André Luiz Fischer

Driving factors of high performance in Brazilian Management Sciences for the 1981-1995 period

As a corollary of former studies, high performance in Brazilian Management Sciences during the period of 1981 to 1995 is put to scrutiny. Information on the 66 papers registered to this field in the ISI databases for this time interval were retrieved, edited and processed as to elicit patterns.Occurrences of highly cited papers seemed haphazard but the presence of collaborative work consistently emerged as an important driving factor for good performance. International collaboration showed the most expressive impact over chances of citation but any form of collaboration seemed to have some effect, even those represented by single authors with double allegiance. Simple addition of authors, nonetheless, had no effect, and thus collaboration involving authors of common institutional affiliation showed the performance of single authored papers.Cluster analysis allowed the identification of patterns of performance, and groups of best performers showed higher levels of international collaboration. The institutional composition of the clusters is presented.

Debates passados, presentes e futuros da aprendizagem organizacional: um estudo comparativo entre a produção acadêmica nacional e internacional

Apesar de se apresentar como uma area multidisciplinar e de nao contar com uma teoria amplamente aceita, a aprendizagem organizacional avanca e apresenta pontos de consenso que a estabelecem como um campo de conhecimento. Varios esforcos de revisao sobre o tema foram publicados nos ultimos dez anos, fundaentando a definicao de desafios emergentes, que apontam campos promissores para futuras pesquisas. Este artigo recupera alguns dos principais debates e prospeccoes, comparando a producao academica nacional e internacional e identificando as convergencias e divergencias entre eles. Os resultados da analise mostram que alguns topicos presentes no debate internacional sao atuais na pesquisa nacional, enquanto outros, nao. Com base nessas constatacoes, propoe-se uma sugestao de agenda para pesquisas futuras em aprendizagem organizacional que envolva aspectos teoricos, contextuais e metodologicos, e que propicie condicoes de intervir, de forma mais intensa, no debate que se trava sobre o tema no plano internacional.

Trends of the human resources management model in Brazilian companies: a forecast according to opinion leaders from the area

This paper is the result of research carried out to identify trends of the human resources management model in Brazilian organizations. In order to do this, we employed a research methodology known as Delphi, which consists of gradually adjusting the perceptions of specialists. Respondents were selected using criteria that characterized them as opinion leaders in human resource management. Having consulted more than 160 people, we observed that themes such as the management of competences, corporate education and encouragement for organizational learning will be gradually assimilated by companies. One of our main conclusions is that the change process in human resources has ceased to be reactive. Data relating to changes that occurred during the 1980s and 1990s showed that the function concentrated on internal restructuring, on reducing the number of specialist employees, on encouraging the outsourcing of operational processes and on establishing a new model for looking after in-house customers.

Processos de aprendizagem organizacional no desenvolvimento de competências em instituições de ensino superior para a oferta de cursos superiores de tecnologia [CSTS]

The aim of this article is to analyze the organizational learning processes that led to the development of the necessary competences for higher education institutions to begin offering Higher Technological Courses. The range of this study is limited to Curitiba in Parana State, and its assumption is that organizational learning is the way for institutions to obtain the necessary competences to make their strategies practical. The nature of this research is exploratory, using a qualitative approach, and the method used is the multiple case study in a longitudinal time perspective. The results of this multiple-case study showed that the development of the competences required profound changes in the articulation of resources in both institutions that were analyzed, in addition to the institutionalization of new knowledge. Based on the data found in each case, it was possible to conduct a transversal analysis, which made it possible to certify that some competences can be built and others extinguished, shaping the dynamic character of the competences and the learning process. Thus, it was possible to corroborate the analysis model that was used (Patriotta, 2003) and suggest advances for it.

Temas emergentes em gestão de pessoas: uma análise da produção acadêmica

This study shows outcomes from a research about national and international academic production about eight emergent human resource themes: strategic human resource management, diversity management, talent management, international human resource management, organizational learning, social responsibility, generation management, and kinds of flexible job. This group of themes were defined by a previous bibliography revision. This revision included studies and researches published at the last five years about human resource trends at important journals and events. The outcomes were combined with specialist opinions. The analysis identified that international human resource management, strategic human resource management, organizational learning, diversity management were the most common themes. The study also identified that under the methological point of view, the bigger part of the researches were exploratory; the most common methological studies profile were theoretical and empirical and the quantitative approach was predominant.

Generational perceptions and their influences on organizational commitment

Purpose – This study aims to investigate the existence of delimitations more suited to the emergence of generations in Brazil, and to assess generational perceptions on constructs of the work environment and their influences on organizational commitment. Design/methodology/approach – The perceptions of 102,540 respondents employed by 394 organizations were classified into nine constructs. The methodology used entailed an initial confirmatory factorial analysis, which was undertaken to investigate the validity of the proposed measurement model. Regression analyses were applied to test the relationship between work environment and commitment. Findings – The results highlight that the Baby Boomer generation attributed more value to the meaning of work and corporate social responsibility. Meaning of work, learning and development were given a high level of importance in the results for Generation X. Generation Y values learning and development, relationships with co-workers and Work-life balance more than the...

A Gestão de Talentos no campo da Gestão de Pessoas: tema emergente?

The competitive strategy of organizations and the knowledge era, demand higher innovation capacity, agility and flexibility. This demands have make the work more complex, and in need of qualified workers. In this scene, the human capital of organizations is presented by the quality of its talents. The objective in this study was to analyze the production on Talent Management and to verify the attributes applied to identify the talents at the field of Human Resource Management. It was possible to conclude for the rise of academic production on Talent Management and for the description of competence, performance, and potential as the main attributes on Talent characteristics description.

Gestão de pessoas na indústria criativa: o caso dos estúdios de animação brasileiros

The main purpose of this study is to contribute to the understanding of human resource management processes in animation studios, which are part of the creative industry. This study adopted Chaston’s (2008) definition of creative industry as the meeting of business and culture. Chaston – among other authors – perceived the dilemma between artistic fulfilment and commercial objectives as central to this industry. But, in what ways does this dilemma translate into the operation of human resource management in Brazilian studios? In order to answer this question a qualitative research was conducted through case studies of four Brazilian animation content production companies. Data was collected through interviewing a business partner and an employee of each one of the companies. The data collected points out that human resource management tools are still rare in these work places, although managers are conscious that employees are their main business resource. In addition, it was observed that the retention of employees in these companies is related to their identification with the activity itself rather than for gratifications, such as salary or other benefits.The main purpose of this study is to contribute to the understanding of human resource management processes in animation studios, which are part of the crea...

Concorrência ou convergência

A revolucao digital e as novas demandas da sociedade exigem uma nova educacao. As universidades academicas e as universidades corporativas precisam repensar seus espacos e unificar suas agendas, em um contexto de fronteiras cada vez mais tenues.

Certificação bancária e regulação de mercado: relações de trabalho e (pouca) negociação

The article study from qualitative research the banking labor certification movement in Brazil, from some perspective: state regulation – Brazilian Central Bank (BACEN), certification agencies, labor unions and banking. The research addresses the labor relations within the banks are affected by the role of the state in its regulatory function (in terms of sectoral and qualification policy rules), by employers (associations and federation) in their determination of shares of forms of work organization. It was found that the Brazilian government through its regulatory institutions changes the context of the powers in the banking sector leading to the practice of certification of workers by banks operating in Brazil. It concludes that banking labor certification results from the Central Bank regulation and negotiations about its structure and content with and between banks organizations. In the last ten year, more than 500.000 banking sought labor certification for improving their skills. This process which runs under state regulation occurs without union interference although professionally press workers of that area.