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Abstract - Strategic Management and Retention of Talent: Challenges in the Portuguese Army
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Abstract: Organizations are made up of people, their most important asset. The Armed Forces are no exception in this context, quite the opposite. Despite all the developments in military equipment, especially in the last century, the human component continues to be a determining factor in the overwhelming majority of the weapons systems. The investments that have been made to the military, in terms of academic, technical and operational training, have contributed to increasing their skills and abilities in a professional career that, today, is facing even more asymmetrical challenges. Different levels of motivation, different career aspirations linked to organizational constraints and different economic contexts, have led to an increasingly difficult strategic management of human resources in the military areas, such as the Portuguese Army. This article addresses the urgency of retaining talent in the Portuguese Army, at a time when this branch of the Portuguese Armed Forces is confronted with new assignments, missions and challenges. Keywords: Active Service, Motivation, Portuguese Army, Professional Career, Reserve, Retention of Talent, Retirement, Strategic Management. |
Abstract - Complex Environment Calls for Complex Thinking: About Knowledge Sharing Culture
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Abstract: The purpose of this research is to enhance understanding of how organisations can master global disruptions and take advantage of them. A conceptual paper is presented. For the purpose of analysing organisation-environment-relations, the theoretical umbrella adopted here is the system theory. Also, the study has mainly incorporated concepts of innovation and knowledge sharing as well as theory of organisational culture. This research reflects the zeitgeist for at least two reasons. Firstly, in current times of global disruptions, the need for innovation and the process of knowledge sharing have both become central topics for organisations. Secondly, global disruptions make us aware of being challenged, traditional one-sided thinking does not work any longer in such an increasingly complex world. The alternative is to think in terms of relations and holistically, while accepting the existence of instability. Moreover, this study has made several contributions to research and implications for practice. First of all, this article adds value for the fields of research of organisational management, innovation management and organisational culture. Secondly, major contributions of this research are the developed intra-organisational learning loop as a guiding framework for how to handle disruptions, and furthermore, the system and disruption model. This latter model is developed with the aim of identifying types of organisational culture which are determined by the intensity of disruptions and the type of organisational system. Thirdly, the organisational culture of knowledge sharing is more specified in greater detail, with the intention of fostering innovative behaviour. Lastly, this study contributes mainly to the theory of social systems by explaining the organisation-environment relations, proposing to strengthen the organisation internally, for example, through culture and being open towards external changes. Characteristics of organisations have been worked out and key features of effective organisations for the future are proposed. This study is not free of limitations, which offer opportunities for future research. Firstly, it is a conceptual paper and the results have not yet been empirically proven. So, an interesting possibility for further research could be to test the proposed models and framework empirically. Secondly, the scope of this study is broad and thus it was not feasible to analyse each component of the model in detail. Future studies could further investigate the proposed models in more detail and explore more precisely out how to use it, for example, by developing a practical guideline for managers. Another useful avenue of future research could be an in-depth study of organisations, comparing them based on the suggested features of effective and restrictive organisations and results, which would potentially enable deeper classifications of organisations. Keywords: Organisational learning, Disruption, Knowledge Sharing, Innovation, System Theory. |
Abstract - Development of Emotional Competencies through Outdoor Training. An analysis within the University Context
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Abstract: Among the most recognized management training methodologies is experiential learning which helps managers to develop self-confidence and better understand organizational problems. Until now, there has not being examined how these procedures affect students of Business Management, with no empirical evidence to substantiate the results in this context. This work contributes to a better understanding of how to develop emotional competencies of Management students, based on a review of the literature on emotional competencies, experiential learning and Outdoor Training. The results of this study were obtained through an experimental design pre-test/post-test/re-test with data from 108 students. It was found that most of those who participated in the program of Outdoor Training significantly improved their emotional competencies, both the personal and the social ones. Keywords: Emotional Competences, Experiential learning, Outdoor Training, Students. |
Abstract - Privatization Process and Talent Management in Angola
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Abstract: The problem of the privatization process began in the 1940s, even though it only really began to gain a prominent place in the entrepreneurial path, about 50 years later. The processes of privatization of the world economies, which led to the triggering of a set of cooperative strategies based on the State-owned enterprises privatization, and, of course, all these events, had repercussions also in Angola. Based on an investigation of a pragmatic or inductive nature, based on a non-probabilistic sample, due to the lack of studies and information about the phenomenon of Angola’s privatization during the period from colonial independence to the present. This article aims to develop this subject by presenting, on the one hand, a set of causes that were the basis of the failure in the privatization processes taken place in Angola between 1989 and 2005 and which degenerated into the collapse of its corporate network. And, on the other hand, it presents an idea of the possible impact that these privatization processes failures had, and still have, on Talent Management by Angolan organizations. It also presents a set of suggestions which could be considered in future privatization processes that may occur by building a more consistent business structure in economic and business terms. Keywords: Ethnography, Knowledge Management, Consultancy, Anthropology, Talent Management. |
