A vivência do valor supremo em Ana Plácido

A 9 de Março de 1994, em diálogo com o Dr. Manuel Simões, S. J., ficou estabelecido que em Braga, no exacto dia do primeiro centenário da morte de Ana Plácido (20 de Setembro de 1995), a comemoração respectiva constaria de, pelo menos, uma celebração eucarística na Igreja da Conceição. E logo, generosamente, o abalizado mestre camiliano aceitou a dupla incumbência de presidir e de pronunciar a homilia de circunstância naquele dia centenário e naquele templo.Entretanto, onze meses depois da referida conversa (9 de Fevereiro de 1995), o distinto sacerdote falecia, deixando penalizados todos os que lhe admiravam a grande e multifária competência

Rendimento de derruba e extração mecanizada em florestas de terra firme da Amazônia.

bitstream/item/59273/1/CPATU-ComTec46.pd

The basic perspectives of consultant-client relationships in management consulting

A historical overview, although the existing literature default the management consulting as a extraordinary and a unique phenomenon in the corporate context, in truth these statements do not come accompanied by a number of academic studies that emphasize the importance of effective work of management consultants. To combat the lack of studies in this emerging area, this article aims to understand whether it may be in fact the importance of knowledge produced in this sector is associated with the type of relationships that are built between the parties and, noting that the successful relationships are the basis of the knowledgeproduced in the sector who will then be responsible for the balance of powers and who should take control of projects. The results of the empirical analysis in the form of semi-structured interviews and questionnaires applied to management consultants and managers of SME in Portugal show that you cannot translate the control relationship between consultants and clients across the board, not least because the projects are not all equal, and there are various characteristics thatdistinguish them and that validate assumptions of control that can differ considerably between each oneinfo:eu-repo/semantics/publishedVersio

Mudança de paradigmas organizacionais e de trabalho

A relação entre as políticas e práticas da gestão organizacional e a gestão estratégica das pessoas, tem sido alvo de inúmeros estudos e reflexões. Porém, as constantes mudanças impostas pelos ambientes complexos e dinâmicos, forçam as organizações a incorporar novas estratégias operacionais, assentes na inovação e no desenvolvimento das práticas de gestão que estimulem o trabalho em equipa, num clima de confiança e partilha de conhecimento. Este trabalho, resulta de um estudo bibliográfico baseado em artigos assentes em estratégicas organizacionais dinâmicas e diversificadas e pretende refletir uma análise sobre a atual tendência nesta prática. O avanço da inovação tecnológica tem vindo a ser um fator facilitador na reorganização das organizações, transferindo os métodos mais tradicionais para as funções multidisciplinares e em redes mínimas. Numa geração em que as tecnologias avançam sem precedentes, é um desafio para a gestão criar condições para retirar excessos e encontrar pessoas com competências para trabalho colaborativo, flexível e disponível para gerar novas rotinas. Assim, este artigo visa apresentar a importância que as pessoas têm no desenvolvimento organizacional, ao contribuírem com uma visão estratégica enfatizada na partilha de conhecimento e no desenvolvimento de competências em aprendizagem contínua.info:eu-repo/semantics/publishedVersio

Mudança de paradigmas organizacionais e de trabalho

A relação entre as políticas e práticas da gestão organizacional e a gestão estratégica, tem sido alvo de inúmeros estudos e reflexões. Porém, as constantes mudanças impostas pelos ambientes complexos e dinâmicos, forçam as organizações a incorporar novas estratégias, assentes na inovação e no desenvolvimento de práticas que estimulem o trabalho em equipa, num clima de confiança e partilha de conhecimento. Este estudo, resulta de um estudo baseado em artigos assentes em estratégicas organizacionais e pretende refletir sobre a atual tendência. Se o avanço da inovação tecnológica tem contribuído para as organizações transferirem os métodos mais tradicionais para as funções multidisciplinares e em redes mínimas, gerou um novo desafio: encontrar pessoas com competências para trabalho colaborativo e flexível. Assim, este artigo visa apresentar a importância que as pessoas têm no desenvolvimento organizacional, ao contribuírem com uma visão estratégica enfatizada na partilha conhecimento e no desenvolvimento de competências em aprendizagem continua.info:eu-repo/semantics/submittedVersio

Effect of organizational culture on organizational performance: The case of security sector

Aims: Today’s business world is characterized by its constant rapidly changing environment, facing a very competitive economic context, making it crucial for the achievement of business success to understand, timely, what drives its results, namely its performance. Organizational performance may be affected by several number of variables and the understanding of these variables are decisive for business management. This research aims to address and measure organizational performance, understanding if and how much it is influenced by organizational culture, as well as if employee work engagement mediates the mentioned relationship. Methodology / Approach: We approach the concept of organizational culture and its evolution over time, ending up by specifically addressing it according to the competing values framework (Quinn & Rohrbaugh, 1983) and measuring it through the instrument “Focus Questionnaire” (Van Muijen et al., 1999). Organizational performance is conceptually introduced and its strategic importance to the general success of the company is duly framed. In order to assess organizational performance, we use a measurement instrument developed by Delaney and Huselid (1996). The literature evidences that employee work engagement effectively mediates the mentioned relationship, which within this framework we assess according to the Utrecht Work Engagement Scale (Schaufeli et al., 2002). The assessment of the referred tripartite influential relationship is accomplished through the formulation and testing of a research question, which is “Do organizational culture types influence organizational performance and is this influence mediated by employee work engagement?”, through the respective four sub research questions. For that purpose, we applied a questionnaire, composed by the three measurement instruments previously introduced, preceded by a pre-test procedure, to a sample composed by security professionals, receiving a total of 629 valid answers. Conclusions / Results: Our results evidence that culture positively and significantly influences both organizational performance and employee work engagement, which is aligned with the results of a variety of other researches on this topic, as well as that employee work engagement partially mediates the influence of all organizational culture types on organizational performance. Research implications: Managers who seek to achieve high levels of organizational performance shall understand and address organizational culture, being aware of the mediating effect that employee work engagement has on that influential relationship. Specifically considering a population composed by professionals that are responsible for the security of our organizations, it is critical to adapt the cultural context in which those individuals are inserted. As now known, clan culture, followed by hierarchy culture, are the cultural types that have a higher effect on organizational performance, being positively influenced by high levels of employee work engagement. Originality: This specific interactional relationship of organizational culture effect on organizational performance, mediated by employee work engagement, applied to this specific business sector, has never been address before.info:eu-repo/semantics/publishedVersio

The impact of artificial intelligence on commercial management

The essence of this research is to shed light on use and importance of artificial intelligence (AI) in commercial activity. As such, the objective of the present study is to understand the impact of AI tools on the development of business functions and if they can be affirmed as a means of help or as a substitute for these functions. In-depth interviews were conducted with 15 commercial managers from technological SMEs. The results indicate that all the participants use AI systems frequently, that these tools assist in developing of their functions, allowing having more time and better preparing to solve the commercial problems. The findings also indicate that the tools used by commercials are still somewhat limited, and companies should focus on their training and development in AI, as well as the training of their commercials. Furthermore, the results show that firms intend to use the data collection and the analytical tool that enable real-time response and customization according to customer needs.info:eu-repo/semantics/publishedVersio

Kraft lignin solubility and its chemical modification in deep eutectic solvents

Lignin stands as a promising raw material to produce commodities and specialty chemicals, yet its poor solubility remains a big challenge. Recently, deep eutectic solvents (DES) have been proposed as sustainable solvents with high potential to dissolve and valorize lignin. In the present study, the ability of DES based on cholinium chloride ([Ch]Cl) combined with alcohols and carboxylic acids as hydrogen bond donors (HBDs) to dissolve kraft lignin and to change its chemical structure was examined. The influence of the chemical nature of HBDs, water content, and HBD:hydrogen bond acceptor (HBA) molar ratio on the solubility of kraft lignin in DES was studied (313.15 K). The kraft lignin solubility was enhanced by increasing both the HBD’s carbon chain length and the molar ratio, with [Ch]Cl:HEXA (1,6-hexanediol) and [Ch]Cl:MaleA (maleic acid) being the best studied solvents for kraft lignin dissolution, while the addition of water was a negative factor. The thermal treatments (393.15 K) of kraft lignin show that carboxylic acid-based DES promote chemical modifications to kraft lignin, including the disruption of several C–O covalent type bonds (e.g., β-O-4, α-O-4 and α-O-α), while alcohol-based DES were found to be nonderivatizing solvents maintaining the lignin chemical structure. These results show the versatility of DES, which, depending on their chemical nature, may offer distinct strategies for lignin valorization.publishe