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Search Results: 1 - 10 of 265550 matches for " Lindolfo Galv?o de Albuquerque "
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Comprometimento organizacional: uma abordagem holística e simultanea dos determinantes envolvidos no processo.
Jo?o Chang Junior,Lindolfo Galvo de Albuquerque
Revista de Administra??o Mackenzie , 2002,
Abstract: O objetivo deste estudo é elaborar uma proposi o de modelo conceitual sobre comprometimento organizacional, baseando-se no referencial teórico apresentado e nas especificidades brasileiras; e, posteriormente, constatar sua coerência frente às estratégias de Recursos Humanos adotadas por empresas que pretendem obter vantagem competitiva sustentável, com base no fator humano, em longo prazo. A pesquisa foi aplicada a duas empresas de culturas distintas: 525 colaboradores da Companhia do Metropolitano de S o Paulo – Metr e 180 colaboradores da Nortel Networks do Brasil responderam a um questionário de 153 quest es sobre diversas variáveis precedentes ao comprometimento. Foram realizadas entrevistas com administradores das duas empresas para o desvendar das respectivas culturas organizacionais. Deste modo, p de-se apreciar a rela o existente entre as diferentes culturas e as principais variáveis explicativas do comprometimento dos colaboradores.
Compensation programs of companies who adhered to the differentiated levels of corporate governance of the S o Paulo Stock Exchange Filosofia e modelo dos programas de remunera o das empresas que aderiram aos níveis diferenciados de governan a corporativa da Bovespa
Eduardo de Camargo Oliva,Lindolfo Galvo de Albuquerque
Rege : Revista de Gest?o , 2006,
Abstract: The philosophy and models of the System of Compensation of administrators were analyzed to verify the degree of agreement with the good practice of corporate governance structure. The structure of corporate governance is made up of the Chairman of the Board of Directors, council members, CEO and the executive board. Literature reviewed disclosed only isolated aspects of governance and remuneration without any integrated format. Exploratory and descriptive methods were used for documentary research and field survey at the companies who had adhered to the differentiated levels of corporate governance of the S o Paulo Stock Exchange (level 1, level 2 and new market). Conclusions showed that remuneration of the council member was reasonable without considering the variable component found in executive board. The organizations used short term indicators for the remuneration system and were already formalizing procedures. However, greater internal as well as external transparency is required to make these procedures more public. O objetivo deste artigo foi identificar, descrever e analisar a filosofia e os modelos do Sistema de Remunera o de administradores e verificar se estavam alinhados com as boas práticas da estrutura de Governan a Corporativa. Comp em a estrutura de governan a corporativa o Presidente do Conselho de Administra o, os conselheiros, o Chief Executive Officer (CEO) e a diretoria executiva. Na revis o da literatura constatatou-se a existência de obras que estudaram aspectos de governan a e de remunera o separadamente, e n o de forma conjunta e integrada. Para a realiza o da pesquisa1 documental e do levantamento de campo foram utilizados os métodos exploratório e descritivo junto às empresas que aderiram aos níveis diferenciados de governan a corporativa da Bovespa (nível 1, nível 2 e novo mercado). Como principais conclus es, p de-se verificar que a remunera o do conselheiro é módica, n o contemplando o componente variável, como se viu na realidade da Diretoria Executiva. As organiza es utilizam indicadores para a concep o do sistema de remunera o de curto prazo e já est o atentas para a formaliza o dos procedimentos; no entanto, ainda necessitam divulgá-los com mais transparência, tanto interna quanto externamente.
Gest o estratégica de pessoas para a inova o: o caso da Frimesa Cooperativa Central INNOVATION-ORIENTED STRATEGIC MANAGEMENT OF PEOPLE: FRIMESA COOPERATIVA CENTRAL CASE
Sonia Regina Hierro Parolin,Lindolfo Galvo de Albuquerque
Revista de Administra??o da UFSM , 2011,
Abstract: Visando contribuir com a integra o das estratégias de gest o de pessoas com inova o, a pesquisa visou identificar rela es entre as características organizacionais e o espa o para a criatividade, em uma organiza o inovativa. As variáveis de características organizacionais abrangeram: estrutura organizacional, filosofia e valores, políticas e sistemas de recursos humanos; as de espa o para a criatividade: encorajamento à criatividade, ambiente da tarefa, recursos e impedimentos organizacionais. O estudo qualitativo exploratóriodescritivo foi realizado em grande empresa inovadora do segmento de laticínios. Foram realizadas entrevistas com gestores de recursos humanos e de tecnologia e aplica o de questionários a 68 funcionários técnicos e administrativos. Os principais resultados demonstram a integra o de estratégias de gest o de pessoas e inova o e apontam que o espa o para a criatividade é permeado por práticas de valoriza o das pessoas e de seus resultados na organiza o. As práticas de gest o de pessoas mais evidenciadas relacionam-se aos feedbacks construtivos na avalia o de desempenho. Aiming at contributing to the integration of the strategies for management of people with innovation, the research focused on identifying relationship between organizational characteristics and space for creativity in an innovative organization. The variables of the organizational characteristics have involved: organizational structure, philosophy and values, and policies and human resources systems; the variables of space for creativity have involved: encouragement for creativity, assignment environment, organizational resources and impediments. Interviews with HR and technology managers have been held, as well as the application of a questionnaire to 68 technical and administrative collaborators. The main results demonstrates the policies and practices that promote the integration of the strategies of management of people with innovation, and pointed that the space for creativity is permeated by the effective people and groups valorization and the results they produce within the organization. The main results demonstrates the policies and practices that promote constructives feedbacks in performance evaluation.
Políticas e práticas de gest o de pessoas: peculiaridades de uma estrutura organizacional remota
Nildes Pitombo Leite,Lindolfo Galvo de Albuquerque
Revista de Administra??o da UFSM , 2009,
Abstract: Este artigo teve como principal objetivo investigar como as especificidades na gest o de pessoas s o elucidadas dentro de uma empresa com estrutura organizacional remota, distante de grandes centros urbanos. Caracteriza-se como qualitativo, exploratório, baseado em estudo de caso único, cujo nível proposto de análise é o organizacional. O levantamento de campo envolveu um grupo formado pelos níveis de dire o, gerência, profissionais de RH, supervis o e coordena o da Minera o Rio do Norte. Para a coleta dos dados primários, foram realizadas dezenove entrevistas em profundidade e observa es nas áreas operacionais; para os secundários, análise de documentos fornecidos pela empresa. Foram utilizadas as técnicas de análises de conteúdo, documental e a metodologia reflexiva. A fundamenta o teórica contemplou quatro temas, dos quais foram extraídas as categorias de análise, consideradas por Vergara (2005), como oriundas de grade fechada. Seus resultados demonstram que as políticas e práticas específicas de gest o de pessoas favorecem a cria o de uma cultura de contribui o, desenvolvimento e solidariedade nas rela es entre as pessoas. Os gestores exercem influência direta no comprometimento organizacional, permitindo que os valores e a identidade organizacional sejam compartilhados por todos, dentro e fora do contexto de trabalho.
The challenges of managing people in a remote organizational structure Los retos de la dirección de personas en una estructura organizacional remota Os desafios de gerir pessoas em uma estrutura organizacional remota
Nildes R. Pitombo Leite,Lindolfo Galvo de Albuquerque
Rege : Revista de Gest?o , 2009,
Abstract: The main objective of this paper is to investigate the peculiarities of the strategic management of people in the company with remote structures (i.e., confined and isolated from major urban centers). This is a qualitative study, based on a single case study and on organizational level analysis. The survey involved eight respondents among directors, managers, HR professionals, supervisors, and coordinators from the Orsa Group - specifically, within Jari Celulose, Orsa Florestal, and Funda o Orsa. Primary data were collected through in-depth interviews and observations in the operational areas; secondary data were collected through analysis of documents and websites. For data analysis, the techniques of content analysis of interviews and reflexive methodology were used. The theoretical basis includes organizational behavior, organizational commitment, strategic management of people, and organizational culture. Results show the existence of favorable and unfavorable factors for the management of people in this organization, leading to the creation of a culture in which organizational identity and values are shared and, above all, in which organizational commitment becomes possible to be achieved. El objetivo principal de este trabajo es investigar las peculiaridades de la gestión estratégica de personas en una empresa con una estructura organizacional remota, confinada y aislada de los grandes centros urbanos. Este es un estudio cualitativo, basado en un estudio de caso único, en el que el nivel organizacional es propuesto para el análisis. En el estudio de campo participaron directores, gerentes, profesionales de recursos humanos, supervisores y coordinadores del Grupo Orsa, específicamente dentro de Jari Celulose, Orsa Florestal y Fundación Orsa, un total de ocho entrevistados. Los datos primarios fueron recolectados a través de entrevistas en profundidad y observaciones en las áreas operativas; los secundarios se obtuvieron a través del análisis de documentos y sitios web. Para analizar los datos recopilados se utilizaron las técnicas de análisis de contenido de entrevistas y documental, así como la metodología reflexiva. La fundamentación teórica consideró los siguientes temas: comportamiento organizacional, compromiso organizacional, gestión estratégica de personas y cultura organizacional. Los resultados mostraron la existencia de factores favorables y desfavorables en la gestión de personas de esa organización, que propician la creación de una cultura de desafíos en las relaciones entre las personas, permitiendo que los valores y la identidad organ
PEOPLE MANAGEMENT AS A STRATEGIC TOOL FOR ORGANIZATIONAL DEVELOPMENT
http://dx.doi.org/10.5585/riae.v9i1.1652 LA ESTRATEGIA DE LA GESTIóN DE PERSONAS COMO UNA HERRAMIENTA ESTRATéGICA PARA EL DESARROLLO ORGANIZACIONAL A ESTRATéGIA DE GEST O DE PESSOAS COMO FERRAMENTA DO DESENVOLVIMENTO ORGANIZACIONAL
http://dx.doi.org/10.5585/riae.v9i1.1652

Nildes Pitombo Leite,Lindolfo Galvo de Albuquerque
Revista Ibero-Americana de Estratégia , 2010, DOI: 10.5585/riae.v9i1.1652
Abstract: This article investigates the confluences and the dynamic interactions among people management, change strategy, and organizational development. It reports an exploratory, qualitative study: a case study involving a multinational company focused on the development and manufacture of carbon and graphite products. Primary data was collected through interviews involving five top executives, six managers, four sales/marketing persons, four staff, and seven representatives from operations. Secondary data was obtained from company documents. Based on content analysis from the interviews, it was concluded that the management of people in this organization was used as a tool for organizational development. Este artículo tiene como objetivo comprender y dilucidar las relaciones entre la estrategia de la gestión de personas, la estrategia del cambio y desarrollo organizacional, en el sentido de verificar sus confluencias y su interacción dinámica. Se trata de un estudio exploratorio, con un enfoque cualitativo, con la utilización del método de estudio de caso, realizado en una empresa multinacional, con enfoque en el desarrollo y fabricación de productos de carbono y grafito. Los datos primarios fueron recolectados a través de entrevistas a cinco altos ejecutivos, seis directores, cuatro de marketing y comercialización, cuatro de personal y siete representantes de los grupos operacionales y administrativos, constituyéndose posteriormente cinco grupos de enfoque. Los datos secundarios se obtuvieron de documentos de la empresa. La interpretación de los datos primarios fue realizada a partir del análisis de contenido. Se verificó a partir de este análisis y los grupos de enfoque, que la estrategia de la gestión de personas en esta organización puede ser utilizada como una herramienta para el desarrollo de la organización. Este artigo objetiva compreender e elucidar as rela es entre estratégia de gest o de pessoas, estratégia de mudan a e desenvolvimento organizacional, no sentido de verificar suas confluências e sua intera o dinamica. Trata-se de um estudo exploratório, de abordagem qualitativa, com a utiliza o do método de estudo de caso, realizado em uma organiza o multinacional voltada para o desenvolvimento e a produ o de produtos de carbono e grafita. Coletaram-se os dados primários por meio de realiza o de entrevistas envolvendo-se, nessa colet
Gest o por competências: um estudo exploratório em uma institui o pública n o-estatal qualificada como organiza o social
Ant?nio de Pádua Araujo,Lindolfo Galvo de Albuquerque
Desenvolvimento em Quest?o , 2007,
Abstract: The aim of this article is to analyze the manner how a non-state, qualified as social organization, deals with its own corporative competences and individual ones, seeking to make possible to set its strategic options, and also to analyze the manner how human resource management field drives the process of creating and developing these kind of competences. An empiric research, with an exploratory character, was made in Instituto Centro de Ensino Tecnológico that acts in the field of professional education and technological development, in which the necessary data to reach the previously objects were gotten from. The bibliographical references is mainly composed by the concepts that holds the boards of discussions about competent management. The data required was obtained trough the use of questionnaires, interviews, documental analysis and meetings with all the agents involved in the research. With this research, it hopes to set a better comprehension of a theme that has a lack of studies of this nature.
International HR strategy in Brazilian technology multinationals
Muritiba, Patricia Morilha;Muritiba, Sérgio Nunes;Campanário, Milton;Albuquerque, Lindolfo Galvo de;
BAR. Brazilian Administration Review , 2010, DOI: 10.1590/S1807-76922010000400002
Abstract: four cases of brazilian multinationals from the information technology [it] sector were compared in their international human resources strategy. the analysis is focused on the development and application of two research models. one analyzes the level of subsidiary autonomy in terms of strategic hr decisions, including difficult decisions regarding coordination in multinationals, following the theoretical approach of the autonomy of subsidiaries (kidger, 2002; nohria & ghoshal, 1997). the other is related to the level of internationalization of hr strategies, defined as the capacity to take advantage of globalization, providing the best resources for the company regardless of where they are located (sparrow, 2007). both models were applied in a multiple case study method (eisenhardt, 1989). data were collected through semi-structured interviews and company reports, and analyzed through content analysis. the results show: (a) a more centralizing characteristic of the multinational companies examined, despite the limitations of this choice as shown by the literature; and (b) that brazilian it multinationals tend to rely more on their national competencies when managing human resources instead of going global to aggregate differentiated competencies.
Comprometimento organizacional: o estado da arte da pesquisa no Brasil
Medeiros, Carlos Alberto Freire;Albuquerque, Lindolfo Galvo de;Siqueira, Michella;Marques, Glenda Michelle;
Revista de Administra??o Contemporanea , 2003, DOI: 10.1590/S1415-65552003000400010
Abstract: in this study, the organizational commitment agenda established by several classical authors is analyzed. the brazilian organizational commitment research, specially 34 articles published in the last nine anpad annual meetings is also analyzed. commonly, the articles published in main brazilian journals are previously presented in anpad meetings. with the agendas and authors' recommendations the brazilian research is analyzed, showing what was done, the gaps and new challenges. then, the work is divided in three parts: (1) in the first part the main organizational commitment theoretical concepts are presented; (2) in the second part the research agendas are presented and the brazilian research progress and gaps are discussed; and, (3) in conclusion, a new brazilian organizational commitment agenda is presented, showing the directions in which the research should go.
International HR Strategy of Brazilian Technology Multinationals
Patricia Morilha Muritiba,Sérgio Nunes Muritiba,Milton Campanário,Lindolfo Galvo de Albuquerque
BAR. Brazilian Administration Review , 2010,
Abstract: Four cases of Brazilian Multinationals from the information technology [IT] sector were compared in their international Human Resources strategy. The analysis is focused on the development and application of two research models. One analyzes the level of subsidiary autonomy in terms of strategic HR decisions, including difficult decisions regarding coordination in multinationals, following the theoretical approach of the autonomy of subsidiaries (Kidger, 2002; Nohria & Ghoshal, 1997). The other is related to the level of internationalization of HR strategies, defined as the capacity to take advantage of globalization, providing the best resources for the company regardless of where they are located (Sparrow, 2007). Both models were applied in a multiple case study method (Eisenhardt, 1989). Data were collected through semi-structured interviews and company reports, and analyzed through content analysis. The results show: (a) a more centralizing characteristic of the multinational companies examined, despite the limitations of this choice as shown by the literature; and (b) that Brazilian IT multinationals tend to rely more on their national competencies when managing human resources instead of going global to aggregate differentiated competencies.
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