Apenas um seleto grupo de candidatos é aprovado nos Programas Trainee promovidos anualmente em nosso país por corporações multinacionais, as quais podem ser compreendidas como instituições paradigmáticas na sociedade contemporânea devido à grande influência que nela exercem. Este estudo tem como objetivo conhecer as atitudes de trainees frente às exigências feitas pelas empresas em que se colocaram. Fizemos uma pesquisa qualitativa, na qual realizamos entrevistas semi-estruturadas com três sujeitos provenientes de empresas diferentes. O referencial teórico utilizado foi a Psicanálise e a Teoria Crítica da Sociedade. A partir das análises das entrevistas pudemos inferir que as atitudes dos sujeitos para com as exigências das empresas em que se encontram são bastante similares: caracterizam-se por uma adesão às demandas corporativas e uma pré-disposição para se comportar de acordo com estas. Os resultados indicam que as empresas se utilizam de mecanismos de gestão de pessoas dirigidos à psicologia dos sujeitos, suscitando nestes uma adesão ao ideal corporativo com pouca ou nenhuma crítica. Os trainees aderem a este ideal, que tem como modelos ideais os executivos bem sucedidos e se caracteriza pela apologia ao sacrifício do sujeito, realizada pelo trabalho excessivo como meio para atingir um alto padrão de vida e uma posição de poder. O vínculo dos trainees com as empresas parece ser provisório e pragmático, assemelhando-se ao capital financeiro, que investe em determinado negócio enquanto este lhe traz lucros interessantes / Only a select group of candidates are approved in Trainee Programs that are organized annually in our country by multinational companies, these can be understood as paradigmatic institutions in contemporary society due to the large influence over it. The research objective is to know the attitudes of trainees against the requirements of the companies that they are employees. We did a qualitative research with half structured interviews with three differents employees companies. The theoretical framework was Psychoanalysis and Critical Theory of Society. From the analysis of the interviews we could infer that the attitudes of the employees against the requirements of their companies jobs are very similar: characterize by an adherence to corporate demands and a predisposition to behave in accordance with them. The results indicate that companies make use of people managements mechanisms throw the psychology of individuals, raising in these employees the idea company with little or no criticism. Trainees adhere this ideology which is ideal models successful executives and is characterized by the apology to the individual sacrifice carried out by overwork as a means to achieve a high standard of living and a power position. The link between trainees with the companies seem to be provisional and pragmatic resembling the financial capital, investing in certain business while it brings interesting profits

Esse estudo se propõe a analisar a relação entre dois processos estratégicos de Gestão de Pessoas Sistema de Educação Corporativa e Programa Trainee em uma organização de reconhecida reputação na gestão de suas pessoas. Definiram-se os seguintes objetivos: i) verificar os objetivos do Programa Trainee; ii) identificar, descrever e analisar as ações de desenvolvimento formais e não-formais propostas pelo Sistema de Educação Corporativa ao Programa Trainee conforme os Sete Princípios de Sucesso definidos por Eboli (2004a); e iii) verificar a relação percebida entre as ações do Programa Trainee e as competências requeridas nos Trainees. Trata-se de pesquisa qualitativa, onde foi utilizado o método de estudo de caso único, exploratório e descritivo, em uma organização do setor químico. Foram coletados dados primários por meio de entrevistas semi-estruturadas, orientadas por um roteiro, com gestores do Sistema de Educação Corporativa, gestores das áreas de negócio, e Trainees do Programa Trainee 2007 da organização. Os resultados evidenciaram a influência do Sistema de Educação Corporativa no desenvolvimento das competências requeridas nos Trainees pelo favorecimento da socialização do Trainee ao ambiente organizacional, pois possibilita o conhecimento amplo do negócio pela aprendizagem prática e conceitual que agregam valor ao patrimônio de conhecimentos e saberes da pessoa que podem ser mobilizados em favor do alcance dos objetivos estratégicos do negócio, ainda que cada pessoa perceba a influência das ações de formas diferentes / This study aims to analyze the links between two strategic Human Resources processes Corporate Education System and Trainee Program in a well-recognized organization due to its people management policies e practices. The following objectives were raised: i) verify the Trainee Program objectives; ii) identify, describe and analyze the formal and non-formal development actions proposed by the Corporate Education System to the Trainee Program regarding the seven principles of success defined by Eboli (2004a); and iii) verify the perceived relation between the actions proposed to the Trainee Program and the competencies required on the Trainees. This study is based on a qualitative research, where a single case study approach was used, exploratory and descriptive, in a chemical organization. Primary data was gathered by semi-structured interviews, guided by a script, applied in Corporate Education System and business areas managers and Trainees from the 2007 Trainee Program. The results made evident the Corporate Education System influence on the required Trainees competencies development through the enunciation of the Trainee socialization to the organization due to the wide organization awareness by conceptual and experiential learning which aggregate value to the persons knowledge endowment that can be used in order to achieve business strategic objectives, even tough each person understands the development actions influence in a different way.

Made available in DSpace on 2015-04-16T14:48:42Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 1122771 bytes, checksum: 47ef984dcb205fad8b6ea3ef5c2bf8d5 (MD5) Previous issue date: 2011-09-02 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / The intent of this research was to study how the learning process is for managers who participated in programs trainees SEBRAE / PB from the stories of their context of action professional. O methodological approach of the study complied with the following steps: a) conducting 10 semi-structured interviews with managers who participated in the trainee program in 2002 and 2008, recorded electronically on the desktop of the agencies surveyed in the cities of Campina Grande, Joao Pessoa, Monteiro and Guarabira, the approach used was qualitative type, using the method of oral history and narrative analysis technique to get the results. With major research findings concluded that the model adopted by the trainee program SEBRAE / PB selective in its early stages consists of using selection criteria of professionals with higher education curriculum that address supplemented by graduate students; by application logical and behavioral testing. The program emerged from individual and collective skills such as teamwork, group leadership, conflict management, creativity and communication. The reasons revealed to be a trainee: to know, learn, grow, contribute, merge experience, working with people, believe in the company. The dynamic learning environment and challenging routines and activities included in project execution; service to a diverse audience of artisans, farmers, entrepreneurs of micro and small agricultural businesses, conducting missions in conditions that made travel risky and unsafe ; achievements of local and state events. The meanings of experience as a trainee were the importance of context and social support in the face of difficulty of the exercise activity, to reflect on their practices and the discovery of skills and abilities acquired through professional performance. Learning as a manager is also revealed as surrounded by antagonistic feelings, some received social support in the internal and external environment where others lived and worked the experience of not being legitimized as managers worked in agencies where, colleagues and other senior managers, which led to isolation from peers. The legitimacy of the trainee program was through promotions, autonomy of action, the positive results and the dissemination of the results of their actions in the media nationwide and internationally. The factors that contributed to the practice of the trainees were able to work with people, represent the interests of SEBRAE / PB, build partnerships, strengthen existing relationships have developed through the skills and training, social support within and outside the work are limited and and for the management, structure and format of the trainee program, administrative and functional structure of the company; context of the practice, attitude and perception of colleagues and personal factors to deal with conflict and change. / Este estudo objetivou analisar como ocorre o processo de aprendizagem de gerentes que participaram de programas trainees do SEBRAE/PB a partir das histórias do seu contexto da ação profissional. O caminho metodológico do estudo abrangeu as seguintes etapas: a) realização de 10 entrevistas semi-estruturadas com gerentes que participaram do programa trainee nos anos de 2002 e 2008, gravadas por meio eletrônico no ambiente de trabalho dos pesquisados nas agências das cidades de Campina Grande, João Pessoa, Monteiro e Guarabira; a abordagem utilizada foi do tipo qualitativa, com utilização do método da História Oral e da técnica de análise de narrativa para chegar aos resultados. Os resultados da pesquisa revelaram que o modelo de programa trainee adotado pelo SEBRAE/PB em sua fase seletiva é constituído de etapas que utilizam critérios de escolha de profissionais com currículo que contemplem formação superior complementada por pós-graduação; por meio de aplicação de testes lógicos e comportamentais. Do programa emergiram competências individuais e coletivas como: trabalhar em equipe, liderança de grupos, gestão de conflitos, criatividade e comunicação. Os motivos revelados para ser um trainee são os seguintes: conhecer, aprender, crescer contribuir, mesclar experiências; trabalhar com pessoas, acreditar na empresa. O contexto de aprendizagem é dinâmico e desafiador, com rotinas e atividades que incluíam execução de projetos em; atendimento a um público diversificado de artesãos, agricultores, empresários de micro e pequenos negócios agrícolas; condução de missões com viagens feitas em condições consideradas arriscadas e pouco seguras; realizações de eventos locais e estaduais. Os significados da experiência como um trainee envolvem a importância do contexto e do apoio social diante das dificuldades do exercício da atividade; a reflexão sobre suas práticas e da descoberta de competências e habilidades adquiridas por meio da atuação profissional. O aprendizado como gerente é revelado também como permeado de sentimentos antagônicos, pois alguns receberam apoio social no ambiente interno e externo onde atuavam e outros viveram a experiência de não terem sido legitimados como gerentes nas agências onde atuavam pelos colegas e por outros gerentes mais antigos, o que acarretou isolamento dos pares. A legitimação do programa trainee ocorreu por meio de promoções; autonomia de ações, resultados positivos das avaliações; divulgação dos resultados de suas ações em veículos de comunicação de alcance nacional e internacional. Os fatores que contribuíram para a prática dos trainees foram a possibilidade de trabalhar com pessoas, representar os interesses do SEBRAE/PB, firmar parcerias, estreitar as relações, ter se desenvolvido por meio das capacitações e treinamentos, o apoio social dentro e fora do ambiente de trabalho e os limitaram são relativos à gestão, estrutura e formato do programa trainee; estrutura administrativa e funcional da empresa; contexto da prática, atitude e percepção de colegas e fatores pessoais para lidar com conflitos e mudança.

Apenas um seleto grupo de candidatos é aprovado nos Programas Trainee promovidos anualmente em nosso país por corporações multinacionais, as quais podem ser compreendidas como instituições paradigmáticas na sociedade contemporânea devido à grande influência que nela exercem. Este estudo tem como objetivo conhecer as atitudes de trainees frente às exigências feitas pelas empresas em que se colocaram. Fizemos uma pesquisa qualitativa, na qual realizamos entrevistas semi-estruturadas com três sujeitos provenientes de empresas diferentes. O referencial teórico utilizado foi a Psicanálise e a Teoria Crítica da Sociedade. A partir das análises das entrevistas pudemos inferir que as atitudes dos sujeitos para com as exigências das empresas em que se encontram são bastante similares: caracterizam-se por uma adesão às demandas corporativas e uma pré-disposição para se comportar de acordo com estas. Os resultados indicam que as empresas se utilizam de mecanismos de gestão de pessoas dirigidos à psicologia dos sujeitos, suscitando nestes uma adesão ao ideal corporativo com pouca ou nenhuma crítica. Os trainees aderem a este ideal, que tem como modelos ideais os executivos bem sucedidos e se caracteriza pela apologia ao sacrifício do sujeito, realizada pelo trabalho excessivo como meio para atingir um alto padrão de vida e uma posição de poder. O vínculo dos trainees com as empresas parece ser provisório e pragmático, assemelhando-se ao capital financeiro, que investe em determinado negócio enquanto este lhe traz lucros interessantes / Only a select group of candidates are approved in Trainee Programs that are organized annually in our country by multinational companies, these can be understood as paradigmatic institutions in contemporary society due to the large influence over it. The research objective is to know the attitudes of trainees against the requirements of the companies that they are employees. We did a qualitative research with half structured interviews with three differents employees companies. The theoretical framework was Psychoanalysis and Critical Theory of Society. From the analysis of the interviews we could infer that the attitudes of the employees against the requirements of their companies jobs are very similar: characterize by an adherence to corporate demands and a predisposition to behave in accordance with them. The results indicate that companies make use of people managements mechanisms throw the psychology of individuals, raising in these employees the idea company with little or no criticism. Trainees adhere this ideology which is ideal models successful executives and is characterized by the apology to the individual sacrifice carried out by overwork as a means to achieve a high standard of living and a power position. The link between trainees with the companies seem to be provisional and pragmatic resembling the financial capital, investing in certain business while it brings interesting profits

Esse estudo se propõe a analisar a relação entre dois processos estratégicos de Gestão de Pessoas Sistema de Educação Corporativa e Programa Trainee em uma organização de reconhecida reputação na gestão de suas pessoas. Definiram-se os seguintes objetivos: i) verificar os objetivos do Programa Trainee; ii) identificar, descrever e analisar as ações de desenvolvimento formais e não-formais propostas pelo Sistema de Educação Corporativa ao Programa Trainee conforme os Sete Princípios de Sucesso definidos por Eboli (2004a); e iii) verificar a relação percebida entre as ações do Programa Trainee e as competências requeridas nos Trainees. Trata-se de pesquisa qualitativa, onde foi utilizado o método de estudo de caso único, exploratório e descritivo, em uma organização do setor químico. Foram coletados dados primários por meio de entrevistas semi-estruturadas, orientadas por um roteiro, com gestores do Sistema de Educação Corporativa, gestores das áreas de negócio, e Trainees do Programa Trainee 2007 da organização. Os resultados evidenciaram a influência do Sistema de Educação Corporativa no desenvolvimento das competências requeridas nos Trainees pelo favorecimento da socialização do Trainee ao ambiente organizacional, pois possibilita o conhecimento amplo do negócio pela aprendizagem prática e conceitual que agregam valor ao patrimônio de conhecimentos e saberes da pessoa que podem ser mobilizados em favor do alcance dos objetivos estratégicos do negócio, ainda que cada pessoa perceba a influência das ações de formas diferentes / This study aims to analyze the links between two strategic Human Resources processes Corporate Education System and Trainee Program in a well-recognized organization due to its people management policies e practices. The following objectives were raised: i) verify the Trainee Program objectives; ii) identify, describe and analyze the formal and non-formal development actions proposed by the Corporate Education System to the Trainee Program regarding the seven principles of success defined by Eboli (2004a); and iii) verify the perceived relation between the actions proposed to the Trainee Program and the competencies required on the Trainees. This study is based on a qualitative research, where a single case study approach was used, exploratory and descriptive, in a chemical organization. Primary data was gathered by semi-structured interviews, guided by a script, applied in Corporate Education System and business areas managers and Trainees from the 2007 Trainee Program. The results made evident the Corporate Education System influence on the required Trainees competencies development through the enunciation of the Trainee socialization to the organization due to the wide organization awareness by conceptual and experiential learning which aggregate value to the persons knowledge endowment that can be used in order to achieve business strategic objectives, even tough each person understands the development actions influence in a different way.

<p>Background: Firms are today competing for educated and qualified people within the IT-industry, due to the high business activity. Firms require new employees to have both a formal education and relevant work expe-riences. Newspaper articles state that IT-companies have difficulties finding qualified employees and that they also see this shortage of competencies as the most prominent hinder to economic growth. To handle this shortage are an increased amount of companies starting structured training activities for their new employees, which by general terms is called trainee programs. Purpose: The purpose of this study is to do an explorative study of compa-nies in the Swedish IT-industry, to see if and why a trainee program could be a source of competitive advantage. Method: A qualitative approach has been applied when collecting data. Four small case studies were made by interviewing top managers and col-lecting company related information. The companies had diverse sizes and different experiences from trainee programs. The data was analyzed with the Resource-based view as a guiding theory applying the VRIN framework. Conclusion: By doing the studies three value adding aspects was found. They were staffing/recruitment, marketing and, organizational learning and development. Within the resource-based views boundaries were: recruitment and staffing found to be a source of at best tem-porary competitive advantage, the same conclusion applies for trai-nee program as a marketing tool. Organizational learning and de-velopment could be seen as a source of competitive advantage due to the complex impact a trainee program has to an organization. To summarize the above mentioned; trainee program could be a source of sustainable competitive advantage. Three obstacles for implementing trainee programs were found; feeling of being to small, short-term thinking and the lack of time.</p>

There is limited research examining the identities and experiences of those from mixed ethnic backgrounds and the research literature is almost non-existent for those who are from a mixed white ethnic (MWE) background. The existent evidence base in regards to the experiences of clinical psychology training of those from minority ethnic groups is focused on Black and ethnic minority (BME) backgrounds. This study therefore aimed to gain insight into the experiences of trainee clinical psychologists from a mixed white ethnic background, raising awareness of these individuals and their needs in the clinical psychology training arena. This study adopted a qualitative approach where eight participants were recruited and in-depth semi-structured interviews conducted. Interviews were analysed using interpretative phenomenological analysis. Three main themes emerged from participants’ accounts: ‘the double edged sword of invisible difference’, ‘uncovering the undercurrents of difference’ and ‘that which is sought and gained’. These findings are discussed in relation to the existing literature and clinical implications are presented. Methodological considerations and areas for future research are also considered. This study makes contribution to a sparsely researched area and provides rich insight into the experiences of trainee clinical psychologists from a MWE backgrounds. It is hoped the material presented here will encourage further thought, debate and study of this area.

Aims: Research examining the process of clinical psychology training has essentially focused on the outsider perspective and given little consideration of the trainee’s lived experience. Using qualitative methodology this project aims to listen and privilege personal narratives of individuals who occupy the role of trainee clinical psychologist and parent simultaneously during CAMHS training (i.e. placement and associated teaching) in order to increase awareness of the challenges and existing resources of this population. Method: Six parent-trainees were interviewed using semi-structured interviews. Transcripts were individually analysed using methodology drawn from Interpretative Phenomenological Analysis (IPA; Smith, 1996a) to identify emergent themes and complete cross-case analysis. Results: This study demonstrates how the occupancy of a parental role during Child and Adolescent Mental Health training has significant implications for individual trainees within both their professional and parental role. The three main themes emerging from the study are: i) A changed Identity: seeing and being seen in a different light ii) A journey from dependency towards autonomy and iii). Cutting the cord doesn’t destroy the bond: The inseparable nature of the parental and professional self. Implications: This study highlights the significant impact that the occupancy of a parental role may have in the experience of a trainee clinical psychologist’s CAMHS training, and how such findings may have been overlooked in the available literature base. Findings suggest that to optimise professional and personal wellbeing and minimise potential for compromised professional conduct the impact of the relationship between parent-trainees’ personal and professional self needs to be widely recognised by individual parent-trainees, training providers and the wider context of clinical psychology. The results from this study may also have wider implications for the ethical practice of those occupying any dual role in the training context as well as the broader field of therapeutic work.

This thesis examines the perspectives and experiences of primary Initial Teacher Education (ITE) trainee teachers, of working with Looked After Children (LAC), and the implications for training and Continuing Professional Development (CPD). The thesis is within the interpretivist paradigm, using a Grounded Theory Methodological approach. The research was carried out in one post-1992 English university, with trainee teachers on a three year undergraduate BA (Honours) Education teacher training route, and a one-year Post Graduate Certificate in Education (PGCE) route. Feedback was sought from wider organisations and professionals working directly with LAC. LAC continue to underperform academically in comparison to their peers, and for decades have been let down by systems and support, with many entering the criminal justice system at an early age. This study examines trainee teachers’ perspectives to conclude how specific training can support teachers and in turn impact on LAC. The thesis draws out four main themes from the trainees: the negative impact of previous experience on trainee values and beliefs towards LAC as they enter ITE; the positive and negative perceptions and experiences of trainees in relation to collaborative working; the negative perceptions and experiences of trainees in relation to the behaviour and learning needs of LAC; and trainees’ and mentors’ lack of knowledge in relation to LAC. The study concludes that trainees and mentors have a lack of knowledge and skills on how to support LAC in five key areas; policy and legislation, challenging negative perceptions, emotional well-being and supportive strategies, administrative knowledge, and collaborative working. A training model to support ITE and CPD is developed, gaining feedback from key organisations and professionals working with LAC.

The aim of this research was to longitudinally and quantitatively investigate sense of coherence (SOC) and coping strategies as predictors of compassion satisfaction (CS) and compassion fatigue (CF) as measured by secondary traumatic stress (STS) and burnout (BT) during the first six months of training in a professional psychology training programme. Trainee therapists’, “dramatically shift” their “focus of functioning over time” to adorn the personality and self of the therapist (Rønnestad & Skovholt, 2003, p. 28). This adaptive process may initially unravel over six months as trainees balance client and workload stressors (Hill, Sullivan, Knox & Schlosser, 2007; Tryssenaar & Perkins, 2001). However, research on the developmental processes behind the negative (CF) and positive (CS) avenues of therapeutic stressors is lacking in the trainee therapists’ population, especially quantitatively (Schwing, LaFollette, Steinfeldt & Wong, 2010; Thériault, Gazzola & Richardson, 2009). This research aimed to explore these issues in relation to professional development through SOC and coping as predictors of CS and CF over a six month training period. Variables were investigated quantitatively through the Professional Quality of Life Scale (ProQOL) (Stamm, 2010) the Brief COPE (BCOPE) (Carver, 1997) and the 29-item self-report Orientation to Life Questionnaire (OLQ) (Antonovsky, 1987). As such, the primary focus of this research was on how SOC and coping strategies were utilised by trainee therapists as process variables in predicting the positive (CS) and negative (CF) avenues of therapeutic work over a six month period of psychotherapy training. Findings suggested that, at the beginning of training, sense of coherence was directly associated with the core outcome variables (CS and CF (as measured by STS and BT). When trainee therapists started seeing clients two months later, the effect of SOC was mediated by coping. At the end of training, only coping was directly associated with outcome variables as the effect of SOC on CS and CF disappeared. These implications are further discussed in the research.