This work deals with education and rewarding employees and is focused on differences between public sector and private sector in this two human resources activities. Those activities are important part of every functional organization. The goal of this work is to analyze and assess education and rewarding from points of view the employees and organizations, and based on their experiences determine recommendations. The first part of this work includes explanations and definitions of theoretical principles of education with emphasis on education in public sector and also funding of education process and close link to rewarding process. Next part of this work deals with evaluations of questionnaire work which was done between employees of public sector and private sector. Based on conclusion, there are made recommendations.

Made available in DSpace on 2015-04-22T22:10:28Z (GMT). No. of bitstreams: 1 Francisco Renato.pdf: 1545974 bytes, checksum: 0cf6a7772bc75157cba79b54753f8d0c (MD5) Previous issue date: 2011-11-08 / Initiatives by government, organizations, and academic studies, show that it is possible to provide a qualitative leap in the services provided by public institutions. Greater application of knowledge, techniques and procedures adopted by the private sector, combined with community involvement initiatives of the servers can create an environment suitable for the process optimization, cost reduction and subsequent increase in quality of services rendered to society. The aim of this paper is to propose the development of a strategic map based on the Balanced Scorecard in a military facility in Brazil. Using comparisons with similar organizations and their strategic maps a analysis of the institution focused on BSC perspectives was possible to verify the respects in which there are difficulties for a future use of the BSC, and thus improvements in the existing organizational structure such as better training of managers and technicians in relation to the tools used in quality management and strategic planning and implementation of initiatives of staff involvement. In addition, a strategic map suitable for the reality of the organization was studied in order to guide the organization s professionals in order to more effectively fulfill the mission of this military unit. / Iniciativas por parte de governo e organizações, além de trabalhos acadêmicos, demonstram que é possível proporcionar um salto de qualidade nos serviços prestados pelas instituições públicas. Uma maior aplicação de conhecimentos, técnicas e procedimentos adotados pelo setor privado, aliada a iniciativas de envolvimento dos servidores pode criar um ambiente apropriado para a otimização de processos, redução de custos e consequente aumento da qualidade dos serviços prestados à sociedade. O objetivo geral deste trabalho é propor o desenvolvimento de um mapa estratégico baseado no Balanced Scorecard em uma instituição militar brasileira. Utilizando-se de comparações com mapas estratégicos de organizações similares e análise desta instituição à luz das perspectivas do BSC foi possível verificar os aspectos nos quais existem dificuldades em relação a uma futura utilização do BSC, e, desta forma, melhorias na estrutura organizacional existente tais como, melhor formação de gestores e técnicos no que tange às ferramentas empregadas em gerenciamento de qualidade e de planejamento estratégico e implantação de iniciativas de envolvimento da equipe foram propostas. Além disto, um mapa estratégico adequado à realidade da organização estudada foi de forma a orientar os profissionais no sentido de cumpri com maior efetividade a missão da referida unidade militar

Submitted by Maria Aparecida (cidazen@gmail.com) on 2017-04-17T14:40:28Z No. of bitstreams: 1 Artur Serra Neto.pdf: 1623382 bytes, checksum: 3e4d7be8002e1effda972266671ac31c (MD5) / Made available in DSpace on 2017-04-17T14:40:28Z (GMT). No. of bitstreams: 1 Artur Serra Neto.pdf: 1623382 bytes, checksum: 3e4d7be8002e1effda972266671ac31c (MD5) Previous issue date: 2017-03-20 / Introduction: Attention Integrated Subsystem Health of the Federal Civil Servants (SIASS) was created to support the Care Policy Health Care Server. Has aimed to coordinate and integrate actions and programs in the health care areas, official expertise, promotion, prevention and health monitoring of servers of the federal administration. From the perception as an expert medical SIASS-UFMA Unit, the following question arose: What are the conditions that generate more departures on the servers? Is there a relationship with your desktop? Objective: To describe the epidemiological profile of the main pathologies that affect civil servants attended at the medical expertise of industry and correlate them with their work environment. Methodology: From reports obtained from the electronic medical record, SIAPE HEALTH, in the years 2011, 2012 and 2013 was made a descriptive analysis and later, to make the association of categorical variables with the years collection was performed nonparametric chi -square of independence (χ2). Results: The sick servants are mostly women, in the age group of 31 to 40 years (p <0.0001), who work in the University Hospital exercising the function of nursing professionals and suffering from musculoskeletal disorders and mental disorders. Doctors, the secondlargest in the hospital, are away for a few days from musculoskeletal and gastrointestinal diseases. Road policemen working in an often dangerous environment are also affected by mental and musculoskeletal disorders. It was evident that the work environment of the University Hospital needs a more detailed analysis and a better interaction with the three axes of this policy. Conclusion: It is not only the physical environment that brings problems, but all the psycho-emotional involvement of their working relationships. Not being able to consider these diseases as occupational, but in many of them there is a relation with the work environment. It is concluded that this information can help the managers of the institution in the formulation of preventive measures so as to avoid further sick leave and promote a healthier environment. / Introdução: O Subsistema Integrado de Atenção à Saúde do Servidor Público Federal (SIASS) foi criado para subsidiar a Política de Atenção à Saúde do Servidor. Possui como objetivo coordenar e integrar ações e programas nas áreas de assistência à saúde, perícia oficial, promoção, prevenção e acompanhamento da saúde dos servidores da administração federal. A partir da percepção como médico perito da Unidade SIASS-UFMA, surgiu o seguinte questionamento: Quais as patologias que mais geram afastamentos nos servidores? Existe alguma relação com seu ambiente de trabalho? Objetivos: Traçar um perfil epidemiológico das principais patologias que acometem os servidores públicos atendidos no setor de perícia médica e correlacioná-las com seu o ambiente de trabalho. Metodologia: A partir de relatórios obtidos no prontuário eletrônico, SIAPE SAUDE, nos anos de 2011, 2012 e 2013 foi feito uma análise estatística descritiva e posteriormente, para se fazer a associação das variáveis classificatórias com os anos de coleta foi realizado o teste não paramétrico de qui-quadrado de independência (χ2). Resultados: Os servidores adoecidos são em sua maioria mulheres, na faixa etária de 31 a 40 anos (p<0,0001), que trabalham no Hospital Universitário exercendo a função de profissionais da enfermagem e que sofrem de doenças osteomusculares e transtornos mentais. Os médicos, segunda maior categoria dentro do hospital, se afastam por poucos dias por doenças osteomusculares e gastrointestinais. Policiais rodoviários que trabalham em ambiente muitas vezes perigoso são acometidos igualmente de transtornos mentais e osteomusculares. Ficou evidente que o ambiente de trabalho do Hospital Universitário precisa de uma análise mais detalhada e uma melhor interação com os três eixos desta política. Conclusão: Não é só o ambiente físico que traz problemas, mas todo envolvimento psico-emocional das suas relações de trabalho. Não podendo considerar essas doenças como ocupacionais, mas em muitas delas há uma relação com o ambiente laboral. Conclui-se que estas informações possam auxiliar os gestores da instituição na formulação de medidas preventivas para que se evitem mais afastamentos por motivo de doença e se promova um ambiente mais salutar.

As questões ambientais, o aquecimento global e a escassez dos recursos naturais são temas cada vez mais relevantes nesse início de século XXI. No Brasil também está em discussão a necessidade da melhoria dos gastos públicos e maior eficiência do Estado. A gestão de energia pode ser um vetor nessas frentes, contribuindo ao mesmo tempo para redução de impactos ambientais, melhor aproveitamento dos recursos e reduzindo o dispêndio de gastos públicos com energia. A proposta deste trabalho é apresentar o Sistema Público de Gestão de Energia (SPGE) visando incrementar a eficiência energética em instituições públicas brasileiras. O SPGE tem como base o Modelo de Excelência em Gestão Pública (MEGP), um modelo de gestão moderno, conceitualmente adaptado ao setor público do Brasil. Valendo-se também do conhecimento adquirido pelo Programa Permanente para o Uso de Energia na Universidade São Paulo (PURE-USP), que pratica a gestão de energia na USP desde 1997, este trabalho também aplica o SPGE para sugerir melhorias ao programa uspiano. Conclui que a gestão de energia deve ser praticada pelo setor público brasileiro, e que os conceitos de eficiência energética devem ser divulgados ao cidadão até o ponto que ele tenha condições de requerer a gestão de energia em todas as instituições públicas que faça uso. / Environmental issues, global warming and scarcity of natural resources are themes even more relevant at the beginning of 21th century. In Brazil, it is also in discussion the need of improving public spending and bigger efficiency of the country. Energy management can be a vector in these fronts, at the same time contributing to reduce environmental impacts, better use of resources and reducing the waste of public spending with energy. The purpose of this paper is to present the Public System Power Management (known as SPGE) aiming increasing the energy efficiency in Brazilian public institutions. This System (SPGE) is based on the Model of Excellence in Public Management (known as MEGP), a model of modern management, conceptually adapted to Brazils public sector. Also taking advantage from the knowledge obtained by the Permanent Program to the Use of Energy from University of São Paulo (known as PURE-USP), that has exercised the energy management in USP since 1997, this paper also applies SPGE to suggest improves to USP program. It concludes that power management must be used by Brazilian public sector and the concept of energy efficiency has to be disseminated to the citizens up to the point where they are able to require the power management in all public institutions used by them.

Thesis (MPA. (Industrial Psychology)) --University of Limpopo, 2010 / In recent years, the South African government has put a lot of energy into the transformation of public sector departments. Effective leadership is a prerequisite in any effort to transform an organization. However, research findings indicate that there is a critical need to develop and train managers in the public sector to deal with numerous challenges in a fast changing world. They do not only need technical competencies but also soft skills to manage interpersonal relationships. This means that the public sector in South Africa needs to develop its leaders effectiveness in dealing with the human side of enterprises. Research in the first world countries on effective leadership behaviour has indicated the following: Firstly, leaders with high levels of emotional competence are more effective in interpersonal situations than those with low levels of emotional competence. Secondly, transformational leadership behaviour has a significant positive relationship with a leader s emotional competence. Lastly, a leader s conflict handling style is associated with his/her effectiveness as a leader. The purpose of the present study was to explore the relationship between managers transformational leadership style effectiveness, their level of emotional competence (emotional expression and constructive discontent) and their conflict management skills within the public sector in South Africa. A survey design was employed to collect data. Questionnaires were completed by 126 managers in a public sector department in the Limpopo Province. The questionnaires included items to assess transformational leadership, emotional competence and conflict management skills, and also to siphon demographic information of the managers. Frequencies for demographic information were computed, as well as correlations for transformational leadership, emotional competencies and conflict management styles in order to test out hypotheses about the relationship between the variables of interest.Findings indicated that the majority of the respondents were Black males under the age group of 41-50, on job levels 11-12, with managerial experience of 1-5 years. The main findings of the study showed the following: (a) There is a very weak,significant positive relationship between transformational leadership and emotional expression, and a negative relationship between transformational leadership style and constructive discontent; (b) There is a relatively weak but significant positive relationship between the transformational leadership style and the constrictive conflict management skills (collaborating and compromising interpersonal conflict management styles); (c) There is a weak but significant negative relationship between the compromising interpersonal conflict management style and emotional expression, and a very weak, non-significant negative relationship between collaboration interpersonal conflict management style and emotional expression; and (d) There is a weak but significant negative relationship between the compromising interpersonal conflict management style and constructive discontent, but a very weak non-significant negative relationship between collaboration interpersonal conflict management style and constructive discontent. These findings led the researcher to believe that the respondents are neither transformational leaders nor emotionally competent, and thus could not either compromise or collaborate with others when they are in an interpersonal conflict situation. It is recommended that managers should be trained to develop their leadership, as well as emotional and conflict management competencies. Even though small sample size was used in this study, there results will be generalized to the whole South African population of public service managers. Further research study with different research methodology is recommended within other public sector departments and provinces within the country.

Inom offentlig sektor satsas årligen stora resurser på kvalitetsförbättrande arbete. Trots det blir utfallet sällan det avsedda. Orsakerna till det är delvis kända. Byråkrati, regelstyrning och en hierarkisk funktionsorienterad organisationsbyggnad, där ansvar och beslutsfattande fördelas på flera individer, leder till bristande helhetssyn. Kunderna är många och som grupp heterogen, dessutom kan uppfattningen om deras behov skilja sig åt inom organisationen. Vidare utgör skillnader i normer, arbetssätt och metoder försvårande aspekter i samverkan mellan olika förvaltningar. Utifrån beskrivna utmaningar och brist på forskning finns ett behov av ökad kunskap gällande hur framgång kan uppnås vid kvalitetsarbete som involverar flera förvaltningar. Syftet med studien var att skapa insikt i vad som utgör framgångsfaktorer vid förvaltningsöverskridande kvalitetsarbete inom kommunal verksamhet. Semistrukturerade, styrkebaserade intervjuer med sju tjänstemän från fyra kommuner utfördes. Samtliga hade erfarenhet av framgångsrika förvaltningsöverskridande kvalitetsarbeten. Intervjuerna transkriberades ordagrant och analyserades med innehållsanalys. I analysen identifierades fem övergripande teman: Gemensam bild, Struktur, Uppmuntrande ledarskap, Gå utanför ramarna och Maktbalans. Studien kan vara av intresse för Sveriges kommuner då den visar på vad som kan utgöra framgångsfaktorer vid kommunalt, förvaltningsöverskridande kvalitetsarbete. / In the public sector, large resources are invested annually on   quality-enhancing work. Nevertheless, the outcome is rarely what was   intended. The reasons for this are partly known. Bureaucracy, regulatory control and a hierarchical   function-oriented organization building, where responsibility and   decision-making are distributed among several individuals, lead to a lack of holistic view. The   customers are many and as a group heterogeneous, in addition, the perception   of their needs may differ within the organization. Furthermore, differences in norms, working   methods and methods complicates the interaction between different   administrations. Based on the challenges and lack of research, there is a   need for increased knowledge of how success can be achieved in quality work   involving several administrations. The purpose of the study was to create   insight into what constitutes success factors in municipal quality work involving multiple administrations.   Semi-structured, strengthbased interviews with seven officials from four   municipalities were conducted. All of them had experience of successful quality work which involved more   than one administration. The interviews were transcribed verbatim and   analyzed with content analysis. In the analysis, five overarching themes were identified:   Common image, Structure, Encouraging leadership, Exit the framework and Power   balance. The study may be of interest to Sweden's municipalities as it shows   what can be success factors in municipal, quality work involving more than   one administration. / <p>2019-06-27</p>

Busca o presente trabalho apresentar ao leitor as diversas formas pelas quais poderá o particular, executor de atividade pública, se remunerar. Com o desenvolvimento do direito administrativo novos modelos contratuais permitiram a adoção de modais remuneratórios diversos, aptos a viabilizar delegações antes inconcebíveis, quando idealizadas sob a ótica do regime tarifário. O estudo se inicia com a delimitação da noção de remuneração, a definição de quem são os particulares e do que é atividade pública. Após a identificação de quais destas atividades são passíveis de delegação à execução privada, a problemática da remuneração é tratada perante 3 (três) grandes blocos de atuação estatal. No primeiro bloco são analisadas as especificidades remuneratórias do particular prestador de serviço público. A tarifa (forma tradicional) é colocada em confronto com outras fontes de receitas (alternativas, complementares, acessórias, contraprestações públicas, subsídios). No segundo grande bloco a exploração direta de atividade econômica pelo Estado, tendo como partícipe o particular, é alvo de avaliação. O terceiro bloco se destina à análise da execução de atos de polícia pelo agente privado. Por fim, novas formas de remuneração são aventadas, demonstrando que são inúmeras as possibilidades para estruturação de delegações de funções estatais. A proposta é, ao final, identificar a existência de um regime jurídico de remuneração do particular que executa atividade pública / The present work aims at introducing its reader to the many diverse ways in which the private, executor of public sector activities, may be compensated. With the development of the administrative law new contractual practices have allowed the adoption of various compensating models. They are capable of making feasible delegations that have once been considered inconceivable when idealized by the tax regime concept. The study begins with a delimitation of how to perceive compensation, the definition of who the private is and what public sector activities mean. After identifying which of these activities are susceptible to the delegation of the private sector, the problematic of compensation is discussed before three major blocks of the state. The first block analyzes the compensatory specifications of the private civil servant. The traditional tax is confronted with other sources of income (alternative, complementary, accessory, public consideration, subsidies). In the second major block the exploration of State economic activity, in which the private sector is a participant, is subject to evaluation. At last, new compensatory ways are exposed, demonstrating the innumerous possibilities of structuring the delegations of state functions. The proposal is to finally identify the existence of a judicial compensatory regime of the private sector that enforces the public sector activities.

This research examines the impact of inter-organisational relationships of public sector events agencies on events tourism strategy making within Australian state/territories. The global expansion of events tourism and sustained interest in networks and relationships as conduits to strategy underpin this topic. Although public sector institutional arrangements exist in many countries including Australia to develop events tourism, there is no known empirical research of inter-organisational relationships for strategy making in this domain. Against this background, the research problem of the thesis is: How and why do inter-organisational relationships of public sector events agencies impact upon events tourism strategy making within Australian states and territories? Based on a review of themes and issues within the two parent theories of tourism strategy and inter-organisational relationships, a theoretical framework and four research issues are developed. These issues are: RI 1: How does the public sector institutional environment impact upon events tourism strategies and the inter-organisational relationships that shape them, and why? RI 2: How do events tourism strategy forms and processes reflect and influence events agencies' inter-organisational relationships, and why? RI 3: What are the forms and characteristics of events agencies' inter- organisational relationships for shaping events tourism strategies, and why? RI 4: What are the incentives and disincentives for events agencies to engage in inter-organisational relationships for events tourism strategy making, and why? Because this research explores a new field within events tourism, it adopts a realism paradigm to uncover the 'realities' of events agencies' inter-organisational relationships and strategies. Two qualitative methodologies are adopted: the convergent interview technique (Carson, Gilmore, Perry, and Gronhaug 2001b; Dick 1990) and multiple case research (Perry 1998, 2001; Yin 1994). The convergent interviews serve to explore and refine the theoretical framework and the four research issues investigated in the multiple case research. These cases are represented by the inter-organisational relationships of events agencies in six Australian states/territories. Findings about the public sector institutional environment (research issue 1) show that events tourism strategies are influenced by different public sector policies and influences, the organisational arrangements for events tourism, the roles of events agencies and the lifecycle phase of events tourism in each state/territory. In relation to events tourism strategy forms (research issue 2), reactive/proactive strategies that respond to or address arising events or opportunities are common with a limited application of formal planning strategies. However, events agencies' strategy processes do reflect a range of strategic activities of importance. Inter-organisational relationships of events agencies (research issue 3) are typified by informal, government-led networks that influence, rather than develop, events tourism strategies. Finally, the importance of a number of incentives and disincentives for agencies to engage in inter-organisational relationships for events tourism strategy making is established. The final conceptual model depicts the themes within all four research issues and links between them to address the research problem. The conclusions of this research make a major contribution to events tourism theory and build upon theories in tourism strategy and inter-organisational relationships. Further research opportunities are presented by these conclusions and the conceptual model which may be explored using other methodologies or alternative research contexts. Practical implications of the research for policy makers and agency executives relate to policy-strategy linkages, public sector organisational arrangements for events tourism, strategy forms and processes and frameworks to engage stakeholders in inter-organisational relationships for strategy making. Knowledge of incentives and disincentives for these inter-organisational relationships also provides a platform for events agencies to reflect upon and revise their modes of governance for events tourism strategy making.

This thesis is a study of why and how an authority model of managing state-owned enterprises has remained popular in Taiwan through the past two decades. The subject was chosen because it has to date, been a neglected subject in the literature on Taiwan, even though it is significant to any serious examination of Taiwan's continuing political development and the government's approach to governance. Taiwan has experienced three major milestones of political democratisation over the period, each greatly enhancing the democratic characteristics of the state and also reflecting a degree of absorption of global political and economic pressures. Taiwan's political democratisation has been widely discussed in recent years, but not much attention has been paid to the effect of the political changes on its public sector management. The discussions have simply speculated that the Taiwanese government no longer uses the authoritarian way of governing the country, in keeping with its promotion of democratic development. However, this research clearly indicates that the change of political regime from the previous Kuomintang (KMT) to the Democratic Progressive Party (DPP) has not meant any significant change in the way state-owned enterprises are managed. The approach of the DPP government resembles that of the KMT government in that it continues with an authoritarian way of managing state-owned enterprises, despite the party's long established commitment to a democratic way. In other words, this huge change has not meant state-owned enterprises are any better placed than they were previously in terms of having a greater degree of enterprise management autonomy. This research also shows that Taiwanese governments, regardless of which of the two parties is in power, manipulate state-owned enterprise management using the enterprises as a major means of achieving multiple political objectives. In particular, it has become almost endemic in Taiwan's politics that the ruling party manipulates state-owned enterprise management in order to win political elections and protect its political position. In this sense, it has become evident that the democratic way of governance has still not been used within this part of the government yet.

This thesis is about the capacity of local government agencies in Makassar (Indonesia) to provide services to the public. Besides aiming to understand the institutional capacity of local government agencies, the research also examines the role internal and external factors play in determining the service delivery capacity of public organisations. Internal factors refer to the organisational structure, managerial practices and the management of human resources in public organisations. External factors refer to the degree of bureaucratic and political accountability as well as the level of competition experienced by government agencies. ¶ This research will enrich the existing development literature by strengthening our understanding of the ways in which internal and external factors strengthen or weaken the capacity of public sector institutions. ¶ Institutional capacity is measured by the quality of services provided by the local government agencies as assessed by their clients through both questionnaires and interviews, whereas the data regarding the role internal and external factors play in determining the institutional capacity of local government agencies were collected by in-depth interviews and focus group discussions. In-depth interviews and focus group discussions were conducted with the management and staff in a number of agencies, with high-level bureaucrats, with non-government organisations and business associations, and members of the Makassar parliament. ¶ This study concludes that the institutional capacity of local government agencies in the case studies varies, although overall institutional capacity is relatively low or unsatisfactory. Of the four agencies in the case studies, only one agency was able to deliver quality services higher than the level expected by its clients. ¶ In general, this research reveals that the degree of accountability of the local government agencies in the case studies is relatively weak. The study infers that the degree of accountability does not have a significant impact on the agencies' performance. ¶ It was found that the competitive or monopolistic environment in which the local government agencies operate does affect the capacity of the agencies to serve their clients. This capacity is also affected by a number of aspects within the organisation and human resource dimensions of the agencies. ¶ This study shows that, in the case of Indonesia, attempts to improve the capacity of government agencies to deliver quality public services by improving the capacity of parliament to politically oversee the executive, as recommended by a number of international agencies and commentators, may not be the best and most effective alternative. Rather than focusing the resources to improve the degree of political accountability, the study suggests that a more effective strategy to develop the capacity of government agencies is to enhance the organisational structure, managerial practices and the management of human resources in the public organizations, and to introduce competition into the delivery of public services.