The purpose of this study was to investigate School Board members' perceptions and expenences of their roles in a secondary school in the Rundu Education Region of Namibia. A case study was conducted within the interpretive paradigm. Six School Board members from the selected school were interviewed. The data were analysed using qualitative data analysis practices. The findings of the study indicate that there are numerous constraints that interfere with the Board members' ability to effectively carry out their role as a school governing body. These constraints include a lack of knowledge and understanding of the Education Act, a lack of skill in conducting basic management and organization processes and a lack of support from the circuit inspector and Regional Education officers. This study provides some understanding of the circumstances of the School Board in trying to execute its role in implementing the Education Act, especially the section dealing with School Boards. As such, this research provides an agenda for the support and improvement of the work of School Boards in Namibian secondary schools.

O bibliotecário exerce papéis técnicos e gerenciais e no exercício de atividades ligadas à gerência desenvolve um perfil profissional, conhecimentos e habilidades que podem influenciar na sua contribuição para a gestão de pessoas da organização como um todo. Com o objetivo de analisar essa contribuição, foi desenvolvida uma pesquisa qualitativa com uma etapa exploratória, onde foram entrevistados três bibliotecários gerentes de bibliotecas localizadas em empresas em Porto Alegre, capital do Rio Grande do Sul, no Brasil, e a etapa nuclear da pesquisa, denominada estudo do caso da Biblioteca Setorial da Escola de Administração da Universidade Federal do Rio Grande do Sul (UFRGS), também em Porto Alegre, onde foram entrevistados a bibliotecária-chefe, quatro subordinados e três usuários da Biblioteca, sendo que todas as entrevistas foram guiadas por um roteiro. A análise interpretativa dos resultados foi feita com orientação na fundamentação teórica de acordo com a categorização de Ulrich (1998) e Gil (1994, 2001) para os papéis de gestor de pessoas, sob a perspectiva téorica da Administração, e a categorização de A. Oliveira e co-autores (2000), da Classificação Brasileira de Ocupações (BRASIL, [200-]) e S. Oliveira (2000) para as características pessoais, perfil profissional, conhecimentos e habilidades do bibliotecário enquanto gestor de pessoas, sob a perspectiva teórica da Biblioteconomia. Os achados mostraram que a bibliotecária-chefe da Escola de Administração foi considerada parceira estratégica por quase todos os sujeitos selecionados para o estudo de caso e o papel de comunicador do gestor de pessoas foi considerado o mais importante para o gerente de biblioteca pelos entrevistados das duas etapas. A comunicação, a negociação e a parceria estratégica receberam destaque pelo conjunto de entrevistados e também pelo conjunto de autores que forneceram suporte teórico para o estudo. As respostas mostraram que o bibliotecário tem procurado acompanhar as evoluções tecnológicas e gerenciais, aparentemente sem o descuido de suas funções técnicas. A atualização contínua, a especialização na área de conhecimento da biblioteca, a receptividade e aproximação do profissional aos usuários, a divulgação dos serviços, as competências gerenciais e técnicas apontadas pelos estudiosos das áreas biblioteconômica e administrativa e também pelas pessoas entrevistadas parecem contribuir para que o bibliotecário seja percebido como parceiro estratégico dentro da organização. / The librarian plays technical and managerial roles, and when performing the managerial functions, he or she displays a professional profile, as well as knowledge and abilities that can influence his or her contribution towards the overall personnel management of the organization. Aiming at analyzing this contribution, a qualitative research has been done with an exploratory stage, where three library directors from companies located in Porto Alegre, capital of Rio Grande do Sul, (southern Brazil), were interviewed, and the nuclear stage of the research, called case study of the Business Administration library at the Federal University of Rio Grande do Sul (Universidade Federal do Rio Grande do Sul - UFRGS), also located in Porto Alegre, where the library director, four employees and three library patrons, with all interviews being guided by a syllabus. The interpretive analysis of the results has been done based on a theoretical foundation according to Ulrich’s (1998) and Gil’s (1994, 2001) categories for the role of personnel manager based on the Business Administration theories, and A. Oliveira’s (2000) categories, the Brazilian Classification of professional positions – CBO (Brazil, [200-]) and S. Oliveira (2000) for the personal characteristics, professional profile, the librarian’s knowledge and abilities as a personnel manager, based on the library and information science’s theories. The results showed that the library director of the Business Administration Library at the Federal University of Rio Grande do Sul (UFRGS, southern Brazil) is considered a strategic partner by almost all selected subjects for the case study, and the personnel manager’s effective communication was considered the most important role for a library director according to the interviewees on both stages. Effective communication, negotiation and strategic partnership were considered very prominent according to the interviewees and the authors that offered theoretical support for the study. The answers showed that the librarian has tried to keep up with the technological and managerial evolutions, apparently without neglecting her or his technical functions. The librarian’s continuous updates and specialization in the field of library and information science, receptiveness and easy approach with the patrons, advertising of the library services, and his or her managerial and technical competence cited by scholars in library and information science and in the administrative area as well as by the interviewees seems to contribute to the librarian being considered as a strategic partner inside the organization.

p. 1-91 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-03-14T19:25:21Z No. of bitstreams: 1 4444tttoioi.pdf: 1156371 bytes, checksum: be6a185f982c66eef547ea5a55c18ce5 (MD5) / Approved for entry into archive by Tatiana Lima(tatianasl@ufba.br) on 2013-04-05T19:42:53Z (GMT) No. of bitstreams: 1 4444tttoioi.pdf: 1156371 bytes, checksum: be6a185f982c66eef547ea5a55c18ce5 (MD5) / Made available in DSpace on 2013-04-05T19:42:53Z (GMT). No. of bitstreams: 1 4444tttoioi.pdf: 1156371 bytes, checksum: be6a185f982c66eef547ea5a55c18ce5 (MD5) Previous issue date: 2005 / Este estudo teve como objetivo analisar as práticas gerenciais de sete indústrias de Vitória da Conquista, frente ao consumo de substâncias psicoativas por trabalhadores. Foram identificadas a percepção dos gestores sobre as práticas adotadas nas respectivas organizações. Adota-se como referencial teórico os modelos explicativos do consumo de substâncias psicoativas divididos em três grandes eixos: saúde, religiosidade e psicosocial. Participaram do estudo sete empresas de Vitória da Conquista, onde foram entrevistados os diretores e gestores como informantes-clave. Entrevistaram-se também, três instituições que atuam diretamente com saúde do trabalhador: SESI, FUNDACENTRO e CESAT. Esta investigação é de natureza descritiva, transversal, usando entrevistas e questionários para coletas de dados. As práticas e a percepção dos gestores foram analisadas e sistematilizadas adotando a estratégia metodológica de mapas cognitivos, o que possibilitou organizar as falas dos entrevistados por ordem e freqüência de evocação do tema. Os principais resultados indicam que as práticas, gerenciais se limitam a encaminhamentos para instituições religiosas (comunidades terapêuticas), respaldando sua internação à questão de cunho moral e religioso. Assim, atribui-se toda a responsabilidade de problemas decorrentes do consumo de substâncias psicoativas apenas ao trabalhador, não desenvolvendo ações de prevenção, de redução de danos e de tratamento por iniciativa própria, uma vez que a Legislação trabalhista não regulamenta ações de saúde para esta área. Finalmente, este estudo permite indicar o fato de não haver políticas específicas que regulem legalmente o consumo de substâncias psicoativas entre trabalhadores, como uma questão de saúde e conseqüentemente de co-responsabilidade das empresas, juntamente com a família, o trabalhador e o Estado. / Salvador

My goal in this research was to identify the reasons for the turnover of police officials in the Amhara National Regional State of Ethiopia in order for the Amhara National Regional State Police Commission to retain a greater number of police personnel in future. A further purpose was to share and introduce a number of important reasons for turnover, namely poor salary, low emphasis by government, risk of work in policing, hardship of policing, lack of extra pay for extra work, unfair decisions and unequal treatment, tentativeness of the rules and regulations, lack of an incentive/reward system, unfair transfer and lack of transfer, lack of promotion, lack of respect for policing on the part of the community, lack of participation in decisions, inadequate equipment, and lack of and unfair educational opportunities. The research describes to what extent the poor salary and low emphasis on policing by the government influence turnover. It clearly portrays the emphasis placed by all respondents on these two factors in particular. Finally, this research explains the responsibility of police management structures to establish and maintain diversified management situations so that relatively safe and agreeable conditions pertain at all levels of the police service and in all areas of the work of an official. Therefore, the researcher hopes that the senior management of the Amhara Police Commission will recognise the seriousness of the problem of turnover and will improve the internal management of the organisation in the interests of all inhabitants of the region. / Police Practice / M. Tech. (Policing)

The Performance Management System (PMS) has been introduced in the South African public service with the intentions of monitoring, reviewing, assessing performance, developing underperformers, and recognising and rewarding good performance. This study was undertaken as an attempt to investigate whether the PMS of the Department of Local Government and Housing (DLGH) in the Limpopo Province contributes to the improvement in departmental productivity. The literature review undertaken in this study shows that there is a general poor understanding of PMS in the public service and in the DLGH in particular. It (the literature review) further establishes that there are several challenges that hinder the effective implementation of a PMS in the public service. Other findings of the study include that there is a challenge of biased ratings (subjective assessment), and a setting of unrealistic performance targets which are unrealisable by employees. The foregoing justifies the reasons why productivity levels are not always realised and targets not achieved by the DLGH. The main finding of the study is that, although it plays a significant role in the improvement of productivity, the PMS has not contributed to the improvement of productivity of the DLGH in the Limpopo Province. The main recommendation on the basis of this finding is that there should be a regular and thorough training of officials within the DLGH about the PMS and how it influences productivity. Other additional recommendations include, inter alia, that the Departmental Moderating Committee should demand verifiable evidence to justify a higher rating during quarterly assessments, and that punitive/disciplinary measures be taken against those who do not comply with the provision of the PMS policy, particularly failure to submit performance instruments. / Public Administration and Management / M Admin. (Public Administration)

Text in English, summary in English and Afrikaans / Acculturation refers to a culture change as a result of continuous and firsthand contact between the minority culture and the majority culture. Through urbanization, the black person is exposed to the Western culture by means of integrated workplaces, schools and neighborhoods. During the acculturation process, distinct changes occur within the individual on interpersonal and intrapersonal levels. Self-actualization is a familiar concept in the Humanistic paradigm and refers to the notion of living to one's full potential in order to become the kind of individual one wants to be. This research aims to investigate the impact of acculturation on the level of self-actualization of black personnel practitioners. A sample of 218 black personnel practitioners was used, consisting of an equal number living in urban and rural areas. The results of this introductory study indicated that urbanized black personnel practitioners show a higher level of self-actualization than respondents residing in rural areas. / Akkulturasie verwys na 'n kultuurverandering as 'n uitvloeisel van deurlopende en eerstehandse kontak tussen die minderheidskultuur en die dominante kultuur. Deur verstedeliking word die swart persoon blootgestel aan die Westerse kultuur, asook deur integrasie in die werkplek, skole en woongebiede. Gedurende hierdie akkulturasieproses vind daar definitiewe veranderinge plaas in individue op inter- en intrapersoonlike vlak. Selfaktualisering is 'n bekende konsep in die Humanistiese paradigma en verwys no die strewe van 'n individu om sy volle potensiaal te bereik en daardeur die persoon te word wat hy graag wil wees. Hierdie navorsing het ten doel om die invloed van akkulturasie op die vlak van self-aktualisering van swart personeelpraktisyns te ondersoek. 'n Steekproef van 218 swart personeelpraktisyns is gebruik waarvan gelyke getalle woonagtig is in stedelike en landelike gebiede. Die resultaat van hierdie voorlopige ondersoek toon dat verstedelikte swart personeelpraktisyns 'n hoer vlak van self-aktualisering toon as respondente wat in landelike gebiede woon. / Industrial and Organisational Psychology / M. Comm. (Industrial Psychology)

Text in Afrikaans / The being, nature and importance of organisational climate as well as the role of the educational manager in this regard is described. A study regarding cultural differences in the South African milieu was conducted. A pilot study preceded the qualitative, empirical survey for which a questionnaire was designed. Interviews with principals and staff members of different cultural groups were conducted at a primary, secondary and tertiary educational institution. The data is described, analysed and interpreted. Results indicated that a closed organisational climate prevailed at the majority of educational institutions in South Africa with multi-cultural staff. Guidelines for the appointment, training and development of educational managers are given. It is recommended that applicants for educational manager posts are to be selected according to psychometric tests. Current educational managers should be trained with reference to the creation of organisational climate. Management principles, management style, leadership and cultural sensitivity should be addressed. / Na aanleiding van 'n literatuurstudie is die wese, aard en belangrikheid van organisasieklimaat asook die rol van die onderwysbestuurder in die verband beskryf. 'n Literatuurstudie in verband met kultuurverskille in die Suid-Afrikaanse milieu is onderneem. 'n Loodsstudie is gedoen. 'n Vraelys is antwerp vir 'n kwalitatiewe, empiriese ondersoek. Onderhoude is by 'n primere, sekondere en tersiere onderwysinstansie met drie hoofde en elf personeellede van verskillende kultuurgroepe gevoer. Die data is beskryf, geanaliseer en gei"nterpreteer. Daar is gevind dat 'n geslote organisasieklimaat by die meerderheid onderwysinstansies in Suid-Afrika met multikulturele personele heers. Riglyne is verskaf vir die aanstelling, opleiding en ontwikkeling van onderwysbestuurders. Daar word aanbeveel dat aansoekers vir onderwysbestuursposte na aanleiding van psigometriese toetsing gekeur word. Huidige onderwysbestuurders meet indiensopleiding en ontwikkelingsgeleenthede ontvang ten opsigtevanorganisasieklimaatskepping metverwysingnabestuursbeginsels, bestuurstyl, leierskap en kultuursensitiwiteit om hulle toe te rus vir hulle moeilike taak. / Educational Leadership and Management / M. Ed. (Onderwysbestuur)

O presente trabalho tem como objetivo analisar, a partir das diferentes características e do modo de funcionamento de agências de publicidade de Porto Alegre, como é feita a gestão de pessoas em um contexto de economia criativa. Para tanto foi realizada uma pesquisa exploratória, na qual foram realizadas 24 entrevistas com gestores e colaboradores de quatro agências de publicidade de diferentes portes localizadas na cidade de Porto Alegre. Por meio da técnica de análise de conteúdo identificou-se que os processos de gestão de pessoas nas agências são incipientes devido à grande dificuldade gerada pela alta variação de faturamento. Além disso, os processos de gestão de pessoas têm de ser adaptados conforme as características do trabalho nas indústrias criativas, nas quais se destacam a centralidade da criatividade como insumo produtivo, a importância de fatores não econômicos na satisfação dos trabalhadores, o uso de equipes polivalentes e a necessidade de cooperação entre os trabalhadores. Diante desse cenário o trabalho propõe um conjunto de diretrizes e práticas de gestão de pessoas que atenda à essas características específicas identificadas e ainda fortaleça as práticas de cooperação entre os trabalhadores, diminua a elevada rotatividade de profissionais, melhore o ambiente de trabalho, diminua o risco da agência em momentos de eventual diminuição de faturamento e aproxime o pensar do fazer nas diversas áreas. / This study aims to analyze , from different characteristics and Porto Alegre advertising agencies operating mode , such as people management is done in a context of creative economy . Therefore we carried out a exploratory research, which were conducted 24 interviews with managers and employees four advertising agencies of different sizes located in the city of Porto Alegre. Through content analysis it was found that the people management process in agencies are incipient due to the great difficulty caused by the high variation of revenues. Because of that specificities, people management processes have to be adapted according to the characteristics of work in the creative industries, which highlight the centrality of creativity as a production input , the importance of non- economic factors in the satisfaction of workers , the use of multi-purpose teams and the need for cooperation among workers. The present research proposes a set of guidelines and practices of personnel management that answer these specific characteristics identified and further strengthen cooperation practices among workers, reduce high staff turnover, improve the working environment, reduce the agency's risk in times of eventual decrease in revenues and approach thinking of doing in different areas.

Este trabalho tem como objetivo analisar como a área de Gestão de Pessoas vem contribuindo para o alcance dos objetivos estratégicos de uma determinada organização. O estudo baseou-se em uma análise teórica sob a perspectiva de diferentes autores, porém teve como pano de fundo o modelo dos múltiplos papéis propostos por Ulrich (1998). Considerando que as organizações estão em um processo de crescimento acelerado e de mudanças significativas, tendo que constantemente buscar diferenciais competitivos, este trabalho se apresenta como relevante para a empresa, principalmente por se fazer necessária a reflexão sobre a gestão de pessoas. O estudo de caso foi desenvolvido em uma empresa brasileira de grande porte do ramo metal mecânico do país, que atua no mercado mundial do agronegócio. A pesquisa contou com a aplicação de um questionário adaptado aos múltiplos papéis de RH, que buscou analisar a percepção da equipe de liderança da empresa e os profissionais que atuam na área de RH, além de terem sido consideradas informações complementares coletadas em relatórios internos. Concluiu-se que a área de gestão de pessoas vem atuando de forma estratégica e contribuindo com a organização no alcance de seus objetivos. Ficou evidenciado neste trabalho, a partir da percepção dos participantes, que a área atua de forma equilibrada nos papéis propostos, ou seja, como parceiro estratégico, agente de mudanças, especialista em gestão e mediador. Ficam recomendações de melhorias para a organização e a possibilidade de continuar os estudos a partir das conclusões alcançadas. / This paper aims to analyze how the area of Personnel Management has contributed to the achievement of strategic objectives in a particular organization. The study was based on a theoretical analysis under the perspective of different authors, but had as a background the model of the multiple roles proposed by Ulrich (1998). Whereas organizations are in a process of rapid growth and significant changes, having constantly to seek competitive advantages, this work presents itself as relevant to the company, primarily by reflecting on their people management. The case study has been developed at a large Brazilian company in the metal mechanical sector, which operates in the global agribusiness market. The research involved the application of a questionnaire adapted to the multiple roles of HR, which sought to analyze the perception of the leadership team of the company and the professionals working in the HR area, besides being considered complementary information gathered in internal reports. We conclude that the area of people management has been acting strategically and contributing to the organization on the achievement of its goals. It has become evidenced in this study, from the participants' perceptions, that the area operates in a balanced way in the proposed roles, that is, the strategic partner, agent of changes, specialist in management and transparent management. Recommendations for enhancements to the organization remain, as a possibility to continue the studies from the conclusions reached.

O bibliotecário exerce papéis técnicos e gerenciais e no exercício de atividades ligadas à gerência desenvolve um perfil profissional, conhecimentos e habilidades que podem influenciar na sua contribuição para a gestão de pessoas da organização como um todo. Com o objetivo de analisar essa contribuição, foi desenvolvida uma pesquisa qualitativa com uma etapa exploratória, onde foram entrevistados três bibliotecários gerentes de bibliotecas localizadas em empresas em Porto Alegre, capital do Rio Grande do Sul, no Brasil, e a etapa nuclear da pesquisa, denominada estudo do caso da Biblioteca Setorial da Escola de Administração da Universidade Federal do Rio Grande do Sul (UFRGS), também em Porto Alegre, onde foram entrevistados a bibliotecária-chefe, quatro subordinados e três usuários da Biblioteca, sendo que todas as entrevistas foram guiadas por um roteiro. A análise interpretativa dos resultados foi feita com orientação na fundamentação teórica de acordo com a categorização de Ulrich (1998) e Gil (1994, 2001) para os papéis de gestor de pessoas, sob a perspectiva téorica da Administração, e a categorização de A. Oliveira e co-autores (2000), da Classificação Brasileira de Ocupações (BRASIL, [200-]) e S. Oliveira (2000) para as características pessoais, perfil profissional, conhecimentos e habilidades do bibliotecário enquanto gestor de pessoas, sob a perspectiva teórica da Biblioteconomia. Os achados mostraram que a bibliotecária-chefe da Escola de Administração foi considerada parceira estratégica por quase todos os sujeitos selecionados para o estudo de caso e o papel de comunicador do gestor de pessoas foi considerado o mais importante para o gerente de biblioteca pelos entrevistados das duas etapas. A comunicação, a negociação e a parceria estratégica receberam destaque pelo conjunto de entrevistados e também pelo conjunto de autores que forneceram suporte teórico para o estudo. As respostas mostraram que o bibliotecário tem procurado acompanhar as evoluções tecnológicas e gerenciais, aparentemente sem o descuido de suas funções técnicas. A atualização contínua, a especialização na área de conhecimento da biblioteca, a receptividade e aproximação do profissional aos usuários, a divulgação dos serviços, as competências gerenciais e técnicas apontadas pelos estudiosos das áreas biblioteconômica e administrativa e também pelas pessoas entrevistadas parecem contribuir para que o bibliotecário seja percebido como parceiro estratégico dentro da organização. / The librarian plays technical and managerial roles, and when performing the managerial functions, he or she displays a professional profile, as well as knowledge and abilities that can influence his or her contribution towards the overall personnel management of the organization. Aiming at analyzing this contribution, a qualitative research has been done with an exploratory stage, where three library directors from companies located in Porto Alegre, capital of Rio Grande do Sul, (southern Brazil), were interviewed, and the nuclear stage of the research, called case study of the Business Administration library at the Federal University of Rio Grande do Sul (Universidade Federal do Rio Grande do Sul - UFRGS), also located in Porto Alegre, where the library director, four employees and three library patrons, with all interviews being guided by a syllabus. The interpretive analysis of the results has been done based on a theoretical foundation according to Ulrich’s (1998) and Gil’s (1994, 2001) categories for the role of personnel manager based on the Business Administration theories, and A. Oliveira’s (2000) categories, the Brazilian Classification of professional positions – CBO (Brazil, [200-]) and S. Oliveira (2000) for the personal characteristics, professional profile, the librarian’s knowledge and abilities as a personnel manager, based on the library and information science’s theories. The results showed that the library director of the Business Administration Library at the Federal University of Rio Grande do Sul (UFRGS, southern Brazil) is considered a strategic partner by almost all selected subjects for the case study, and the personnel manager’s effective communication was considered the most important role for a library director according to the interviewees on both stages. Effective communication, negotiation and strategic partnership were considered very prominent according to the interviewees and the authors that offered theoretical support for the study. The answers showed that the librarian has tried to keep up with the technological and managerial evolutions, apparently without neglecting her or his technical functions. The librarian’s continuous updates and specialization in the field of library and information science, receptiveness and easy approach with the patrons, advertising of the library services, and his or her managerial and technical competence cited by scholars in library and information science and in the administrative area as well as by the interviewees seems to contribute to the librarian being considered as a strategic partner inside the organization.