Entre vozes e silêncios: A avaliação 360º e a comunicação organizacional

A comunicação organizacional e os processos avaliativos têm vindo a ganhar, cada vez mais, destaque nas organizações, contribuindo para melhores desempenhos individuais e, consequentemente, para uma maior eficácia organizacional. Nesse sentido, a presente investigação procura estudar a relação entre estes conceitos. Atualmente a aplicação da avaliação 360º pretende ser uma alternativa ou complemento dos processos de avaliação de desempenho “top-down” tradicionais (i.e., chefia avalia os colaboradores). Isto porque, esta metodologia avaliativa inclui, a autoavaliação e a avaliação dos colegas e das chefias diretas, fomentado uma comunicação mais constante entre os atores organizacionais. Nesta tese, realizaram-se dois estudos qualitativos exploratórios e um estudo quantitativo. Os dois primeiros, tiveram como objetivo definir e compreender os conceitos de comunicação organizacional e avaliação 360º e estabelecer uma relação entre ambos. Um deles teve lugar em Portugal, com a realização de 33 entrevistas a peritos e o outro concretizou-se em Espanha, com 22 peritos entrevistados. Os resultados destas entrevistas e a revisão de literatura possibilitaram a elaboração de um modelo teórico que foi analisado através do terceiro estudo quantitativo. Este contou com uma amostra de 704 pessoas, inseridas no mercado de trabalho português, concluindo-se que a avaliação 360º promove um clima de maior confiança e abertura e contribui para mais comportamentos de voz e para uma redução dos comportamentos de silêncio e do cinismo organizacional. Em suma, esta investigação possibilitou a criação de um modelo teórico de análise inovador por relacionar conceitos até ao momento apenas estudados individualmente.Organizational communication and evaluation processes have a very important role in organizations, having become responsible for improved individual performance and, consequently, for greater organizational effectiveness. This is why it is relevant to study the relationship between these two themes. Nowadays, the application of 360-degree performance evaluation could be either an alternative or a complement to top-down performance appraisal processes (i.e., only managers evaluate their subordinates). Because this type of evaluation includes self-evaluation and evaluation of colleagues and direct managers, it enables a more constant communication between the organizational actors. In this thesis, two exploratory qualitative studies and one quantitative study were performed. The qualitative studies aimed at defining and understanding the concepts of organizational communication and 360-degree evaluation and at establishing a relationship between them. The first study was conducted in Portugal with the participation of 33 experts and the second study was conducted in Spain with 22 experts. The analysis of these interviews and the literature review allowed the elaboration of a theoretical model that was analyzed through a third quantitative study with a sample of 704 people belonging to the Portuguese labor market. We concluded that the 360-degree evaluation promotes greater openness and confidence, more voice behavior by employees, less silent behavior and less organizational cynicism. This research has enabled the creation of an innovative theoretical model of analysis by relating concepts that have only been studied individually

A comunicação organizacional enquanto conceito e processo: perceções dos peritos

A comunicação organizacional (CO) assume relevância relativamente à dinâmica organizacional, desempenhando um papel determinante na disseminação de informação e, consequentemente, na coordenação e conclusão de tarefas, na tomada de decisões e na resolução de conflitos (Ayub, Manaf & Hamzah, 2014). Apesar desta relevância, o estudo da CO tem sido fragmentado, uma vez que esta considera diferentes perspetivas que importa ter em conta, seja em termos académicos, seja em termos práticos (Deetz, 2001; Oliveira & Ruão, 2014). Desta forma, emerge a necessidade de se perceber como é que experts - docentes universitários, formadores e gestores de comunicação - entendem, definem e concretizam a CO, realizando-se um estudo de cariz qualitativo exploratório, com entrevistas semiestruturadas a uma amostra de 33 peritos.Os aspetos mais fortemente mencionados em relação à CO como conceito foram a sua centralidade, a sua evolução e a sua relação com áreas adjacentes. A centralidade porque a ideia de que a comunicação constitui a própria organização ainda se mantém. A sua evolução refere-se aos paradigmas (positivista, interpretativo, crítico e dialógico) que são inerentes à CO, embora este aspeto tenha sido mencionado somente pelos docentes universitários. Finalmente, a relação com outras áreas adjacentes, uma vez que a definição de CO tem vindo a ser fragmentada, estando associada a outras áreas, como a Sociologia, a Psicologia e a Gestão de Recursos Humanos.Relativamente à CO enquanto processo, os aspetos mais fortemente apontados foram a adequação da CO ao contexto e ao interlocutor, bem como a relevância do planeamento e a necessidade de formação. Isto porque cada vez mais se assume a necessidade de adaptar o estilo de comunicação à estrutura da organização e aos seus stakeholders, bem como a pertinência de formar os envolvidos relativamente aos objetivos, aos instrumentos e às ferramentas de que necessitam para este processo.The organizational communication (OC) is important for organizational dynamics, playing a key role in the dissemination of information and, consequently, in the coordination and completion of tasks, in decision-making and in conflict resolution (Ayub, Manaf & Hamzah, 2014). In spite of its relevance, the OC study has been fragmented, since it assumes different perspectives that must be considered, both academically and in practical terms (Deetz, 2001; Oliveira & Ruão, 2014). In this way, there is a need to perceive how it is that experts - university teachers, trainers and communication managers - understand, define and concretize OC, with a qualitative exploratory study, through semistructured interviews with a sample of 33 experts.The most strongly mentioned aspects of OC as a concept were its centrality, its evolution and its relationship with adjacent areas. The centrality because the idea that communication constitutes the organization itself still remains. In turn, evolution refers to the paradigms (positivist, interpretative, critical and dialogical) that are inherent to the CO, although this aspect has been mentioned only by university professors. Finally, the relationship with other adjacent areas, since the definition of OC has been fragmented, being associated to other areas such as Sociology, Psychology and Human Resources Management.Regarding OC as a process, the aspects most strongly mentioned were the adequacy of OC to the context and the interlocutor, as well as the relevance of planning and the need for training. This is because, increasingly, the need to adapt the style of communication to the structure of the organization and its stakeholders, as well as the pertinence of training the stakeholders regarding the objectives, instruments and tools needed for this process is assumed

A Avaliação de Desempenho a 360º no Mercado de Trabalho Português: Facilitadores e Barreiras

Para contornar algumas limitações da avaliação de desempenho tradicional (i.e., chefia avaliar o subordinado) torna-se pertinente uma abordagem à avaliação 360º, pois esta envolve mais do que um avaliador, permitindo controlar eventuais idiossincrasias dos mesmos. Nesse sentido, o presente estudo procura perceber as perceções de diferentes profissionais no que respeita aos facilitadores e às barreiras da avaliação 360º no mercado de trabalho português. Recorreu-se a um método do tipo qualitativo, tendo sido realizados quatro Focus Group. As informações recolhidas permitiram concluir que a avaliação 360º assume particular relevância quando comparada com a avaliação de desempenho tradicional, pois permite a participação ativa de todos/quase todos os atores organizacionais. Para além disso, promove o anonimato e a confidencialidade dos envolvidos, a sua formação enquanto avaliadores e a descentralização do poder avaliativo das chefias.To prevent some limitations of traditional performance appraisal (i.e., chief rates his employee), an approach to 360º performance appraisal becomes relevant, in a way that it considers more than one appraiser, as it permits to control eventual idiosyncrasies. In this sense, this study pretends to understand the perceptions of different professionals regarding the facilitators and barriers of the 360º evaluation in the Portuguese labor market. We resorted to a qualitative methodology and a sample of convenience, having performed four Focus Group. The information gathered showed that the 360º performance appraisal is particularly relevant when compared to the traditional performance evaluation, because it allows the active participation of all/almost all organizational actors. Furthermore, this methodology promotes anonymity and confidentiality of those involved, their training while evaluators and the decentralization of the evaluative power of supervisors

Characterisation of microbial attack on archaeological bone

As part of an EU funded project to investigate the factors influencing bone preservation in the archaeological record, more than 250 bones from 41 archaeological sites in five countries spanning four climatic regions were studied for diagenetic alteration. Sites were selected to cover a range of environmental conditions and archaeological contexts. Microscopic and physical (mercury intrusion porosimetry) analyses of these bones revealed that the majority (68%) had suffered microbial attack. Furthermore, significant differences were found between animal and human bone in both the state of preservation and the type of microbial attack present. These differences in preservation might result from differences in early taphonomy of the bones. © 2003 Elsevier Science Ltd. All rights reserved

NEOTROPICAL XENARTHRANS: a data set of occurrence of xenarthran species in the Neotropics

Xenarthrans—anteaters, sloths, and armadillos—have essential functions for ecosystem maintenance, such as insect control and nutrient cycling, playing key roles as ecosystem engineers. Because of habitat loss and fragmentation, hunting pressure, and conflicts with domestic dogs, these species have been threatened locally, regionally, or even across their full distribution ranges. The Neotropics harbor 21 species of armadillos, 10 anteaters, and 6 sloths. Our data set includes the families Chlamyphoridae (13), Dasypodidae (7), Myrmecophagidae (3), Bradypodidae (4), and Megalonychidae (2). We have no occurrence data on Dasypus pilosus (Dasypodidae). Regarding Cyclopedidae, until recently, only one species was recognized, but new genetic studies have revealed that the group is represented by seven species. In this data paper, we compiled a total of 42,528 records of 31 species, represented by occurrence and quantitative data, totaling 24,847 unique georeferenced records. The geographic range is from the southern United States, Mexico, and Caribbean countries at the northern portion of the Neotropics, to the austral distribution in Argentina, Paraguay, Chile, and Uruguay. Regarding anteaters, Myrmecophaga tridactyla has the most records (n = 5,941), and Cyclopes sp. have the fewest (n = 240). The armadillo species with the most data is Dasypus novemcinctus (n = 11,588), and the fewest data are recorded for Calyptophractus retusus (n = 33). With regard to sloth species, Bradypus variegatus has the most records (n = 962), and Bradypus pygmaeus has the fewest (n = 12). Our main objective with Neotropical Xenarthrans is to make occurrence and quantitative data available to facilitate more ecological research, particularly if we integrate the xenarthran data with other data sets of Neotropical Series that will become available very soon (i.e., Neotropical Carnivores, Neotropical Invasive Mammals, and Neotropical Hunters and Dogs). Therefore, studies on trophic cascades, hunting pressure, habitat loss, fragmentation effects, species invasion, and climate change effects will be possible with the Neotropical Xenarthrans data set. Please cite this data paper when using its data in publications. We also request that researchers and teachers inform us of how they are using these data