18 research outputs found
Sociale waarde voor je consument: de 3 R’en
No full text50% van onze studenten vindt een stageopdracht waarin de term ‘social media’ voorkomt. Dat
wil volgens mij een aantal dingen zeggen. 1) Bedrijven missen kennis van sociale media en/of
hebben geen tijd het zelf op te pakken en 2) bedrijven denken dat een Twitterende student
genoeg is om enige social presence te krijgen. Niet beseffende dat een gedegen strategie
essentieel is voor een goede inzet van social media. Bij deze dus een crash course social
media basics om je kennis en inzicht te verschaffen in hoe social media strategisch in te
zetten.
Dit artikel is gebaseerd op mijn onderzoek vanuit het Kenniscentrum Innovatie in Business van Hogeschool
Utrecht. Na deel 1 en deel 2, is dit deel 3 in een reeks van 5
Fatores de sustentabilidade nas decisões de investimento em empresas de geração de energia elétrica: uma análise hierárquica de importância
No full textA crescente pressão por práticas sustentáveis no setor de geração de energia elétrica, aliada às mudanças climáticas e à urgência da transição energética, torna essencial compreender como fatores de sustentabilidade influenciam as decisões de investimento. Este estudo buscou responder à questão: quais fatores ligados à sustentabilidade impactam as decisões de investimento em empresas de geração de energia elétrica e como podem ser hierarquizados em termos de importância?. Conduziu-se a pesquisa no contexto do setor hidrelétrico brasileiro — segmento intensivo em capital, altamente regulado e vulnerável a riscos climáticos. A relevância do estudo decorre da escassez de análises empíricas que tratem da integração entre sustentabilidade e finanças no setor elétrico nacional. Para preencher essa lacuna, adotou-se um estudo de caso único na CTG Brasil, com base em entrevistas realizadas com nove gestores da organização, análise documental (Relatório de Sustentabilidade – Grupo Report, 2023) e revisão da literatura especializada. A análise qualitativa seguiu a metodologia Gioia, que permitiu estruturar os dados empíricos em conceitos de primeira ordem, temas de segunda ordem e dimensões agregadas. Emergiram nove dimensões centrais, com destaque para: estratégia ambiental, governança em sustentabilidade, dinâmica de stakeholders e priorização de investimentos. Em seguida, aplicou-se o Analytic Hierarchy Process (AHP), que possibilitou hierarquizar esses fatores, atribuindo pesos relativos às dimensões identificadas. O AHP revelou que critérios tradicionais — como retorno financeiro, conformidade regulatória e mitigação de riscos — ainda predominam sobre fatores ESG, embora estes últimos venham ganhando relevância, sobretudo no engajamento de stakeholders e na estratégia de reputação. Os resultados evidenciam que, embora a CTG Brasil declare compromisso com práticas sustentáveis e diretrizes ESG, a sua incorporação efetiva nas decisões de investimento ainda é limitada e pouco estruturada. Observou-se ausência de metodologias formais para priorizar fatores ESG e carência de instrumentos como o cálculo de retorno sobre investimento da sustentabilidade. Conclui-se que existe amplo espaço para evolução na integração entre sustentabilidade e decisões de investimento no setor de geração hidrelétrica. O estudo sugere que a adoção de modelos integrados, capazes de equilibrar retorno econômico, impacto socioambiental e riscos de longo prazo, pode aumentar a coerência entre discurso institucional e prática empresarial, fortalecendo tanto a competitividade quanto a legitimidade social das empresas do setor elétricoThe growing pressure for sustainable practices in the electric power generation sector, combined with climate change and the urgency of the energy transition, makes it essential to understand how sustainability factors influence investment decisions. This study sought to answer the question: which sustainability-related factors impact investment decisions in electric power generation companies, and how can they be ranked in terms of importance? The research was conducted in the context of the Brazilian hydropower sector — a capitalintensive, highly regulated segment that is vulnerable to climate risks. The relevance of the study lies in the scarcity of empirical analyses addressing the integration of sustainability and finance within the Brazilian electric power industry. To fill this gap, a single case study of CTG Brasil was carried out, based on interviews with nine managers of the organization, document analysis (Sustainability Report – Grupo Report, 2023), and a review of the academic literature. The qualitative analysis followed the Gioia methodology, which allowed empirical data to be structured into first-order concepts, second-order themes, and aggregate dimensions. Nine core dimensions emerged, with emphasis on: environmental strategy, sustainability governance, stakeholder dynamics, and investment prioritization. Subsequently, the Analytic Hierarchy Process (AHP) was applied to rank these factors, assigning relative weights to the identified dimensions. The AHP revealed that traditional criteria — such as financial return, regulatory compliance, and risk mitigation — still prevail over ESG-related factors, although the latter are gaining relevance, particularly in stakeholder engagement and reputation strategy. The results show that, although CTG Brasil declares a commitment to sustainable practices and ESG guidelines, their effective incorporation into investment decisions remains limited and loosely structured. The study also identified the absence of formal methodologies to prioritize ESG factors and the lack of tools such as sustainability return-oninvestment calculations. It is concluded that there is significant room for progress in integrating sustainability into investment decisions in the hydropower generation sector. The study suggests that the adoption of integrated models, capable of balancing financial return, socioenvironmental impact, and long-term risks, can enhance the alignment between institutional discourse and business practice, thereby strengthening both competitiveness and social legitimacy of companies in the electric power sector
Dever de informação e o direito a mentir do trabalhador
No full textAo desconstruir o conteúdo das obrigações, verificamos que as mesmas se compõem de
um núcleo, que corresponde à prestação principal, sendo depois acompanhado de prestações
secundárias, que são instrumentais da prestação principal, e prestações acessórias, ou deveres
acessórios, que surgem no âmbito das relações contratuais como manifestação do princípio da
boa fé.
De entre esses deveres acessórios, destaca-se o dever de informação. A sua importância
é manifesta em todos os ramos do direito e, evidentemente, nas relações laborais. No contexto
social atual, em que se verifica uma elevada taxa de desemprego e a necessidade, por vezes
desesperante, de conseguir um lugar no mercado de trabalho, levam a uma maior
vulnerabilidade do candidato a emprego e do trabalhador. O empregador, por outro lado,
procurará obter o máximo possível de informações, levando frequentemente a ingerências na
vida privada do trabalhador e do candidato a emprego.
Nesta dissertação, procuraremos responder às seguintes questões: que informações pode
o empregador exigir e esperar da outra parte? Que questões devem ser consideradas ilegítimas
face ao princípio da boa fé? Face ao princípio da boa fé, pode o trabalhador mentir relativamente
a alguma questão colocada pelo empregador?When studing the subject of obligations we find that they consist of a core, which
corresponds to the main provision and is then accompanied by secondary provisions, which are
instrumental to the main provision, and ancillary benefits, or ancillary duties, that arise in the
scope of contractual relations as a manifestation of the principle of good faith.
Among these duties is the information duty. Its importance is manifest in all branches
of law and, of course, in employment relationship.
In the current social context, where there is a high rate of unemployment and sometimes
the desperate need for a place in the labor market, wich lead to a greater vulnerability of the job
candidate and the worker.
The employer, on the other hand, will seek to obtain as much information as possible,
often leading to interferences in the private life of the worker and the jobseeker.
In this dissertation, we will try to answer the following questions: what information can
the employer demand and expect from the other party? What issues should be considered
illegitimate against the principle of good faith? Given the principle of good faith, can the
employee lie about any question posed by the employer
Dever de informação e o direito a mentir do trabalhador
No full textAo desconstruir o conteúdo das obrigações, verificamos que as mesmas se compõem de
um núcleo, que corresponde à prestação principal, sendo depois acompanhado de prestações
secundárias, que são instrumentais da prestação principal, e prestações acessórias, ou deveres
acessórios, que surgem no âmbito das relações contratuais como manifestação do princípio da
boa fé.
De entre esses deveres acessórios, destaca-se o dever de informação. A sua importância
é manifesta em todos os ramos do direito e, evidentemente, nas relações laborais. No contexto
social atual, em que se verifica uma elevada taxa de desemprego e a necessidade, por vezes
desesperante, de conseguir um lugar no mercado de trabalho, levam a uma maior
vulnerabilidade do candidato a emprego e do trabalhador. O empregador, por outro lado,
procurará obter o máximo possível de informações, levando frequentemente a ingerências na
vida privada do trabalhador e do candidato a emprego.
Nesta dissertação, procuraremos responder às seguintes questões: que informações pode
o empregador exigir e esperar da outra parte? Que questões devem ser consideradas ilegítimas
face ao princípio da boa fé? Face ao princípio da boa fé, pode o trabalhador mentir relativamente
a alguma questão colocada pelo empregador?When studing the subject of obligations we find that they consist of a core, which
corresponds to the main provision and is then accompanied by secondary provisions, which are
instrumental to the main provision, and ancillary benefits, or ancillary duties, that arise in the
scope of contractual relations as a manifestation of the principle of good faith.
Among these duties is the information duty. Its importance is manifest in all branches
of law and, of course, in employment relationship.
In the current social context, where there is a high rate of unemployment and sometimes
the desperate need for a place in the labor market, wich lead to a greater vulnerability of the job
candidate and the worker.
The employer, on the other hand, will seek to obtain as much information as possible,
often leading to interferences in the private life of the worker and the jobseeker.
In this dissertation, we will try to answer the following questions: what information can
the employer demand and expect from the other party? What issues should be considered
illegitimate against the principle of good faith? Given the principle of good faith, can the
employee lie about any question posed by the employer
Meningkatkan Kinerja Sekolah Melalui Benchmarking Strategy Dalam Menghadapi Persaingan Di Era Revolusi Industri 5.0 (Studi Kasus SMAS Kristen Rantepao)
No full textTulisan ini membahas tentang meningkatkan kinerja sekolah melalui benchmarking strategy dalam menghadapi persaingan di era revolusi industri 5.0 (studi kasus SMAS Kristen Rantepao). Pengelolaan SDM yang tidak baik sehingga mengakibatkan kualitas kinerja sekolah dari tahun ke tahun sudah menurun sehingga diasumsikan sekolah tidak mampu bersaing di era revolusi industri 5.0, maka itu diperlukan benchmarking strategy sebagai solusi dalam memperbaiki atau meningkatkan kinerja SMAS Kristen Rantepao sehingga mampu menghadapi persaingan di era revolusi industri 5.0. Berdasarkan konteks penelitian yang telah dipaparkan tersebut di atas fokus dalam penelitian ini adalah meningkatkan kinerja sekolah melalui benchmaking strategy dalam menghadapi persaingan di era revolusi industri 5.0, dan tiga yang menjadi sub fokus dalam penelitian ini, adalah pertama, formulasi pengelolaan SDM yang dilakukan sehingga dapat meningkatkan kinerja SMAS Kristen Rantepao didalam menghadapi persaingan era revolusi industri 5.0, kedua implementasi pengelolaan SDM yang akan dilaksanakan sehingga dapat meningkatkan kinerja SMAS Kristen Rantepao di dalam menghadapi persaingan era revolus industri 5.0, ketiga evaluasi pengelolaan SDM yang akan dilakukan sehingga kinerja SMAS Kristen Rantepao terjadi peningkatakn di dalam menghadapi persaingan di era revolusi industri 5.0. Jenis Penelitian ini adalah penelitian kualitatif deskriptif dengan pendekatan studi kasus. Data dikumpulkan melalui teknik observasi, wawancara, dan dokumentasi. Adapun teknik analisis data menggunakan langkah-langkah reduksi data, penyajian data, dan menarik kesimpulan. Hasil penelitian ini adalah sebagai berikut: pertama, formulasi pengelolaan SDM yang dilakukan sehingga dapat meningkatkan kinerja SMAS Kristen Rantepao didalam menghadapi persaingan era revolusi industri 5.0 dilakukan secara komprehensif melalui: 1) komitmen manajemen, 2) menyelidiki kekuatan dan kelemahan sekolah, 3) memilih proses yang dibenchmarking, 4) membentuk tim benchmarking, 5) penentuan mitra benchmarking, kedua, implementasi ke lembaga yang akan menjadi calon mitra benchmarking menggunakan metode wawancara, kuisioner, observasi dan dokumentasi untuk pengumpulan data yang terkait sistem pengelolaan SDM. Data hasil benchmarking strategy tersebut selanjutnya adaptasi, seleksi, dan modifikasi dengan mempertimbangkan akan faktor budaya dan budgeting yang tetap berpegang pada prinsip “tindakan-tindakan pengelolaan SDM yang lama yang dianggap baik tetap dipertahankan dan mengambil tindakan-tindakan yang baru lalu disempurnakan menjadi sesuatu yang lebih baik”, ketiga, evaluasi pengelolaan SDM dalam meningkatkan kinerja SMAS Kristen Rantepao menghadapi persaingan di era revolusi industri 5.0 dilakukan dengan monitoring secara intens dan komunikasi yang efektif oleh kepala sekolah SMAS Kristen Rantepao dan kepala sekolah yang menjadi mitra benchmarking. Peneliti juga merekomendasikan SMAS Zion Makassar sebagai sekolah yang menjadi mitra benchmarking./ The paper is discussing improving school performance through benchmarking strategies in facing the competition of the 5.0 industrial revolution era (case study of SMAS Kristen Rantepao). Human resource management that is not good, resulting in the quality of school performance from year to year has decreased so it is assumed that schools are not able to compete in the 5.0 industrial revolution era, so a benchmarking strategy is needed as a solution in improving or improving the performance of SMAS Kristen Rantepao so that it is able to face the competition of the 5.0 industrial revolution era. Based on the research context that has been described above, the focus in this research is to improve school performance through a benchmaking strategy in facing the competition of the 5.0 industrial revolution era, and the three sub-focuses in this research are; the first, the formulation of human resource management was done so that, it can improve the performance of SMAS Kristen Rantepao in facing the competition of the 5.0 industrial revolution era, the second implementation of HR management will be carried out so that it can improve SMAS Kristen Rantepao performance in facing the competition of the 5.0 industrial revolution era. The third evaluation of HR management will be carried out so that the performance of SMAS Kristen Rantepao increases in facing the competition of the 5.0 industrial revolution era. The type of the research is a descriptive qualitative research with a case study approach. The data were collected through observation, interview, and documentation technique. The data analysis technique uses data reduction steps, data presentation, and drawing conclusions. The results of this study are as follows: first, the formulation of HR management is carried out so that it can improve the performance of SMAS Kristen Rantepao In facing the competition of the 5.0 industrial revolution era, it is carried out comprehensively through: 1) management commitment, 2) investigating school strengths and weaknesses, 3) choosing a benchmarking process, 4) forming a benchmarking team, 5) determining benchmarking partners, secondly, implementing to institutions that will become a prospective benchmarking partner using interviews, questionnaires, observation and documentation methods for collecting data related to the HR management system. The data from the benchmarking strategy will be adapted, selected, and modified by taking into account cultural and budgeting factors that adhere to the princip of the old HR management actions that are considered good maintained and new actions are taken and then refined into something better.The third, the evaluation of the HR management in improving the performance of SMAS Kristen Rantepao in facing the competition of the 5.0 is carried out monitoring and effective communication intensely by the principal of SMAS Kristen Rantepao and the principals who are benchmarking partners. The researcher also recommends SMAS Zion Makassar as a school that becomesabenchmarkingpartner
Gamificação como uma ferramenta de Marketing: como elementos de jogos podem gerar um retorno positivo para empresas e marcas
No full textOs jogos fazem parte e tem enorme importância para a cultura humana desde toda a sua história. Com o desenvolvimento e a evolução da tecnologia os jogos estão em toda parte, e seus elementos estão sendo utilizados em outros contextos, é a chamada Gamificação. Este estudo mostra como este fenômeno pode ser aplicado como ferramenta para estratégias de marketing, utilizando como referência o caso do aplicativo social de localização para dispositivos moveis, Foursquare
