No description available.

In this information driven society it is a given that the medical field are more explored to be able to live a sustainable healthy life well into the golden years. Everyone is responsible for his or her own health, and as Abraham Lincoln said: “You cannot escape the responsibility of tomorrow by evading it today”. To be proactive in attitude and behaviour can be beneficial to avoid or supress serious illnesses or diseases. This study measures the proactive attitudes and behaviours of South Africans and then to compare it prior studies that was done in United States of America. Three major areas of change are explored namely: healthcare and delivery; construction of medical aid packages; information availability. An extensive literature study about proactiveness and the major role players that influence and aid patients, to gather the necessary information to adopt a positive attitude towards health issues. The results of the empirical data expressed that tendencies are similar regarding proactive attitudes and behaviour in selected areas of South Africa comparing to results in America. / MBA, North-West University, Potchefstroom Campus, 2015

In this information driven society it is a given that the medical field are more explored to be able to live a sustainable healthy life well into the golden years. Everyone is responsible for his or her own health, and as Abraham Lincoln said: “You cannot escape the responsibility of tomorrow by evading it today”. To be proactive in attitude and behaviour can be beneficial to avoid or supress serious illnesses or diseases. This study measures the proactive attitudes and behaviours of South Africans and then to compare it prior studies that was done in United States of America. Three major areas of change are explored namely: healthcare and delivery; construction of medical aid packages; information availability. An extensive literature study about proactiveness and the major role players that influence and aid patients, to gather the necessary information to adopt a positive attitude towards health issues. The results of the empirical data expressed that tendencies are similar regarding proactive attitudes and behaviour in selected areas of South Africa comparing to results in America. / MBA, North-West University, Potchefstroom Campus, 2015

Proactive behaviors are defined as employees’ future-oriented, agentic behaviors that aim to improve workplace conditions. Recent research alludes that employee perceptions of whether they have permission to act proactively may influence their actions. With these ideas in mind, this dissertation introduces the concept of proactivity permission, which is defined as the perception of the extent to which an employee is allowed to perform proactive actions at work. Using a multilevel research design with 501 employees from 112 work groups, I examined the effects of employee and supervisor personality characteristics, relational factors, and contextual factors on proactivity permission. Findings indicate that employee personality characteristics (i.e., psychological entitlement and psychological reactance) positively influence employee proactivity permission beliefs, whereas supervisor personality characteristics (i.e., social dominance orientation and rule-based reasoning) negatively influence proactivity permission judgments of supervisors. The quality of relationships (LMX) between a focal employee and his/her supervisor positively affects both employee proactivity permission and supervisor proactivity permission judgments, while workplace contextual factors (e.g., organizational rule formalization, rule consistency, and normative tightness) are relatively distal to, and play a minor role in, proactivity permission. Additionally, this dissertation finds that employees who believe they have permission to act proactively engage in proactive behaviors to a greater extent, and that supervisors are more supportive toward the proactive behaviors of those employees who they perceive to have greater permission to act proactively. In all, this dissertation offers important contributions to theory and research on employee proactivity and suggests several practical recommendations for managers and organizations who are interested in fostering greater proactivity in the workplace. / Business Administration/Human Resource Management

No description available.

Many organizations currently implement formal mentoring programs to assist newcomers in their adjustment to organizational norms, standards, and culture. However, very few empirically-established guidelines exist for how to effectively match mentors to proteges in formal programs sponsored by organizations. Typically, organizations attempt to match mentors to proteges based on similarity of goals/interests. However, prior research suggests that even mentors and proteges disagree with respect to their perceived similarity. Consequently, it should be difficult for a program administrator to determine which mentors and proteges are likely to be compatible. Recent research has found that proteges who perceived they had input into their match reported higher quality relationships. The present study extended this research by experimentally manipulating protege choice and by investigating potential mechanisms through which choice is expected to influence relationship success. Mentors were undergraduate juniors and seniors and proteges were first-semester freshmen randomly assigned to choose their own mentor or to be matched to a mentor by the program administrator. Participants then met online in a private chat room once per week for a period of four weeks (30 minute sessions). Results indicated that when proteges were given the opportunity to choose their own mentors, both mentors and proteges felt more similar to one another. Additionally, proteges had higher expectations for what they would get out of the relationship and were more proactive in soliciting guidance from their mentors. Finally, each instance of coded psychosocial support demonstrated by a mentor related more positively to proteges' ratings of the support they received if they were in the choice condition. In fact, the relationship between coded psychosocial support and protege ratings of psychosocial support was slightly negative for those who were assigned to a mentor by the researcher. Pre-meeting expectations were found to fully mediate this effect. Finally, protege-reported psychosocial support was positively associated with self-efficacy and negatively related stress after the fourth chat session. In summary, the results of this study strongly suggest that protege involvement in the match process can facilitate the quality of formal mentoring programs.

Yes / The aim of this paper is to examine and clarify the nomological network of change and innovation (CI)-related constructs. A literature review in this field revealed a number of interrelated constructs that have emerged over the last decades. We examine several such constructs—innovation, creativity, proactive behaviours, job crafting, voice, taking charge, personal initiative, submitting suggestions, and extra-role behaviours. Our conceptual analysis suggests each one of these constructs represents a specific component of CI-related behaviours. However, we also found that on occasion these concepts have been dysfunctionally operationalized with evidence of three dysfunctional effects: (a) construct confusion, (b) construct drift, and (c) construct contamination. Challenges for future research to enhance conceptual and operational clarity are discussed. / The British Academy: [Grant number SG110409] awarded to the first author and by UK Leverhulme Trust: [Grant number IN-2012-095] awarded to the second author.

L’effet de potentialisation motrice, initialement décrit par Tucker et Ellis (1998), correspond au bénéfice entrainé par l’action potentielle évoquée par la perception d’objets manipulables en lien avec le dispositif de réponse. Cet effet a été observé dans de nombreux contextes expérimentaux. Toutefois, il semble que cet effet ne s’observe pas lorsque la tâche des participants ne porte pas directement sur une caractéristique requise pour le contrôle de l’action (Tipper, Paul & Hayes, 2006) ou qui n’entraîne pas suffisamment d’attention sur l’objet (Ellis, Tucker, Symes & Vainio, 2007 ; Symes, Ellis & Tucker, 2005). Le cas particulier de l’identification de la couleur est un exemple dans lequel cet effet n’est généralement pas constaté (Symes et al. 2005 ; Tipper et al. 2006). En s’appuyant sur des travaux qui proposent une alternative aux théories dissociatives classiques du système visuel (Creem & Proffitt, 2001 ; Frey, 2007 ; Young, 2006 ; Derbyshire, Ellis & Tucker, 2006) et qui se basent essentiellement sur des processus de résonance motrice et de simulation comme condition nécessaire à l’identification et à la reconnaissance (Rizzolatti & Matelli, 2003 ; Bar, 2007 ; Berthoz & Petit, 2003), cette thèse a pour objet de spécifier les conditions d’observation du phénomène de potentialisation motrice en tâche d’identification chromatique. Pour ce faire, nous avons adapté le paradigme SRC modifié de Tucker et Ellis (1998) et le protocole d’amorçage développé par Phillips et Ward (2002) à l’étude de l’identification des couleurs d’objets manipulables. Les résultats que nous avons obtenus montrent une interaction entre l’identification de la couleur et les simulations motrices associées à la perception d’objets manipulables. Ces résultats sont discutés en faveur des modèles qui cherchent à réconcilier les approches écologiques et représentationnelles de la perception ainsi que de ceux qui insistent sur la nature profondément proactive et simulationniste du système perceptif. / Potentiation of action effect, originally described by Tucker and Ellis (1998), corresponds to the advantage led by action evoked by the perception of graspable objects related to the response device. These effects have been reported for many experimental conditions. However, this effect is not observed when the task is not directly about a characteristic required for action control (Tipper, Paul & Hayes, 2006) or when it does not allowed for enough attention on the object (Ellis, Tucker, Symes & Vainio, 2007; Symes, Ellis & Tucker, 2005). Color perception and identification is a particular case where these effects are generally not observed (Symes et al. 2005; Tipper et al. 2006). Relying on recent works that propose an alternative to theories of classic dissociation of the visual system (Creem & Proffitt, 2001; Frey, 2007; Young, 2006; Derbyshire, Ellis & Tucker, 2006) and that are essentially based on motor resonance and simulation processes as a condition to identification and recognition (Rizzolatti & Matelli, 2003; Bar, 2007; Berthoz & Petit, 2003), this thesis aims to specify the conditions of observation of a potentiation of action phenomenon in a chromatic identification task. To that end, we have adapted the SRC paradigm (stimulus response compatibility) modified by Tucker and Ellis (1998) and the priming paradigm developed by Phillips and Ward (2002) to study color identification of graspable objects. Results we obtain shows an interaction between the identification of color and the motor simulations associated with the perception of graspable objects. We discuss our results in the light of models which tend to reconcile ecological and representational approaches of perception as well as those which insist on the deeply proactive and simulationist nature of the perceptual system.

Depuis l’avènement des environnements dits turbulents, une réflexion a vu le jour puis s’est développée autour du type de comportement stratégique et de compétences clés à adopter afin d’en limiter les effets négatifs. Cette réflexion a élevé le débat sur les processus d’adaptation en continu des organisations par rapport aux fluctuations exogènes. Ces perturbations peuvent également provenir de facteurs endogènes qui remodèlent les activités et les trajectoires organisationnelles. Les organisations sont alors contraintes à reconfigurer leurs processus pour mieux intégrer les changements. Mieux appréhender les fluctuations amène les organisations à plus d’anticipation, à plus de rapidité d’exécution, à plus de flexibilité et à plus d’apprentissages pour soutenir leurs projets de développement sur la durée. L’ensemble de ces mutations amènent ainsi les décideurs de tous bords à reconsidérer les hommes, les structures et les capacités organisationnelles dans une visée « agile ». L'agilité organisationnelle, entendue comme l’aptitude à se mouvoir promptement et justement dans des environnements incertains nécessite selon nous une investigation qualitative dans une perspective de meilleure compréhension du concept, car l’incomplétude de la littérature évacue les limites d’une notion qui semble figée. Notre investigation explore ainsi les représentations différenciées de la part des acteurs du concept, son opérabilité –complexe- dans les organisations, et vise enfin à élargir l’existant en apportant de nouveaux éléments de compréhension tels que la proximité, l’entrepreneuriat, la redéfinition de l’articulation du triptyque réactivité-flexibilité-proactivité… / Since the beginning of the so-called turbulent environments, thought has appeared and has developed around the type of strategic behaviour and key skills to be adopted in order to limit their negative effects. This thinking process has lifted up the debate to the ongoing adaptation processes of organisations according to exogenous fluctuations. These disturbances can also stem from endogenous factors that remodel activities and organisational paths. Organisations are therefore compelled to rearrange their processes to better integrate changes. A better approach to fluctuations leads organisations to more anticipation, quicker implementation, more flexibility and more learning that will enable them to sustain their development projects in the long run. All these alterations bring decision makers from all spheres of activity to reconsider men, structures and organisational capacities from an “agile” point of view.Organisational agility understood as the ability to move swiftly and rightly within uncertain environments requires according to this research a qualitative examination leading to a better understanding of the concept since it appears from the review of literature that the theoretical object of agility is described as rigid whereas it has its limits. This research thus explores the differentiated representations that the actors of agility make of the concept, its effectiveness, its (complex) functioning inside organisations. Finally, it also aims at enlarging the state-of-the-art by bringing new elements of understanding as proximity, entrepreneurship, redefinition of the triptych articulation: reactivity-flexibility-pro-activity.

A introdução efetiva da sustentabilidade em empresas exige ações que extrapolam os limites organizacionais, abarcando o ambiente interorganizacional. Dessa maneira, as empresas deixam de ser consideradas isoladamente e passam a ser analisadas de acordo com suas cadeias de suprimentos, compostas por organizações que contribuem para o alcance dos mesmos objetivos de desempenho. Nesse sentido, uma cadeia de suprimentos é considerada mais sustentável quando insere as dimensões econômica, ambiental e social em suas operações, nas estratégias e na tomada de decisão, possuindo bons níveis de desempenho em tais dimensões. A adoção de práticas de sustentabilidade em cadeias de suprimentos pode ser analisada em um contínuo, formado por dois extremos: a resposta reativa e proativa. Nesse contexto, a proatividade de práticas sustentáveis pode ser definida como a adoção de ações, realizadas voluntariamente por empresas, com a finalidade de melhorar o desempenho ambiental e o desempenho social, além das exigências legais. A empresa proativa afirma sua preocupação e seu compromisso com a sociedade e o ambiente natural, em que está inserida. Diante dessas considerações, tem-se a premissa dessa pesquisa: a postura proativa de empresas em relação a práticas sustentáveis estimula melhor articulação com os elos de sua cadeia de suprimentos, o que colabora para a introdução da sustentabilidade nessa cadeia. O objetivo desta pesquisa é analisar a contribuição da articulação de uma empresa proativa com seus elos para a introdução da sustentabilidade na sua cadeia de suprimentos. Para tanto, foi realizada uma pesquisa qualitativa, distribuída em duas etapas (exploratória e descritiva), envolvendo uma empresa focal proativa e parceiros de sua cadeia de suprimentos. Ressalta-se que, em virtude da complexidade e da extensão de cadeias de suprimentos, optou-se por analisar a cadeia à montante, isto é, foram entrevistados colaboradores da empresa focal (Mercur S.A.) e de empresas fornecedoras (LKC Transportes; PAMF Indústria e Comércio de Confecções; Caeté Embalagens; e, Artecola Química). Primeiramente, foi analisada a proatividade de práticas sustentáveis da Mercur. Os resultados indicam que a Mercur pode ser considerada uma empresa proativa, em função da implantação total de 37 ações em prol da sustentabilidade ao core business da organização e da implantação parcial de seis práticas. Em segundo lugar, investigou-se a articulação e o relacionamento da empresa proativa com os elos de sua cadeia de suprimentos. Verificou-se que os entrevistados consideram que os elos estão em processo de integração. Diante disso, pode-se observar que existem diferentes níveis de articulação na cadeia de suprimentos, envolvendo a Mercur e seus fornecedores. Em seguida, averiguou-se a existência de práticas sustentáveis ao longo da cadeia de suprimentos estudada, as quais foram descritas a partir de cinco categorias de análise (orientação estratégica, continuidade da cadeia de suprimentos, colaboração, gestão de risco, proatividade). Incentivos foram identificados para que práticas pró-sustentabilidade passem a ser concebidas e implantadas por todos os membros da cadeia, colaborando para um desenvolvimento mais sustentável. Nessa perspectiva, diante dos resultados encontrados, assume-se que a premissa de pesquisa foi confirmada, uma vez que a postura proativa de práticas sustentáveis da Mercur estimula maior articulação com os parceiros de sua cadeia de suprimentos, contribuindo para a inserção da sustentabilidade nessa cadeia. Entretanto, a articulação da Mercur com os parceiros também pode incentivar que posturas proativas em benefício da sustentabilidade sejam incorporadas pelas empresas da cadeia de suprimentos. / The effective introduction of sustainability in business requires actions that go beyond organizational boundaries, encompassing the inter-organizational environment. Thus, companies are no longer considered individually; they are analyzed according to their supply chains, composed by organizations that contribute to the achievement of the same performance goals. A supply chain is considered more sustainable when it enters the economic, environmental and social dimensions in their operations, strategies and decision making, possessing good levels of performance on these dimensions. The incorporation of sustainability practices in supply chain can be analyzed in a continuous, formed by two extremes: reactive and proactive response. The sustainable proactivity can be defined as the adoption of actions, performed voluntarily by companies, in order to improve the environmental and social performance beyond legal requirements. A proactive company states its concern and commitment to society and the natural environment in which it operates. Given these considerations, this research premise is: the proactive approach of companies towards sustainable practices encourages better integration with the partners in their supply chain, which contributes to the incorporation of sustainability in the supply chain. In this context, this research aims to analyze the contribution of proactive company integration with its partners to the introduction of sustainability in their supply chain. Therefore, a qualitative research was performed, composed by two phases (exploratory and descriptive), involving a proactive focal company and its supply chain partners. It is emphasized that, because of the complexity and the extent of supply chains, we chose to analyze the upstream chain, i.e., focal company (Mercur S.A.) and supplier firms (LKC Transportes; PAMF Indústria e Comércio de Confecções; Caeté Embalagens; and Artecola Química). The employees of these companies were interviewed. First, it was analyzed the proactivity of sustainable practices of Mercur. The results indicate that Mercur can be considered a proactive company, due to the full adoption of 37 actions for sustainability in the core business of the organization and the partial implementation of six practices. Secondly, it was investigated the integration and the relationship of a proactive company with its supply chain partners. It was found that the interviewees consider that the supply chain is in process of a complete integration. Thus, it can be observed that there are different levels of integration in the supply chain, involving the Mercur and their suppliers. Thirdly, it was examined the existence of sustainable practices throughout the supply chain. These practices were described considering five categories of analysis (strategic orientation, supply chain continuity, collaboration, risk management, and proactivity). Incentives were identified for the design and the implementation of sustainable practices by all supply chain members, contributing to a more sustainable development. From this perspective, given the results, it is assumed that the research premise was confirmed, since the proactive sustainable practices Mercur encourages greater integration with partners in the supply chain, contributing to the sustainable supply chain. However, the integration of Mercur with partners can also encourage that proactive practices in favor of sustainability be incorporated in the supply chain.