A ética empresarial já tem se consolidado como área de estudo, bem como elemento para gestão e tomada de decisões estratégicas nas organizações. Em tempos de globalização, diversidade e responsabilidade social, torna-se premente adotar posturas mais corretas nas relações pessoais, na política e nos negócios. O objetivo desta dissertação é descrever, por meio de um estudo de caso, como as organizações empresariais podem inserir princípios éticos na formulação de suas estratégias e na gestão de seus negócios. Para validação, a análise do caso conta com uma revisão teórica que recorre aos fundamentos filosóficos da ética, à aplicação do conceito de ética à atividade empresarial de acordo com o propósito organizacional. A fundamentação teórica contempla, ainda, a inserção de princípios éticos na gestão e estratégias de negócios e sua relação com o desempenho organizacional. / The Business ethics has already been consolidated as a study area, as well as an element for management and strategic decision-making process in organizations. In times of globalization, diversity and social responsibility, it becomes essential to adopt better attitudes in the personal relations, politics and businesses. The objective of this thesis is to describe, through a case study, the process of how organizations have been inserting ethical principles in the management and strategies formulation. The analysis of the case counts on a theoretical revision that appeals to the philosophical beddings of the ethics, to the application of the concept of ethics to the business activity according to the organizational purpose. The revision also contemplates the business-oriented insertion of ethical principles in the management and strategies and its relation with the organizational performance.

Made available in DSpace on 2016-03-15T19:25:26Z (GMT). No. of bitstreams: 1 Wagner Fabiano de Melo.pdf: 1611898 bytes, checksum: bbd53b7a6a8a1113db38cb52dc93abbe (MD5) Previous issue date: 2010-08-20 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Este trabalho objetivou verificar a influência dos valores organizacionais de agências bancárias no desempenho destas unidades. Diversos autores mencionam que os valores organizacionais percebidos como praticados são orientadores da vida da organização,oferecem motivação para o alcance dos objetivos, afetam as decisões, criam modelos mentais semelhantes entre os empregados e são determinantes da produtividade organizacional. Estes argumentos sugerem que estes valores têm o potencial de influenciarem indireta e diretamente o desempenho organizacional. Nota-se, entretanto, uma carência de pesquisas brasileiras dedicadas ao exame desta relação, o que motivou a realização deste estudo. A pesquisa foi desenvolvida em uma instituição bancária pública e se classifica como um teste de hipótese e descritiva. O questionário intitulado Inventário de Perfis de Valores Organizacionais (IPVO) foi adaptado para a mensuração dos valores organizacionais das agências. Os dados desta variável foram coletados no nível individual e, para cada agência da amostra, foi calculada a média das respostas a cada assertiva do questionário para obter os dados no nível das agências bancárias. O desempenho de cada agência foi medido pelo percentual de metas que foram integralmente realizadas no ano de 2009. A fonte destes dados é primária e o modo de mensuração é objetivo, pois foram fornecidos diretamente pela instituição financeira e se basearam em registros factuais. A amostra é do tipo não-probabilística e composta por 271 agências, cujos dados acerca dos valores organizacionais foram proporcionados por 720 respondentes. A análise dos dados fez uso de técnicas estatísticas univariadas, bivariadas e multivariadas. A análise fatorial revelou que os valores organizacionais das agências se estruturam em quatro fatores: respeito aos stakeholders, diversão para os empregados, atuação competente e prestígio. O prestígio está positivamente correlacionado com o desempenho das agências e o respeito aos stakeholders e a diversão para os empregados estão inversamente correlacionados com a variável dependente. A análise de regressão múltipla resultou em um modelo que explica 9,5% da variância no desempenho e contém dois fatores como variáveis preditoras, prestígio e atuação competente, que influenciam positivamente o desempenho.Estes fatores representam teoricamente os pólos: autopromoção e/ou abertura à mudança. Os fatores negativamente correlacionados com o desempenho, por sua vez, retratam ou aparentam retratar teoricamente o pólo de autotranscendência. Os resultados mostram que os valores organizacionais são uma das variáveis que impactam no desempenho organizacional. / This study aimed to investigate the influence of bank branches organizational values on branch performance. Many authors postulate that organizational values perceived as practiced guide organizational life, motivate to fulfill the objectives, affect the decisions, build similar employees mindsets and determine the organizational productivity. These observations suggest that these values can indirectly and directly influence the organizational performance. There are not, however, Brazilian studies focused on analyzing this relation and this motivated the accomplishment of this study. The research was undertaken at a public bank and can be considered a hypothesis testing and a descriptive study. The questionnaire called Inventário de Perfis de Valores Organizacionais (IPVO) was adapted to measure branches organizational values. The data of this variable was collected from individuals and for each of the branches of the sample, the mean of answers to each of the questions of the questionnaire was calculated to represent the branch level of analysis. Branch performance was measured using the percentage of goals accomplished during the year 2009. The source of this data is primary and its mode of assessment is objective, because it was provided directly by the bank and it was based on factual records. The sample is non-probabilistic and is formed by 271 branches and the data about branches organizational values was provided by 720 respondents. Data analysis involved univariate, bivariate and multivariate statistics.The factorial analysis revealed that branches organizational values are organized in four factors: respect for stakeholders, employee entertainment, competent performance and prestige. Prestige is positively correlated with branch performance and respect for stakeholders and employee entertainment are negatively correlated with the dependent variable. The multiple regression analysis yielded an equation that account for 9.5% of the variance in performance and contains two factors as independent variables, prestige and competent performance, which influence positively the branch performance. These factors theoretically represent the higher order value types: self-enhancement and/or openness to change. The factors negatively correlated with branch performance theoretically represent or seem to represent the higher order value type: self-transcendence. The results show that organizational values are one of the variables that impact on organizational performance.

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This two-part study was conducted as part of a larger project exploring leadership, organizational processes, and performance in local governments. In Study 1, we conducted interviews with exemplary leaders in local governments across a medium sized southeastern state. Results of these interviews suggested leadership and organizational processes consistent with organizational mindfulness. In Study 2, we created a survey instrument based on existing work in organizational mindfulness. Responses from 96 local governments provided evidence suggesting that organizational mindfulness is related to self reports of organizational performance. We end with a discussion of these results, study limitations, and opportunities for future research.

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Provider specialization is an area of interest in health care as patients, payers and policy makers are now demanding better performance and demonstrated proof of the benefits of specialization. While previously ignored in the specialization debate, now even the hospitals focusing on pediatric care (i.e. children's hospitals) are experiencing pressure to demonstrate their value. The current study attempts to answer the questions: do hospitals specializing in pediatric care provide better quality pediatric inpatient care; and do they do so for differing types of patient outcomes and across different levels of care complexity? Contingency Theory is used to develop and assess a theoretical framework to see if pediatric hospital specialization is associated with improved outcomes for pediatric inpatient care. The theory suggests that not all ways of organizing are equally effective, and that organizational performance is maximized when there is alignment between organizational structure (specialization) and external contingencies (care complexity). A sample of 1,317 U.S. hospitals was included in the study. Data from two sources - the 2003 Healthcare Cost and Utilization Project (HCUP) Kids' Inpatient Database (KID) and the American Hospital Association's (AHA) Annual Survey Database for fiscal year 2003 - was used in a factor analysis to generate a measure of hospital pediatric specialization. The results of the factor analysis were then used in regression models to examine the effect hospital pediatric specialization had on patient safety and effectiveness of care at multiple levels of care complexity. Results suggest that there are two dimensions of hospital pediatric specialization - a pediatric focused element and a complex pediatric care element - and that these dimensions appear to have opposing influences on measures of inpatient care quality. Focusing primarily on the treatment of pediatric patients seems to improve the level of care provided, but specializing in the care of complex pediatric conditions has a small but significant association with higher patient safety event rates and longer than expected lengths of stay.

Emotional disengagement of employees may cause poor organizational performance, while emotional commitment of employees may enhance organizational performance. Informed by the theory of psychological ownership in organizations, the purpose of this qualitative multiple case study was to explore how employee emotional interactions in the workplace related to organizational performance within 3 multinational companies in Nigeria. The 3 selected companies represented the 3 industrial sectors in Nigeria were financial, construction, and oil and gas. Face-to-face interviews were conducted with 24 participants with a minimum of 5 years' experience in their respective organizations. Data analysis included transcription, coding, and querying, which produced 5 themes: positive emotions, negative emotions, organizational success, organizational failure, and contextual excellence, cumulating into a fundamental notion of emotional extent effects. Positive emotions contributed to the organizational success, and negative emotions encouraged organizational failure. Both positive and negative emotions instigated the contextual excellence. The findings have the potential of promoting positive social change because practitioners in leadership and organizational change may use the results of this research to improve the adaptive responses to change. The findings of the study may benefit managers by helping them better lead their employees towards impacting social and economic transformations. Implementing workplace spirituality, learning taxonomy, and sustainable human resources practices may manifest innovative socio-economic performance in organizations.

Corporate governance is a leading factor in organizational performance, financial reporting, and stakeholder satisfaction. The purpose of this multiple case study was to explore strategies that senior managers in the accounting industry implement to enforce corporate governance and improve organizational performance. The conceptual framework for the study was stakeholder theory. The population for this study included 3 senior managers of 3 different organizations in the accounting industry located in western United States. Data were collected through semistructured face-to-face interviews and from review of documented corporate governance strategies. The data analysis consisted of the following steps: compiling the data, disassembling the data, reassembling the data, interpreting the data, and drawing conclusions. Three themes emerged from this study: corporate governance, laws, rules, and regulations; the role of corporate governance in organizational performance; and effective corporate governance strategies. The results of this study may contribute to social change by improving the quality of employees' work lives. With improved quality of employee work life, employers may benefit from higher productivity, and consumers may experience improved services.

Today’s world is characterised by a heavy dependence on information technology and technological devices to perform even the simplest of tasks. While this in itself is not a bad thing, our over dependence and neglect has put us in a situation where the confidentiality, integrity and availability of our information resources are continuously being questioned. ENISA (2010) report that in the third quarter of 2010 eighty million Smartphones were sold worldwide, with the UK, Germany, France, Spain, and Italy reporting a sixty million increment in the number of smartphone users. Reardon (2007) additionally predicted that between 2007 and 2012 there was going to be a 30% year-on-year growth in the sale of smartphones. The improvement of smartphones together with its rapidly decreasing unit price has placed smartphones within the reach of all employees. Due to the mobile nature of the device, it has brought challenges to the information security needs of organizations. As the sale of smartphone continue to increase so does the number of vulnerabilities on mobile operating systems. Knowing where to place the smartphone is of prime importance in this study. Is it just a socio-technical tool for private use or it must be extended to be used as a working tool? If so, how should it be used to limit the exposure of organizational information? The study makes use of interviews in finding out what users of the device think about the device and how secure they think their device is. The interviews also tries to find out how securely the users have configured their devices, their mobility rate and what policies have been put in place to help guide users of the device while using the device. Findings from this study indicate that smartphone threats are diverse, complicated and smart. As the price of the smartphone reduces and their functionality improves, the number of its users increases. This makes it a target for hackers and malware as they can exploit the device to gain personal and organizational data. In spite of this, the perception of users on the risks of using a smartphone for work is not as high as can be. Users still think that if only the phone is used for making and receiving calls, reading and replying to emails and checking calendar schedules, then there is nothing much to protect. In reality this is not the case. Smartphones have a lot more going on them than just the aforementioned. Users must be educated on the reality of the matter and be made aware of the current risks there are so as to increase their consciousness on this matter. Finally, the discussion in this study sheds some light on the challenges that mobility and smartphone usage for work pose to organizational information security. The choice of a counter measure depends on factors such as what kind of data the organization produces as well as what kind of usage patterns employees have. There is no one size fit all counter measure that can be implemented. Organizations must realize this and embark on the best solutions that are suitable for their organization. To get the best counter measures in place, organizations are advised to make their own risk assessments and weigh the risks against the potential benefits in their own specific cases. / <p>Validerat; 20130827 (global_studentproject_submitter)</p>

[pt] O paradigma da vantagem competitiva e da visualização da arena de negócios como um campo de batalha, questionado desde o seu auge, na década de 80, vem sendo revisto à medida que novas configurações organizacionais, de caráter colaborativo, têm sido adotadas pelos agentes econômicos como forma de lidar com a complexidade que tem norteado o ambiente em que se encontram inseridos. O tema tem sido alvo de um expressivo número de publicações, e crescentes esforços têm sido destinados à investigação do impacto da adoção de estratégias colaborativas no desempenho das firmas participantes. Na indústria de transporte aéreo, também a formação de alianças de múltiplos parceiros, ou constelações, tem despertado o interesse de pesquisas nesse sentido. Esse trabalho soma-se a essas pesquisas, tendo por objetivo investigar o impacto da adoção de alianças estratégicas no desempenho das companhias aéreas que aderiram às grandes constelações formadas na década de 90. Trata-se de uma pesquisa empírica, em que foram comparados, por métodos quantitativos, os indicadores de desempenho de 18 firmas da indústria nos períodos definidos como anteriores e posteriores à adesão às alianças, com base no banco de dados da ICAO- International Civil Aviation Organization. Constatou-se que a simples adesão a constelações não garantiu desempenhos isolados superiores. No entanto foi observado que em alguns casos, em função das estratégias colaborativas adotadas no conjunto, as empresas acabaram por obter ganhos significativos de desempenho. / [en] The competitive advantage archetype, as well as the idea of considering the management as a battle field, have been questioned since its height, in the eighties. These ideas have been being reviewed as new organizational configurations, with collaborative nature, have been adopted by the economic agents as a manner to deal with the complexity that has signed the environment in which they are living in. The theme has been focus of a significant number of studies and growing efforts have been dedicated to evaluate the impact of adopting collaborative strategies on the member firms performance. In the global airline industry, also the formation of multiple partners alliances, or constellations, has received the attention of researches with the same purpose. This work sums to these researches, aiming to investigate the impact of the adoption of strategic alliances on the performance of the airlines that joined the big constellations formed in the nineties. It is an empirical research, in which have been compared, using quantitative methods, the performance measurements of 18 firms of the industry, in the periods defined as previous and subsequent to the embracing to alliances, based on data of ICAO - International Civil Aviation Organization. Among the main achievements, was found that just joining a constellation did not guarantee superior isolated performances. Nevertheless, was observed that, in some cases, due to the whole collaborative strategies used, firms ended having significant performance gains.