The aim of this thesis is to deal with the notice of termination due to organizational reasons under Section 52(a) through (c) of the Labour code. The topic of the thesis does not consist only in organizational changes and a notice of termination linked to them, its purpose is to describe the whole picture of the process of giving the notice to an employee and details which an employer must remember to keep the notice valid. The thesis is composed of ten chapters not counting the Introduction describing the motive for choosing the topic of the thesis and the aims of the thesis and the Conclusion containing the brief evaluation of the legal regulation. Chapter One deals with the labour-law relations, their concept and the distinctions between the individual labour-law relations and the collective labour-law relations. Chapter Two is concerned with the termination of employment in general and describes the division of the ways in which employment may be terminated, i.e. legal acts, legal events or authoritative decisions. Chapter Three elaborates the issues common to all reasons for the notice, which means that the attention is paid to these reasons, the written form of notice, delivering and the withdrawal of the notice and the participation of trade unions in a termination of employment. Special attention...

Det nutida samhället kännetecknas av en alltmer ökande förändringstakt där organisationer kontinuerligt behöver göra förändringar för att behålla konkurrenskraften på marknaden, vilket resulterat i att återkommande organisationsförändringar blivit ett vanligt inslag. Studiens syfte är att undersöka hur återkommande organisationsförändringar upplevs ur ett medarbetarperspektiv. Genom att besvara följande forskningsfrågor har syftet besvarats: Hur upplever anställda att arbetets krav påverkats av återkommande organisationsförändringar? Hur upplever anställda att deras kontroll över arbetssituationen påverkats av återkommande organisationsförändringar? Vilken betydelse har socialt stöd för den anställde vid återkommande organisationsförändringar? Metoden som använts är kvalitativ, där åtta semistrukturerade intervjuer genomförts med anställda inom ett telekombolag för insamling av empirin. De teorier som använts för analys av empirin är Karasek & Theorells krav-kontroll-stödmodell. Resultatet visar att de anställda upplever att deras arbetskrav har ökat samtidigt som deras kontroll och delaktighet minskat i samband med återkommande organisationsförändringar, och att det sociala stödet fyller en viktig funktion vid denna obalans. Ett förslag till förändring för den studerade organisationen är att avsätta tid och resurser för att skapa delaktighet, så att de anställda erhåller en jämnare balans mellan arbetskrav och kontroll. / The present society is characterized by an ever-increasing rate of change where organizations continually need to make changes to maintain market competitiveness, resulting in recurring organizational changes becoming a common feature. The purpose of this study is to investigate how recurrent organizational changes are perceived from an employee perspective. By answering the following research questions, the purpose has been answered: How do employees experience that the demands of the work have been affected by recurrent organizational changes? How do employees experience that their control over the work situation has been affected by recurrent organizational changes? What is the significance of social support for the employee during regular organizational changes? The method used is qualitative, where eight semi-structured interviews were conducted with employees within a telecom company for collecting the empirical data. The theories used for analyzing the empirical data are Karasek & Theorell's demand-control-support model. The result shows that employees feel that their work demands have increased while their control and participation has decreased in connection with recurrent organizational changes, and that social support fulfills an important function in this imbalance. A proposal for change for the studied organization is to set aside time and resources to create participation, so that employees receive a more even balance between work requirements and control.

During writing of this work, I focused on the nature and consequences of organizational changes done by employer, that affect labor relations, especially their stability. At the same time, I tried to emphasize the importance of balancing the stability and flexibility of these relationships, which is mainly due to the fact that I supplement my opinion on the balance of these contradictory aspects in the description of the legislation related to the issue. Given that organizational changes affect the weaker side of labor relations, employee, more significantly, I focused on his position in these evaluations. The key role in the interpretation of legislation of organizational changes and related institutes have courts through judgments, that often have to fill gaps that arise mainly due to variability of cases that may occur in practise. The main finding is that the Czech legal regulation of organizational changes provides, in the vast majority od cases, enough freedom to implement the will of both the employer and the employee, as well as largely adheres to one of the main principles of labor laq, protection of employee status. However, some institutes do not fully match the current needs of labor relations and somentimes even the requirements of the European Union. Therefore, we can only believe...

Este estudo de caso qualitativo busca compreender os significados atribuídos por enfermeiras assistenciais ao processo de implementação do diagnóstico de enfermagem no Sistema de Assistência de Enfermagem (SAE) do Hospital Universitário da Universidade de São Paulo. A coleta dos dados foi realizada por meio de entrevistas com oito enfermeiras da Unidade de Clínica Médica, que participaram de um teste piloto para a construção de um instrumento para implementação do diagnóstico de enfermagem como etapa do SAE. Os dados foram apresentados na forma de narrativa. Nos seus relatos as colaboradoras explicitaram ter percebido, inicialmente, a implementação do diagnóstico de enfermagem como uma imposição da chefia, o que gerou reações de resistência e sentimentos de desconforto. Evidenciaram que a capacitação teórico-prática e a possibilidade de participação, ao longo do processo, contribuíram para se tornarem agentes pró-ativas, em decorrência de uma transformação positiva em seus sentimentos a partir do desconforto inicial e da percepção desfavorável em relação ao processo. Relataram que os sentimentos compartilhados, durante a realização do teste piloto, foram trabalhados com mais facilidade uma vez que o grupo assumiu atitude pró-ativa em relação a eles, confiando que podiam lidar com esses sentimentos e superar as dificuldades. As colaboradoras revelaram, ainda, que o processo de implementação do diagnóstico de enfermagem, como etapa do SAE, continuava sendo um grande desafio a ser vivenciado. Entretanto, mostraram que a apropriação do processo permitiu além do compartilhamento das decisões e da responsabilidade pelos resultados, o desenvolvimento da crença de que serão capazes de superar as dificuldades quando forem vivenciar os acontecimentos. Fica evidente que o processo participativo é mais demorado, no entanto propicia a detecção das necessidades dos diferentes grupos, e de cada componente, fornecendo dados para que essas necessidades sejam atendidas. Dessa forma, proporciona autonomia aos participantes, gerando sentimentos de prazer e de auto-realização e, conseqüentemente, o resultado obtido é mais seguro e duradouro. / This qualitative case study searches for understanding the meanings attributed by nurses for the nursing diagnosis implementation process on the Nursing Care System (NCS) from the University Hospital at the University of Sao Paulo. Data collection was made through interviews with eight nurses from the Medical Clinic Unit, who attended a pilot test for building up an instrument for nursing diagnosis implementation as a stage of the NCS. Data was presented through a narrative way. The respondents told clearly on their reports having perceived initially the nursing diagnosis implementation as a management imposition, which generated resistance reaction and discomfort feelings. They evidenced that the theory-practice capability and the possibility of participation throughout the process helped them for being proactive agents, resulting from a positive transformation in their feelings starting from the initial discomfort and the unfavourable perception regarding to the process. They reported that shared feelings during the pilot test were worked up easier once the group assumed a proactive attitude for them. They trusted they could deal with these feelings and overcome difficulties. The respondents also revealed that the nursing diagnosis implementation process, as a NCS stage, keeps on being a big challenge to be lived. However, they showed that the appropriateness of the process allowed, besides the decision sharing and responsibility for the results, the development of a belief that they will be able to overcome difficulties when they face the facts. It becomes clear that the participative process takes longer; nonetheless, it offers the detection of needs from different groups and each of their components, providing data for meeting their needs. Thus, it gives autonomy for their participants, creating pleasure and self-satisfaction feelings and, consequently, the result obtained is safer and lasting.

Most organizations of today are more or less influenced by the globalization. This phenomenon has led to that changes belong to the everyday concern of companies in order to be ahead of the competition. Simultaneously, when it comes to discussions about change failures and successes, it mainly is the top management standing in the spotlight. Therefore, the aim of this thesis is to take a glance backstage of organizational changes while focusing on middle management. The purpose of this research is to examine how the middle manager can become a change agent and what contributions this new role can bring to the company. A glimpse on the historical evolution of the middle manager´s role and status helps to identify the underlying causes for the existing stereotype of this management group as well as the reasons for why middle management seems to belong to the ‘forgotten breed’ in organizations. Furthermore, the concept of changes and change management is outlined in order to clarify why changes fail and how those failures can be prevented with the help of a change agent. Based on this theoretical framework, the potential of middle managers acting as change agents is discussed. Additionally, due to the fact that the middle manager’s role as a change agent is not fully recognized yet, an own developed concept is outlined. This model is created as a result of empirical research in terms of interviews with consultants as well as extensive literature studies within this research area. The concept demonstrates how a middle manager can become a change agent and which contributions this new role can bring to the organization. Overall, it can be concluded from the research that it is time for organizations to recognize the potential of middle managers; they are the ones who can make changes happen.

Orientador: Adilson Renofio / Banca: Jose de Souza Rodrigues / Banca: Kester Carrara / Resumo: Estudos, relatórios, projeções catastróficas, desastres ambientais e eventos climáticos demonstram que a natureza está no seu limite de capacidade, e que muitos dos recursos hoje disponíveis, breve deixarão de existir. Esta realidade tem provocado intensos embates que resultaram em inúmeros tratados e acordos, além de outro tanto de medidas normatizadoras que constituem o arcabouço institucional ambiental. Verifica-se com isso, o esforço mundial em preservar o meio ambiente e buscar o desenvolvimento sustentável. Os impactos da alteração global do clima não são ameaças para o futuro, o presente já está agudamente comprometido, pois diariamente nos deparamos com as conquências dos atos e fatos danosos decorrentes de nossas ações. Estas questões implicam uma mudança de atitude por parte das pessoas e organizações tanto do setor público, como do privado. Utilizando como método a pesquisa ação, desenvolveu-se este estudo, que constou na implementação de um programa e inserção de critérios ambientais na administração pública (A3P) e que resultou na reformulação dos padrões de consumo e produção dos agentes públicos locais / Abstract: Studies, reports, projections catastrophic environmental disasters and climate events have shown that nature is at its capacity limit and that many of the features available today, will soon cease to exist. This reality has led to intense clashes that resulted in numerous treaties and agreements, and other normalizing both measures that constitute the institutional framework environment. There is thus, the global effort to preserve the environment and promote sustainable development. The impacts of global climate change are not threats to the future, this is already acutely compromised, because every day we are faced with the consequences of damaging acts and facts resulting from our actions. They imply a change of attitude on the part of individuals and organization, in both the public sector, and private. Using the method of action research, it is proposed this study, which consisted in implementing a program and integration of environmental criteria in public administration (A3P) and resulted in the reshaping of the patterns of comsumption and production of local public officials / Mestre

p. 110 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-03-26T17:16:15Z No. of bitstreams: 1 22222.pdf: 655502 bytes, checksum: 936e3dc425f37a58214f1d2d82836e7a (MD5) / Approved for entry into archive by Tatiana Lima(tatianasl@ufba.br) on 2013-04-08T16:46:38Z (GMT) No. of bitstreams: 1 22222.pdf: 655502 bytes, checksum: 936e3dc425f37a58214f1d2d82836e7a (MD5) / Made available in DSpace on 2013-04-08T16:46:38Z (GMT). No. of bitstreams: 1 22222.pdf: 655502 bytes, checksum: 936e3dc425f37a58214f1d2d82836e7a (MD5) Previous issue date: 2003 / O presente estudo buscou analisar os impactos das fusões e aquisições sobre o comprometimento organizacional dos empregados, que vêm participando na trajetória dessas mudanças: focaliza Intervenção do Banco Central do Brasil em agosto de 1995, no Banco Econômico S/A, que passou pela fusão com o Banco Excel S/A - Excel Econômico, pela aquisição do Banco Bilbao Vizcaya, espanhol, até a última aquisição pelo Bradesco. Compara as distintas estratégias de enfrentamento desse fenômeno e, adicionalmente avalia os impactos das constantes mudanças que a empresa enfrentou nos últimos 8 anos. Assim, ao investigar efeitos de aquisições e mudanças sobre o comprometimento organizacional, utilizou-se o modelo tríplice de Meyer; Allen (1991), com suas bases afetiva, normativas e instrumentais. Aplicou-se um questionário aos empregados – entrevista estruturada, com tratamentos estatístico das respostas e a preocupação na análise dos dados em articular as mudanças de um banco para outro com os níveis de comprometimento. Os resultados apontam níveis altos tanto do comprometimento instrumental quanto do afetivo, e reforçam a importância cada vez maior do comprometimento com a carreira (consigo mesmo) no que diz respeito à qualificação, empregabilidade e visão de mercado. A ênfase no comprometimento com a carreira, revelou a dimensão que o trabalho e o emprego assumem na vida das pessoas, reafirmada principalmente a partir do momento em que os “sobreviventes” vão permanecendo no processo. Espera-se que esta pesquisa dentro dos limites previstos, contribua para outras discussões que aprofundem o comprometimento com o trabalho. / Salvador

Este estudo de caso qualitativo busca compreender os significados atribuídos por enfermeiras assistenciais ao processo de implementação do diagnóstico de enfermagem no Sistema de Assistência de Enfermagem (SAE) do Hospital Universitário da Universidade de São Paulo. A coleta dos dados foi realizada por meio de entrevistas com oito enfermeiras da Unidade de Clínica Médica, que participaram de um teste piloto para a construção de um instrumento para implementação do diagnóstico de enfermagem como etapa do SAE. Os dados foram apresentados na forma de narrativa. Nos seus relatos as colaboradoras explicitaram ter percebido, inicialmente, a implementação do diagnóstico de enfermagem como uma imposição da chefia, o que gerou reações de resistência e sentimentos de desconforto. Evidenciaram que a capacitação teórico-prática e a possibilidade de participação, ao longo do processo, contribuíram para se tornarem agentes pró-ativas, em decorrência de uma transformação positiva em seus sentimentos a partir do desconforto inicial e da percepção desfavorável em relação ao processo. Relataram que os sentimentos compartilhados, durante a realização do teste piloto, foram trabalhados com mais facilidade uma vez que o grupo assumiu atitude pró-ativa em relação a eles, confiando que podiam lidar com esses sentimentos e superar as dificuldades. As colaboradoras revelaram, ainda, que o processo de implementação do diagnóstico de enfermagem, como etapa do SAE, continuava sendo um grande desafio a ser vivenciado. Entretanto, mostraram que a apropriação do processo permitiu além do compartilhamento das decisões e da responsabilidade pelos resultados, o desenvolvimento da crença de que serão capazes de superar as dificuldades quando forem vivenciar os acontecimentos. Fica evidente que o processo participativo é mais demorado, no entanto propicia a detecção das necessidades dos diferentes grupos, e de cada componente, fornecendo dados para que essas necessidades sejam atendidas. Dessa forma, proporciona autonomia aos participantes, gerando sentimentos de prazer e de auto-realização e, conseqüentemente, o resultado obtido é mais seguro e duradouro. / This qualitative case study searches for understanding the meanings attributed by nurses for the nursing diagnosis implementation process on the Nursing Care System (NCS) from the University Hospital at the University of Sao Paulo. Data collection was made through interviews with eight nurses from the Medical Clinic Unit, who attended a pilot test for building up an instrument for nursing diagnosis implementation as a stage of the NCS. Data was presented through a narrative way. The respondents told clearly on their reports having perceived initially the nursing diagnosis implementation as a management imposition, which generated resistance reaction and discomfort feelings. They evidenced that the theory-practice capability and the possibility of participation throughout the process helped them for being proactive agents, resulting from a positive transformation in their feelings starting from the initial discomfort and the unfavourable perception regarding to the process. They reported that shared feelings during the pilot test were worked up easier once the group assumed a proactive attitude for them. They trusted they could deal with these feelings and overcome difficulties. The respondents also revealed that the nursing diagnosis implementation process, as a NCS stage, keeps on being a big challenge to be lived. However, they showed that the appropriateness of the process allowed, besides the decision sharing and responsibility for the results, the development of a belief that they will be able to overcome difficulties when they face the facts. It becomes clear that the participative process takes longer; nonetheless, it offers the detection of needs from different groups and each of their components, providing data for meeting their needs. Thus, it gives autonomy for their participants, creating pleasure and self-satisfaction feelings and, consequently, the result obtained is safer and lasting.

O presente trabalho de dissertação tem por objetivo estudar a mudança em curso em uma empresa pública, de modo a fornecer subsídios para que a direção da organização faça uma condução eficaz do processo de mudança. Para atingir o objetivo desta pesquisa, foi conduzido um estudo da literatura especializada, buscando caracterizar mudança organizacional, os fatores que a afetam e as técnicas conhecidas para sua gestão eficaz. Em seguida, foi desenvolvido e aplicado um instrumento de pesquisa que possibilitou identificar na empresa estudada, os fatores que afetam as mudanças organizacionais em curso. Os resultados mostram que os autores pesquisados atribuem grande relevância aos fatores que são obstáculos às mudanças organizacionais e que a aplicação do questionário permitiu conhecer os obstáculos reais e potenciais da empresa pesquisada. Conclui-se que os obstáculos identificados pelos diversos autores podem ser sintetizados nos oito erros que as empresas cometem em processos de mudanças, descritos por John Kotter, e que os obstáculos identificados na empresa pesquisada podem servir de subsídios para auxiliar a direção da mesma a gerir de forma eficaz as mudanças. / This paper aims to study the change in course in a public company, in way to supply subsidies so that the direction of the organization makes an effective transport of the change process. To reach the objective of this research, a study of specialized literature was lead, searching to characterize organizational change, the factors affect that it and the known techniques for its effective management. After that, it was developed and applied a research instrument that it made possible to identify in the studied company, the factors that affect the organizational changes in course. The results show that the researched authors attribute great relevance to the factors that are obstacles to the organizational changes and that the application of the questionnaire allowed to know the real and potential obstacles of the researched company. One concludes that the identified obstacles for the several authors can be synthesized in the eight mistakes that the companies commit when managing changes, described by John Kotter, and that the identified obstacles in the researched company can serve as subsidies to aid the direction of the same to manage in an effective way the changes.

In this study, we have delved deeply into the European food industry's response to the altered reality during the Covid-19 pandemic. Through qualitative interviews with six business leaders from different parts of the sector, combined with a comprehensive literature review, we have strived to enhance the understanding of the organizational changes and strategic solutions that the industry has employed to navigate the crisis. The challenges we observed included disruptions in the supplychain, stress among employees due to illness and work-related pressure, as well as shifting sales and market patterns. Despite these difficulties, the companies managed to adapt by restructuring their organizations and leadership styles, which mitigated the negative impact of the pandemic. Some of the most significant lessons included the importance of having a flexible and adaptable organizational structure, and the necessity to develop effective communication strategies and leadership methods during uncertain times. The results of our study also point out that there is a need to integrate social aspects into food production and distribution. This would increase companies' resilience and ability to maintain operations in an increasingly uncertain global context. We found that the pandemic has contributed to increasing the importance of local production and consumption, strengthening the role of digital technology in streamlining communication and workflows, and focusing more on companies' sustainability initiatives and responsibilities. To further utilize these insights, we propose future research focusing on tracking companies' adaptations over time, comparing different industries and regions, and examining how the implementation of changes is related to the achievement of sustainability goals. We also underscore that both quantitative and qualitative research methods should be used to gain adeeper understanding of the processes driven by crises like the pandemic. In summary, our study shows that, despite the challenges that the Covid-19 pandemic has brought, food producers in Europe have demonstrated a remarkable ability to adapt and reshape their organizations and business models. The main lesson is that flexibility, communication, and rapid adaptation are crucial in handling crises and ensuring a sustainable and resilient food industry. This insight can assist policymakers and industry leaders in formulating more effective strategies and guidelines to promote a more sustainable and resilient organization.