Nas organizações em todo o mundo, a busca por eficiência, melhoria de processos e consequentemente aumento de retorno financeiro para acionistas e empresários leva os administradores a buscarem alternativas que propiciem resultados positivos ao Negócio e, uma das mais frequentes e importantes, é a redução de pessoal. Independente da razão do projeto de redução de pessoal (reestruturação, downsizing, reengenharia, entre outros) percebeu-se, por meio do referencial bibliográfico e da experiência da autora desta dissertação, executiva da área de Recursos Humanos, que há importantes consequências geradas por estas mudanças de redução nos funcionários que permanecem nas organizações, após as demissões. Neste estudo, não se pretende falar dos funcionários desligados, já que o enfoque foi feito integralmente nos empregados remanescentes nas organizações, após o processo de enxugamento. Para estes \"sobreviventes\" os impactos negativos vão desde sintomas de estresse, instabilidade profissional, alteração do clima organizacional, quebra de contratos psicológicos, busca por novas oportunidades de carreira em outras empresas, entre outros. Contudo, também podem ser observados impactos positivos como crescimento profissional e novas oportunidades dentro da organização. Em função do exposto foi proposta a seguinte questão de pesquisa: Como propor um processo de redução de pessoal, que seja favorável para os funcionários que permanecem nas organizações? Este estudo versa dar enfoque nos funcionários que permanecem nas organizações, após o processo de redução de pessoal e, por meio de pesquisas qualitativas, criar diretrizes que possam amenizar os impactos deste processo de enxugamento junto aos funcionários que permanecem nas companhias, uma vez que eles serão responsáveis pelo bom andamento dos objetivos corporativos, daqui em diante. Para que estas diretrizes fossem estabelecidas, primeiramente, foi feita uma pesquisa por exaustão com profissionais experientes que já haviam passado pelo processo de enxugamento. Com base nas suas observações e no referencial bibliográfico, foi feito um questionário aplicado a 162 executivos, dos quais 100 responderam a 3 perguntas, dentre elas, priorizaram tópicos que devem ser considerados pelas empresas em um projeto de redução de pessoal, para que os colaboradores remanescentes se sintam mais confortáveis ao passar pela situação. Ao analisa-se os resultados da pesquisa de maneira absoluta por meio da correlação de Spearman, chega-se às diretrizes que poderão seguir de guia para organizações que desejem aplicar esta prática no futuro. / In the organizations worldwide, the search for efficiency, processes improvement and consequently the increase of financial results for investors and company owners has driven administrators to search for alternatives to come up with solutions to these positive results to the business. One of the most frequent alternatives is the downsizing. Independently of the reason why companies are downsizing (reengineering, restructuring, decrease of headcount, among others), it was noticed by this author, through extensive bibliography and her own experience as an HR executive, that there are important consequences to the people who remain in the organizations after the termination processes. It is not object of this study to refer to the employees who were dismissed. The focus of this study are the employees who remain in the organizations after the downsizing process. The negative impact for these \"survivors\" are symptoms such as stress, professional instability, negative changes in the organizational engagement, psychological contracts break ups, search for new opportunities in other companies, among others. Nevertheless, it can also be observed positive impacts such as professional growth and new opportunities within the organization. In agreement with what has been exposed so far, the following question for this study has been raised: How to propose a downsizing process, favorable to the employees who remain in the organizations? This study aims to focus on employees who remained in the companies after the downsizing, and, through qualitative surveys, define guidelines that can support to smoothen its the impact, since those who remain will be responsible for the corporate targets for the future. In order these guidelines could be established it was done an exhaustion survey with experienced professionals who had already gone through this experience. According to their observations, e to the bibliographic reference, it was prepared a questionnaire with three questions, applied to 162 executives. Of those 100 answered to the questions, and among these questions, the respondents were able to prioritize what should be considered during a downsizing process; in order, the remaining employees would feel more comfortable with the process. Upon analyzing the results of the survey (absolute and through Spearman correlation), this study comes up with a guide for organizations who wish to have a downsizing in the future.

Nas organizações em todo o mundo, a busca por eficiência, melhoria de processos e consequentemente aumento de retorno financeiro para acionistas e empresários leva os administradores a buscarem alternativas que propiciem resultados positivos ao Negócio e, uma das mais frequentes e importantes, é a redução de pessoal. Independente da razão do projeto de redução de pessoal (reestruturação, downsizing, reengenharia, entre outros) percebeu-se, por meio do referencial bibliográfico e da experiência da autora desta dissertação, executiva da área de Recursos Humanos, que há importantes consequências geradas por estas mudanças de redução nos funcionários que permanecem nas organizações, após as demissões. Neste estudo, não se pretende falar dos funcionários desligados, já que o enfoque foi feito integralmente nos empregados remanescentes nas organizações, após o processo de enxugamento. Para estes \"sobreviventes\" os impactos negativos vão desde sintomas de estresse, instabilidade profissional, alteração do clima organizacional, quebra de contratos psicológicos, busca por novas oportunidades de carreira em outras empresas, entre outros. Contudo, também podem ser observados impactos positivos como crescimento profissional e novas oportunidades dentro da organização. Em função do exposto foi proposta a seguinte questão de pesquisa: Como propor um processo de redução de pessoal, que seja favorável para os funcionários que permanecem nas organizações? Este estudo versa dar enfoque nos funcionários que permanecem nas organizações, após o processo de redução de pessoal e, por meio de pesquisas qualitativas, criar diretrizes que possam amenizar os impactos deste processo de enxugamento junto aos funcionários que permanecem nas companhias, uma vez que eles serão responsáveis pelo bom andamento dos objetivos corporativos, daqui em diante. Para que estas diretrizes fossem estabelecidas, primeiramente, foi feita uma pesquisa por exaustão com profissionais experientes que já haviam passado pelo processo de enxugamento. Com base nas suas observações e no referencial bibliográfico, foi feito um questionário aplicado a 162 executivos, dos quais 100 responderam a 3 perguntas, dentre elas, priorizaram tópicos que devem ser considerados pelas empresas em um projeto de redução de pessoal, para que os colaboradores remanescentes se sintam mais confortáveis ao passar pela situação. Ao analisa-se os resultados da pesquisa de maneira absoluta por meio da correlação de Spearman, chega-se às diretrizes que poderão seguir de guia para organizações que desejem aplicar esta prática no futuro. / In the organizations worldwide, the search for efficiency, processes improvement and consequently the increase of financial results for investors and company owners has driven administrators to search for alternatives to come up with solutions to these positive results to the business. One of the most frequent alternatives is the downsizing. Independently of the reason why companies are downsizing (reengineering, restructuring, decrease of headcount, among others), it was noticed by this author, through extensive bibliography and her own experience as an HR executive, that there are important consequences to the people who remain in the organizations after the termination processes. It is not object of this study to refer to the employees who were dismissed. The focus of this study are the employees who remain in the organizations after the downsizing process. The negative impact for these \"survivors\" are symptoms such as stress, professional instability, negative changes in the organizational engagement, psychological contracts break ups, search for new opportunities in other companies, among others. Nevertheless, it can also be observed positive impacts such as professional growth and new opportunities within the organization. In agreement with what has been exposed so far, the following question for this study has been raised: How to propose a downsizing process, favorable to the employees who remain in the organizations? This study aims to focus on employees who remained in the companies after the downsizing, and, through qualitative surveys, define guidelines that can support to smoothen its the impact, since those who remain will be responsible for the corporate targets for the future. In order these guidelines could be established it was done an exhaustion survey with experienced professionals who had already gone through this experience. According to their observations, e to the bibliographic reference, it was prepared a questionnaire with three questions, applied to 162 executives. Of those 100 answered to the questions, and among these questions, the respondents were able to prioritize what should be considered during a downsizing process; in order, the remaining employees would feel more comfortable with the process. Upon analyzing the results of the survey (absolute and through Spearman correlation), this study comes up with a guide for organizations who wish to have a downsizing in the future.

Made available in DSpace on 2012-09-05T18:23:47Z (GMT). No. of bitstreams: 2 license.txt: 1748 bytes, checksum: 8a4605be74aa9ea9d79846c1fba20a33 (MD5) 187.pdf: 6541588 bytes, checksum: 9b40ac804056c00b7755d05985ed25c6 (MD5) Previous issue date: 2004 / Que mecanismos de filiação social podem ser construídos através da experiência com as sobras? Esta é a pergunta central a ser respondida pela presente tese, cujo foco de investigação encontra-se, assim, nas possibilidades de re-invenção do cotidiano a partir do trabalho com o lixo. Parte-se do pressuposto de que o campo do lixo é cercado de ambigüidades, podendo condenar o catador a um processo perverso de filiação. Entretanto, o enfrentamento destas ambigüidades e a criação de formas alternativas de trabalho podem alterar a situação, propiciando a constituição/reconstituição de uma identidade profissional e um modo qualificado de inserção social, centrado na cidadania. O cotidiano é o espaço de referência da investigação, problematizando-se o eixo trabalho, saúde e vida, considerado de fundamental importância para um diálogo com a complexidade do tema. Nesse contexto os catadores de materiais recicláveis são analisados como indivíduos em processo de filiação/desfiliação, enfatizando-se as condições materiais e simbólicas presentes na experiência com as sobras. Trata-se de uma pesquisa exploratória que recorre ao estudo de casos, combinando diferentes instrumentos de coleta de dados e a perspectiva de olhar, descrever, problematizar e compreender, buscando a ultrapassagem da evidência empírica. Através deste percurso o que se identifica é que o lixo pode deixar de ser um lugar de restos e sobras, sendo re-significado e passando a constituir um lugar de trabalho e vida

P53 est un gène suppresseur de tumeur ubiquitaire qui empêche la prolifération de cellules malignes chez l’humain. En réponse à des dommages à l’ADN ou à des stress cellulaires, p53 entraine l’arrêt du cycle cellulaire et initie la réparation des lésions du génome. Si ces réparations échouent, p53 déclenche alors la mort de la cellule endommagée par apoptose. De plus, p53 présente une forte homologie avec deux autres gènes suppresseurs de tumeur : p63 et p73. Ces trois protéines forment une famille de facteurs de transcription qui protège l’organisme contre le développement de tumeurs. Ce système de défense est enrichi par les multiples isoformes de p53, p63 et p73 dont les rôles sont encore mal décrits. La neutralisation de la fonction de suppression de tumeur de p53, p63 et p73 est un mécanisme clef du développement tumoral auquel participent les mutants hotspots de p53 ainsi que certaines isoformes de p53, p63 et p73 par un effet dominant-négatif. Toutefois, de nombreuses zones d’ombre limitent notre compréhension de ce phénomène. Tout d’abord, l’identification des membres de la famille de p53 impliqués dans l’effet dominant-négatif reste incomplète. Ensuite, les mécanismes responsables de l’effet dominant-négatif sont débattus, suite notamment à l’émergence d’une nouvelle hypothèse impliquant un mécanisme de type prion. Enfin, l’effet dominant-négatif de la famille de p53 pourrait également être mis en cause dans d’autres types de pathologies comme les syndromes développementaux associés à des mutations de p63. Au cours de cette thèse, j’ai étudié l’impact fonctionnel des mutations hotspots de p53 ainsi que celui des principales isoformes de la famille de p53 sur l’activité transcriptionnelle des isoformes actives de p53, p63 et p73. En utilisant comme modèle d’étude un eucaryote simple, la levure S. cerevisiae, nous avons pu démontrer que l’effet dominant-négatif des mutants et isoformes de la famille de p53 repose sur la formation d’hétéro-tétramères entre formes actives et inactives de ces protéines et n’implique pas de mécanisme de type prion. De plus nos travaux ont montré que certains mutants de p53 interfèrent avec les isoformes actives de p63 et p73 par un mécanisme partiellement basé sur la tétramérisation. En outre, nos résultats préliminaires suggèrent que les mutants de p63 impliqués dans les syndromes développementaux EEC, ADULT et NSCL1 exercent également un effet dominant-négatif similaire à celui des mutants de p53. L’identification des mécanismes de l’effet dominant-négatif observé au sein de la famille de p53 permet d’envisager de nouvelles cibles thérapeutiques tant dans les cancers que dans certaines maladies rares du développement humain. / P53 is a ubiquitous tumor suppressor gene that prevents damaged cells from proliferating. Following DNA damage or cellular stress, p53 induces a cell cycle arrest and initiates an attempt to repair the lesions. If the repair fails, p53 triggers the apoptosis of the cell. p53 shares a high homology with two other tumor suppressor genes: p63 and p73. Together they form a family of transcription factors, which are actively protecting the organism from tumor development. This defense network is enriched by multiple N-terminal and C-terminal isoforms of p53, p63 and p73. The loss of p53, p63 and p73 tumor suppression function is a key step of cancer progression. Mutants of p53 and isoforms of p53, p63 and p73 often exhibit a dominant-negative behavior resulting in the loss of p53 tumor suppression activity. However, the extent of the dominant-negative effect within p53 family remains unclear. The mechanisms behind the dominant-negative effect are also debated due to the recent emergence of a prion-like hypothesis. Finally, the dominant-negative effect of p53 family members could be involved in other pathologies such as p63-related developmental syndromes During this PhD, I studied the functional consequences of hotspot mutations of p53 and of the main isoforms of the p53 family on the transcriptional activity of p53, p63 and p73. Using the naïve eukaryotic model S. cerevisiae we have demonstrated that the dominant-negative effect of mutants and isoforms of the p53 family relies on the formation of hetero-tetramers between functional and non-functional members of the family but not on a prion-like mechanism. In addition, certain p53 mutants are able to interfere with p63 and p73 isoforms though a mechanism that is only partially based on tetramerization. Of note, we obtained preliminary results suggesting that mutants of p63, which are involved in EEC, ADULT and NSCL1 developmental syndromes, behave like dominant-negative hotspot mutants of p53. The identification of the mechanisms of the dominant-negative effect occurring within p53 family could lead to new therapeutic targets both in cancer and in rare developmental syndromes.1 EEC : ectrodactyly, ectodermal dysplasia and cleft lip/palate syndrome, ADULT : acro-dermato-ungual-lacrimal-tooth syndrome, NSCL : non-syndromic cleft lip

The study was aimed at investigating challenges hampering mother-tongue education with special reference to Afan Oromo in the Eastern Hararge Zone, the Oromia Regional State, Ethiopia. The study mainly explored the available learning materials and the skilled teachers in mother-tongue education, attitudinal factors, the extent of stakeholders’ support for mother-tongue education, parents’ education and their awareness about education through mother tongue and parent school involvements. In the study, the researcher used a mixed method approach in which both quantitative and qualitative research designs were employed to corroborate the data obtained through one method by using other methods to minimise limitations observed in a single design. In the quantitative design, survey questionnaires were employed. Accordingly, 634 primary school teachers and 134 students were randomly selected and asked to fill the questionnaires. These quantitative data were analysed through the SPSS software and responses were analysed using the percentages and the chi-square. Qualitative data obtained through in-depth interviews and observations were analysed using thematic approaches. Documents on education policy, constitutions of the country and reports of the Ministry of Education of Ethiopia were also consulted and integrated with the analyses of the data. The study generally suggests unless strong political and administrative supports are given and public awareness about the mother tongue use in education and development is created, the effort to make Afan Oromo the language of education, intellectuals and development may remain fruitless. In this respect, all the stakeholders, intellectuals and leaders must work together to overcome challenges and dilemmas that impede the implementation of mother-tongue education. The practical works on the ground should match with the language policy of the country. Popular awareness raising activities and mobilization of the communities should be carried out carefully to involve all the communities / African Languages

The aim of this thesis is to re-examine the history, architecture, and archaeology of Paisley Abbey. Paisley's history must be looked at anew for modern research, especially into the Vatican Archives, has clarified the sequence of events surrounding the abbey. Since the OPUS DEI was the raison d'etre of the monastic life, I have discussed the architecture of the abbey church in chapter II, while the discussion of its cloistral and out-buildings follows in Chapter III. My conjectural reconstructions of different aspects of the church, are important to its architectural history; and close observation of the triforium suggests it was the work of the master mason who designed the nave. On account of the lack of actual archaeological evidence, I have had to reconstruct Paisley's cloistral layout from observations made at other British Cluniac houses. Also, an examination of the windows at Paisley's north aisle suggest that they can only be the work of John Morrow. Church records, and the collections of David Semple, have produced new evidence into the eighteenth and nineteenth century restorations. Also, the collection of papers held at Paisley, together with those of Sir John Stirling Maxwell, explain better the problems emanating from Rowand Anderson's uncompleted restoration.

The aim of this research, carried out at Creswell Crags, Derbyshire, was to investigate the decomposition of small mammal remains in temperate caves, with particular regard to the impact upon the cavernicolous invertebrate community and the cave sediments. The carcasses of laboratory rats were deposited in the threshold, deep threshold and hypogean regions of two caves, on sediments of differing depths layered with markers to assess the extent of bioturbation. Carcasses were covered by wire mesh to exclude vertebrate scavengers. The physical condition of the carcasses, the succession of the carrion community and the diversity of the cavernicolous invertebrates were monitored for a minimum of one year. To investigate the effect of season on decomposition, experiments were begun in both summer and winter. The processes of decomposition observed in this investigation differed considerably from those reported by other authors working on carrion deposited above ground or buried. This is especially true of the rate of carrion consumption by invertebrates which is strongly influenced by abiotic conditions. In the caves, carcasses persisted for much longer than on the surface. Carcasses in the threshold region were rapidly colonised by necrophagous Diptera, whilst the decomposition of those farther underground was initially microbial. The diversity and evenness of the invertebrate community in the threshold region were disrupted by the influx of non-cavernicolous species. In the hypogean region, the over-representation of certain troglophilic species changed the structure of the invertebrate community. These results have been incorporated into a descriptive model, which proposes decomposition pathways for small mammal carrion deposited in the threshold, deep threshold and hypogean region of shallow temperate caves. The activity of arthropods, particulary dipterous larvae, was found to disrupt the sediment beneath carrion to a depth of at least 10 cm, which has implications for cave sediment stratigraphy. A laboratory population of the staphylinid cave beetle Quedius mesomelinus was established to examine its life history and behaviour. It was concluded that the species shows a number of adaptations to cavernicolous life, including a K-selected reproductive strategy.