Submitted by JOSIANE SANTOS DE OLIVEIRA (josianeso) on 2018-03-19T13:59:09Z No. of bitstreams: 1 Rafael Luis Pessin_.pdf: 1184466 bytes, checksum: 307bcbdb1ab9e507b1ea5194d0187822 (MD5) / Made available in DSpace on 2018-03-19T13:59:09Z (GMT). No. of bitstreams: 1 Rafael Luis Pessin_.pdf: 1184466 bytes, checksum: 307bcbdb1ab9e507b1ea5194d0187822 (MD5) Previous issue date: 2017-12-19 / CAPES - Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / PROSUP - Programa de Suporte à Pós-Gradução de Instituições de Ensino Particulares / Nos últimos anos, a prática de remuneração por desempenho (RPD) tem despertado particular interesse dos clubes brasileiros de futebol e relativo destaque na mídia especializada do país. Inspirada nos modelos de remuneração executiva e motivada pelos cases de sucesso do futebol europeu, a RPD foi adotada no Brasil como forma de mitigar problemas econômico-financeiros e esportivos. No entanto, embora considerada uma solução viável e até mesmo adequada para muitas organizações e clubes pelo mundo, a sua adoção no país tem sofrido resistência. Apoiado neste problema, o presente estudo questionou a extensão na qual a RPD estaria efetivamente adequada aos clubes e atletas brasileiros. Para isto, buscou analisar se a estrutura da remuneração por desempenho no futebol brasileiro é consistente com os valores da cultura nacional. Cinco proposições teóricas foram desenvolvidas para nortear as discussões, sendo estas examinadas através de uma abordagem integrativa mediante a combinação de métodos quantitativos e qualitativos. Na etapa quantitativa, um levantamento (survey) de caráter exploratório foi efetivado com executivos de futebol afiliados a Associação Brasileira de Executivos de Futebol (ABEX). Na etapa qualitativa, quatro entrevistas foram realizadas como forma de aprofundar os resultados. As evidências possibilitaram a confirmação efetiva de apenas duas das cinco proposições. Apesar disto sugerir a suposta inadequação da prática, os elementos conflitantes aos valores brasileiros puderam ser justificados de um ponto de vista cultural. Os clubes parecem ter ajustado os diferentes componentes que integram a RPD aos valores culturais do país. Logo, inferiu-se estar adequada a prática ao futebol brasileiro. Especial destaque pode ser dado às remunerações individuais. Incentivos baseados em metas de atuação, embora de cunho individual, parecem reforçar os valores culturais do país, enquanto incentivos baseados em ações individuais (gols e assistências), apesar de amplamente utilizados no futebol europeu, contrariam os valores brasileiros. Duas reflexões foram sugeridas a partir destas conclusões. Primeiramente, as resistências inicialmente mencionadas não aparentam estar vinculadas à RPD, mas sim, a sua estruturação a partir das ações individuais dos jogadores. Em segundo lugar, diferenças culturais ensejam diferenças nas práticas de gestão. / In recent years, pay for performance has aroused particular interest from Brazilian soccer clubs and relative attention from the media. Inspired by executive compensation models and motivated by European soccer success cases, pay for performance was adopted in Brazil as a way to mitigate economic, financial and sports problems. However, while considered a viable and even suitable solution for many organizations and clubs around the world, its adoption in the country has been resisted. Based on this problem, the present study questioned the extent to which pay for performance would be effectively suitable for Brazilian clubs and athletes. It sought to analyze wheter pay for performance structure in the Brazilian soccer is consistente with the values of the national culture. Five theoretical propositions were developed to guide the discussions, examined through an integrative approach by a mix of quantitative and qualitative methods. In the quantitative stage, an exploratory survey was carried out with 35 soccer executives affiliated to the Brazilian Association of Soccer Executives (ABEX). In the qualitative step, four interviews were conducted as a way to deepen the results found in the previous stage. The evidence presented along these stages enabled the validation of only two of the five theoretical assumptions. Although these results suggest a supposed pay for performance inadequacy, the conflicting elements could be justified from a cultural point of view. Clubs, in general, seem to have adjusted the different pay for performance components to the brazilian cultural values. Therefore, this study inferred that pay for performance is appropriate to the Brazilian soccer. Particular emphasis can be given to individual compensations. Incentives based on performance goals, although of an individual nature, seem to reinforce the brazilian cultural values, while incentives based on individual actions (goals and assists), although widely spread in European soccer, contradict the brazilian collectivist values. Two reflections were suggested from these conclusions. Firstly, the resistances initially mentioned do not appear to be related to pay for performance, but rather to their structuring from the players' individual actions. Second, cultural differences lead to differences in management practices.

In 2007 nonprofits became eligible to apply for the Malcolm Baldrige National Quality Award (MBNQA) and the state-level Baldrige-based Texas Award for Performance Excellence (TAPE). There exists minimal research on quality management frameworks to guide performance excellence in nonprofits and there is a lack of understanding regarding the applicability and utility of the MBNQA and TAPE Criteria as a framework for performance excellence for nonprofit organizations. This study looks at how one nonprofit organization deployed the TAPE Criteria framework across the organization and the extent to which organizational learning resulted and was integrated across the organization. The qualitative case study utilized naturalistic inquiry methodology to chronicle situational themes and relationships that emerged during the organization's year-long process of preparing an application for the TAPE. The study took place in a natural setting and the researcher was immersed in the organization's experience as a participant-observer assisting with developing the application. Data collection methods included direct observation, interviews, and document analysis. The case study approach provided a context and perspective for other nonprofit entities seeking to assess and improve performance. The TAPE Criteria framework is a systematic and structured approach to improving performance excellence and its methodologies are repeatable and based on facts and data. Leaders recognized the value of assessing the organization's current condition in a holistic manner, yet they distinguished and used only those parts of the Criteria that they found meaningful and effective. Leadership viewed the TAPE Criteria in light of how it could support its mission success, rather than supplanting management practices that had historically achieved organizational goals that met or exceeded customer needs and expectations. The results of the study are relevant and may assist nonprofit executives and administrators in applying and utilizing Baldrige-based improvement methodologies. The information gleaned from the study will help administrators of the TAPE to improve the usefulness and functionality of the framework across all business arenas. TAPE administrators should benefit from the research as it provides information on how individuals experienced and learned the taxonomy of the framework.

This thesis presents a challenge to policy initiatives that presume that patient-centered care will reduce racial disparities in health. Data from the Medical Expenditure Panel Survey were used to test patient assessment of provider behavior defined as patient-centered care according to the National Health Disparities Report of the Agency for Healthcare Research and Quality of the Department of Health and Human Services. Results indicated patient-centered care improves self-rated health status, but blacks still report worse health status than whites experiencing comparable patient-centered care. Further, black-white differences in patient-centered care had no affect on health status. Rival theories of black-white differences in health, including social class and health literacy, provided better explanations of disparities than assessment of provider behaviors. These findings suggest that policies designed to financially incentivize patient-centered care practices by providers should be considered with caution. While patient-centered care is better quality care, financial incentives could have a negative effect on minority health if providers are deterred from practices that serve disproportionate numbers of poor and less literate patients and their families. Measurement of the concept of patient-centered care in future health disparities research was also discussed.

In 2013, Medicare launched the Bundled Payments for Care Improvement (BPCI) Initiative which linked payments for multiple services for a complete episode of patient care. With this innovative reimbursement model, hospitals accepted fixed target payments for certain types of clinical diagnoses that were intended to support better care coordination and better outcomes for patients at lower cost to Medicare. This was one of many programs aimed at addressing the serious challenges facing United States healthcare, including costs that are skyrocketing to unsustainable levels and lack of coordination of care across venues. Preliminary Medicare results showed that bundled payments might lead to lower costs and higher quality of care, however, this idea comes from a relatively small sample size and limited run time of the program. This study examined one large community hospital in the southeast part of the United States participating in the BPCI Initiative. Patient level data was retrospectively analyzed using statistical techniques to determine if financial, operational and clinical outcomes improved as result of the BPCI program compared to similar patient data before the program. The results were mixed. Financial outcomes did not change significantly, and remained higher than the CMS targets. Length of stay decreased significantly, as anticipated. The 30-day readmissions was statistically unchanged. This study illuminated both challenges and strategies in implementing bundled payments to achieve positive financial, operational, and clinical outcomes.

Principal-Agent Theory has been used by researchers to understand relationships among different professional groups and explain contractual arrangements and performance management between organisations. Use of principal-agent theory in research within primary care is limited. This study uses the principal-agent theoretical framework to attain a better understanding of performance management in primary care. The relationship between managers and primary care clinicians is explored. The study uses the main theoretical assumptions of information asymmetry and goal alignment to explain the findings. Case study methodology was used to explore the research question. Purposive sampling techniques using the following datasets were used to select participants: practice size; percentage South Asian population; levels of deprivation; and relative performance on selected national productivity performance indicators. Managers were selected based on their corporate responsibility for organisational performance or role in performance management within the organisation. Twenty six formal recorded interviews were carried out with various directors, managers and clinicians across NHS East Lancashire and NHS North West. Interviews were transcribed and organised using NVIVO 8 software and analysed using matrix analysis techniques. There is confusion between performance measurement and performance management. The terms are often used interchangeably. The NHS tends to focus on things that are easy to measure at the risk of omitting important aspects of care that are more difficult to capture. Soft performance intelligence such as: training, multidisciplinary teamwork, communication and shared vision are just as important as tangible metrics. Three primary care performance management systems emerged from the findings: The Quality and Outcomes Framework (QOF), the Practice Development Framework (PDF) and the Better Care Better Value (BCBV) Productivity Performance Framework. Performance indicators do not always reflect quality outcomes. This can lead to poorer outcomes for patients especially if dependent on incentives. The study addresses the research question through analysis of the following themes: Understanding performance management; Use of performance management systems; and Barriers to performance management in primary care. A common understanding of performance management is required across all stakeholders. Clear, strategic direction and consistent interpretation of organisational objectives at all levels is essential to achieve goal alignment. Soft intelligence and qualitative measures need to be considered as well as tangible metrics. Clinical engagement and ownership are key factors to achieving goal alignment. Trust between principal and agent affects the degree to which information asymmetry is overcome. Appropriate use of incentives, good communication and strategies to overcome the problem of information asymmetry and address ‘professional superiority’ improves goal alignment. Achieving the right balance between accountability and clinical autonomy is important to ensure governance and financial balance without stifling innovation. Goal alignment depends on quality and accuracy of information and robust targets to avoid misunderstanding and misinterpretation of information and inadvertent use of incentives. Principal-agent theory suggests goal alignment is achieved by applying the underlying assumptions of the theoretical framework. In complex systems like the English NHS, it is likely that only partial goal alignment will be achieved. The degree of achievement depends on the number and level of alignment of individual factors.

The purpose of this thesis was to find out if and how studio class improves a live performance at a final examination concert. Although the specific research described in this paper was about playing the viola, the argument is made that the exploration and knowledge of pratice would be of benefit to any musician. This paper describes the studio class experiment during an academic semester within playing a musical piece and its full analysis. Information is provided about the studio class, its methods, variations, and practices. The application of studio class at the Royal College of Music in Stockholm to viola playing in general is discussed, and specifically to the preparation for the performance of Sonata for viola and piano by Janis Medins. The results of the study indicates that studio class was really beneficial to the interpretation of the piece during a live performance at a final examination concert. / <p>Janis Medins, Sonata for viola and piano (1959)</p>

La presente tesis trata de demostrar que la norma peruana de diseño sismoresitente debe evolucionar y tener mayores exigencias en instituciones de uso esencial, por lo que se evaluará los daños obtenidos mediante un diseño con la Norma E-030 y el ACT-40 ante diferentes niveles sísmicos a los bloques A, B y C de la facultad de Ingeniería Agrícola de la UNALM, para ello en el primer capítulo se explicará la evolución de la norma de diseño sismoresistente E-030 y de algunas normas internacionales como el ATC. En el capítulo 2, se dará a conocer la clasificación de los parámetros de desempeño que tienen las estructuras según el código ATC-40 para el diseño por desempeño. En el siguiente capítulo, se presentarán los bloques diseñados. Mientras que en el capítulo 4 y 5 se realizará un análisis y diseño estructural con la Norma E030 y el ATC-40, respectivamente. Finalmente, en el capítulo 6 Y 7 se presentará una comparación entre los niveles de daños producidos en los elementos mediante el monitoreo de las deformaciones (giros y desplazamientos) comprándolas con los límites de aceptación de las normas mencionadas anteriormente. / This thesis tries to demonstrate that the Peruvian standard of earthquake-resistant design must evolve and have greater demands in institutions of essential use, so that the damages obtained through a design with Standard E-030 and ACT-40 will be evaluated at different levels Seismic blocks A, B and C of the Faculty of Agricultural Engineering of the UNALM, for this in the first chapter the evolution of the E-030 earthquake resistant design standard and some international standards such as the ATC will be explained. In chapter 2, the classification of performance parameters that structures have according to the ATC-40 code for performance design will be announced. In the next chapter, the designed blocks will be presented. While in Chapter 4 and 5 an analysis and structural design will be carried out with Standard E030 and ATC-40, respectively. Finally, in chapter 6 and 7 a comparison will be presented between the levels of damage caused to the elements by monitoring the deformations (turns and displacements) by buying them with the limits of acceptance of the aforementioned standards. / Tesis

À l'aire du Multimedia Mobile, l'essor des réseaux sans fil est fulgurant et la mobilité est devenue un sujet primordial exacerbé par l'augmentation significative du nombre d'usagers mobiles. Un nœud évoluant dans un réseau mobile de base se comporte de la même manière qu'un aveugle évoluant dans notre univers en en élaborant sa propre représentation à l'aide de son bâton, mécanisme dénommé dans la littérature : mobilité terminale. Pour réduire cet aveuglement, plusieurs méthodes ont été élaborées qui prennent appui sur les services de localisation ou les modèles de mobilité. Un modèle de mobilité est donc destiné à décrire en termes d'environnement, le mode de circulation des nœuds mobiles avec pour défi de trouver des modèles fidèles aux comportements des utilisateurs. Les modèles aléatoires sont biaisés car les appareils mobiles sont portés par des êtres sociaux. Cela nous a amené à inclure des éléments sociaux dans notre modélisation.Nous présentons les modèles de mobilité existants et les classifions. Nous définissons nos modèles, les implémentons et mesurons leur impact sur le test des réseaux. Enfin nous élargissons notre spectre en montrant comment le fait d'octroyer la perception de regroupement social à un protocole de routage réseau, peut en améliorer les performances. / In our area of Mobile Multimedia, the expansion of wireless networks is dazzling and mobility has become a major issue exacerbated by the significant increase in the number of mobile users.A node operating in a basic mobile network behaves the same way a blind person moving in our universe by developing its own representation with his stick, a mechanism known in the literature as terminal mobility. To reduce this blindness, several methods have been developed that are based on location services and mobility models.A mobility model is then intended to describe in terms of environment, the motion criteria of mobile nodes with the challenge to find models faithful to user behavior.Random models are biased because mobile devices are supported by social beings. This led us to include social elements in our models.We present the existing mobility models and classify them.We define our models, implement them and measure their impact on the network testing.Finally we expand our spectrum by showing that granting social grouping perception to a network routing protocol, can improve its performance.

Bakgrund: Flera organisationer runt om i Sverige använder sig idag av en prestationsbaserad lön för att motivera sina anställda att prestera bättre. I dagens samhälle har en rättvis lön blivit ett allt mer relevant område då priserna på livsmedel, drivmedel, el samt räntor har stigit markant. Inom Human Resources är det viktigt att veta hur de anställda motiveras för att de ska prestera i arbetet. Tidigare forskare har konstaterat att det finns en påverkan på individers motivation samt prestation när det kommer till prestationsbaserad lön. Det finns däremot en avsaknad av forskning som belyser hur motivationen och prestationen påverkas hos individer i en organisation som använder sig av ett löneupplägg med dels fast lön samt dels prestationsbaserad lön. Syfte: Syftet med studien är att förklara hur prestationsbaserad lön samt fast lön kan påverka motivationen hos individer i en organisation som använder sig av båda löneuppläggen samt huruvida detta kan bidra till klyftor inom en organisation i Sverige. Metod: Studien har ett konstruktionistiskt och objektivt förhållningssätt samt en deduktiv forskningsansats. Forskningen har sin grund i två centrala teorier som är SDT samt Agency theory. Studien har vidare en kvantitativ forskningsdesign som baseras på en fallstudie. Insamlingen av empirin har samlats in med hjälp av en kvantitativ enkät, där vi har samlat svar från 72 respondenter. Svaren från enkäten analyseras sedan med tre olika analysmetoder i statistikverktyget SPSS. Slutsats: Studiens resultat förklarar att i en organisation som använder sig av dels en prestationsbaserad lön och dels en fast lön kan detta bidra till att de anställda med fast lön upplever en orättvisa kring lön samt bonusar inom organisationen. Detta i sin tur leder till minskad inre motivation hos dessa anställda. Resultatet förklarar även att den yttre motivationen hos dem med prestationsbaserad lön är högre. Det finns dock ingen tydlig indikation på att detta bidrar till klyftor inom organisationen. / Background: Several organizations around Sweden today use a performance-based salary to motivate their employees to perform better. In today's society, a fair wage has become an increasingly relevant area as the prices of food, fuel, electricity and interest rates have risen significantly. Within Human Resources, it is important to know how employees are motivated to perform at work. Previous researchers have established that there is an impact on individuals' motivation and performance when it comes to performance-based pay. There is, on the other hand, a lack of research that sheds light on how motivation and performance are affected in individuals in an organization that uses a pay structure with part fixed pay and part performance-based pay. Purpose: The purpose of the study is to explain how performance-based salary and fixed salary can affect the motivation of individuals in an organization that uses both salary arrangements and whether this can contribute to gaps within an organization in Sweden. Method: The study has a constructionist and objective approach and a deductive research approach. The research has its basis in two central theories which are SDT and Agency theory. The study also has a quantitative research design based on a case study. The collection of empirical evidence has been collected using a quantitative survey, where we have collected answers from 72 respondents. The answers from the survey are then analyzed with three different analysis methods in the statistical tool SPSS. Results: The results of the study explain that in an organization that uses partly a performance-based salary and partly a fixed salary, this can contribute to the employees with a fixed salary experiencing an injustice regarding salary and bonuses within the organization. This in turn leads to reduced internal motivation among these employees. The result also explains that the extrinsic motivation of those with performance-based pay is higher. However, there is no clear indication that this contributes to divisions within the organization.

<p>Det är en ständigt pågående debatt om huruvida belöningssystem fungerar som motivationsinstrument eller inte. Många, främst inom den psykologiska skolan, är kritiska till belöningssystem, trots detta finns de i alla organisationer. Kan denna förekomst förklaras av att det finns en annan skola, den ekonomiska, som är det dominerande synsättet hos företag? Syftet med denna uppsats är att ställa den psykologiska skolans motivationsuppfattning emot den ekonomiska i en analys, och utifrån denna se om det går att dra slutsatsen att det ekonomiska tankesättet är det som dominerar och därmed ge en förklaring till varför belöningssystem förekommer som motivationsverktyg i ett företag. För att kunna utreda detta har vi valt att göra en fallstudie på företaget Tempur och dess säljare, samt tagit hjälp av teorier ur såväl den psykologiska motivationsuppfattningen, Maslow och Herzberg, som den ekonomiska, economic man. Utifrån detta har vi dels dragit slutsatsen att den ekonomiska teorin dominerar såväl Tempurs antaganden om individen som säljarnas beteenden, dels att belöningar i form av pengar är den mest betydande faktorn för säljarnas motivation.</p>