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The closing thesis deals with the issue of undergraduate training of students at the Faculty of Education of the University of South Bohemia and their following introduction into the school practice. The thesis verifies whether students' presumptions for choosing to study at the Faculty of Education, University of South Bohemia, changed their idea about the readiness to enter the school practice including possessing individual pedagogical skills. This thesis brings many findings for the school management. These findings can be applied in new employees' adaptation. Among the benefits of this thesis belongs renewal of the discussion about teaching profession and clarification of basic terms and their semantic content in the theoretical literature. Questionnaire survey showed that there has been happening a change with the students who choose faculty of education, i.e. they choose it purposely with the vision of teaching profession. School management should reflect this change.

I denna studie beskriver sju förskollärare på lika många förskolor hur de tänker om hur de använder de digitala verktygen på förskolan med barnen. Vilka digitala verktyg och utrustningar har de på sina förskolor? Får barn användning av sina erfarenheter av digitala verktyg på förskolan? Genom semistrukturerade intervjuer har förskollärarna fått delge sina uppfattningar. Är de digitala verktygen en del av barns vardag på förskolan? Med pragmatismen som perspektiv har analysen genomförts. Resultatet visar att det finns icke påverkbara faktorer och påverkbara faktorer i förskolans verksamhet för användning av de digitala verktygen. Några av dessa faktorer är läroplanen, kollegor, föräldrar, förskollärarnas kompetens och hur verkygen används rent praktiskt. Dessa faktorer har stor inverkan på förskollärarnas arbete med de digitala verktygen. Förskollärarna är medvetna om att barn har tidigare erfarenheter av de digitala verktygen från hemmen men det är inget som lyfts i verksamheten.

As mudanças no perfil do profissional enfermeiro se configuram historicamente em função da dinâmica que ocorre no mercado de trabalho em saúde, que por sua vez, sofre influências do contexto econômico, social e cultural. A crescente competitividade das organizações de saúde demanda a busca por profissionais cada vez mais qualificados e capacitados. A necessidade de incremento de competências assistenciais, gerenciais, de pesquisa e ensino objetivando o exercício da profissão, incorpora-se progressivamente ao perfil do profissional. O presente estudo teve como objetivos: construir o perfil de competências gerenciais, consensuado por enfermeiros coordenadores de área, para subsidiar um plano de desenvolvimento gerencial dos mesmos; identificar como os enfermeiros coordenadores de área percebem o processo de trabalho gerencial que desenvolvem na instituição hospitalar; analisar a percepção dos enfermeiros coordenadores quanto às competências necessárias para atuar no processo de trabalho gerencial e identificar as convergências e divergências entre o perfil de competências traçado pelos enfermeiros coordenadores e o perfil de competências definido pela Gerência de Enfermagem e Serviço de Educação Continuada. Caracterizado como um estudo qualitativo optou-se pela modalidade da pesquisa-ação. Esse método pressupõe a pesquisa voltada para a descrição de situações concretas e para a intervenção orientada em função da resolução de problemas efetivamente detectados na prática. O cenário da pesquisa foi um hospital filantrópico do município de São Paulo. Participaram da mesma, 13 enfermeiros coordenadores de área. A coleta de dados ocorreu por meio da técnica de grupo focal, com a realização de 04 encontros. A análise dos dados foi realizada com base nos referenciais teóricos relacionados a processo de trabalho e competências gerenciais. Os resultados permitiram construir um plano de desenvolvimento profissional para os enfermeiros coordenadores de área, pautado em competências que atendam as dimensões técnica, ético-política, comunicativa e de desenvolvimento da cidadania. Entre as competências essenciais, atribui-se maior ênfase às relacionadas aos papéis de mentor, coordenador e diretor. A análise do processo de trabalho gerencial dos enfermeiros coordenadores de área e o estudo das competências necessárias para um melhor desempenho no âmbito gerencial mostraram-se importantes, pois possibilitam problematizar as necessidades de aprimoramento e desenvolvimento desses profissionais de modo articulado, atendendo as demandas pessoais, profissionais e organizacionais / The changes in the professional nurse\'s profile set up historically in function of the dynamics occur in the health labor market, which then, suffer influences of the economics, social and cultural context. The increasing competitiveness of the health organizations demands the search of professional nurses more and more qualified and enabled. The necessity of development of the assistance competences, managerial, of research and teaching objectifying the exercise of the profession, it incorporates progressively to the professional\'s profile. The present study had as objectives: build the profile of managerial competences, according to coordinating nurses of area, to subsidize a plan of managerial development of the same; identify how the coordinating nurses of area realize the process of managerial working that develop in the hospitable institution; analyze the perception of the coordinating nurses regarding the necessary competences to act in the process of managerial working and identify the convergences and divergences among competences profile traced by the coordinating nurses and the competences profile defined by the Nursing and Service Management of Continued Education. Characterized as a qualitative study, was opted by the modality of the research-action. That method presupposes the research geared to the description of concrete situations and for the intervention guided regarding the problem solving indeed detected in the practice. The scenery of the research was a philanthropically hospital, in São Paulo, Municipal district. They took part in, thirteen coordinating nurses of area. The data collection occurred by means of the technique of focal group, it was made four encounters. The analysis of the data was accomplished based on theoretical references related to the working process and managerial competences. The results allowed to build a plan of professional development for the coordinating nurses of area, ruled in competences that answer the technical dimensions, ethic-politics, talkative and of development of the citizenship. Among essential competences, it assigns larger emphasis to the related to mentor, coordinator and director\'s roles. The analysis of the process of managerial working of the coordinating nurses of area and study of the necessary competences for a better performance in the managerial scope, they showed important, because they enable to create a problematic the needs to refinement and development of these coordinating nurses in an articulated manner, answering the personal, professional institutional demands

Submitted by Fabricia Fialho Reginato (fabriciar) on 2015-08-24T23:57:44Z No. of bitstreams: 1 VilmaGamarra.pdf: 1522643 bytes, checksum: 6e9f209b1bb0cc4737147c3a0d086c53 (MD5) / Made available in DSpace on 2015-08-24T23:57:44Z (GMT). No. of bitstreams: 1 VilmaGamarra.pdf: 1522643 bytes, checksum: 6e9f209b1bb0cc4737147c3a0d086c53 (MD5) Previous issue date: 2013 / Nenhuma / Dentro da abordagem de competências que se focam na gestão de recursos humanos, a abordagem de competências coletivas é uma área de pesquisa emergente. As competências coletivas se referem às competências que possuem um grupo de indivíduos, os mesmos que usam o processo de sensemaking, aprendem, interagem e cooperam coletivamente, sob um contexto determinado, no intuito de atingir uma atividade em comum. Diferentes trabalhos têm sido apontados nesta área, contudo, precisam-se ainda maiores estudos que permitam a sua consolidação. O objetivo da presente pesquisa é compreender as competências coletivas em um projeto voluntário do terceiro setor. Para cumprir com esse objetivo foram identificadas as dimensões das competências coletivas, mesmas que foram utilizadas no decorrer deste trabalho. O método utilizado foi estudo de caso, tendo como objeto de estudo o terceiro setor, mais especificamente um projeto social. Para isto, se fez a escolha da ONG Parceiros Voluntários (PV) com o projeto “Desenvolvimento de Princípios de Transparência e Prestação de Contas em Organizações da Sociedade Civil”, o mesmo que trata de orientar e capacitar às Organizações Sociais Cíveis (OSCs) para implantar princípios de transparência ao processo de prestação de contas. Entre os resultados teóricos se identificaram sete dimensões das competências coletivas, sendo estas: conhecimento coletivo, memória coletiva, comprometimento, entendimento compartilhado, sensemaking, ação, abrangência. No que tange aos resultados empíricos referidos ao entendimento das competências coletivas no projeto voluntário do terceiro setor, observou-se quatro resultados: (1) todas as dimensões das competências coletivas foram comprovadas no projeto, sendo as dimensões das competências coletivas do conhecimento coletivo, memória coletiva, ação e abrangência identificadas facilmente pelos membros do projeto, além disso, no campo empírico, identificou-se mais uma dimensão, a aprendizagem; (2) essas dimensões conseguiram ser determinantes para o desempenho do projeto, e, consequentemente, garantir o seu sucesso, convertendo-se no projeto mais representativo de toda a carteira de projetos da ONG; (3) as sete dimensões influenciaram também no desempenho de toda ONG, o qual permitiu obtenção de novos projetos com outras fontes de financiamento internacional; (4) as dimensões das competências coletivas do projeto contribuíram para que as organizações sociais pratiquem os princípios da transparência e da prestação de contas em suas ações, dessa forma possam beneficiar a idosos, a deficientes físicos e crianças, e assim cumprir com objetivo do terceiro setor. Finalmente, o fato da confirmação das dimensões das competências coletivas como elementochave do desenvolvimento abre a possiblidade de avançar na operacionalização deste construto, onde o seguinte passo seria um estudo descritivo. / Inside the competences approach that is focused in the human resources management, the collective competences perspective is an emergent research area. The collective competences are referred to the competences that are owned by a group of individuals; the same individuals that use the sensemaking process learn, interact and cooperate collectively, under a specific context, aiming to get a common activity. Different works have been addressed in this topic; however, more empirical and theoretical works are still necessary in order to help to the consolidation process of this area. The objective of this study is to understand the collective competences in a voluntary project of the third sector, in order to achieve this objective the dimensions of the collective competences have been identified, which are used in this work. The method employed was the study of a case, the object of study is the third sector, specifically a social project. Among the theoretical results obtained in this work were identified seven dimensions of the collective competences that are: collective knowledge, collective memory, compromising, shared understanding, sensemaking, action and coverage. Regarding to the empirical results referred to the understanding of the collective competences in the voluntary project of the third sector, we observed three results: (1) All the dimensions of the collective competences were proved in the project, furthermore, the dimensions of collective competences as collective knowledge, collective memory, action and coverage were easily identified for the project members; (2) those dimensions achieved to be determinant for the project performance, consequently, guarantee the project success, becoming the most representative project of all the projects managed for the NGO; (3) The seven dimensions influenced also the performance of all the NGO, this fact let to obtain new projects, with other international financial resources; (4) the dimensions of the collective competence of the project contributed to the social organizations practice the principles of transparency and accountability in their activities. Finally, the fact that confirms the collective competences dimensions as a key element of the development opens the possibility of advancing in the operationalization of this construct, where the next step would be a descriptive study.

Made available in DSpace on 2016-04-25T16:45:13Z (GMT). No. of bitstreams: 1 Antonio Jose Macha Ornellas.pdf: 576541 bytes, checksum: 486d21a83256d1173e8cbe54782ec4bc (MD5) Previous issue date: 2008-11-07 / This work was aimed at analyzing, through the application of a case study, the leadership competences in an Organizational climate survey, with the perception of a hospital segment company s employees in the years of 2004, 2006 and 2008. From this objective, a study was done about the evolution of these leadership competences perceptions during this period of time. To accomplish this study, two sets of hypotheses were proposed, such as: 1) In the results of the Organizational Climate Survey must be present the perception related with the leadership competences; 2) The leadership competences may influence in the results of the Organizational Climate Survey. In order to develop the study proposed here, the methodology included qualitative and quantitative tools. First, it was applied an instrument- a questionnaire for all company s employees during the years of 2004,2006 and 2008. After, one interview was conducted with the company s Human Resources and Climate Survey Responsible. The data collected were treated using the frequency distribution analysis method, with support given by PUC/SP. The results showed that the leadership competences may influence the Organizational Climate Survey / O presente trabalho teve por objetivo analisar, através da aplicação de um estudo de caso, as competências de liderança em pesquisa de clima organizacional, na ótica dos funcionários de uma empresa do segmento hospitalar, nos anos de 2004, 2006 e 2008. A partir desse objetivo, foi feito um estudo sobre a evolução das percepções sobre as competências de liderança neste período de tempo. Para tanto, partiu-se de dois conjuntos de proposições: 1) Nos resultados da pesquisa organizacional deve estar presente a percepção relacionada às competências de liderança; 2) As competências de liderança devem exercer influência nos resultados da pesquisa de clima organizacional. Para o desenvolvimento do estudo aqui proposto, a metodologia utilizada abrangeu ferramentas de natureza qualitativa e quantitativa. Primeiramente, aplicou-se um instrumento um questionário - para todos os funcionários da empresa durante os anos de 2004, 2006 e 2008. Posteriormente, foi realizada uma entrevista junto à responsável por Recursos Humanos e Coordenadora da Pesquisa de Clima da empresa pesquisada. Os dados coletados foram tratados utilizando-se o método de análise de distribuição de freqüência com suporte indicado pela PUC/SP. Os resultados demonstraram que as competências de liderança podem influenciar na pesquisa de clima organizacional

<p>Project Management is multidisciplinary in nature; it involves a number of activities and requires the project manager to possess a wide variety of competences. This thesis aims to investigate which competences organizations currently require from project managers. In particular the focus of this research is to examine and contrast the “soft” (interpersonal) and “hard” (technical) competences required by the job market and to find out if organizations recognize the importance of both of them or if they pay special attention to one of them. A total of 50 online job advertisements from different industries and countries were analyzed using content analysis in order to determine what competences are valued by employers. Furthermore, 9 semi-structured interviews were conducted with project management academics and practitioners in order to provide a more in depth study and to allow triangulation between the findings. The results indicate that some competences are more valued than others. Communication, project integration management and scope management are the top three competences required by employers. The results also suggest that employers, academics and practitioners are aware of the need to balance hard and soft competences.</p>

Project Management is multidisciplinary in nature; it involves a number of activities and requires the project manager to possess a wide variety of competences. This thesis aims to investigate which competences organizations currently require from project managers. In particular the focus of this research is to examine and contrast the “soft” (interpersonal) and “hard” (technical) competences required by the job market and to find out if organizations recognize the importance of both of them or if they pay special attention to one of them. A total of 50 online job advertisements from different industries and countries were analyzed using content analysis in order to determine what competences are valued by employers. Furthermore, 9 semi-structured interviews were conducted with project management academics and practitioners in order to provide a more in depth study and to allow triangulation between the findings. The results indicate that some competences are more valued than others. Communication, project integration management and scope management are the top three competences required by employers. The results also suggest that employers, academics and practitioners are aware of the need to balance hard and soft competences.

Vytauto Didžiojo universiteto Socialinio darbo institutas siekdamas atliepti socialinio darbo studentų bei socialinio darbo praktikų poreikius, bei suteikti jiems įvairias ir patrauklias pasirinkimo galimybes, ketina kurti naują magistratūros studijų specializacijos programą socialinio darbo vadyba arba socialinių paslaugų kokybės vadyba. Tokios programos kūrimo tikslas gali būti grindžiamas socialinio darbo praktikoje vis labiau išryškėjančiu poreikiu praktikoje naudoti vadybinius gebėjimus, kurie yra aktualūs ne tik vadovaujantį darbą atliekantiems specialistams, bet ir kiekvienam socialinio darbo srityje dirbančiam asmeniui. Tyrimo tema: Poreikio įgyti socialinių paslaugų vadybos kompetencijas analizė. Tyrimo tikslas: Nustatyti socialinių paslaugų vadybos kompetencijų mokymosi poreikį. Tyrimo objektas: Socialinių paslaugų vadybos kompetencijos. Probleminiai klausimai: Kokius vadybinius gebėjimus socialinių paslaugų vadybininkai išskiria kaip reikalingus jų praktikoje? Kuriuos vadybinius gebėjimus socialinių paslaugų vadybininkai yra labiausiai motyvuoti mokytis? Tyrimo uždaviniai: 1. Išanalizuoti socialinių paslaugų vadybos kompetencijos sampratą. 2. Identifikuoti socialinių paslaugų vadybininkų praktikoje naudojamus vadybinius gebėjimus, kaip vadybos kompetencijos elementą. 3. Nustatyti socialinių paslaugų kompetencijų profesinio tobulinimo kryptis. Tyrimo problemai ištirti buvo pasirinkta kiekybinė metodologija. Tyrimo metu buvo apklausta 200 socialinio darbo... [toliau žr. visą tekstą] / Vytautas Magnus University School of Social Work on purpose to respond social work students and social work practicians demands, also to give them various and attractive choice facility is going to establish a new master‘s study specialization programme social work management or social services management. The aim of such programme may be substantiated with the increasing demand to use management skills in social work practice. Social work management skills are tiopical not just for managerial work, but also for every person working in social work field. The subject of the study: The analysis of the need to gain social service management competences. The aim of the study: To point out the need of learning social services management competence. The objekt of the study: Competence of social services management. Problemic questions: What skills of management do the managers of social services point out as the most required in teir practice? What skills of management the managers of social services are mostly motivated to learn? The tasis of the study: 1. To analyze the notion of the competence of social services management. 2. To identify the skills of management, used in the practice of social services managers, as an element of management competence. 3. To point out the trends in the professional development of social services competence. Qualitative methodology has been chosen to analyze the problem of the study. 200 managers in the field of social work has been... [to full text]

Magistro darbe yra išanalizuoti ir susisteminti įvairių Lietuvos ir užsienio autorių teoriniai ir praktiniai ugdymo įstaigų vadovų atliekamų valdymo funkcijų aspektai; analizuota kompetencijos samprata; aiškintasi vadybinės kompetencijos sąvoką; aptartos ikimokyklinio ugdymo įstaigų vadovų kompetencijos. Remiantis teorine analize atliktas vadovų vadybinių kompetencijų tyrimas Klaipėdos regiono ikimokyklinio ugdymo įstaigose. Išsamiai išanalizuotas ikimokyklinių įstaigų vadovų ir personalo požiūris į vadovų vadybines kompetencijas. Tyrimas parodė, kad apklausti personalo nariai geriau vertina savo vadovus nei patys vadovai save. Respondentai gana aukštai vertina savo vadovų vadybinį pasirengimą, asmenines savybes bei kitas vadovui būtinas kompetencijas, taigi paneigiama autorės iškelta hipotezė, kad ikimokyklinio ugdymo įstaigų vadovams trūksta vadybinių kompetencijų. / This master’s final paper analyses theoretical and practical works of various Lithuanian and foreign authors regarding management functions’ aspects of educational institutions heads’; analyses conception of managerial competence; discusses pre-school educational institutions heads’ competences. With reference to theoretical analysis a research of Klaipeda region pre-school educational institutions' heads was performed. During the survey personnel’s and heads’ attitude towards heads’ managerial competences was thoroughly analyzed. The research revealed that the personnel evaluated their heads better then heads themselves. Respondents gave quite high evaluations of their heads’ managerial preparation, personal characteristics and other competences which are necessary for heads, therefore a hypothesis, raised by the author, that a pre-school educational institutions’ heads lack managerial competences, was denied.