When the military forces of the Third Reich invaded the Soviet Union in June 1941, the German authorities used local anti-Communist collaborators to facilitate the invasion and the occupation of the conquered territories. Many of these Byelorussian collaborators became complicit in the perpetration of the Holocaust and eagerly created a puppet regime under the direct control of the Schutzstaffel (SS). However, this regime and the crimes of its members remain largely unknown. As the Third Reich crumbled, the members of the SS-sponsored Byelorussian Central Council (BCC) hid themselves in the confusion of postwar Europe’s Displaced Persons camps, where they began to forge relationships with the intelligence agencies of the western Allies. As the mistrust between the Soviet Union and its erstwhile allies grew, these Nazi collaborators represented themselves as anti-Communist refugees from Stalinist persecution. They successfully navigated the currents of the early Cold War, evading arrest and prosecution for their wartime crimes with the help of their new sponsors in American intelligence. Many of the most notorious members of the BCC immigrated to the United States and became naturalized citizens, trading the vestiges of the Third Reich’s Byelorussian intelligence networks and military forces to American intelligence in exchange for protection from extradition and prosecution. This work focuses on the members of the BCC, the extent of their criminal collaboration with the Third Reich, and the role American intelligence played in helping these Byelorussian Nazi collaborators escape justice and become United States citizens.

El sector back office ha tomado cada vez mayor posicionamiento en el mercado a través de los años, ya que los servicios que ofrecen a las empresas, les permite contar con una mayor flexibilidad tanto en costos como en tiempo. Así mismo, brinda recursos claves fundamentales para que se logre una buena rentabilidad en la organización; en específico, la gran razón por la que los grandes grupos empresariales han decidido establecer una empresa de servicios back office para centralizar los procesos, es porque disminuyen los intermediarios de manera que la administración de la empresa se vuelva más simplificada. La Corporación de Servicios Grupo Romero es una de las empresas pioneras en este modelo de servicio de back office, y fue creada con el fin de que las empresas del grupo se enfoquen en las actividades que generen valor y puedan conseguir ventaja competitiva en el mercado. De esta manera, se logra la sinergia de todos los procesos de apoyo al negocio en una sola empresa. En el presente trabajo, buscaremos determinar el impacto de los beneficios monetarios y no monetarios en el desempeño de los colaboradores; es decir, analizar y evaluar cómo influyen estos aspectos en el colaborador, ya que el desempeño laboral es el resultado de cómo se sienten los colaboradores en la organización y lo que implica pertenecer a ese espacio. La gran relación que tienen con las compensaciones que brinda el empleador con el desempeño y la consiguiente productividad es considerada estratégica para la organización. / The back office sector has taken more and more position in the market over the years, since the services offered to companies, allows them to have greater flexibility both in costs and time. Likewise, it provides key key resources for a good profitability to be achieved in the organization; specifically, the great reason why large business groups have decided to establish a back office service company to centralize processes, is because intermediaries decrease so that the management of the company becomes more simplified. The Grupo Romero Services Corporation is one of the pioneering companies in this back office service model, and was created with the aim of focusing group companies on activities that generate value and can achieve a competitive advantage in the market. In this way, the synergy of all business support processes in a single company is achieved. In the present work, we will seek to determine the impact of monetary and non-monetary benefits on the performance of employees; that is, analyze and evaluate how these aspects influence the collaborator, since the work performance is the result of how the employees feel in the organization and what it means to belong to that space. The great relationship that they have with the compensations that the employer offers with the performance and the consequent productivity is considered strategic for the organization. / Tesis

My dissertation investigates significant changes in the way the Nazi occupation of France and the Holocaust have been portrayed in fiction. Two novels published in 2006 - Didier Daeninckx's Itineraire d'un Salaud Ordinaire and Jonathan Littell's Les Bienveillantes - are essential for this study. Both of these controversial books shook existing literary models concerned with the memory of the victims of the war by making the perpetrators of atrocities central characters. These two novels allow me to contextualize the full evolution of such literary actors, beginning with the work of Robert Merle and Louis-Ferdinand Celine. My dissertation examines the portrayal of the character of the salaud (villain) in French novels, arguing that, by narrating the Holocaust from the point-of-view of the perpetrators, the author is paradoxically creating another way to remember its victims. The study of literary Nazis and their French counterparts led me to explore what Hannah Arendt called the "banality of evil," a concept that is often invoked to explain an individual's conduct, but that does not fit as well when applied to a literary character's sexuality; while the Nazis and their collaborators are depicted as "ordinary men', a terminology given special meaning though the work of Christopher Browning, their sexual preferences and lives are far from ordinary.

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The present research is a study of case and offers a model which focuses on the effective participation of operational level collaborators in detecting flaws in the process through the Participative Management System. The study was carried out at John Deere Montenegro / RS, with the operational level collaborators and their managers. The Participative Management System is a means of getting to the causes and possible solutions of operational flaws, creating greater people s involvement at operational level in order to find an alternative and possibly efficient solution for the proposed problem. The research used was the descriptive through a quali-quantitative method. The execution of the study was carried out through bibliographical sources and analysis of evaluation protocols filled in by the collaborators and their managers. Based on the analysis, a Participative Management System was suggested in order for the Company to search for cooperation in mutual effort so as to make a better use of the collaborators potential in suggesting, participating, identifying and solving problems, and therefore aiming at reducing the operational flaws. It was suggested that, in future works, the proposed model is applied in a Company with the same line of business as John Deere s or even a remodeling of the system is done in order to adapt it to other Company trades and, in these cases, with an effective application of it. Moreover, statistical tools should also be applied so as to enable production comparisons before and after the changes in the management model. / Esta pesquisa é um estudo de caso e propõe um modelo com vistas à efetiva participação dos colaboradores de nível operacional na detecção de falhas do processo, através do Sistema de Gestão Participativa. O estudo realizou-se na John Deere Montenegro / RS, com os colaboradores de nível operacional e seus dirigentes. O Sistema de Gestão Participativa é uma forma de se chegar às causas e às possíveis soluções de falhas operacionais, criando um envolvimento maior das pessoas de nível operacional, a fim de encontrar uma solução alternativa e possivelmente eficiente para o problema proposto. O tipo de pesquisa utilizado é o descritivo pelo método quali-quantitativo. A execução do estudo deu-se por meio de fontes bibliográficas e análise de protocolos de avaliação preenchidos pelos colaboradores e seus dirigentes. Com base nas análises, sugeriu-se um modelo de Sistema de Gestão Participativa para a empresa, que consiste na busca da cooperação no esforço conjunto para aproveitar potenciais dos colaboradores para sugerir, participar, identificar e solucionar problemas, com o objetivo da redução das falhas operacionais. Sugere-se que em trabalhos futuros, aplique-se o modelo proposto em alguma organização do mesmo ramo da John Deere ou que até mesmo se remodele o Sistema com vistas a adaptá-lo a outros ramos de organizações e nestes casos com efetiva implantação do mesmo, sugere-se ainda, que sejam aplicadas ferramentas estatísticas que possibilitem o comparativo da produção antes e depois da mudança no modelo de gestão.

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As organizações sofreram mudanças significativas nas últimas décadas devido a adoção de novos meios administrativos para se manterem competitivas em um mercado que se encontra em constante mudanças. Nesta pesquisa estes meios são identificados como sendo os colaboradores capacitados, Sistemas de Informação, Sistema de Apoio à Decisão e outras tecnotogias correlacionadas como Data Warehouse, Data Mining e OLAP. Com estas tecnologias inseridas dentro do ambiente organizacional torna-se necessário capacitar os colaboradores de modo que estes possam processar as informações a fim de mapear, perceber e interpretar seus ambientes para guiar suas decisões e ações. Diante deste problema, o objetivo deste trabalho é apresentar um estudo teórico da importância de se criar competências nos colaboradores, bem como um referencial teórico sobre Sistemas de Informação e Sistemas de Apoio à Decisão. Estas mudanças acarretaram alterações na forma de lidar com os recursos humanos dentro do ambiente organizacional, pois na atual conjuntura o conhecimento e a capacidade de lidar com a informação superou o capital, de modo que este só será bem aplicado e administrado por colaboradores devidamente capacitados para alavancar os resultados dentro da organização. / The organizations have suffered significant changes in the last decades due to adoption of new administrative means in order to stay competitive in a constant changing market. In this research the means are identified as being the qualified collaborators, the Systems of Information, System of Support to the Decision and other technologies correlated as Data Warehouse, Dates Mining and OLAP. Since, these technologies are inserted in the organizational environment becomes necessary to train collaborators. So, they can to process, to map, to notice and interpret the environment information in order to direct its decisions and actions. Before this problem, the main of this work is to present a theoretical study about the importance to create competencies in the collaborators, as well a theoretical referential about the information and decision support systems. These new administrative means end up changing the way that the human resources are managed in the organizacional atmosphere since the knowledgement and the capacity to work with the information have overcame the capital. Therefore, the last will be applied and administered properly by qualified collaborators which will be able to improve the results obtained by the organization.

Un film est une œuvre de collaboration qui se nourrit des différentes sensibilités des professionnels qui le font et qui épaulent, de manière plus ou moins significative, son auteur. Notre réflexion se situe au moment charnière de toute œuvre artistique, sa création. L’étude de la poétique du film, des processus de sa fabrication, permet d’en comprendre plus profondément les enjeux esthétiques. En abordant spécifiquement les relations de collaboration chez le réalisateur portugais Manoel de Oliveira, il s’agit d’enquêter sur la façon dont les rapports idéologiques, personnels et professionnels que le cinéaste noue avec quelques-uns de ses collaborateurs déterminent la conception de l’image, du montage, du choix des acteurs et du processus d’adaptation d’une œuvre littéraire. Les professionnels choisis sont l’acteur portugais Luis Miguel Cintra, la monteuse française Valérie Loiseleux, le directeur de la photographie suisse Renato Berta et la romancière portugaise Agustina Bessa-Luis. En analysant ces relations bilatérales, ce travail se demande comment la présence du collaborateur influence la conception de la mise en scène d’Oliveira et comment le fait d’être un interlocuteur privilégié du réalisateur portugais détermine la suite de la carrière de quelques-uns de ces collaborateurs. Sans mettre en doute le cinéma d’auteur, nous croyons néanmoins au cinéma de collaboration, un cinéma qui dit « nous » au lieu de « je », où le collaborateur est non seulement un témoin du faire cinématographique, mais aussi une surface sensible, une présence active et constamment mise à l’épreuve dans le processus de création qu’il intègre – et qui l’intègre. / A film is a collaboration work that feeds on the different sensibilities of the professionals who make it and contribute, more or less significantly, to its author. This study focuses on the key moment of every work of art, its creation. The study of the poetics of film – the making of film – allows for a more profound understanding of the aesthetic challenges involved. Specifically addressing the collaborative relationships of Portuguese filmmaker Manoel de Oliveira, involves inquiring how the ideological, personal and professional relationships the filmaker has with his collaborators determines his concepts of image, editing, his choice of actors and the process of adapting a literary work. The chosen professionals are Portuguese actor Luis Miguel Cintra, French editor Valerie Loiseleux, Swiss Cinematographer Renato Berta and Portuguese novelist Agustina Bessa-Luis. By analyzing these bilateral relationships, this study questions how the presence of the collaborators influences the concept of Oliveira’s scene setting, as well as how being a privileged interlocutor of the Portuguese filmmaker influences the careers of these collaborators. Without calling the author’s work into question, we believe in collaborative cinema, a cinema that says « us » instead of « me ». A cinema where the collaborator is not only a witness to the making of films, but also a sensitive surface and an active presence put to the test in the creation process which he integrates and integrates him.

Made available in DSpace on 2014-12-17T14:52:51Z (GMT). No. of bitstreams: 1 AnaRGSC.pdf: 391053 bytes, checksum: 31482cb2abcb72541cca5b15655ec65b (MD5) Previous issue date: 2006-05-19 / This work focuses on the relationship between organizational culture and quality culture in the hotel sector of NATAL/RN with respect to employee performance. The themes organizational culture and quality have been the research focus of administration theorists and a constant concern of professional managers, since the Japanese demonstrated effective forms or western management. In this study, the Competing Values Model (C.V.M.) (Quinn e Cameron, 1996; Quinn, 1998; Santos, 1998, 2000; Teixeira, 2001), which was tested on north-American organizations and considered a high value academic and professional instrument, was applied. The model maps the organizational culture on a profile with four elements: clan, adhocracy, market and hierarchy. The C.V.M., associated with the taximetrics created by Cameron (which classifies quality culture in for levels: status quo, error detection, error prevention and perpetual creative quality) has been related with organizational performance. In this study, these two models are used jointly and tested in the hotel sector. The results indicate that the strongest element of the profile is clan, which is characterized by internal focus, participation and people involvement, followed by the adhocracy element, which has an external focus, emphasizes flexibility and is characterized by dynamic enterprising and creativity. Regarding the level of the culture s quality in the hotel, the highest level, that of perpetual improvement and creativity, which attempts to enchant and to surprise the clients, was most frequently cited, followed by the error detection level, which has as its goal to discover and correct mistakes, trying, consequently, to reduce waste. The results suggest that employee performance as measured on some indicators is related to elements of the organizational culture profile and quality level / Este trabalho enfoca a rela??o das culturas organizacionais e da qualidade com o desempenho no setor hoteleiro, tomando como objeto de estudo o Pestana Natal Hotel, em Natal/RN. As tem?ticas da cultura e da qualidade v?m sendo foco de pesquisa dos te?ricos da administra??o e uma preocupa??o constante dos administradores profissionais, desde que os japoneses mostraram formas eficazes de administrar, diferentes dos padr?es ocidentais. Neste estudo fez-se uso do Modelo de Valores Competitivos (Quinn e Cameron, 1996; Quinn, 1988: Santos, 1998, 2000; Teixeira, 2001), testado exaustivamente em organiza??es norte-americanas e considerado um instrumento de alto valor acad?mico e profissional. Este modelo mapeia a cultura organizacional em quatro perfis, assim denominados: Cl?, inovativo, mercado e hier?rquico. O M.V.C., associado a taxionomia criada por Cameron (que classifica cultura de qualidade em quatro n?veis: status quo, detec??o de falhas, preven??o de erros e qualidade perp?tua criativa) t?m sido relacionados isoladamente ao desempenho das empresas. Nesta pesquisa, a jun??o destes dois modelos foi testada no setor hoteleiro, onde n?o h? registros de suas aplica??es. Como resultado foi encontrado que o perfil cultural predominante no hotel ? o Cl?, caracterizado pelo enfoque interno, pela participa??o e pelo envolvimento de seus membros, seguido pelo elemento inovativo, que enfatiza flexibilidade e ? caracterizado por ser din?mico, empreendedor, criativo e tem foco externo. Em rela??o ao n?vel da qualidade predominante no hotel, os maiores valores aparecem no n?vel mais alto, o de qualidade perp?tua criativa, que trabalha com melhoramento cont?nuo, tentando encantar e surpreender seus clientes, seguido pelo n?vel de detec??o de falhas, que tem como meta encontrar e corrigir os erros, tentando, consequentemente reduzir o desperd?cio. Os resultados tamb?m indicam que o desempenho, medidos por alguns dos indicadores usados, est? relacionado com o elemento do perfil e da qualidade da cultura organizacional

As organizações sofreram mudanças significativas nas últimas décadas devido a adoção de novos meios administrativos para se manterem competitivas em um mercado que se encontra em constante mudanças. Nesta pesquisa estes meios são identificados como sendo os colaboradores capacitados, Sistemas de Informação, Sistema de Apoio à Decisão e outras tecnotogias correlacionadas como Data Warehouse, Data Mining e OLAP. Com estas tecnologias inseridas dentro do ambiente organizacional torna-se necessário capacitar os colaboradores de modo que estes possam processar as informações a fim de mapear, perceber e interpretar seus ambientes para guiar suas decisões e ações. Diante deste problema, o objetivo deste trabalho é apresentar um estudo teórico da importância de se criar competências nos colaboradores, bem como um referencial teórico sobre Sistemas de Informação e Sistemas de Apoio à Decisão. Estas mudanças acarretaram alterações na forma de lidar com os recursos humanos dentro do ambiente organizacional, pois na atual conjuntura o conhecimento e a capacidade de lidar com a informação superou o capital, de modo que este só será bem aplicado e administrado por colaboradores devidamente capacitados para alavancar os resultados dentro da organização. / The organizations have suffered significant changes in the last decades due to adoption of new administrative means in order to stay competitive in a constant changing market. In this research the means are identified as being the qualified collaborators, the Systems of Information, System of Support to the Decision and other technologies correlated as Data Warehouse, Dates Mining and OLAP. Since, these technologies are inserted in the organizational environment becomes necessary to train collaborators. So, they can to process, to map, to notice and interpret the environment information in order to direct its decisions and actions. Before this problem, the main of this work is to present a theoretical study about the importance to create competencies in the collaborators, as well a theoretical referential about the information and decision support systems. These new administrative means end up changing the way that the human resources are managed in the organizacional atmosphere since the knowledgement and the capacity to work with the information have overcame the capital. Therefore, the last will be applied and administered properly by qualified collaborators which will be able to improve the results obtained by the organization.

This diploma thesis is about the post-war retribution on all its levels, from international military tribunals in Nuremberg and Tokyo to work of two extraordinary people's courts in Plzeň and Most, of whose activity the text applies. The text aims on women, because previous theses were mostly focused on men, which hold the more important position in the Nazi regime. On account of different roles of both sexes there is a diverse structure of committed crimes - the most frequented type of crimes for men were crimes against the state, while in a women's case it was denunciation. This fact could be partly explained by lesser possibilities of women for direct using of a repressive apparatus of the regime. The aim of the thesis is to bring in a comparison of activity of both mentioned courts against women. Main difference between those two regions is that the most of the Plzeň region was in Czech inland, but the Most area was located in the borderlands with a German majority. We could say that the result for this fact was higher rigidity of the Extraordinary People's Court in Plzeň that exceeded the second court in both percentage of sentences and rigidity of punishments. The thesis describes activity of these two courts simultaneously, with regard to all types of crimes that were committed during the...