestores, os níveis de domínio e de encorajamento das IFES em relação às competências gerenciais identificadas. A fundamentação teórica foi dividida em cinco partes: (i) competências: um construto em elaboração, (ii) competências gerenciais, (iii) evolução histórica das IFES, (iv) contexto público: atual cenário de gestão de pessoas e (v) papel do gestor público: desafios e possibilidades. A pesquisa se configura como de natureza qualitativo-quantitativa, do tipo exploratória e descritiva, sendo realizada em duas etapas: uma qualitativa por meio do focus group e outra quantitativa utilizando um questionário eletrônico como fonte de coleta de dados. Os cenários da pesquisa qualitativa foram 3 universidades federais: Universidade Federal da Paraíba UFPB, Universidade Federal de Pernambuco UFPE e Universidade Federal do Rio Grande do Norte UFRN. A fase qualitativa abrangeu 21 gestores públicos das áreas de recursos humanos, finanças, contabilidade e segurança que trabalham nas referidas instituições. Na coleta de dados, foi utilizada a técnica do focus group, com o intuito de desvelar as percepções desses gestores, identificando as competências gerenciais presentes em suas práticas profissionais. As entrevistas foram transcritas e as informações tratadas por meio da análise qualitativa de dados. A etapa quantitativa foi realizada em 14 IFES localizadas no Nordeste brasileiro, aplicando-se um survey. Os resultados permitiram ampliar a compreensão acerca das competências gerenciais no âmbito público, possibilitando identificar quatro dimensões presentes nas competências gerenciais na concepção destes gestores no setor público Competências de Gestão do Desenvolvimento Institucional, Competências de Gestão Comportamental, Competências de Gestão do Ambiente Organizacional e Competências de Gestão Política bem como mensurar em cada uma, o nível de domínio e de encorajamento.

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 object of the study was emotional intelligence. The subject of the study was the relationship between the level of managerial competencies and the level of emotional intelligence. The master's thesis consists of an introduction, three chapters, conclusion, a list of references (60 sources) and an appendix, which includes the forms of the applied techniques. The volume of the master's thesis is 110 pages, on which are placed 15 figures and 12 tables. The introduction reveals the relevance of the research problem, the development of the problematics, the purpose and objectives of the research are set, the object and the subject of the research are determined, the main hypothesis is formulated, the methods and the empirical base are specified, as well as the stages of the research, the scientific novelty, the theoretical and practical significance of the work. The first chapter includes a review of foreign and domestic literature on the topic of research, the place of emotional intelligence in the system of other types of intelligence, the structure of emotional intelligence and its place in the modern business environment, as well as the model of managerial competencies and their role in the modern business system. Conclusions on chapter 1 represent results on studying of theoretical material. Chapter 2 is devoted to a skilled basic research of emotional intelligence and level of administrative competences at heads of the average and highest level of the chosen enterprise. The short characteristic of the enterprise on the basis of which there took place the research is provided. Techniques of assessment of level of professional competences are considered. The test for emotional intelligence of N. Hall which has been chosen for evaluating level of emotional intelligence is described. The description of the organization of carrying out a research is provided. Conclusions on chapter 2 include the description of relevance of the chosen techniques and their practical importance for assessment of level of emotional intelligence and level of professional competences of administrative board of the chosen company. The chapter 3 is devoted to results of an empirical research. Conclusions by results which have turned out during application of the chosen techniques, such as «Assessment- сenter» method which includes are given: "Test for researches of professional and behavioral and managerial characteristics" of K. Thomas, 2 types of questioning: on satisfaction, on motivation, 2 methods of an interview: the structured interview on competences, motivational, "Progressive matrixes" of J. Raven, 2 the stimulating exercises: discussion 1, discussion 2, assessment method of "360 degrees" and "Test for measurement of emotional intelligence" of N. Hall. Conclusions according to chapter 3 include the main results of an empirical research. Conclusions according to chapter 3 include the main results of an empirical research. In the conclusion in a generalized view results of theoretical and empirical parts of work and also conclusions on the made hypothesis are stated, the practical importance of a research is proved and the possible prospects of further development of this perspective are described. / Объектом исследования явился эмоциональный интеллект. Предметом исследование явилась взаимосвязь уровня управленческих компетенций с уровнем эмоционального интеллекта. Магистерская диссертация состоит из введения, трех глав, заключения, списка литературы (60 источников) и приложения, включающего в себя бланки применявшихся методик. Объем магистерской диссертации 110 страниц, на которых размещены 15 рисунков и 12 таблиц. Во введении раскрывается актуальность проблемы исследования, разработанность проблематики, ставятся цель и задачи исследования, определяются объект и предмет исследования, формулируются основная гипотеза, указываются методы и эмпирическая база, а также этапы проведения исследования, научная новизна, теоретическая и практическая значимость работы. Первая глава включает в себя обзор иностранной и отечественной литературы по теме исследования, место эмоционального интеллекта в системе других видов интеллекта, структуру эмоционального интеллекта и его место в современной бизнес среде, а так же модель управленческих компетенций и их роль в современной системе бизнеса. Выводы по первой главе представляют собой итоги по изучению теоретического материала. Вторая глава посвящена опытно-поисковому исследованию эмоционального интеллекта и уровню управленческих компетенций у руководителей среднего и высшего уровня выбранного предприятия. Приведена краткая характеристика предприятия, на базе которого проходило исследование. Рассмотрены методики оценки уровня профессиональных компетенций. Описан тест на эмоциональный интеллект Н.Холла, который был выбран для проведения оценки уровня эмоционального интеллекта. Приведено описание организации проведения исследования. Выводы по второй главе включают в себя описание актуальности выбранных методик и их практической значимости для оценки уровня эмоционального интеллекта и уровня профессиональных компетенций руководящего состава выбранной компании. Третья глава посвящена результатам эмпирического исследования. Приведены выводы по результатам, которые получились в ходе применения выбранных методик, таких как метод «Ассессмент - центра», который включает в себя: «Тест на исследования профессионально-поведенческих и управленческих характеристик» К.Томаса, 2 вида анкетирования: на удовлетворенность, на мотивацию, 2 метода интервью: структурированное интервью по компетенциям, мотивационное, «Прогрессивные матрицы» Дж. Равена, 2 стимулирующих упражнения: дискуссия 1, дискуссия 2, метод оценки «360 градусов» и «Теста на измерение эмоционального интеллекта» Н.Холла. Выводы по главе 3 включают в себя основные результаты эмпирического исследования. В заключении в обобщенном виде изложены результаты теоретической и эмпирической частей работы, а также выводы по выдвинутой гипотезе, обоснована практическая значимость исследования и описаны возможные перспективы дальнейшей разработки данной проблематики.

Submitted by Sandra Pereira (srpereira@ufrrj.br) on 2016-09-14T13:31:53Z No. of bitstreams: 1 2011 - Marcos Ferreira.pdf: 1908598 bytes, checksum: b2c91887f2986b0536a26e69d803d81f (MD5) / Made available in DSpace on 2016-09-14T13:31:53Z (GMT). No. of bitstreams: 1 2011 - Marcos Ferreira.pdf: 1908598 bytes, checksum: b2c91887f2986b0536a26e69d803d81f (MD5) Previous issue date: 2011-02-25 / Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior - CAPES / Public management studies point out an ever-increasing inadequacy of public administration practice based on decision centralization, hierarchy and unity of command principles, pyramidal power structure, rigid routines and vertical processes control, Inadequacy probably caused by society?s changing exigencies which are closer and faster expressed by means of information and communication technologies for demanding more efficient and quality public services. On the other hand, flexibility, quality, competency, innovation and change concepts support private sector management practice. Thus, public administration firms would benefit learning from private management practice in order to attend society?s demands for more efficient and quality public service. New public sector circumstances requires public service management adaptation to stimulate organizational change and to implement new management methods as recommended by a Brazilian public administration program called GesPublica. A managerial model for public administration is justified to overcome challenges that managers experience at public organizations nowadays, similar to the ones posed to the private ones. Contemporary public manager would answer organizational environment changes through learning and developing managerial competencies in order to accomplish the organization?s Mission. So, a scientific research to examine how supervisors individually and collectively learn and develop managerial competencies at a public research and development public firm was designed. Supervisors? actual practice was focused in this qualitative empirical research. Field data was collected through semi-structured personal interviewing with ten supervisors. Transcripted interview texts were hermeneutically analyzed to understand learning and developing managerial competencies process phenomenon. In this way seven categories emerged: a) public management context: motivation for joining the firm b) managers selection process c) building managerial competency learning process d) developing technical skills and managerial competencies; e) managers? experienced episodes f) daily difficulties in public management context and g) manager staff working processes. Results suggest that managerial competency is developed through formal capacitation and also by means of single loop, double loop as well as experiential learning processes. Managerial competencies are developed in the midst of a challenging and difficult context were individuals also get frustrated and obtain work satisfaction. Field data showed that managerial activities resemble Sisifo?s punishment metaphor and that self-managers vision about their own work embraces responsibility, burocracy, conflict management and having to act simultaneously as a technician while managing their area. / Estudos na ?rea de gest?o p?blica permitem-nos vislumbrar seu distanciamento cada vez mais crescente das pr?ticas que se alicer?am na centraliza??o de decis?es, hierarquia traduzida no princ?pio de unidade de comando, estrutura piramidal de poder, rotinas r?gidas e controle vertical dos processos administrativos. Atualmente a Administra??o P?blica pode aprender com a gest?o das empresas privadas onde conceitos como flexibilidade, qualidade, compet?ncia, inova??o e mudan?a permeiam um contexto em que se exige qualifica??o do trabalhador para responder ?s novas demandas da sociedade. Esta por meio das tecnologias de informa??o e comunica??o aproxima-se mais do Estado, cobrando e exigindo a presta??o de servi?os com qualidade e efici?ncia. Esse novo panorama estatal que ora se apresenta implica na necessidade de adapta??o do servi?o p?blico no sentido de promover mudan?as organizacionais e implementar novos m?todos de trabalho como preconiza o Programa Gespublica. A ado??o de um modelo gerencial para a administra??o governamental se justifica pelos desafios enfrentados pelos gestores das empresas privadas s?o agora vividos pelos gestores das organiza??es p?blicas. E nesse sentido, o gestor p?blico contempor?neo dever? ser capaz de prover o atendimento das peculiaridades de cada ambiente organizacional por meio da aprendizagem e pelo desenvolvimento de suas compet?ncias gerenciais que lhe permitam atingir/superar os desempenhos configurados na miss?o da organiza??o. O presente trabalho se justifica, face ? necessidade de se investigar como os supervisores aprendem e desenvolvem compet?ncia para gerenciar em uma empresa p?blica de pesquisa e desenvolvimento que se insere no cen?rio contempor?neo descrito. Objetivouse identificar na pr?tica, processos de desenvolvimento de compet?ncias gerenciais alcan?ados por meio de aprendizagem individual e coletiva. Para tanto, realizou-se uma pesquisa-emp?rica com abordagem qualitativa. Para a coleta dos dados emp?ricos utilizou-se a entrevista com roteiro junto a dez supervisores. Depois de transcritas as entrevistas foram hermeneuticamente analisadas. Assim, emergiram sete categorias de an?lise: a) o contexto da gest?o p?blica: motiva??o para ingresso na organiza??o; b) o processo de sele??o para a fun??o gerencial; c) constru??o da vis?o e do processo de aprendizagem da fun??o gerencial; d) aprendendo e desenvolvendo habilidades t?cnicas e compet?ncias gerenciais; e) epis?dios vividos pelos gestores no contexto da atua??o gerencial; f) as dificuldades di?rias e o contexto da gest?o p?blica; g) o gestor, sua equipe e os processos de trabalho. Os resultados indicam um aprendizado de compet?ncia gerencial por meio de forma??o e experi?ncia baseado nos modelos de aprendizagem single loop, double loop e aprendizagem vivencial. As compet?ncias gerenciais s?o aprendidas em um contexto de enfrentamento dos desafios e dificuldades, envolvendo tamb?m frustra??es e satisfa??o dos indiv?duos. Os depoimentos de campo permitiram compreender que os desafios da atividade gerencial s?o metaforicamente comparados ao castigo imposto a S?sifo e que a vis?o do gestor de sua pr?pria atividade abrange responsabilidade, burocracia, gest?o de conflitos e a dificuldade de ser gestor ao mesmo tempo em que tem de atuar como um especialista de sua ?rea

Submitted by Maria Fernanda Alessio (mfalessio@gmail.com) on 2017-03-31T13:41:20Z No. of bitstreams: 1 Alessio, 2017 - Estratégias de escolha de dirigentes públicos no Brasil.pdf: 3356900 bytes, checksum: fc5a07062e2d5bd18081abeadf372868 (MD5) / Approved for entry into archive by Pamela Beltran Tonsa (pamela.tonsa@fgv.br) on 2017-03-31T18:09:51Z (GMT) No. of bitstreams: 1 Alessio, 2017 - Estratégias de escolha de dirigentes públicos no Brasil.pdf: 3356900 bytes, checksum: fc5a07062e2d5bd18081abeadf372868 (MD5) / Made available in DSpace on 2017-04-03T12:30:41Z (GMT). No. of bitstreams: 1 Alessio, 2017 - Estratégias de escolha de dirigentes públicos no Brasil.pdf: 3356900 bytes, checksum: fc5a07062e2d5bd18081abeadf372868 (MD5) Previous issue date: 2017-03-07 / This thesis analyzes the selecting and appointing strategies of top public managers in Brazil, debating its advances and limitations in relation to international experiences, in which the managerial competences constitutes a central attribute to the senior civil service models. Its theoretical approach is guided by the international literature on top public managers and senior civil service systems, issues that are insufficiently discussed in Brazil. For this reason, our study clarifies the contours of this theme: it proposes an analytical definition for top public managers and identifies, empirically, in which Brazilian Federal Executive positions they are situated. We argue that the appointment of public managers is preceded by a set of choice mechanisms that are not explored by the brazilian literature, since the existing analyzes, besides not delimiting the managerial space, are based on the dichotomy of the combat to the free appointments associated with the defense of the reserve of positions for servers, without incorporating the attributes of the professional senior civil service. In order to demonstrate the variety of existing choice strategies and overcome this dichotomous view, a broad consultation with federal organizations was made electronically, along with documentary analysis, leading to a categorization of five analytical models, called Discretionary, Conditional, Concertative, Representative and Managerial. Our second argument demonstrates, from a set of documentary analyzes and semi-structured interviews aimed at explaining the emergence of Managerial choices and analyzing its main constituent elements, that this model dialogues with the international debate about top public managers, since its main achievement coincides with its central attribute, oriented to the measurement of managerial competences; its scope, however, is still timid and unrepresentative within the country's federal organizations. / Esta tese analisa as estratégias de escolha dos ocupantes de cargos de direção adotadas pela administração federal brasileira, esmiuçando seus alcances e limitações em relação às experiências internacionais, nas quais a dimensão das competências de gestão constitui atributo central dos modelos de direção pública profissional. A perspectiva teórica do estudo está fundamentada na literatura internacional sobre os dirigentes e os sistemas de alta direção públicos, temas insuficientemente discutidos no Brasil. Por essa razão, nosso estudo esclarece os contornos do debate: propõe uma definição analítica para os dirigentes públicos e identifica, empiricamente, em que espaços estão situados na estrutura do Executivo federal brasileiro. Defendemos que a nomeação de dirigentes públicos é precedida por um conjunto de mecanismos de escolha pouco explorados pela literatura no país, já que as análises existentes, além de não precisar o espaço diretivo, estão baseadas na dicotomia do combate à livre nomeação associado à defesa da reserva de cargos para servidores, sem incorporar os atributos próprios da direção profissional. Para demonstrar a variedade de estratégias de escolha existentes e superar esta visão dicotômica, foi realizada ampla consulta às organizações federais por meio eletrônico, somada a análises documentais, nos levando a uma categorização de cinco modelos analíticos, denominados de escolhas Discricionárias, Condicionais, Concertativas, Representativas e Gerenciais. Nosso segundo argumento demonstra, a partir de análises documentais e da realização de entrevistas semiestruturadas orientadas a explicar a emergência das escolhas Gerenciais e a analisar seus principais elementos constitutivos, que este modelo dialoga com o debate sobre os dirigentes públicos dos casos internacionais, já que seu principal avanço coincide com o atributo central das competências de gestão; seu alcance, no entanto, é ainda tímido e pouco representativo no conjunto das organizações federais do país.

Submitted by Haroudo Xavier Filho (haroudo.xavierfo@ufpe.br) on 2016-03-02T17:42:59Z No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) TESE (2015-08-18) - MILKA ALVES CORREIA BARBOSA.pdf: 3428736 bytes, checksum: 50718849d570efd18c0f472afb11312f (MD5) / Made available in DSpace on 2016-03-02T17:42:59Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) TESE (2015-08-18) - MILKA ALVES CORREIA BARBOSA.pdf: 3428736 bytes, checksum: 50718849d570efd18c0f472afb11312f (MD5) Previous issue date: 2015-08-18 / CAPES / CNPq / FACEPE / Considerando-se o cenário do ensino superior no Brasil, a tese que se propôs defender foi sistematizada da seguinte forma: existe uma lacuna de políticas públicas e políticas organizacionais de formação de professores para a gestão de instituições de ensino superior (IES) que incide na construção do papel social de professor-gestor, comprometendo a externalização e o reconhecimento de suas competências gerenciais, no desempenho de tal papel social. Esta investigação orientou-se pela seguinte questão de pesquisa: como a lacuna de políticas públicas e organizacionais voltadas à formação professores para gestão IES repercute na construção do papel professor-gestor competências gerenciais dos professores, considerando-se seu desempenho no gestor?. Na busca por respostas à problemática, realizou-se um estudo qualitativo interpretativo básico, tendo a Universidade Federal do Vale do São Francisco como lócus da pesquisa. Os dados foram coletados por meio de entrevistas semiestruturadas, observação participante e análise documental de dados secundários, caracterizando a triangulação metodológica. A Análise de Conteúdo foi adotada para o tratamento dos dados, com o suporte do software Atlas Ti. Tendo em vista as distintas naturezas epistemológicas dos construtos cominados na pergunta de pesquisa, a investigação orientou-se por uma perspectiva multiparadigmático, traduzindo-se em triangulação teórica, atribuindo caráter heterodoxo à tese. O aporte teórico constituiu-se dos seguintes temas: papéis sociais; papéis sociais do professor de ensino superior, com ênfase no papel de professor-gestor (academic manager); competências gerenciais de professores de ensino superior, políticas públicas e políticas organizacionais para a formação dos professores de ensino superior. Os modelos analíticos de Paiva (2007) e Mendonça et al (2012) também deram suporte ao estudo, culminando em uma proposta de integração representada no Framework para análise da formação de competências gerenciais para o papel de professor-gestor em instituições federais de ensino superior (Ifes). Os achados concernentes às cinco questões norteadoras confirmaram a tese defendida e levaram à seguinte conclusão, respondendo à pergunta de pesquisa proposta: a lacuna de políticas públicas e políticas organizacionais para formação de professores de ensino superior para a gestão de Ifes incide na construção e socialização dos sujeitos no papel de professor-gestor, comprometendo o processo de externalização, legitimação e desenvolvimento das competências profissionais de gestão, perenizando assim a atuação não-profissional dos mesmos no desempenho do referido papel. Longe de esgotar as discussões, esse trabalho reafirma o entendimento de que a complexidade e a dinâmica da realidade educacional brasileira vêm demandando a adoção de políticas públicas e organizacionais para formação dos professores de ensino para a gestão de IES pautada no desenvolvimento de competências gerenciais que concorram para o desempenho desses sujeitos no papel de professor-gestor, levando-os a contribuir para alcance de níveis de excelência em ensino, pesquisa e extensão nas Ifes. / Considering the higher education scenario in Brazil, the thesis that proposed defend it was systematized as follows: there is a lack of public policies and organizational policies of teacher training for the management of higher education Institutions (HEI) which focuses on building the social role of academic manager, compromising the outsourcing and the recognition of their managerial competencies, in performing such social role. This investigation was guided by the following research question: how the gap of public policies and organizational policies related to teacher training for the management of HEI reflected in the construction of academic manager role and management of managerial competencies skills of teachers, considering their performance in the role of manager?. In the search for answers to the problems, took place a basic interpretive qualitative study, with the Federal University of São Francisco Valley as a place of research. Data was collected through semi-structured interviews, participant observation and document analysis of secondary data, characterizing the methodological triangulation. The Content Analysis was adopted for the processing of data, with the support of the Atlas Ti software. Given the distinct natures of epistemological constructs imposed on survey question, the research guided by a multi-paradigmatic perspective, translating into theoretical triangulation, giving heterodox character to the thesis. The theoretical framework consisted of the following themes: social roles; social roles of higher education teacher, emphasizing the role of academic manager; managerial skills of higher education teachers, public policies and organizational policies for the training of higher education teachers. The analytical models of Paiva (2007) and Mendonça et al. (2012) also gave support to the study, culminating in a proposal for integration represented in the Framework for analysis of formation of managerial skills of the academic manager in federal universities. The findings concerning the five guiding questions confirmed the defended thesis and led to the following conclusion: the gap of public policies and organizational policies for training of higher education teachers for federal institutions of high education (Ifes) management focuses on the construction and socialization of subject in the role of academic manager, compromising the process of outsourcing, legitimacy and development of professional management skills, everlasting thus the unprofessional actions of the same in the exercise of that role. Far from exhausting discussions, this study reaffirms the understanding that the complexity and dynamics of the Brazilian educational reality are demanding the adoption of public and organizational policies of formation of teacher for the Ifes management, based on the development of managerial competencies that contribute to the performance of these subjects in the academic manager role and help them to promote teaching, research and extension in excellence levels.

Submitted by Juliana De Souza Martins (julismartins@uol.com.br) on 2018-06-06T03:26:13Z No. of bitstreams: 1 Competências gerenciais do middle manager_JSM.pdf: 764926 bytes, checksum: 45e8753eae0bda3528968651bb6d713a (MD5) / Approved for entry into archive by Mayara Costa de Sousa (mayara.sousa@fgv.br) on 2018-06-08T22:05:00Z (GMT) No. of bitstreams: 1 Competências gerenciais do middle manager_JSM.pdf: 764926 bytes, checksum: 45e8753eae0bda3528968651bb6d713a (MD5) / Approved for entry into archive by Raphael Xavier (raphael.xavier@fgv.br) on 2018-06-11T12:11:56Z (GMT) No. of bitstreams: 1 Competências gerenciais do middle manager_JSM.pdf: 764926 bytes, checksum: 45e8753eae0bda3528968651bb6d713a (MD5) / Made available in DSpace on 2018-06-11T12:11:56Z (GMT). No. of bitstreams: 1 Competências gerenciais do middle manager_JSM.pdf: 764926 bytes, checksum: 45e8753eae0bda3528968651bb6d713a (MD5) Previous issue date: 2018-05-14 / Os gerentes da média gestão, a quem nesse estudo chamaremos de middle managers, são responsáveis por fazer a ligação entre o nível executivo e o nível operacional nas empresas. Eles agem como sintetizadores da informação da alta liderança e como facilitadores para os níveis abaixo e níveis laterais (áreas de suporte, por exemplo) encorajando e engajando as equipes a novas ideias e outros fatores experimentais na busca por resultados. O presente trabalho estabelece-se em torno desse importante agente, restringindo sua pesquisa a middle managers que atuam na área comercial de uma instituição bancária de grande porte que atua junto às grandes empresas brasileiras. O estudo compreende uma análise da literatura existente sobre o tema competências e deseja compreender quais são as competências gerenciais que a organização estabelece para o público de middle managers; seja formalmente, via avaliação de competências, seja informalmente, via cobrança dos gestores que lideram este grupo de média gestão. Adicionalmente, o projeto deseja compreender quais são as competências gerenciais que a organização estabelece para esse público: seja formalmente, via avaliação de competências, seja informalmente via cobrança dos gestores que acompanham esses gerentes no dia a dia. O levantamento das competências do middle manager 'cobradas' pelos gestores foi realizado a partir de entrevistas com os líderes da área em questão, o que resultou numa relação de 12 competências principais. Em paralelo, foi realizado um levantamento com os próprios middle managers a fim de determinar quais as competências que eles entendem que possuem. Esse levantamento culminou numa lista de 13 competências. Os quatro levantamentos foram comparados e consolidados, todas as intersecções foram excluídas e encontrou-se uma relação de 11 competências importantes para a atuação do público em questão. / Middle management managers, whom we will call middle managers in this study, are responsible for connecting the executive level to the operational level in companies. They act as high-level information synthesizers and as facilitators for the levels below and lateral levels (supporting areas, for example) by encouraging and engaging teams with new ideas and other experimental factors in the search for results. The present work establishes itself around this important agent, restricting its research to middle managers who work in the commercial area of a large banking institution that works with large Brazilian companies. The study comprises an analysis of the existing literature on the subject competencies that results in 34 competencies. In addition, the project wants to understand the managerial competencies that the organization establishes for this public: either formally, through evaluation of competencies, or informally through the collection of the managers who accompany these managers on a daily basis. The survey of managerial skills 'collected' by the managers was carried out through interviews with the leaders of the area in question, which resulted in a list of 12 main competencies. In parallel, a survey was carried out with the middle managers themselves in order to determine what competences they understand they have. This survey culminated in a list of 13 competencies. The four surveys were compared and consolidated, all intersections were excluded and a list of 11 important competencies was found for the performance of the public in question.

This diploma thesis deals with the topic of time management as one of the managerial competencies needed to successfully perform managerial work. The diploma thesis shows a theoretical point of this theme, its application in practice and empirici research. The main aim of diploma thesis is to show to managers the possibilities of such self- assessment may be carried out in the field of time management, discover their strengths and weaknesses in this area and find potential opportunities for development. To develop the empirical part of diploma thesis I chose technique of management shadowing, method of 360degree feedback and Competency Based Interview. Into the research I have included three manager women of non-profit and profit organizations. The research resulted serious and less serious individual shortcomings in the theme of in time management. The most serious shortcomings may include reluctance to delegate tasks, which is due to a lack of confidence in the ability of colleagues and subordinates managers, and inability to reject the request due to a sense of guilt against the applicant. The empirical part revealed to the manageress their weakest point in time management and the potential development in this area. Manageress also tried the techniques that can diagnose their current level of...