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Creative leadership as the essential driver of organisational competitive advantage for sustaining the economy of knowledgeSteyn, Colin Samuel January 2008 (has links)
Thesis (D. Tech.) -- Central University of Technology, Free State, 2008 / In the twenty-first century knowledge landscape, companies are compelled to compete in a complex and challenging context, transformed by globalisation, technological development, new applications of knowledge and hyper-competition. This new economic landscape requires organisations to perform differently with their knowledge assets to survive and prosper. It has become crucial for organisations to reinvent themselves through new rubrics of leadership, which essentially requires radical change as post-modern perspectives on the knowledge economy emphasise the fluidity, and immediacy of information exchanges that are leveraged through creativity and innovation as the new future sustainable rent.
Postmodernist contestations of modernist economic and organisational rationalities have successfully activated discourse from diverse audiences and immense contributions to contemporary knowledge-intensive organisational diagnoses have been proffered. A current issue, which urgently enquires into new conceptions of organisational leadership, is regarded as the global knowledge economy. This economy seeks new sources of inspiration and revitalisation within the dynamic, mutable domains of future knowledge competency construction and enactment.
New forms of human capital are now required to manifest tacit and intellectual capacity through exponential creativity and innovation capabilities, rather than explicit production-driven modalities. Therefore, organisations must access this new talent that engages deeply with creative thinking, as they can no longer reproduce themselves within the old traditions of management and control. The need to conjure new aspects of leadership to harness and then transform novel solutions into action should create an environment enabled to validate creativity and innovation as the major building blocks for knowledge transfer and trading.
The purpose of this study is to render solutions for future knowledge-intensive organisations and explore new methodologies where leadership realises the paramount importance to nurture the knowledge worker as the most important source of knowledge creation. This study explores the complex challenges faced by contemporary leadership in grasping future value propositions for advancing knowledge trading and offers suggestions to unlock creativity and innovation for the enhancement of knowledge productivity and the development of supportive managerial effectiveness. It is recommended that leadership requires a profound cultural shift from traditional methods of management that can be best described as control orientated, bureaucratic and autocratic.
These former hierarchical management structures originated in the modernist paradigm of industrial capitalism. In contrast, contemporary knowledge management is defined within the post-modern debate, where authority is diffused throughout the organisation and leadership engages in sufficient reflexivity to facilitate a more effective understanding of the contemporary knowledge worker. Within this postmodern context, fluidity of knowledge-leadership could actively promote the immediacy of creative exchanges as foundational to deliver the future into the present. The findings suggest a new role for leadership acting as coach and innovation facilitator, rather than controller. Furthermore the findings indicate that creative leadership should involve knowledge workers in defining the mission, vision and strategic intent and secure participation in the knowledge philosophy to mould their respective knowledge roles within a supportive culture. The findings indicated that collaboration between knowledge workers and leadership is crucial to establish formal communities of practice. These, as opposed to informal exchanges amongst knowledge workers, are pivotal to the process of continuous reinvention and proffer the shifts that are essential to drive future knowledge competencies. The findings furthermore revealed that communities of practice should be formally encouraged by leadership who diffuses the strategic intent to initiate forums where formal learning and the sharing of skills occur and creativity is continually advanced. The result is the creation of repositories of knowledge and innovation networks within knowledge concomitance required to enhance knowledge performance and ultimately drive sustainable competitive advantage.
The research findings produced novel suggestions to proffer new knowledge-trading opportunities. The recommendations address contemporary leadership to perpetually challenge communities of practice to seek new creative and innovative horisons. This would yield the competencies and capabilities required for improved knowledge performance, based on individual and collective creative contributions. It is imperative for creative leadership to imbibe a new corporate curriculum to embrace the necessary radical innovative approaches required in today’s hyper-competitive economy. The recommendations suggest that the harnessing of creative and innovative potentials of knowledge workers, through the development of the creativity dimensions, namely fluency and elaboration could yield dominant discourse as a central ingredient for collective learning. This, in turn, would propel exponential levels of knowledge productivity, which is the critical component required to drive economic sustainability. Knowledge-leading organisations need to unearth and exploit the economy of knowledge by tapping into subjective experience, creativity and intuitive reflexivity.
This study endeavours to offer a compelling vision of the future and recommends an intelligent organisation of the future that utilises a new corporate curriculum achieved by creative leadership to leverage enhanced managerial effectiveness. Finally, a definition for creative leadership is proposed which promotes innovative awareness, fluency and elaboration through formalised communities of practice to leverage enhanced knowledge productivity by means of knowledge worker empowerment and two-way communication. Creating a high-involvement organisation also involves new choices with respect to organisational design. An effective design would be the entrenchment of an organisational culture where the knowledge worker is accountable for and involved in the future success of the organisation. It is recommended that future leadership can achieve new innovative value propositions by structuring new mental models for increased knowledge productivity. The knowledge concomitance model suggests solutions to manipulate and economise knowledge to produce a transformational fusion of discontinuous innovation, nurturing a new syntagma for future knowledge management practitioners.
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Employee perceptions of project management at the Durban University of TechnologyPerumal, Manoshni 16 October 2012 (has links)
Submitted in fulfillment for the requirements of the Masters
Degree: Human Resources Management, Durban University of Technology, 2012. / Project Management for many years have been conducted using a traditional model with the focus being on time, cost and quality and its overall success on managing the organizations more effectively. Organisations are moving towards the use of a more modernistic approach where the focus is being extended to include cost, time, quality and linked to the strategic objectives, reward and recognition systems and building teams.
The goals of the project must be communicated to all those who are involved in its implementation in order to ensure project success. Project managers who get people to want to do what they want by sharing their purpose, vision, and values also establish emotional and intellectual ties that result in sustained commitment. As the demand for project management increases, so does the use of tools and techniques. Project management offers a very structured approach to managing projects. The success of a project will be determined on the ability of the project manager to plan and develop a project, to implement, monitor and control and evaluate the project progress.
DUT is faced with situation where there is an enormous demand by staff to participate in project management training. Many of these staff are directly involved in project management whilst others have requested this training as part of their capacity building drive.
This study examines the perception of staff members who have attended the project management training with a view to making recommendations on how to improve project management at DUT. It also demonstrates the evaluation of the facilitator, the course content as well as the project management’s relatedness to the demographic profile of the University sample and presents and presents the perceptions of the respondents to the questionnaire.
The method of research was largely quantitative and enabled comparison to be quantified. A self-administered closed-response questionnaire was adapted and used to obtain the information required.
The study further investigated the staff members’ perception on project failure in respect of lack of user involvement, long timescales, failure to track the progress of projects, no formal change control, inadequately training project managers, poor leadership, cultural misalignment, poor planning and inadequate tracking and reporting.
The dissertation makes recommendations on the project management course programme and the critical role of the project manager and the project team.
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Workers participation and workplace forums in the South African contextLoriston, T. D. J. 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 1998. / ENGLISH ABSTRACT: This study was undertaken with the aim to analyse the social significance of the new
Labour Relations Act of the Republic of South Africa, Act 66 of 1995, with special
emphasis on workers participation and the impact of the introduction of statutory
workers participation on the Industrial Relations System. The Act was implemented
on 1 November 1995. The Act provides for the establishment of Workplace Forums.
The objective of the research is to examine the impact of the statutory introduction of
workers' participation on the South African industrial relations system. The first legal
infrastructure of South Africa's industrial relations system was created by the
Industrial Conciliation Act of 1924, later to become The Industrial Conciliation Act
(No 28) of 1956, and to evolve into The Labour Relations Act (No. 28) of 1956 in
1980.
The New Labour Relations Act (No 66) 1995, came into force at the beginning of
1997 with the final passage of The New Constitution 1996.
Whereas the old Act with all its amendments imposed a statutory machinery for the
resolution of conflict stemming from an adversarial relationship, the new Act presents
machinery to the opposite, namely that of deregulation by the State and the
promotion of co-operation. In the drafting of the new Act by a task team over nine
months only, strong attention was given to the advice of German experts, i.e. the
experience of and from a country that led in this particular area after World War II. In
fact, certain principles and mechanisms were literally incorporated into Chapter V.
If it is considered that Germany received a New Constitution in 1949 and deduced
from its Bill of Rights all worker rights in an attempt to transfer the principles of
political democracy into the work situation in the form of "Industrial Democracy" by
enshrining these progressively into the legislation to this effect, a comparison with
South Africa is illuminating.
Similarly to Germany in 1949, South Africa received a new democratic constitution in
1995 in the political sphere with a strong influence on the industrial relations system
and made its first attempt of legislating for workers' participation by means of
ChapterV. / AFRIKAANSE OPSOMMING: Hierdie studie is onderneem met die doel om die sosiale invloed van die nuwe Wet
op Arbeidsverhoudinge, Wet 66 van 1995 na te speur, met spesiale klem op
werkersdeelname en die impak wat die instelling van statutere werkersdeelname op
die arbeidsverhouding sisteem sal he. Die Wet het op 1 November 1995 in werking
getree. Die Wet maak voorsiening vir die skepping van Werkplek Forums.
Die doelwit van hierdie studie is om die invloed van die statutere instelling van
werkplek forums op die Suid-Afrikaanse arbeidsverhoudinge sisteem te ondersoek.
Die eerste statutere infrastruktuur van die Suid-Afrikaanse arbeidsverhoudinge
sisteem is geskep deur die Nywerheidsversoeningswet van 1924, wat later die
Nywerheidsversoeningswet (No 28) van 1956 geword het, en as die Wet op
Arbeidsverhoudinge (No.28) van 1956 in 1980 verander is.
Met die totstandkoming van die Nuwe Grondwet in 1996 en die politieke demokrasie
wat daaruit voortgespruit het, is die Nuwe Arbeidsverhouding Wet (No 66) 1995 aan
die begin van 1997 geimplimenteer.
Die ou Wet het voorsiening gemaak vir geskiloplossing in 'n teenstrydige klimaat. Die
nuwe Wet, daarenteen, maak voorsiening vir deregulering deur die Staat en die
insluiting van 'n kanaal van samewerking in die arbeidsverhoudinge stelsel. Met die
opstel van die nuwe Wet is daar sterk gesteun op die raad van Duitse kenners wat
die nodige ondervinding op hierdie gebied reeds na die Tweede Wereldoorlog in
hulle eie land opgedoen het. Duitsland is immers 'n leier in hierdie veld. Sekere
kernbegrippe en meganismes is feitlik net so in hoofstuk V vervat.
As ons in ag neem dat Duitsland in 1949 'n Nuwe Grondwet ontvang het en dat hulle
van hulle Handves van Menseregte werkersregte afgelei het in 'n poging om die
beginsels van politieke demokrasie na die werkplek oor te dra in die vorm van
"nywerheidsdemokrasie" en dit progressief deur wetgewing te verskans, is 'n
vergelyking met Suid-Afrika insiggewend.
Net soos Duitsland in 1949, het Suid-Afrika ook in 1995 'n Demokratiese Grondwet
ontvang en daarmee saam in die politieke sowel as die arbeidsverhoudinge veld sy
toetrede gemaak tot statutere werkersdeelname deur middel van Hoofstuk V.
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Conceptualisation and measurement of the empowerment of workers : an educational perspectiveAlbertyn, Ruth Meriel 12 1900 (has links)
Annexure is transcription of in-depth interviews. / Dissertation (DPhil) -- Stellenbosch University, 2000. / Bibliography / ENGLISH ABSTRACT: In the era of globalisation, demands for increased productivity and multiple skills present
challenges to adult educators in their role of facilitating empowerment in individuals. The
proposed link between productivity and empowerment has stimulated interest in the concept
by management and there has to be accountability to ensure that the needs of individuals and
organisations are balanced.
The aim of designing a standardised measuring instrument comprised the first phase of this
research. The questionnaire was compiled based on the outcomes of empowerment identified
in the literature on three levels (Micro-level, Interface level and Macro-level). After
exploratory testing, the summated ratings method was applied in order to reduce and
standardise the questionnaire. This instrument was tested for validity and the questionnaire of
61 statements was retained for the experiment.
The experiment was conducted in the second phase to measure the effects of an intervention
on the empowerment of workers. The questionnaire was applied in the Pre-, Post- and Postpost-
test design in eight companies in the Western Cape where the life-skills training
programme FREE TO GROW was implemented. Qualitative data collected identified the
outcomes of empowerment and also validated the measuring instrument. Statistical
procedures applied identified the patterns of empowerment in respondents. The respondents
in the experiment were mainly females and the mean age was 33.9 years. The majority were
Afrikaans and most classified themselves as part of the Coloured ethnic group.
The FREE TO GROW training programme succeeded in achieving the objective of
empowerment because it was found that there was a statistically significant improvement in
the empowerment status of workers both in the short and long term. Most of the total group
was empowered on the Interface level prior to the course and on the Micro-level after the
course and in the long term. The males were more empowered on the Macro-level before the
course, but had increased sustained Interface-level empowerment. The females benefited most
on the Micro-level directly after the course and in the long term. Before the course the
Coloured group was more empowered on the Micro-level compared to the whites, but they benefited most on the Interface level directly after the course. The Coloured group and
females had statistically significant higher scores on the Interface level in the long term.
In terms of the patterns of empowerment, it was found that the Micro-level issues were
dominant prior to the course with a greater spread of perception of the other aspects of
empowerment over time. Before the course, the respondents tended to react to personal and
family issues where no action was needed. They were motivated to achieve their goals and
had a desire for control over aspects affecting them. Directly after the course they had a more
positive view of life, a sense of personal responsibility, and an ability to cope. They were
prepared to take the initiative, were more ambitious and felt confident of their abilities in the
workplace. In the long term their experience of empowerment was more balanced and they
felt good about themselves, were more assertive, able to think critically and more involved in
issues external to themselves.
The measuring instrument designed in this study measured the outcomes of empowerment on
three levels and helped to identify the patterns that emerged over the course of an
intervention. A standardised empowerment questionnaire can increase accountability, assist
in balancing the needs of individuals and management, and can provide insights to
educationalists seeking to empower adults. / AFRIKAANSE OPSOMMING:In die era van globalisering stel die vraag na verhoogde produktiwiteit en veelvuldige
vaardighede groot uitdagings aan opvoedkundiges betrokke by volwassene-onderrig in hul rol
as fasiliteerders van bemagtiging by individue. Die voorgestelde verb and tussen
produktiwiteit en bemagtiging het bestuur se belangstelling in die konsep aangewakker en
toerekenbaarheid is noodsaaklik ten einde te verseker dat die behoeftes van individue en
organisasies in balans is.
Die eerste fase van hierdie navorsing het die ontwerp van 'n gestandaardiseerde
meetinstrument ten doel gehad. Die vraelys is saamgestel op grond van die uitkomste van
bemagtiging op drie vlakke (Mikrovlak, Interpersoonlike-vlak en Makrovlak) soos in die
literatuur geYdentifiseer. Na ondersoekende toetsing is die vraelys verkort en
gestandaardiseer. Hierdie instrument is vir geldigheid getoets en die vraelys van 61 stellings
is vir die eksperiment behou.
In die tweede fase is die eksperiment uitgevoer om die uitwerking van 'n intervensie op die
bemagtiging van werkers te meet. Die vraelys is in die voor- en na-toets en mi die na-toets in
agt maatskappye in die Wes-Kaap toegepas waar die opleidingsprogram In
lewensvaardighede, "FREE TO GROW', geYmplementeer is. Kwalitatiewe data wat
ingesamel is het die resultate van bemagtiging geYdentifiseer en ook die geldigheid van die
meetinstrument bekragtig. Statistiese prosedures wat toegepas is het die bemagtigingspatrone
by respondente geYdentifiseer. Die respondente in die eksperiment was hoofsaaklik vroue en
die gemiddelde ouderdom was 33.9 jaar. Die meeste was Afrikaanssprekend en het hulself as
lede van die Kleurling etniese groep geklassifiseer.
Die "FREE TO GROW' opleidingsprogram het daarin geslaag om die doelwit van
bemagtiging te bereik, omdat daar op kort- en lang termyn 'n statisties beduidende
verbetering in die bemagtigingstatus van werkers gevind is. Die meeste van die totale groep
is voor die kursus op die Interpersoonlike-vlak bemagtig en na die kursus en op die lang
termyn op die Mikrovlak. Die mans is voor die kursus meer op die Makrovlak bemagtig,
maar het groter volgehoue Interpersoonlike-vlak bemagtiging getoon. Die vroue het
onmiddellik na die kursus en op die lang termyn die meeste op die Mikrovlak gebaat. Voor die kursus was die Kleurlinggroep meer op die Mikrovlak bemagtig in vergelyking met die
blankes, maar hulle het onmiddellik na die kursus die meeste op die Interpersoonlike-vlak
gebaat. Die Kleurlinggroep en die vroue het op lang termyn statisties beduidend hoer tellings
op die Interpersoonlike-vlak behaal.
Wat bemagtigingpatrone betref, is bevind dat die Mikrovlak-kwessies voor die kursus
oorheersend was, met 'n groter verspreiding van persepsie van die ander aspekte van
bemagtiging oor tyd. Voor die kursus was die respondente geneig om op persoonlike en
gesinsaangeleenthede te reageer wat geen aksies vereis het nie. Hulle was gemotiveer om hul
doelwitte te bereik en het beheer verlang oor aspekte wat hulle geraak het. Onmiddellik na
die kursus het hulle 'n meer positiewe uitkyk op die lewe en 'n persoonlike
verantwoordelikheidsin gehad, en getoon dat hulle probleme kon hanteer. Hulle was bereid
om die insiatief te neem, was meer ambisieus en het vertroue gehad in hul vermoens in die
werkplek. Op die lang termyn was hul ervaring van bemagtiging meer gebalanseerd en hulle
het goed gevoel oor hulself, was meer assertief, in staat tot kritiese denke en meer betrokke by
aangeleenthede buite hulself.
Die meetinstrument wat in hierdie studie ontwerp is, het die uitkoms van bemagtiging op drie
vlakke gemeet en gehelp om die patrone wat oor die verloop van 'n intervensie na yore
gekom het, te identifiseer. 'n Gestandaardiseerde bemagtigingsvraelys kan toerekenbaarheid
verhoog, help om die behoeftes van individue en bestuur te balanseer, en insig bied aan
opvoedkundiges wat poog om volwassenes te bemagtig.
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Enterprise restructuring and its determinants : evidence from three Algerian privatised enterprisesZerrouki, Houria January 2010 (has links)
Our understanding of enterprise restructuring in a transition context is predominantly drawn from the ex-communist countries of Europe. Those countries have their own cultural values, social structures, were subject to the Soviet political and economic managemet styles and had their own political and economic reasons to move to the free market system. Without doubt, these factors had influenced their enterprise restructuring and its determinants. Given this influence, our understanding of enterprise restructuring and its determinants can be considered limited especially when one takes into consideration the fact that mnay developing countries with centrally planned economic systems had moved to the free market system almost at the same time as the ex-communist countries. Very important, the restructuring behaviour of their state and privatised enterprises and the determinants of their behaviour have been neglected by researchers. This neglect was, indeed, a stimulus to carry out a research study on enterprise restructuring and its determinants in Algeria. The aim of this research study was to develop an understanding of the kind of restructuring taking place in the state enterprises slated for privatisation in Algeria and the factors that stimulated or hindered their restructuring from 1990 to 2005. Algeria is a country that combines a mixture of historical backgrounds. It has a history of more than one hundred years of French colonial rule and has a deep rooted link with the Arab and Islamic cultures. It is also a country which had followed, after gaining independence from the colonial rule in 1962, its own style of socialism where the private sector,in light manufacturing and some service industries, was tolerated and workers of the state-owned enterprise were given the power to share the decision makings with management. More significantly, Algerial was and still is a country where almost 90 percent of its foreign revenues come from hydrocarbons export. Its move to the free market in 1989 came as a result of the sharp drop in the price of oil and therefore a sharp decrease in its foreign revenues. It was a move imposed by the IMF in return for the extension of its debts repayment and the provision of fresh loans. With these socio-cultural, political and economic characteristics of Algeria, it was expected that the restructuring behaviour of the enterprises under investigation and the determinants of this behaviour would exhibit some differences from those experienced in the transition countries of Europe. The investigation was carried out on three enterprises operating in different industries: Saidal in pharmaceuticals, the SNVI in heavy vehicles and Eriad Alger in wheat processing and manufacturing. The data was collected and analysed using qualitative and quantitative research strategies. Semi-structured and unstructured interviews were used to collect data on the restructuring actions and their determinants. They were carried out with senior managers at the head offices, divisions and functional departments of the enterprises; managers at the trade union (UGTA); managers at one state-owned consultancy organisation called CNAT; managers at the ministry of industry; two visiting managers at the trade union (UGTA); and a small number of workers of the three enterprises under investigation. A survey using a self-completion questionnaire was also used to investigate the characteristics of the top management teams of the three enterprises. Primary documents such as state, private company and media reports and secondary document such as journal articles and books were also used. The findings drawn from the study reveal that Saidal was the only enterprise that restructured effectively despite the strong competition in its market. This was possible through the determination of Saidal's president general manager and his top management team to restructure and through the enterprise partnership with many multinational firms. The findings also indicate that controllable and uncontrollable factors had significant impact on the restructuring behaviour of the three enterprises. The controllable factors were the corporatisation of the state enterprise and the underdevelopment of the institutional environment. Corporatisation was an important incentive that encouraged effective restructuring but this was possible only when the enterprise was financially healthy, as was the case with Saidal. The financial autonomy of Saidal reduced the intervention of the government administration in its internal affairs. Government intervention was strong when the enterprise was perceived by the government as strategically important, as was the case with the SNVI, or when the government intended to totally privatise the enterprise, as was the case with Eriad Alger. The underdevelopment of the institutional environment, especially corruption, the shortage of technical skills and the lack of adequate market information hampered competition and slowed down effective restructuring. The uncontrollable factors were the trend in the market and the cultural values. The growing market for pharmaceuticals in Algeria was a stimulus for attracting foreign investment in Saidal which consequently encouraged effective restructuring. As for the cultural values, the family and friendship ties, the social responsibility stemming from religious belief, the regional belonging and the legacy of French colonial rule in Algeria played a significant role in the selection and recruitment of managers and workers, in slowing down the progress of shedding workers surplus and in slowing down foreign participation in privatisation. Future research on enterprise restructuring and its determinants in Algeria should be carried out on a larger sample of enterprises with different ownership using quantitative and qualitative research strategies. Research should also explore enterprise restructuring and its determinants in other developing countries which moved to the free market system and in countries which share similar cultural and social structures with Algeria. It is time for researchers to move away from exploring effective and ineffective enterprise restructuring and concentrate more on exploring how partnership with foreign firms, the shortage of technicla skills, the lack of market information and the cultural values, be it religious beliefs, customs of the legacy of colonialism, affect the restructuring behaviour of state, privatised and private enterprises and the determinants of this behaviour.
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A intervenção do Estado no domínio econômico e a participação dos empregados por produtividade nas empresas inovadorasSilva, Thiago de Carvalho e Silva e 08 March 2018 (has links)
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Previous issue date: 2018-03-08 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / Due to a specific normative provision stipulated by the 1988 Federal Constitution, it is
incumbent on the State to foster the promotion and encouragement of innovation in the
companies. The state action in this procedure is tantamount to State intervention in the
economic domain, through induction, through the use of tools that stimulate company
innovation. This intervention must be of an exceptional character and always directed to
reaching certain fundamental goals duly stipulated in the legal system. As for the scientific,
technological and innovative development, there is also a constitutional norm stipulating that
the legislation shall support and stimulate companies that invest in research, in the creation of
a technology appropriate to the country and in the training and improvement of human
resources, and that they set in place remuneration systems allowing the sharing of economic
gains resulting from employees´ productivity who is working in the area. Therefore, as legally
stipulated, the sharing of incentives to innovation by companies necessarily depends on
establishing the participation of employees in the profits deriving from such innovation, which
must be done by means of payment of innovation productivity premium (IPP). Payments to
employees made as a result of this participation shall deserve a favorable treatment by the tax
and social welfare systems, according to the legislation / Por expressa disposição normativa prevista na Constituição Federal de 1988, o Estado deve
promover e incentivar a inovação nas empresas. A ação estatal neste processo configura
intervenção do Estado no domínio econômico, por indução, mediante o uso dos instrumentos
jurídicos específicos de apoio e estímulo à inovação previstos em lei. Essa ação estatal, de
caráter excepcional, deve ser sempre direcionada para o alcance de certos objetivos
fundamentais devidamente inscritos no próprio ordenamento jurídico. No tocante ao
desenvolvimento científico, tecnológico e inovação há norma constitucional determinando que
a lei apoiará e estimulará as empresas que invistam em pesquisa, criação de tecnologia adequada
ao país, formação e aperfeiçoamento de recursos humanos e que pratiquem sistemas de
remuneração que permitam o compartilhamento dos ganhos econômicos resultantes da
produtividade dos empregados envolvidos no processo de inovação. Portanto, a fruição pelas
empresas dos estímulos legalmente previstos à inovação implica constituição de direito de
participação dos empregados nos frutos da inovação, o que deve ser feito mediante pagamento
de participação por produtividade em inovação (PPI). Os pagamentos feitos a esse título terão
tratamento fiscal e previdenciário favorecido, nos termos da lei
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Do empoderamento da representação direta dos trabalhadoresBaltazar, Vanessa Anitablian 15 December 2017 (has links)
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Previous issue date: 2017-12-15 / The present dissertation has as main objective the
development of a study on the direct representation of the workers,
prescribed in article 11 of the Brazilian Constitution, both in society
and in the work environment, addressing the social relevance of
worker consciousness as a salutary measure in the improvement of
labor relations.
We bring models such as self-management and comanagement
or democratic management, which deals with a
differentiated format in which the collective of workers take part in
the decision-making of the company.
We delimit the prerogatives of each representative body
in order to shape a peaceful relationship between unions and direct
representation bodies.
We demonstrate the modulation of ILO Convention n.
135, ratified by Brazil, and Recommendations ns. 143 and 130, on
workers representation.
We analyze the treatment of the issue in comparative
law, bringing to the fore the regulation of direct representation of
the French, Portuguese and Chilean legal systems.
We present a comprehensive study on the legislative
and jurisprudential evolution of direct representation in Brazil,
emphasizing the peculiarities of the respective institutions in
Brazilian legislation.
Finally, we bring the importance of direct representation
as a fundamental right of the worker, with a focus on legal and
constitutional provisions, as well as propose a model of effective
functioning of the institute / A presente dissertação tem como objetivo primordial
desenvolver um estudo sobre a representação direta dos
trabalhadores, prevista no art. 11 da Constituição brasileira, tanto
na sociedade quanto no ambiente laboral, abordando a relevância
social da consciência operária como medida salutar na melhora
das relações laborais.
Trazemos modelos como o de autogestão e de co-gestão
ou gestão democrática, que tratam de um formato diferenciado em
que o coletivo de trabalhadores tomam parte na tomada das
decisões da empresa.
Situamos as prerrogativas de cada órgão representativo
de forma a moldar uma relação pacíf ica entre sindicatos e órgãos
de representação direta.
Demonstramos a modulação da Convenção OIT n. 135,
ratificada pelo Brasil, e das Recomendações n. 143 e 130, sobre a
representação dos trabalhadores.
Analisamos o tratamento da temática no direito
comparado, trazendo à tona a organização laboral da
representação direta dos sistemas jurídicos francês, português e
chileno.
Retratamos num estudo abrangente sobre a evolução
legislativa e jurisprudencial da representação direta no Brasil,
dando ênfase às peculiaridades das instituições respectivas na
legislação brasileira.
Por fim, trazemos a importância da representação direta
como direito fundamental do trabalhador, com fulcro nas
disposições legais e constitucionais, bem como propor um modelo
de funcionamento efetivo ao instituto
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A qualitative study of commitment in the workplace during a period of radical changeSchmuttermaier, John R. (John Richard), 1958- January 2002 (has links)
Abstract not available
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Self-employed nurse entrepreneurs expanding the realm of nursing practice: a journey of discoveryWilson, Anne, 1953 Apr. 24- January 2003 (has links)
Includes bibliographical references. Electronic publication: Full text available in PDF format; abstract in HTML format. Private practice as a career option for nurses has been slowly increasing since the 1980's. However, the reasons for this development have not been fully investigated so that it can be understood and placed within the changing contexts of health care and health services. The expansion and extension of nurses' roles is a contemporary topic in health care reform and therefore one that deserves investigation. The aims of this study were to develop a theory on private practice nursing and to describe the characteristics and work of the self-employed nurse in Australia. Electronic reproduction.[Australia] :Australian Digital Theses Program,2001.xvii, 350 leaves : ill. (some col.) ; 30 cm.
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Self-employed nurse entrepreneurs expanding the realm of nursing practice: a journey of discoveryWilson, Anne, 1953 Apr. 24- January 2003 (has links) (PDF)
"March 2003." Includes bibliographical references (leaves 340-350). Aims to develop a theory on private practice nursing and to describe the characteristics and work of the self-employed nurse in Australia. Enables nurses to provide direct information on being self-employed and enhances the profession's ability to articulate about this area of nursing. Results suggest that private practice nursing can contribute effectively to broadening the range of primary health services available to the population and to addressing the issues of retention and recruitment of nurses. Self-employed nurse entrepreneurs push the boundaries of the profession and expand the realm of nursing practice.
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