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The Importance of a Good Management of the Small and Medium Enterprises in Paragua
Liliana 한국경영실무학회 2019 한국경영실무학회지 Vol.5 No.1
중소기업은 근로자가 줄거나 소득수준이 낮은 것이 특징인 경제단위다. 수년간 그들은 지역 경 제를 활성화시키는데 중요한 역할을 하는 것으로 특징지어져 왔는데, 이는 더 많은 이니셔티브와 일자리를 창출하는 분야 중 하나이다. 본 연구는 지역 경제의 중요한 부분으로서 파라과이의 중소기업을 잘 관리하는 것의 중요성을 반영하려고 노력한다. 사용된 정보를 수집하는 기법은 해당 지역의 주요 저자들의 자료를 종합적으 로 검토하는 문서-바이브리 그래픽이었다. Small and medium enterprises are economic units that are characterized by the reduced number of their workers or the level of their income. Throughout the years they have been characterized by playing an important role in boosting the local economy, representing one of the sectors that generate more initiatives and jobs. This paper tries to make a reflection on the importance of a good management of the SMEs in Paraguay as important part of the local economy. The technique of harvesting of the used information was the documentary-bibliographic consisting of a comprehensive review of materials of the main authors of the area.
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Li liana,Li Ting Ting,윤강준(Gang-Joon Yoon),신동학(Dong-Hak Shin),이병국(Byung-Gook Lee) 한국멀티미디어학회 2009 한국멀티미디어학회 학술발표논문집 Vol.2009 No.1
In this paper, we propose a new method of recovering full elemental images from partially occluded 3D object in computational integral imaging. We first detect the regions of occlusion and generate the entire elemental images of 3D object with occlusion by recursive error compensation using PCA reconstruction. The experimental results show that the proposed method provides an effective solution to the problem of partially occluded 3D object recognition.
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Rayleigh-Ritz procedure for determination of the critical load of tapered columns
Liliana Marques,Luís Simões da Silva,Carlos Rebelo 국제구조공학회 2014 Steel and Composite Structures, An International J Vol.16 No.1
EC3 provides several methodologies for the stability verification of members and frames. However, when dealing with the verification of non-uniform members in general, with tapered cross-section, irregular distribution of restraints, non-linear axis, castellated, etc., several difficulties are noted. Because there are yet no guidelines to overcome any of these issues, safety verification is conservative. In recent research from the authors of this paper, an Ayrton-Perry based procedure was proposed for the flexural buckling verification of web-tapered columns. However, in order to apply this procedure, Linear Buckling Analysis (LBA) of the tapered column must be performed for determination of the critical load. Because tapered members should lead to efficient structural solutions, it is therefore of major importance to provide simple and accurate formula for determination of the critical axial force of tapered columns. In this paper, firstly, the fourth order differential equation for non-uniform columns is derived. For the particular case of simply supported web-tapered columns subject to in-plane buckling, the Rayleigh-Ritz method is applied. Finally, and followed by a numerical parametric study, a formula for determination of the critical axial force of simply supported linearly web-tapered columns buckling in plane is proposed leading to differences up to 8% relatively to the LBA model.
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Liliana Elmazi,Elsa Gega 세계문화관광학회 2006 Conference Proceedings Vol.7 No.0
Albania is a beautiful and fascinating country. It has a wide range of historic, cultural and natural attractions that are of the great interest to international tourist. The main aim of the paper is the assessment of the implementation of a Strategic Marketing Plan prepared for the WHS of Butrint as a Albanian' s major heritage attraction. Information required will be of qualitative nature. Two of the tools chosen to obtain the data required are the investigation of the secondary resources and the conduction of in depth interviews with management representatives of the attraction that I' m analyzing.
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Liliana Mitoseriu,Dan Ricinschi,Antonio Sergio Siri,Masanori Okuyama,Paolo Nanni 한국물리학회 2003 THE JOURNAL OF THE KOREAN PHYSICAL SOCIETY Vol.42 No.IV
The interrelated semiconductor and ferroelectric properties of n-doped BaTiO3 ceramics were considered in order to describe their electrical properties in a large range of temperatures. The free electron system was described by a double barrier Schottky model and the lattice by the Landau-Devonshire theory of ferroelectricity. Resistivity-temperature R(T) curves for various model parameters were simulated and discussed. The model is able to explain the R(T) behaviour in a large range of temperatures including near the ferroelectric-to-paraelectric transition. One of the most interesting results of this theoretical approach is the limited range of the donor concentration and of surface state density for which semiconductor behaviour at room temperature can be obtained.
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Liliana Montella,Michele Caraglia,Alberto Abbruzzese,Andrea Soricelli,Salvatore Del Prete,Giovanni Squame,Marco Salvatore 생화학분자생물학회 2004 Experimental and molecular medicine Vol.36 No.3
The early detection of recurent diferentiated thyroid carcinoma (DTC) cels in the post sur-gery DTC patients relies on the sensitivity of and 131-Iodine distribution by Whole Body Scan (WBS). Undetectable level of Tg asociated with negative WBS or elevated levels of Tg assoc-iated with positive WBS ("concordant") is ordi-narily indicative of either absence or presence of disease. At times, elevated level of Tg with negative WBS or low levels of Tg with positive WBS ("discordant") could also occur. In the pre-sent study, we retrospectively reviewed series of 573 patients with DTC folowed in the Diag-nostic Imaging and Radiotherapy of the Uni-1997. We focused on 9 out of 573 patients (1.56%) who had a discordant patern with low level of Tg/positive WBS in the post-surgical folow-up. Four patients were metastatic at pre-sentation while 5 patients with metastasis dur-ing follow-up still remained in persistently low levels of Tg (<5 ng/mL). This result does point to some flaw in the evaluation of "discordant" cases. Reviewing data previously described ser-ies by reseting cut-off values of Tg <1 ng/ml as undetectable changed the apparent "discor-dant" subgroup of patients into "concordant". Recent introduction of recombinant human TSH (rhTSH) to enhance the expression level of Tg brought significant increase in the sensitivity of diagnostic evaluation of thyroid cancer patients. The role of burdensome WBS in the follow up evaluation of DTC patients is significantly re-duced over time especialy in low-risk patients while the relevance of Tg assay is steadily in-creased. Sensitive Tg assays, significantly im-follow-up of DTC. Given the posibility of late disease relapses, the need for long-term fol-low-up, and reduced delay in treatment of persistent disease, there is stil need for greater sensitive diagnostic tols for DTC.
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Liliana Rodrigues da Costa,Sandra Maria Correia Loureiro 글로벌지식마케팅경영학회 2018 Global Marketing Conference Vol.2018 No.07
Introduction This study intends to analyse the impact of the engagement and employee experience towards the employee and employer success. The results demonstrate that organisations are conscious of the importance of retain and create happiness at work and are starting to create an internal experience for their workforce. They want to have employees engaged and retain talent. When employees are more committed to be happier at work they tend to take part of the ownership of their organisations. Employers and employees are more focused on people and the value that they can add to every single product and/or service they design, create and deliver. All this investment on internal world is feeding a better consumer experience as the quality standards are getting higher. Theoretical development The main goal is to evidence how the engagement is attaining more importance on both sides: employee and employer. In the past years, a growing number of studies and are giving more importance to the human side on organisations (e.g., Sinek, 2009; Nayar, 2010; Medeiros 2017). From the transactional economy, organizations are walking to an emotional, experience economy. In the customer-centric dynamics, organisations are taken employees first because these, once deep involved with the mission and goals of the organization, will be more devoted to customers. People “who love going to work are more productive and more creative. They go home happier and have happier families. They treat their colleagues and customers better. Inspired employees make stronger economies.” (Sinek, 2009, p.14) Without happy and empowered employees, the service will never achieve the best and higher levels to then be delivered to the customers. Company “can (should) focus on its value creators – the frontline employees. (…) in his or her knowledge, creativity commitment to tasks, and capacity to collaborate. In fact, (…) “the true value is created in the interface between the customer and the employee. (…) When a company puts its employees first, the customer actually does ultimately come first and gains the greatest benefit.” (Nayar, 2010, p.7). Internal engagement is crucial to companies’ reputation, to brand/service perception and ultimately for the business survival and successful future: “Employees who are dispositionally self-efficacious and proactive are likely to use their initiative, engage in proactive service performance, take charge to bring about change, proactively solve problems and implement ideas.” (Patterson et al., 2009). Research design According to the authors of the model applied, “we define engagement as the attitude, behaviour, the level of connectedness among customers, between customers and employees and of customers and employees with the firm.” (Kumar and Pansari, 2016, p. 498). This was the starting point for our interviews and our study. To complete this exploratory study, we’ve decided to follow a qualitative research by creating a script and interviewed 4 people in 10 organisations based in Lisbon. “Qualitative research starts from and returns to words, talk, and texts as meaningful representations of concepts.” (Pratt, 2009, p.856). The original script was written in English, then translated to Portuguese to be applied on the organisations. Each interview was fully transcript in Portuguese and the main findings and relevant content were enlightened in English to produce this paper. On each organisation, four employees were chosen: two women and two men from different departments and positions - board management, executive leadership, line managers and individual contributors. All interviewed people have Portuguese nationality and have a labour contract with their employer organisation. None outsourced employees have been selected to this study. All employees have between 25 and 50 years old. Interviews were done individually on the headquarters of each organisation. Interviews took between 45 and 60 minutes each. All conversations have been recorded with the individual’s authorisation. The note of confidentiality was explained and applied to all of them. The interviews followed the same script: three main blocks on a semi-structure script. Participants were asked to think about engagement and experience and share their thoughts and examples. Different organisations were chosen: multinational companies, agencies, national companies, private funds. The diversity of the organisations was accepted and taken as an added value to our work. To convert all audio into text, we’ve applied the google audio tool and a Huawei phone app that can transform audio into text. A final check was done in order to verify all sentences and avoid mishaps. After all transcription, a content analysis has been done and the most relevant facts, insights and details have been listed. The content analysis was done using the MAXQDA software. Results and conclusions The main goal of this exploratory study was to determine how engagement and experience are taking such an important role on employees and employers success. In order to be happier at work, employees are more committed and accountable. In the same equation, and to retain more talent, organisations are more focused on employees and how to design and delivery to them a better internal experience. The main finding confirm that happier and recognised employees work better, work more and have the ownership of the organisations they work for. Once people are happy and have good work conditions – financial, physic and technological – they will go further and beyond to deliver their tasks and when needed they will internally cooperate with their teammates or with other departments. To promote this good environment and to keep workforce with them, employers are changing the future of work, nevertheless a few organisations are not applying this or taking these questions as a priority. According to the content analysis of all interviews below a few findings that we would like to highlight: 1) Most of the interviewees say they like their jobs and they are happy at work. They feel that they are part of something: family, team, organisation, culture. 2) The feeling of belonging was mentioned multiple times – the emotional link and the human aspect of being accepted and valuable inside the organisation. 3) All interviewed people, despite the job and the position they have, spoke about the power of recognition and the importance of this aspect to retain talent. 4) All interviewed people raised the importance of happiness at work, the wellbeing variable and the crucial aspect of work/life balance. 5) All interviewed employees agreed that their organisations value more the individual, their soft skills, than the job position and the tasks that there are committed and designated to do. 6) From the point of view of organisations, as leaders and builders of a strategy, we could note that only a few are planning and designing a structured employee experience. Nevertheless, all companies have a list of benefits and create events to get together their employees and promote a better life for them. Following a more structured or more informal way, all interviewed organisations implement a list of actions to create a good work environment: flexibility on the work hours, the possibility to work from home, the team/company dinners and parties; the physical structure with infrastructures to have lunch or to have a break; the empowerment of the employees by asking them to be part of the decisions. 7) Only a few of the interviewed claim that their organisations are promoting situations of work mobility and career progression. Most of the people explained that is difficult to grow or to move from departments. 8) Both, organisations and employees, understand that the salary is not an imperative condition to work or to retain people. Employees value more other work conditions and benefits. The fact is that different and heterogeneous organisations understand and reveal concern in taking care of their people and on the importance of retain their employees. Strategies, or more simple activities, are taking place. All of 40 employees, aside their gender, ages, under all circumstances and positions, want the same: recognition, to be happy and to balance, the best way possible, their work and their life. People want to be treated as people, as an exclusive human being as each of one of human beings are: a unique person and to be recognise whenever they do an extra effort. And this is the part of the key for the success of employers and employees (see figure 1).
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