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Search Results: 1 - 10 of 176639 matches for " Hélio Arthur dos Reis; "
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Políticas de diversidade nas organiza??es: uma quest?o de discurso?
Saraiva, Luiz Alex Silva;Irigaray, Hélio Arthur dos Reis;
Revista de Administra??o de Empresas , 2009, DOI: 10.1590/S0034-75902009000300008
Abstract: the objective in this article was to analyze to what extent organizations are able to effectively implement diversity stimulating policies in the organizational environment. a case of a multinational company has been studied, which adopted, in the 1990's, a worldwide diversity and inclusion stimulating policy. based on a qualitative methodology, official documents were analyzed and employees representing minorities and non-minorities were interviewed, and that material was later handled by means of discourse analysis. results show contradictions between the company speeches and the employees understanding on the policies it adopts. that is possibly due to ingrained prejudicial processes from the employees themselves, to a certain permissiveness at the managerial level, and to diversity and inclusion stimulating policies focusing more on the market than on society requirements.
POLíTICAS DE DIVERSIDADE NAS ORGANIZA ES: UMA QUEST O DE DISCURSO?
Luiz Alex Silva Saraiva,Hélio Arthur dos Reis Irigaray
Revista de Administra??o de Empresas , 2009,
Abstract: The objective in this article was to analyze to what extent organizations are able to effectively implement diversity stimulating policies in the organizational environment. A case of a multinational company has been studied, which adopted, in the 1990’s, a worldwide diversity and inclusion stimulating policy. Based on a qualitative methodology, official documents were analyzed and employees representing minorities and non-minorities were interviewed, and that material was later handled by means of discourse analysis. Results show contradictions between the company speeches and the employees understanding on the policies it adopts. That is possibly due to ingrained prejudicial processes from the employees themselves, to a certain permissiveness at the managerial level, and to diversity and inclusion stimulating policies focusing more on the market than on society requirements.
O tempo como dimens?o de pesquisa sobre uma política de diversidade e rela??es de trabalho
Irigaray, Hélio Arthur Reis;Vergara, Sylvia Constant;
Cadernos EBAPE.BR , 2011, DOI: 10.1590/S1679-39512011000400009
Abstract: this study aims at grasping the process of absorption of the handicapped by companies from multiple perspectives (internal and external publics), and how these perceptions have changed over the years. thus, we conducted a survey on an airline which has allocated these people in positions of direct contact with the public. the moment, we noted that the company met the expectations of its customers and employees. the non-disabled employees saw on their diversity policy possibility of benefits for the organization (improving its public image) and for themselves (transfer of work to handicapped). the lasted accepted this situation because it enabled their integration into the group. in 2011, we returned to the field and interviewed representatives of these categories (passengers, employees - handicapped and non - and hr managers and marketing) in order to assess the impact of the dimension "time". the interviews were transcribed and subjected to discourse analysis, which funded out us the following theoretical frameworks: ethics, subjective time as a variable and management of workforce diversity in organizations. the field revealed the naturalization of the presence of the handicapped, some their passengers differentiate the company for its how the employees perceived as something relevant. the company, on a turn, insists on seeking social visibility through media and the spectacle of disability. complained that they here not given the chance of a career since they encounter the same "glass ceiling" denounced by other minorities.
Sexualidade e organiza??es: estudo sobre lésbicas no ambiente de trabalho
Irigaray, Hélio Arthur Reis;Freitas, Maria Ester de;
Organiza??es & Sociedade , 2011, DOI: 10.1590/S1984-92302011000400004
Abstract: discrimination against gays in the workplaces has been object of many studies; nevertheless, there is a gap regarding their female counterparts. this research, based upon the postmodern ontology, was designed to evaluate how lesbians perceive themselves in the corporate world. the fieldwork was carried out from july 2005 to july 2008 in public and private corporations in rio de janeiro and s?o paulo. we interviewed 18 homosexual women of different ages, races, physical traits and social classes. their reports were submitted to discourse analysis and they revealed that a) lesbians, as well as gays, perceive themselves as being discriminated against at the workplace b) sexual orientation cannot be dealt with as a solid category, hence other social, physical and psychological dimensions may stress or attenuate discrimination, and c) lesbians discriminate each other on the basis of other attributes.
Sexualidade e Organiza es: estudo sobre lésbicas no ambiente de trabalho [Sexuality and Organizations: a study of lesbians at the workplace]
Hélio Arthur Reis Irigaray,Maria Ester de Freitas
Organiza??es & Sociedade , 2011,
Abstract: A discrimina o dos homossexuais masculinos no ambiente de trabalho já foi objeto de diversos estudos; no entanto, persiste a lacuna no que tange aos seus pares femininos. Neste sentido, esta pesquisa, iluminada pela premissa da Pós-Modernidade Crítica de que existem múltiplas identidades simultaneas e sobrepostas, foi elaborada com o objetivo de averiguar como as lésbicas se percebem no mundo corporativo. Para tanto, foi realizada uma pesquisa de campo entre julho de 2005 e julho de 2008, em empresas públicas e privadas, de diversos setores, localizadas nas regi es metropolitanas do Rio de Janeiro e S o Paulo. Foram entrevistadas 18 mulheres homossexuais, de idades, etnias, aspectos físicos e classes sociais diferentes. Seus relatos, bem como os registros de campo, foram transcritos e submetidos à análise do discurso. O campo revelou que: a) as lésbicas, assim como os gays, se percebem submetidas a práticas discriminatórias no ambiente de trabalho, as quais, n o raramente, se escondem sob a máscara do humor e da informalidade; b) a orienta o sexual n o pode ser tratada como uma categoria sólida, uma vez que outras dimens es físicas e psicográfi cas, como estética, etnia, classe social acentuam ou atenuam a discrimina o; e, finalmente, c) as lésbicas se discriminam entre si em fun o de outros atributos. ---- Sexuality and Organizations: a study of lesbians at the workplace ---- Abstract ---- Discrimination against gays in the workplaces has been object of many studies; nevertheless, there is a gap regarding their female counterparts. This research, based upon the postmodern ontology, was designed to evaluate how lesbians perceive themselves in the corporate world. The fi eldwork was carried out from July 2005 to July 2008 in public and private corporations in Rio de Janeiro and S o Paulo. We interviewed 18 homosexual women of different ages, races, physical traits and social classes. Their reports were submitted to discourse analysis and they revealed that a) lesbians, as well as gays, perceive themselves as being discriminated against at the workplace b) sexual orientation cannot be dealt with as a solid category, hence other social, physical and psychological dimensions may stress or attenuate discrimination, and c) lesbians discriminate each other on the basis of other attributes.
Expatriados no Brasil: Diferentes Nacionalidades, Diferentes Percep es
Hélio Arthur Reis Irigaray,,Sylvia Constant Vergara
GEST?O.Org : Revista Eletr?nica de Gest?o Organizacional , 2010,
Abstract: The object of this study was to determine how the perception of the expatriates who live in Brazil differ according to their nationalities. Based upon the critical postmodern paradigm, a qualitative research was carried out in a North American telecommunication company office, in S o Paulo. We interviewed three expatriates executives: a Dutch, a North American, and a Colombian. All of them had the same background and psychographic traits. The Dutch and the North American perceive Brazilians as nice and hospitable; whereas, the Columbian perceive them as arrogant and proud. We suggest that these perceptions differs due to the fact that Brazilians indeed admire the “firstworld” culture and reject anyone that may remind them of their real image, which does not harmonize with the European and North American standards of beauty, efficiency and behavior.
Humor e discrimina??o por orienta??o sexual no ambiente organizacional
Irigaray, Hélio Arthur Reis;Saraiva, Luiz Alex Silva;Carrieri, Alexandre de Pádua;
Revista de Administra??o Contemporanea , 2010, DOI: 10.1590/S1415-65552010000500008
Abstract: to deal with multiple social manifestations in the organizational world, humor is an important form of communicating something, although not in an explicit way, smoothing critics and aggressions under the pretext of getting a laugh. in this paper we discuss humor as a form of manifesting discrimination of sexual orientation in the work place. based on specialized literature about social, denotative and connotative functions of humor, and the insertion of female and male homosexuals in a professional atmosphere, we conducted a qualitative study with heterosexual and homosexual workers in companies located in the metropolitan regions of the cities of rio de janeiro and s?o paulo from 2005 through 2008 to obtain their life stories. the interviews were recorded and fully transcribed. they were then subjected to a french discourse analysis technique. the main results suggest that heterosexual humor about gays is explicit, and it seems to be socially legitimated because gays are funny. we also found surprising evidence that gays make jokes about themselves, confirming social stigma through laughs. the main conclusions discuss the need to put humor in a political context, as a form of communication in organizations, because one of its social functions is to aid the social processes of controlling and social discrimination.
Humor e Discrimina o por Orienta o Sexual no Ambiente Organizacional
Hélio Arthur Reis Irigaray,Luiz Alex Silva Saraiva,Alexandre de Pádua Carrieri
Revista de Administra??o Contemporanea , 2010,
Abstract: To deal with multiple social manifestations in the organizational world, humor is an important form of communicating something, although not in an explicit way, smoothing critics and aggressions under the pretext of getting a laugh. In this paper we discuss humor as a form of manifesting discrimination of sexual orientation in the work place. Based on specialized literature about social, denotative and connotative functions of humor, and the insertion of female and male homosexuals in a professional atmosphere, we conducted a qualitative study with heterosexual and homosexual workers in companies located in the metropolitan regions of the cities of Rio de Janeiro and S o Paulo from 2005 through 2008 to obtain their life stories. The interviews were recorded and fully transcribed. They were then subjected to a French discourse analysis technique. The main results suggest that heterosexual humor about gays is explicit, and it seems to be socially legitimated because gays are funny. We also found surprising evidence that gays make jokes about themselves, confirming social stigma through laughs. The main conclusions discuss the need to put humor in a political context, as a form of communication in organizations, because one of its social functions is to aid the social processes of controlling and social discrimination.
The organizational structure of work found in a cooperative of women: la organización del trabajo de una cooperativa popular "Tú me ense as a hacer encaje, yo te ense o a trabajar" "Tu me ensina a fazer renda, eu te ensino a trabalhar": a organiza o do trabalho de uma cooperativa popular
Sandra Regina da Rocha-Pinto,Hélio Arthur Reis Irigaray,Rafael Caldas Ferreira da Silva
Rege : Revista de Gest?o , 2011,
Abstract: The volume of work done in small workshops by women of the Rocinha, a shantytown in Rio de Janeiro, has grown in the last twenty-five years to the point of becoming a cooperative, COOPA-ROCA. Therefore this study sought to identify issues relevant to structuring of their work as well as performance of COOPA-ROCA. It was disclosed that the intermediation of the cooperative with important partners was centralized in one person, individual cooperative attitude is not recognized, craftswomen have not internalized the meaning of ownership and remain ignorant about financial performance. They avoid strategy-oriented meetings, however social activities are important. After understanding relations between the main activities in the cooperative value chain, this study also presented a basic outline for a management system El trabajo realizado en peque os talleres por algunas mujeres de la Rocinha - chabola establecida en Río de Janeiro - creció a lo largo de veinticinco a os y se organizó en torno de una cooperativa llamada COOPA-ROCA. Con ese pa o de fondo, el objetivo principal de este estudio fue responder a la siguiente cuestión: cuáles son las dimensiones importantes tanto en la estructuración del trabajo como en el desempe o de la COOPA-ROCA? El estudio de caso reveló que existe centralización en la intermediación de los negocios de la cooperativa con los principales socios; que el espíritu cooperativista no se encuentra consagrado; que las artesanas no incorporan el sentido de propiedad y desconocen el desempe o financiero de la cooperativa; que no se interesan por reuniones de carácter estratégico, pero valoran las actividades de carácter social. El estudio también delineó las bases para un sistema de gestión, al descubrir los principales eslabones entre las categorías de actividad en la cadena de valor de la cooperativa O trabalho realizado em pequenas oficinas por algumas mulheres da Rocinha - favela localizada no Rio de Janeiro - cresceu ao longo de vinte e cinco anos e se organizou em torno de uma cooperativa chamada COOPA-ROCA. Com esse pano de fundo, o objetivo principal deste estudo foi responder à seguinte quest o: quais s o as dimens es relevantes tanto na estrutura o do trabalho quanto no desempenho da COOPA-ROCA? O estudo de caso revelou que existe centraliza o na media o dos negócios da cooperativa com os principais parceiros; que o espírito cooperativista n o se encontra consagrado; que as artes s n o internalizaram o sentido de propriedade e desconhecem o desempenho financeiro da cooperativa; que n o se interessam por reuni es de caráte
Outcome of diaphyseal forearm fracture-nonunions treated by autologous bone grafting and compression plating
Fernando dos Reis, Flávio Faloppa, Hélio Fernandes, Walter Albertoni, Philip F Stahel
Annals of Surgical Innovation and Research , 2009, DOI: 10.1186/1750-1164-3-5
Abstract: Prospective follow-up study in 31 consecutive patients presenting with non-unions of the forearm diaphysis (radius, n = 11; ulna, n = 9; both bones, n = 11). Surgical revision was performed by restoring anatomic forearm length by autologous bone grafting of the resected non-union from the iliac crest and compression plating using a 3.5 mm dynamic compression plate (DCP) or limited-contact DCP (LC-DCP). The main outcome parameters consisted of radiographic bony union and functional outcome, as determined by the criteria defined by Harald Tscherne in 1978. Patients were routinely followed on a short term between 6 weeks to 6 months, with an average long-term follow-up of 3.6 years (range 2 to 6 years).Radiographically, a bony union was achieved in 30/31 patients within a mean time of 3.5 months of revision surgery (range 2 to 5 months). Clinically, 29/31 patients showed a good functional outcome, according to the Tscherne criteria, and 26/31 patients were able to resume their previous work. Two postoperative infections occurred, and one patient developed a persistent infected nonunion. No case of postoperative failure of fixation was seen in the entire cohort.Revision osteosynthesis of forearm nonunions by autologous iliac crest bone grafting and compression plating represents a safe and efficacious modality for the treatment of these challenging conditions.The surgical treatment of diaphyseal forearm fracture-nonunions remains a therapeutic challenge for orthopaedic trauma surgeons. Key to success in the management of these demanding conditions is to develop a comprehensive treatment concept which considers the forearm and its adjacent joints, the elbow and wrist, as a complex functional unit [1,2]. Nonunions of the radius and ulna shaft cause a severe anatomic and functional impairment, related to disturbance of the interosseous membrane and dysfunction of the adjacent joints, elbow and wrist [3-6]. These demanding nonunions require the surgical correction to restor
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