Made available in DSpace on 2015-04-14T14:46:06Z (GMT). No. of bitstreams: 1 433929.pdf: 1763219 bytes, checksum: 378a7dad9a4bbbb4cb2a6414cc638e95 (MD5) Previous issue date: 2011-08-25 / This research analyzes some managers and their subordinates perceptions and attitudes on the process of organizational change occurred in a business of transporting passengers by bus on the guidelines outlined by the "new direction" of the company. Techniques of document review, semi-structured interviews and participant observation to the construction of field data are used in this study. Analysis of data built and tested by free association is qualitative and interpretive. After initial literature review, there is a mapping of old and new formal guidelines, set by the new directors, corporate hierarchy, perceptions and reactions of respondents named as new directors or chiefs, managers and their subordinates. Examples of professional careers, speech, management actions and their receiving by managers subordinates are described in order to enhance field analysis understanding. Interactions among new formal guidelines, management actions, perceptions and reactions of respondents in the face of changes within the organization are analyzed. The concept of organizational change is retrieved from Business Administration and expanded under the approaches of sociology and anthropology of which are taken the concepts of structure and agencies as a form of power. This paper concludes that perceptions of respondents reveal differences between speech and actions in the face of changes brought about by the constraint of the structure and agencies. The survey results indicate that analyzed agencies present alternate projects between forcing and resisting to organizational change. / Nesta pesquisa s?o analisadas algumas percep??es e rea??es dos gerentes e subordinados dos gerentes sobre o processo de mudan?a organizacional ocorrido em uma empresa de transporte de passageiros por ?nibus, relativo ?s diretrizes definidas pela nova dire??o da empresa. Utilizam-se as t?cnicas de exame documental, entrevistas semiestruturadas e observa??o participante para a constru??o dos dados de campo deste estudo. A an?lise ? qualitativa e interpretativa dos dados constru?dos e examinados mediante associa??o livre. Ap?s a revis?o te?rica inicial, mapeiam-se as diretrizes formais antigas e novas, definidas pelos diretores, a hierarquia empresarial e as percep??es e rea??es dos pesquisados, denominados como novos diretores ou dirigentes, gerentes e subordinados dos gerentes. Para ampliar a compreens?o da an?lise do campo, s?o descritos exemplos de trajet?rias profissionais, falas, a??es gerenciais e a recep??o das mesmas pelos subordinados dos gerentes. S?o analisadas as intera??es entre as novas diretrizes formais, as a??es gerenciais, as percep??es e rea??es dos pesquisados diante das mudan?as no interior da organiza??o. O conceito de mudan?a organizacional ? recuperado da Administra??o de Empresas e ampliado sob os enfoques da Sociologia e da Antropologia, das quais s?o tomados os conceitos de estrutura e de ag?ncia como forma de poder. Ao final conclui-se que as percep??es dos pesquisados revelam diferen?as entre falas e a??es diante das mudan?as promovidas pelo constrangimento da estrutura e das ag?ncias. O resultado da pesquisa indica que as ag?ncias dos analisados apresentam projetos alternados entre for?ar e resistir ? mudan?a organizacional.

Made available in DSpace on 2015-04-15T12:50:21Z (GMT). No. of bitstreams: 1 437809.pdf: 969124 bytes, checksum: e141d8ddf1a876f281e6ee1e76d5061e (MD5) Previous issue date: 2012-03-28 / Since the globalization advent of a world of time change, we envision a climate of injustice, in which the life created by God is despised in favor of profit. In a time marked by carelessness and threat of scarcity and privatization of the natural resources, humanity and Earth feel the drama of climate changes. Therefore, it has been time of wondering about faith in God the Creator. What do the Christian Churches state and do and/or what could/should they say and do in face of environmental issues? Then, with that concern, we devoted to research the ecotheology of the World Council of Churches (WCC). This research has as argument the practical and reflexive experience of WCC about the interaction of ecology with justice and peace since the world ecumenical call of Seul in 1990. We also seek to do a counterpoint with the ecotheology by Leonardo Boff and the experience of the Ecology Pastoral of CNBB Sul 3. Moreover, following the logic of the see-judge-act method, this dissertation intends to demonstrate the transversality of ecology of the world ecumenical movement connected to WCC. This study is focused on the document of the Justice, Diakonia and Responsibility with Creation program, more specifically the Eco-Justice project of the Commission of the Churches on International Affairs of WCC. Eco-Justice is the consonance of a long tradition of WCC in approaching the transversal relations among Justice, Peace and Integrity of Creation. WCC makes a Bible rereading and, under an ecological light, with an attentive perceiving of both Earth and poverty prophecy, has been calling churches to reassume their alliance of justice, love and peace with God the Creator and the Defender of Life. / Desde o advento da globaliza??o de um mundo em mudan?a de ?poca, persentimos um clima de injusti?as, onde a vida criada por Deus ? vilipendiada em nome do lucro. Num tempo marcado pelo descuido e amea?as de escassez e privatiza??o dos recursos naturais, a humanidade e a Terra sentem o drama das mudan?as clim?ticas. J? vem sendo, portanto, hora de se perguntar pela f? no Deus Criador. O que as igrejas crist?s dizem e fazem e/ou o que mais elas poderiam e deveriam dizer e fazer frente aos problemas ambientais? Pois, foi com esta preocupa??o que nos empenhamos em pesquisar a ecoteologia do Conselho Mundial de Igrejas (CMI). Esta pesquisa tem como argumento a experi?ncia pr?tica e reflexiva do CMI sobre ecologia em intera??o com justi?a e paz, a partir da convocat?ria ecum?nica mundial de Seul, em 1990. E, tamb?m procuramos fazer contraponto com a ecoteologia de Leonardo Boff e a experi?ncia da Pastoral da Ecologia CNBB Sul 3. E na l?gica do m?todo Ver-Julgar-Agir, esta disserta??o procura demonstrar a trasnversalidade da ecologia do movimento ecumenico mundial ligado ao CMI. A pesquisa est? focada nos documentos do programa Justi?a, Diaconia e Responsabilidade com a Cria??o , mais especificamente o projeto Ecojusti?a , da Comiss?o de Assuntos Internacionais do CMI. Ecojusti?a ? a conson?ncia de uma longa tradi??o do Conselho Mundial de Igrejas em abordar as rela??es transversais entre Justi?a, Paz e Integridade da Cria??o (JPIC). O CMI faz uma releitura da B?blia e, num olhar ecol?gico, com uma atenciosa escuta da profecia da Terra e dos pobres, vem chamando as igrejas a reassumirem sua alina?a de justi?a, amor e paz com Deus criador e defensor da Vida.

Submitted by Setor de Tratamento da Informa??o - BC/PUCRS (tede2@pucrs.br) on 2015-05-05T13:21:10Z No. of bitstreams: 1 467937 Texto Completo.pdf: 1555276 bytes, checksum: f8cbca0334e9ca66a3c304a87f6d34ce (MD5) / Made available in DSpace on 2015-05-05T13:21:10Z (GMT). No. of bitstreams: 1 467937 Texto Completo.pdf: 1555276 bytes, checksum: f8cbca0334e9ca66a3c304a87f6d34ce (MD5) Previous issue date: 2015-02-27 / Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior - CAPES / This thesis analyzes the relationship between the implementation of organizational changes proposed by Prov?ncia Marista do Rio Grande do Sul, and the teachers? job motivation. The research has been conducted on a survey data colleted from a questionnaire application. The survey is composed of thirty items, design from three categories: motivation, organizational changes and school management. This questionnaire was applied to two schools from Marista Net and focused on the perception of final years of Elementary School Teachers and High School Teachers. The theoretical frameork is based on self-determination theory, from Deci and Rayan (2013), the theory of shared management, from Helo?sa L?ck (2011), organizational behavior proposed by Newstron (2008), among other authors, and on the articles from Marista Net.The data were organized into grafics and analyzed by the theoretical references. From the theoretical framework analysis, one can see that the job motivation is relatively susceptible to changes processes and the managers play an important role in this dynamic. It was found also, with the analysis of the results that it is possible to establish relationships between organizational changes and the teachers? job motivation, and the quality of teaching and learning can be affected in this context. / A presente disserta??o analisa as rela??es entre a implementa??o de mudan?as organizacionais propostas pela Prov?ncia Marista do Rio Grande do Sul e a motiva??o dos professores para o trabalho. A pesquisa est? pautada em levantamento de dados a partir da aplica??o de um question?rio composto de trinta itens, elaborado a partir de tr?s categorias: motiva??o, mudan?as organizacionais e gest?o escolar. Esse question?rio foi aplicado em duas unidades da rede de col?gios e focada na percep??o de Professores do Ensino Fundamental?Anos Finais e do Ensino M?dio. O embasamento te?rico est? pautado na teoria da auto-determina??o, de Deci e Rayan (2013), na teoria da gest?o compartilhada de Helo?sa L?ck (2011), no comportamento organizacional proposto por Newstron (2008), entre outros autores, e nos documentos da Rede Marista.Os dados obtidos foram organizados em gr?ficos e analisados ? luz dos pressupostos te?ricos. A partir da an?lise do referencial te?rico, percebe-se que a motiva??o para o trabalho ? um elemento relativamente sens?vel aos processos de mudan?as e que os gestores desempenham papel importante nessa din?mica. Tamb?m constatou-se, com a an?lise dos resultados que ? poss?vel estabelecer rela??es entre as mudan?as organizacionais e a motiva??o dos professores para o trabalho e que a qualidade do ensino e da aprendizagem pode ser afetada nesse contexto.

Submitted by Setor de Tratamento da Informa??o - BC/PUCRS (tede2@pucrs.br) on 2015-05-28T12:02:10Z No. of bitstreams: 1 469555 - Texto Completo.pdf: 3233618 bytes, checksum: d45a8196adc9c4c0bc3a1b758d3ecb98 (MD5) / Made available in DSpace on 2015-05-28T12:02:10Z (GMT). No. of bitstreams: 1 469555 - Texto Completo.pdf: 3233618 bytes, checksum: d45a8196adc9c4c0bc3a1b758d3ecb98 (MD5) Previous issue date: 2008-03-25 / In this work, we analyze the implantation of the new methodology of organizacional management adopted by the Brazilian Service of Support the Micro and Small Companies, the SEBRAE, identified as Guided Strategically Management for Results - GEOR. This new methodology is based on Management for Projects that directly benefit the entrepreneurs and businessman of micro and small companies. This model demands evaluation of concrete results, that must be measured together with the beneficiaries, and therefore, it causes alteration in the organizational structure of the SEBRAE. Our main objective was, therefore, to analyze the influence of this methodology in the results showed through the reports of management of the SEBRAE. In such a way, we used techniques of bibliographical and documentary survey, as well as field research that involved the accomplishment of interviews with controllers, and application of questionnaires to the managers of projects. / Nesse trabalho, analisamos a implanta??o da nova metodologia de gest?o organizacional adotada pelo Servi?o Brasileiro de Apoio a Micro e Pequena Empresa, o SEBRAE, identificada como Gest?o Estrat?gica Orientada para resultados ? GEOR. Essa nova metodologia est? baseada em Gest?o por Projetos, que beneficiem diretamente os empreendedores e empres?rios de micro e pequenas empresas. Esse modelo exige avalia??o de resultados concretos, que devem ser medidos junto aos benefici?rios, e por isso, provocou altera??es na estrutura organizacional do SEBRAE. Tivemos como objetivo principal, portanto, analisar a influ?ncia dessa metodologia nos resultados divulgados atrav?s dos relat?rios de gest?o do SEBRAE. Para tanto, utilizamos t?cnicas de levantamento bibliogr?fico e documental, bem como pesquisa de campo que envolveu a realiza??o de entrevistas com dirigentes, e aplica??o de question?rios junto aos gestores dos projetos.

Submitted by Setor de Tratamento da Informa??o - BC/PUCRS (tede2@pucrs.br) on 2015-06-25T17:34:54Z No. of bitstreams: 1 470810 - Texto Completo.pdf: 1683514 bytes, checksum: 685cc0d4665c4e7f38b844e2abb70d97 (MD5) / Made available in DSpace on 2015-06-25T17:34:54Z (GMT). No. of bitstreams: 1 470810 - Texto Completo.pdf: 1683514 bytes, checksum: 685cc0d4665c4e7f38b844e2abb70d97 (MD5) Previous issue date: 2015-03-20 / This study addresses the proposition that there is a period of learning and adaptation in the first months after a significant technological change. This is a longitudinal research, with multiple case studies to monitor the levels of demand and control work for the adoption of SCRUM agile method, using the JCCM model proposed by Bala and Venkatesh (2013) to study job changes characteristics. The objective of the study is to verify the existence of an increase in demand and reduced control over the work during the first months after the adoption of SCRUM agile method by a software development team. In the context of agile methods, in self-organized way, each member of team controlling the best possible their demands, which Karasek (1979) called active work. During the period of development of a team, Tuckman (1965) predicted the existence of four phases, starting with the forming, storming, norming and performing. Aligned Tuckman, the JCCM model also provides for an period of shakedown in which the demand grows and control decreases due to the need to unlearn the old method while learning to work on the new method. The main result of the application of JCCM model in a context of methodological change, it was confirmed the existence of an initial period of increased demand and reduced control about the work. Awareness of the existence of this period can support better planning and running the adoption of new working methods, reducing the duration and the impact of the storming stage provided by Tuckman, anticipating the conditions of full production capacity of the team. / Este estudo aborda a proposi??o da exist?ncia de um per?odo de aprendizado e adapta??o nos primeiros meses ap?s uma mudan?a tecnol?gica significativa. Trata-se de uma pesquisa longitudinal, contando com estudos de casos m?ltiplos, para acompanhamento dos n?veis de demanda e controle do trabalho durante a ado??o do m?todo ?gil SCRUM, utilizando o modelo JCCM, proposto por Bala e Venkatesh (2013) para estudar mudan?as em caracter?sticas de trabalho. O objetivo do estudo ? verificar a exist?ncia de um acr?scimo na demanda e redu??o do controle sobre o trabalho durante os primeiros meses ap?s a ado??o do m?todo ?gil SCRUM por uma equipe de desenvolvimento de software. No contexto de m?todos ?geis, uma equipe trabalha de forma auto-organizada, cada integrante controlando da melhor maneira poss?vel as suas demandas, o que Karasek (1979) chamou de trabalho ativo. Durante o per?odo de desenvolvimento de uma equipe, Tuckman (1965) previu a exist?ncia de quatro fases, come?ando pela organiza??o, turbul?ncia, normatiza??o, at? o estabelecimento da sua plena capacidade produtiva. Alinhado ? Tuckman, o modelo JCCM tamb?m prev? a exist?ncia de um per?odo de turbul?ncia, no qual a demanda cresce e o controle diminui em fun??o da necessidade de desaprender o m?todo antigo enquanto se aprende a trabalhar no m?todo novo. Como principal resultado da aplica??o do modelo JCCM em um contexto de mudan?a metodol?gica, confirmou-se a exist?ncia de um per?odo inicial de aumento da demanda e redu??o do controle sobre o trabalho. O reconhecimento da exist?ncia deste per?odo poder? subsidiar um melhor planejamento e condu??o na ado??o de novos m?todos de trabalho, reduzindo a dura??o e o impacto da fase de turbul?ncia prevista por Tuckman, antecipando as condi??es de plena capacidade produtiva da equipe.

Made available in DSpace on 2016-04-28T20:13:52Z (GMT). No. of bitstreams: 1 2008 - Eduardo Jordao de Araujo.pdf: 1830348 bytes, checksum: ddf2fe6576e4307318fdaf1953b2d078 (MD5) Previous issue date: 2008-10-16 / The current work approaches the subject of organizational growth and change, particularly the relationship between the development of strategies and structural changes. The research aimed to carry out a couple of objectives, such as: describe the process of developing strategies for an organization; interpretate this process taking into account the environment and detecting the main factors that affected the choices made; identify and describe the strategic choices made throughout the history of the organization; correlate the development of strategies and its effects on the organizational structure; understand how the members of the organization implemented their organizational changes. The researcher conducted a qualitative case study, analyzing the APAEB/Valente Association of sustainable and solidaire development of the Sisaleira Region, located at Valente city, at Bahia State. The main results express that the influence of social, economic, institutional and political factors is an important element of the organization-environment relationship, because those factors are taken into account by the organization when developing their strategies. The research revealed that the strategies developed by APAEB/Valente throughout its history were very similar to the strategies developed by its carpet factory, its main business unit. There are few differences between the process which takes place at that kind of business and the process that takes place at that organization. However, the process of strategy development, organizational change and management revealed some specificities of the kind of organization at stake, such as the difficulties to implement decisions, occurrence of conflict and misunderstanding about the roles of different hierarchy levels within the organization and centralization of decisions at the top of organization, mainly at crisis moments. Those findings lead to the conclusion that there is no automatic relationship between strategy and structure, described and demonstrated by the study case, which corroborates the need for a specific approach for the non-capitalistic economic organizations due their particular nature. / O presente trabalho aborda o tema das organiza??es, do seu crescimento e transforma??o interna. Particularmente, enfoca a rela??o entre formula??o de estrat?gias e mudan?as estruturais. O estudo perseguiu a realiza??o de alguns objetivos, dentre os quais: descrever o processo de formula??o de estrat?gias na organiza??o; interpretar este processo em sua rela??o direta com o ambiente, detectando os principais fatores que interferiram nas escolhas feitas; identificar e descrever as escolhas estrat?gicas feitas ao longo da hist?ria da organiza??o; correlacionar a formula??o das principais estrat?gias com o efeito interno sobre a estrutura organizacional; compreender como os membros da organiza??o implementaram as mudan?as organizacionais. Foi empregado o m?todo do estudo de caso qualitativo, utilizandose a hist?rica experi?ncia da APAEB/Valente - Associa??o de Desenvolvimento Sustent?vel e Solid?rio da Regi?o Sisaleira, localizada no munic?pio de Valente no Estado da Bahia. Os principais resultados obtidos na pesquisa expressam que a influ?ncia dos fatores sociais, econ?micos, institucionais e pol?ticos ? um componente essencial na rela??o organiza??o ambiente, no sentido de que aqueles fatores s?o levados em conta pela organiza??o no desenvolvimento de suas estrat?gias. O estudo revelou que as estrat?gias que a APAEB/Valente formulou ao longo de sua hist?ria se alinharam quase que integralmente com as estrat?gias particulares da sua f?brica de tapetes e carpetes, a sua unidade de neg?cio mais importante. Por isto, s?o poucas as diferen?as do processo que ocorre no tipo empresa e o processo vivenciado naquela organiza??o. No entanto, o processo de estrat?gia, transforma??o organizacional e gest?o apresentaram algumas nuances pr?prias do tipo de organiza??o estudada, tais como dificuldade para a implementa??o de decis?es feitas; ocorr?ncia de confus?o e conflito de pap?is entre diferentes n?veis hier?rquicos no interior da organiza??o e um processo de centraliza??o das decis?es no topo da organiza??o, notadamente nos momentos de crise. Estas constata??es induzem ? afirma??o da n?o ocorr?ncia autom?tica do alinhamento estrat?gia estrutura, descrita e demonstrada pelo caso, fato que corrobora as diferen?as de natureza das organiza??es econ?micas n?o-capitalistas.

Made available in DSpace on 2016-04-28T20:19:23Z (GMT). No. of bitstreams: 1 2006 - Luciana Pucci Santos.pdf: 3517624 bytes, checksum: b1e76e06cf5e955e78ca409b0d9a06eb (MD5) Previous issue date: 2006-04-17 / The present work deals with the subject the management of the sustainable organizacional change in small company in its environments, focusing the problem of its incapacity to support change processes. It was arisen assumption of that the complementary correlation enters the theories of organizacional learning: Fifth Disciplina, Occult Cognition of Santiago and Conex?es between the Phenomena basing conceptually the application of the methodology of Pesquisa-A??o for implantation of the management of the sustainable change in the case study, would result in lines of direction to this type of management. This is the assumption has as objective to revise lines of direction for the conduction of the management of the change and to adjust them it small company and to point a possibility of application of these, by means of the results gotten in the small studied company. In this intention, the adopted methodology was of a study of case carried through through the research-action as a method of conduction of applied empirical research. However, after the stages of intervention of the research-action in the company in study, verified considerable changes in the satisfaction of the collaborators and a new form of leadership supporting the new organizacional dynamics, of which it was possible to survey lines of direction for the conduction of the sustainable change in small company and to point suggestions to the studied company and the future studies. / O presente trabalho trata o tema da gest?o da mudan?a organizacional sustent?vel em pequena empresa em seus ambientes, focalizando o problema da sua incapacidade de sustentar processos de mudan?a. Levantou-se a suposi??o de que a correla??o complementar entre as teorias de aprendizagem organizacional: Quinta Disciplina, Cogni??o de Santiago e Conex?es Ocultas entre os Fen?menos embasando conceitualmente a aplica??o da metodologia de Pesquisa-A??o para implanta??o da gest?o da mudan?a sustent?vel no estudo de caso, resultaria em diretrizes a este tipo de gest?o. Esta suposi??o tem como objetivos revisar diretrizes para a condu??o da gest?o da mudan?a e adequ?-los a pequena empresa e apontar uma possibilidade de aplica??o dessas, por meio dos resultados obtidos na pequena empresa estudada. Neste intuito, a metodologia adotada foi a de um estudo de caso realizado atrav?s da pesquisa-a??o como um m?todo de condu??o de pesquisa emp?rica aplicada. Contudo, ap?s as etapas de interven??o da pesquisa-a??o na empresa em estudo, verificou-se mudan?as consider?veis na satisfa??o dos colaboradores e uma nova forma de lideran?a sustentando a nova din?mica organizacional, da qual foi poss?vel aferir-se diretrizes para a condu??o da mudan?a sustent?vel em pequena empresa e apontar sugest?es ? empresa estudada e a futuros estudos.

Made available in DSpace on 2016-04-28T20:19:15Z (GMT). No. of bitstreams: 1 2004- Andre Luis de Carvalho.pdf: 823383 bytes, checksum: e5aaa9cd4a2253c1f69164dc8f9c6e9e (MD5) Previous issue date: 2004-11-29 / Before demands from organizational restructures, though of fusion, acquisition, privatization or any another form of organizational reconfiguration join the downsizing process, the lay-off, generally in mass, established presence in every organizational environment. Not obstante this situation, several other factors that progressive support of the job in front to that hard situation for worked society, the present research approaches the question of responsible lay-offs, an enterprise action innovator based in French model obligatory called social plan of driving of dismissed professionals, providing them, through specialized programs of accompaniment the dismissed, the necessary support for acquisition of the new proposal of job and income, in service for present conception of the corporate social responsibility in the Brazilian setting. Among the new alternatives of labors to the egresses stand out the possibility of the entrepreneurship, cooperative work and autonomy are distinguished it as alternatives forms to the paradigm job. The objective this research is to add information to the study of the subject in epigraph reinforcing your relevance with the world trend of unemployment, reinforce the private participation in the driving of social problems. Towards the execution this explorer study, based on bibliography research, relative to the themes in question, case studies about some real experiences adopted recently for reorganized companies, approaching its contexts in the occasion. Beyond one it searches for checking the outplaced in social lay-off perceives its new situation of work with relation to the previous one. The results of this work point to the positives aspect of the companies to adopt this type of procedure in its practical of collective lay-offs. / Diante das permanentes demandas de reestrutura??es organizacionais, sejam por processos de fus?o, aquisi??o, privatiza??o ou qualquer outra forma de reconfigura??o organizacional ligada aos processos de downsizing, a demiss?o, geralmente massiva, estabeleceu onipresen?a no ambiente organizacional. N?o obstante a esta situa??o, encontram-se diversos outros fatores que alimentam progressivamente a precariza??o e escassez do emprego. Frente a esta dura realidade para a sociedade trabalhadora, o presente trabalho aborda a quest?o das demiss?es respons?veis, uma pr?tica empresarial inovadora, baseada no modelo compuls?rio franc?s denominado Plano Social, de condu??o dos profissionais demitidos, proporcionando-lhes, atrav?s de programas especializados de acompanhamento ao demitido, o suporte necess?rio para aquisi??o de novas possibilidades de trabalho e renda, em atendimento ? concep??o vigente dos princ?pios de responsabilidade social empresarial no cen?rio brasileiro. Dentre as novas alternativas de frentes de trabalho aos egressos destes programas destacam-se a possibilidade de empreendedorismo, trabalhos cooperativados e aut?nomos etc. como formas alternativas ao paradigma emprego. Objetiva-se com este trabalho agregar informa??es ao estudo do tema em ep?grafe refor?ando a sua pertin?ncia com a tend?ncia mundial de desemprego, despertando a participa??o privada na condu??o dos problemas sociais. Para a realiza??o deste estudo explorat?rio, utilizou-se uma pesquisa bibliogr?fica relativa aos temas em quest?o, bem como se fez uso de algumas experi?ncias reais adotadas recentemente por empresas reestruturadas, abordando-se seus contextos na ocasi?o de implanta??o do processo de demiss?o, resultados obtidos com os demitidos e suas conseq??ncias para os mesmos. Al?m de uma pesquisa voltada a verificar como o ex-empregado afetado por um processo de demiss?o respons?vel percebe sua nova situa??o de trabalho com rela??o ? anterior. Os resultados deste trabalho apontam para uma viabilidade de as empresas adotarem mais este tipo de procedimento em suas condu??es de demiss?es coletivas, uma vez que esta pr?tica socialmente respons?vel, mas acima de tudo, estrat?gica, afeta positivamente profissionais, empresa e sociedade, ao minimizar os diversos impactos a todos os atores sociais envolvidos direta e indiretamente no processo.

Submitted by Jorge Silva (jorgelmsilva@ufrrj.br) on 2017-02-14T18:10:44Z No. of bitstreams: 1 2015 - JEAN RUBYO DE OLIVEIRA LOPES.pdf: 1470931 bytes, checksum: e3af7a932b17739721e907d22048d00f (MD5) / Made available in DSpace on 2017-02-14T18:10:44Z (GMT). No. of bitstreams: 1 2015 - JEAN RUBYO DE OLIVEIRA LOPES.pdf: 1470931 bytes, checksum: e3af7a932b17739721e907d22048d00f (MD5) Previous issue date: 2015-12-14 / The organizational differences between the presented institutions support the understanding of what this dissertational study aims to discuss: the feasibility and effectiveness of incorporating didactic and pedagogical-tools of the Pedagogy of Alternation to the Ifes ? Campus Barra de S?o Francisco (Education, Science and Technology Federal Institute of Esp?rito Santo) proposals, focusing on what these instruments of Pedagogy of Alternation can improve the teaching-learning and the life quality of the local population. The reason for this work is the need to incorporate the Alternation Pedagogy tools, noted that the Agricultural Technician course has become a very mechanistic way, missing this approach with the students' families, in order to strengthen the course development and the possibilities for further sustainable actions after its conclusion. Understanding that every organizational change requires adequacy, this work attempted to indicate the use of relevant tools of the Pedagogy of Alternation at Ifes ? Campus Barra de S?o Francisco. Approaching on instruments because the knowledge systematization and its application to the student's reality seems an effective idealization in the context for what it is proposed. The methodology relies to research documents of the Ifes ? Barra de S?o Francisco Agricultural Technician course and analysis about the visits made, as well as through the Implementation Plan of the campus and the course. It was concluded that the indicated instrumentalization is feasible, because the students? knowledge and their previous academic experience led to Pedagogy of Alternation. / As diferen?as organizacionais existentes entre as institui??es apresentadas servem de apoio ? compreens?o do que se prop?e como objeto deste estudo dissertativo: a viabilidade e efic?cia da incorpora??o de instrumentos-did?tico-pedag?gicos da Pedagogia da Altern?ncia ?s propostas do Ifes ? Campus Barra de S?o Francisco, com foco no que estes instrumentos da Pedagogia da Altern?ncia possam agregar de benef?cios ? melhoria no ensino-aprendizagem e na qualidade de vida da popula??o local. A justificativa que se apresenta ? a necessidade de incorpora??o dos instrumentos da Pedagogia de Altern?ncia, por constatar que falta ao curso de T?cnico em Agropecu?ria vem se formatando de maneira muito mecanicista, faltando essa aproxima??o com as fam?lias dos acad?micos, de maneira a fortalecer o desenvolvimento do curso e as possibilidades de atua??o sustent?vel posterior ? conclus?o do mesmo. Compreendendo que toda mudan?a organizacional necessita de adequa??o, buscou-se indicar a utiliza??o de instrumentos pertinentes ? Pedagogia da Altern?ncia no Ifes ? Campus Barra de S?o Francisco. Fala-se em instrumentos, pois a sistematiza??o dos conhecimentos e sua aplicabilidade ? realidade do educando nos parecem uma idealiza??o eficiente no contexto em que se prop?e. A metodologia se ateve ? investiga??o de documentos do curso t?cnico em Agropecu?ria do Ifes ? Barra de S?o Francisco e em an?lise sobre as visitas desenvolvidas, bem como atrav?s do Plano de Implanta??o do referido campus e do curso. Concluiu-se que a instrumentaliza??o indicada ? vi?vel, por perceber que a viv?ncia dos alunos e suas experi?ncias acad?micas pr?vias se direcionavam a Pedagogia de Altern?ncia.

Submitted by Sara Ribeiro (sara.ribeiro@ucb.br) on 2017-05-23T14:37:00Z No. of bitstreams: 1 ValdireneBarretodeMoraisDissertacao2016.pdf: 741327 bytes, checksum: 8118fe4f57a9d4282bac0d2193b6e98c (MD5) / Approved for entry into archive by Sara Ribeiro (sara.ribeiro@ucb.br) on 2017-05-23T14:37:18Z (GMT) No. of bitstreams: 1 ValdireneBarretodeMoraisDissertacao2016.pdf: 741327 bytes, checksum: 8118fe4f57a9d4282bac0d2193b6e98c (MD5) / Made available in DSpace on 2017-05-23T14:37:18Z (GMT). No. of bitstreams: 1 ValdireneBarretodeMoraisDissertacao2016.pdf: 741327 bytes, checksum: 8118fe4f57a9d4282bac0d2193b6e98c (MD5) Previous issue date: 2016-07-28 / Considering the speed with which the scenarios are now moving and the need for organizations to follow suit these scenarios, the objective of this study was to identify the influence of organizational communication in the change process in a Confessional institution of education. The study of communication and Organizational Change, had reference to the scholars of subjects. The methodology was qualitative, to get the results included the application of interviews, which were listed categories according to the repetition of themes and were also analyzed individually. The results indicate that communication should occupy a central space in the change process, through her objects are explained, the timing of implementation is analyzed and uncertainties are eased, it was found that a challenge will align organizational communication with the theory and the practice of school. / Considerando a velocidade com que os cen??rios est??o se movendo atualmente e a necessidade das organiza????es se adequarem para acompanhar esses cen??rios, o objetivo deste trabalho foi o de identificar a influ??ncia da comunica????o organizacional no processo de mudan??a em uma institui????o Confessional de Ensino. O estudo da comunica????o e da Mudan??a Organizacional, teve como refer??ncia os autores estudiosos dos assuntos. A metodologia utilizada foi a qualitativa, para chegar aos resultados contou com a aplica????o de entrevistas, das quais foram elencadas categorias de acordo com a repeti????o de temas e foram tamb??m analisadas individualmente. Os resultados apontam que a comunica????o deve ocupar um espa??o central nos processos de mudan??a, atrav??s dela os objetos s??o explicados, o momento de implementa????o ?? analisado e as incertezas s??o amenizadas, constatou-se que um desafio ser?? alinhar a comunica????o organizacional com a teoria e a pr??tica da escola.