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A pesquisa aborda os desafios e as perspectivas da implantação da gestão por competências em uma Instituição de Ensino Superior (IES) pública localizada em uma capital do Nordeste brasileiro, ...iniciada no âmbito público em decorrência do Decreto n. 5.707 de 23 de fevereiro de 2006 que instituiu a política de gestão por competências, em âmbito federal. O estudo foi orientado pela seguinte questão de pesquisa: quais os desafios e as perspectivas no processo de implantação de gestão por competências em uma IES? Para atender a esse questionamento, o objetivo geral desta pesquisa é compreender os desafios e as perspectivas no processo de implantação da gestão por competências em uma IES. Na fundamentação teórica, discorre-se sobre gestão por competências e implantação da gestão por competência no setor público. Metodologicamente, realizou-se uma pesquisa qualitativa do tipo exploratório. Em sua fase de campo, realizaram-se seis entrevistas semiestruturadas em profundidade com servidores técnico-administrativos que ocupam cargos de gestão e servidores que participam da equipe de implantação da gestão por competências no órgão. Como resultado, verificou-se que a instituição está implantando a gestão por competências desde 2006, mas, em decorrência dos desafios encontrados - ambiente complexo, necessidade de mudança na cultura organizacional referentes aos costumes políticos, a rigidez em sua estrutura, a necessidade de motivar servidores a se capacitarem, apesar da estabilidade da função adquirida por meio da legislação vigente - ainda não se obteve sucesso em sua efetiva implantação.
Celotno besedilo
Dostopno za:
CEKLJ, DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, UILJ, UKNU, UL, UM, UPUK
A positive assessment of changes from the point of view of a specific axiological system is a constitutive attribute of the definition of development which determines the relativism or ...unconditional nature of the development category and its new paradigms. In creating this system, an inspiring – although not always unambiguous – role is or should be played by culture. Culture also plays such a role in creating the quality of life. The article presents the main channels of the axiological impulses of culture as a carrier and creator of value systems. The identification of these channels is the main goal of this work. It shows the process of extending the dimensions of the new development paradigm and the role of culture in this process. The final part of the article illustrates this issue with the example of public policies and organisational culture. Furthermore, the author identifies axiologically diverse choices relating to the basic attributes of this culture, which are illustrated in the approach of an organisation (an enterprise or a public institution) to the category of responsibility, fairness or trust, and management systems, including the style of personnel management in the context of the leadership empowered in the organisation.
Corporate culture: Evidence from the field Graham, John R.; Grennan, Jillian; Harvey, Campbell R. ...
Journal of financial economics,
November 2022, 2022-11-00, Letnik:
146, Številka:
2
Journal Article
Recenzirano
Odprti dostop
Ninety-two percent of the 1348 North American executives we survey believe that improving corporate culture would increase firm value. A striking 84% believe their company needs to improve its ...culture. But how can that be achieved? Our paper provides some guidance by documenting the following: executives’ views on what corporate culture is and how it operates, distinguishing between stated values and everyday norms; the extent to which culture is perceived to influence value creation (productivity, mergers), ethical choices (compliance, short-termism), and innovation (creativity, risk-taking); and a list of obstacles that can prevent culture from being where it should be (inattentive leaders, misaligned incentive compensation). Finally, we provide evidence that the executives’ survey responses are consistent with external data.
This paper aims to link Green SCM and cultural factors by empirically testing a conceptual model emphasizing how national culture and organizational culture affect the GSCM implementation. The ...conceptual model includes the effects of the firm’s characteristics, especially the firm size, type and industry sectors, on the application of GSCM practices. This paper was conducted among a sample of manufacturing companies incorporating a range of industrial sectors from Morocco. The data was collected using an online questionnaire and analyzed using SPSS version 25 and SmartPLS software 3. The findings have provided empirical evidence regarding the significant effect of national culture and organizational culture on GSCM implementation. The moderator variables, firm type and firm size, have a significant impact on the relationship between cultural factors and GSCM, except for the industry sector, which does not explain the implementation of green practices.The findings of this paper are expected to help managers and business owners develop cultural orientations that ensure and encourage sustainability and green SCM practices. The existing literature has mainly examined eithernational culture dimensions or organizational culture dimensions’ effects on green supply chain initiatives in developed countries. Thus, this paper highlights the fact that cultural dimensions can be deployed together at the same level of analysis to analyze which one predict better the GSCM integration.
O objetivo neste artigo foi compreender a percepção de práticas de assédio moral e identificar as práticas que favorecem a ocorrência e o combate ao assédio moral na percepção dos trabalhadores de ...uma organização pública do Poder Legislativo. Amplia-se, assim, o estudo para além de universidades e órgãos do Poder Judiciário, que têm sido as organizações mais recorrentes nas análises. Os dados primários foram coletados mediante um questionário enviado via e-mail e analisados por meio da análise de conteúdo. Como principais achados de pesquisa, tem-se que os trabalhadores não reconhecem a característica de reiteração no conceito de assédio, o que nos faz reconhecer o conceito de violência interpessoal, e que um grande desafio refere-se à dificuldade de se comprovar situações de boicotes e silenciamentos, isto é, de assédio moral sutil. Concluímos que práticas violentas muitas vezes estão em um espectro de maior discricionariedade do gestor. Quanto maior esta, maior a dificuldade de comprovação do assédio moral que ocorre de forma sutil.
Celotno besedilo
Dostopno za:
CEKLJ, DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, UILJ, UKNU, UL, UM, UPUK
Current recruitment practices are a cloning process which seeks to match applicants with their corporate culture. This ignores applicants with different points of view and differing value systems. ...The authors explore the idea that, while all organisations should promote their core values, the application of them needs to be revisited.
Originality/Value: The added value of the article can be considered in the following three aspects: theoretical and cognitive, which includes identification and analysis of the components of the ...pro-effectiveness model of the organizational climate; methodological, which includes development of an original concept of the pro-effectiveness model of the organizational climate; pragmatic, which includes formulation of recommendations on the use of the pro-effectiveness model of the organizational climate as a tool for optimizing effectiveness of management in the organization.
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