Submitted by Jorge Silva (jorgelmsilva@ufrrj.br) on 2018-11-27T16:27:56Z No. of bitstreams: 1 2017 - Adriana Penha.pdf: 2734823 bytes, checksum: 82cb01face559eaae8aff1afe55b3311 (MD5) / Made available in DSpace on 2018-11-27T16:27:56Z (GMT). No. of bitstreams: 1 2017 - Adriana Penha.pdf: 2734823 bytes, checksum: 82cb01face559eaae8aff1afe55b3311 (MD5) Previous issue date: 2017-05-25 / The conceptions about work and career have been suffering changes through time, as an answer to other changes brought by globalization, development of new technologies, global political scenario and to the human relations in organizations. Changes that reflect themselves in the work relations and on the meaning given by individuals to their work and career under the influence of their personal life experiences. In this context the employee becomes to be responsible for career management, according to how he perceives his own career and work, influencing on its management. Understanding how individuals perceive global work and career scenario is necessary to an effective reflection of organization actions over their professionals, and it allows alignment of expectations and perceptions in the employee-employer relationship. Since these expectations are not aligned and the promises made are not fulfilled, the perception of it is a breach of the psychological contract. The present research sought to identify the meaning attributed to work and it?s own careers, by the Social Security and Future Assistance Foundation (FPAF) employees, a closed supplementary pension entity. For this purpose, a data survey was carried out through interviews supported by the technique of drawing construction and semi-structured script, analyzed through phenomenography and inductive analysis. The outcomes indicate that the sense of work presents itself as a positive conception, assuming meanings of pleasure, subsistence, focus on individuals and society. With respect to the meaning attributed to career in FPAF, the vertical ascension concept is adopted, however, in practice it is only realised as a function (set of activities), with lack of recognition and appreciation, but without causing company layoffs once FAP?s guarantee of permanence is supported by the stability and security provided by the organization. Achieved results can subsidise company responsible personnel to drive actions and human resources in an appropriate manner to their reality regarding people's management, and not only been restrict to actions of just one Legal department. Despite of implementation of it?s Career and Compensation Plan in 2011, the expectation generated among employees was not been met, revealing a breach of the psychological contract. Results still point that despite of employees assign a positive conception of work, when it realises itself as a career in PFAF, they are dissatisfied how it is presented in the company. Thus maintaining, both sides, a satisfactorily minimum performance: There is no professional development, but there are also no layoffs. It is recommended that FPAP rethink it?s management practices related to employees career management and practical applicability level of current Career and Compensation Plan to reflect a career path beyond the traditional bureaucratic one that corresponds to an organizational scenario, stable and economically predictable that restricts employees to hold office and carry out its functions without perspectives of any professional development. / As concep??es sobre trabalho e carreira v?m sofrendo altera??es ao longo do tempo, em resposta ?s mudan?as advindas da globaliza??o, do surgimento de novas tecnologias, do cen?rio pol?tico mundial e das rela??es humanas nas organiza??es. Mudan?as que se refletem nas rela??es de trabalho e no sentido que os indiv?duos influenciados pelas suas viv?ncias pessoais atribuem ao trabalho e a sua carreira. Nesse contexto a responsabilidade da gest?o da carreira passa a ser tamb?m do empregado, de acordo com a forma como ele percebe o trabalho e a pr?pria carreira, influenciando no gerenciamento da mesma. Compreender como os indiv?duos percebem esse cen?rio do mundo do trabalho e da carreira ? necess?rio para que as a??es da organiza??o efetivamente tenham reflexo nos seus profissionais, e se propicie um alinhamento de expectativas e percep??es na rela??o empregado-empregador. Pois quando essas expectativas n?o est?o alinhadas e as promessas realizadas n?o s?o concretizadas, se percebe como uma quebra do contrato psicol?gico. A presente pesquisa buscou identificar o sentido do trabalho, atribu?do pelos empregados da Funda??o de Previd?ncia e Assist?ncia Futuro - FPAF, e o sentido atribu?do ? sua carreira na pr?pria empresa, uma Entidade Fechada de Previd?ncia Complementar. Para tanto, foi realizado levantamento de dados por meio de entrevistas apoiadas pela t?cnica da constru??o de desenhos e roteiro semi-estruturado, analisados por meio da fenomenografia e an?lise indutiva. Os resultados apontam que o sentido do trabalho se apresenta com concep??o positiva, assumindo os sentidos de prazer, subsist?ncia, foco no indiv?duo e na sociedade. Em rela??o ao sentido atribu?do a carreira na FPAF, a mesma assumiu o sentido de ascens?o vertical que na pr?tica se concretiza apenas como fun??o (conjunto de atividades), com aus?ncia de reconhecimento e valoriza??o, mas sem provocar desligamento da empresa pois, a perman?ncia na FPAF se respalda pela estabilidade e seguran?a que a empresa proporciona. Os resultados obtidos podem subsidiar os respons?veis da empresa para direcionar suas a??es de recursos humanos de maneira pertinente ? sua realidade no que tange a gest?o de pessoas, e n?o apenas se restringir a a??es de apenas um departamento pessoal. Apesar da implanta??o, no ano de 2011, do seu Plano de Carreira e Remunera??o, as expectativas geradas nos empregados n?o foram cumpridas se revelando uma quebra do contrato psicol?gico. Os resultados apontam ainda que apesar dos empregados atribu?rem ao trabalho um sentido positivo, quando o mesmo se materializa como carreira na FPAF, encontram-se insatisfeitos pela maneira como a carreira se apresenta na empresa. Se mantendo assim, por ambas as partes, um desempenho m?nimo satisfat?rio: n?o se tem desenvolvimento profissional, mas tamb?m n?o se tem desligamento. Recomenda-se que na FPAF se repense suas pr?ticas de gest?o referentes ao gerenciamento da carreira dos seus empregados e o n?vel de aplicabilidade pr?tica do vigente Plano de Carreira e Remunera??o para refletir trajet?rias de carreira al?m da tradicional burocr?tica correspondente a cen?rios organizacionais, econ?micos previs?veis e est?veis e restringe seus empregados a ocupar cargos e realizar fun??es sem perspectivas de desenvolvimento profissional.

The main subject of this diploma thesis is elaboration of construction and technological preparation for the main structure of the Smart Light shop in Bratislava. For main structure has been processed time schedule of the construction, single item budget, machine configuration design, drawing of building site, coordination situation of the building with connection to the infrastructure, safety and health protection during work on building site. Part of the thesis is processing study of main construction technological parts. Diploma thesis in technological prescript focuses on implementation of floor structure with cast epoxy walking surface. There has been elaborated testing and quality plan of this technological part. Additional chapter approximates built-in technology – cooling ceiling structure. For elaboration of this diploma thesis were used programs AutoCAD, CONTEC, BuildPowerS, Microsoft Excel, Microsoft Word.