Esta tese apresenta análises de dois problemas de máquina única relacionados à programação da produção com seqüência predefinida. Para ambos os problemas são sugeridas modelagens via programação matemática e algoritmos que encontram a solução ótima em tempo polinomial e pseudo-polinomial. O primeiro problema é o de inserção de espera no problema com função-objetivo que considera s soma de funções convexas do horário de término independentes para cada ordem. O segundo considera custos distintos de adiantamento e atraso para cada ordem e custos de utilização de capacidade adicional ponderados distintamente para cada período de capacidade adicional que possa ser utilizado. Sugere-se adicionalmente um procedimento onde o mesmo avalia a melhor opção entre se utilizar tempo de espera, horas-extras e criar ou eliminar turnos de trabalho. São feitas análises e algumas generalizações como a utilização de diversos intervalos de tempo com diferentes custos concatenados e uma sugestão para a utilização dos procedimentos num ambiente de múltiplas máquinas / This thesis analyses two cases of one-machine problem regarding to production scheduling with fixed sequence. In both problems, modeling with mathematical programming, and (pseudo)polynomial-time algorithms are suggested. The first problem deals with idle time insertion in the problem where the objective function (represented by a sum of costs) considers that each job has costs described as any convex function of its completion time. The second problem considers earliness and tardiness with distinct costs for each job considering the possible use of additional capacity. For the additional capacity we assume that there are distinct costs for each time period where jobs can be processed. A procedure dealing with options of either to change the number of shifts or to utilize overtime considering total costs is suggested. Analysis and generalizations based on the utilization of several contiguous time periods with distinct costs and a heuristic extension for the multiple-machine case are also presented

近年來基層員警的超時工作所產生的影響已逐漸成為學界關心的重點，從工作壓力、生理影響、家庭關係、組織承諾、工作滿足、工作士氣等等，許許多多的研究都一再提到超時工作所造成的負面結果，但是卻鮮少人去研究為何派出所所長無法按照警察勤務條例的規定讓員警只擔服8小時的工作時間，因此本研究透過質性的研究方式，訪談了派出所所長及員警，希望能夠找出影響派出所勤務規劃的原因為何，並從中找出讓員警回歸8小時勤務制度的解決之道。 經質化訪談研究發現如下： 一、目前臺北市各派出所員警工作時間普遍都為12小時，原則上員警上五天班休息二天。 二、影響派出所勤務規劃的主要因素來自於分局各組室在勤務及業務上的要求。 三、所長認為每日規劃超勤是有其必要性，而且超勤加班費對員警有誘因存在，而員警則是認為應該要視實際的情況來規劃勤務，而不是僵化的要求員警每日超時服勤。 四、目前的勤務制度造成了員警在體力負荷、服務品質、心態上及家庭關係產生負面的影響。 五、解決之道，透過減少派出所勤（業）務負擔，並檢討現行勤務內容及派出所人力配置運用，讓派出所能夠回歸原本的工作內容。 / In recent years, the influence of rank-and-file policeman overtime working has been in the spotlight in academia. More and more studies show that constant overtime working brings negative impacts on the police, ranging from job stress, physiological effects, family relationship, organization commitment, job satisfaction to working morale, etc. However, few people want to figure out why the police are unable to work only 8 hours a day according to the [Police Services Ordinance]. I have interviewed with some chiefs and police officers in police stations through qualitative research, hoping to find the factors that affect the duty planning in police stations, and a solution to return an 8 hours/day schedule to the rank-and-file policemen. The following are what I discovered in my study: 1. Currently, the working time of the police officers in police stations of Taipei City is 12 hours a day; in general, they work 5 days and take 2 days off. 2. Various demands from different units of the sub-bureau play an important role in affecting duty planning. 3. As far as the chief of police station is concerned, daily overtime duty is necessary, plus, overtime payment is an incentive to the police officers. In the grassroots level’s opinion, the duties should be planned according to actual situations instead of a rigid schedule. 4. The current duty system has negative impacts on physical load, service quality, attitude and family relationship. 5. With a view to returning to what it should be, reducing the burden of police stations, amending the current police services, and reviewing the placement and utilization of staff may be the solution.

Studien syftade till att undersöka anledningar till att tjänstepersonal utan extra övertidsersättning arbetar övertid inom rekryterings- och bemanningsbranschen. Prediktorerna arbetskrav, arbetets plats i ens liv, inre och yttre arbetsmotivation samt harmonisk och manisk passion för arbetet undersöktes mot utfallsvariabeln övertidstimmar. Studien genomfördes som en enkät som skickades ut digitalt genom Google Forms till 16 bemannings- och rekryteringsföretag. QPS Nordic behandlade frågor om arbetskrav, arbetets plats i ens liv samt inre och yttre arbetsmotiv medan PTWS behandlade frågor om harmonisk och manisk passion för arbetet. Resultatet visade att arbetskrav predicerade arbetade övertidstimmar. Korrelationen var positiv vilket innebar att arbetskrav ökade med andelen övertid. Ingen skillnad observerades i övriga prediktorer. Studiens slutsats var att det var arbetskrav som fick tjänstepersonal inom rekryterings- och bemanningsbranschen att arbeta övertid, vilket arbetsgivare bör vara uppmärksamma på i och med de hälsokonsekvenser som kan vara till följd av övertidsarbete. / The study aimed to investigate reasons to work overtime among employees without overtime compensation in the staffing and recruitment industry depending on work demands, the place of work in one’s life, internal and external working motivation and harmonious and obsessive passion toward work. The study was conducted as a digital survey sent to 16 companies. QPS Nordic measured work demands, the place of work in one’s life and internal and external working motivation. PTWS measured harmonious and obsessive passion toward work. The present study showed that work demands predicted overtime hours. No difference was observed in the other predictors. The conclusion of the study was that work demands made employees in the staffing and recruitment industry work overtime hours and that employers should pay attention to this regarding the health implications resulting from working overtime.

Esta tese apresenta análises de dois problemas de máquina única relacionados à programação da produção com seqüência predefinida. Para ambos os problemas são sugeridas modelagens via programação matemática e algoritmos que encontram a solução ótima em tempo polinomial e pseudo-polinomial. O primeiro problema é o de inserção de espera no problema com função-objetivo que considera s soma de funções convexas do horário de término independentes para cada ordem. O segundo considera custos distintos de adiantamento e atraso para cada ordem e custos de utilização de capacidade adicional ponderados distintamente para cada período de capacidade adicional que possa ser utilizado. Sugere-se adicionalmente um procedimento onde o mesmo avalia a melhor opção entre se utilizar tempo de espera, horas-extras e criar ou eliminar turnos de trabalho. São feitas análises e algumas generalizações como a utilização de diversos intervalos de tempo com diferentes custos concatenados e uma sugestão para a utilização dos procedimentos num ambiente de múltiplas máquinas / This thesis analyses two cases of one-machine problem regarding to production scheduling with fixed sequence. In both problems, modeling with mathematical programming, and (pseudo)polynomial-time algorithms are suggested. The first problem deals with idle time insertion in the problem where the objective function (represented by a sum of costs) considers that each job has costs described as any convex function of its completion time. The second problem considers earliness and tardiness with distinct costs for each job considering the possible use of additional capacity. For the additional capacity we assume that there are distinct costs for each time period where jobs can be processed. A procedure dealing with options of either to change the number of shifts or to utilize overtime considering total costs is suggested. Analysis and generalizations based on the utilization of several contiguous time periods with distinct costs and a heuristic extension for the multiple-machine case are also presented

Previous studies show that hybrid work is now a big and important part of the society, both for employees and organizations. Hybrid work can be described as one of the consequences of the Covid-19 pandemic, which forced a lot of companies to implement extensive changes to reduce the spread of the virus. A big part of previous studies in this area has focused on hybrid work from an employees’ perspective. This purpose of this study is to examine how middle managers view the hybrid work model and how it affects different parts of the organization. The most central concept in the study is hybrid work, which allows employees to combine traditional office work with remote work. To answer the purpose of the study, a qualitative interview method has been used with four different companies participating. The analysis is conducted based on the presented empirical data in relation to the theoretical framework. Based on the results of the study, the conclusionis that hybrid work has become an important part at many companies after the pandemic. Hybrid work creates competitiveness and flexibility, but requires clear communication and individualized solutions to succeed. Challenges that exist are security, technology, lack of interaction, and the balance between work and private life. / Tidigare studier visar på att hybridarbete är en stor och viktig del av dagens samhälle, både för medarbetare och organisationer. Hybridarbete kan beskrivas som en av konsekvenserna av Covid-19-pandemin, vilket tvingade många företag att genomföra omfattande omställningar för att minska smittspridningen. En stor del av tidigare forskning inom detta område har berört hybridarbete ur ett medarbetarperspektiv. Den här studien syftar till att undersöka hur mellanchefer ser på den hybrida arbetsmodellen och hur den påverkar olika delar av organisationen. Det mest centrala begreppet i studien är hybridarbete, som innebär att medarbetare har möjlighet att kombinera kontorsarbete med arbete på distans. För att svara på studiens syfte har en kvalitativ intervjumetod använts där fyra olika företag har deltagit. Analysen är genomförd utifrån presenterad empiri i relation till den teoretiska referensramen. Utifrån studiens resultat är slutsatsen att hybridarbete blivit en central del på många arbetsplatser efter pandemin. Hybridarbetet skapar konkurrenskraft och flexibilitet, men behöver tydlig kommunikation och individanpassade lösningar för att lyckas. Utmaningar som finns är säkerhet, teknik, bristen på interaktion och balansen mellan arbetsliv och privatliv.

The purpose of the study is to investigate the reasons why young part-time employees work unpaid overtime in the trade industry. The phenomenon of working overtime without financial compensation can be understood as part of the informalization of working life. In order to understand the reasons that young store employees work unpaid overtime, the results are analyzed based on the perspective of power by Foucault (1980) and with the help of the human capital theory by Becker (1993). The questions that deal with the reasons why young part-time employees work unpaid overtime are based on these two theories, to describe how the results can be understood based on the theoretical frameworks. Previous research has made it clear that part-time employees are a vulnerable group and that unpaid overtime is a widespread problem. Research has also highlighted that power and human capital can be underlying causes of the problem. Based on a qualitative method, the material has been collected using eight semi-structured interviews, the majority of which were conducted physically. To analyze the results of the collected material, a thematic analysis has been used where five different themes have been identified. The result shows that young part-time employees experience unpaid overtime to a large extent and this can be explained based on the fact that there are underlying power structures and a strong desire to invest in the human capital. / Studiens syfte är att undersöka orsakerna till att unga deltidsanställda arbetar obetald övertid inom handelsbranschen. Fenomenet att arbeta övertid utan ekonomisk ersättning kan förstås som en del av den pågående informalisering av arbetslivet. För att förstå orsakerna till att unga butiksanställda arbetar obetald övertid analyseras resultatet utifrån maktperspektiv av Foucault (1980) samt med hjälp av humankapitalteorin av Becker (1993). Frågeställningarna som handlar om orsakerna till att unga deltidsanställda arbetar obetald övertid utgår från de två teorierna, för att beskriva hur resultatet kan förstås utifrån de teoretiska ramverken. Tidigare forskning har tydliggjort att deltidsanställda är en utsatt grupp och att obetald övertid är ett omfattande problem. Forskning har också belyst att makt och humankapital kan vara bakomliggande orsaker till problemet. Med utgångspunkt i kvalitativ metod har materialet samlats in med hjälp av åtta semistrukturerade intervjuer där majoriteten utförts fysiskt. För att analysera resultatet av det insamlade materialet har en tematisk analys använts där fem olika teman identifierats. Resultatet visar att unga deltidsanställda upplever obetald övertid i stor utsträckning och det kan förklaras utifrån att det finns bakomliggande maktstrukturer och en stark vilja att investera i sitt humankapital.

Inspiré par la réflexion quant aux nouvelles formes d’organisation du travail de la nouvelle économie, ce mémoire s’intéresse à la question des heures supplémentaires non formellement rémunérées chez une frange de travailleurs hautement qualifiés, les concepteurs de jeux vidéo. Très innovantes pour les employeurs, ces formes d’organisation, en particulier l’organisation par projets, ne sont pas sans poser des problèmes aux travailleurs. À l’instar des travailleurs du savoir qui sont souvent prêts à investir de longues heures au travail, les concepteurs de jeux vidéo travaillent fréquemment en heures supplémentaires. Or ces heures supplémentaires sont non seulement non rémunérées, mais elles sont aussi longues et fréquentes. Comment en vient-on à faire accepter aux concepteurs cette situation, sans toutefois exiger d’eux qu’ils travaillent en heures supplémentaires? Pour explorer cette question, les discours de 53 concepteurs de jeux vidéo montréalais ont été analysés. Les résultats de cette recherche dévoilent une explication basée sur un système informel de récompenses et de châtiments qui induit chez la majorité des concepteurs de jeux interrogés une propension à travailler en heures supplémentaires non rémunérées. / Inspired by the reflection made on the new forms of work organization system brought by the new economy, this M. Sc. Thesis is interested in unlimited overtime informally compensated for, among a highly skilled group of workers: video game developers. Innovative from employer’s standpoint, these types of organization system, in particular the project-based system does generate problems for the workers. Like the knowledge workers who are willing to invest long hours of work, the video game developers frequently work overtime. Not only is this overtime unpaid, but also it is long and frequent. How does management come to make the developers consent to such a demand, without requiring them to work overtime? To explore this question, we analyzed the interviews done with 53 designers from the Montreal’s video game industry. Indeed, interviews revealed that a majority of game developers make unlimited unpaid overtime on a regular basis. The results of this research offer an explanation based on an informal system of rewards and punishments.

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Inspiré par la réflexion quant aux nouvelles formes d’organisation du travail de la nouvelle économie, ce mémoire s’intéresse à la question des heures supplémentaires non formellement rémunérées chez une frange de travailleurs hautement qualifiés, les concepteurs de jeux vidéo. Très innovantes pour les employeurs, ces formes d’organisation, en particulier l’organisation par projets, ne sont pas sans poser des problèmes aux travailleurs. À l’instar des travailleurs du savoir qui sont souvent prêts à investir de longues heures au travail, les concepteurs de jeux vidéo travaillent fréquemment en heures supplémentaires. Or ces heures supplémentaires sont non seulement non rémunérées, mais elles sont aussi longues et fréquentes. Comment en vient-on à faire accepter aux concepteurs cette situation, sans toutefois exiger d’eux qu’ils travaillent en heures supplémentaires? Pour explorer cette question, les discours de 53 concepteurs de jeux vidéo montréalais ont été analysés. Les résultats de cette recherche dévoilent une explication basée sur un système informel de récompenses et de châtiments qui induit chez la majorité des concepteurs de jeux interrogés une propension à travailler en heures supplémentaires non rémunérées. / Inspired by the reflection made on the new forms of work organization system brought by the new economy, this M. Sc. Thesis is interested in unlimited overtime informally compensated for, among a highly skilled group of workers: video game developers. Innovative from employer’s standpoint, these types of organization system, in particular the project-based system does generate problems for the workers. Like the knowledge workers who are willing to invest long hours of work, the video game developers frequently work overtime. Not only is this overtime unpaid, but also it is long and frequent. How does management come to make the developers consent to such a demand, without requiring them to work overtime? To explore this question, we analyzed the interviews done with 53 designers from the Montreal’s video game industry. Indeed, interviews revealed that a majority of game developers make unlimited unpaid overtime on a regular basis. The results of this research offer an explanation based on an informal system of rewards and punishments.

Made available in DSpace on 2009-11-18T19:01:26Z (GMT). No. of bitstreams: 1 ACF26.pdf: 1777467 bytes, checksum: 2a4c52e7ac5cb18d5ac00fae43bb5fa5 (MD5) Previous issue date: 2006 / Due to high competitiveness in the current market, those companies which are deeply aware of their financial results have some competitive advantages, and based on that information, their managers can take decisions aiming at the maximization of their profit. Therefore, this research deals with the leverage as an operational strategy tool, for this it presents a study on a civil construction. In this field of activity, workmanship is a huge insume and the employees work overtime increasing the profits of the company. The main goal of this research is to demonstrate how the operational leverage can be used as an operational strategy tool in this context. It is a descriptive and applied research as to its goals and bibliographical, documentary and a field one as to the way it was performed. It took place during and at the construction of the new head office of the Legislative Assembly of Maranhão, which was carried out by the Petra Construção Ltda company in São Luís city. / Devido à grande competitividade do mercado atual, estão em vantagem competitiva aquelas empresas que conhecem profundamente seus resultados financeiros, para que a partir deste conhecimento seus gestores possam tomar decisões visando a maximização do lucro. Dentro deste pensamento, esta pesquisa trata da alavancagem como instrumento de estratégia operacional, para isso apresenta o estudo de caso de uma obra de construção civil, setor este cuja mão-de-obra é um significante insumo, cujos funcionários de produção trabalham horas extras, aumentando o lucro da empresa. O objetivo do presente trabalho é demonstrar como a alavancagem operacional pode ser utilizada como instrumento de estratégia operacional neste contexto. Quanto aos fins se trata de uma pesquisa descritiva e aplicada; quanto aos meios é bibliográfica, documental e de campo. Foi realizada na obra de construção da nova sede da Assembléia Legislativa do Estado do Maranhão que está sendo executada pela empresa Petra Construções Ltda na cidade de São Luís.