Made available in DSpace on 2016-03-15T19:32:21Z (GMT). No. of bitstreams: 1 Rogerio Goncalves.pdf: 285255 bytes, checksum: d7297073d1e16ec758bd2207faaeb246 (MD5) Previous issue date: 2010-08-25 / Instituto Presbiteriano Mackenzie / The objective of this research is to study the variables and indicators used to evaluate the performance of real estate development companies. This research was based on the variables and indicators disclosed to the market by real estate companies listed on Bovespa, members of the Bovespa index, and the reports published by market analysts. A questionnaire was used as a tool for data collection, featuring a return of 63 responses from 136 requests. For this we used statistical tool Factor Analysis, divided into two groups: variables used by business and real estate development indicators adopted by enterprises of real estate. The data analysis demonstrate the vision of the capital market on the management process, identify which variables are most important in the process of performance evaluation, identify the most relevant indicators for the sector analysis, collect qualitative information, not disclosed by companies industry and not used by analysts, who have demonstrated great importance in the evaluation of performance, study the influence of these variables and these indicators in the management of these companies. / O objetivo desta pesquisa é estudar as variáveis e os indicadores utilizados para avaliar o desempenho de empresas de incorporação imobiliária. Esta pesquisa foi baseada nas variáveis e nos indicadores divulgados, ao mercado, pelas empresas de incorporação imobiliária listadas na Bovespa, integrantes do Ibovespa, e nos relatórios publicados pelos analistas de mercado. Foi utilizado um questionário como instrumento de coleta de dados, apresentando um retorno de 63 respostas das 136 solicitações. Para tanto, foi empregada a ferramenta estatística Análise Fatorial, dividida em dois grupos: variáveis utilizadas pelas empresas de incorporação imobiliária e indicadores adotados pelas empresas de incorporação imobiliária. A análise dos dados permitiu demonstrar a visão do mercado de capitais sobre o processo de gestão, identificar quais varáveis têm maior importância no processo de avaliação de desempenho, identificar os indicadores mais relevantes para a análise do setor, coletar informações qualitativas, não divulgados pelas empresas do setor e não utilizados pelos analistas de mercado, que demonstraram ter grande importância no processo de avaliação de desempenho, estudar a influência destas variáveis e destes indicadores na administração destas empresas.

Orientador: José Dirceu Ribeiro / Dissertação (mestrado) - Universidade Estadual de Campinas, Faculdade de Ciências Médicas / Made available in DSpace on 2018-08-21T18:45:42Z (GMT). No. of bitstreams: 1 VilasBoas_AnaPaulaDias_M.pdf: 8464706 bytes, checksum: 836945f4ea4cb5d8da43706b60f44f3f (MD5) Previous issue date: 2012 / Resumo: Nas últimas décadas, vários trabalhos sobre respiração bucal (RB) têm surgido na literatura, em contrapartida, pouco se conhece sobre vários aspectos desta síndrome, incluindo gravidade e repercussões sobre o rendimento físico e escolar. OBJETIVO: Avaliar o rendimento físico pelo teste de caminhada de seis minutos (TC6') e o rendimento escolar de crianças e adolescentes com RB e respiradores nasais (RN). MÉTODOS: Estudo de corte transversal descritivo e prospectivo em crianças RB não graves e RN que foram submetidas ao TC6' e a avaliação do rendimento escolar por meio do boletim escolar. Foram analisadas variáveis durante o TC6': freqüência cardíaca (FC), frequência respiratória (FR), saturação periférica de oxigênio (SpO2), distância percorrida em seis minutos (DP6') e escala de Borg modificada (EBM). RESULTADOS: Foram incluídos 156 escolares, 87 meninas (60 RN e 27 RB) e 69 meninos (44 RN e 25 RB). Todos os valores das variáveis estudadas foram estatisticamente diferentes entre os grupos RB e RN, com exceção do rendimento escolar e FC no TC6'. CONCLUSÃO: A RB afeta o rendimento físico mais precocemente que o rendimento escolar. Uma vez que, os RB desse estudo foram classificados como não graves, outros estudos comparando as variáveis de rendimento escolar e TC6' são necessários para melhor entendimento do processo do rendimento físico e escolar em crianças com RB / Abstract: In recent decades, many studies about mouth breathing (MB) have appeared in the literature, however, little is known about many aspects of this syndrome, including severity, impact on physical and scholar performance. OBJECTIVE: Evaluate the physical performance six minutes walk test (6MWT) and academic performance of children and adolescents with MB and nose breathers (NB). METHODS: Descriptive, cross-sectional, and prospective study with children no severe MB that underwent to the 6MWT and evaluation of scholar performance through the report card. Variables were analyzed during the 6MWT: heart rate (HR), respiratory rate (RR), oxygen saturation (SpO2), distance walked in six minutes (6MWD) and modified Borg scale (MBS). RESULT: We included 156 children, 87 girls (60 NB and 27 MB) and 69 boys (44 NB and 25 MB). All the variables studied were statistically different between groups NB and MB, with the exception of scholar performance and HR in 6MWT. CONCLUSION: The MB affects physical performance earlier than scholar performance. Since the MB in our study were classified as non-serious, other studies comparing the academic performance variables and 6MWT are needed to better understand of the process of physical and academic performances in MB children / Mestrado / Saude da Criança e do Adolescente / Mestra em Ciências

Employees' appraisal belongs to the active instruments of human resource management and performance. Its importance in the management of today's companies grows constantly with the increasing role of human capital in the intellectualization process. Appraisal is becoming an important way of achieving and maintaining the policy of high performance, productivity and competitiveness. The object of this thesis is a renowned Czech insurance company, which in the context of streamlining its processes and systems decided to change the employees' appraisal system. The aim of this thesis is to map out the implementation process of this new form of the appraisal system. The company will gain feedback on the overall course of the implementation and will be able to avoid some deficiencies defined during the process in future. At the same time this thesis can provide the company with some optimizing recommendations, which the company can use in the future revision of its appraisal system.

Studien syftar till att granska och belysa medarbetarsamtalets intentioner, praktiker och konsekvenser i svenska offentliga organisationer. Medarbetarsamtalet granskas utifrån hur det framställs i organisationernas dokumentation på olika nivåer i offentlig förvaltning. Då medarbetarsamtalet har kommit att tas alltmer för givet som ett inslag i det svenska arbetslivet, har vi eftersträvat en kritisk blick på fenomenet. Studiens fyra frågeställningar utgörs av: Vilken är den institutionaliserade formen för medarbetarsamtal utifrån dokumenten? Hur motiveras medarbetarsamtal i dokumenten? Vilka önskvärda ideal och vilken normering av synen på medarbetaren framkommer i medarbetarsamtalet? På vilket sätt kommer styrning och ledarskap till uttryck i samband med medarbetarsamtalet? Vid en översikt av litteraturen på området finns det studier som fokuserar på hur medarbetarsamtalet bäst utformas och gör som mest nytta. Det verkar här finnas ett antagande om att medarbetarsamtalet fyller olika viktiga syften för organisationen, chefen eller medarbetaren - bara det genomförs på rätt sätt. Det finns mindre beskrivet om andra outtalade syften med medarbetarsamtal och få studier som ifrågasätter om medarbetarsamtal, oavsett upplägg, är motiverade och efterfrågade i dess nuvarande institutionaliserade form. Studien finner flera likheter mellan organisationerna för medarbetarsamtalets upplägg, vilket tyder på en institutionaliserad form. Dessa likheter kan förklaras utifrån olika typer av isomorfism. Organisationerna anger olika syften med medarbetarsamtalen i sina interna dokument. Dessa uttalade syften kan vara särkopplade från ett underliggande syfte med samtalen som handlar om att uppnå legitimitet. Det finns motsägelser mellan de egenskaper som efterfrågas hos medarbetarna och strukturen för medarbetarsamtalen. Mallarna för medarbetarsamtalen kan användas för att avstyra medarbetare från att reflektera alltför djupt om sådant som ligger bortom de egna arbetsuppgifterna, vilket är kännetecknande för funktionell dumhet. / The focus of this study is the performance appraisal interview in the Swedish public sector. Using document analysis the study examines various policies related to performance appraisal from six different organisations. The aim is to describe the current institutionalised form of the appraisal interview and how this practice is justified according to the policies. Neo-institutional theory and the concept of functional stupidity is applied to analyse how the ideal employee is represented and the expressions of management in the documents. The results of the analysis show how isomorphism can be used to explain the similarities between the six organisations. The study also points to a potential decoupling of the expressed purpose of the interview and the unspoken intent of increased legitimacy. There are also discrepancies between the content of the policies and the practice of the interview. The templates for the appraisal interview can facilitate functional stupidity by using them to prevent employees from being too reflective.

This study extends Regulatory Fit Theory (Higgins, 2000) to examine horizontal regulatory fit (Scholer & Higgins, 2010) in the context of performance feedback. Participants completed the Regulatory Focus Questionnaire (Higgins et al., 2001) to measure their chronic motivational orientation, then worked on an adapted version of an in-basket task (Holmes & Hauenstein, 2012) across two sessions. Hypotheses predicted that compared to instances of non-fit, conditions of regulatory fit between chronic and situational and motivational orientations (Promotion vs. Prevention) would have a significantly greater impact on the following three outcomes: 1) Variety and Frequency of Feedback Use, 2) Feedback Recall, and 3) Attitudes toward both Feedback and the In-basket Task. Overall results supported this assertion. Participants in condition of regulatory fit engaged in a significantly greater variety of behaviors and did so more frequently than those in non-fit conditions. Additionally, participants in regulatory fit conditions had stronger positive attitudes toward feedback than those in non-fit conditions. Counter to previous research, regulatory fit did not have significant impact on feedback recall in the current study, nor did regulatory fit have a significant impact on the attitudes toward in-basket task. / Master of Science

Syftet med studien var att undersöka distriktssköterskors och undersköterskors upplevelser av medarbetarsamtal och dess motiverande funktion på en vårdenhet. Utifrån en kvalitativ metod undersöktes detta genom åtta semistrukturerade intervjuer med distriktssköterskor och undersköterskor som arbetade på samma vårdenhet. Genom en tematisk analys identifierades fyra teman: struktur och process, feedback, chefens engagemang och trivsel. Resultatet av studien visade att deltagarna uppskattade strukturerade medarbetarsamtal, samtidigt som de önskade mer flexibilitet för att göra samtalen mer personliga och öppna för diskussion. De efterfrågade också mer konstruktiv feedback för att kunna identifiera utvecklingsområden och därigenom främja arbetsmotivationen. Chefens engagemang framstod som avgörande för att medarbetarsamtalen skulle vara effektiva och motiverande. Diskussion om trivsel under medarbetarsamtalen sågs som ett sätt att öka engagemanget och arbetsmotivationen på arbetsplatsen. Studiens slutsats underströk vikten av att individanpassa medarbetarsamtalen för att främja arbetsmotivationen hos medarbetarna. / The purpose of the study was to investigate district nurses and certified nurse assistants experiences of performance appraisal interviews and its motivating function in a healthcare unit. Using a qualitative method, this was examined through eight semi-structured interviews with district nurses and certified nurse assistants working in the same healthcare unit. Through thematic analysis, four themes were identified: structure and process, feedback, manager engagement, and well-being. The results of the study showed that participants appreciated structured performance appraisal interviews while also desiring more flexibility to make the conversations more personal and open for discussion. They also requested more constructive feedback to identify areas for development and thereby promote work motivation. Manager engagements were perceived as crucial for the effectiveness and motivation of performance appraisal interviews. Discussion about well-being during performance appraisal interviews was seen as a way to increase engagement and work motivation in the workplace. The study's conclusion emphasized the importance of individualizing performance appraisal interviews to promote employees' work motivation.

Most companies are competing in the diverse global markets, and competitive advantage through human capital is becoming very important. Employee development for high productivity and the use of effective tools to measure their performance are therefore paramount. One such tool is the 360-degree performance appraisal system. The study on the effectiveness of the 360-degree performance appraisal was conducted on a selected steel organisation. The primary objective of the research study was to determine whether the current 360-degree performance evaluation system the organisation uses is effective or whether there is a need to explore other employee evaluation and feedback systems across the industry to identify the best practice. Constructs that were measured are the impact of 360-degree appraisal on the employee motivation and performance, job satisfaction, the organisation‟s performance, succession planning as well as training and development. The findings showed that the 360-degree appraisal system is effective in most of these areas. The findings will also assist management with a better understanding of where the process has failed and what gaps need to be filled. The results concluded that there is no need to explore other performance appraisal systems; however, as recommended, the identified deficiencies in the current evaluation process need to be addressed. / MBA, North-West University, Potchefstroom Campus, 2015

Most companies are competing in the diverse global markets, and competitive advantage through human capital is becoming very important. Employee development for high productivity and the use of effective tools to measure their performance are therefore paramount. One such tool is the 360-degree performance appraisal system. The study on the effectiveness of the 360-degree performance appraisal was conducted on a selected steel organisation. The primary objective of the research study was to determine whether the current 360-degree performance evaluation system the organisation uses is effective or whether there is a need to explore other employee evaluation and feedback systems across the industry to identify the best practice. Constructs that were measured are the impact of 360-degree appraisal on the employee motivation and performance, job satisfaction, the organisation‟s performance, succession planning as well as training and development. The findings showed that the 360-degree appraisal system is effective in most of these areas. The findings will also assist management with a better understanding of where the process has failed and what gaps need to be filled. The results concluded that there is no need to explore other performance appraisal systems; however, as recommended, the identified deficiencies in the current evaluation process need to be addressed. / MBA, North-West University, Potchefstroom Campus, 2015

Text in Afrikaans, abstract in Afrikaans and English / Die primere doelstellings van die navorsing is om die verband tussen persoonlikheid en toesighouersukses te bepaal. Persoonlikheid is deur die 16-Persoonlikheidsfaktorvraelys ( 16PF) en toesighouersukses deur 'n prestasiebeoordelingstelsel gemeet. 'n Literatuurstudie van persoonlikheidsteoriee en vorige navorsing is gebruik om die verwantskap tussen persoonlikheid en werksukses te verifieer en die navorsingsbehoefte aan te dui. Die steekproef is 74 toesighouers, hoofsaaklik blanke mans, by 'n fabriek van 'n suiwelvervaardigingsmaatskappy. Die verwantskap tussen die 16PF-resultate en toesighouersukses is statisties deur Pearson en Spearman se Produkmomentkorrelasiemetode, Standaard en Stapsgewyse meervoudige regressie en T-toetse vir onafhanklike groepe bepaal. Die resultate toon dat slegs faktore B, C, L, 0, Q4 en die tweedeordefaktor QII van die 16PF 'n beduidende verband met toesighouersukses het. Dit is bevind dat ouderdom, ondervinding en kwalifikasie nie die verwantskap tussen persoonlikheid en toesighouersukses be'invloed nie. Hoewel hierdie bevindinge nie veralgemeen kan word nie, moet persoonlikheid wel deeglik by die evaluering van personeel, byvoorbeeld in seleksie, oorweeg word. / The aim of the research is to establish the relationship between personality and supervisor success. Personality was measured with the 16-Personality Factor Questionnaire (16PF) and supervisor success through a performance measuring system. A literature study was done to verify the relationship between personality and work success. The sample consisted of 74 supervisors, mainly white males, working at a dairy factory. The relationship between the 16PF results and supervisor success has been statistically established through Pearson and Spearman's Product-moment correlation method, standard and stepwise multiple regression analysis and T-tests for independent groups. The results show that factors B, C, L, 0, Q4 and the second order factor QII of the 16PF has a meaningful relationship with supervisor success. It was found that age, qualifications and experience do not influence the relationship between personality and supervisor success. The findings cannot be generalized but personality can be taken into consideration when evaluating employees, for example in selection. / Industrial & Organisational Psychology / M. Comm. (Bedryfsielkunde)

An increasing number of reports indicate that managers are opposed to performance appraisal. It is important to understand why managers have favourable or unfavourable attitudes towards performance appraisal and it is necessary to investigate the causing factors of these attitudes. The aim of this research was therefore to gain a deeper understanding of the factors that influence managers’ attitudes towards performance appraisal. This study was conducted within the interpretive research paradigm and situated in a medium-sized organisation within the financial services industry. The sample was purposefully selected and the data were collected through in-depth interviews and naïve sketches. The data were analysed applying Tesch’s descriptive analysis method. The main findings indicated that managers who needed to conduct performance appraisals perceived and experienced performance appraisal as an uncomfortable and emotional process that might cause them to become defensive. Moreover, it was revealed that the managers experienced uncertainties about aspects of performance appraisal, such as the purpose of performance appraisal, what must be measured and frequency of performance appraisal. As a result of such uncertainties, managers might not always have the ability or readiness to conduct performance appraisals, especially when the performance appraisal contains negative performance feedback. Furthermore, the organisational context might put managers in an undesirable situation to distort performance ratings of employees in order to achieve organisational goals or the manager’s personal goals, which in turn influence the attitude of the manager. The findings of the study can assist organisations in influencing managers’ attitudes more positively and in enhancing the overall performance appraisal process. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)