This study sought to identify factors that deterred employees of the Saskatchewan Apprenticeship and Trade Certification Commission from accessing the training and development fund for personal and professional development. The researcher used an instrument modeled on Darkenwald and Valentines (1985) Deterrents to Participation Scale (DPS-G) and incorporated the Rosenberg (1965) Self-Esteem Scale and Robitschek (1998) Personal Growth Initiative Scale to investigate employee perceptions of deterrents to participation. For purposes of this study, participation was defined as enrolment in a course, workshop, seminar or training program for which the employee had requested prior approval and reimbursement of expenses from their employer. <p>Principal components analysis identified the combined category and factor, workplace issues as having the greatest potential for decreasing deterrents to participation for Commission employees. Results indicated (1) the mean score on the item personal growth initiative was significantly lower for respondents with one year of post secondary education than for both respondents with two years and greater than four years of education after high school; (2) the mean score on the item personal growth initiative was significantly lower for respondents in the office and clerical occupational category than for all other Commission work groups. <p>Another significant factor was that thirty-two percent of Commission staffs were eligible to retire within five years. Sixty-six percent of staffs were between the ages of forty-six and sixty. Survey data revealed the mean score on the item lack of relevance was significantly lower for respondents with greater than ten years until retirement than for respondents with three to five years until retirement. This result was anticipated, as Martindale and Drake (1989) clearly indicated that the closer one was to retirement, the less relevant education for career became. Marginally significant difference in the mean score on the item lack of relevance between respondents with one to two years until retirement and those with three to five years revealed a contradicting hypothesis. Participation in education, training, and development was less relevant to persons with three to five years until retirement than for those expecting to retire in one to two years. Personal and family constraints also influenced employee participation in educational opportunities. <p>In order for the Commission to become a learning organization as indicated in the Draft Human Resource and Organizational Learning Strategy, 2003, innovative strategies are required to include all staffs in training and development. Thus, by identifying a framework of deterrents, the Commission could use this checklist as a tool in future planning and policy development efforts related to staff professional development. Participation by Commission employees in surveys related to this study has increased their awareness of opportunities to participate in personal and professional growth initiatives.

This study sought to identify factors that deterred employees of the Saskatchewan Apprenticeship and Trade Certification Commission from accessing the training and development fund for personal and professional development. The researcher used an instrument modeled on Darkenwald and Valentines (1985) Deterrents to Participation Scale (DPS-G) and incorporated the Rosenberg (1965) Self-Esteem Scale and Robitschek (1998) Personal Growth Initiative Scale to investigate employee perceptions of deterrents to participation. For purposes of this study, participation was defined as enrolment in a course, workshop, seminar or training program for which the employee had requested prior approval and reimbursement of expenses from their employer. <p>Principal components analysis identified the combined category and factor, workplace issues as having the greatest potential for decreasing deterrents to participation for Commission employees. Results indicated (1) the mean score on the item personal growth initiative was significantly lower for respondents with one year of post secondary education than for both respondents with two years and greater than four years of education after high school; (2) the mean score on the item personal growth initiative was significantly lower for respondents in the office and clerical occupational category than for all other Commission work groups. <p>Another significant factor was that thirty-two percent of Commission staffs were eligible to retire within five years. Sixty-six percent of staffs were between the ages of forty-six and sixty. Survey data revealed the mean score on the item lack of relevance was significantly lower for respondents with greater than ten years until retirement than for respondents with three to five years until retirement. This result was anticipated, as Martindale and Drake (1989) clearly indicated that the closer one was to retirement, the less relevant education for career became. Marginally significant difference in the mean score on the item lack of relevance between respondents with one to two years until retirement and those with three to five years revealed a contradicting hypothesis. Participation in education, training, and development was less relevant to persons with three to five years until retirement than for those expecting to retire in one to two years. Personal and family constraints also influenced employee participation in educational opportunities. <p>In order for the Commission to become a learning organization as indicated in the Draft Human Resource and Organizational Learning Strategy, 2003, innovative strategies are required to include all staffs in training and development. Thus, by identifying a framework of deterrents, the Commission could use this checklist as a tool in future planning and policy development efforts related to staff professional development. Participation by Commission employees in surveys related to this study has increased their awareness of opportunities to participate in personal and professional growth initiatives.

The coffee trade in Chiapas, Mexico is a unique approach of sustainable development and economic integration, demonstrating that local social movements can change behaviors in international trade regimes. The Zapatista community of Chiapas, Mexico, has an impact on the global trade system, where resultant changes begin at the local level. In the southern Mexican state of Chiapas, factors contributing to the Zapatista rebellion have led actors within civil society to form new socio-political organizations capable of changing participation, norms, and economic outcomes during the post-rebellion period (1994 - present). This study explores the dilemmas facing the autonomy of actors in broadening and deepening their roles in the fair trade movement. It argues that innovative practices of fair trade coffee production, originating at the local level in Chiapas from Zapatista reform measures, has a transformative effect on international trade regimes. The Zapatista social movement has aided Mayans and other groups in establishing new linkages where the impacts of fair trade are experienced beyond the local level. Social movement theorists provide an analytical framework necessary to examine these dynamic linkages between civil society, the state, and international trade regimes. However, contemporary Latin American social movement theorists do not seem to have adequately transcended the dualism between civil society and the state. The importance of this study is that it illuminates how, although the state remains the principle actor, these linkages formed by fair trade have important repercussions for the autonomy of indigenous groups in pursuing independent economic relations. Findings illustrate that fair trade is a viable means to socially re-embed international trade relations, attributing new rules, norms, and procedures to trade regimes. Reorganization in the face of state oppression has enabled a shift from anti-globalization tendencies toward an alternative form of economic integration which has become widely legitimized through a three-way dynamic between civil society, the state, and the international community.

fair trade is a business model approach that pretends to enhance the access to progress opportunities for rural populations through an empowering framework that supports small producers’ organizations and encourages investment decisions that improve welfare and sustainable development in their own communities. The values and practices underlying fair-trading emphasize a greater sensitivity on the conditions of small growers. The model integrates good agricultural practices, environmental stewardship, organizational transparency, empowerment, participative democracy, economic incentives and technology transfer in an alternative trade framework with the specific purpose of improving the income of rural producers of agricultural goods in developing countries. The most distinctive mechanism fair trade models use to improve the income of these producers is the direct payment of a minimum sales price to the farmer, which is at least equal to the market price. In exchange for this price security, the farmer commits to environmentally sound and socially responsible production practices. The main objective of this document is to provide a model for a handbook for small producers and organizations in Colombia interested in fair trade certification schemes. The paper collects relevant information for producers and organizations starting from an introduction of the fair trade system and the different labeling alternatives available in the market. It also provides general information about the background of the rural population in Colombia, useful for other audiences like researchers, and project leaders. In addition to explaining how the world’s leading fair trade labeling organization works and the procedure to obtain a certificate from them, the paper suggests screening and organizational-fitness tests intended to help interested producers and organizations to identify the suitability of the system to their own needs and detect internal strengths and weaknesses in relation to the specific certification requirements. The core of the document is a detailed analysis and compilation of the relevant compliance criteria producers and organizations must meet in order to become certificate holders and retain the certificate successfully. The standards set by the labeling body chosen for this work are paired to the compliance requirements of the respective auditing organization, local legal demands and practical guidance for compliance. The analysis is based on fair trade certification case studies, literature review and interviews with fair trade certified producers and experienced certification consultants in Colombia. Relevant local legislation and further informative documents for applicants are included in the Annexes. Its productive and demographic structure makes of fair trade schemes a relevant model for Colombia, a net producer and exporter of agricultural products. Production and trade patterns in Colombia, in combination with relentless land ownership concentration and inequality call for the implementation of alternative strategies with the potential of improving income in the short term; and strengthening capacity building, enhancing negotiation power of small farmers’ organizations and developing their skills for agro-business management in the long term.

FundaÃÃo Cearense de Apoio ao Desenvolvimento Cientifico e TecnolÃgico / A exclusÃo de pequenos produtores do mercado global caracteriza-se como um dos principais obstÃculos para o desenvolvimento da parte da sociedade menos favorecidas. Com isso, pequenos produtores, associados em cooperativas, estÃo buscando novos mercados e promovendo a inserÃÃo dos produtos provenientes da agricultura familiar no mercado internacional atravÃs do fair trade (comÃrcio justo). Para tanto, o desenvolvimento de inovaÃÃes organizacionais e sociais tornam-se uma alternativa para suplantar parte deste desafio. Desta forma, o objetivo geral deste estudo à o de analisar as dimensÃes de inovaÃÃes organizacionais e sociais no processo de certificaÃÃo fair trade em uma central de cooperativas apÃcolas do nordeste brasileiro. A pesquisa de natureza qualitativa foi realizada por meio de um estudo de caso junto a uma Central de Cooperativas ApÃcolas do SemiÃrido Brasileiro - Casa Apis - constituÃda por oito cooperativas associadas. O referencial teÃrico discorre sobre inovaÃÃes organizacionais, inovaÃÃes sociais e certificaÃÃo fair trade. Os dados primÃrios foram coletados por meio de entrevistas semiestruturadas e de anotaÃÃes no diÃrio de campo. Jà os dados secundÃrios foram coletados via documentos, artigos, dissertaÃÃes e web sites. A anÃlise dos dados foi feita de acordo com o referencial teÃrico do presente estudo e com a utilizaÃÃo da tÃcnica de anÃlise de conteÃdo (BARDIN, 1995) e a triangulaÃÃo de diferentes fontes de evidÃncias (YIN, 2005). Os resultados tiveram como base as exigÃncias da FLO (Fairtrade Labelling Organizations International) no processo de certificaÃÃo fair trade e evidenciaram as dimensÃes de inovaÃÃo organizacional descritas nas vertentes de Lam (2004) e as dimensÃes de inovaÃÃo social descritas no modelo desenvolvido pelo CRISES (Centre de Recherche sur les innovations Sociales) do CanadÃ. As dimensÃes para anÃlise da inovaÃÃo organizacional foram a "estrutura organizacional", "o processo de aprendizagem e de criaÃÃo de conhecimento" e "mudanÃas organizacionais e adaptaÃÃo". Em relaÃÃo a inovaÃÃo social, as dimensÃes analisadas foram as inovaÃÃes sociais "territoriais", as inovaÃÃes sociais nas "relaÃÃes de trabalho e na geraÃÃo de emprego" e as inovaÃÃes sociais nas "condiÃÃes de vida". A baixa formalizaÃÃo documental das cooperativas, produtores com pouco conhecimento sobre fair trade, descumprimento de normas estatutÃrias e pouco recurso financeiro foram alguns dos obstÃculos e barreiras identificados no processo de certificaÃÃo fair trade. Dentre alguns dos aspectos identificados na anÃlise das dimensÃes da inovaÃÃo organizacional sÃo destaques: a organizaÃÃo da base produtiva, a parceria de diversas instituiÃÃes de apoio e o desenvolvimento do processo para exportaÃÃo do mel fair trade. O mel fair trade com um preÃo mÃnimo com garantia de um preÃo justo aos apicultores, o prÃmio fair trade e as redes de apoio foram os aspectos mais relatados nas dimensÃes da inovaÃÃo social. / The exclusion of small producers in the global market is characterized as a major obstacle to the development of the underprivileged section of society. As a result, small producers, associated in cooperatives are seeking new markets and promoting the inclusion of products from family agricultural in the international market through fair trade (fair trade). Therefore, the development of social and organizational innovations become part of an alternative to overcome this challenge. Thus, the aim of this study is to analyze the dimensions of social and organizational innovations in the certification process in a fair trade cooperative central bee in northeastern Brazil. The qualitative research was conducted through a case study along with a Central Cooperative Apicultural the Brazilian Semiarid - Home Apis - consisting of eight member cooperatives. The theoretical discourses on organizational innovations, social innovations and fair trade certification. Primary data was collected through semi-structured interviews and diaries entries field. Since the secondary data were collected via documents, articles, dissertations and web sites. Data analysis was performed according to the theoretical framework of this study and the use of the technique of content analysis (BARDIN, 1995) and triangulation of different sources of evidence (YIN, 2005). The results were based on the requirements of FLO (Fairtrade Labelling Organizations International) on fair trade certification process and showed the dimensions of organizational innovation in the areas described by Lam (2004) and the dimensions of social innovation described in the model developed by CRISES (Centre de Recherche sur les innovations sociales) of Canada. The dimensions for the analysis of organizational innovation were the "organizational structure", "the process of learning and knowledge creation" and "organizational change and adaptation." Regarding social innovation, the dimensions analyzed were the social innovations "territorial", the social innovations in "labor relations and employment generation" and social innovations in "conditions of life". The low formalization documentary cooperatives, producers with little knowledge about fair trade, non-compliance with statutory and little financial resources were some of the obstacles and barriers identified in the fair trade certification process. Among some of the issues identified in the analysis of the dimensions of organizational innovation are featured: the organization of the production base, the partnership of various institutions to support and process development for export of honey fair trade. The fair trade honey with a minimum price guaranteed a fair price to beekeepers, the award fair trade and support networks were the most reported in the dimensions of social innovation.

La agricultura orgánica con certificación Comercio Justo, permite que los productores vendan sus productos a mercados más competitivos que les permitan obtener mejoras económicas, ambientales y sociales para ellos y para la comunidad, es por ello que la presente investigación consistió en elaborar una propuesta que permita obtener la certificación de Comercio Justo para los productores de la Asociación BANOL del distrito de Olmos - Lambayeque 2018, así como diagnosticar la situación actual de la agricultura orgánica en el distrito de Olmos, análisis de la dimensión ambiental, económica, social y las fortalezas en relación al comercio Justo. Para ello se utilizaron entrevistas con preguntas semiestructuradas dirigidas a la presidenta de la asociación, 07 agricultores y 02 técnicos especialistas en agricultura orgánica. Determinando que la actividad agrícola orgánica se encuentra en etapa introducción, adaptación y aprendizaje, también se comprobó que los agricultores si cumplen con prácticas medioambientales preservando los recursos naturales y evitando el uso agroquímicos para no contaminar el ecosistema, en la situación económica se determinó que la adopción de la agricultura orgánica se implementó como estrategia comercial para ingresar a mercados más competitivos donde están dispuestos a pagar un mejor precio por productos orgánicos y eco amigables viéndose rentable a mediano plazo, debido al nivel de ventas, contratos fijos anuales, precios y reinversión. Sin embargo, en la parte social presentan debilidad: bajo nivel de educación, salud, vivienda, formalidad de empleo etc. Finalmente se concluyó que las fortalezas de Banol se adaptan al cumplimiento de las exigencias mínimas iniciales que pide Comercio Justo para otorgar la certificación. Esta certificación ayudará a mejorar la calidad de vida, debido a la mejora de los servicios básicos para todos los agricultores de Banol y comunidad, fortaleciendo así la parte social. / Organic farming with Fair Trade certification, allows producers to sell their products to more competitive markets that allow them to obtain economic, environmental and social improvements for themselves and for the community, which is why the present investigation consisted in writing a proposal that allows obtaining the certification of Commerce for the producers of the Association BANOL of the district of Olmos - Lambayeque 2018, as a diagnosis of the current situation of the organic agriculture in the district of Olmos, analysis of the Dimension environmental, economic, social and strengths in relation to Fair trade. For this, interviews with semi-structured questions directed to the presidency of the association, 07 farmers and 02 technicians specialized in organic agriculture are used. To determine that the organic agricultural activity is in the introduction, adaptation and learning stage, it is also verified that the means are maintained with the environmental practices preserving the natural resources and the use of agrochemicals in order not to contaminate the ecosystem, in the economic situation determined that the adoption of organic agriculture is implemented as a commercial strategy to enter more competitive markets where it offers to pay better price for organic and eco-friendly products over a period of sales, fixed annual contracts, prices and reinvestment. However, it is concluded that the strengths of Banol are adapted to meet the minimum initial requirements that Trade is required. Just to grant the certification. This is the best way to improve the quality of life thanks to the improvement of basic services for all.

O setor automotivo é um dos mais arrojados em termos de qualidade, demandando a certificação ISO/TS 16949. Apesar dessas empresas dominarem essa certificação, algumas a perdem em auditorias posteriores ou obtêm poucas melhorias além das existentes. Há indícios de que elas não possuam maturidade suficiente para obter ou manter essa certificação, nem diretrizes para melhorar continuamente. Em trabalhos anteriores, constatou-se que empresas certificadas possuíam, no mínimo, nível 2 de maturidade, sendo 1 (mínimo) e 5 (máximo), o que significa uma empresa com processo definido e gerenciável. Entretanto, o que habilita a empresa a melhorar seus índices é ter o processo controlado e integrado. A falta de maturidade de um processo de desenvolvimento de produto (PDP) desencadeia refugos e retrabalhos, comprometendo o uso eficiente de recursos, impactando no tempo e no custo do desenvolvimento e, indiretamente, na qualidade do processo e do produto final. Porém, as empresas certificadas não possuem diretrizes para melhorar seus processos. Para isso, a ISO demandaria algum recurso associado, visando fornecer orientação quanto aos aspectos que precisariam ser melhorados. Considerando que o CMMI é um método eficaz na obtenção de diagnóstico de maturidade e que considera a integração do PDP, esse trabalho visa identificar a associação entre a certificação ISO/TS 16949 e o método CMMI-DEV 1.2. Para isso, apresenta uma revisão sobre PDPs, certificação da qualidade e maturidade de processo. Posteriormente, são associadas as variáveis envolvidas em um processo de certificação ISO 9001 e as variáveis avaliadas na ISO/TS 16949 com as variáveis envolvidas na avaliação do nível 2 de maturidade do modelo CMMI-DEV 1.2. O trabalho explicita quais itens são considerados pela ISO/TS 16949, ressaltando os itens do CMMI que poderiam ser usados para obter um diagnóstico complementar para as empresas que desejam melhorar o fator qualidade, agregando, em paralelo, mais eficiência e produtividade aos seus processos produtivos. / The automotive sector is one of the most daring in terms of quality, requiring because of that certification to ISO/TS 16949. Although these companies dominate this certification, some lose in the subsequent audits or get little improvement beyond existing. There is evidence that they do not have the maturity to obtain or maintain such certification or guidelines to continually improve. In previous work, it was found out that certified companies had at least level 2 maturity, 1 (minimum) and 5 (maximum), which means a company defined and manageable process. However, what enables the company to improve its indexes have the process is controlled and integrated. The lack of maturity of a product development process (PDP) triggers scrap and rework, compromising the efficient use of resources, impacting the time and cost of development and, indirectly, the quality of the process and final product. However, the guidelines do not have certified companies to improve their processes. For this, the ISO would require some resource associated in order to provide guidance on the aspects that need to be improved. Whereas CMMI is an effective method for obtaining diagnostic and maturity that considers the integration of PDP, this work aims to identify the association between the ISO/TS 16949 and CMMI-DEV 1.2 method. Presenting an overview of PDPs, quality certification and process maturity. Later, associated variables are involved in a process of ISO 9001 certification and the variables evaluated in the ISO/TS 16949 with the variables involved in assessing the maturity level 2 with CMMI-DEV 1.2. The paper explains which items are considered by the ISO/TS 16949, CMMI highlighting items that could be used for diagnosis complement for companies that wish to improve the quality factor, adding, in parallel, more efficiency and productivity of their production processes.

O setor automotivo é um dos mais arrojados em termos de qualidade, demandando a certificação ISO/TS 16949. Apesar dessas empresas dominarem essa certificação, algumas a perdem em auditorias posteriores ou obtêm poucas melhorias além das existentes. Há indícios de que elas não possuam maturidade suficiente para obter ou manter essa certificação, nem diretrizes para melhorar continuamente. Em trabalhos anteriores, constatou-se que empresas certificadas possuíam, no mínimo, nível 2 de maturidade, sendo 1 (mínimo) e 5 (máximo), o que significa uma empresa com processo definido e gerenciável. Entretanto, o que habilita a empresa a melhorar seus índices é ter o processo controlado e integrado. A falta de maturidade de um processo de desenvolvimento de produto (PDP) desencadeia refugos e retrabalhos, comprometendo o uso eficiente de recursos, impactando no tempo e no custo do desenvolvimento e, indiretamente, na qualidade do processo e do produto final. Porém, as empresas certificadas não possuem diretrizes para melhorar seus processos. Para isso, a ISO demandaria algum recurso associado, visando fornecer orientação quanto aos aspectos que precisariam ser melhorados. Considerando que o CMMI é um método eficaz na obtenção de diagnóstico de maturidade e que considera a integração do PDP, esse trabalho visa identificar a associação entre a certificação ISO/TS 16949 e o método CMMI-DEV 1.2. Para isso, apresenta uma revisão sobre PDPs, certificação da qualidade e maturidade de processo. Posteriormente, são associadas as variáveis envolvidas em um processo de certificação ISO 9001 e as variáveis avaliadas na ISO/TS 16949 com as variáveis envolvidas na avaliação do nível 2 de maturidade do modelo CMMI-DEV 1.2. O trabalho explicita quais itens são considerados pela ISO/TS 16949, ressaltando os itens do CMMI que poderiam ser usados para obter um diagnóstico complementar para as empresas que desejam melhorar o fator qualidade, agregando, em paralelo, mais eficiência e produtividade aos seus processos produtivos. / The automotive sector is one of the most daring in terms of quality, requiring because of that certification to ISO/TS 16949. Although these companies dominate this certification, some lose in the subsequent audits or get little improvement beyond existing. There is evidence that they do not have the maturity to obtain or maintain such certification or guidelines to continually improve. In previous work, it was found out that certified companies had at least level 2 maturity, 1 (minimum) and 5 (maximum), which means a company defined and manageable process. However, what enables the company to improve its indexes have the process is controlled and integrated. The lack of maturity of a product development process (PDP) triggers scrap and rework, compromising the efficient use of resources, impacting the time and cost of development and, indirectly, the quality of the process and final product. However, the guidelines do not have certified companies to improve their processes. For this, the ISO would require some resource associated in order to provide guidance on the aspects that need to be improved. Whereas CMMI is an effective method for obtaining diagnostic and maturity that considers the integration of PDP, this work aims to identify the association between the ISO/TS 16949 and CMMI-DEV 1.2 method. Presenting an overview of PDPs, quality certification and process maturity. Later, associated variables are involved in a process of ISO 9001 certification and the variables evaluated in the ISO/TS 16949 with the variables involved in assessing the maturity level 2 with CMMI-DEV 1.2. The paper explains which items are considered by the ISO/TS 16949, CMMI highlighting items that could be used for diagnosis complement for companies that wish to improve the quality factor, adding, in parallel, more efficiency and productivity of their production processes.