While earlier studies have discussed such individual factors as motivation, retention, and productivity as they relate to effective and productive sales force management, organizational factors, such as organizational development interventions, are also critical in developing salespeople and identifying their value, and have not been sufficiently studied. In response to the research gap, this study presents a salesperson lifecycle management model for identifying and optimizing salespersons’ value using effective and productive organizational development interventions. Such organizational development interventions should be proven valid for recognizing the proper alignment of people strategies with organizational goals. Surprisingly, this important aspect of sales management has not gained serious attention thus far. To fill the research gap, this study develops a quantitative basis that measures salesperson value and salesperson lifetime value for identifying an optimal organizational development intervention decision. To address the research objective, this study conducts a simulation with four different organizational development investment strategies and, under each strategy, three different sales performance types. This study also empirically tests the quantitative basis developed in the study two with an actual salesperson performance data from one of global consumer financing company and finds that sales organizations can utilize the quantitative basis for effective and productive organizational development intervention strategies.

While earlier studies have discussed such individual factors as motivation, retention, and productivity as they relate to effective and productive sales force management, organizational factors, such as organizational development interventions, are also critical in developing salespeople and identifying their value, and have not been sufficiently studied. In response to the research gap, this study presents a salesperson lifecycle management model for identifying and optimizing salespersons’ value using effective and productive organizational development interventions. Such organizational development interventions should be proven valid for recognizing the proper alignment of people strategies with organizational goals. Surprisingly, this important aspect of sales management has not gained serious attention thus far. To fill the research gap, this study develops a quantitative basis that measures salesperson value and salesperson lifetime value for identifying an optimal organizational development intervention decision. To address the research objective, this study conducts a simulation with four different organizational development investment strategies and, under each strategy, three different sales performance types. This study also empirically tests the quantitative basis developed in the study two with an actual salesperson performance data from one of global consumer financing company and finds that sales organizations can utilize the quantitative basis for effective and productive organizational development intervention strategies.

As contemporary health care organizations struggle to control costs, yet deliver quality patient-centred care, the concept of care becomes socially transformed through the use of quality improvement models (i.e., Lean methodology) and quality assurance documentation. This research investigates how nurses’ care work is socially organized in a system that defines care through quality management practices. I use Dorothy E. Smith’s Institutional Ethnography as a feminist mode of inquiry and as a guiding framework for my interviews with nurse participants as I explore the complex social relations within the health care system from the vantage point of nurses undertaking care work. I argue that the social reorganization of care work has affected the emotional lives of nurses as they try to balance actual patient-centred care with their reporting obligations under quality management.

Today’s youth are tomorrow’s leaders’, and for that reason, it is considered important by researchers and practitioners alike to understand how to develop effective leadership skills and characteristics. The purpose of this research was to explore concepts of leadership including leadership development (LD) within an international development through sport context. The Commonwealth Games Association of Canada’s (CGC) International Development through Sport (IDS) administration team created a program called the Capacity Support Program (CSP). The CSP is an internship program offered to recent university graduates to assist in various initiatives intended on building sporting capacity within partnering Commonwealth countries. Participants also known as Capacity Support Officer’s (CSO’s) were immersed within an international environment with a host sport organization (e.g., Barbados National Olympic Committee) for approximately fourteen-months. In this study, interviews were conducted with IDS administrators to clarify and provide further detailed information about the program. In addition, archival material (e.g., pre-departure training manual, website articles, DVDs), interviews with CSO’s, and a debrief focus group session with the CSO’s which discussed their experiences and the various concepts of leadership and LD within an international development through sport context was conducted. Data was recorded and transcribed verbatim. A grounded theory approach, specifically the inductive coding technique was utilized throughout the content analysis procedure. Findings showed that concepts of leadership and LD were 1) a fundamental component of the program and 2) linked to various existing literature on leadership theories (e.g., authentic leadership). Further, findings demonstrated the program design and training were significant components of LD and that the cross-cultural context accelerated LD. These findings and others will culminate in a discussion regarding future studies of leadership and LD.

Diss. Stockholm : Handelshögskolan, 2005.

Submitted by Ana Carolina Aguiar (aguiar.anacarol@gmail.com) on 2016-05-02T17:42:16Z No. of bitstreams: 1 AnaCarolinaPiresAguiar_Dissertação_Versão Final.pdf: 1857637 bytes, checksum: 102121e948b04326a371f5bec8a1247d (MD5) / Approved for entry into archive by Pamela Beltran Tonsa (pamela.tonsa@fgv.br) on 2016-05-02T17:45:36Z (GMT) No. of bitstreams: 1 AnaCarolinaPiresAguiar_Dissertação_Versão Final.pdf: 1857637 bytes, checksum: 102121e948b04326a371f5bec8a1247d (MD5) / Made available in DSpace on 2016-05-02T17:49:31Z (GMT). No. of bitstreams: 1 AnaCarolinaPiresAguiar_Dissertação_Versão Final.pdf: 1857637 bytes, checksum: 102121e948b04326a371f5bec8a1247d (MD5) Previous issue date: 2016-04-07 / The purpose of this project is to understand, under a social constructionist approach, what are the meanings that external facilitators and organizational members (sponsors) working with dialogic methods place on themselves and their work. Dialogic methods, with the objective of engaging groups in flows of conversations to envisage and co-create their own future, are growing fast within organizations as a means to achieve collective change. Sharing constructionist ideas about the possibility of multiple realities and language as constitutive of such realities, dialogue has turned into a promising way for transformation, especially in a macro context of constant change and increasing complexity, where traditional structures, relationships and forms of work are questioned. Research on the topic has mostly focused on specific methods or applications, with few attempts to study it in a broader sense. Also, despite the fact that dialogic methods work on the assumption that realities are socially constructed, few studies approach the topic from a social constructionist perspective, as a research methodology per se. Thus, while most existing research aims at explaining whether or how particular methods meet particular results, my intention is to explore the meanings sustaining these new forms of organizational practice. Data was collected through semi-structured interviews with 25 people working with dialogic methods: 11 facilitators and 14 sponsors, from 8 different organizations in Brazil. Firstly, the research findings indicate several contextual elements that seem to sustain the choices for dialogic methods. Within this context, there does not seem to be a clear or specific demand for dialogic methods, but a set of different motivations, objectives and focuses, bringing about several contrasts in the way participants name, describe and explain their experiences with such methods, including tensions on power relations, knowledge creation, identity and communication. Secondly, some central ideas or images were identified within such contrasts, pointing at both directions: dialogic methods as opportunities for the creation of new organizational realities (with images of a ‘door’ or a ‘flow’, for instance, which suggest that dialogic methods may open up the access to other perspectives and the creation of new realities); and dialogic methods as new instrumental mechanisms that seem to reproduce the traditional and non-dialogical forms of work and relationship. The individualistic tradition and its tendency for rational schematism - pointed out by social constructionist scholars as strong traditions in our Western Culture - could be observed in some participants’ accounts with the image of dialogic methods as a ‘gym’, for instance, in which dialogical – and idealized –‘abilities’ could be taught and trained, turning dialogue into a tool, rather than a means for transformation. As a conclusion, I discuss what the implications of such taken-for-granted assumptions may be, and offer some insights into dialogue (and dialogic methods) as ‘the art of being together’. / O objetivo deste projeto é compreender, sob a perspectiva do Construcionismo Social, quais são os sentidos que facilitadores externos e membros de organizações que trabalham com métodos dialógicos atribuem a si mesmos e ao seu trabalho. Com o objetivo de envolver grupos em fluxos de conversas para investigação, visualização e cocriação de seu próprio futuro, os chamados métodos dialógicos constituem práticas crescentes para geração de mudanças e desenvolvimento organizacional. Alinhado com conceitos construcionistas sobre a possibilidade de múltiplas realidades e sobre a linguagem como constitutiva de tais realidades, o diálogo tem emergido como um caminho promissor para a transformação, especialmente em um macro contexto de constantes mudanças e crescente complexidade, desafiando formas tradicionais de trabalho, estrutura e relacionamentos. Pesquisas na área concentram-se em análises de métodos ou aplicações específicas, havendo poucos estudos mais abrangentes sobre o tema. Além disso, apesar dos métodos dialógicos trabalharem a partir da premissa de que realidades são socialmente construídas, poucos estudos abordam o tema sob uma perspectiva metodológica sócio-construcionista. Assim, enquanto a maioria da literatura existente concentra-se em explicar como e porque certos métodos atingem certos resultados, minha intenção é explorar os possíveis sentidos que sustentam estas novas práticas organizacionais. Os dados foram coletados por meio de entrevistas semi-estruturadas com 25 profissionais que trabalham ou utilizam métodos dialógicos: 11 facilitadores e 14 membros de organizações. Os resultados da pesquisa indicam vários elementos contextuais que parecem sustentar as escolhas por métodos dialógicos, não parecendo haver, entretanto, uma demanda clara ou específica para tais práticas, mas um conjunto de diferentes motivações, objetivos e focos. Isso faz com que diversos contrastes apareçam na maneira como os participantes nomeiam, descrevem e explicam suas experiências, incluindo tensões relacionadas a poder, geração de conhecimento, identidade e comunicação. Dentro de tais contrastes, quatro ideias centrais foram identificadas, apontando para dois sentidos: (i) métodos dialógicos como oportunidades para a criação de novas realidades organizacionais (a partir de imagens como a de uma ‘porta’ ou um ‘fluxo’, por exemplo, sugerindo que estas práticas possibilitam o acesso a novas perspectivas e a criação de novas realidades); e (ii) métodos dialógicos como mecanismos que parecem reproduzir as mesmas formas tradicionais e não dialógicas de trabalho e relacionamento. Diante deste contraste, as tradições modernas do individualismo e suas tendências para racionalização e esquematização - apontadas por autores construcionistas como fortes tradições da nossa cultura ocidental - puderam ser observadas em muitas falas a partir de imagens como a de uma 'academia’ ou um ‘espaço’ intencionalmente criado, onde habilidades idealizadas dos indivíduos e das organizações (ainda compreendidos sob uma perspectiva dual sujeito-objeto) poderiam ser ensinadas ou treinadas, transformando o diálogo em uma ferramenta, ao invés de um meio para a transformação. Como conclusão, apresento algumas das implicações que tais tradições podem gerar e ofereço alguns insights sobre o diálogo (a partir dos métodos dialógicos) como 'a arte de estarmos juntos”.

O ambiente de negócios está sob severa mudança ultimamente, requerendo das empresas não apenas a diferenciação da concorrência, mas também o desenvolvimento da capacidade de adaptação a novos cenários como uma forma de manter a competitividade e até mesmo sobreviver. Esta não é uma tarefa fácil, especialmente para grandes corporações, onde as políticas, regras, burocracia, comportamentos ortodoxos, para listar alguns, conspiram para dificultar a inovação. É ainda mais difícil quando estas empresas operam em mercados bem estabelecidos, com produtos maduros e até padronizados. Não fosse isso o suficiente, no Brasil tais corporações também precisam enfrentar desafios adicionais em relação à economia do país e à burocracia, bem como um sistema nacional de inovação ainda emergente. A literatura sobre inovação é vasta, e inovação em si é um tema cercado por vários aspectos diferentes. No entanto, até onde sabemos, não existem artigos que tratam da questão de como projetar e implantar um framework de gestão da inovação para uma corporação como as características descritas acima. O objetivo deste trabalho é ajudar essas empresas neste esforço, descrevendo e analisando a concepção e implementação de um framework de gestão da inovação em uma grande empresa brasileira de aço, bem como gerar conhecimento para apoiar futuras pesquisas acadêmicas no campo. O objetivo foi atingido através de uma pesquisa-ação e os resultados não só confirmaram a importância dos fatores de influência para inovação, como estratégia, liderança, cultura, recursos e sistemas de gestão, mas também apresentaram maneiras de combinar esses fatores de forma inter-relacionada para criar uma capacidade de inovação sustentável. / The business environment has been under severe change lately, requiring firms not only to differentiate themselves from competition, but also to develop capabilities to adapt to new scenarios as a way to keep competitiveness and even to survive. This is not an easy task, especially for large corporations, where polices, rules, bureaucracy, orthodox behaviors, to list a few,, collude to hinder innovation. Even more difficult when these corporations operate in well established markets, with mature and even standardized products. Would that not be enough, in Brazil such corporations also need to face additional challenges regarding the country`s economy and bureaucracy as well as facing an emergent national innovation system. The literature on innovation is vast and innovation itself is a topic surrounded by several different aspects. However, to our knowledge, there are no articles dealing with the question of how to design and implement and innovation management model for a corporation such as those described above. The objective of this work is to help these companies on this endeavor by describing and analyzing the design and implementation of an innovation management model in a large Brazilian steel company, as well as to generate knowledge to support further academic research on the field. The objective was accomplished through an action research and the results not only confirmed the importance of innovation drives such as strategy, leadership, culture, resources and management systems, but also presented ways of combining these drives in an intertwined fashion to create a sustainable innovation capability.

The present research inserts itself in the Research Line of Special Education of the Course of Mastership of the Program of Post-Graduation in Education of the Federal University of Santa Maria - UFSM. The objective that directed the investigative research consists of understanding how is articulated the process of organizational development of the hospital classrooms of the Rio Grande do Sul (RS). From this general objective, there are others branch that make possible a better understanding of the realities in study: a) to identify the aspects that to suit to the economic dimension of the hospital classrooms of the RS, attempting against for the financial, material resources, bureaucratic structures and norms; b) to verify estimated which is postulates in the pedagogical dimension, understanding it as joint of principles and strategies compromised to the achievement of the educational objectives; c) to investigate as the dimension proceeds politics from the hospital classrooms, or either, the strategies of action organized of the participants of the educational system, to take care of to the necessities and social demands of the community; d) to inquire as the cultural dimension of the educational environment of the hospital classrooms of the RS happens, considering the values and the social characteristics of the people who participate of the educational system. Leaving of these objectives, one searched to verify the process of organizational development of the hospital classrooms of the RS, from the understanding of the economic, pedagogical, cultural politics dimensions and that, in the perspective of Sander (1981, 1984, 1995 and 2005), constitute the multidimensional paradigm of management of the education. For the accomplishment of the research the rules of the qualitative research, of type had been used multicases, using as instruments for the collection of data half-structuralized interview and document analysis. The analysis of the data was carried through with aid of the methodological strategy of the Speech of the Collective Citizen, proposal for Lefèvre and Lefèvre (2005). Amongst the reached results, it can be detached that the hospital classrooms of the RS face difficulties in that refers to the economic dimension, represented for the scarcity of human resources, financial and material. In relation to the pedagogical dimension, it was verified practical viability of educative in hospital context and the search of pedagogical alternatives differentiated that consider the necessities of the educandos, to ruling the proposal educative in the conceptions educative-pertaining to school and playful-educative. In the dimension politics, it can be verified that the hospital classrooms of the RS are excellent for the community, therefore they brighten up the period of hospitalization and make possible the myth disruption concerning the hospitalized child and promote the inclusion social of the pupil-patients. In turn, in that it refers to the cultural dimension, it was verified that the families who participate of the process of organizational development of the hospital classrooms of the RS they are disfavored financially and they possess low level of scholarship. This aspect affirms the necessity of the existence of the hospital classrooms to act as enlightening instrument of conceptions making a mistake on the learning of the hospitalized child and promotional element of knowledge, and defense for the quality of life of the infantile ones hospitalized and its familiar ones. As conclusion, it is distinguished necessity to review the politics public that base the existence of the hospital classrooms, considering an entailing accomplishes with the Secretariats of Education, in order to consolidate the bases for the promotion of a pedagogical accompaniment of quality to the children and adolescents who are facing treatment of health. / A presente pesquisa insere-se na Linha de Pesquisa Educação Especial do Curso de Mestrado do Programa de Pós-Graduação em Educação da Universidade Federal de Santa Maria UFSM. O objetivo que direcionou a busca investigativa consiste em compreender como se articula o processo de desenvolvimento organizacional das classes hospitalares do RS. Desse objetivo geral, ramificam-se outros que possibilitaram melhor compreensão das realidades em estudo: a) identificar os aspectos que condizem à dimensão econômica das classes hospitalares do RS, atentando para os recursos financeiros, materiais, estruturas e normas burocráticas; b) verificar quais pressupostos são postulados na dimensão pedagógica, entendendo-a como conjunto de princípios e estratégias comprometidas com a consecução dos objetivos educacionais; c) investigar como procede a dimensão política das classes hospitalares, ou seja, as estratégias de ação organizada dos participantes do sistema educacional, para atender as necessidades e demandas sociais da comunidade; d) averiguar como acontece a dimensão cultural do ambiente educacional das classes hospitalares do RS, considerando os valores e as aracterísticas sociais das pessoas que participam do sistema educacional. Partindo destes objetivos, buscou-se verificar o processo de desenvolvimento organizacional das classes hospitalares do RS a partir da compreensão das dimensões econômica, pedagógica, política e cultural, que na perspectiva de Sander (1981, 1984,1995, 2005), constituem o paradigma multidimensional de gestão da educação. Para realização da pesquisa foram utilizados os preceitos da pesquisa qualitativa, de tipo multicasos, utilizando como instrumentos para a coleta de dados entrevista semi-estruturada e análise de documentos. A análise dos dados foi realizada com auxilio da estratégia metodológica do Discurso do Sujeito Coletivo, proposta por Lefèvre e Lefèvre (2005). Dentre os resultados alcançados, pode-se destacar que as classes hospitalares do RS enfrentam dificuldades no que tange à dimensão econômica, representada pela escassez de recursos humanos, financeiros e materiais. Em relação à dimensão pedagógica verificou-se a viabilidade da prática educativa em contexto hospitalar e a busca de alternativas pedagógicas diferenciadas que consideram as necessidades dos educandos, pautando a proposta educativa nas concepções educativo-escolar e lúdico-educativa. Na dimensão política podese verificar que as classes hospitalares do RS são relevantes para a comunidade pois amenizam o período de hospitalização, possibilitam o rompimento de mitos acerca da criança hospitalizada e promovem a inclusão social dos alunos-pacientes. Por vez, no que tange à dimensão cultural, verificou-se que as famílias que participam do processo de desenvolvimento organizacional das classes hospitalares do RS são desfavorecidas financeiramente e possuem baixo nível de escolaridade. Este aspecto afirma a necessidade da existência das classes hospitalares para atuarem como instrumento esclarecedor de concepções equivocadas sobre a aprendizagem da criança hospitalizada e elemento promotor de conhecimento e defesa pela qualidade de vida dos infantis hospitalizados e seus familiares. Como conclusão, destaca-se a necessidade de atentar para as ações governamentais e institucionais no que tange ao cumprimento das políticas públicas que embasam a existência das classes hospitalares, propondo uma vinculação efetiva com as Secretarias de Educação, a fim de consolidar as bases para a promoção de um acompanhamento pedagógico de qualidade às crianças e adolescentes que estão enfrentando tratamento de saúde.

O ambiente de negócios está sob severa mudança ultimamente, requerendo das empresas não apenas a diferenciação da concorrência, mas também o desenvolvimento da capacidade de adaptação a novos cenários como uma forma de manter a competitividade e até mesmo sobreviver. Esta não é uma tarefa fácil, especialmente para grandes corporações, onde as políticas, regras, burocracia, comportamentos ortodoxos, para listar alguns, conspiram para dificultar a inovação. É ainda mais difícil quando estas empresas operam em mercados bem estabelecidos, com produtos maduros e até padronizados. Não fosse isso o suficiente, no Brasil tais corporações também precisam enfrentar desafios adicionais em relação à economia do país e à burocracia, bem como um sistema nacional de inovação ainda emergente. A literatura sobre inovação é vasta, e inovação em si é um tema cercado por vários aspectos diferentes. No entanto, até onde sabemos, não existem artigos que tratam da questão de como projetar e implantar um framework de gestão da inovação para uma corporação como as características descritas acima. O objetivo deste trabalho é ajudar essas empresas neste esforço, descrevendo e analisando a concepção e implementação de um framework de gestão da inovação em uma grande empresa brasileira de aço, bem como gerar conhecimento para apoiar futuras pesquisas acadêmicas no campo. O objetivo foi atingido através de uma pesquisa-ação e os resultados não só confirmaram a importância dos fatores de influência para inovação, como estratégia, liderança, cultura, recursos e sistemas de gestão, mas também apresentaram maneiras de combinar esses fatores de forma inter-relacionada para criar uma capacidade de inovação sustentável. / The business environment has been under severe change lately, requiring firms not only to differentiate themselves from competition, but also to develop capabilities to adapt to new scenarios as a way to keep competitiveness and even to survive. This is not an easy task, especially for large corporations, where polices, rules, bureaucracy, orthodox behaviors, to list a few,, collude to hinder innovation. Even more difficult when these corporations operate in well established markets, with mature and even standardized products. Would that not be enough, in Brazil such corporations also need to face additional challenges regarding the country`s economy and bureaucracy as well as facing an emergent national innovation system. The literature on innovation is vast and innovation itself is a topic surrounded by several different aspects. However, to our knowledge, there are no articles dealing with the question of how to design and implement and innovation management model for a corporation such as those described above. The objective of this work is to help these companies on this endeavor by describing and analyzing the design and implementation of an innovation management model in a large Brazilian steel company, as well as to generate knowledge to support further academic research on the field. The objective was accomplished through an action research and the results not only confirmed the importance of innovation drives such as strategy, leadership, culture, resources and management systems, but also presented ways of combining these drives in an intertwined fashion to create a sustainable innovation capability.

The objective of the diploma paper "Organizational Behaviour and Corporate Culture" is to evaluate the current level of the organizational behaviour and the corporate culture in the allowance organization Centrum služeb pro silniční dopravu, that is managed by the Traffic Department of the Czech Republic. The partial aims are finding imperfections by means of questionnaires and the draft of measures, which would improve the present condition. The theoretical part refers to the account of conceptions of the organizational behaviour and the corporate culture. In the practical part the organization Centrum služeb pro silniční dopravu is described. This part is focused on activities, that have in light of organizational behaviour and corporate culture connection with the aims of this diploma paper. Furthermore in this part there are charactered results from the questionnaire research.