Text of this thesis deals with the creation and termination of the position of a member of the governing body of a limited company. The first part of this text sets out the conditions under which this member is legally able to perform in his position, these are full legal capacity, no record of criminal conviction and there are no obstacles to undertaking a trade in the meaning of the Act No. 455/1991 Coll. The text also mentions the provisions § 38l of the Commercial Code, for it still applies on some cases on behalf of the provision § 779, paragraph 3 of the Act on Business Corporations. This text of this thesis continues to deal with the consequences of incapacity to perform in this position and states that in this case, the creation of such position is seen, as it never happened. In the case of capacity to perform in a position being lost after the position was created, the position terminates. Newly, a legal entity can become a member of an elective organ. However, to perform in this position, they have to choose a natural person as their representative. If there is no representative, the legal entity is represented by a member of board of directors or a company director. There were warnings of a possibility of multiplication, as there may be legal entities in such statutory bodies. Further,...

Made available in DSpace on 2016-08-10T10:54:13Z (GMT). No. of bitstreams: 1 ERIKA FERREIRA TOURINHO.pdf: 2556539 bytes, checksum: 9d62289375f4cf3e21d51cd2eefe0855 (MD5) Previous issue date: 2013-04-19 / The present study orbits around education, environmental education, health and religiosity of people who frequents spiritual folkways temples, especially Umbanda, aiming to show its natural characteristics present in a historical and anthropological context, but which is alive until nowadays even with so much transformation throughout the ages.That transformation reverses in an accentuated Syncretism since black people rebuilt their family and cultural-religious-society lives through their history. We delimit this research to a sample of ritualistic process of Umbanda, selected based on demand of this research subject, in this case Terreiro de Santana, in the city of Imperatriz, State of Maranhão, since they opened their temple doors both for our research and investigation as the ideas introduced throughout the entire work. Thus, this research determined as subject the leaders, as well those that frequent the temples (terreiros). In this context, examine from samples Discuss the nature correlation as a source of matrix in the Umbanda ritualistic process with the Environmental Education and the health process that is the central question that moves us in this research construction, for this we organized the work around the following aspirations: To realize a historical-anthropological approach of the black slaves in Brazil in order to situate the subjects and the research field and give us a base to reflect how they interrelate identity culture health and religious, and then comprehend its importance for the cultural revival and religiosity resignation of this people, in order to help us to identify the possible ways that the Environmental Education contributes to the religiosity resignation. We designed a bibliographic research to support our data that we collected during the ethnographic field research. This research concluded that these narratives bring what is stronger in people identification. / A presente pesquisa gravita em torno da educação, educação ambiental, saúde e religiosidade dos povos de terreiro, em particular a Umbanda buscando evidenciar suas características naturais presentes em um contexto histórico e antropológico mas que se mantém vivo até os dias atuais mesmo com tantos transformações ao longo dos tempos.Tais transformações revertem em um Sincretismo acentuado por terem os negros, desde sua história, refeito suas vidas no que diz respeito a família, cultura, sociedade e religiosidade.Delimitamos a investigação a uma amostra dos processos ritualísticos da Umbanda, escolhida com base nasexigências da temática do trabalho, no caso o Terreiro de Santana na cidade de Imperatriz no Maranhão, por ter aberto suas portas à pesquisa tanto para investigação quanto para ideias implantadas no decorrer do trabalho.Assim, como esta pesquisa determinou como sujeitos os lideres, bem como frequentadores do terreiro. Nesse contexto, investigar a partir da amostra Discutir a correlação da natureza como fonte matricial nos processos ritualísticos da Umbanda com a prática da educação ambiental e o processo de saúde é a questão central que nos movimenta na construção desta pesquisa, para tal organizamos este trabalho em torno das seguintes aspirações: Realizar uma abordagem histórico-antropológica dos escravos negros no Brasil para situarmos os sujeitos e o campo desta pesquisa e nos dar embasamento para refletir sobre como se inter-relacionam identidade-cultura-saúde e religiosidade, para então compreender a sua importância para o reavivamentocultural deste povo e a resignificação da religiosidade, no intuito de nos auxiliar a identificar as possíveis formas de contribuição da educação ambiental na resignificação da religião. Para isso, delineamos uma pesquisa bibliográfica para dar suporte aos dados que foram apreendidos através da pesquisa de campo etnográfica, a qual constatou que essas narrativas trazem de mais forte na identificação de um povo.

Quase ninguém ousa discordar que a vida profissional do professor de educação básica no Brasil seja tarefa desprestigiada, mal remunerada e que não haja condições físicas mínimas necessárias e, por outro lado, que não seja requisitado grande investimento pessoal, pelo fato do ato professoral depender primordialmente de uma espécie de \"dom\". Todavia, a escola e a figura do professor não passam de meras criações humanas, assim como as imagens das condições de mal-estar em que o professor trabalha também as são; embora termo-nos acostumado a esquecer que assim sejam. As imagens habitam o seio de um discurso consolidado como verdade sobre a profissão do mestre, mas que, nem por isso, funciona a despeito da estipulação de posições discursivas ou de definições de conceitos. Isto é, não é isento de um programa de qualificação e desqualificação do outro. Em outras palavras, enquanto alguns professores adoecem dando aulas, outros se curam; enquanto alguns se afastam da precariedade das condições escolares, outros se enunciam pela e na transposição delas. O que realoca a pesquisa sobre renúncia professoral para além do discurso hegemônico de toda sorte de precariedades e desprestígios da escola ou mesmo da existência material de um mal-estar propriamente docente, que vija exclusivamente durante o professorar e que, portanto, seja passível de cura. Deste modo, questionar as causas das diferentes formas de renúncia dos professores de educação básica, de início, implica no rompimento do atendimento à demanda de uma lógica cartesiana, que justamente por se dirigir pelo apontamento de uma instância conclusiva da renúncia, se desvia de uma investigação etiológica. Com essa pretensão, o(a) convido à leitura do presente trabalho que propõe novas formas de escuta de certa interpretação da Psicanálise sobre alguns registros históricos consolidados da educação básica brasileira ao longo de sua história. Trata-se da procura de subsídios marginais, porém reveladores, para saber mais sobre quais condições contribuem e contribuíram para que a maioria dos sujeitos que ainda hoje procuram a formação de professores para o ensino fundamental não assumam um lugar para exercer sua profissão. / Almost no one dares to disagree that the professional life of the teacher of basic education in Brazil is a discredited task, poorly remunerated and that there are no minimum physical conditions necessary and, on the other hand, that no big personal investment is required, because the teacher act depends primarily of a kind of \"gift\". However, the school and the figure of the teacher are nothing more than mere human creations, just as the images of the conditions of malaise in which the teacher works are also the same; though we have become accustomed to forget that they are so. The images inhabit the heart of a discourse consolidated as truth about the master\'s profession, but which, nevertheless, works in spite of the stipulation of discursive positions or definitions of concepts. That is, it is not exempt from one program of qualification and disqualification from the other. In other words, while some teachers get sick teaching, others heal; while some stray from the precariousness of school conditions, others are enunciated by and in their transposition. This reallocates the research on teacher renunciation beyond the hegemonic discourse of all sorts of precarious of the school or even of the material existence of a malady properly teaching, that only exists during the teacher and that, therefore, it is possible of cure. In this way, to question the causes of the different forms of renunciation of the basic education teachers, in the beginning, implies the disruption of the attendance to the demand of a Cartesian logic, that to be directed by the pointing of a conclusive instance of the resignation, deviates from a investigation. In this sense, I invite you to read the present work, which proposes new ways of listening to a certain interpretation of Psychoanalysis about some of the consolidated historical records of Brazilian basic education throughout its history. It is the search for marginal, but revealing, subsidies to learn more about what conditions contribute and have contributed to the fact that the majority of those who are still seeking teacher training for elementary education do not have a place to practice their profession.

Quase ninguém ousa discordar que a vida profissional do professor de educação básica no Brasil seja tarefa desprestigiada, mal remunerada e que não haja condições físicas mínimas necessárias e, por outro lado, que não seja requisitado grande investimento pessoal, pelo fato do ato professoral depender primordialmente de uma espécie de \"dom\". Todavia, a escola e a figura do professor não passam de meras criações humanas, assim como as imagens das condições de mal-estar em que o professor trabalha também as são; embora termo-nos acostumado a esquecer que assim sejam. As imagens habitam o seio de um discurso consolidado como verdade sobre a profissão do mestre, mas que, nem por isso, funciona a despeito da estipulação de posições discursivas ou de definições de conceitos. Isto é, não é isento de um programa de qualificação e desqualificação do outro. Em outras palavras, enquanto alguns professores adoecem dando aulas, outros se curam; enquanto alguns se afastam da precariedade das condições escolares, outros se enunciam pela e na transposição delas. O que realoca a pesquisa sobre renúncia professoral para além do discurso hegemônico de toda sorte de precariedades e desprestígios da escola ou mesmo da existência material de um mal-estar propriamente docente, que vija exclusivamente durante o professorar e que, portanto, seja passível de cura. Deste modo, questionar as causas das diferentes formas de renúncia dos professores de educação básica, de início, implica no rompimento do atendimento à demanda de uma lógica cartesiana, que justamente por se dirigir pelo apontamento de uma instância conclusiva da renúncia, se desvia de uma investigação etiológica. Com essa pretensão, o(a) convido à leitura do presente trabalho que propõe novas formas de escuta de certa interpretação da Psicanálise sobre alguns registros históricos consolidados da educação básica brasileira ao longo de sua história. Trata-se da procura de subsídios marginais, porém reveladores, para saber mais sobre quais condições contribuem e contribuíram para que a maioria dos sujeitos que ainda hoje procuram a formação de professores para o ensino fundamental não assumam um lugar para exercer sua profissão. / Almost no one dares to disagree that the professional life of the teacher of basic education in Brazil is a discredited task, poorly remunerated and that there are no minimum physical conditions necessary and, on the other hand, that no big personal investment is required, because the teacher act depends primarily of a kind of \"gift\". However, the school and the figure of the teacher are nothing more than mere human creations, just as the images of the conditions of malaise in which the teacher works are also the same; though we have become accustomed to forget that they are so. The images inhabit the heart of a discourse consolidated as truth about the master\'s profession, but which, nevertheless, works in spite of the stipulation of discursive positions or definitions of concepts. That is, it is not exempt from one program of qualification and disqualification from the other. In other words, while some teachers get sick teaching, others heal; while some stray from the precariousness of school conditions, others are enunciated by and in their transposition. This reallocates the research on teacher renunciation beyond the hegemonic discourse of all sorts of precarious of the school or even of the material existence of a malady properly teaching, that only exists during the teacher and that, therefore, it is possible of cure. In this way, to question the causes of the different forms of renunciation of the basic education teachers, in the beginning, implies the disruption of the attendance to the demand of a Cartesian logic, that to be directed by the pointing of a conclusive instance of the resignation, deviates from a investigation. In this sense, I invite you to read the present work, which proposes new ways of listening to a certain interpretation of Psychoanalysis about some of the consolidated historical records of Brazilian basic education throughout its history. It is the search for marginal, but revealing, subsidies to learn more about what conditions contribute and have contributed to the fact that the majority of those who are still seeking teacher training for elementary education do not have a place to practice their profession.

Employee turnover is a fairly common phenomenon across organizations throughout the globe, which creates both direct and indirect costs to companies (Lambert et al., 2012). Though numerous authors have investigated the problem, only a small number have studied the Canadian labour market. Furthermore, few have examined how various hiring or screening tests during the hiring process affect worker attrition. The thesis aims to complement existing research about employee voluntary turnover (vs. involuntary turnover) and retention by further investigating some of the root causes and potential solutions from a Canadian perspective. Using longitudinal data from the Workplace and Employee Survey (WES) supplied by Statistics Canada through an 8-year period, it explores 5 hypotheses relating to the initial hiring process (ten screening tests), the gender and marital status of employees, compensation, and employees’ seniority in the company. The survey datasets are based on respondents of, on average, 6,268 companies and 20,387 corresponding workers from 1999 to 2006. Logit and probit regression models are employed for the empirical tests. The results are surprising, and seem to differ from most studies in other countries. In Canada, it appears wage has no effect on workers’ turnover at all, employee engagement programs negatively affect workers’ decisions to stay, women are more likely to quit than men are, married employees are no more likely to quit than anyone else, children seem to have no impact on employee attrition, and workers with lower status in the company are more likely to stay. The concluding chapter discusses implications of these findings and how they might help Canadian organizations deal with employee voluntary turnover.

Due to the access to international financial market is open and globalization is inevitable, the fluctuation of financial market and the competition among banks are getting fierce. Emotion is an essential part of a bank employee¡¦ job and it is closely related to working pressure. Therefore, this paper is to investigate whether working pressure will affect job satisfaction and then affect the tendency of resignation. Based on the research motives, the purposes of this research are as follows: 1. To understand the current situation of financial employees¡¦ job satisfaction factors and resignation tendency. 2. To investigate how job satisfaction factors are related to resignation tendency. 3. This paper provides companies reference of human resource development such as how to reduce resignation intention in order to cut unnecessary recruit cost. Conclusion¡GBased on the result of simple regression analysis,¡uworking pressure¡v,¡udegree of satisfaction to salary and benefits¡v,¡ucommitment to organization¡v and ¡uassignment fairness¡vindeed influence working satisfaction. In other words, the lower working pressure an employee has, the higher degree of working satisfaction one has; the higher degree of satisfaction to salary and benefits, commitment to organization and assignment fairness one has, the higher degree of working satisfaction one has. Suggestions: 1.Raise employees¡¦ commitment to organization in order to recruit elites and reduce the labor turnover rate. 2.The reward system has to be quantified. KEY WORLD¡Gworking pressure¡Bdegree of satisfaction to salary and benefits¡B commitment to organization¡Bassignment fairness¡Bresignation intention¡Bworking satisfaction

The new labor pension act effective on July 1. 2005 effective, all brings not the impact to the employer and the laborer, the employer for the consideration enterprise profit, to salary policy, and motivation system whether can remind along with the retirement pension, makes the significant change. In addition, according to is connected the domestic and foreign research demonstration, the work degree of satisfaction with leaves job the wish to have obviously is being connected, has drawn back the new labor pension act made rule since June 2004 male Browe, brings the impact to the enterprise is: The staff loyalty drops, leaves job the tide and the rate of flow increases, outside the work a package of increase and so on.After the employer has taken these measures, the relative staff is unable to the present work to meet its need, therefore this research attempts to understand after the fatigue draws back the newly made official implementation, the staff regarding the salary fair cognition, drive system satisfaction, work satisfaction with leaves job influence the tendency. The research variable material obtains picks the provide questionnaire way, altogether sends out 500 questionnaire, the reflex winding effective sample number is 339, the effective reflex winding rate is 67.8%, after recycling effective questionnaire by SPSS statistical analysis way, picks ways and so on descriptive statistics analysis , correlation analysis, T-Test, one way anova, linear regression, makes variable research each construction surface the statistical analysis, discusses result of the research. The results of the study were as below: 1.The different variable staff, it to the influence of employee intent to resignation in compensation justice, Satisfaction in the motivation, And job satisfaction to have the significance difference personally. 2.The compensation justice, to satisfaction in the motivation, intent to resignation to have the significance difference. 3.The satisfaction in the motivation, intent to resignation to have the significance difference. 4.The job satisfaction, to variable with intent to resignation to have the intermediary influence personally. 5.The job satisfaction, with intent to resignation to the compensation justice to have the intermediary influence. 6.The job satisfaction, to satisfaction in the motivation with intent to resignation to have the intermediary influence. 7.The different variable staff, the compensation justice, satisfaction in the motivation, the job satisfaction to intent to resignation to have the significance influence.

Aim: The purpose of this research was to explore and describe the hospital workplace experiences that had contributed to the resignations of Registered Nurses in the Durban Metropolitan Area. Methodology: The broad perspective governing this research is qualitative in nature. The researcher employed a phenomenological approach specifically because the researcher was interested in identifying, describing and understanding the subjective experiences of individual nurses at the two Private and two Provincial health care institutions selected to participate in the study - in respect of their decision (s) to resign from their employment, and lor to leave the nursing profession. Two semi-structured interviews were conducted with each participant by the researcher. The researcher applied the principle of theoretical saturation and a total of fifteen participants and thirty interviews were done. Experiential themes and sub-themes in the data were identified by a process of meaning condensation, and the data were managed by means of a qualitative software package - NVIVO (QSRNUD* IST). Findings: The resignations of registered nurses in the Durban Metropolitan Area were found to be linked to their respective hospital workplace experiences. These experiences related to their physical working conditions and environment and included the following: unsupportive management structures, autocratic and dehumanizing management styles, negative stereotypy of nurses and the nursing profession, lack of autonomy in the workplace, professional jealousies and fractures within the profession, sub-optimal physical working conditions and shortage of staff, equipment and lack of appropriate surgical supplies, concerns regarding occupational safety e.g. the increasing exposure of health care personnel to RIV and AIDS; lack of opportunities for promotion or continuing one's professional education, the experience ofworkplace violencepredominantly in the form of verbal and psychological abuse, inaccurate systems of performance assessment (Joint Performance Management, Reports, Personal Profile systems) - compounded by favouritism and racism; and inadequate remuneration. Conclusion: In terms of the findings of this study, the participants' lived experiences in terms of their respective hospital workplace experiences indicated that neither the maintenance factors nor the motivator factors were optimally represented, experienced or enjoyed in their respective workplaces. In terms of Rerzberg's Motivator-Maintenance theory, the registered nurses who participated in this study may be described as being 'not satisfied' and 'dissatisfied' with their hospital workplace experiences, physical conditions and environment. A number of recommendations pertaining to strategies for the retention of registered nurses were made for the consideration of both Provincial and Private health care authorities, hospital management structures and the nursing profession respectively. Recommendations for further nursing research were also made. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2005.

Employee turnover is a fairly common phenomenon across organizations throughout the globe, which creates both direct and indirect costs to companies (Lambert et al., 2012). Though numerous authors have investigated the problem, only a small number have studied the Canadian labour market. Furthermore, few have examined how various hiring or screening tests during the hiring process affect worker attrition. The thesis aims to complement existing research about employee voluntary turnover (vs. involuntary turnover) and retention by further investigating some of the root causes and potential solutions from a Canadian perspective. Using longitudinal data from the Workplace and Employee Survey (WES) supplied by Statistics Canada through an 8-year period, it explores 5 hypotheses relating to the initial hiring process (ten screening tests), the gender and marital status of employees, compensation, and employees’ seniority in the company. The survey datasets are based on respondents of, on average, 6,268 companies and 20,387 corresponding workers from 1999 to 2006. Logit and probit regression models are employed for the empirical tests. The results are surprising, and seem to differ from most studies in other countries. In Canada, it appears wage has no effect on workers’ turnover at all, employee engagement programs negatively affect workers’ decisions to stay, women are more likely to quit than men are, married employees are no more likely to quit than anyone else, children seem to have no impact on employee attrition, and workers with lower status in the company are more likely to stay. The concluding chapter discusses implications of these findings and how they might help Canadian organizations deal with employee voluntary turnover.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: This study stems from an urgent need to understand which factors contribute to talented employees’ intention to quit, and what organisations can do to ensure the retention of such talent. Difficulties regarding the retention of talented employees have become a worldwide challenge. The retention of talented individuals has become a primary source of gaining a competitive advantage. The increased focus on talent management practices has become a wide spread phenomenon worldwide, including South Africa. History, cultural heritage, politics and the economic environment are but only a few factors that collectively now shape the nature and complexity of the South African labour market. A context, notorious and respected for its diversity and the struggles that have sprouted from it, poses formidable challenges for organisations competing in the global market. A multitude of factors, controllable and uncontrollable, contribute to increased levels of employee turnover in all sectors and organisations in South Africa. Organisations and top management can position themselves, by implementing action plans and organisational structures, to identify and coordinate such controllable factors. Strategies and processes can be implemented to address the increasing challenges regarding the retention of valuable talent. The implementation of structural talent management programmes have proven to address and overcome retention challenges. The crucial role of line management in implementing and fostering a culture of talent retention has also been proven. The foundation of a talent management competency model, for the purpose of addressing and solving this issue, has been laid down. Additional research has been done in order to reevaluate and elaborate on the existing knowledge of such a competency model. This study aims to once again re-evaluate the originally proposed model as well as any extensions that may have been developed by other researchers. The primary objective of the current study consequently was to expand on the existing model as proposed by Oehley (2007) and Smuts (2011). Factors external to the organisational environment were added to the model in order to gain a more comprehensive understanding of the complexity underlying the determinants of intention to quit. Only a subset of the hypothesised intention to quit structural model was then empirically tested. In the initial model only nine of the nineteen paths were empirically corroborated. The initial reduced model was subsequently revised by deleting various paths that were found to be statistically insignificant (p > .05) and by adding various paths suggested by the modification indices. The final model produced exact fit. Seven of the nineteen paths in the final model were not empirically corroborated. Suggestions for future research are made by introducing additional variables that could be included into a future model. / AFRIKAANSE OPSOMMING: Hierdie navorsing vind oorsprong uit die dringende behoefte om die faktore te bepaal wat talentvolle werknemers noop om te bedank en te probeer verstaan wat organisasies kan doen om die dienste van werknemers te behou. Die uitdaging om die dienste van hierdie katagorie van werknemers te behou, blyk 'n internasionale vraagstuk te wees. Die behoud van talentvolle individue in die werksplek het 'n primêre bron van kompeterende voordeel vir organisasies geword. Die toenemende fokus op talentbestuur het 'n wêreldwye fenomeen geword. Die geskiedenis, kulturele erfenis, politiek en die ekonomiese omgewing is maar net 'n paar van die faktore wat gesamentlik die kompleksiteit van die Suid-Afrikaanse arbeidsmark beïnvloed. 'n Werklikheid wat veelbesproke is, maar gerespekteer word vir sy diversiteit en die meegaande probleme wat daaruit voortspruit, bied buitengewone uitdagings vir organisasies wat moet meeding in die internasionale sakewêreld. Verskeie faktore waarvan sommige beheer kan word, maar ander nie, dra by tot die toenemende verhoging in die arbeidsomset in alle sektore en organisasies in Suid-Afrika. Organisasies en topbestuur kan hulself bemagtig deur verskeie pro-aktiewe benaderings en organisatoriese strukture in plek te stel om sodoende beheerbare situasies te kan identifiseer en koördineer. Strategieë en prosesse kan geïmplimenteer word om die toenemende hoeveelheid uitdagings met sukses aan te pak en dus die waardevolle talent van werknemers te behou. Die toepassing van strukturele talentbestuurprogramme het as sulks bewys dat dit met sukses gebruik kan word om die dienste van werknemers te behou. Die belangrike rol wat lynbestuur vervul in die toepassing en implementering van die proses om talentvolle werknemers te behou, is al deeglik bewys. Die basis van 'n talentbestuur en bevoegdheidsmodel om die probleem aan te spreek en op te los is op sigself al bewys. Addisionele navorsing is alreeds uitgevoer om die huidige model te her-evalueer en daarop uit te brei. Die huidige studie het dit ten doel om die oorspronklike model en teorieë wat vorige navorsers ontwikkel het, te her-evalueer. The primêre oogmerk van die onderhawige studie was gevolglik om op die bestaande modelle soos voorgestel deur Oehley (2007) en Smuts (2011) uit te brei. Faktore ekstern tot die organisasie is tot die model toegevoeg ten einde ‘n meer volledige begrip te ontwikkel van die kompleksiteit wat die determinante van die voorneme om te bedank onderlê. Slegs ‘n subversameling van die gehipotiseerde bedankingsvoorneme-strukturele model is vervolgens empiries getoets. In die aanvanklike model het slegs nege van die negentien bane empiriese steun ontvang. Die aanvanklike gereduseerde model is vervolgens hersien deur verskeie statisties onbeduidende (p > .05) bane te verwyder en deur ‘n aantal bane wat deur die modifikasie-indekse voorgestel is tot die model toe te voeg. Die finale model het presiese passing getoon. Sewe van die negentien bane in die finale model kon egter nie empiries bevestig word nie. Voorstelle vir verdere navorsing word gemaak deur addisionele veranderlikes voor te stel wat moontlik in ‘n toekomstige model ingesluit sou kon word.