El presente trabajo de investigación aborda el riesgo que el Estado enfrenta constantemente en los procesos de selección de sus proveedores debido al gran número de procedimientos administrativos sancionadores por la causal de presentación de documentación falsa y/o inexacta en dichos procesos. Este riesgo se circunscribe a la posibilidad de contratar con proveedores no calificados quienes para obtener los contratos estatales falsifican documentos o presentan documentos con contenido inexacto que les permite superar las exigencias que las entidades públicas consignan en sus requisitos obligatorios o en sus componentes de evaluación. La investigación muestra el elevado número de procedimientos administrativos sancionadores por presentar documentos falsos y/o inexactos en relación con el número total de procedimientos, verificando con esta estadística el riesgo que asume el Estado durante el desarrollo de sus procedimientos de selección de proveedores de contratar con empresas no calificadas, obligándonos a analizar si es necesario reformular la visión e interpretación de las disposiciones que regulan los procedimientos de selección, como son la simplificación administrativa y el principio de presunción de veracidad; así como instaurar criterios nuevos –y distintos– en los procedimientos de inscripción en el Registro Nacional de Proveedores (RNP). Se analiza por qué es posible que los proveedores presenten tan fácilmente la documentación falsificada, encontrando que una de las razones es que la simplificación administrativa se aplica sin ninguna restricción a todos los procedimientos administrativos, sin considerar su naturaleza. Asimismo, se plantean criterios adecuados para aplicar el principio de presunción de veracidad en el ámbito de la contratación pública, como, por ejemplo, tener más control y prevención cuando se traten de documentos elaborados o producidos por agentes privados, que son los más falsificados.

It is a commonly held belief that people from collectivistic, large power distance or high-context cultures, such as China, tend to be less confrontational, which could be counter-productive in organizations. Contrary to this traditional view, this study posits that conflict avoidance can be constructive depending on the specific actions protagonists take. It adopts Deutsch’s (1973) theory of cooperation and competition to understand conflict avoiding behavior between employees and their supervisors, indicating that people’s perceptions of goal interdependence significantly influence their behavioral intentions that in turn predict their overt actions to avoid conflict. Specifically, it proposes that goal interdependence greatly affects employee behavioral intentions that lead to different avoiding behaviors that affect the important outcomes of productivity, relationship, and social respect within organizations. A total of 110 participants from Beijing, Tianjin, Shanghai, and Shenzhen were interviewed from June 2011 to September 2011 by critical incident technique. Interviewees were first required to recall a concrete incident in which they avoided direct discussions with their supervisors when they had a disagreement. They then rated specific questions on the recalled incident using 7-point Likert-type scales. Results of the structural equation modeling and other analyses support the hypotheses and proposed theoretical model that goal interdependence affects the behavioral intentions of employees, which significantly influence employees‟ specific actions to avoid conflict, and finally determine outcomes. Research findings contribute to the literature of conflict management and also provide crucial implications for dealing with conflict avoidance in Chinese enterprises and perhaps in organizations in other countries.

The Thesis deals with the interconnection of the Gestalt approach and the Supervision. The aim of the thesis is to map and search the possible use of the principles and concepts of the Gestalt therapy in the field of offering the Supervision through the statements of experiences, attitudes, knowledges and the unique reality of six wise supervisors who know the theory and practice of the Gestalt approach. First, the Gestalt Therapy is presented, its basic principles and concepts are named. Then the Supervision is defined, its general principles are enumerated, its relation to the Psychotherapy is defined and pursuant the available resources the Supervision is viewed from the Gestalt Therapy pespective. Qualitative research which is the core of the work combines procedures of the Phenomenological method and the grounded theory. The results found during the research are presented by the paradigmatic model and the graphic model, which visualize Gestalt principles and concepts used in the supervision process. The results are accompanied by the vivid testimonies of the participants so the Thesis might inspire not only supervisors with the interest in the Gestalt Therapy. Eventually the results are summarized, discused and further action is offered. Key words: Gestalt Therapy, supervision, here and know,...

Hillsborough County Public Schools embarked on an ambitious goal to improve the highest-need schools by restructuring how the district supports schools and their leaders in July 2018. As part of this effort, the superintendent reduced the span of control and assigned principal coaches to support principals in a more intentional way. The purpose of this study was to explore how a principal coach engages a principal in examining inequities in disciplinary practices and how the principal coach provides the supports to prompt and sustain the principal’s efforts to reduce the disproportionate number of students of color being suspended from school. Zero tolerance policies were enacted to protect students from violence and ensure schools remain safe. Unfortunately, those same policies resulted in a disparate impact that affected students of color more than any other subgroup. The unintended consequences of such actions have led to students of color being suspended at an alarming rate for minor violations of rules, affecting their regular access to a high-quality education and resulting in low proficiency rates in reading and math, high drop-out rates and low graduation rates. While extensive research exists on how this culture can be improved, there is no evidence of a school improving in the absence of talented leadership. Until a leader understands and believes that something should change in their school, no research can support them. This study used an autoethnographic approach, telling the story of the lived experiences of a principal coach during his first ‘rookie’ semester. Data for the study were coaching logs, call logs and a reflective journal. Data were analyzed using thematic analysis. Findings of the study concluded that the principal coach’s use of an inquiry cycle significantly assisted the principal in examining inequities by providing an avenue to thoroughly examine data, determine a clear priority and develop a theory of action to guide the work of the principal for the upcoming school year. To prompt and sustain the principal’s effort, the principal coach supports centered on various types of coaching visits from on-going data chats, to learning walks, to one-on-one coaching and occasional, random phone call coaching sessions. This study has implications for school districts exploring how to support principals and, more specifically, how to support principals who are tackling inequities in their schools. For school districts, it confirms the importance of a reduced span of control for district administrators assigned to coach and support a portfolio of schools. This study emphasizes the importance of job-embedded professional development for principals.

Denna fallstudie avser att studera ifall arbetssättet med veckostruktur främjar ett proaktivt agerande för arbetsledare inom byggproduktion. Studien är genomförd på byggentreprenadföretaget Skanska Sverige under produktionsprocessen av ett nybyggnadsprojekt i Stockholm, Nacka. Hantering av tidsbrist, både i såväl arbetet som i privatlivet, är en av de största utmaningarna som människor idag upplever. Om en ledare upplever brist på tid behöver ledarens vardag i ett första steg struktureras upp. En veckostruktur kan ses som ett verktyg för att öka ledares förfogande över sin arbetstid vilket främjar ett proaktivt arbetssätt. Proaktivitet är ett sätt att agera, där en ledare som är proaktiv agerar i förväg och planerat utifrån vad som ska ske framåt i tiden. Det proaktiva arbetssättet medför att ledaren planerar och kanske bättre kan förutse innan händelser sker. Ett omfattande problem för arbetsledare med veckostrukturer är att lyckas följa dem. Behovet av en veckostruktur inom byggproduktion existerar eftersom det skapar en grundstruktur kring arbetsledarens agerande, dvs. konkret vad arbetsledaren ska genomföra under en arbetsdag enligt sitt uppdrag. Avsaknaden av en fungerande veckostruktur medför att en för stor del av arbetsledarens arbetstid kräver improvisation, motsvarande oönskat reaktivt agerande där arbetsledaren agerar efteråt något har inträffat. Studien genomfördes som en fallstudie. Fallet som studeras är om veckostruktur som arbetssätt ökar en arbetsledares planerade proaktiva arbetstid och ifall detta på kort sikt leder till en bättre balans mellan planerad och oplanerad samt proaktiv och reaktiv arbetstid. Fallstudiens formuläruppdelning innebar att primärdata insamlades via både kvantitativa strukturerade enkäter och via kvalitativa semi-strukturerade intervjuer. Tidsstudien pågick i sex veckor och studerade ett bekvämlighetsurval beståendes av sex arbetsledare inom byggnadsproduktion; samtliga verksamma inom samma företag och bostadsprojekt i Stockholm. Enkäten besvarades veckovis under hela tidsstudien vid totalt sex mättillfällen och intervjuer hölls vid två tillfällen. Studiens slutsatser påvisar att veckostruktur som arbetssätt ökar arbetsledarens proaktiva planerade arbetstid. 58 procent strukturerad arbetstid per vecka har i studien kunnat påvisats är möjligt att uppnå. Detta värde har baserats efter ett aritmetiskt medelvärde på respondenternas upplevelse av uppnådd del strukturerad tid per vecka. Vidare utifrån tidsstudien ser man flera indikationer som påvisar att konsekvenserna som reaktiva oplanerade aktiviteter medför minskar. Detta antyder på ett minskat reaktivt och ett ökat proaktivt agerande då andelen strukturerad arbetstid ökar. Av den anledningen kan man dra slutsatsen att arbetsledaren når en bättre balans mellan reaktiv och proaktiv arbetstid på kort sikt genom införandet av en veckostruktur som ökar den strukturerade arbetstiden. / This case study intends to study if a weekly planning structure promotes proactive behavior for supervisors in construction management. The study was conducted at the construction company Skanska Sweden AB during the production process of a new construction project in Stockholm, Nacka. Managing time constraints, both in work and in private, is one of the biggest challenges that people today face. If a supervisor experiences daily time constraints he or she must, as a first step, structure their time planning. A weekly planning structure can be used as a tool to increase the availability of supervisors’ working hours, which promotes a proactive working procedure. Proactivity is a way of acting, where a supervisor who is proactive acts in advance and plans on what will happen in the future. The proactive approach entails that the supervisor plans and anticipates before events occur. An extensive problem with weekly structures is to succeed in following them. The need for a weekly planning structure in construction management exists because it creates a basic structure for the supervisor's behavior, ie. concrete what the supervisor should accomplish during a working day according to his or her assignment. The lack of a functioning weekly planning structure entails that too much of the supervisor ́s work requires improvisation, corresponding to undesirable reactive behavior where the supervisor acts after something has happened. The study was conducted as a case study. The studied case is about weekly planning as a working procedure and if this procedure increases a supervisor’s planned proactive time, then this can, in the short-term, lead to a better balance between planned and unplanned time as well as proactive and reactive time. The case study’s mixed-mode survey methods meant that primary data was collected via both quantitative structured surveys and qualitative semi-structured interviews. The time study was carried out over a six-week period and studied a convenience sampling consisting of six supervisors in building production; all operating within the same company and the same building project in Stockholm. The questionnaire was answered weekly during the entire study on a total of six measuring occasions. The interviews were held on two occasions. The study's conclusions show that a weekly planning structure as a working method increases the supervisor's proactive planned working hours. Fifty-eight percent of structured working hours per week has been shown in the study to be achievable. This value has been based on an arithmetic mean value of the respondents' experience of the achieved structured time per week. Furthermore, based on the time study, there are several indicators that the consequences of reactive unplanned activities are diminishing. This suggests a decrease in reactive and increased proactive behavior as the proportion of structured working time increases. For this reason, it can be concluded that the supervisor achieves a better balance between reactive and proactive working hours in the short term through the implementation of a weekly structure that increases the structured working time.

El inicio de la presente tesis fue marcado por el interés de comprender por qué se valida la existencia de conductas infractoras repetitivas en el sector de telecomunicaciones, si las normas son emitidas en la sociedad con el objetivo de ser cumplidas y lograr así salvaguardar el orden público. Al respecto, en este trabajo seleccionamos las infracciones más frecuentes de acuerdo con la información plasmada en el registro de sanciones del Osiptel y analizamos diferentes resoluciones con el fin de reconocer factores y criterios en común. Consideramos, también, relevante revisar cómo se determinan las sanciones en la doctrina económica, en la experiencia comparada, así como en otras entidades del Perú y, a partir de esto, evaluar si es necesario incorporar alguna modificación sobre la metodología existente.

Collaborative practice in the healthcare system is of global interest to become cost-efficient and adaptable towards health care needs due to more complex challenges and shortages in qualified health workers. Health-sciences education should provide interprofessional education to promote learning for collaborative practice in their curricula. The interprofessional training ward is one form of interprofessional education in the clinical setting. Previous studies in the field of interprofessional education focused on self-reports by students. The focus on students leads to a lack of the supervisor´s perspective in interprofessional education. The aim of this study is to get insides of the supervisor´s perspective on how they perceive their work. This study was conducted with a qualitative methods approach with semi-structured interviews. Main results of this study were in different areas. Power relations between managers, supervisors, and students show a big impact about supervisor´s work satisfaction from appreciation from the managers. Supervisors usually feel appreciated by students but lack of appreciation from managers can lead to distress and decreased satisfaction. Supervisors go through different stages during their work period: First they have low confidence in their job role, after a period of time they are confident, but after a long period of time they can get tired of their work. The conclusion is even though the interprofessional training wards have already a lot of positive aspects, the managers should always remember themselves to support this kind of setting. Without the support of the managers, the whole project decreases its quality and the supervisor’s satisfaction.

Supervision is an important aspect in the practice of social work. It enhances the service delivery of social workers to clients. Supervision also gives direction to functional workers. A supervisory position in any welfare organization is a managerial position and supervisors are thus managers. It is therefore important to understand the experiences of social work supervisors as first-line managers in a welfare organization. In light of the above, the goal of this study was to explore the experiences of social work supervisors as first-line managers in a welfare organization during and after transition from supervisee to supervisor. The research question arising from the goal of the study was: “What are the experiences of social work supervisors as first-line managers in a welfare organization during and after transition from supervisee to supervisor?” A qualitative, explorative study was conducted, with the following objectives: <ul> <li> To conceptualize social work supervision theoretically, based on available literature.</li> <li> To explore empirically the experiences of social work supervisors as first-line managers, during and after role transition from supervisee to supervisor.</li> <li> To make recommendations regarding the situation of social work supervisors, in order to improve their service rendering.</li> </ul> Nine social work supervisors from the North-Rand Region Service Offices and Institutions of the Department of Social Development formed the sample for the study. After the conclusion of a literature study and pilot study, data collection was based on semistructured interviews with selected supervisors. The main conclusions drawn from the research findings were that social work supervisors go through some difficult experiences when they move from the position of social worker to that of a supervisor. This requires support from their superiors which, according to the study, is currently lacking. The study indicated a need for the generation of more in-depth literature on social work supervision in general. The study was concluded by relevant recommendations to the Department of Social Development in the Gauteng Province. Copyright / Dissertation (MSD)--University of Pretoria, 2009. / Social Work and Criminology / unrestricted

This study focuses on understanding supervisors' and managers' experiences of supporting breastfeeding support at work in the context of clothing factories in the Western Cape, South Africa. Return to full-time employment after maternity leave is the leading cause affecting mothers' breastfeeding decisions. A qualitative, exploratory research design was used. Secondary qualitative data from 17 in-depth semi-structured interviews with supervisors and managers were analysed using a thematic analysis approach. Three major themes emerged: Influence of supervisors' socio- cultural beliefs and personal experiences on support orientation; Navigating productivity, mothers' breastfeeding needs, and co-worker emotions; and the nature of maternity and breastfeeding conversations. Drawing from the study findings, implications for managerial practices and policy recommendations are proposed to advance managerial and supervisory support for breastfeeding at work in low-income workplaces.

La Dirección de Gestión de Riesgos, como responsable de dirigir la estrategia supervisora del Organismo Supervisor de las Contrataciones del Estado (OSCE), tiene la función de efectuar las acciones de supervisión de oficio, así como realizar su seguimiento en cumplimiento de la normativa de contratación pública y de su Reglamento de Organización y Funciones (ROF). La supervisión de oficio resulta de vital importancia para promover contrataciones públicas íntegras, eficientes y competitivas entre entidades y proveedores, y se ejecuta bajo los parámetros del OSCE. Asimismo, el seguimiento permite verificar si la acción de supervisión logró cumplir su propósito de velar por el cumplimiento de la normativa de contratación pública y determinar mejoras continuas. Ahora bien, al analizarse las adjudicaciones simplificadas convocadas para la región Piura en año 2017 y que fueron materia de supervisión de oficio, se evidenció que las acciones realizadas por el OSCE fueron inoportunas y no fueron objeto de seguimiento; constituyendo aquello el problema a analizar en el presente trabajo de investigación.