Este trabalho procurou unir dois temas que, embora sejam muito relevantes, parecem trilhar caminhos independentes na administração: a avaliação de desempenho organizacional e as empresas brasileiras de desenvolvimento de software. Se, por um lado, a avaliação de desempenho organizacional pretende fornecer ferramentas e processos que auxiliem os gestores na condução de seus negócios, por outro lado, o desenvolvimento de software é tido como um setor que gera empregos de alta qualificação e que exporta um produto ou serviço com margens reais bem mais altas que aquelas registradas pela pauta tradicional de exportação. Nesse cenário, uma pesquisa de interesse é entender como é que as empresas brasileiras de desenvolvimento de software fazem avaliação de desempenho organizacional. Para cumprir com os objetivos deste trabalho exploratório, foi utilizada uma abordagem tanto qualitativa (dois estudos de caso) quanto quantitativa (16 respondentes de survey). Como resultados preliminares, há indicação de que existe um processo de amadurecimento da avaliação de desempenho das empresas de desenvolvimento de software e esse amadurecimento inclui a diminuição da importância atribuída ao curtíssimo prazo e o aumento da importância do médio e longo prazos. Estágios mais avançados desse amadurecimento devem incluir níveis cada vez maiores de sistematização das práticas de avaliação de desempenho e também devem privilegiar determinadas dimensões de avaliação. Em relação à percepção e à prática, também como resultados preliminares, percebe-se que as empresas não consideram importante preocuparem-se com as dimensões sociais e de meio-ambiente e não acreditam que eles gerem impactos positivos nos indicadores financeiros e, talvez, por esse motivo, as práticas são pouco maduras. Por fim, e talvez o resultado preliminar mais importante (até surpreendente), as empresas consideram que ter inovação e pessoas motivadas e desenvolvidas tecnicamente são as dimensões mais importantes e as que geram mais impactos positivos nos indicadores financeiros, mas elas não sabem ou não conseguem implementar indicadores para mensurá-las adequadamente. / This study has tried to bind two subjects of utmost importance but that seems to have independent pathways in Management: organizational performance measurement and Brazilian software development companies. On the one hand, organizational performance measurement intends to offer tools and processes so that managers can improve the way they run their businesses; on the other hand, the software development industry generates highly qualified jobs and exports goods and services with higher margins when compared to the Brazilian traditional export basket. As a result, a research of interest should ask how Brazilian software development companies are conducting organizational performance measurement. In order to comply with the goals of this exploratory study, both qualitative (two study cases) and quantitative (16 respondents of a survey) approaches were applied. Preliminary findings show that evidences lead to the existence of a performance measurement maturation process that software development companies undergo. According to this maturation process, companies shift their focus from the short term to the medium and long terms. More matured companies may experience a growing performance measurement systematization, even if it is non-declared at the beginning, and they should also privilege certain measurement perspectives. Regarding perception and practice, preliminary results show that companies do not perceive social and environmental perspectives as important, and they believe these perspectives do not have positive impacts on financial indicators. Consequently, practices related to these perspectives are not matured. Finally, the most important-even surprising-preliminary findings show companies believe that producing innovation and having motivated and well-trained employees are the most important perspectives to their businesses and they have positive impacts on financial indicators. Nevertheless, they do not know or they are unable to adequately implement performance measurement indicators of these perspectives.

A questão da saúde é um problema central e ganha destaque na inédita onda de protestos ocorridos em 2013 no país. Isso é ocasionado pelas deficiências de atendimento do Sistema Único de Saúde, utilizado por cerca de 80% dos brasileiros, e pela regulação para soluções privadas. Entretanto, há iniciativas, chamadas de negócios sociais, que utilizam mecanismos de mercado para que as pessoas tenham acesso a medicamentos, tratamentos médicos e odontológicos. Esses empreendimentos atuam na busca por bons resultados financeiros e pelo atendimento de alta qualidade à população carente. Entretanto, os objetivos não são alcançados facilmente, principalmente pela necessidade de monitorar a geração de valor social. Este estudo tem o objetivo de identificar como os negócios sociais na área da saúde lidam com as métricas, principalmente em relação ao impacto social. Foram entrevistados quatro negócios sociais e duas organizações de apoio para entender como essa questão foi abordada e quais foram as principais barreiras. Foi constatado que pouco é feito na análise de impacto, uma vez que o foco das empresas está voltado para a sustentabilidade financeira. Por meio da pesquisa, fica clara a importância da interação com os atores do ecossistema, que contribuem na superação de barreiras e dificuldades na gestão de métricas e, assim, melhoram a avaliação de indicadores. Pelo estágio da gestão de indicadores e pela formação recente desse ecossistema, ainda é precipitado dizer quais serão as consequências da falta de atenção a essas métricas, além de precisar sobre como torná-las ferramentas efetivas de decisões estratégicas - ponto que deverá ser aprofundado em futuras pesquisas. / The health issue is a central problem and gain prominence in the unprecedent wave of 2013 protests around the country. This is caused by deficiencies in the Public Health Care System, used by about 80% of all Brazilians, and by the regulation for private solutions. However, there are initiatives, called social enterprises, which use market tools for people to have access to medicines, medical and dental care. These actions seek good financial results and provide high-quality care to the poor population. The goals are not easily achieved mainly by careful measurement and generation of social value. This study aims to identify how social businesses in healthcare deal with the metrics especially in related to social impact. Four social businesses and two social support organizations representatives were interviewed to understand how these issues were addressed and what the main barriers were. It was noted that little has been done on the impact analysis, since the focus of the companies is facing the financial sustainability. Through research, the interaction with the ecosystem performers is clearly important, contributing to overcoming barriers and difficulties in managing metrics and thus might improve the indicator evaluation. According to the pace of management indicators and the recent formation of this ecosystem it is still too early to say what could be the consequences of the lack of attention to these metrics, also about how to turn them into effective tools for strategic decisions. This topic should be better explored in future research.

La práctica musical del sikuri, tradición que se transmite desde tiempos prehispánicos alrededor del altiplano del sur del Perú, presenta importantes características como son la ejecución en diálogo musical, el pensamiento complementario y recíproco, el sentido de colectividad e interdependencia, la conexión con la naturaleza, la ritualización de la música, entre otras que pueden servir efectivamente de estrategias para la promoción del desempeño organizacional en empresas peruanas al plantear una relación equilátera entre esta manifestación del mundo ancestral y las prácticas sociales corporativas como el trabajo en equipo, la comunicación interna, la autoconfianza, la eliminación de la distancia social, entre otras. / The musical practice of sikuri, a tradition transmitted since pre-hispanic times across the highlands of southern Peru, has important characteristics such as musical dialogue performance, complementary and reciprocal thinking, a sense of collectivity and interdependence, connection with nature, ritualization of the music, among others. This can effectively serve as strategies for the promotion of organizational performance in Peruvian companies by proposing an equitable relationship between this manifestation of the ancestral world and corporate social practice such as teamwork, internal communication, self-security, corporate integration and more.

The levels of organizational performance (OP) achievable from a dollar investment in information and communications technologies (ICT) remains elusive. A consensus exits among scholars and organizational leaders that effective use of ICT improves OP yet managers continue to struggle to justify investments in ICT. The purpose of this quantitative study was to explore and explain how investments in ICT related with OP. The study built on the resource-based view of the firm theoretical framework. A key question in the study was whether there existed a consistent, positive correlation between ICT investments, decision-making performance, and OP, and if so, explain the interdependence among the predictor and outcome variables. The sampling frame for the research was the major nonprofit organizations in Kenya. Data were collected using a tested and validated measurement instrument, and analyzed using SPSS software. Correlation, analysis of variance, and multiple regression analyses were used for data analysis and interpretation. Results revealed that not all investments in ICT correlate positively with OP. In fact, investments in some ICT systems did not correlate at all with OP. This study has implications for positive social change, it facilitates informed decision making that saves resources and thus improves social good. The study is expected to contribute to the body of knowledge on the effect of investments in ICT on the effectiveness of decision making and OP.

<p>Disertacija se bavi utvrđivanjem smera i intenziteta<br />uticaja informacionih tehnologija na pojedine<br />organizacione i poslovne performanse u preduzećima<br />u Srbiji. Pri tme su posmatrane sledeće performanse:<br />zadovoljstvo poslom, zadovoljstvo komunikacijom, organizaciona posvećenost, međusobno poverenje na<br />poslu, organizacionoo učenje, finansijske<br />performanse i profesionalni respekt prema lideru.<br />Istraživanje je realizovano u preduzećima u Srbiji,<br />tako &scaron;to su ispitanici (srednji menadžeri) popunili<br />upitnike. Za istraživanje su kori&scaron;ćeni odgovori od<br />ukupno N = 380 srednjih menadžera iz 102<br />preduzeća. Najvažniji rezultati istraživanja su sledeći:<br />1. Utvrđen je postojeći nivo savremenosti i primene<br />informacionih tehnologija, kao i nivo pažnje koja se<br />poklanja informacionim tehnologijama, u<br />preduzećima u Srbiji. 2. Utvrđeno je stanje<br />informacionih tehnologija u zavisnosti od nekoliko<br />kriterijuma: pol CEO, godine CEO, vlasnička<br />struktura preduzeća, finansijske performanse, profesionalni respekt prema lideru i poverenje u<br />akcije menadžmenta. 3. Utvrđeno je da su<br />informacione tehnologije pokazatelj nivoa<br />posmatranih organizacionih i poslovnih performansi.<br />4. Utvrđeno je da postoji statistički značajan uticaj<br />informacionih tehnologija na posmatrane<br />organizacione i poslovne performanse. 5. Ispitana su i<br />definisana moderatorna dejstva tri moderatora:<br />Profesionalni respekt prema lideru, Poverenje u<br />akcije menadžmenta i Vlasnička struktura preduzeća, na odnos informacionih tehnologija i zadovoljstva<br />komunikacijom i organizacionog učenja. 6. Definisane su preporuke za lidere i menadžere u vezi<br />sa tim kako unaprediti performanse preduzeća,<br />posmatrano iz perspektive informacionih tehnologija<br />i njihove primene.</p> / <p>The dissertation deals with determining the direction<br />and intensity of the impact of information<br />technologies on individual and organizational<br />performance of companies in Serbia. Observed are<br />the following performances: job satisfaction,<br />communication satisfaction, organizational<br />commitment, mutual trust at work, organizational<br />learning, financial performance and professional<br />respect for the leader. The survey was conducted in<br />companies in Serbia, by the respondents (middle<br />managers) completing questionnaires. For the study<br />there were used responses from a total of N = 380<br />middle managers from 102 companies. The most<br />important results of the research are as follows: 1.<br />Defined is the current level of modernity and<br />application of information technologies, as well as the<br />level of attention paid to information technologies in<br />companies in Serbia. 2. Defined is the situation of<br />information technologies depending on several<br />criteria: gender of the CEO, age of the CEO, the<br />ownership structure of the company, financial<br />performance, professional respect for the leader and<br />trust in the actions of management. 3. It is found that<br />information technologies are an indicator of the level<br />of the observed organizational and business<br />performance. 4. It is found that there is a statistically<br />significant impact of information technologies on the<br />observed organizational and business performance. 5. Tested and defined are the moderating effects of three<br />moderators: professional respect for the leader, trust<br />in the action of management and ownership structure<br />of the company, on the relationship of information<br />technologies and communication satisfaction and<br />organizational learning. 6. There are defined<br />recommendations for leaders and managers in this<br />regard to improve the performance of the company,<br />from the perspective of information technologies and<br />their application.</p>

International commercial harbor is being in international, liberal and global conflict. It is facing the pressure of domestic and overseas market¡¦s competition. The enterprises need to reform the organization urgently. Harbor organization is researching to change from the enterprising organization of transportation into administrative legal person. The characteristics have the autonomy of personnel matters and utilize human resource flexibly. It is realized by way of implementing functional flexibility, numerical flexibility, temporal or working-time flexibility, wage or financial flexibility. The object is to serve for shipping company and increases employees ¡¦organizational adaptability, job efficiency, employees¡¦ productivity, service quality, personnel cost reduction and achieving budget target. At the same time, the organization utilizes flexible strategy have to consider the employees who have realized the change of job conditions. BY adjusting employees¡¦ work attitude which including job satisfaction, job involvement and organizational commitment etc. And then, it will increase organizational performance really. The study surveys the case organization which is the employees of the Kaohsiung Harbor Bureau (KHB). It utilizes employees¡¦ questionnaires to survey the influences of organization performance during the period of the strategy of implementing organization reform. The study finds the following results: 1. The perception of employees has significantly influences on organizational performance. 2. The functional flexibility has significantly influences on organizational performance. 3. The numerical flexibility has significantly influences on organizational performance. 4. The temporal or working-time flexibility has significantly influences on organizational performance. 5. The wage or financial flexibility has significantly influences on organizational performance. 6. The employees ¡¦different point of view on human resource utilization strategy will produce some differences due to different characteristics. According to the research result, implementing human resource flexible utilization which has significantly influences on organizational performance mostly. But different point of view on the strategy of human resource utilizing still have differences due to different characteristics. The KHB needs various kinds of improvable action to integrate employees¡¦ different point of view by communicating and coordinating with employees. Let employees understand the organizational reform is very important. It is in favor of organizational performance and increasing competitive power.

This thesis is a multi-sited survey providing insight into integral performing arts institutions and how they engage in the distribution of cosmopolitan cultural capital to middlebrow audiences. It additionally provides a taxonomy of the different types of performances present across three sites: MSC OPAS, Arts Midwest, and the Association of Performing Arts Presenters’ Annual Conference in New York (APAP/NYC). My research methods include ethnography, interviewing, and textual analysis, but my investigation of these sites began with several leading questions: How do audiences read live performances for cosmopolitanism? How is that cosmopolitanism produced in key performing arts organizations? How is performance both a product that is marketed to venues and audiences and the means of marketing itself? Cosmopolitanism is an integral component to marketing, delivering, and enjoying live touring commercial performances. Performing arts presenters like OPAS, and presenting organizations, including Arts Midwest and APAP, engage cosmopolitanism on multiple levels as they work to provide regional audiences with otherwise unattainable “world-class” performances. Cosmopolitanism is present and presented every step of the way and the industry continues to advance cosmopolitan goals. This works shifts from analyzing cosmopolitan tourists to understanding touring cosmopolitanism because touring performances provide cosmopolitan cultural capital to community audiences located outside these urban centers. Touring performances provide opportunities for residents outside large metropolitan areas to engage in a global culture of performance and insert themselves into an imagined community of cosmopolitans. This is due in part to touring artists who deliver “world-class” performances to audiences that would otherwise entirely lack a connection to arts opportunities that accompany metropolitan centers and cosmopolitan communities. Cosmopolitanism is operationalized in performances of rurality, organizational culture and sociability, and exoticizing marketing strategies. I not only explore how cosmopolitanism is operationalized across these sites, but also how performance, in several of its variations, is operationalized, negotiated, and, of course, presented. More specifically, I examine artistic, interpersonal, organizational, and economic performances, as they are present across the three sites.

在此知識經濟時代中，企業之價值活動不再止於有形資源，文化及知識層面之投入與維護才是真正影響企業運作、創造價值之關鍵因素。又文化對智慧資本、組織學習方式及能力間有著根本性的影響，且各構面需經由一定的配合，方能達成更高的企業績效。有鑑於此，本研究以國內企業為研究對象，並透過問卷調查法與統計分析法，探討不同組織文化下企業對智慧資本重視程度之差異，以及智慧資本與組織學習方式、組織學習能力及績效間之關係，發現之結果如下： 一、不同文化下之企業，對智慧資本的重視程度存在差異。 二、企業對智慧資本之重視程度確實會影響其所採行之組織學習方式。 三、組織學習方式有助於學習能力的培養與累積。 四、組織學習能力愈高則愈能提升組織績效。 / In a knowledge-based economy, the value creation activities of the companies were no longer limited to tangible resources. Instead, the input and maintenance of culture and knowledge have become the vital factors that influence business operation and value creation most. Culture fundamentally affects intellectual capital, organizational learning style, and learning capability. Moreover, every factor mentioned above has to be coordinated to make a company more profitable. Accordingly, this study employed questionnaire survey method involving domestic public enterprise subjects and statistics analysis to examine whether the degree to which intellectual capital component is being emphasized differs among various corporate cultures. Furthermore, this study investigated the relationship among intellectual capital, organizational learning style, learning capability, and performance. The results are as follows: 1. The degree to which intellectual capital component is being emphasized differs among various corporate cultures. 2. The degree to which intellectual capital component is being emphasized does influence the organizational learning styles companies adopted. 3. Organizational learning styles are helpful to develop and accumulate learning capability. 4. Stronger organizational learning capability can enhance organizational performance.

Cette thèse s’appuie sur le constat selon lequel les acteurs vivent des difficultés professionnelles concernant la mise en œuvre des outils de gestion CRM ayant un impact à la fois sur la performance organisationnelle et sur les incidences financières. C’est dans cette perspective qu’elle vise à contribuer à l’enrichissement de l’implication des acteurs dans la mise en œuvre des outils de gestion sur la performance organisationnelle dans le secteur canadien de l’automobile. Notre recherche doctorale pose les questions suivantes : « quels sont les déterminants des incidences financières et de la performance organisationnelle ? ». Existe-t-il une relation entre ces types de performance et l’implication des dirigeants et utilisateurs en matière d’outils de gestion CRM ? Pour y répondre, un design méthodologique en trois phases a été élaboré : (1) une préenquête auprès de 21 cadres (2) une étude empirique quantitative basée sur un échantillon de 306 professionnels (3) une discussion après analyse des résultats et une théorie basée sur le TAR. Les résultats montrent que pour atteindre une performance organisationnelle et ainsi avoir des incidences financières, l’organisation doit s’assurer que, (a) les dirigeants s’impliquent en matière d’outils de gestion CRM, (b) les utilisateurs s’impliquent dans les CRM, (c) la formation adéquate est offerte. D’un point de vue empirique, les résultats permettent de connaître la dimension jusqu’ici peu explorée de la pratique professionnelle, en particulier en matière d’implication des dirigeants et des utilisateurs. Enfin, d’un point de vue méthodologique, cette recherche a permis de développer et d’expérimenter un dispositif permettant d’étudier l’implication des acteurs dans la mise en œuvre des outils de gestion sur un empan long de façon cohérente avec une épistémologie holiste de l’action humaine. / This study builds on the research and implementation of management tools that have an impact on both organizational performance and financial impact. It is in this perspective that it contributes to the enrichment of the involvement of the actors in the implementation of management tools on organizational performance in the Canadian automotive sector. Our research raises the following questions: « What are the determinants of financial implications and organizational performance ? ». Are there competency links in CRM management tools ? A three-phase methodological design was developed: (1) a pre-survey of 21 executives, (2) an empirical study based on a sample of 306 professionals, (3) a discussion after analysis of the results, and A theory based on ART. The results show that to achieve organizational performance and so on, the organization must ensure that (a) managers get involved in CRM management tools, (b) users get involved in CRM, (c) adequate training is offered. From an empirical point of view, the results allow us to know the hitherto little-explored dimension of professional practice, particularly with regard to the involvement of managers and users. Finally, from a methodological point of view, this research is a development permit and a mechanism to study stakeholder involvement in the implementation of management tools over a long period in a way consistent with Epistemology Holistic of human action.

L'objectif de cette thèse est d'étudier le rôle des processus sociaux de légitimation sous-jacents au développement local des filiales de firmes multinationales (FMN) dans des environnements lointains du siège. Notre thèse explore la façon dont les filiales tentent de modérer les pressions simultanées issues de leur environnement d'accueil et de leur environnement organisationnel. À partir d'un cadre théorique institutionnaliste fondé sur une littérature pluridisciplinaire. nous étudions la nature des processus de légitimation de huit filiales de banques étrangères en Inde un contexte caractérisé par une forte «Liability of Foreignness» (i.e. LOF : handicap du fait d'être étranger). Nous identifions ensuite les pratiques organisationnelles mobilisées afin de réduire les tensions entre le «central» et le «local». Nos résultats suggèrent que les stratégies de légitimation des filiales -passives (isomorphisme, transfert), réactive (lobbying politique) et proactive (rhétorique)- varient avec le degré d'exposition à la LOF et l'intensité des pressions internes: certaines filiales recherchent un « ancrage local» prononcé tandis que d'autres filiales utilisent plutôt «l'ancrage mondial» en s'appuyant sur la légitimité du siège. Dans un second temps, la thèse développe une estimation de la performance organisationnelle d'une filiale de FMN, en lien avec son processus de légitimation dans l'environnement d'accueil. Les résultats suggèrent qu’un niveau« d'ancrage local» élevé est associé positivement à la performance externe de la filiale et négativement à sa performance interne, ce qui conduit la filiale et le siège à opérer des arbitrages entre performance externe et interne. / The aim of this thesis is to study the role of social processes of legitimation underlying MNE subsidiaries' loci development in distant environments from the headquarters. Our thesis explores how subsidiaries attempt to mitigat simultaneous pressures from both their host and their organizational environments. Using an institutionalist theoretical framework based on a multidisciplinary literature, we investigate the nature of the legitimation processes for eight subsidiaries of foreign banks in India, a context characterized by a strong «Liability of Foreignness» (i.e. LOF). We the identify the organisational practices mobilised in order to decrease the «central/local» tensions. Our results suggest that subsidiaries' legitimation strategies -passive (isomorphism, transference), reactive (political lobbying) and proactive (rhetoric)- vary along with their degree of exposure to the LOF and according to the intensity of internal pressures the face: certain subsidiaries seek a deeper “local anchoring” while other subsidiaries rely more on a “world anchoring” benefitting from the headquarters' legitimacy. In a second development, this thesis sketches an estimate of the organisational performance of an MNE subsidiary in relation to its legitimation process in the host environment. Our results suggest that a higher level of local anchoring' is associated positively with a subsidiary's external performance and negatively with its internal performance. This leads the subsidiary and the headquarters to arbitrage between external and internal performance.