Teses / dissertações sobre o tema "Industrial League"
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Barbour, Stuart A. "Mental skills of National Hockey League players". Thesis, University of Ottawa (Canada), 1994. http://hdl.handle.net/10393/6662.
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The purpose of this study was to explore the mental skills used by professional ice hockey players and determine if Orlick's (1992) "Model of Human Excellence" could be applied to these athletes. In-depth interviews were conducted with 10 National Hockey League players who had collectively played over 4500 NHL games, and scored 1025 goals. The results indicated that Orlick's elements of commitment, belief, full focus, positive images, mental readiness, distraction control and, constructive evaluation were common to all subjects. The element of fun and enjoyment was also found to be significant for NHL players. The preservation of rich quotes and experiences offer valuable insights and strategies for aspiring hockey players. A survey of the mental aspects of professional hockey was also completed by 27 NHLers to corroborate the relative importance of each of the mental skills identified in Orlick's model. Overall the results were consistent with other research into the mental aspects of elite athletes.
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Wild, Sarah J. "The Italian Northern League : the self-representation of industrial districts". Thesis, University of Bath, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.245956.
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Wang, Wen-Hsia. "Industrial diseases and the Women's Trade Union League : the case of lead poisoning, 1891-1921". Thesis, University of Cambridge, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.627188.
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Herskedal, K. M. "Exploring the managerial cycle of professional football league managers in England and Norway". Thesis, Liverpool John Moores University, 2017. http://researchonline.ljmu.ac.uk/6722/.
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To gain a critical understanding of the lived challenges within the managerial cycle (recruitment, employment, termination) in professional league football, the research initially followed a qualitative approach in the form of semi-structured interviews. A total of 16 professional league managers completed a face-to-face interview using open ended questions, allowing them to share their true perspectives (Dale, 1996). The interview schedule concerned the managers' perceptions of challenges faced within the role, strategies to deal with the challenges, specific skills and qualities possessed, and future challenges within the role. Data were analysed via deductive and inductive content analysis (Biddle, Markland, Gilbourne, Chatzisarantis, & Sparkes, 2001; Côté, Samela, & Russel, 1995), and emerging themes were subjected to member checking (Sparkes, 1998). The range of experiences revealed a number of proposals for how to deal with cultural, organisational and personal related challenges. The managers’ ability to delegate responsibilities and to adapt effectively to changing environments seemed critical to avoid loops of accumulating problems. Unprofessional attitudes to recruitment and sackings seemed embedded in the culture. The eagerness for short-term results was perceived as a threat to sustainability in managerial work currently and in the future. The managerial cycle model was developed on the basis of Study One findings. Study Two aimed to examine the managerial cycle model by bringing in the internal (senior management and support staff) and external (Norwegian Football Association, League Managers’ Associations) key stakeholder views on the training, development and support of managers within the various phases of the managerial cycle (recruitment, employment and termination). A total of 21 internal (n=18) and external (n=3) key stakeholders completed a semi-structured interview, which was analysed via both deductive and inductive content analysis. The findings gave insight in senior management experiences regarding managerial recruitment and dismissals. Support staff members reported that both frequent changes of managers detracted the ability to work professionally and longitudinally. They also suggested that the managers’ receptivity to support was reduced in periods of high pressure. Further, managers were expected by their leaders to take care of their own development. These findings suggest that managers need to be skilled in self-directed learning to avoid superficiality in work. Preparing managers for the ability to adapt effectively to contextual changes appears to not be sufficiently integrated into the current formal training of managers. Study Three employed a case study approach to critically examine how the managerial lived experience might change over time. Three managers engaged in one Norwegian PL-club (full season) and one manager from an English League One club (four months) were regularly interviewed during various phases of the managerial cycle (recruitment, employment, termination). Ethnographic principles were employed in the study that aimed to better understand how the managerial experience might change across situations and conditions. The managerial experiences changed along with sporting results (ups and downs), and differed in levels of trust and communication internally. The findings argue that shared understanding and trust across organisational levels are needed to facilitate internal stability and long-term efficiency, meaning that the skills to establish these conditions are crucial for sustained sporting and organisational success. All the managers experienced challenges at cultural, organisational and personal levels related to the different phases of the managerial cycle and technical (understanding across professions), human, and conceptual skills were needed to deal with role related challenges. Given the complexity of the role, and the continuous and rapid changes that managers are exposed to, the current study suggests that contextual insights are needed to understand and ultimately advise or prepare managers sufficiently for their future role(s). Managers need consistency in their approach to gain trust from internal stakeholders, and sporting success seems to facilitate the support. To establish managerial consistency, the manager requires a clear philosophy based on cultural, organisational and personal understandings, combined with humbleness toward knowledge.
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Ross, Robert B. ""We are the people!" geographies of the industrial production of culture and the rise and fall of the 1890 Players' National League of Professional Base-Ball Clubs /". Related electronic resource: Current Research at SU : database of SU dissertations, recent titles available, full text:, 2007. http://wwwlib.umi.com/cr/syr/main.
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Babayigit, Cihan. "Genetic Algorithms and Mathematical Models in Manpower Allocation and Cell Loading Problem". Ohio University / OhioLINK, 2004. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1079298235.
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Weaver, Janet Kay. "Pearl McGill and the promise of industrial unionism: button workers, the women's trade union league and the AFL". Diss., University of Iowa, 2019. https://ir.uiowa.edu/etd/6876.
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This dissertation explores the boundaries of industrial unionism within and outside of the American Federation of Labor (AFL) in the struggle over what direction the American labor movement would take in the Progressive Era. The experiences of Iowa button worker and labor activist Pearl McGill in two nationally significant strikes between 1911 and 1912 enable us to see more clearly the nuances and ambiguities of these boundaries as industrial workers sought to build more inclusive unions. McGill’s advocacy for both the AFL-affiliated and industrially organized button workers in Iowa and the campaign of textile workers in Lawrence, Massachusetts, assisted by the Industrial Workers of the World (IWW), to organize on an industrial basis, shine a light on the conundrum faced by AFL leaders. The AFL and its craft union affiliates held fast to an anachronistic approach to organizing in an environment of rapid and technologically transformative industrialization in which the labor of women and ethnic and racial minorities was critical. The AFL’s early federal labor unions, for which Iowa button workers provide a case study, exemplify the strength of the impulse for unionization among mass production workers and show how AFL leaders fostered an institutional response to the growing demand for industrial unions while ensuring that craft unionists continued to dominate the AFL.
The Women’s Trade Union League (WTUL) walked a fine, and sometimes precarious, line between its loyalty to the AFL and the demand of working women—notably in the garment and textile industries—for new, inclusive forms of organization. The strikes of women button workers and Lawrence textile workers illustrate the predicament faced by WTUL leaders. Pearl McGill’s short but prominent career as a youthful leader of the Muscatine button workers, a spokesperson for the WTUL, an advocate for women strikers, and a prominent activist with the IWW in Lawrence illuminates these tensions and the appeal of industrial unionism for young working women.
This study elevates the importance of Progressive Era federal labor unions as a bridge connecting the local assemblies of the Knights of Labor of the 1880s to the industrial unions that would emerge in the 1930s. It examines the institutional history of the AFL and its bitter struggle with the Knights and establishes the link between the local assemblies of the Knights and the first generation of AFL-affiliated federal labor unions that provided a precedent for later industrial unions. The arc of industrial unionism in the United States can thus be seen as a long, interconnected movement rooted in the principles of general unionism embodied by the Knights and animated by the vital impulse for industrial unionism carried forward by industrially-organized workers of which Iowa button workers provide an important example.
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Whittle, Scott. "The NFL true fan problem". Thesis, Kansas State University, 2014. http://hdl.handle.net/2097/17630.
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Master of ScienceDepartment of Industrial and Manufacturing Systems Engineering
Todd Easton
Throughout an NFL season, 512 games are played in 17 weeks. For a given fan that follows one team, only 16 of those games usually matter, and the rest of the games carry little significance. The goal of this research is to provide substantial reasons for fans to watch other games. This research finds the easiest path to a division championship for each team. This easiest path requires winning the least number of games. Due to NFL’s complicated tiebreaker rules, games not involving the fan’s team can have major implications for that team. The research calls these games critical because if the wrong team wins, then the fan’s team must win additional games to become the division champion. To identify both the easiest path and the critical games, integer programming is used. Given the amount of two-team, three-team, and four-team division tie scenarios that can occur, 31 separate integer programs are solved for each team to identify the easiest path to the division championship. A new algorithm, Shortest Path of Remaining Teams (SPORT) is used to iteratively search through every game of the upcoming week to determine critical games. These integer programs and the SPORT algorithm were used with the data from the previous 2 NFL seasons. Throughout these 2 seasons, it was found that the earliest a team was eliminated from the possibility of winning a division championship was week 12, and occurred in 2012 and 2013. Also, throughout these 2 seasons, there was an average of 65 critical games per season, with more critical games occurring in the 2013-2014 season. Additionally, the 2012 season was used to compare flexed scheduled games with the critical games for those weeks and it was found that the NFL missed three weeks of potentially scheduling a critical game.
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Gregson, Sarah School of Industrial Relations & Organisational Behaviour UNSW. "Foot soldiers for capital: the influence of RSL racism on interwar industrial relations in Kalgoorlie and Broken Hill". Awarded by:University of New South Wales. School of Industrial Relations and Organisational Behaviour, 2003. http://handle.unsw.edu.au/1959.4/19331.
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The historiography of Australian racism has principally "blamed" the labour movement for the existence of the White Australia policy and racist responses to the presence of migrant workers. This study argues that the motivations behind ruling class agitation for the White Australia policy have never been satisfactorily analysed. To address this omission, the role of the Returned and Services League of Australia (RSL) in race relations is examined. As an elite-dominated, cross-class organisation with links to every section of society, it is argued that the RSL was a significant agitator for migrant exclusion and white unity in the interwar period. The thesis employs case studies, oral history and qualitative assessment of various written sources, such as newspapers, archival records and secondary material, in order to plot the dynamics of racist ideology in two major mining centres in the interwar period. The results suggest that, although labour organisations were influenced by racist ideas and frequently protested against the presence of migrant workers, it was also true that mining employers had a material interest in sowing racial division in the workplaces they controlled. The study concludes that labour movement responses to migrant labour incorporated a range of different strategies, from demands for racist exclusion to moves towards international solidarity. It also reveals examples of local and migrant workers living, working, playing and striking together in ways that contradict the dominant view of perpetual tension between workers of different nationalities. Lastly, the case studies demonstrate that local employers actively encouraged racial division in the workplace as a bulwark against industrial militancy.
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Wong, Chee-ming Daniel. "An analysis of lease-enforcement policies in Hong Kong". [Hong Kong : University of Hong Kong], 1986. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12322817.
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Young, William Albert II. "A Team-Compatibility Decision Support System to Model the NFL Knapsack Problem: An Introduction to HEART". Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1273158239.
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Dittmer, Jacob. "Sporting Capital: Dissecting the Political Economy of the National Football League". Thesis, University of Oregon, 2013. http://hdl.handle.net/1794/13281.
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The popularity and economic strength of professional football is unsurpassed among other sports in the U.S. due in part to the ascendency of television as the most popular form of mass media. Though aided by the popularity of that medium, the National Football League's success is also tied to governmental favors, monopolistic practices, nonprofit tax status, complicated subsidiary structure and other factors forming a beneficial economic context. The structure of the league and its business ventures reflect the nature of these arrangements, all of which are borne out of the commodification of the game. This study examines the nature and structure of the political economy of the NFL. In particular, it focuses on the relationships among the NFL (including individual teams and subsidiary businesses), the government, and the media. Employing a political economic analysis of the policy and business agreements among these agents will further elaborate the structural dimensions of the NFL as well as the implications for other sports and media in the culture industries.10000-01-01
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Wong, Chee-ming Daniel, e 王志明. "An analysis of lease-enforcement policies in Hong Kong". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1986. http://hub.hku.hk/bib/B31974946.
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Berry, Douglas. "Pay Increases Subsequent to FMLA Leave: The Role of Organizational Justice". TopSCHOLAR®, 2008. http://digitalcommons.wku.edu/theses/364.
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Research indicates the importance of studying organizational justice and its impact. Further, research has indicated a relationship between perceptions of organizational justice and pay increase decisions. However, the present research is the first to incorporate the Family and Medical Leave Act (FMLA) leave into the equation. In short, this research addressed whether an employee's absence for FMLA-covered reasons impacts the perceived justice of subsequent pay increases for that employee. Specifically, it was hypothesized that the employee's length of absence, tenure, performance, and/or pay increase would impact justice perceptions. Participants evaluated vignettes manipulating these factors, then rated the fairness of pay increase decisions. Results revealed that the employee's performance interacted with the amount of pay increase to account for the largest amount of variance injustice perceptions. However, a main effect for pay increase, an interaction between performance and the length of the employee's leave, and an interaction between performance, tenure, the length of the employee's leave, and the pay increase decision were observed. Finally, among employees who received a full pay increase, performance was the strongest predictor of justice perceptions.
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Simpson, Martha Jane 1959. "Professional nursing practice in hospitals: Those who stay, and those who leave". Thesis, The University of Arizona, 1992. http://hdl.handle.net/10150/291808.
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The purpose of this two-group, cross-sectional descriptive study was to compare self-reported professional practice indices and work satisfaction of hospital staff nurses who remained continuously employed within the institution ("stayers"; n = 127) and staff nurses who voluntarily terminated employment ("leavers"; n = 44). The data used for this secondary analysis were collected for the Differentiated Group Professional Practice in Nursing project (#U01-NR02153). Stayers reported significantly (p ≤ 0.05) higher organizational commitment, control over nursing practice, satisfaction with nurse-to-nurse interactions, satisfaction with professional status, and autonomy. Significant differences (p ≤ 0.05) in age, intent to remain within the community, employment status, and length of organizational tenure were also found. Discriminant analysis using indices of professional practice and work satisfaction was utilized to differentiate between stayers and leavers. Stayers were predicted with 92% accuracy and leavers with 33% accuracy. Investigation of misclassified leavers (n = 29) revealed no identifiable common personal or employment characteristics.
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Leider, Sarah. "Examination of Perceptions of Procedural Justice When Establishing a Maternity Leave Policy in a University Setting". TopSCHOLAR®, 1996. http://digitalcommons.wku.edu/theses/810.
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Procedural justice in organizations has received increasing attention from researchers in recent years. Part of the reason for the increase in attention is that today's workforce must satisfy inner needs through aspects of the job that are not related directly to pay and promotion due to the current trend in downsizing organizations. As more women enter the workforce, the issue of maternity leave is also becoming more prevalent. More and more women are working in professional fields and don't want to end their careers in order to have and raise children. In this current study the researcher has combined the issues of procedural justice and maternity leave to examine various methods for establishing a maternity leave policy in a university setting. Fifteen scenarios were developed combining three levels of procedural justice and five maternity leave policy options. The three procedural justice levels were autocratic, consultative, and participative. The five options were: hire a temporary instructor (paid leave), have other faculty cover the courses, hire a temporary instructor (unpaid leave), pregnant faculty member team teaches with another faculty member, and pregnant faculty member teaches bi-term courses. It was hypothesized that the more participation the faculty were allowed in the decision making process, the more likely they would be to rate the scenario favorably. A second hypothesis was that subjects would be more likely to favor maternity leave options that resulted in less work for them (i.e., hire a temporary instructor) than those that would require more work (i.e,. cover the course for the pregnant faculty member). Faculty members were presented with the fifteen scenarios in a questionnaire. Participants were asked to rate each scenario on the following variables: willingness to support the policy, fairness to pregnant faculty, fairness to other faculty, fairness of process used to make decision, and appropriateness of the level of faculty involvement when making the decision. Strong support was found for both hypotheses.
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Schirmer, Amy. "Hey, That's Not Fair! A Comparison of Faculty and Department Head Fairness Perceptions of Pregnancy Leave Practices". TopSCHOLAR®, 2005. http://digitalcommons.wku.edu/theses/477.
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As more women enter the workforce, employers are increasingly faced with issues such as pregnancy leave. This study addresses perceptions of faculty pregnancy leave practices in a university setting. In part, this study is a replication/follow-up to a study conducted in 1995 on the perceptions of procedural justice when establishing a maternity leave policy. This study examined current pregnancy leave practices and faculty and department head perceptions of fairness of such leave to the pregnant faculty member and other faculty members. Options used most frequently in 1995 are still the options most frequently used by department heads in 2005. Faculty and department heads were in agreement about the options they are most willing to use, option fairness to pregnant faculty, and option fairness to other faculty. Only one of the three options that required more effort from other faculty to cover pregnancy leave was perceived as less fair to other faculty by department heads and faculty members. That option was the one in which the faculty member received no compensation for covering classes. Department head ratings of willingness to use an option were related to their ratings of fairness to pregnant faculty and related to the perceived fairness of that option to other faculty members. Both department heads and faculty perceived the participative decision-making method to be more appropriate for determining which option to use to cover pregnancy leave. The data from this research should prove useful to department heads, deans, and faculty members as they determine which options will be used to determine class coverage for pregnancy leave.
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Oldfield, Stuart. "Sense of belonging in workplace as a predictor of mental and physical health and intention to leave among university employees". Thesis, The Author [Mt. Helen. Vic.] :, 2003. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/61173.
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It is has been recognised that sense of belonging and related concepts are strongly associated with mental and physical health. Research to date, however, has focused on sense of belonging to the community in which one lives. The present research extended the work on sense ofbelonging by assessing the relationship between sense ofbelonging in the workplace and the mental and physical health ofstaff employed in a regional university. It was hypothesised that there would be a significant negative relationship between sense ofbelonging and stress. It was also hypothesised that those staff who indicated a higher sense ofbelonging to their work team and organisation would be less likely to leave their employment and have fewer mental and physical health problems. A sample of 46 male and 49 female staff members completed sense ofbelonging and stress questionnaires. The research found that females showed a higher sense ofbelonging to both the work team and the organisation than males. Also, employees who showed a lower sense ofbelonging to the University had stronger intentions ofleaving their employment. Further, workers who indicated a higher sense ofbelonging to the work team exhibited lower burnout, lower global stress, and better general health. Results suggested that the mental health ofworkers can be improved by encouraging a sense of belonging to the immediate work team and that retention of workers may be increased by facilitating a sense of belonging to the organisation.Master of Applied Science
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Goodwin, Alison Elizabeth. "Implementing paid domestic violence leave policies in Australian workplaces: an institutional analysis". Thesis, The University of Sydney, 2022. https://hdl.handle.net/2123/29596.
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The first paid domestic violence leave entitlement in Australia was negotiated into an enterprise agreement in 2010. Paid domestic violence leave has since become a standard claim made by unions in bargaining, and all state and territory governments have introduced paid domestic violence leave entitlements for their public sector workforces. Access is set to expand dramatically, with the Fair Work Commission’s recent provisional view in favour of including an entitlement to paid domestic violence leave in Modern Awards, and the recent election of a federal Labor Government on a platform that included legislative support for an entitlement to ten days per year of paid domestic violence leave to be included in the National Employment Standards. To date, there has been limited research on the implementation and management of paid domestic violence leave policies in workplaces. This thesis addresses this gap in the literature, taking a qualitative and institutional approach to understanding the challenges and barriers to effective implementation. The thesis evaluates the ability of key institutional actors in industrial relations – employers, unions, and governments – to pursue social policy alongside more traditional industrial concerns. Findings show that the active presence of strong institutional actors in the workplace are critical to the effective implementation of domestic violence leave policies. Union involvement in implementation and interventionist government regulation of workplace gender equality measures are also found to support accessible and well-managed domestic violence leave policies. At workplaces where institutional presence was weaker, poor implementation undermined the ability of paid domestic violence leave to achieve its policy objectives. The thesis concludes that government regulation of implementation is essential to ensure that paid domestic violence leave policies are implemented successfully as access to the entitlement expands.
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Smith, Paul. "Commercial leisure in Halifax 1750-1950. The development of commercialized leisure provision in a northern industrial town". Thesis, University of Bradford, 2011. http://hdl.handle.net/10454/5375.
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This thesis investigates the development of commercial leisure in a northern community, Halifax, over a period of 200 years. It examines a range of leisure pursuits including the public house, theatre and sports and traces their development during a period of population growth and industrialization which came to be based increasingly around the factory. It analyses whether Halifax was typical in the way commercial leisure developed or whether particular local conditions influenced the development of commercial leisure. During the period, Halifax, an ancient town, developed from an important centre of the textile trade in England into a classic Victorian mill town supporting a broad base of industries. Leisure developed from a leisure culture based around traditional holidays and pastimes to a highly commercialized leisure experience increasingly provided by regional and national companies and a sporting calendar that included structured leagues with professional clubs and games played seasonally.
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Wheeler, Pamela N. "An Examination of the Perceived Fairness of Pregnancy Leave Practices". TopSCHOLAR®, 2015. http://digitalcommons.wku.edu/theses/1534.
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As the number of women entering postsecondary education continues to increase (U.S. Bureau of Labor Statistics, 2014), universities will be tasked with ensuring that their pregnancy leave policies and practices are aligned with the principles of organizational justice. When organizations are aware of the perceptions of both decision makers and those affect by decisions, they are able to alter policies and practices in a way that promotes perceptions of fairness. The present study examines department head and faculty member perceptions of pregnancy leave practices in a university setting. This study is a replication/follow-up of two studies conducted in 2005 and 1995 on perceptions of pregnancy leave practices within a university setting. The results indicate that department heads and faculty members similarly perceive the fairness of options to cover a pregnant faculty member’s responsibilities. Department heads and faculty also rated their willingness to use an option similarly. Additionally, department heads are more willing to use options that they perceived as fair and are less likely to use options they perceived as unfair. The findings of this study indicate that it is important for those affected by decisions such as pregnancy leave practices to experience voice in the decision-making process. The results of this study should be useful to universities and department heads when determining how to cover the responsibilities of a faculty member on pregnancy leave.
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Shiflet, Matthew. "Viral Marketing: Concept Explication and Case Studies in the Video Game and Esports Industries". Ohio University Honors Tutorial College / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1555957153106043.
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Huang, Wei. "An Examination of Online Volunteers' Organizational and Work-Group Identification and Intent to Leave: A Case Study of OCEF". TopSCHOLAR®, 2013. http://digitalcommons.wku.edu/theses/1284.
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This study examined the relationships among organizational identification,work-group identification and intent to leave of online volunteers in a nonprofit organization—OCEF. A total of 245 participants completed the online questionnaire. Consonant with previous research findings, organizational identification and work-group identification has positive relationships; however, the hypothesis that both organizational identification and work-group identification negatively predict intent to leave of online volunteers was not supported in the present study. Furthermore, the level of organizational identification and work-group identification of online volunteers were high, but did not have difference in this study.
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Silva, Edson Francisco Medeiros. "Proposta de cadeia produtiva industrial para um material composto a base de folhas vegetais em Manaus através de levantamentos de custos". Universidade Federal do Amazonas, 2011. http://tede.ufam.edu.br/handle/tede/3532.
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Previous issue date: 2011-07-25Today there exists an urge of the industry to create and disseminate environmentally friendly production models. The so-called Green Seal is already a requirement for entry of natural products to various markets, [Salomão, 2010]. With the intention to create a material using in its composition using vegetables leaves that weren t not originally used in the composition of any other material, Rocha et al. (2007) developed inside INPA a plate composed of leaves, resin and phenol-formoaldeyde and glass wool, which may have similar applications to other materials such as the MDF, the particleboard and plywood. The production process of the leave s plate has the following steps; obtaining the materials, crushing the leaves, drying of the leaves, preparing the mixture with the resin and leaves, hot pressing and finishing and application of preservative compound. Inputs were estimated such as the equipment required, the space (through the preparation of a layout drawing) energy consumption and costs for energy, labor and materials for implementation in industrial scale producing plates with monthly production of 800 units, with dimensions of 1.2 m x 1m x 20mm. It was observed that the composition of cost is made up of several factors and among them there is a large share of indirect costs which in turn have great influence on the unit cost of each plate. The application of direct costing provides a total direct cost of R$ 52,044.03 to manufacture 800 units of plate means about R$ 65.00 per plate and the fixed costs accounted for R $ 36.20 by plate hence R$101.20 total. Discussing investment necesssary needed to build a leave s plate factory estimated at R $ 943,000 and considering an interest rate of 6% per year, the cost per plate rises to R $ 121.10 before an expected return in five years with presentation of cost about R $ 100.9 per m² made necessary by a discussion of how it should be the implementation of the project and how the costs should be organized, it was observed that a model applied in the manner of an association would make the cost competitive with other materials market in Manaus.
Existe, hoje, uma necessidade de adequação da indústria a criar e disseminar modelos de produção ecologicamente corretos. O chamado selo verde já é uma exigência para entrada de produtos de origem natural a diversos mercados, [Salomão, 2010]. Com intenção de criar um material, onde sua composição utilizasse as folhas vegetais que originalmente não são empregadas na composição de nenhum outro material, Rocha et. al. (2007) desenvolveu, dentro do INPA, uma chapa composta por folhas, resina de fenol-formoaldeído e lã-de-vidro, que pode ter aplicações equivalentes aos de outros materiais como o MDF, o aglomerado de partículas e o compensado. O processo produtivo da chapa de folhas tem as etapas de obtenção dos materiais, trituração das folhas, secagem das folhas, preparação da mistura das folhas com a resina, prensagem a quente, acabamento e aplicação de preservante. Foram estimados os insumos, a aparelhagem necessária, o espaço físico (através da elaboração de um layout), a energia consumida e os custos para energia, mão de obra e insumos para implementação em escala industrial de produção de chapas de folhas. A produção mensal estimada foi de 800 chapas com dimensões de 1,2m x 1m x 20mm. Foi observado que a composição do custo é feita de vários fatores e, dentre eles, existe uma participação grande de custos indiretos que, por sua vez, exercem grande influência no custo unitário de cada chapa. A aplicação do custeio direto fornece um custo direto total de, aproximadamente, R$ 52000,00 para se fabricar 800 unidades de chapa, cerca de R$65,00 por chapa. Os custos fixos responderiam por R$36,20, totalizando R$101,20 por chapa. Discutindo-se o investimento necessário para implantação da fábrica, estimado em R$943.000,00, e, considerando-se taxa de juros aproximada de 6% ao ano, o custo por chapa sobe para R$ 121,10 diante de um retorno esperado em cinco anos. Diante da apresentação de um custo unitário de aproximadamente R$ 100 reais pelo m² fez-se necessária uma discussão sobre como deve ser a implementação do empreendimento e de como deve se organizar os custos, foi observado que se aplicado um modelo nos moldes de uma associação o custo seria competitivo com outros materiais no Mercado de Manaus.
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Lemieux, Andrée-Anne. "Méthodologie de transformation leagile en développement de produits pour l'industrie du luxe". Phd thesis, Ecole nationale supérieure d'arts et métiers - ENSAM, 2013. http://pastel.archives-ouvertes.fr/pastel-01015336.
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Les entreprises de l'industrie du luxe sont aujourd'hui soumises à une pression constante de la part des marchés pour développer et produire une plus grande variété de nouveaux produits dans des délais toujours plus courts. Néanmoins, cela doit se réaliser en répondant tout à la fois aux critères fondamentaux de l'industrie tels que concevoir l'unique, réaliser l'extravagance et rendre le produit à son plus haut niveau de qualité. L'amélioration des processus de développement de produits par les paradigmes du lean et de l'agilité connus sous le terme "leagility" peut apporter des réponses à ces défis. Poursuivis conjointement, les objectifs du lean et de l'agilité se focalisent d'une part sur l'élimination des gaspillages tout en créant un flux continu sur la chaîne de valeur et d'autre part, se concentrent sur une réponse proactive face à la demande des marchés. Cependant, considérant la multiplicité de techniques et d'outils leagiles, il n'est pas simple pour une organisation de sélectionner les initiatives de transformation les plus performantes ainsi que les activités à réaliser afin de répondre efficacement aux besoins d'amélioration spécifique relatifs aux objectifs stratégiques de l'entreprise. Définir, déployer et piloter un plan de transformation cohérent par rapport à la vision de l'organisation et considérant son niveau de maturité d'adoption des bonnes pratiques en développement de produits requièrent une rigueur et une implication soutenue des membres de l'organisation ainsi qu'une vision claire des objectifs à atteindre lesquels s'illustreront par des résultats tangibles et mesurables. Reconnaissant cette difficulté industrielle, cette thèse propose une méthodologie de transformation leagile en développement de produits permettant de conduire la transformation d'une organisation sur tout son cycle de vie allant de l'initialisation de la vision jusqu'au pilotage des initiatives d'amélioration leagiles de manière incrémentale. En d'autres termes, l'approche soutient les utilisateurs et les guide dans la conduite d'un diagnostic de maturité, dans la sélection des leviers d'amélioration appropriés, dans le choix des outils et des techniques d'amélioration associés ainsi que dans la construction et dans le déploiement d'un plan d'intervention reposant sur une séquence détaillée d'activités prenant en compte les bonnes pratiques de la conduite du changement.
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Nunes, Guilherme Machado. ""A Lei de Férias no Brasil é um aleijão" : greves e outras disputas entre Estado, trabalhadores/as e burguesia industrial (1925-1935)". reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2016. http://hdl.handle.net/10183/148964.
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Este trabalho analisa os conflitos entre Estado, burguesia industrial e classe trabalhadora em torno da Lei de Férias. Aprovada em 1925, a medida foi duramente criticada pelo empresariado brasileiro, que não mediu esforços na hora de descumpri-la. A classe trabalhadora, que aparentemente não tinha essa como uma de suas grandes bandeiras de reivindicação, passou a exigir o cumprimento desse direito e a se organizar cada vez mais para tal. O Estado brasileiro, por sua vez, sobretudo após 1930, ao mesmo tempo em que legislava cada vez mais sobre as relações laborais no país, não garantia correspondente fiscalização, o que era percebido tanta pelos patrões quanto pelo operariado. Os escritos de cada um desses atores, suas denúncias, estratégias coletivas e especialmente a forma como se davam as diversas greves ocorridas no período aqui analisado (que vai até 1935, momento em que eclodem inúmeras paredes no Brasil) nos ajudam a reconstituir a história das disputas pelo direito a 15 dias de férias remuneradas no país.This thesis analyzes the conflicts between state, industrial bourgeoisie and the working class around the Annual Leave. Approved in 1925, the measure was strongly criticized by Brazilian businessmen, which made every effort at the time to tease it. The working class, which apparently did not have this as one of its major claiming flags, began to enforce this right and to organize itself for it. The Brazilian government, in turn, especially after 1930, while legislated increasingly on working relations in the country, did not guaranteed a corresponding security inspection, which was perceived by employers as much as the working class. The writings of each of these actors, their complaints, collective strategies and especially the way the different strikes occurred in the period analyzed here (which runs until 1935, at which hatch numerous strikes in Brazil) help us to reconstruct the history of struggles over the right to 15 days of paid vacation in the country.
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Gragg, Susan Rachel. ""Maxing out" and "getting deeked" : formal and informal work organizations among rental car agents in Seattle, Washington /". Thesis, Connect to this title online; UW restricted, 1998. http://hdl.handle.net/1773/8856.
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Lambert, Priscilla Ann. "Japanese family policy in the 1990s : business consent in the policy-making process /". Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC IP addresses, 2004. http://wwwlib.umi.com/cr/ucsd/fullcit?p3130209.
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Chytil, Jaroslav. "Posouzení vhodnosti rekonstrukce průmyslového areálu z hlediska návratnosti investice". Master's thesis, Vysoké učení technické v Brně. Ústav soudního inženýrství, 2016. http://www.nusl.cz/ntk/nusl-241343.
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I concentrated on assessing the suitability of the reconstruction of the industrial complex in terms of return on investment. For illustration and example, I chose part of an industrial complex in Nova Ves near Pohořelic. The solution was used knowledge from the field of investments, valuation of immovable assets and budgeting reconstruction. The result is both evaluation using economic indicators (in this case, the net present value of the investment), which demonstrate the appropriateness (or inappropriateness) and the extent of reconstruction in terms of return on invested funds. This thesis is beneficial for the homeowners who are considering reconstruction and want to rent a property.
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Деревянко, Богдан Володимирович, Богдан Владимирович Деревянко e Bogdan Derevyanko. "Особливості господарських правовідносин у сфері агропромислового виробництва". Thesis, Кривий Ріг: ДЮІ МВС України, 2020. http://dspace.puet.edu.ua/handle/123456789/9650.
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У тезах доповіді виявлено та названо особливості господарських правовідносин у сфері агропромислового виробництва. Серед основних є: 1. наявність основного засобу виробництва – землі, якість і родючість якої впливають на результати господарювання; 2. здійснення виробництва на великих площах; 3. сезонний характер виробництва; 4. залежність від природно-економічних умов регіону країни; 5. поєднання процесу відтворення з процесом зростання та розвитку тваринництва і рослинництва, а також із відтворенням родючості землі; 6. неефективність розпаювання земель (селяни не стали власниками, землі часто орендуються іноземцями); 7. нерозвиненість переробки продукції; 8. використання земель для вирощування технічних культур, що збіднюють ґрунт; 9. екстенсивний спосіб господарювання та ін.The abstracts of the report identify and named the features of economic relations in the field of agro-industrial activity. Among the main are: 1. the presence of the main means of production – land, the quality and fertility of which affect the results of management; 2. implementation of production on large areas; 3. seasonal nature of production; 4. dependence on natural and economic conditions of the region of the country; 5. combining the process of reproduction with the process of growth and development of animal husbandry and crop production, as well as with the reproduction of soil fertility; 6. inefficiency of land distribution (peasants did not become owners, lands are often leased by foreigners); 7. underdeveloped product processing; 8. use of land for growing industrial crops that deplete the soil; 9. extensive management, etc.
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Spielmann, Line. ""On ne va pas se mettre en arrêt pour ça." : les arrêts maladie, pratiques, discours et représentations dans les secteurs des musiques actuelles et de l'aide à domicile". Thesis, Paris 1, 2016. http://www.theses.fr/2016PA01E042/document.
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Cette thèse se propose d’aborder les représentations et pratiques des arrêts maladie, essentiellement à partir des discours des travailleurs et d’observations in situ, dans l’aide à domicile et les musiques actuelles. L’hypothèse développée est celle d’une pratique polysémique, intelligente, et morale. Polysémique, car les travailleurs donnent des sens multiples aux arrêts maladie, en font un usage varié : les arrêts protègent leur santé dans des environnements astreignants ; ils servent aussi de message pour alerter collègues ou hiérarchie, en vue d’améliorer le bien-être collectif, de s’élever contre des logiques arbitraires ; ils peuvent enfin être interprétés comme une sanction, au sens de conséquence logique d’une situation (notamment les conditions de travail), et au sens de punition, à l’égard de l’employeur ou du travailleur lui-même. Intelligente, car les travailleurs mènent une réflexion avant de recourir aux arrêts, évaluant leur impact, analysant le contexte, les usages. Ils s’adaptent aux normes en vigueur aux niveaux local et macro-social, essaient à l’occasion de modifier la donne. Ils évoluent dans leurs représentations et leurs actes, apprennent de leur expérience, modifient leurs positions tout au long de leurs carrières (de travailleur, de malade, carrière familiale, …), selon les rôles sociaux qui leur incombent. Morale enfin, car les travailleurs tiennent compte des conséquences de leurs arrêts, dans une attitude de « loyauté » envers leurs collègues, leurs clients, leur travail ou leur entreprise. Ils jugent de la légitimité des arrêts et y recourent, ou non, dans le respect ou la lutte pour un ordre plus juste et conforme aux valeurs du métierThe purpose of this current doctoral thesis was to investigate sick leave practices and representations, mainly through workers’ discourses and field observation, in the home care and contemporary popular music sectors. The hypothesis is that sick leave is a polysemous, intelligent and moral practice. Polysemous, in the sense that workers give sick leaves various meanings and use them in many different ways: sick leaves protect their health from demanding work environments. They serve as warnings for colleagues and hierarchy, in an attempt to improve collective welfare, to speak out against employer’s hegemony. They can be interpreted as a logical outcome of a given context (mainly poor working conditions and organization), as well as a punishment for the employer or the worker himself. Intelligent, because workers think carefully before they have recourse to sick leave, they assess their ins and outs, analyze the situation, the common practices. They adapt to social norms, at both local and macro-social levels, try when possible to be game changers. Their views and behaviors about sick leaves change over time, they learn from their experience, rethink their positions along their careers (within illness, work, family…), according to the social roles they are expected to endorse. Eventually, sick leaves are a moral practice as workers take into account the consequences of their leave : they behave with « loyalty » towards their colleagues, their clients, their work or their company. They evaluate the legitimacy of sick leaves and use them or not according to this judgment, in the respect or the fight for equity, and the defense of their professional identity and values
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Gregson, Sarah. "Foot soldiers for capital : the influence of RSL racism on interwar industrial relations in Kalgoorlie and Broken Hill /". 2003. http://www.library.unsw.edu.au/~thesis/adt-NUN/public/adt-NUN20030815.132155/index.html.
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Lun, Tseng Kuo, e 曾國倫. "An Exploratory Study of Taiwan Professional Sports Industry from Industrial Ecological Perspective: The Case of Chinese Professional Baseball League". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/vgjar6.
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碩士東吳大學
國際經營與貿易學系
103
Baseball is so call “national sport” in Taiwan and almost everyone love baseball. The research integrated the theories of industrial life cycle and industrial competitive, took the Taiwan professional baseball industry as example, and built a systematic conceptual model and propositions. The research finds were expected to provide references for the operation of Taiwan Professional Sports Industries.
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Suleman, Fathima. "Profile of sickness absenteeism at the Consul Glass factory, Clayville, Midrand, 2004". Thesis, 2008. http://hdl.handle.net/10413/2053.
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INTRODUCTION Sick leave absenteeism is a recognized problem in all work sectors. The financial impact of sick leave has been well-documented. A profile of sick leave records can establish the extent of the sick leave problem in a workplace, the associated and predisposing factors for sick leave and the patterns of sick leave amongst workers. A baseline profile of the sick leave patterns in a workplace should be a preliminary step toward developing a programme aimed at the improvement of workers' health and attendance at work. AIM OF THE STUDY The aim of this study was to profile recorded sick leave for 2004 amongst permanent workers at the Consul Factory in Olifantsfontein, Midrand, Johannesburg in order to make recommendations to management. METHODS This was a cross-sectional study using a retrospective review of sick leave records of permanent workers at the Consul Glass factory for 2004. Information gathered included the demographic profile of workers who recorded sick leave, the frequency of sick leave, associated factors for sick leave, health care choices of workers with sick leave and the reasons for sick leave. Descriptive and analytic statistics have been presented. RESULTS • Workers over the age of fifty years had sick leave of longer duration compared to those younger than 50 years old (p<0.05). The median hours taken off for sick leave was higher in the male subgroup compared to the female subgroup of workers in the study population (p<0.05); • Workers from the production areas had more sick leave episodes for the year than workers from the non-production areas (p<0.05). Workers with bronchitis working in the production areas of the factory, had longer duration of sick leave compared to workers with bronchitis working in the nonproduction areas of the factory (p<0.05); • Workers on a variable shift schedule took more sick leave on days of the week that were unlinked to weekends and public holidays (p<0.05).A longer duration of sick leave occurred with certified sick leave compared with self reported sick leave (p<0.05); • In the study population, the majority were not medical aid members. Medical aid members had a longer duration of sick leave per episode compared to non-medical aid members (P<0.05); • Respiratory tract infection was the most common reason for sick leave. Of the ten most common reasons for sick leave, there was a significant difference in the mean number of hours of sick leave taken per episode for dental treatment and backache (p<0.05); • There was a significant difference in the mean number of hours of sick leave recommended by the four different sources of sick notes (p<0.05); • There was a significant association for worker interviews/counselling by the Human Resources' Department official and the worker having had four or more episodes of sick leave for the year (p<0.05). CONCLUSION The profile of sick leave at this company identified important associations with sick leave patterns. These significant findings provide management with baseline information, which can be used for the development of workplace interventions to address the taking of sick leave at the Consul Glass factory.Thesis (M.Med.)-University of KwaZulu-Natal, Durban, 2008.
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Ten, Napel Ilse. "Die siekteverlofpatroon van 'n groep werkers in die plofstofnywerheid". Thesis, 2014. http://hdl.handle.net/10210/12028.
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Ferraz, Rafaela Silva. "O direito legal de preferência no novo regime do arrendamento urbano". Master's thesis, 2019. http://hdl.handle.net/10400.14/28683.
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O tema objeto de estudo da presente dissertação é o direito legal de preferência no âmbito do Novo Regime do Arrendamento Urbano. Este direito assume uma posição de extrema importância nos negócios jurídicos para os quais se encontra previsto. As preferências legais são, neste caso em específico, indesejadas, principalmente pelo sujeito obrigado à preferência, pelo facto de consistirem em verdadeiros limites ao princípio da autonomia privada e da livre disposição das coisas.
De todos os direitos de preferência concedidos no regime do arrendamento urbano, o direito de preferência do arrendatário na compra e venda ou dação em cumprimento, previsto na al. a), do n.º 1, do art. 1091º, do CC, pela sua importância é, constantemente, objeto de litígios, os quais nos propomos a analisar.
O regime do arrendamento urbano é um dos ramos do direito em que se regista mais atividade legislativa. Assim, no decurso do presente trabalho, iremos estudar, de forma pormenorizada, os direitos de preferência presentes neste regime e as recentes alterações introduzidas nesta matéria.The subject of study of this dissertation is the right of preference, under the urban lease scheme. This right assumes a position of extreme importance in the legal business for which it is envisaged. Legal preferences are, in this specific case, undesirable, especially by the subject forced to preference, because they consist of real limits to the principle of private autonomy and the free disposition of things. Of all preemptive rights granted in the urban lease, the right of first refusal of the tenant in the purchase and sale or payment in compliance, referred to in a), of paragraph 1, article 1091, CC, by its importance, is constantly object of disputes, which we propose to analyze. The urban lease regime is one of the areas of law on which there is most legislative activity. Thus, in the course of this study, we will study, in detail, the rights of preference in this regime and the recent changes in this area.
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Kruger, Pierre Carl. "The relationship between personality and biographical factors in absenteeism". Diss., 2008. http://hdl.handle.net/10500/2310.
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This research deals with personality and biographical factors in absenteeism.
The literature review looks at personality traits and absenteeism. The
following question must then be asked: Can the construct ”personality” be
analysed and described within the context of the work environment, and can
the relationship between personality, biographical factors and absenteeism be
studied empirically. The empirical study focuses on measuring the relationship
between personality and absenteeism.
The construct ”personality” is presented within the dimensional or trait
perspective. The empirical investigation is presented within the functionalistic
paradigm (quantitative approach). The chosen measuring instrument, namely,
the Sixteen Personality Factor Questionnaire (16 PF SA 92) was administered
by means of a random sample to 72 Aviation Security Officers. The reliability
of the Sixteen Personality Factor Questionnaire was determined using the
Cronbach Alpha coefficient method. To determine if personality is a predictor
of absenteeism, stepwise regression analysis was done. The results indicate
that the degree (category) of absenteeism is associated only with marital
status and number of dependants.Industrial and Organisational Psychology
M. Comm. (Industrial Psychology)
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Cifola, Mila Sofia. "Les facteurs influençant l'utilisation des mesures de conciliation emploi-famille au moment du retour au travail à la suite du congé parental". Thèse, 2018. http://hdl.handle.net/1866/20714.
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