An Intersectional Love Story

As a lesbian couple working in academia, you might imagine that the authors have similar experiences. However, once you add race and ethnicity to the mix, the equation changes beyond measure. This chapter will focus on the different paths that two lesbians take to leadership positions in academia. Often referring to ourselves as “professionally gay,” the authors tell their stories from “slightly” different lenses: the White woman with a PhD who moved to a rural town for a tenure-track position and the Black woman with a Master's degree who took positions such as “assistant to the administrative assistant.”

A GESTÃO POR COMPETÊNCIAS E O PROCESSO DE TREINAMENTO E DESENVOLVIMENTO DE PESSOAS (T&D): ESTUDO DE CASO NA EMPRESA KL EMBALAGENS – SÃO JOÃO BATISTA/SC

O presente artigo tem como objetivo analisar o desempenho profissional dos colaboradores da empresa KL Embalagens Ltda, a partir da Gestão por Competências. Para tanto, foi realizada a identificação e a definição das competências dos cargos em estudo, como também a constatação das vulnerabilidades dos cargos/áreas que precisam de treinamento e desenvolvimento. Destaca-se que os cargos analisados na pesquisa foram o Auxiliar Administrativo, Cartonageiro a Mão, Impressor Flexográfico, Motorista e Serviços Gerais. Do ponto de vista metodológico, a pesquisa é classificada em qualitativa e tipificada em exploratória. Com relação ao método, a pesquisa constitui-se em bibliográfica e estudo de caso, utilizando-se do questionário como instrumento de coleta de dados e da planilha de mapeamento de competências. Os resultados evidenciaram que as competências mais vulneráveis foram à agilidade, capacidade visual e espacial, concentração, iniciativa, memorização, paciência e velocidade de execução das tarefas. Também foi possível evidenciar que os cargos cartonageiro a mão e serviços gerais apresentaram desempenho abaixo do esperado, seguidos por impressor flexográfico e auxiliar administrativo. O cargo de motorista foi o único que atendeu as expectativas da empresa. Com as vulnerabilidades comportamentais e técnicas avaliadas foi possível sugerir ações de treinamento e desenvolvimento (TD), visando adaptar os colaboradores às suas funções, atendendo as necessidades da empresa KL Embalagens e repercutindo no crescimento profissional dos colaboradores.Palavras-Chave: Gestão de Pessoas. Treinamento e Desenvolvimento. Gestão por Competências. MANAGEMENT FOR COMPETENCES AND THE PROCESS OF PEOPLE TRAINING AND DEVELOPMENT (TD): A CASE STUDY AT KL EMBALAGENS - SÃO JOÃO BATISTA /SCAbstract: This article aims to analyze the professional performance of the employees of KL Embalagens Ltda., from Management by Competences. For that, the identification and definition of competencies for each position under study was carried out, as well as the vulnerability of such positions/areas that need training and development. It should be noted that the positions analyzed in the survey were Administrative Assistant, Carton Handler, Flexographic Printing, Driver and General Assistant. From the methodological point of view, the research is classified as qualitative and typified as exploratory. Regarding the method, the research is a bibliographical and case study, using the questionnaire as a data collection instrument and the competences mapping worksheet. The results showed that the most vulnerable competences were agility, visual and spatial ability, concentration, initiative, memorization, patience and speed of task execution. It was also possible to show that carton handling and the general assistant performed below expectations, followed by flexographic printing and administrative assistant. The position of driver was the only one that met the expectations of the company. With the evaluated behavioral and technical vulnerabilities it was possible to suggest training and development actions (TD), aiming to adapt the employees to their functions, meeting the company's needs, thus impacting the professional growth of employees.Keywords: People Management. Training and development. Management by Competences.

THE INFLUENCE OF ORGANIZATIONAL COMMUNICATION TO EMPLOYEE PERFORMANCE OF ADMINISTRATIVE ASSISTANT FOR ECONOMIC AND DEVELOPMENT SECRETARIAT OF BANDUNG

The research was conducted to analyze the influence of Organizational Communication to employee performance, develop theories and concepts of Organizational Communication and performance along with its aspects and apply the theory of Organizational Communication in solving the problems of employee performance of Administrative Assistant for Economic Affairs and Development of Regional Secretariat in Bandung. This research applies explanatory survey method with a quantitative approach. The variables are consisted of Organizational Communication (X) and Employee Performance (Y). Communication organization consists of the main forms of communication-down (X1), upward communication (X2) and horizontal communication (X3). They are very strong in the performance of employees that derives from dimensions in quantity of work, quality of work, job knowledge, creativeness, cooperation dependability, initiative and personal quantity. The sample is taken by using census techniques. The respondents are the employees of the Administrative Assistant for Economic and Regional Development Secretariat of Bandung as many as 112 employees. The technique of data analysis uses path Analyisis. The data are analyzed quantitatively by using statistical correlation and path analysis with SPSS 21 to see the value of the standard Beta regression test results. The result showed that communication of organizational influences the performance of employees in the Administrative Assistant for Economic and Regional Development Secretariat in Bandung is determined by the primary form of communication downward, upward communication and horizontal communication which are acceptable. Organizational Communication simultaneous influence on employee performance with a total effect of 58.6%, while the remaining 41.4% is influenced by other variables was not examined. Partially downward communication, upward communication and horizontal communication affected the performance of employees with a total effect of respectively 49.2%, 7.6% and 1.72%.

Knowledge and persons

This chapter applies probabilistic knowledge to problems in legal and moral philosophy. It is argued that legal standards of proof require factfinders to know probabilistic contents. For instance, proof by a preponderance of the evidence requires knowledge that the defendant is at least .5 likely to be liable, whereas proof of guilt beyond a reasonable doubt requires knowledge of a significantly stronger content. The fact that legal proof requires knowledge explains why merely statistical evidence is insufficient to license a legal verdict of liability or guilt. In addition to explaining the limited value of statistical evidence, probabilistic knowledge is useful in spelling out norms violated by acts of racial and other profiling. It can be epistemically wrong to infer from statistics that a woman is probably an administrative assistant, for instance, even when inferring facts about ordinary objects from similar statistics is perfectly okay.

The Influence of New Communication on Performance Clerk Assistant Administration of the Economy and the Development of the Regional Secretariat of Bandung

This study entitled Influence of Organizational Communication Against Employee Performance Administrative Assistant for Economic and Development Secretariat of Bandung. The purpose of this study to analyze the influence of organizational communication to employee performance, develop theories and concepts of organizational communication along its aspects and performance of employees and implement organizational communication theory to solve the problem of employee performance and development Economic Administrative Assistant Regional Secretariat of Bandung. The method used in this research is survey explanatory. The independent variables (X) This research is organizational communication, while the dependent variable (Y) is employee performance. The object of research on Economic Affairs and Development Administrative Assistant Regional Secretariat of Bandung. The results of the research simultaneously reveals that the variables of organizational communication empirically has an impact of 58.6% on the performance of employees consisting of a dimensional quantity of work (Y1), quality of work (Y2), job knowledge (Y3), creativeness (Y4), cooperation (Y5) dependability (Y6), initiative (Y7) and personal quantity (Y8), while the rest is equal to 41.4% is influenced by other variables not examined in this study. Organizational communication through the main form of partial, communication down effect amounted to 49.2%, or more influential communication sebesar7.6%, and horizontal communication impact of 1.72% on employee performance and development Economic Administrative Assistant Regional Secretariat of Bandung.