Os Centros Educacionais Unificados (CEUs) estão localizados em regiões carentes de infraestrutura e de serviços. Os CEUs, situados em diferentes pontos do município de São Paulo, foram implantados no ano de 2003 e estão comprometidos com a proposição e execução de políticas públicas destinadas a atender demandas educacionais, culturais e esportivas. O projeto do CEU prevê uma gestão compartilhada a ser realizada por diversas instâncias. A proposta de uma gestão conduzida a partir da interação entre distintas partes permite refletir sobre a possibilidade de hibridação entre órgãos públicos e sociedade civil. O CEU deveria ser reconhecido como espaço polifônico que privilegia a produção de conhecimento e o protagonismo dos indivíduos; nele os cidadãos devem agir coletivamente, desenhando uma gestão orientada por processos democráticos. Esta pesquisa destina-se a compreender a proposta de gestão dos CEUs e, especialmente, observá-la em terreno prático. Para compreender a complexidade dessa proposta, faz-se um investimento de estudos na gestão cultural do CEU. Esse estudo se direciona rumo a esta empreitada a partir de um mapa conceitual destinado a tratar de questões referentes ao escopo da cultura, somado à análise das diretrizes que orientam o projeto que deu origem ao CEU e à reflexão crítica associada às ideias do sociólogo francês Guy Debord sobre a experiência prática que pode ser acompanhada dentro do setor de cultura que compõe o dispositivo. A gestão do CEU pode ser um primeiro passo para outros mais complexos que extrapolam os limites do dispositivo; no entanto, verifica-se uma série de entraves que adiam essa possibilidade / The Unified Educational Centers (CEUs) are located in regions damaged by lack of access to different services. The CEUs are located at different places in São Paulo. They were established in 2003 and they have been committed to the proposition and execution of public policies to attend educational, cultural and sporting demands. The design provides a shared manager to be held jointly by several instances managed. The proposed management conducted from the interaction betwee different parts may allows us to refer it as a possible possibility of hybridization between social spheres, public agencies and the society. The CEU should be recognized as a polyphonic space that emphasizes learning. There citizens should act collectively drawing a management guided by democratic processes. This research aims to understand the CEU\'s management that have been proposed looking at the practical views. To understand the complexity of this proposal we have to return our gaze to one of the instances that participate on it. That is, in trying to understand the management of the structure, we will invest our studies in cultural management of CEU. This study throws himself towards this endeavor from a conceptual map designed to address issues relating to the scope of culture, coupled with analysis of guidelines that guide the project that gave rise to the CEU, and critical reflection associated with the ideas of sociologist Guy Debord on the practical experience that could be followed within the culture that belongs to the device industry. We conclude that the management of CEU may be a first step to more complex ones that go beyond the limits of the structure and at the same time, we found a number of barriers that delay that possibility

Cette thèse est une contribution au débat sur l’entrepreneuriat comme levier économique et social pour le développement des pays du Sud. L’objectif de cette thèse est de déterminer plus particulièrement le comportement de l’entrepreneur malgache des zones franches textiles et spécifier son management interculturel.Cette thèse, caractérisée par une approche multidisciplinaire, est structurée en trois parties.La première partie présente une revue de la littérature afin d’appréhender l’état actuel des recherches sur l’entrepreneur dans les pays du Sud et introduit la notion de management interculturel. La seconde partie s’articule d’une part autour des origines et des évolutions du cluster textile à Madagascar et d’autre part autour de la prégnance de la culture malgache dans le comportement des entrepreneurs des zones franches textiles. Enfin la dernière partie de cette thèse s’attelle aux analyses empiriques de récits de vie des entrepreneurs. Cette partie propose une typologie des entrepreneurs dans les entreprises franches textiles à Madagascar, à partir de l’analyse interprétative des récits de vie. / This Ph.D. is a contribution to the recent debates on the role of entrepreneurship in developing countries. The main issue of the thesis is to determine entrepreneurs’ behavior through intercultural management. This work is applied to the Madagascar’s free zone entrepreneurs. In this thesis, we use multidisciplinary methodology in order to understand how Madagascar’s entrepreneurs develop their activities. The first chapter of the thesis presents the state of the art of recent research on entrepreneurship in developing countries. The second chapter analyses the origins and evolutions of the textile cluster of Madagascar and introduces the role of cultural elements. Finally, the third chapter reproduces some “fragments” from these entrepreneurs’ interviews. This chapter delivers a typology for the entrepreneurs of Madagascar’s textile free zone.

O trabalho teve como objetivo avaliar a resposta à produção total, comercial e por classes de tamanho; ao teor de matéria seca e aos defeitos fisiológicos mancha-chocolate, coração-oco e coração-negro dos tubérculos do clone de batata IAC 2.5, submetido a três doses dos fertilizantes minerais 04-14-08 (N-P2O5-K2O) e sulfato de amônio, complementadas ou não com um composto orgânico de marca comercial Provaso. O experimento foi conduzido de outubro de 2012 a fevereiro de 2013, na Unidade de Pesquisa e Desenvolvimento de Itararé, da Agência Paulista de Tecnologia dos Agronegócios (APTA), em Itararé, SP, nas coordenadas geográficas 24º16\'06\"S e 49º12\'19\"W e altitude de 1200 m. Foi adotado o delineamento em blocos ao acaso em arranjo fatorial 3x2, com quatro repetições. Os tratamentos consistiram em três doses de 04-14-08 no plantio e de sulfato de amônio em cobertura, sendo respectivamente: 2150 kg ha-1 + 200 kg ha-1; 3225 kg ha-1 + 100 kg ha-1; e 4300 kg ha-1 + 0 kg ha-1, com (5000 kg ha-1) ou sem composto orgânico. As doses de 04-14-08 foram calculadas com base na análise de solo e recomendação de 100, 150 e 200% em P2O5 para a cultura da batata, e para a adubação em cobertura, adotou-se respectivamente as doses 40, 20 e 0 kg ha-1 de N e 44, 22 e 0 kg ha-1 de S. A parcela experimental foi composta por quatro fileiras de 3,5 m cada, totalizando 40 plantas. Como parcela útil, foram consideradas as 16 plantas das duas fileiras centrais, excetuando as plantas das extremidades, consideradas bordaduras de cabeceira. O espaçamento foi de 0,35 m entre plantas na fileira e de 0,8 m entre as fileiras. Os dados foram submetidos à análise da variância e as médias foram comparadas pelo teste de Tukey (p < 0,10), utilizando o programa estatístico Sisvar. Nas condições em que o experimento foi conduzido, a alta produtividade comercial de tubérculos (52,4 t ha-1) do clone IAC 2.5 apresentada pelo tratamento com 3225 kg ha-1 de 04-14-08 + 5000 kg ha-1 de composto orgânico no plantio e 100 kg ha-1 de sulfato de amônio em cobertura sugere a importância da complementação da matéria orgânica no aumento da eficiência da adubação mineral. / The study aimed to evaluate the response to total production, marketable production and production by tuber size classes; dry matter content and internal physiological disorders internal brown spot, hollow heart and black heart of potato tubers clone IAC 2.5 subjected to three rates of mineral fertilizers 04-14-08 (N-P2O5- K2O) and ammonium sulphate, supplemented or not with an organic compost trademark Provaso. The trial was conducted from October 2012 to February 2013, at the Research & Development Unity of Agência Paulista de Tecnologia dos Agronegócios (APTA), in Itararé, SP, Brazil (lat. 24º16\'06\'\'S; long. 49º12\'19\'\'W), and altitude of 1200 m. The treatments were arranged in a 3x2 factorial scheme in a completely randomized block design, with four replications. The treatments consisted of three rates of 04-14-08 at planting and ammonium sulphate in dressing fertilization, follow respectively: 2150 kg ha-1 + 200 kg ha-1; 3225 kg ha-1 + 100 kg ha-1; e 4300 kg ha-1 + 0 kg ha-1, with (5000 kg ha-1) or without organic compost. 04-14-08 rates were calculated based on the soil analysis and 100, 150 and 200% on P2O5 recommendation for the potato crop, and for dressing fertilization, was adopted quantities respectively 40, 20 and 0 kg ha-1 of N and 44, 22 and 0 kg ha-1 of S. The experimental plot consisted of four rows of 3.5 m each, for a total of 40 plants. Useful plot was the 16 plants from central rows. The spacing was 0.35 m between plants in the row and 0.8 m between rows. The data were submitted to analysis of variance and treatment means were compared by Tukey test (p < 0,10) using the statistical program Sisvar. Taking in account the conditions in wich the trial was conducted, a high yield of marketable tubers (52.4 t ha-1) for the clone IAC 2.5 by 3225 kg ha-1 of 04-14-08 + 5000 kg ha-1 of organic compost in planting and 100 kg ha-1 of ammonium sulphate in dressing fertilization suggests the importance of organic matter complementing in increasing the efficiency of mineral fertilization.

Esta pesquisa procura identificar e analisar como um modelo de gestão cultural auxilia e potencializa a formação artística, pedagógica e política de um artista ou grupo cooperado, a partir do modelo usado pela Cooperativa Paulista de Teatro, importante organização cultural formada em 1979. A entidade, atualmente, reúne cerca de 800 núcleos e mais de 4.000 associados, respondendo pela maior parte da produção artística teatral do Estado de São Paulo. Pretende-se demonstrar que diferentes aspectos da gestão desta organização impactam diretamente sobre a qualificação, a experimentação e a reflexão do artista, criando condições para o pleno exercício das atividades de seus cooperados, constituindo-se como uma precursora de um modelo macro de gestão cultural no Brasil. / This research aims to identify and analyze how a model of cultural management helps and enhances the artistic, pedagogical and political formation of a cooperative artist or group, based on the model used by Cooperativa Paulista de Teatro, an important cultural organization formed in 1979. The entity, currently, gathers around 800 groups and more than 4.000 associates, accounting for most of the theatrical artistic production of the State of São Paulo. It is intended to demonstrate that different aspects of the management of this organization have a direct impact on the qualification, experimentation and reflection of the artist, creating conditions for the full exercise of the activities of its members, constituting as a precursor of a macro model of cultural management in Brazil.

Esta pesquisa procura identificar e analisar como um modelo de gestão cultural auxilia e potencializa a formação artística, pedagógica e política de um artista ou grupo cooperado, a partir do modelo usado pela Cooperativa Paulista de Teatro, importante organização cultural formada em 1979. A entidade, atualmente, reúne cerca de 800 núcleos e mais de 4.000 associados, respondendo pela maior parte da produção artística teatral do Estado de São Paulo. Pretende-se demonstrar que diferentes aspectos da gestão desta organização impactam diretamente sobre a qualificação, a experimentação e a reflexão do artista, criando condições para o pleno exercício das atividades de seus cooperados, constituindo-se como uma precursora de um modelo macro de gestão cultural no Brasil. / This research aims to identify and analyze how a model of cultural management helps and enhances the artistic, pedagogical and political formation of a cooperative artist or group, based on the model used by Cooperativa Paulista de Teatro, an important cultural organization formed in 1979. The entity, currently, gathers around 800 groups and more than 4.000 associates, accounting for most of the theatrical artistic production of the State of São Paulo. It is intended to demonstrate that different aspects of the management of this organization have a direct impact on the qualification, experimentation and reflection of the artist, creating conditions for the full exercise of the activities of its members, constituting as a precursor of a macro model of cultural management in Brazil.

Os Centros Educacionais Unificados (CEUs) estão localizados em regiões carentes de infraestrutura e de serviços. Os CEUs, situados em diferentes pontos do município de São Paulo, foram implantados no ano de 2003 e estão comprometidos com a proposição e execução de políticas públicas destinadas a atender demandas educacionais, culturais e esportivas. O projeto do CEU prevê uma gestão compartilhada a ser realizada por diversas instâncias. A proposta de uma gestão conduzida a partir da interação entre distintas partes permite refletir sobre a possibilidade de hibridação entre órgãos públicos e sociedade civil. O CEU deveria ser reconhecido como espaço polifônico que privilegia a produção de conhecimento e o protagonismo dos indivíduos; nele os cidadãos devem agir coletivamente, desenhando uma gestão orientada por processos democráticos. Esta pesquisa destina-se a compreender a proposta de gestão dos CEUs e, especialmente, observá-la em terreno prático. Para compreender a complexidade dessa proposta, faz-se um investimento de estudos na gestão cultural do CEU. Esse estudo se direciona rumo a esta empreitada a partir de um mapa conceitual destinado a tratar de questões referentes ao escopo da cultura, somado à análise das diretrizes que orientam o projeto que deu origem ao CEU e à reflexão crítica associada às ideias do sociólogo francês Guy Debord sobre a experiência prática que pode ser acompanhada dentro do setor de cultura que compõe o dispositivo. A gestão do CEU pode ser um primeiro passo para outros mais complexos que extrapolam os limites do dispositivo; no entanto, verifica-se uma série de entraves que adiam essa possibilidade / The Unified Educational Centers (CEUs) are located in regions damaged by lack of access to different services. The CEUs are located at different places in São Paulo. They were established in 2003 and they have been committed to the proposition and execution of public policies to attend educational, cultural and sporting demands. The design provides a shared manager to be held jointly by several instances managed. The proposed management conducted from the interaction betwee different parts may allows us to refer it as a possible possibility of hybridization between social spheres, public agencies and the society. The CEU should be recognized as a polyphonic space that emphasizes learning. There citizens should act collectively drawing a management guided by democratic processes. This research aims to understand the CEU\'s management that have been proposed looking at the practical views. To understand the complexity of this proposal we have to return our gaze to one of the instances that participate on it. That is, in trying to understand the management of the structure, we will invest our studies in cultural management of CEU. This study throws himself towards this endeavor from a conceptual map designed to address issues relating to the scope of culture, coupled with analysis of guidelines that guide the project that gave rise to the CEU, and critical reflection associated with the ideas of sociologist Guy Debord on the practical experience that could be followed within the culture that belongs to the device industry. We conclude that the management of CEU may be a first step to more complex ones that go beyond the limits of the structure and at the same time, we found a number of barriers that delay that possibility

Cultural identity and resource availability aspects in traditional leadership development literature remain understudied, especially among minority populations like Asian immigrants. This study explores the leadership journeys of 24 United States immigrants from China, India and the Philippines using a phenomenological approach, primarily with semi-structured interviews. Experiences of 18 additional immigrant leaders published in popular media were also analyzed. Data from the study reveals that Asian migrants’ roads to leadership in U.S. organizations are heterogeneous and characterized by either linear or nonlinear, overlapping phases of leader development where migrant leaders overcome assimilation challenges and leverage their unique, individual human capital to intersect with organizational level capital in order to enhance their chances of success. Findings suggestive of a relationship between leveraged or suppressed cultural traits and leadership styles are also explored. Drawing from theories rooted in behavioral economics and psychology, the study demonstrates that Asian leader pathways reflect an adaptation process that appears to interact in complex ways with individual, organizational, and societal resources available to them. Theoretical and practical implications are drawn and future research directions are recommended.

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abstract: This dissertation examines the factors related to the success of host country field offices established by international Non-Governmental Organizations (NGOs). Further, this dissertation examines NGO field office mission success in the context of working with foreign host governments and clients. This dissertation is a case of the field offices of The Nature Conservancy in South and Central America. The principal research aim is to identify the primary factors that are related to success of field offices. Success is identified as a multidimensional concept. A conceptual model for success is developed. The conceptual model derived causal factors from the literature and captured categories of variables such as: (1) managerial tactics and techniques dictated by the NGO and adopted by field office leaders; (2) the distance between cultural features of the host country and those of the country of origin of the field office manager and personnel; and, (3) characteristics of the host country government. The dissertation: (1) utilizes a working definition of NGO drawn from the scholarly literature in the field; (2) describes the role of field offices (located in host countries) in the calculus of "home office" goal achievement; (3) discusses the types of "change"--delivery of goods, delivery of services, changes in behavior, changes in norms or attitudes--that field offices may have and how they differ in the challenges they create for field office managers; and, (4) develops a conceptual definition for success. This dissertation is concerned with the factors associated with success in the international NGO's field office. A model of success predictors is tested in this work. The findings suggest that the field offices mission success may be affected by local culture but this was not an issue for the organization studied. Mission success as perceived by the field seems to be a product of organizational culture. The contribution of the research to academic literature is that this study is both an exploratory and descriptive study of how NGO mission is carried out in the field and the impacts of national and organizational culture on mission success. / Dissertation/Thesis / Ph.D. Public Administration 2011

Nowadays, organizations have to deal more and more with cultural diversity concerning their workforce due to globalization. The challenge for these organizations is to manage the cross cultural workforce in an effective way. Therefore, they have to have skills and the necessary knowledge in order to conduct cross cultural management. For this reason, the purpose of this study was to investigate how a cross cultural workforce could be managed effectively. In order to get insights into what differences exist between employees of different cultures, what kind of problems can arise out of these differences and how these problems can be overcome through cross cultural management, a qualitative research approach in form of a case study was conducted. Hereby, interviews with three managers including two head of departments were conducted. These interviews have used the frame of reference as foundation including well-known theories like Hofstede, Inglehart, the eight value orientations, McGregor and some other theories. The statements of the interviews were evaluated and analyzed in order to find answers to the research questions stated in the thesis. The findings of this study show that the management team at LTU is not necessarily focusing on cross cultural differences as the impact is less negative than expected. However, conflicts that still arise do not really seem to have bad consequences at LTU. Therefore, these conflicts can be fixed relatively easy by applying the most important variables connected to encountering cross cultural challenges in the frame of reference. These are: human skills, good communication, creating unity, respect, empathy, body language as well as harnessing differences. Especially the personal attitude as well as the human skills of managers and employees play an essential role.