Thesis--University of Florida. / Description based on print version record. Typescript. Vita. Includes bibliographical references (leaves 272-278).

Diss.--Graz Universität, 1994. / Bibliogr. p. 321-346. Index.

Orientador: Ademir Jose Petenate / Dissertação (mestrado) - Universidade Estadual de Csmpinas, Instituto de Matematica, Estatistica e Ciencia da Computação / Made available in DSpace on 2018-07-25T14:16:12Z (GMT). No. of bitstreams: 1 Aguilar_MarceloAntonio_M.pdf: 2580896 bytes, checksum: 4181150ef6d3175def5bf4b0c11a521a (MD5) Previous issue date: 1999 / Resumo: O estudo desenvolvido nesta dissertação referencia o comportamento humano a partir da sua relação com a Organização "trabalho", visto que, foi a partir deste contexto organizacional que surgiram as mais arraigadas convicções sobre a Motivação Humana. Interessou-se explorar a motivação, privilegiando-se explorar o conjunto de bases teóricas que respaldaram e nortearam a análise crítica das informações que foram coletadas gradativamente, através da experiência e experimentação, à medida em que foi se percebendo como a motivação é definida no interior das organizações. Os capítulos apresentados referem se ao entendimento das diferenças comportamentais entre os indivíduos de uma organização; clarifica o conceito e a importância da motivação a partir de sua definição e objetivos; ressalta os modelos de motivação mais utilizados por estas; exemplifica as técnicas de motivação e traz à tona as principais armadilhas ligadas à essas técnicas; analisa as modificações motivacionais ocorridas ao longo dos tempos na IBM - Intemational Business Machines e na UTP - Universidade Tuiuti do Paraná. A conclusão permitiu entender o grau de incerteza na compreensão por parte das Organizações sobre o assunto Motivação Humana, e como a abordagem do assunto é inadequada devido à esta falha. Permitiu também, não considerando se o modelo motivacional da organização está correto ou não, verificar que qualquer que seja o modelo, este só pode realmente permear toda a organização se for definida, implementada e policiada pelo seu dirigente máximo, utilizando e defendendo os princípios organizacionais. / Abstract: The development of this study refers to the human behavior according to its relation to the element "work" since the strongest convictions about Human Motivation were first considered in the Organizational contexto The basic interest was to explore the subject motivation with emphasis to the set of theories which supported and guided the critical analysis of the gathered information throghout personal experience and probbing after the perception of how "motivation" is perceived by the organizations. The following chapters address the understanding of different individual behaviors inside an organization, clarify the concept of motivation and its refevance according to its definition and objectives, bring up the most considered models by the organizations, show up the traps implied in the motivation techniques used by organization and its personnel, evaluates the motivational approach modification along time which occured inside IBM - lntemational Business Machines and UTP - Universidade Tuiuti do Paraná. The conclusion of this study reveals the lack of compreension, by the Organizatlons, on the subject Human Motivation, and how inadequate is the approach due to this fail of compreension. Also, not considering if the motivational model adopted by the organizations is correct or not, the conclusion shows that the model can be deployed only, and while, it is defined, implemented and enforced by the Chairman, using and defending the organization principles. / Mestrado / Mestre em Qualidade

The purpose of the study was to find out if there is a mentorship tool available to guide mentorship after merger; determine effective mentoring techniques for improving work performance; and develop an appropriate mentorship model for improving work performance within tertiary institution . The main challenge is that the National Department of Education started a process of merging institutions of Higher Education. A number of tools that will help to support these mergers are lacking. The case study used was based on an in-depth analysis of events and programmes culminating from the merger of the two institutions. The Durban Institute of Technology in KwaZulu-Natal was identified and selected because it is the first institution to result in a merger. The documents selected provide the greatest amount of data and the researcher knows which documents deserve more attention than others. The following data sources were selected: Technikon Natal and M L Sultan Technikon merger documentation of 26 March 2002; Department of Education National Plan for Higher Education of 2001 and Andersen's Climate Survey Report on the Durban Institute of Technology of 2002. The theory behind this mentoring tool is Maslow's Hierarchy of Needs. Maslow's view of human needs in the work place is described as self-actualization . This theory of human needs guided the development of the mentorship tool. This is because employees who are mentored will achieve job performance expected of them. Although a well implemented mentoring programme can help with retention of staff, an institution needs to be aware that it may foster an individual's growth faster. Mentoring affects self-confidence and sense of marketability among employees and may thus cause an increase in market vulnerability. / Thesis (M.B.A.)-University of Natal, Durban, 2002.