Orientador: Soraia Georgina Ferreira de Paiva-Cruz / Banca: Marília Aparecida Muylaert / Banca: Sonia Regina Vargas Mansano / Resumo: O presente trabalho tem por objetivo cartografar os modos contemporâneos de gestão do espaço urbano, no Brasil, especialmente no período compreendido entre a promulgação da Constituição Federal, em 1988, e 2006, abrangendo o processo de elaboração dos Planos Diretores municipais. Com isso, buscamos relacionar os modos de gerir a cidade com as formas de invenção do sujeito moderno na relação com o espaço. No primeiro capítulo, descrevemos como o trabalho seria desenvolvido, enfatizando a utilização da cartografia como estratégia que dá visibilidade aos caminhos percorridos, e evidenciamos os procedimentos adotados para atingirmos o que foi proposto nesta pesquisa. Além disso, expusemos nosso roteiro de preocupações e o tipo de implicação com o campo de trabalho. O paradigma Ético-Estético-Político foi designado como a bússola, o modo de orientar-se do cartógrafo diante do mundo. No segundo capítulo, colocamos em relevo as linhas que compõem o Estado Moderno, que é efeito de governamentalidades operadas de acordo com racionalidades próprias do mundo moderno. O Estado foi visto, também, como gestor dos riscos sociais e administrador de variáveis, tomando a estatística como ciência fundamental para o gerenciamento da população, e o liberalismo como forma de pensamento que garante, por meio das governamentalidades que lhe são próprias, a manutenção da liberdade individual e a permanência do Estado. Os discursos médico-científicos foram analisados como braços do Estado na criação de vidas individuais, que se produzem na interioridade desses discursos. Tomamos o veio histórico que compõe... (Resumo completo, clicar acesso eletrônico abaixo) / Abstract: The current study has the objective to cartograph the contemporary ways of managing the urban space, in Brazil, especially during the period between the promulgation of the Federal Constitution, in 1988, and 2006, including the elaboration process of Municipal Director Plans. Therefore, we tried to relate the ways of managing the city to the character forms of invention in relationship with the space. In the first chapter, we described how the project would be developed, emphasizing the cartography use as strategy that gives visibility to covered ways, and clarify the procedures adopted to achieve what was proposed in this research. Moreover, we explained our concerns list and the type of implication of the research field. The Ethical-Esthetic-Political paradigm was designated as a compass, the cartographer's way to orient itself faced with the world. In the second chapter, we raise in relief the lines which make up the Modern State, which is an effect of governmentalities operated according to the actual rationalities of the modern world. The State was seen, also, as social risk manager and variables administrator, taking the statistics as fundamental science to the population management, and the liberalism as a way of thinking that assures, through its governmentalities, the maintenance of the individual freedom and the continuation of the State. The medical-scientific speeches were analyzed as arms of the State in the creation of new individual lives, which produce themselves inside these speeches. We took the historical vein that consists of the end of feudalism and the advent of the bourgeoise as crucial for... (Complete abstract click electronic access below) / Mestre

No / This paper presents a guided reflection (GR) framework compiled and used specifically in a gender equality change management programme. The programme involves seven partners (one being an evaluation partner) from across Europe, each partner implementing a change management programme in their university setting. A guided reflection framework, including verbal reflective discussions and written reflections, was devised and deployed to enable and facilitate the collection of narratives and stories on the experience of gender transformation within the university institutions. The resulting outcome so far has been a successful application of the GR framework, with emerging findings suggesting that participants found the opportunity to share and reflect useful. Both written and verbal reflection tools were effective within this programme, with lessons emerging around increasing and improving the journaling aspect of written reflections. The process findings illustrate how people in our organisations are very constrained for time for reflection within their busy work schedules, and therefore the applicability and usefulness of the GR framework has been in enabling a space for such reflection and thought, which in turn contributes to organizational learning and potential for change.

No description available.

No / Taking a critical perspective, Skill, Training and Human Resource Development focuses on the way people are developed at work; the skills that are encouraged, the way they are controlled and the implications they have for people. It draws on a wide range of research and covers an array of organizational practices. Preface Acknowledgements Human Resource Development Skills at Work International Comparisons: Skills and Employment Systems Vocational Education and Training in Britain New Skills for Old? The Changing Nature of Skill Emotions and Aesthetics for Work and Labour: The Pleasures and Pains of the Changing Nature of Work Managing Culture Management and Leadership Development Knowledge Work and Knowledgeable Workers Developments and Developing in the New Economy References Index

Approved for public release; distribution is unlimited / The Managing To Payroll program was implemented in October 1987. The program is intended to improve the control of Navy civilian personnel costs. The program is also intended to give Navy line managers the ability to tailor civilian work force structures to payroll budget control numbers. This thesis is about the US Navy Managing To Payroll program and how it has affected the payroll budget execution process of the Naval Postgraduate School Public Works Department. The program has improved the control of Public Works Department civilian personnel costs. The program has not given the Public Works Department the ability to tailor its civilian work force structure to payroll budget control numbers. / http://archive.org/details/managingtopayrol00boyc / Lieutenant Commander, United States Navy

Master thesis is concerned on analyse of company culture of Dřevozrpacující družstvo Lukavec. Company culture of DDL has been tested from three levels - level of basic values, level of standards and level of symbols. For research have been used social audits and intern materials of DDL, and my own research as well. The conclusion of thesis should be very usefull for management of the company like a managing material containing and stressing some elements, which influece the company culture of DDL.

Education in Lesotho was not available to all children until the year 2000 with the introduction of the Free Primary Education policy. Since then, the huge rise in enrolments, the abolition of school fees, the effects of new policies and the problems of HIV/AIDS have expanded the demands on the principal while limited human and financial resources threaten the quality of education. This study investigates the role of two principals in the Botha Bothe district in the leadership and management of teaching and learning as well as the strategies they employ to overcome the difficulties. Special attention is given to distributed leadership so that accountable, effective and efficient leadership and management can take place. Qualitative methodology has been used through instruments such as questionnaires, followup interviews and observations to obtain data from the principals at the schools, one deputy principal and three to four teachers each. The findings indicate that the perceived main role of the principal at both these schools is managing and leading teaching and learning to the required standard. In both schools, it has been found that principals share their complex managerial duties with teachers and deputy principals, that most teachers willingly give of their time to contribute to the success of the school in this way and understand the need for doing so. By incorporating and respecting teachers’ contributions to leadership, the study shows how both principals cope with their particular leadership challenges. While the strategies used can serve as a guide to others within similar contexts, the researcher suggests that the education authorities in Lesotho need to be more aware of the problems facing schools, should make sufficient human and physical resources available to help principals manage the schools properly, and provide for AIDS orphans adequately. In addition, support for quality education in the form of ongoing professional development for both principals and teachers is needed, and more research needs to be conducted related to education issues in Lesotho.

This study investigates the role of mentoring and social capital in managing gender diversity at the senior management levels of the National Health Service (NHS) in Scotland. Although the NHS employs a large number of females, they are not fairly represented at the senior managerial levels. The objectives of this research are: to explore whether there is a relationship between equal opportunities and managing diversity; to identify whether it is more difficult for females to progress to senior managerial levels compared to males; to investigate whether access to mentorship is likely to facilitate the career progression of females; and to analyse whether access to social capital is likely to assist the career progression of females. Hence this thesis is aimed to develop a framework for Human Resource Development (HRD) professionals to help to facilitate the career progression of women to senior managerial roles. The data for the study were collected from the senior level managers, who worked for one of the 14 NHS health boards in Scotland, namely, the NHS Tayside. Questionnaires and semi-structured interviews were the primary methods of data collection. Some documentary data on gender and ethnic diversity at the senior levels were also collected from the organisation. The questionnaires were sent out to 633 male and female senior managers, 242 complete responses were received. This gave a response rate of 38.23%. A total of 13 interviews were conducted, 10 of the interviewees were females and three were males. The areas that the research investigated were the relationship between equal opportunities and managing diversity, differences between male and female career progression, and the role of mentoring and social capital in female career progression to senior managerial positions. The analysis of the findings revealed that there is a positive relationship between equal opportunities and managing diversity. It confirmed that females find it more difficult to progress their careers to senior managerial levels compared to their male counterparts. Moreover, it established that there is a positive correlation between mentoring and female career progression. Similarly, a positive correlation is also found between access to social capital and female career progression. This thesis makes a number of contributions to theoretical and practical knowledge in the areas of Human Resource Management (HRM), Human Resource Development (HRD), Equal Opportunities (EO) and Managing Diversity (MD). To the best of the researcher’s knowledge no similar studies were conducted in the context of the NHS in Scotland. It contributes to the theory of diversity management by proving that there is a positive relationship between equal opportunities and managing diversity. It also offers original empirical evidence in support of the theories of human capital and social capital. It provides the Human Resource (HR) managers, practitioners, policy and decision makers, at an organisational level, a greater understanding of managing diversity in general and managing gender diversity in particular. This will help them to introduce and implement effective policies and initiatives to facilitate gender diversity at senior managerial levels.

<p>The purpose of this thesis is to clarify the concept of “managing diversity” and to describe how it appears in the Swedish school, in the classroom as well as in the organisation. To support the study, interviews have been carried out with principals and teachers in three different Swedish schools.</p><p>The thesis is divided into two sections; a literature study and an interview section where we describe the thoughts and knowledge of principals and teachers. From a diversity point of view, we discuss the relationship between documents, organisation and teaching.</p><p>The study described in this thesis shows that managing diversity has not yet had its break-through in a Swedish school context. The official curriculum of the Swedish school system values diversity, although the directives are unclear as to how the managing of diversity is to be carried out in reality. The teachers and principals we have interviewed lack the necessary knowledge of how the management should be designed to produce the best results. Therefore, the diversity is not successfully managed in the Swedish school, which re-establishes discriminative norms and values.</p>

The relationship between organizations and their customers is a critical issue when establishing a long-term relationship. It is difficult for organizations to really manage and main-tain the relationship with their customers as some organizations fail to build up relationships. The process of learning and adapting to other customers is costly and time intensive. This is an issue that needs to be taken into consideration. Another aspect that needs to be looked at is the way organizations can set up a plan to build a competitive advantage. With this, most organizations do tend to loose their customers due to the inability to use their resources well and also managing them effectively. This paper examines the relationship between the supplier and the customer and the possibilities of managing and maintaining the customer relationship. Qualitative analysis is used in this paper since it is the appropriate method to meet our purpose. There were two companies interviewed from the logistic industry and mechanical industry. Finally, our result in this paper indicates that in order to maintain customers, it is vital for organizations to meet their needs. As a result, satisfaction and loyalty is the ultimate goal for organization to maintain their customers. This is the way of avoiding key and non-key customers from leaving and also strengthening the relationship.