A cultura da Inovação é algo almejado pelas organizações para a melhoria de desempenho e de sua vantagem competitiva. Num ambiente de regulação, onde a inovação é tema obrigatório, caso do setor elétrico por exemplo, passa a ser fundamental o tratamento diferenciado a este processo. No entanto, a inovação deve ser estruturada de forma que as práticas de gestão de pessoas permitam que se crie um ambiente de desenvolvimento organizacional, pois ele é um pilar importante na construção de uma cultura de inovação. A integração entre estes dois processos, portanto, torna-se fundamental e, nesse sentido, este trabalho tem como objetivo geral de Propor a integração dos processos de gestão de pessoas e inovação no Grupo CEEE e, para isso, tratou-se como objetivos específicos em dois artigos, sendo: (i) propor diretrizes para a gestão da inovação do Grupo CEEE a partir da análise das práticas de gestão de pessoas; e (ii) estruturar um programa de reconhecimento e recompensas visando o incentivar o processo de inovação Trata-se de dois estudos de caso, de natureza aplicada qualitativa exploratória, no intuito de levantar o máximo de informações acerca dos temas, tendo como principal contribuição preencher uma lacuna identificada na gestão da inovação da empresa em estudo, mas servindo também como exemplo para as demais empresas do setor de energia. Como resultados deste trabalho, foi possível propor alternativas nos processos de gestão de pessoas visando o desenvolvimento de uma cultura de inovação, além de também, propor uma metodologia visando o reconhecimento e a recompensa no processo de inovação, pilar importante do processo de gestão de pessoas para desenvolver uma cultura de inovação. Uma vez implementada estas propostas, será possível perceber a integração destes dois processos, permitindo a empresa obter ganhos em todas as dimensões da inovação, atendendo ao proposto no objetivo geral. / The culture of innovation is something pursued by organizations to improve performance and competitive advantage. In an environment regulated, where innovation is required subject, in the case of the electricity sector for example, it becomes fundamental differential treatment in this process. However, innovation must be structured so that personnel management practices allow you to create an organizational development environment because it is an important pillar in building a culture of innovation. The integration between these two processes, so it is essential and in this sense, this work has as main objective to propose the integration between the personnel management processes and innovation in CEEE Group and, therefore, treated as specific goals in two articles, namely: (i) personnel management practices in the Innovation Process; and (ii) Recognition and reward the Innovation Process. These are two case studies, exploratory qualitative applied nature, in order to get as much information about the themes with the main contribution to fill a gap identified in the company's innovation management study, but also serving as an example to other companies in the energy sector. As a result of this work, it was possible to propose alternatives in the personnel management process aiming the development of a culture of innovation, and also propose a methodology aiming to recognize and reward the innovation process, important pillar of personnel management process to develop a culture of innovation, Once implemented these proposals, it will be possible to realize the integration of these two processes, enabling the company to obtain gains in all dimensions of innovation, given to the overall objective.

Sweden has a complete public oral hygiene system while there are still problems existing on young people which are caused by their individual habits. In the research, the main reason was found having connections with lack of daily tooth brushing. With the development design for behavior change, this research was trying to find how design can change when it was related to young people’s oral care behavior at home. As a result, a service design concluding a reward system was put forward to motivate young people to maintain a good tooth brushing habit.

Cocaine is known for its severe addictive properties and still, there is no effective treatment for cocaine addiction. Cocaine is a powerful chemical substance. It enters the brain rapidly and cause abnormal high levels of dopamine. Dopamine is found to be the neural correlate for reward. Addictive drugs such as cocaine are reported to be rewarding and initially generate many dimensions of positive effects. However, repeated cocaine use are associated with both structural and functional abnormalities in several brain regions, especially in areas responsible for voluntary control. Loss of control gives way to compulsive consumption and craving for more cocaine stimulation. These neuronal changes and negative symptoms tend to occur gradually, while the tolerance increases. The addicted individual has to enhance the dose in order to obtain the desired effect, which is; becoming physically dependent of a substance. Also, dysregulation of reward circuitries causes decreased sensitivity to natural rewards leading to increased interest in cocaine-related reward stimulation. The abstinence usually last for long time, even years, after self-administration, which makes addicts highly sensitive to relapse. Up to date, effective therapeutic interventions and pharmacological treatments are limited. Neurostimulation techniques such as DBS have shown positive results in regulation of dopaminergic excitability. Though, more research in the complexity of dopamine and mesolimbic areas is well needed, in order to better understand the neural basis of cocaine addiction and be able to offer evidence-based treatments. This thesis will provide an overview of the neuronal impact of cocaine on the dopaminergic reward circuitries in the brain.

A cultura da Inovação é algo almejado pelas organizações para a melhoria de desempenho e de sua vantagem competitiva. Num ambiente de regulação, onde a inovação é tema obrigatório, caso do setor elétrico por exemplo, passa a ser fundamental o tratamento diferenciado a este processo. No entanto, a inovação deve ser estruturada de forma que as práticas de gestão de pessoas permitam que se crie um ambiente de desenvolvimento organizacional, pois ele é um pilar importante na construção de uma cultura de inovação. A integração entre estes dois processos, portanto, torna-se fundamental e, nesse sentido, este trabalho tem como objetivo geral de Propor a integração dos processos de gestão de pessoas e inovação no Grupo CEEE e, para isso, tratou-se como objetivos específicos em dois artigos, sendo: (i) propor diretrizes para a gestão da inovação do Grupo CEEE a partir da análise das práticas de gestão de pessoas; e (ii) estruturar um programa de reconhecimento e recompensas visando o incentivar o processo de inovação Trata-se de dois estudos de caso, de natureza aplicada qualitativa exploratória, no intuito de levantar o máximo de informações acerca dos temas, tendo como principal contribuição preencher uma lacuna identificada na gestão da inovação da empresa em estudo, mas servindo também como exemplo para as demais empresas do setor de energia. Como resultados deste trabalho, foi possível propor alternativas nos processos de gestão de pessoas visando o desenvolvimento de uma cultura de inovação, além de também, propor uma metodologia visando o reconhecimento e a recompensa no processo de inovação, pilar importante do processo de gestão de pessoas para desenvolver uma cultura de inovação. Uma vez implementada estas propostas, será possível perceber a integração destes dois processos, permitindo a empresa obter ganhos em todas as dimensões da inovação, atendendo ao proposto no objetivo geral. / The culture of innovation is something pursued by organizations to improve performance and competitive advantage. In an environment regulated, where innovation is required subject, in the case of the electricity sector for example, it becomes fundamental differential treatment in this process. However, innovation must be structured so that personnel management practices allow you to create an organizational development environment because it is an important pillar in building a culture of innovation. The integration between these two processes, so it is essential and in this sense, this work has as main objective to propose the integration between the personnel management processes and innovation in CEEE Group and, therefore, treated as specific goals in two articles, namely: (i) personnel management practices in the Innovation Process; and (ii) Recognition and reward the Innovation Process. These are two case studies, exploratory qualitative applied nature, in order to get as much information about the themes with the main contribution to fill a gap identified in the company's innovation management study, but also serving as an example to other companies in the energy sector. As a result of this work, it was possible to propose alternatives in the personnel management process aiming the development of a culture of innovation, and also propose a methodology aiming to recognize and reward the innovation process, important pillar of personnel management process to develop a culture of innovation, Once implemented these proposals, it will be possible to realize the integration of these two processes, enabling the company to obtain gains in all dimensions of innovation, given to the overall objective.

abstract: Convergent products are products that offer multiple capabilities from different product categories. For example, a smartphone acts as an internet browser, personal assistant, and telephone. Marketers are constantly considering the value of adding new functionalities to these convergent products. This work examines convergent products in terms of the hedonic and utilitarian value they provide along with whether the addition is related to the base product, revealing complex and nuanced interactions. This work contributes to marketing theory by advancing knowledge in the convergent products and product design literatures, specifically by showing how hedonic and utilitarian value and addition relatedness interact to impact the evaluation of convergent goods and services. Looking at a greater complexity of convergent product types also helps to resolve prior conflicting findings in the convergent products and hedonic and utilitarian value literatures. Additionally, this work examines the role of justification in convergent products, showing how different additions can help consumers to justify the evaluation of a convergent product. A three-item measure for justification was developed for this research, and can be used by future researchers to better understand the effects of justification in consumption. This work is also the first to explicitly compare effects between convergent goods and convergent services. Across two experiments, it is found that these two products types (convergent goods versus convergent services) are evaluated differently. For convergent goods, consumers evaluate additions based on anticipated practicality/productivity and on how easily they are justified. For convergent services, consumers evaluate additions based on perceptions of performance risk associated with the convergent service, which stems from the intangibility of these services. The insights gleaned from the research allow specific recommendations to be made to managers regarding convergent offerings. This research also examines the applicability of hedonic and utilitarian value to a special type of advertising appeal: reward appeals. Reward appeals are appeals that focus on peripheral benefits from purchasing or using a product, such as time or money savings, and make suggestions on how to use these savings. This work examines potential interactions between reward appeals and other common advertising elements: social norms information and role clarity messaging. / Dissertation/Thesis / Ph.D. Business Administration 2012

RACIONAL: A obesidade caracteriza-se por um excesso de tecido adiposo branco que causa morbidades metabólicas, mecânicas e a morte de aproximadamente 2,8 milhões de pessoas anualmente. Sua fisiopatologia envolve alterações em mecanismos que interagem no cérebro, sejam humorais, neurais e comportamentais, os quais podem ser eliciados por alimentos. Por sua vez, técnicas de neuroimagem funcional, como o Single-photon Emission Tomography (SPECT), surgiram como ferramentas para avaliar alterações funcionais in vivo. Por isso, questionamos se imagens de SPECT cerebral, alteradas após a ingestão de glicose em comparação a um teste controle com água, explicariam, pelo menos em parte, o comportamento alimentar da obesidade. OBJETIVOS: Comparar a perfusão (ativação) cerebral de imagens de SPECT, após ingestão de água vs. glicose, em mulheres obesas e com peso normal. Correlacionar a intensidade da perfusão encontrada com níveis sanguíneos de leptina, insulina e glicemia, bem como com a quantidade de gordura corporal. MATERIAIS E MÉTODOS: 10 mulheres com e 10 sem obesidade (n = 20) foram submetidas à SPECT cerebral duas vezes, após marcação pelo [99mTc]-ECD 30 minutos após ingestão de 300 mL de água e de uma solução com 75 gramas de glicose, em dias separados (40 SPECTs), tendo sido cada sujeito controle de si mesmo. As imagens foram comparadas intragrupo e entre grupos por meio do software Statistical Parametric Mapping. Modelos de efeitos mistos foram usados para avaliar correlações entre as variáveis. RESULTADOS E DISCUSSÃO: Mulheres obesas apresentam maior ativação em regiões da Default Mode Network e da Salience Network após o teste com água. Enquanto as obesas apresentam-se mais engajadas na percepção dos processos fisiológicos (como fome e sede) na situação basal, com água, apenas aquelas com peso normal parecem responder às alterações desses processos eliciadas pelo alimento oferecido. Após estímulo com glicose, apenas o grupo sem obesidade aumentou a perfusão em regiões relacionadas à recompensa e ao controle do comportamento, como corpo estriado e córtices orbitofrontal e pré-frontal. A perfusão nestas áreas apresentou correlação negativa com a interação entre leptina e insulina (Coef. = - 0,001, p = 0,003). Além disso, tais regiões recebem aferências dopaminérgicas e, por isso, temos como hipótese que déficits na sinalização da dopamina explicariam os achados encontrados. CONCLUSÃO: A ingestão de glicose eliciou respostas relacionadas à recompensa alimentar normal e a um controle apropriado sobre o apetite nas mulheres sem obesidade, não sendo observado o mesmo nas obesas, processo do qual parece participar a interação entre insulina e leptina e déficits na sinalização dopaminérgica. / RATIONALE: Obesity is an excess of white adipose tissue that causes mechanical, metabolic injuries and mortality of approximately 2.8 million people annually. Its physiology involves alterations in humoral, neural and behavioral mechanisms that interact in brain, which can be elicited by nutrients. Functional neuroimaging techniques, such as Single-photon Emission Tomography (SPECT), arise as tools to evaluate abnormalities in vivo. Therefore, we argue if changes in brain images, after intake of glucose, compared to a test with water, would explain, at least in part, the altered feeding behavior of obesity. OBJECTIVES: Compare perfusion (activation) of brain SPECT images after water vs. glucose intake in obese and normal weight volunteers. Correlate the intensity of perfusion found with blood levels of leptin, insulin and glucose, as well as with the amount of body fat. MATERIALS AND METHODS: 10 women with and 10 women without obesity (n = 20) underwent SPECT twice, after labeling by the [99mTc]-ECD 30 minutes after ingesting 300 ml of water and a solution of 75 grams glucose, on separate days (40 SPECTs) being each subject control of yourself. The images were compared between groups and intragroup using Statistical Parametric Mapping. Mixed effects models were used to assess correlations between variables. RESULTS AND DISCUSSION: Obese women have higher activation in regions of the Default Mode Network and Salience Network after test with water. While obese have become more engaged in the perception of physiological processes (such as hunger and thirst) at baseline, with water, this group do not seem to respond to changes of these processes elicited by the food offered. After glucose intake, only those with normal weight increased perfusion in regions related to food reward and behavioral control, such as striatum and orbitofrontal and prefrontal cortices. The perfusion in these areas was negatively correlated with the interaction between leptin and insulin (Coef = -. 0.001, p = 0.003). In addition, these regions receive dopaminergic afferents and therefore we hypothesized that deficits in dopamine signaling could explain the results observed. CONCLUSION: Glucose intake elicited responses related to normal food reward and the appropriate control over appetite in women without obesity, not being observed the same in obese volunteers, a process in which the interaction between insulin and leptin, as well as dopamine signaling seems to participate.

This thesis deals with proposed system of rewards in a specific company that will be used to increase employee motivation and subsequently their economical productivity. Multidisciplinary literary research from fields of productivity measurement, direction of human resources, psychology and positive economy, represents the theoretical level of this Thesis. Practical part then describes selected company, it introduces reader to specific department and explains jobs of employees, and later it proposes and discusses complex reward system. This particular system is designed based on literature and interviews with employees of individual departments. The Thesis analysis possibilities of salary division into fixed and variable parts, it deals with connection of variable parts to specific scales, outlines issues with bonuses as well as other non-financial motivations, such as teambuildings and promotions, that increase employee motivation.

En konsult kan vara anställd på ett konsultbolag samtidigt som en annan part kan hyra in konsulten för att få hjälp med ett särskilt uppdrag eller för att få rådgivning. Tidigare forskning inom styrningsområdet visar på att en individ bör styras av endast en chef, eftersom det annars kan uppstå en osäkerhet hos individen, där otydliga förväntningar kan minska motivationen hos en individ. För en konsult blir det däremot svårt att styras av endast en chef. Anledningen till detta är att ett kundföretag kan agera som en chef och övervaka en konsult, samtidigt som det är viktigt att konsultchefer motiverar konsulten då chefer kan påverka arbetsmiljön. Då en individs beteende kan styras med hjälp av belöningar, kan både konsultchefen och chefen på ett kundföretag styra och motivera en konsult med hjälp av belöningar. Därmed uppstår möjligheten att en konsult exponeras för ett tudelat belöningssystem, det vill säga belöningar från konsultbolaget och belöningar från kundföretaget, vilket innebär att risken finns att det uppstår en osäkerhet hos konsulten. Ett tudelat belöningssystem bör undersökas för att kunskap ska uppstå om hur motivationen, hos en individ som styrs med hjälp av ett tudelat belöningssystem, påverkas av ett tudelat belöningssystem och hur systemet kan utformas för att förstärka individens motivation. / A consultant can be employed by a consulting company, but at the same time another party can hire a consultant to receive help with a specific project or to get advice. Previous research within the field of management control shows that an individual should be controlled by only one manager, because otherwise an insecurity can arise within the individual, where unclear expectations can reduce the motivation of an individual. However, for a consultant it is difficult to be controlled by only one manager. The reason for this is that a customer company can act as a manager and supervise a consultant, while it is important for managers of a consulting company to motivate the consultant since managers can affect the work environment. Since an individual’s behavior can be controlled by rewards, both the manager of the consulting company and the manager of a customer company can control and motivate a consultant by using rewards. Therefore, the opportunity for a consultant to be exposed by a bisectional reward system arises, that is, rewards from the consulting company and rewards from the customer company. This means that there is a risk that an insecurity arises within the consultant. A bisectional reward system should be studied in order to spread knowledge about how the motivation of an individual who is controlled by a bisectional reward system, is affected by a bisectional reward system and about how the system can be designed in order to enhance the motivation of the individual.

Complicated grief, or persistent complex bereavement disorder, is a condition that affects approximately 10% of bereaved individuals and is marked by intense longing and yearning for the deceased. Little is known about the neurocognitive mechanisms contributing to this syndrome, but previous research suggests that reward pathways in the brain may play a role. The present study was designed with this theory in mind, aiming to understand reward processing in those experiencing complicated and non-complicated grief as well as to differentiate the "wanting" and "liking" phases of reward processing in bereavement. Twenty-five older adults were categorized based on grief severity into one of three groups: complicated grief (CG), non-complicated grief (NCG) and non-bereaved married controls (NB). Neural activation was examined using fMRI while participants viewed a countdown on the screen (anticipation) followed by a photo of their (living or deceased) spouse. There was no significantly differential activation between the three groups for the spouse v. stranger photo contrast, nor for anticipation period v. spouse photo. However, these two contrasts were also run separately in the three groups. Each group produced significant activation, in similar and distinct regions, primarily associated with emotion and visual processing. In addition, post-hoc analyses were conducted using self-reported yearning scores as a regressor across all bereaved participants, which revealed that greater symptoms of yearning predicted greater activation in the subgenual anterior cingulate cortex (sgACC). This region of the brain has been previously linked to depression and suggests that symptoms of yearning may present an opportune place to intervene to improve outcomes in CG.

Magister Commercii - MCom / Background: Many South African companies are faced with the challenge of integrating a racially-diverse workforce into a white-dominated environment. This research sets out to assess the relationship between race and engagement activities within the workplace. Significance/Objective of the Research: This study aims to explore employee engagement and how employees of different races perceive their work environment, and in so doing, enhance the employer's ability to respond. Research Methodology: The analysis made use of confirmatory and exploratory factor analysis and structural equation modelling to validate the employee engagement concepts of an empirical survey that was conducted across all trading divisions within the retail group. Ethics Statement: The research survey ensured ethics by assuring respondents voluntarily contributed to the research, whilst guaranteeing them anonymity, honesty and full disclosure. Findings/Conclusion: The study confirms that race, leadership, nature of job, intent to stay, empowerment, relationship and reward are factors influencing engagement amongst employees within the South African retail group.