This study, carried out in 1998, aimed to develop a method of forecasting core competencies in an agricultural research organization, using the Delphi Technique. First, based on a survey of internal documents and interviews, nine organizational core competencies and their specific components (human competencies) were defined, and expert judges identified. These judges responded to a questionnaire, in which the importance of the future human competencies was assessed and the organization's existing human capacity was evaluated. Means were calculated for both judgements and changes were made in various definitions, based on the experts' comments. Another questionnaire was designed and sent out to an expanded panel of judges to confirm or to revise the priority mean scores obtained or to add scores in the case of competencies that entered later. Factor analysis and reliability scores have demonstrated internal and inter-competency consistencies. Technological Innovation Management and Geo-processing appeared as the top priorities and Plant Pathology as the least priority. Priorities for each human competency were also calculated and they have been helpful for decision-making concerning the selection and graduate training of researchers on the organization studied.
O presente estudo trata sobre o uso da videoconferência em treinamentos organizacionais. Ele descreve uma experiência bem sucedida de implantação e avaliação de um curso a distância, usando videoconferência como mídia condutora. O curso foi realizado em Brasília, pela Empresa Brasileira de Pesquisa Agropecuária - Embrapa, com o objetivo de treinar os empregados do setor financeiro de sete unidades descentralizadas da Empresa localizadas na Região Sul do País. Anteriormente, esse mesmo curso foi ofertado duas vezes, na forma presencial, para treinar os empregados do setor financeiro das unidades descentralizadas das Regiões Centro-Oeste e Sudeste. Uma comparação entre os resultados das avaliações dos três cursos mostrou que não houve diferenças significativas entre os cursos realizados presencialmente e o feito a distância.
R R R R RESUMO ESUMO ESUMO ESUMO ESUMOO presente estudo usou a teoria das configurações de poder proposta por Mintzberg (1983) para perseguir dois principais objetivos: a) identificar quais os tipos de configurações que melhor representariam as relações de poder presentes em uma organização de pesquisa, segundo a percepção dos seus empregados e b) investigar possíveis relações existentes entre algumas variáveis e a percepção de poder que os empregados tinham da organização. A pesquisa foi conduzida na Empresa Brasileira de Pesquisa Agropecuária -Embrapa, com uma amostra de 1013 funcionári-os. Foi utilizada a Escala de Configuração do Poder Organizacional construída por Paz (1996), associada a uma versão reduzida da escala construída por Gordon et al. (1980) para medir o comprometimento sindical -uma das variáveis independentes da pesquisa. Na análise dos dados foram usadas estatísticas descritivas e inferenciais (regressão múltipla do tipo stepwise). Os resultados da pesquisa apontaram as configurações missionária e meritocracia como as que melhor representariam as relações de poder na Embrapa. As variáveis tempo de organização e cargo foram as melhores prognosticadoras dessas duas configurações de poder. Palavras-chaves: poder nas organizações; comprometimento sindical; diagnóstico organizacional. A A A A ABSTRACT BSTRACT BSTRACT BSTRACT BSTRACTThis study used the theory of power proposed by Mintzberg (1983) to pursue two goals: a) to identify the best types of power configurations that represent the power relations in a research organization; b) to investigate whichever relations between some variables and the power perception that employees have of their organization. The research was carried out in the Empresa Brasileira de Pesquisa Agropecuária -Embrapa, Brazil, using a stratified random sample of 1013 employees. It were used the Organizational Power Configuration Scale (Paz, 1996) to measure five power configurations (dependent variables) and a short version of the Gordon et al. (1980) instrument to measure union commitment (one of the independent variables of the research). There were also another ten itens related to biographical and organizational employee data (independent variables). Descriptive and inferential statistics were used in the data analysis. The results of this research showed that missionary and meritocracy seemed to be the best configurations to explain the power relations in the surveyed organization. Two organizational variables -time of employment and held position -were found to be the best predictors of these two power configurations. Despite the exploratory nature of this study, it was observed that the typology proposed by Mintzberg (1983) proved to be useful for describing and explaining the power phenomena in the organizations.
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