Made available in DSpace on 2016-04-25T16:44:48Z (GMT). No. of bitstreams: 1 FernandaNadai.pdf: 1178180 bytes, checksum: b6c266e959f9300d53d319a6e2151e10 (MD5) Previous issue date: 2006-06-14 / Knowledge is more and more being considered as a main organizational strategic active, mostly in knowledge intensive organizations, as is the case in the Journalism sector; hence slowly we observe an increasing interest for research on knowledge management on this area, particularly regarding ways to improve products and services and helping these kind of organizations to become more competitive. This means creating organizational standards for knowledge processing, as well as developing strategical vision and planning for this purpose. In the Journalism area we observe simultaneously a globalizing trend, pressed by advances on communication technology, as well as a strengthening of local journalism. All this may be considered as part of the Glolocal movement on this Digital Era of Communication, where we deal with real time news at a planetary scale. Under these conditions our research is a case study, based on four interviews on local journals located on the State of São Paulo , looks at the knowledge management processes been used by these kind of organizations related to the four stages of knowledge acquisition, maintenance , stocking and dissemination; as well as problems related to promoting these processes / O conhecimento vem sendo considerado como um dos principais ativos estratégicos das organizações, principalmente naquelas intensivas neste recurso. A atividade jornalística é considerada intensiva em conhecimento, por isso tanto pesquisadores quanto gestores começaram a voltar suas atenções para a gestão deste ativo em empresas com estas características, como meio de melhorar o processo de desenvolvimento de produtos e serviços e de interferir na posição competitiva da empresa. Isto envolve tanto a institucionalização de processos de conhecimento, quanto o estabelecimento de estratégia para sua gestão. Na área jornalística observamos simultaneamente uma tendência mundializadora, impulsionada pelos avanços na área de comunicação e internet; bem como o fortalecimento do jornalismo local, que podemos considerar como manifestações do movimento do glolocal nesta Era Digital da Comunicação na qual se trabalha com notícias em tempo real e em escala planetária. Diante desta realidade, este estudo a partir da realização de quatro entrevistas em empresas jornalísticas regionais do estado de São Paulo - tem a preocupação de identificar os processos de gestão do conhecimento, que envolvem os procedimentos de aquisição, manutenção, armazenamento e disseminação de conhecimentos, utilizados por essas empresas e os fatores que inibem a gestão do conhecimento nestas organizações, munindo-se de dados obtidos em entrevistas de quatro empresas jornalísticas regionais de São Paulo

Bakgrund: Kunskapsintensiva organisationer upplever svårigheter när det kommer till att behålla medarbetare och de tvingas således arbeta för att hantera den frivilliga personalomsättningen. Den svenska advokatbranschen genomgår förändring och medarbetare byter arbetsgivare i allt större utsträckning. Samtidigt pågår diskussioner kring huruvida monetära- och icke-monetära incitamentssystem påverkar medarbetarnas motivation, arbetstillfredsställelse och engagemang. Därav har intresset väckts för att studera huruvida incitamentssystem påverkar den frivilliga personalomsättningen inom advokatbyråer verksamma i Sverige. Syfte: Syftet med studien är att skapa en ökad förståelse för hur incitamentssystem påverkar den frivilliga personalomsättningen inom advokatbyråer verksamma i Sverige. Metod: Studien innehar en kvalitativ forskningsstrategi och ett konstruktionistisktperspektiv. Arbetet följer en abduktiv ansats och en tematisk analys används viddata analysen. Syftet och forskningsfrågorna besvaras genom att utnyttja en flerfallsstudie på två olika advokatbyråer verksamma i Sverige, där 14 semi-strukturerade intervjuundersökningar ligger till grund för inhämtandet av det empiriska materialet. Slutsats: Studien påvisar att kunskapsintensiva organisationer bör utforma incitamentssystem med både monetära och icke-monetära incitament där en förståelse för att incitamentssystem kan påverka andra medarbetare än vad som var avsett är viktig. Monetära incitament tycks påverka arbetstillfredsställelsen men har begränsad effekt på medarbetarnas motivation och engagemang. De icke-monetära incitamenten tenderar att påverka den frivilliga personalomsättningen i större utsträckning / Background: Knowledge-intensive organizations experience difficulties when it comes to retaining employees and they are obliged to handle the voluntary turnover. The Swedish law branch of industry experiences a period of change where employees change employers to a greater extent. At the same time, there are ongoing discussions about how monetary- and non-monetary incentives affect employee motivation, job satisfaction and commitment. Therefore, it is interesting to study how incentive systems affect voluntary turnover in Swedish law firms. Purpose: The study aims to increase the understanding of how incentive systems affect the voluntary turnover in Swedish law firms. Methodology: The study is designed according to a qualitative research strategy and has a constructionist perspective. The work follows an abductive approach, and a thematic analysis is used when analyzing the data. The purpose and research questions are answered by utilizing a multiple-case study of two Swedish law firms, where 14 semistructured interviews generate the empirical material. Conclusion: The study shows that knowledge-intensive organizations should design incentive systems with both monetary and non-monetary incentives where an understanding that incentive systems can affect other employees than what was intended is important. Monetary incentives seem to affect job satisfaction but have a limited effect on employee motivation and commitment. The non-monetary incentives tend to affect voluntary employee turnover to a greater extent.