Made available in DSpace on 2016-04-27T18:47:36Z (GMT). No. of bitstreams: 1 Natalicio Candido da Silva.pdf: 238186 bytes, checksum: 615cf788040bdb626b0427b9460d34a1 (MD5) Previous issue date: 2009-10-06 / This study aimed to investigate the significance of co-operatives work for the retired, professional and senior executive as its (re) integration into the labor market through these organizations. We are showing that retirement is not usually rupture or discontinuity with the world of work for those mature professionals (60 years) and over lifetime experiences accumulated technical professional, in charge of business and people, in various areas public or private business. The research shows that the cooperative system in the cooperative mode of working has been a professional solution for the elderly man or woman, including also those above 40 years who have been difficulties in entering the labor market. In this study highlight the strength and capacity of over one hundred professionals older executives in charge of one of the most important cooperative work of the CPTI Brazil Cooperative Services and Industrial Technology / O presente estudo teve como objetivo investigar o significado das cooperativas de trabalho para o aposentado, profissional executivo idoso bem como sua (re) inserção no mercado de trabalho através dessas organizações. Evidenciamos que a aposentadoria geralmente não representa ruptura ou descontinuidade com o mundo do trabalho para aqueles profissionais maduros (60 anos) ou mais, que ao longo da vida acumularam experiências técnico-profissionais, no comando de negócios e de pessoas, nas mais variadas áreas empresariais públicas ou privadas. A pesquisa demonstra que, o sistema cooperativo na modalidade Cooperativa de Trabalho tem se mostrado uma solução para o profissional idoso homem ou mulher; contemplando também aqueles acima dos 40 anos que já encontram dificuldades de inserção no mercado de trabalho. Neste estudo salientamos a força e a capacidade de mais de uma centena de profissionais executivos idosos no comando de uma das mais importantes cooperativas de trabalho do Brasil a CPTI Cooperativa de Serviços Tecnológicos e Industriais

There is a lack of African American representation in the Department of Defense's (DoD's) Senior Executive Service (SES) Corps. In 2011, only 11.4% of the DoD's SES members were African American. This disparate representation is problematic because it contradicts the creation of a diverse workforce, which in turn limits opportunities for African Americans to join the elite DoD SES Corps. The purpose of this phenomenological study was to explore the perceptions of 9 African American SES members in the Office of the Secretary of Defense, Defense Agencies, and Defense Field Activities to determine factors contributing to their promotions into the SES Corps. The theoretical framework for this study included Burns and Bass conceptualization of transformational leadership, as well as the social learning theories of Bandura and Vygotsky. A snowball sampling technique was used to recruit the participants for face-to-face or telephone interviews. The interview questions focused on the attributes participants perceived as influencing their career progression into the SES. Upon transcribing interview data, an open coding process was used to categorize information collected followed by thematic analysis to facilitate further understanding. Findings indicate that professional qualities such as the ability to perform core executive functions, training, and education contributed to their SES progression. Furthermore, transformational leadership was perceived as being important in SES service. The implications for positive social change stemming from this study include direct recommendations to DoD human resource directors to capitalize on current African American leaders to serve as mentors to emerging leaders in a way that is consistent with transformational leadership.

本論文採文獻分析，亦於理論中釐清組織層面的核心能力與個人層面的核心能力。多數學者認為組織的核心能力為替組織創造競爭優勢的特殊技能或科技，創造利益，也塑造企業文化與價值觀。核心能力的確為具體化組織願景的工具，其運用乃將具備適當技能的適當的人，置其於適當的職位。而落實至個人層次則涵括了個人的基本特質，包括知識、態度、技能和價值，於其工作情境中的超卓表現。而且有效工作表現的模型必須是個人能力、工作需求與組織環境三者的交集區間。然應用在公部高階行政人員的甄補與訓練中，則以美、加、英、澳、紐五國的實施作為探討的對象，依高階行政人員、實施背景、甄補過程、與核心能力內容等四個主要面向作介紹，於最後一章歸結為數種相同的能力，以及給予我國的啟示與建議。 / Fist part of this thesis is separated into two dimensions--organizational core competency and individual core competency. we have to clarify the difference between two, though core competency does realize the vision of organization. The significance of core competency is arrange the right person with right competencies on the right position. Only those in the range of individual competencies, job needs, and organizational environment are core competencies, and do make superior performance. And then introduce the application in the recruitment and training in senior service in 5 countries-United States, Canada, United Kingdom, Australia, and New Zealand. In these two chapters, we discuss them from the definitions, backgrounds, recruitment procedures, and contents. And the final of this thesis sum up those profiles, suggests to our government.