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yes / In the last decade, occupational therapists have faced new performance and commissioning demands from the state. These demands, such as Payment by Results (PbR) or funding tied to performance, have, on the face of it, improved service delivery and patient experience. However, they have also introduced new ways of working and new demands from management that have contributed to a crisis of identity, as therapists struggle to reconcile conflict- ing professional, managerial, and service demands with their day-to-day practice (Lloyd et al 2010). Professionals possess a unique and complex body of knowledge that cannot easily be appreciated and under- stood by those outside the profession. This body of knowledge, along with autonomy and self-regulation, are regarded as important aspects of professionalism and professional identity. However, it is now customary for occupational therapists to work as lone professionals within multi-disciplinary teams, often with professionals of other disciplines as their line or service managers, thereby experiencing differing local management and variant local practice.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2017-09-28T14:39:56Z No. of bitstreams: 1 antonioclaudioregisoliveirasoares.pdf: 1329401 bytes, checksum: ea7f8b1ac299edb079b9dd77ec117a04 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2017-10-09T18:57:53Z (GMT) No. of bitstreams: 1 antonioclaudioregisoliveirasoares.pdf: 1329401 bytes, checksum: ea7f8b1ac299edb079b9dd77ec117a04 (MD5) / Made available in DSpace on 2017-10-09T18:57:53Z (GMT). No. of bitstreams: 1 antonioclaudioregisoliveirasoares.pdf: 1329401 bytes, checksum: ea7f8b1ac299edb079b9dd77ec117a04 (MD5) Previous issue date: 2016-12-06 / A presente dissertação foi desenvolvida no âmbito do Mestrado Profissional em Gestão e Avaliação da Educação (PPGP) do Centro de Políticas Públicas e Avaliação da Educação da Universidade Federal de Juiz de Fora (CAEd/UFJF). O caso de gestão estudado discute a necessidade do desenvolvimento da integração curricular, pelo âmbito da gestão, de forma a contemplar a formação integral dos estudantes da Escola Estadual de Educação Profissional Dario Catunda Fontenele, além de explicitar os desafios para implementá-lo. Assim, a pergunta que norteia este estudo é de que forma a gestão da EEEP Dario Catunda Fontenele pode auxiliar no desenvolvimento de um currículo integrado? O objetivo geral definido para este estudo foi compreender o desenvolvimento da proposta de integração curricular para os cursos técnicos da Escola Estadual de Educação Profissional Dario Catunda Fontenele. Em decorrência desse objetivo, foram delimitados três específicos, a saber: descrever as necessidades e dificuldades que se apresentam para se efetivar a proposta de integração curricular na EEEP Dario Catunda Fontenele, levando em consideração a estrutura administrativa, pedagógica e curricular da escola e o contexto local; analisar os desafios e os caminhos da integração curricular na EEEP Dario Catunda Fontenele e como as concepções e dimensões de currículo se relacionam com o papel da gestão; e propor estratégias e ações que auxiliem a gestão no desenvolvimento da integração curricular nos cursos técnicos da EEEP Dario Catunda Fontenele. Assumimos como hipóteses que a gestão da escola pode auxiliar no desenvolvimento de um currículo integrado, dividindo os papéis e responsabilidades e se apropriando dos conceitos e ideias sobre integração curricular. Para tanto, esta pesquisa qualitativa, utiliza-se da metodologia do estudo de caso e como instrumentos para a coleta de dados definimos o questionário e a entrevista semiestruturada. O referencial teórico foi construído à luz das proposições de autores como Ragattieri & Castro (2010) que tratam dos desafios da integração curricular; Ramos (2011) que trata das concepções, propostas e problemas dos currículos do Ensino Médio; Moreira (2013) que trata do papel da gestão diante dos desafios do currículo, dentre outros autores que se propõem a discutir gestão, currículo e integração curricular. A partir da análise dos dados, percebeu-se que o gestor pode auxiliar no processo de implementação do currículo integrado. Para tanto, foi elaborado o Plano de Ação Educacional (PAE) no qual estão descritas e detalhadas as seguintes ações: a revisão do currículo e do projeto pedagógico da escola pela equipe escolar, a organização de planejamentos integrados dos professores, a sistematização de uma política de formação da própria equipe gestora e dos professores e o desenvolvimento da metodologia de projetos. Tais proposições visam garantir a integração do conhecimento e a formação integral do estudante. / The present dissertation was developed under the Professional Master in Management and Evaluation of Education (PPGP) of the Center for Public Policies and Education Evaluation of the Federal University of Juiz de Fora (CAEd / UFJF). The management case studied discusses the need for the development of curricular integration, through the scope of management, in order to contemplate the integral training of students of the State School of Professional Education Dario Catunda Fontenele, in addition to explaining the challenges to implement it. Thus, the question that guides this study is how the management of EEEP Dario Catunda Fontenele can help in the development of an integrated curriculum? The general objective defined for this study was to understand the development of the proposal of curricular integration for the technical courses of the State School of Professional Education Dario Catunda Fontenele. As a result of this objective, three specific ones were delineated, namely: to describe the needs and difficulties that are presented to make the proposal of curricular integration in the EEEP Dario Catunda Fontenele, taking into consideration the administrative, pedagogical and curricular structure of the school and the context local; Analyze the role of management in face of the challenges of the integral formation of EEEP students Dario Catunda Fontenele and how the conceptions and dimensions of curriculum relate to this role; And propose strategies and actions that assist the management in the development of the curricular integration in the technical courses of the EEEP Dario Catunda Fontenele. We hypothesize that school management can assist in the development of an integrated curriculum, dividing roles and responsibilities, and appropriating concepts and ideas about curricular integration. To do so, this qualitative research uses the methodology of the case study and as instruments for data collection we define the questionnaire and the semi-structured interview. The theoretical framework was constructed in the light of the propositions of authors such as Ragattieri & Castro (2010) that deal with the challenges of curricular integration; Ramos (2011) that deals with the conceptions, proposals and problems of the curricula of High School; Moreira (2013) that deals with the role of management in face of the challenges of the curriculum, among other authors who propose to discuss management, curriculum and curricular integration. From the analysis of the data, it was noticed that the manager can help in the process of implementation of the integrated curriculum. The Educational Action Plan (PAE) was elaborated in which the following actions are described and detailed in order to be put into practice by the management of EEEP Dario Catunda Fontenele aiming at the integration of knowledge and integral education of the student: a Review of the curriculum and pedagogical project of the school by the school team, organization of integrated teacher plans, systematization of a training policy for the management team and teachers, and development of the project methodology.

The design and implementation of business intranet system for Hestego s.r.o. company in attempt to enhance the quality and efficiency of internal communication, business culture and awareness of empolyees is the main focus of this thesis. Current status, limited to use of narrow-profiled information system is described as a part of analysis. Furthermore, commonly used practices in implementing business intranet, together with broadly acknowledged advantages for companies are provided. Based on the gained knowledge, a solution relying on implementing an independent intranet system utilizing database system and .NET web application is proposed. Within the practical section, company’s requirements with regards to functionality and design, conforming with provided logo guidelines are presented. As a final part of this thesis, proposed solution is implemented, documented and deployed in corporate enviroment. Moreover, the advantages of proposed solution for the company are evaluated.

Cette thèse a pour objectif de contribuer à la compréhension des conflits de rôles vécus par les auditrices légales. Ces conflits de rôles et leurs modes de gestion sont analysés dans un contexte professionnel et relationnel spécifique : celui des interactions avec le client. Cette thèse se présente sous la forme d’une étude de terrain qualitative combinant trois méthodes de recueil des données : observations non participantes, entretiens semi-directifs et récit de vie. L’échantillon d’étude est composé d’auditrices exerçant dans les grands cabinets anglo-saxons dits Big 4 ainsi qu’auprès de professionnelles ayant fait le choix de l’exercice en libéral, d’auditeurs et de client(e)s. Nous identifions six rôles endossés par les auditrices en situation d’interactions avec le client, dont le rôle d’objet sexuel, absent de la littérature comptable. Les interactions peuvent ré-activer des conflits de rôles déjà vécus de l’intérieur des firmes, en générer de nouveaux, inhiber ou supprimer certains conflits de rôles. Nous mettons en évidence deux conflits inter-rôles qui relèvent d’une co-construction de sens entre l’auditrice et le client. Ils induisent deux modes de gestion des conflits de rôles différents et non mutuellement exclusifs. Le premier est composé de cinq tactiques interactionnelles adaptatives qui font l’objet d’une typologie. Le second relève de questionnements de fond et d’une réinterprétation quant au rôle de professionnelle prescrit par les firmes d’audit. Il envisage la conciliation de registres d’interactions à la fois masculin et féminin avec le client. Enfin, des différences en termes de conflits de rôles et de leur gestion sont identifiées entre les auditrices exerçant en Big 4 et celles exerçant en libéral au sein de petites ou moyennes structures. / This thesis aims to help better understand role conflicts experienced by female statutory auditors. These role conflicts and the way they are managed are analysed in a specific professional and relational context: that of interactions with the client. This thesis is presented in the form of a qualitative field study combining three methods of collecting data: non participative observations, semi-directed interviews and life history. Our sample includes female auditors working in Big 4 firms and medium or small sized firms, as well as male and female clients. It reveals six roles taken on by female auditors, including that of sexual object, absent from accounting research. Interactions with clients can reactivate role conflict experienced within the firms, generate new ones, inhibit or even suppress some of them. It identifies two inter-role conflicts arising from a co-construction of meaning between the female auditor and the client. It also reveals two kinds of role conflict management which are not mutually exclusive. The first is composed of six adaptative interactional tactics which reinforce an established order of gender and where women are both victims and agents of their condition. A typology of these adaptative interactional tactics is proposed. The second, which could be qualified as radical, comes from a deep questioning of the professional role defined by audit firms. It consists of a reinterpretation of the professional role of female auditors. It envisages the reconciliation of both masculine and feminine modes of interaction with the client. Differences in termes of conflict roles and role conflict management are identified between female auditors working in Big 4 firms and female auditors working in medium or small sized firms.

Cette thèse a pour objectif de contribuer à la compréhension des conflits de rôles vécus par les auditrices légales. Ces conflits de rôles et leurs modes de gestion sont analysés dans un contexte professionnel et relationnel spécifique : celui des interactions avec le client. Cette thèse se présente sous la forme d’une étude de terrain qualitative combinant trois méthodes de recueil des données : observations non participantes, entretiens semi-directifs et récit de vie. L’échantillon d’étude est composé d’auditrices exerçant dans les grands cabinets anglo-saxons dits Big 4 ainsi qu’auprès de professionnelles ayant fait le choix de l’exercice en libéral, d’auditeurs et de client(e)s. Nous identifions six rôles endossés par les auditrices en situation d’interactions avec le client, dont le rôle d’objet sexuel, absent de la littérature comptable. Les interactions peuvent ré-activer des conflits de rôles déjà vécus de l’intérieur des firmes, en générer de nouveaux, inhiber ou supprimer certains conflits de rôles. Nous mettons en évidence deux conflits inter-rôles qui relèvent d’une co-construction de sens entre l’auditrice et le client. Ils induisent deux modes de gestion des conflits de rôles différents et non mutuellement exclusifs. Le premier est composé de cinq tactiques interactionnelles adaptatives qui font l’objet d’une typologie. Le second relève de questionnements de fond et d’une réinterprétation quant au rôle de professionnelle prescrit par les firmes d’audit. Il envisage la conciliation de registres d’interactions à la fois masculin et féminin avec le client. Enfin, des différences en termes de conflits de rôles et de leur gestion sont identifiées entre les auditrices exerçant en Big 4 et celles exerçant en libéral au sein de petites ou moyennes structures. / This thesis aims to help better understand role conflicts experienced by female statutory auditors. These role conflicts and the way they are managed are analysed in a specific professional and relational context: that of interactions with the client. This thesis is presented in the form of a qualitative field study combining three methods of collecting data: non participative observations, semi-directed interviews and life history. Our sample includes female auditors working in Big 4 firms and medium or small sized firms, as well as male and female clients. It reveals six roles taken on by female auditors, including that of sexual object, absent from accounting research. Interactions with clients can reactivate role conflict experienced within the firms, generate new ones, inhibit or even suppress some of them. It identifies two inter-role conflicts arising from a co-construction of meaning between the female auditor and the client. It also reveals two kinds of role conflict management which are not mutually exclusive. The first is composed of six adaptative interactional tactics which reinforce an established order of gender and where women are both victims and agents of their condition. A typology of these adaptative interactional tactics is proposed. The second, which could be qualified as radical, comes from a deep questioning of the professional role defined by audit firms. It consists of a reinterpretation of the professional role of female auditors. It envisages the reconciliation of both masculine and feminine modes of interaction with the client. Differences in termes of conflict roles and role conflict management are identified between female auditors working in Big 4 firms and female auditors working in medium or small sized firms.

Growing competition, globalisation and changing circumstances make innovation a prerequisite for the growth, success and survival of any private or public organisation. While innovation in technology, production, marketing and finance all remain essential, it is innovation in management that is most desperately in short supply. A literature study could not reveal the existence of any scale that measures all the factors and processes relevant to organisational innovation. A scale for managerial innovation was developed. This scale is based on the work of various researchers in the field of innovation. The major tasks in the process were connected to the structural arrangements and social patterns that facilitate the tasks are discussed. Innovation consists of a set of processes carried out at the micro-level, by individuals and groups of individuals, and these micro-processes are in turn stimulated, facilitated and enhanced - or the opposite - by a set of macro-structural conditions. A semantic differential scale was developed to measure managerial innovation. The scale consists of 88 items and was designed to reflect the major factors and processes of organisational innovation. Various statistical tests were used to evaluate the scale and data obtained through the scale. Five Factors were identified after the data was analysed using factor analysis. The five factors are Factor 1 (leadership and culture), Factor 2 (employee acquisition and development), Factor 3 (variables that facilitate problem solving and aid in innovation), Factor 4 (variables that impact negatively on innovation), and Factor 5 (variables external to the organisation that influence innovation). The Alpha Cronbach test for reliability showed a very high degree of reliability and the scale conformed to the criteria of content validity. Analysis Of Variance (ANOVA) was used to perform comparative analysis on the biographical variables. The relationships between age, gender, level of education, industry, length of service, and the combined effect of age and gender, age and length of service, gender and industry, and gender and length of service and the five factors were analysed. Age seems to play a significant role in Factor 1 and Factor 2 (i.e. leadership and culture as well as employee acquisition and development). For Factor 1 and Factor 2 average achievement in terms of innovation seems to increase with age. With regard to Factor 3, 4 and 5 age does not seem to impact on achievement significantly. The results of this study indicate that there are no significant relationship between gender and innovation. The results of this study indicate that there is a positive relationship between level of education and innovation for Factors 3, 4 and 5. It was found to differ significantly between the levels for two factors, namely Factor 1: leadership and culture, and Factor 2: employee acquisition and development. They seem to decline as the level of education increases. The results of this study indicate that for all five factors there seem to be a very significant difference in average achievement when individuals from different industries are compared. The results of this study indicate that there is not a significant relationship between length of service and innovation. The ANOVA results for combined variables indicate a significant difference in average achievement Factor 1 (leadership and culture) when the research participants are grouped based on both age and gender. In general, males of any age group tested equal to or higher than their female counterparts for Factor 1. Also apparent from the results is that generally the scores for Factor 1 seemed to increase with age. For Factor 2, 3, 4, and 5 there is no significant difference in achievement when participants are grouped according to age and gender. The results of the tests for difference in achievement when the research participants are grouped according to age and length of service, do not indicate that there is any significant difference in average achievement between the groups. / Thesis (PhD)--University of Pretoria, 2009. / Human Resource Management / unrestricted

The master´s thesis entitled „Leadership and Management“ provides not only for a theoretical picture on the issue of leadership and management in general but also a practical view of a company investigated, an undisclosed law firm. The theoretical part will feature some of the basic concepts of the monitored area, especially management, leadership, functions of management, role of management and leadership style. Lessons learned are further applied to the practical part of the thesis and result in recommendations for increased satisfaction both of employees and the entire firm.