The Look East Policy (LEP), which was officially launched in February 1982, came about as a result of the Prime Minister of Malaysia, Mahathir Mohamed's determination to encourage Malaysians to "learn from Japan". Despite the difficulties in transferring management ideas between countries, Mahathir was convinced that with the Look East Policy he could persuade management in Malaysia, and particularly in the manufacturing firms, to implement wholesale the Japanese model of management or Japanese management techniques. This is not only because he believed that Japanese management techniques were the prerequisites for Malaysia's drive for industrialisation, but also he believed that they were the solutions to the problems cojifronting the Malaysian workforce. However, the findings from this study seem to suggest that only certain elements of the Japanese management techniques have been implemented in or transferred to the manufacturing firms in Malaysia. Even then, our findings show that there are a number of problems being encountered, especially if these elements are not compatible with Malaysian cultural and religious beliefs. This could imply that certain elements of the Japanese management practices are culture-bound and therefore difficult to transfer to a different cultural environment. Our findings also seem to suggest that despite the strength of the state in Malaysia, it has not been very successful in promoting, through the Look East Policy, the Japanese style of management to manufacturing firms. Instead, it is suggested that the majority of the Malaysian workforce prefers the present management system that is pro-West, which suggests its profound influence in Malaysia. Hence, it can be argued that because of the multi-ethnic and multi-religious beliefs in Malaysia, and also because of the strong influence of the West, there is a limit to what the state can do or achieve. Based on our findings, it might be possible to suggest the following conclusions: (i) that the Look East Policy was never properly thought through in terms of the difficulty of transferring management techniques from one culture to another; (ii) a more limited objective with regard to learning from the Japanese might have been more successful. However, this would have demanded not only a long-term commitment but also greater involvement from Chinese community; and (iii) that the Look East Policy was always a political as well as an economic one. Perhaps its success should be judged not on a basis of whether it was adopted but on whether it achieved its political objectives.

The problem with which this study dealt was an identification of the positive or negative factors affecting the creation, implementation, and retention or rejection of curriculum change efforts. As examples, the Fountain Valley, PEGASUS-PACE, and Wisconsin Design skills management systems (SMS) for reading were studied as each was an example of successful curriculum change efforts, in two different settings,

Submitted by Silvana Teresinha Dornelles Studzinski (sstudzinski) on 2015-10-07T13:24:06Z No. of bitstreams: 1 MARIA JOSÉ HICKMANN_.pdf: 724018 bytes, checksum: 43ac0e14339df249cf0221152d64db3d (MD5) / Made available in DSpace on 2015-10-07T13:24:06Z (GMT). No. of bitstreams: 1 MARIA JOSÉ HICKMANN_.pdf: 724018 bytes, checksum: 43ac0e14339df249cf0221152d64db3d (MD5) Previous issue date: 2015-04-28 / UNISINOS - Universidade do Vale do Rio dos Sinos / A competição acirrada tem demandado das organizações novas formas de atrair, manter e desenvolver o elemento humano. Nos últimos anos, o tema competência entrou para a pauta das discussões acadêmicas e empresariais, e, neste campo, a academia encontra diálogo amplo com o mundo empresarial. As reflexões produzidas nas universidades são levadas a empresas, e a experiência na implantação de projetos tem sido alvo constante da reflexão acadêmica. A presente pesquisa teve como objetivo identificar e analisar as competências necessárias para que os profissionais de vendas desenvolvam competitivamente seu trabalho, sendo realizada através da estratégia de estudo de caso. O estudo se propôs a analisar o contexto que envolve os profissionais de vendas de um veículo de comunicação, referência em televisão no mercado do sul do País. A abordagem qualitativa exploratória foi utilizada para mapear as competências atuais e identificar as principais competências desejadas para os executivos de Contas. Além disso, buscou subsídios para propor melhorias no treinamento, visando o desenvolvimento das competências relevantes identificadas. Os dados foram coletados por meio de entrevistas em profundidade, semiestruturadas, com quatro executivos de Contas e três gestores da referida empresa. Os resultados obtidos apontaram 36 competências específicas para os executivos de Contas. Destas, 22 foram apontados como competências atuais e 21 como desejadas para estes profissionais. Esta relação (competências atuais versus competências desejadas) resultou em um quadro de lacunas, que foram discutidas ao fim deste estudo. Entre as considerações mais relevantes, está a proposta de um modelo de gestão baseado em competências específico para área de vendas da empresa pesquisada. Este poderá servir também de base para replicação para outras unidades da empresa. / Fierce competition has been demanding from organizations new forms to attract, maintain and develop the human element. In the last years, the competition subject has entered the agenda of academic and business discussions, and in this field, the academic finds broad dialog with the world of business. Reflections produced in universities are taken to companies, and the experience in the implementation of projects, has been constant target of academic reflections. The present research had the objective of identify and analyze the necessary skills so that sales professionals can develop their work competitively, done through the strategy of case study. This study proposed to analyze the context that involves sales professionals of a communication vehicle, a reference in broadcasting in the market of the south of the country. The qualitative exploratory approach was used to map the current skills and identify the main desired skills to account executives. Furthermore, sought subsidies to propose improvements in training, aiming the development of identified relevant skills. The data were collected through depth interviews, semi structured with four account executives and three managers of the referred company. The results obtained pointed 36 specific skills for the account executives. From those, 22 were appointed as current competencies and 21 as desired for those professionals. This relation (current skills versus desired skills) resulted in a board of gaps that were discussed in the end of this study. Among the more relevant considerations is the proposal of a management model based in specific skills for the sales department of the researched company. This model can be used also as a replication base for other departments of the company.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2017-03-13T20:33:31Z No. of bitstreams: 1 sidneyleandrodesouza.pdf: 1001263 bytes, checksum: 06358491e605a965fc08cc8209069236 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2017-03-16T12:53:19Z (GMT) No. of bitstreams: 1 sidneyleandrodesouza.pdf: 1001263 bytes, checksum: 06358491e605a965fc08cc8209069236 (MD5) / Made available in DSpace on 2017-03-16T12:53:19Z (GMT). No. of bitstreams: 1 sidneyleandrodesouza.pdf: 1001263 bytes, checksum: 06358491e605a965fc08cc8209069236 (MD5) Previous issue date: 2016-08-29 / A presente dissertação foi desenvolvida no âmbito do Mestrado Profissional em Gestão e Avaliação da Educação (PPGP) do Centro de Políticas Públicas e Avaliação da Educação da Universidade Federal de Juiz de Fora (CAEd/UFJF). O caso de gestão apresentado discute o processo de capacitação e qualificação dos técnico-administrativos em Educação (TAEs), lotados em unidades acadêmicas da UFJF. Este estudo busca verificar quais são as limitações da política de capacitação da Universidade Federal de Juiz de Fora, na percepção dos Técnico-administrativos em Educação e dos gestores de unidades acadêmicas. Dessa forma, o objetivo geral é realizar uma análise da política de capacitação/qualificação dos servidores da UFJF. Os objetivos específicos, por sua vez, são: (i) descrever a política de capacitação da UFJF, os incentivos e as limitações; (ii) analisar se os conhecimentos adquiridos estão sendo utilizados para o aperfeiçoamento dos serviços prestados à comunidade acadêmica; e (iii) propor um plano de intervenção, que associe as ações de formação continuada à melhoria dos serviços prestados pela instituição. Para isso, além das pesquisas bibliográfica e documental, foi realizada uma pesquisa de campo, com a aplicação de entrevistas semiestruturadas aos gestores das unidades acadêmicas mencionadas, à Pró-Reitora de Gestão de Pessoas e à gerente de Capacitação. Também foi realizado um grupo focal com a equipe da Coordenação de Avaliação e Movimentação de Pessoas. Além disso, os servidores dos Institutos de Ciências Biológicas, Ciências Exatas e Ciências Humanas participaram da pesquisa por meio de respostas a questionários. Conforme analisamos, o desenho e o conteúdo dos cursos dos Programas de Capitação e Qualificação dos Técnicos Administrativos em Educação (TAEs), em especial, não atendem a parte das necessidades dos institutos. A falta de cursos específicos e/ou a promoção de formações com pouca aplicabilidade na UFJF são fatores que desmotivam os TAES das unidades acadêmicas pesquisadas quanto a sua participação. / This work was developed in the Professional Master in Management and Education Evaluation (PPGP) from the Center for Public Policy and Education Evaluation from the Federal University of Juiz de Fora (CAEd / UFJF), located in Brazil. The management case we present here discusses the process of training and qualification of people who develop the function of technical and administrative in Education (Taes) in UFJF’s academic units. This study aims to verify the limitations on the qualification policy from the Federal University of Juiz de Fora considering the technical and administrative in Education people and academic unit managers’ perceptions. Thus, the general objective is to analyze the training / qualification policy of the civil servants from UFJF. The specific objectives, in turn, are: (i) describing the UFJF’s training policy, incentives and constraints; (ii) verifying whether the knowledge acquired are being used to improve the service offered to the academic community; and (iii) proposing an action plan, involving the actions of continuing education to improve the services provided by the institution. For this, besides the bibliographical and documentary research, a field research was also conducted with semi-structured interviews applied on the managers from the mentioned academic units – the Pro-Rector of People Management and the manager in training. It was also held a focus group with staff from the Evaluation Coordination and Movement of People. In addition, the civil servants from the Institutes of Biological Sciences, Exact Sciences and Human Sciences participated in the study through responses to questionnaires. As we analyze, the design and the content from the courses developed by the Capitation and Qualification Programs to Technical-administrative People in Education (Taes) in particular, do not meet the part of the institutes needs. The lack of specific courses and / or the promotion of training with little applicability in UFJF are factors that discourage the participation of people from these academic units.

Ce travail doctoral a pour objectif d’analyser la notion de soutien à l’innovation par les compétences des pôles de compétitivité en faveur des PME de hautes technologies. Plus précisément cette recherche consiste à réaliser une approche critique de l’intervention par les compétences telle qu’elle est préconisée par les institutions publiques, au profit d’une intervention en gestion des connaissances (Knowledge Management). Pour ce faire nous exploitons le champ conceptuel du KM en PME et démontrons l’encastrement des process de KM dans l’activité de la PME et l’organisation. Si le lien conceptuel entre activité et organisation a déjà été travaillé par la littérature, nous nous concentrons ici sur son opérationnalisation dans le cadre de la PME de hautes technologies pour soutenir l’innovation. Nous mobilisons dans le cadre de notre bourse CIFRE, une méthodologie PAR (Participatory Action Research) permettant d’investir le pôle de compétitivité OPTITEC. L’intérêt de cette méthodologie vient de sa possibilité d’intégrer les acteurs et partenaires opérationnels dans l’activité de recherche. Nous articulons ainsi le cadre théorique du KM en PME de hautes technologies puis suggérons un repositionnement du pôle de compétitivité sur la base de cette création de connaissance. Deux niveaux de résultats sont alors proposés. Le premier niveau consiste à identifier l’opérationnalisation du KM soutenant l’innovation au sein de la PME de hautes technologies. Le second réinterroge le rôle du pôle en tant que « Tiers » dans le soutien à l’innovation des PME de hautes technologies. / The purpose of this doctoral research is to analyse the notion of innovation support through skills from clusters in regard to high-technology SMEs. More specifically, it intends to undertake a critical review of Competency Management implementation - as recommended by public institutions, in favour of Knowledge Management implementation. Therefore, we exploit the conceptual field of KM in SMEs and demonstrate the embedding of KM processes within SMEs’ business activity and organisation. Although the conceptual link between business activity and organisation has been already covered in the literature, we are here focusing on its operationalisation in high-tech SMEs to support innovation. Within the context of our CIFRE grant, we have applied a PAR Methodology (Participatory Action Research) allowing to study the OPTITEC cluster. The interest of this methodology lies in the ability to integrate key actors and implementing partners into the research activity. Thus, we frame the theoretical concept of KM in high-tech SMEs and imply a repositioning of the competitiveness cluster on the basis of this knowledge creation. Two levels of results are provided. The first consists of identifying the operationalization of KM supporting innovation within high-technology SMEs. The second one challenges the cluster’s role as a ‘third party’ in supporting innovation within high-tech SMEs.

Le développement du tourisme médical concerne aujourd'hui plusieurs pays en voie de développement. le Maroc en a fait un acte stratégique. Plusieurs instituts de soins sont impliqués dans ce développement et nous chercherons à identifier comment ont évoluées les compétences des acteurs intervenants et des modalités de leur acquisition. Cette dimension est complémentaire des changements organisationnels qui ont été entrepris pour proposer des prestations à une clientèle de plus en plus diversifiée. / The development of medical tourism involves several developing countries today. Morocco has made the strategic act of the medical tourism. Many care institutions are involved in this development and we seek to identify how the skills of actors involved and the terms of their acquisition. This dimension is complementary to the organizational changes that have been set to offer services to a customer base increasingly diverse.

Engineers belong to a group of workers that will form a large and important part of the green transition in northern Sweden. At the same time there are many engineers with the right competence in the energy sector that remains missing. To resolve the future skills gap, this essay aims to find an understanding of engineers’ perspectives of the labor market and how to manage and attract the skills needed for a sustainable industrialization in northern Sweden. This essay used qualitative methods, more specifically semi-structured interviews, and thematic analysis, to gather and analyse the collected data. The results of the essay indicate that engineers in the energy sector value development opportunities, flexibility, and the opportunity to achieve a work life balance highly. Thus, salary seems to not form a large part of the engineers most important preferences in their work life. This shows that regardless of what sector a company belongs to, they could focus on and promote motivational factors rather than monetary rewards.

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