Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2018-03-21T12:12:07Z No. of bitstreams: 1 Sérgio Aguiar Montalvão.pdf: 1465921 bytes, checksum: d44efba209b846f1bec9747da489ca3b (MD5) / Made available in DSpace on 2018-03-21T12:12:07Z (GMT). No. of bitstreams: 1 Sérgio Aguiar Montalvão.pdf: 1465921 bytes, checksum: d44efba209b846f1bec9747da489ca3b (MD5) Previous issue date: 2018-02-21 / This doctoral thesis aims to study the labor market of professionals dedicated to achieving the ideal of feminine and masculine beauty in their contemporary expressions. The research problematization circulates around the necessary competencies that are required for the exercise of the Physical Education and Fitness profession and if the country is prepared to provide due and responsible training to them. The guiding hypotheses of the work are the illegal exercise of the profession and the need to update the training of the Physical Education and Fitness professionals, a delayed and expensive training, and there are no resources for the country to support it. The justifications for the accomplishment of the work are four: 1) the fact that the labor market is responsible for the income of the majority of the population and for their life chances; 2) the fact that beauty services were not hit by the crisis; 3) the illegal exercise of the profession; and 4) the participation of the beauty services sector in the Brazilian Gross Domestic Product (GDP). The general objectives are to analyze the labor market of beauty service providers, especially those trained in Physical Education, to demonstrate their expansion, the professional skills required and the economic and social importance of these services. It is therefore a question of identifying in these professionals, if in the moments of crisis, these professionals faced some difficulty for the clients conquest. The specific objectives are: 1) To verify that instructors of academies, as professionals in the field and possessing the required professional skills, perceive the profession as promising in the labor market; 2) Justify the data according to the one raised in the current research. As for the methodology, the data that base this research were obtained through semi-structured interviews whose content should confirm or not the guiding hypotheses of the work already mentioned. Regarding the conclusions, with the outcome of the research, it is noticed that the professionals interviewed despite the difficulties that the sector presents, do not think of abandoning the branch as they consider it profitable and promising / Esta tese de doutorado tem como objetivo estudar o mercado de trabalho dos profissionais dedicados à realização do ideal de beleza feminina e masculina em suas expressões contemporâneas. A problematização da pesquisa circula em torno das competências necessárias que são exigidas para o exercício da profissão de Educação Física e Fitness e se o país está preparado para fornecer a formação devida e responsável a eles. As hipóteses norteadoras do trabalho são o exercício ilegal da profissão e a necessidade da atualização da formação dos profissionais de Educação Física e Fitness, formação demorada e cara, não havendo recursos para o país sustentá-la. As justificativas para a realização do trabalho são quatro: 1) O fato do mercado de trabalho ser responsável pela renda da maioria da população e por suas oportunidades de vida; 2) o fato de os serviços de beleza não terem sido atingidos pela crise; 3) o exercício ilegal da profissão; e 4) a participação do setor dos serviços de beleza no Produto Interno Bruto (PIB) brasileiro. Os objetivos gerais são analisar o mercado de trabalho dos prestadores de serviços de beleza, sobretudo dos formados em Educação Física, para demonstrar a sua expansão, as competências profissionais requeridas e a importância econômica e social desses serviços. Trata-se, portanto, de identificar nestes profissionais, se nos momentos de crise, esses profissionais enfrentaram alguma dificuldade para a conquista de clientes. Os objetivos específicos são: 1) Verificar se os instrutores de academias, como profissionais da área e possuidores das competências profissionais requeridas, percebem a profissão como promissora no mercado de trabalho; 2) Justificar os dados de acordo com o levantado na atual pesquisa. Quanto à metodologia, os dados que fundamentam esta pesquisa foram obtidos por meio de entrevistas semiestruturadas cujo conteúdo deverá confirmar ou não as hipóteses norteadoras do trabalho já mencionadas. Quanto às conclusões, com o desfecho da pesquisa, percebe-se que os profissionais entrevistados apesar das dificuldades que o setor apresenta, não pensam em abandonar o ramo por considerarem-no rentável e promissor

Many job seekers in higher education are unaware of how large a discrepancy there can be in terms of financial potential for mathematics education jobs in higher education. Recent research on this topic has focused on the base salary (Reys, Reys, & Estapa, 2013), but other financial factors have been left unstudied. Through two cases, the researcher demonstrates a large gap that exists in net pay when major financial factors beyond base salary are considered, specifically insurance and retirement benefits. This article will spur conversations among faculty and graduate students in mathematics education doctoral programs allowing mentors to draw from their own experiences when mentoring others in the search for a first or second job.

In this paper, I talk about Section 965, also known as the transition tax, enacted in the Tax Cuts and Jobs Act (TCJA). First, I examine loopholes under the old tax regime that allowed for the accumulation of offshore earnings and how the TCJA closes those loopholes. After detailing the legislation of the transition tax and a comparison with Section 965 included in the American Jobs Creation Act in 2004, I compare firms’ recorded provisions of the transition tax with an estimation based on the past disclosures of firms’ permanently reinvested earnings and finds that the transition tax will generate an estimated $308 billion in tax revenue. Lastly, I propose three alternate scenarios to the transition tax: taxing all offshore earnings under the GILTI regime, treating offshore cash as eligible for the 21% corporate rate, and a ratable payment plan compared to the current phase-in payment plan.

In the last decades, in most of the OECD countries employment relations have been changing and atypical forms of employment have been spreading rapidly. The “standard contract”, permanent and full-time, has lost importance, replaced by “flexible jobs”, such as fixed-term contracts, temporary work agency employment, variable working hours jobs, on call employment. A debate has been rising on whether atypical jobs, especially short-term contracts, might spur the development of a secondary labour market, in which the unemployed might get trapped in a cycle between dead-end jobs and unemployment. On the other hand, disadvantaged groups excluded from employment by too strict regulations might benefit most from the enhanced flexibility. Chapter 1 introduces this debate, Chapters 2 and 3 shed light on it. I analyse the labour market performance of workers who left unemployment through short-term jobs. I infer what counterfactual labour market performance would have been undertaken if the unemployed had rejected these jobs. In this way, it can be established whether short-term jobs may increase or decrease the chances of having a more stable career later in life, i.e. whether they are “stepping stones” or “dead ends”. I find evidence supporting the stepping stone hypothesis both in Italy and in Belgium. In terms of future job stability, even precarious and unsuccessful jobs are to be preferred to longer searches for directly finding better jobs. Chapter 4 is an identification analysis of the econometric models for duration data that encompass competing risks of exits, consecutive spells, and lagged duration dependence. Finally, Chapter 5 provides a new estimation strategy to look at the effect of past labour market experiences on two aspects of the subsequent job quality: wage and tenure on the job. The methodological novelty consists in jointly modelling labour market durations, transitions, and wages by way of a hazard-function based approach.

We consider the problem of scheduling a given set of tasks on multiple pro- cessors with predefined periods of unavailability, with the aim of minimizing the maximum completion time. Since this problem is strongly NP-hard, polynomial ap- proximation algorithms are being studied for its solution. Among these, the best known are LPT (largest processing time first) and Multifit with their variants. We give a Multifit-based algorithm, FFDL Multifit, which has an optimal worst- case performance in the class of polynomial algorithms for same-speed processors with at most two downtimes on each machine, and for uniform processors with at most one downtime on each machine, assuming that P 6= NP. Our algorithm finishes within 3/2 the maximum between the end of the last downtime and the end of the optimal schedule. This bound is asymptotically tight in the class of polynomial algorithms assuming that P 6= NP. For same-speed processors with at most k downtimes on each machine our algorithm finishes within ( 3 2 + 1 2k ) the end of the last downtime or the end of the optimal schedule. For problems where the optimal schedule ends after the last downtime, and when the downtimes represent fixed jobs, the maximum completion time of FFDL Multifit is within 3 2 or ( 3 2+ 1 2k ) of the optimal maximum completion time. We also give an LPT-based algorithm, LPTX, which matches the performance of FFDL Multifit for same-speed processors with at most one downtime on each machine, and is thus optimal in the class of polynomial algorithms for this case. LPTX differs from LPT in that it uses a specific order of processors to assign tasks if two processors become available at the same time. For a similar problem, when there is at most one downtime on each machine and no more than half of the machines are shut down at the same time, we show that a bound of 2 obtained in a previous work for LPT is asymptotically tight in the class of polynomial algorithms assuming that P 6= NP.

Bangkok is widely known for its severe traffic congestion. The Thai government advocates the concept of jobs and housing balance (JHB) as a strategy for reducing traffic congestion in Metropolitan Bangkok. The basic idea is to decentralize the jobs to the neighboring provinces so that the commuters would live closer to their workplaces and thereby alleviate traffic congestion. The main purpose of this research is to examine empirically the effectiveness of JHB in reducing the severity of traffic congestion in the Bangkok Metropolitan Region. For this purpose, three data sets derived from the Bangkok Metropolitan Region Extended City Model (BMR-ECM) were obtained from the Office of the Commission for the Management of Land Traffic and the National Statistical Office of Thailand. Travel time index (TTI) was developed to measure congestion. In addition to JHB, a number of land use variables were included in the analysis. They are population density, school density, and job accessibility index. Multiple regression models of TTI as functions of JHB and other variables were estimated at two geographic scales: subsector and traffic analysis zone (TAZ). The study finds JHB is significant in influencing congestion levels in the Bangkok Metropolitan Region. Other influential factors include the population density, school density, and job accessibility. All of these factors are found to be statistically significant in explaining the variation of traffic congestion at the traffic analysis zone level, but not at the subsector level, however.

This qualitative study explores six child care teachers’ perceptions of their work as gendered work. The purpose of the study is to understand how the experiences of women child care teachers are connected to the larger issue of gendered teaching embedded in culturally pervasive beliefs about child care teaching. This study answers the following questions: 1) What do child care teachers perceive about their work? 2) How do they conceptualize child care teaching as women’s work? 3) How do they describe the practice of their perceived work as women’s work? Data were collected through in-depth interviews and, following Corbin and Strauss’s (2008) grounded theory methodology, analyzed to find emergent themes. Six themes emerged from the analysis of interview data: 1) child care teaching is not gendered work, 2) child care work is an identification of self, 3) child care teaching is a way of relating to one another, 4) vulnerabilities of child care work, 5) child care is hard work, and 6) contradictions and paradoxes. These themes answer the three research questions. First, these teachers perceive their work to be gender-neutral work, self-identification, mutuality, vulnerabilities, and labor profession. Second, the teachers conceptualize child care work both as gender-neutral and gendered, as creating women’s culture, and as women’s culture being stigmatized. Third, the teachers show paradoxical and inconsistent attitudes about the practice of their perceived child care work as gendered work. The categories about the participants’ conceptions of their work are interrelated and interwoven. They reflect a complexity in the participants’ understandings. The inconsistencies of the teachers’ perceptions reflect the complexity of child care teachers’ reality and their negotiations between dominant beliefs about what child care work means and the elements of their individual and collective experiences that they bring to their profession (Biklen, 1995; Dillabough, 1999, 2005; Murray, 2006; Ryan & Grieshaber, 2005). The findings of this study provide implications for teacher educators. The implications involve the need to utilize contemporary theories and feminist perspectives to better understand the nature of child care teachers’ work and to help teachers develop a critical and more realistic understanding of the nature of their work. / text

Norvaišaitė Indrė. AB „Achema“ personalo skyriaus darbuotojų darbo apmokėjimo metodikos tobulinimas: bakalauro baigiamasis darbas: Vadyba ir verslo administravimas. Vilnius, ISM Vadybos ir ekonomikos universitetas, 2009. Šiame darbe nagrinėjama problema – kaip nustatyti AB „Achemos“ Personalo skyriaus darbuotojų darbo apmokėjimą. Todėl šio darbo tikslas išanalizuoti, kaip vertinamos AB „Achema“ Personalo skyriaus darbo vietos ir nustatyti darbo apmokėjimą šio skyriaus darbuotojams. Darbo tikslas pasiektas įvykdžius šiuos uždavinius: atlikus įmonės vidaus ir išorės analizę darbuotojų apmokėjimo aspektu, atlikus empirinį tyrimą, kurio tikslas įvertinti personalo skyriaus darbuotojų darbus, parengiant rekomendacijas, kaip patobulinti darbo apmokėjimą. Bakalauro baigiamasis darbas susideda iš trijų dalių. Pirmojo dalyje atliekama išorinė ir vidinė įmonės analizės: nagrinėjami išoriniai veiksniai, kurie labiausiai įtakoja įmonę ir jos darbo apmokėjimą, aptariama organizacijos aplinka, randamos silpnosios ir stipriosios organizacijos pusės. Antroje dalyje atliekamas kiekybinis aprašomasis tyrimas – tiesioginė apklausa, apklausiant tiesioginius Personalo skyriaus vadovus bei pačius darbuotojus. Šiuo tyrimu siekiama nustatyti kiekvienos darbo vietos vertę organizacijoje. Nustačius darbo vietos vertes, darbai sugrupuojami į tarifines grupes. Trečiojoje dalyje, pasitelkus gautus empirinio tyrimo rezultatus, pateikiami sprendimai, kaip iki galo sutvarkyti darbuotojų darbo apmokėjimą... [toliau žr. visą tekstą] / Norvaišaitė Indrė. Improving Compensation Methodology of HR Department staff at ISC “Achema” Bachelor tesis: Business Managament and Administration. Vilnius, ISM University of Management and Economics, 2009. This bachelor work focuses on the problem – how to establish compensation for HR department staff in ISC “Achema”. For this reason this bachelor work aim is to do analyse how is evaluating ISC “Achema” HR Department jobs and establish for them a compensation. The aim of this bachelor is achieving by working some steps. First step is to do analysis of companys internal and external environments. Second step is to do empyrical research with the aim to evaluate jobs of HR department staff. The last step is to write recomendations how to improve compensation methodology. The bachelor work consists of three parts. First part consist of companys intenal and external environment analysis: there is analising all factor which have influences to company and job compensation and there is discusing companys environment its strengts and weaknesses sides. In second part is done desprictive quantitive reserch – straigt questioning, asking the HR Department direct heads and the employees. This research aim is to evaluate HR Department staff jobs and to put group similar jobs into pay grades. In the last part is taking results from research and giving recomendations how to do job compensation for ISC “Achema”. In the end is done basic salary to all HR Department staff. The... [to full text]

A survey was conducted to investigate motivational and satisfaction differences between Information Systems (IS) and non-IS personnel working in various non-IS organizational departments. The motivational factors of Motivating Potential Score (MPS), Growth Need Strength (GNS), Social Need Strength (SNS), Average Psychological Score (APS), and Overall Satisfaction Score (OSS) were measured. Control for occupational group differences was achieved by classifying survey respondents into one of two job categories: Managerial or Professional/Technical. Significant differences were found in the GNS scores and SNSs of the two job categories. Several implications of the research findings are discussed and recommendations are made with respect to future studies.

In terms of sustainability, climate change has defined the last decade, underlining the need for a rigorous assessment of the intersection between economic and social development and environmental sustainability. This project's objectives were to define "green job" and to identify existing baselines and projections on the green economy across a selection of published reports. These findings were then examined further by interviewing representatives from the associated organisations seeking a better understanding of parameters, methodologies and policy stances on the green economy. A mixed methods approach triangulated data to gain a clearer understanding of BC's green economy. Findings confirmed a lack of consensus on definition but shed light on a range of parameters and resulting complexities. Methodologies varied, producing incongruent data that made comparisons challenging but, although the sample was relatively small, organizational mandates did fall in line with their respective estimates of the magnitude of the green economy in BC.