A NEW PARADIGM FOR THE RATING MARKET - A GEOPOLITICAL PERSPECTIVE ON RATING

The oligopolistic structure of the global rating market formed by the "Big Three" and doubled by their incapacity to solve problems related to correctly evaluating some of the world's largest economic entities have both set a serious challenge on the rating industry after the onset of the contemporary economic crisis. If both in the E.U. and the U.S. rating agencies are subject to public debate and reform acts, China has defined a particular position by setting up its own rating agency, Dagong Global Credit Rating Co. This article reveals evidence of a geopolitical behavior in a quasi-official domain, which is more a necessity under the current paradigm of the world's economy.

Employee work passion: A theoretical review

Treball Final de Màster Universitari en Direcció d'Empreses / Master in Management. Codi: SRO011. Curs acadèmic 2017-2018Passion for work is defined as a strong inclination toward a work that one loves, find important, that is self defining, and individuals invest significant amount of time and energy. It is conceptualized as a persistent state of desire based on cognitive and affective evaluations of one’s job. According to dualistic model there are two types of passion, harmonious and obsessive passion. Work passion is a concept relatively new and has started to receive increasing attention from management scholars in the last decade. As a result this paper aims to review the definition of passion for work, identifying the main factors predictors and outcomes of passion for work. The reviewed show that the two types of passion leads to very different outcomes. There is very little research has addressed to the issues about the factors that leads to the development of a harmonious passion (Forest et al., 2012). For that reason, at the end of this study it is suggested how to improve harmonious passion in organizations based on the growth and use of personal signature of strengths that match with an attractive job design with greater autonomy, building a culture of belongingness and development and finally creating a meaningful work, this will improve employee well-being and organizational performance

Happiness and well-being at work

Treball final de Grau en Administració d’Empreses. Codi: AE1049. Curs acadèmic 2015-2016The pursuit happiness and well-being has extended to organizations and has been attracting increased attention throughout positive psychology research. This paper aims to review the definition, the different factors predictor of happiness and well being at work and finally it is explained how to improve happiness based in the definition and antecedents. But there is a significant lack of research on its antecedents (Chivato Pérez et al., 2011). Thus we propose that happiness at work implies positive emotions, experiences, positive attitudes (e.g. job satisfaction, affective organizational commitment), personal development and feeling of purpose and significance of the work that contribute to something worthy. To give this definition we have based on eudaimonic and hedonic approach. We have found eight factors predictors of happiness: employee performance, job characteristics, use and development of strengths, positive relationships and positive leadership behavior, positive feedback, positive experiences at work and organizational culture

The Relationship Between Resilience, Psychological Capital, Burnout, and Grit in Direct Care Staff

The present study examined the relationship between resilience, psychological capital (PsyCap), grit, and burnout among direct care workers. The current study assessed other fields within direct care that have not been investigated. When it comes to research methodology, the current research utilized a quantitative approach. Participants were selected and sent the survey through the online platform. The present study had a total of 195 participants between the ages of 18 - 60. Participants were workers in agency settings within the direct care field. These agencies included state agencies, private agencies, non-profits, federal agencies, and home care. Specific types of direct care workers that were recruited included trainers, psychologists, aides, and other direct support professionals who have not been previously included in the literature. The current research utilized the Resilience Scale, the PCQ - 24, the Burnout -30, and the Grit N-14 scale. The Burnout 30 and the Grit N-14 scale were created by the researcher. Pearson correlation results indicated that there were significant positive relationships between Grit, resilience, and PsyCap, and in direct care staff. Burnout was negatively related to these variables. Additionally, MANOVA analyses revealed that there was also a significant relationship between resilience and age and a relationship between hope and years of service. A One-Way ANOVA further assessed these relationships. Future research could build upon this current research and further examine treatment plans, programs, and education on burnout for direct care staff as well as validate the Grit N-14 and Burnout-30 scales

L'expérience et la critique dans l'Histoire de la folie de Michel Foucault

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal

Improving Education and Training for Economic Development

This article explores the connections between workforce quality and economic prosperity, as well as the role of the Massachusetts education and training system, in developing and preserving that quality and supporting the state\u27s key industries. It includes a review of the most recent employment trend and projection data available from the Massachusetts Department of Employment and Training, information about several business-based workplace education models, and a discussion of the specific education and training needs of workers across the age/skill continuum. For the purpose of this discussion, the education and training system are broadly defined to include existing public, private, and quasi-public agencies and programs, educational institutions, and independent business and community efforts

Shared task proposal: Instruction giving in virtual worlds

This paper reports on the results of the working group “Virtual Environ-ments ” at the Workshop on Shared Tasks and Comparative Evaluation for NLG. This working group discussed the use of virtual environments as a platform for NLG evaluation, and more specifically of the generation of in

Cuadro de mandos para la producción hortícola en el poniente almeriense

RESUMEN: En el presente documento se exponen los pasos seguidos para la construcción de un cuadro de inteligencia de negocio con R y la librería Shiny. El cuadro de mandos contiene información relativa a productos hortícolas e información climática, de la región geográfica del poniente almeriense. Desde la herramienta, se podrán consultar de forma rápida datos que requieren de un cálculo previo. Vamos a describir todos los pasos, desde la extracción de datos de fuentes heterogéneas hasta el desarrollo de la solución sobre la plataforma R. La herramienta se encuentra desplegada en el entorno shinyapps y se puede acceder de forma pública. ABSTRACT: This document contains the steps followed to build a business intelligence chart with R and the Shiny library. The dashboard contains horticultural products and weather information from the western region of Almería. From the tool, data that requires a prior calculation can be quickly consulted. We are going to describe all the steps, starting with data extraction and ending with the development of the solution on the R platform. The tool is deployed in the shinyapps environment and can be publicly accessed

Analytical design and analysis of line-start permanent magnet synchronous motors

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Generating Instructions in Virtual Environments (GIVE): A Challenge and an Evaluation Testbed for NLG

Would it be helpful or detrimental for the field of NLG to have a generally accepted competition? Competitions have definitely advanced the state of the art in some fields of NLP, but the benefits sometimes come at the price of over-competitiveness, and there is a danger of overfitting systems to the concrete evaluation metrics. Moreover, it has been argued that there are intrinsic difficulties in NLG that make it harder to evaluate than other NLP tasks (Scott and Moore, 2006)