This project addresses communication issues within a youth development organization, Northern California DeMolay, which endures an annual change in youth leadership. This paper relies on the foundation of research within the field of youth development organizations and incorporates public relations strategies to provide specialized help for the organization. The outcome of this project is a communication plan for Northern California DeMolay developed through research, strategies, and the strategic plan for the organization. The balance of power between youth and adult leadership highlighted in youth development organization research is manifested in the communication plan through the division of responsibility between youth and adult leadership

No description available.

The objective of the study was to explore and to describe the extent to which the SIDO/UNIDO WED Programme had empowered participating women microentrepreneurs in the food-processing sector in Tanzania. The research question was: To what extent have SIDO/UNIDO WED Programme-supported women microentrepreneurs in the food-processing sector been empowered? The justification for the study was that most studies on women's empowerment have been on micro credit-based microenterprises and almost none on entrepreneurship-based ones. Furthermore, there is a very scanty coverage of Africa in women's empowerment research. Theoretical perspectives in gender and gender relations in accordance with the feminist empowerment paradigm as it is influenced by the international women's movement and empowerment guided the study. The study used a cross-sectional and causal-comparative research design. The sample comprised 78 women microentrepreneurs: 39 programme-supported and 39 others constituted a control group. Participation in the SIDO/UNIDO WED Programme was the independent variable. Women's empowerment was the outcome of interest with the following indicators as dependent variables: freedom to use own income; contribution to household income; ownership of assets; involvement in business associations; participation in trade fairs; freedom of movement and awareness of injustice. Measurement of women's empowerment was on three dimensions: economic, socio-cultural and psychological in two arenas: individual/household and community. Qualitative and quantitative primary data were collected using in-depth interviews and questionnaires. A constant comparative approach in qualitative data analysis and discussion was adopted. At first level of quantitative data analysis, descriptive statistical procedures involving cross tabulations and frequency distributions were used.Then chi-square tests and bivariate correlation analysis were performed. The findings indicated that WED Programme-supported women had become empowered in almost all indicators. However, they lacked control over their assets like their counterparts in the control group. The findings on women's freedom of movement show that it is an area where traditional ideologies, as structural factors, are resistant to changes normally influenced by women's income. The majority of interviewees from both categories were of the view that husbands and wives should have equal say in decision making and division of labour between husbands and wives should also be equal. / Development Studies / D. Litt et Phil. (Development Studies)

The objective of the study was to explore and to describe the extent to which the SIDO/UNIDO WED Programme had empowered participating women microentrepreneurs in the food-processing sector in Tanzania. The research question was: To what extent have SIDO/UNIDO WED Programme-supported women microentrepreneurs in the food-processing sector been empowered? The justification for the study was that most studies on women's empowerment have been on micro credit-based microenterprises and almost none on entrepreneurship-based ones. Furthermore, there is a very scanty coverage of Africa in women's empowerment research. Theoretical perspectives in gender and gender relations in accordance with the feminist empowerment paradigm as it is influenced by the international women's movement and empowerment guided the study. The study used a cross-sectional and causal-comparative research design. The sample comprised 78 women microentrepreneurs: 39 programme-supported and 39 others constituted a control group. Participation in the SIDO/UNIDO WED Programme was the independent variable. Women's empowerment was the outcome of interest with the following indicators as dependent variables: freedom to use own income; contribution to household income; ownership of assets; involvement in business associations; participation in trade fairs; freedom of movement and awareness of injustice. Measurement of women's empowerment was on three dimensions: economic, socio-cultural and psychological in two arenas: individual/household and community. Qualitative and quantitative primary data were collected using in-depth interviews and questionnaires. A constant comparative approach in qualitative data analysis and discussion was adopted. At first level of quantitative data analysis, descriptive statistical procedures involving cross tabulations and frequency distributions were used.Then chi-square tests and bivariate correlation analysis were performed. The findings indicated that WED Programme-supported women had become empowered in almost all indicators. However, they lacked control over their assets like their counterparts in the control group. The findings on women's freedom of movement show that it is an area where traditional ideologies, as structural factors, are resistant to changes normally influenced by women's income. The majority of interviewees from both categories were of the view that husbands and wives should have equal say in decision making and division of labour between husbands and wives should also be equal. / Development Studies / D. Litt et Phil. (Development Studies)

Thesis (Ph. D.)--University of South Carolina, 2004. / Includes bibliographical references (leaves 302-319).

O objetivo geral da presente pesquisa foi analisar a organização dos valores relativos ao trabalho de pesquisadores em uma instituição de P&D brasileira, definindo-se a hierarquia desses valores para tais profissionais. Estudos têm evidenciado lacunas em dados empíricos sobre a gestão de pesquisadores em organizações inovadoras, sendo este recurso humano envolvido estritamente com uma crucial estratégia competitiva: a inovação. Através da compreensão dos valores pessoais laborais dos pesquisadores em organizações de P&D, torna-se possível avaliar o que esses profissionais consideram importante em seu ambiente de trabalho, subsidiando conhecimento aos gestores de trabalhadores do conhecimento. Tais achados permitem a discussão de ferramentas de gestão mais adequadas, possibilitando melhorias organizacionais. Assim, após análise de validade de instrumento com o objetivo de medir, levantar e analisar valores relativos ao trabalho (Escala revisada de Valores Relativos ao Trabalho EVT-R) para a amostra estudada, 208 pesquisadores de uma organização de P&D participaram da fase quantitativa deste estudo. A fim de produzir evidências mais consistentes, também foram entrevistados seis pesquisadores de uma das unidades da organização estudada. Por meio de análises estatísticas, os resultados encontrados possibilitaram a compreensão dos valores do trabalho dos pesquisadores, bem como suas prioridades axiológicas laborais, sendo essas definidas pela seguinte sequência: Relações Sociais, Realização Profissional, Estabilidade e Prestígio. Através de análise de conteúdo das entrevistas semiestruturadas foi possível constatar a influência dos valores laborais como norteadores do comportamento dos pesquisadores em seu ambiente de trabalho e enriquecer as evidências encontradas. Finalmente, implicações e limitações do estudo foram levantadas e discutidas. / The main objective of this study was to analyze the structure of the work values of researchers in a Brazilian research and development organization, defining the hierarchy of values for these professionals. Studies have shown gaps in empirical data on the management of researchers in innovative organizations, being this human resource strictly concerned with a crucial competitive strategy: the innovation. Through understanding of the personal work values of the researchers in R&D organizations, it becomes possible to assess what these professionals consider important in their work environment, supporting knowledge to managers of knowledge workers. These findings allow to discuss the most appropriate management tools, enabling organizational improvements. Thus, after analysis of instrument validity in order to measure, analyze and raise work values (Revised Work Values Scale WVS-R) for the sample, 208 researchers from an R&D organization participated in the quantitative phase of this study. In order to produce more consistent evidences, six researchers from an unit of the organization studied were also interviewed. By means of statistical analyzes, the results provided an understanding of the work values of researchers and their work values priorities, defined by the following sequence: Social Relations, Professional Achievement, Stability and Prestige. Through content analysis of semistructured interviews was possible to observe the influence of work values as guiding the behavior of researchers in their workplace and enrich the evidences found. Finally, implications and limitations of the study were raised and discussed.

The use of mercury in artisanal mines is posing serious environmental and human health risks. Marcello Veiga is aiming to introduce global standards to regulate its use.

O objetivo geral da presente pesquisa foi analisar a organização dos valores relativos ao trabalho de pesquisadores em uma instituição de P&D brasileira, definindo-se a hierarquia desses valores para tais profissionais. Estudos têm evidenciado lacunas em dados empíricos sobre a gestão de pesquisadores em organizações inovadoras, sendo este recurso humano envolvido estritamente com uma crucial estratégia competitiva: a inovação. Através da compreensão dos valores pessoais laborais dos pesquisadores em organizações de P&D, torna-se possível avaliar o que esses profissionais consideram importante em seu ambiente de trabalho, subsidiando conhecimento aos gestores de trabalhadores do conhecimento. Tais achados permitem a discussão de ferramentas de gestão mais adequadas, possibilitando melhorias organizacionais. Assim, após análise de validade de instrumento com o objetivo de medir, levantar e analisar valores relativos ao trabalho (Escala revisada de Valores Relativos ao Trabalho EVT-R) para a amostra estudada, 208 pesquisadores de uma organização de P&D participaram da fase quantitativa deste estudo. A fim de produzir evidências mais consistentes, também foram entrevistados seis pesquisadores de uma das unidades da organização estudada. Por meio de análises estatísticas, os resultados encontrados possibilitaram a compreensão dos valores do trabalho dos pesquisadores, bem como suas prioridades axiológicas laborais, sendo essas definidas pela seguinte sequência: Relações Sociais, Realização Profissional, Estabilidade e Prestígio. Através de análise de conteúdo das entrevistas semiestruturadas foi possível constatar a influência dos valores laborais como norteadores do comportamento dos pesquisadores em seu ambiente de trabalho e enriquecer as evidências encontradas. Finalmente, implicações e limitações do estudo foram levantadas e discutidas. / The main objective of this study was to analyze the structure of the work values of researchers in a Brazilian research and development organization, defining the hierarchy of values for these professionals. Studies have shown gaps in empirical data on the management of researchers in innovative organizations, being this human resource strictly concerned with a crucial competitive strategy: the innovation. Through understanding of the personal work values of the researchers in R&D organizations, it becomes possible to assess what these professionals consider important in their work environment, supporting knowledge to managers of knowledge workers. These findings allow to discuss the most appropriate management tools, enabling organizational improvements. Thus, after analysis of instrument validity in order to measure, analyze and raise work values (Revised Work Values Scale WVS-R) for the sample, 208 researchers from an R&D organization participated in the quantitative phase of this study. In order to produce more consistent evidences, six researchers from an unit of the organization studied were also interviewed. By means of statistical analyzes, the results provided an understanding of the work values of researchers and their work values priorities, defined by the following sequence: Social Relations, Professional Achievement, Stability and Prestige. Through content analysis of semistructured interviews was possible to observe the influence of work values as guiding the behavior of researchers in their workplace and enrich the evidences found. Finally, implications and limitations of the study were raised and discussed.

Globalizacijos sukeltas konkurencijos augimas, žinių ekonomikos plėtra iškelia specialistams ir kitiems darbo rinkos atstovams naujus reikalavimus: norėdami išlikti kompetentingi savo srityse jie privalo nuolat gilinti įgytas žinias ir tobulinti profesinius įgūdžius, greitai prisitaikyti prie kintančių darbo veiklos reikalavimų. Šiandien darbdaviai pageidauja, kad įmonėse ir įstaigose dirbtų ne tik aukšto lygio profesionalai bet ir kūrybiški, inteligentiški darbuotojai mokantys pritaikyti savo žinias ir gebėjimus naujuose situacijose, pastebintis problemas, darantys pagrįstus sprendimus, sugebantys orientuotis sudėtinguose socialiniuose santykiuose, gebantys bendrauti ir bendradarbiauti bei besimokantys visą gyvenimą (Žmogiškųjų išteklių plėtros veiksmų programa 2007 – 2013m., 2006). Tyrimo objektas. Švietimo organizacijų vadovų vadybinių kompetencijų raiškos ypatybės. Hipotezė. Šiuolaikinis švietimo įstaigų vadybinių kompetencijų taikymas praktinėje veikloje nepakankamai daro įtaką organizacijų konkurencingumui ir prisitaikymui prie darbo rinkos pokyčių. Tyrimo tikslas. Ištirti švietimo organizacijų vadovų vadybinių kompetencijų raiškos ypatybes skatinant organizacijos konkurencingumą. Tyrimo uždaviniai. 1. Remiantis moksliniais šaltiniais išanalizuoti vadybinių kompetencijų sistemą ir jų turinį. 2. Išanalizuoti žmogiškųjų išteklių plėtrą reglamentuojančius dokumentus ir mokslinę literatūrą. 3. Išsiaiškinti vadybinių kompetencijų modelių taikymą švietimo organizacijos ... [toliau žr. visą tekstą] / Competition caused by globalization, growth and development of economy knowledge brings the new requirements to the professionals and other representatives of the labor market: wanting to remain competent in their own range they must constantly extend acquired knowledge and elaborate professional skills, quickly accommodate to intermittent requirements of business activities. Today employers are requesting for work in enterprises and institutions not only high level professionals but also creative, intelligent employees who are able to apply their knowledge and skills in new situations, noting problems, affecting based choices, able to navigate in a difficult social relationships, able to communicate and collaborate, also lifelong learning (Human Resources Development Operational Program 2007 – 2013, 2006). Examination subject. Managerial competencies expression features of education organizations leaders. Hypothesis. The application of modern educational institutions managerial competencies in practical activities has not been insufficiently influence for the organization’s competitiveness and adaptation to the labor market changes. The aim of examination. To investigate the managerial competencies expression features of education organizations leaders by promoting competitiveness of the organizations. Research tasks. 1. Analyze the system of managerial competencies ant its content according to scientific sources. 2. Analyze the documents and scientific literature of the... [to full text]

Made available in DSpace on 2016-06-02T19:51:28Z (GMT). No. of bitstreams: 1 DissCE.pdf: 4056105 bytes, checksum: 9c25c0c66653e14cd579b9b18d634de5 (MD5) Previous issue date: 2003-02-26 / Within a environment of great changes, one believes that the way how a company produces and transmits the knowledge is essencial to its continuity and it has been under the Knowledge Management point of view that this work analyses the organizational reformulation projects in the Agencias da Caixa Economica Federal, started from the Project 500 and followed by the Net of Processes and the Customers Segmentation Strategic Model. To reach the proposed goal, it has been taken from the literature about the study topic, dimensions and elements enabling a tool structure of analysis to identify possible effective practices of Knowledge Management in the company through methodology systematization applied and reported data analysis. This study analyse how the elements of Knowledge Management are in the innovations occurred in the enterprise during the last years. One may realize that the goal has been achieved and the identified elements were classified as string, moderate and weak by its performance and served of reference to propositions of improvements of knowledge use in the organization. This has been the main contribution of this study for the company with the guidelines of how to generate, codify and transfer the tacit knowledge into explicit one. The former in the researched company is predominant and of high quality, developing a necessity of a trained managerial body with defined attributions and responsibilities to lead the knowledge use in the company through Technology, Processes and People. / Num ambiente de grandes mudanças, acredita-se que a maneira como a empresa gera e transmite o conhecimento é essencial para a sua continuidade e é sob o ponto de vista da Gestão do Conhecimento que este trabalho analisa os projetos de reformulação organizacional nas Agências da Caixa Econômica Federal, iniciados a partir do Projeto 500 e seguidos pela Rede de Processos e o Modelo Estratégico de Segmentação de Clientes. Para atingir o objetivo proposto, foram extraídos da literatura sobre o tema do trabalho, dimensões e elementos capazes de estruturar um modelo de análise para identificar possíveis práticas efetivas de Gestão do Conhecimento na empresa através de uma sistematização da metodologia utilizada e da análise dos dados coletados. Um ponto a se destacar é que este trabalho analisou o quão presentes estão os elementos da Gestão do Conhecimento nas inovações ocorridas na empresa nos últimos anos. Pode-se concluir que o objetivo foi atingido e os elementos identificados foram classificados como fortes, moderados e fracos quanto à sua presença e serviram de referência para proposições de melhorias do uso do conhecimento na organização, tornando-se esta a principal contribuição deste trabalho para a empresa em questão, com indicações de como gerar, codificar e transferir o conhecimento e, principalmente, de como transformar o conhecimento tácito em explícito, já que o conhecimento tácito na empresa pesquisada é predominante e de muita qualidade, destacando-se para isso, a necessidade de um corpo gerencial treinado, com atribuições e responsabilidades definidas para conduzir o uso do conhecimento na empresa através da Tecnologia, dos Processos e das Pessoas.