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There are many ways in which it is possible to look at the impact of Covid-19 in societies. For us it is essentially a crisis of knowledge. First, we lacked a vaccine; second, we lacked the ability to manage our societies to minimize the costs of not having vaccines; third, even when the vaccine was developed, problems arose on how and when to implement it. In another paper we discussed the situation on Portugal in the third semester of 2020 (Tomé, Gromova, Hatch, 2020). Here we extend and update the analysis. We use a model based on technology, people and processes (Edwards 2011). We assume that there are several generic questions related to KM that explain the crisis, namely the following: 1) lack of basic scientific medical knowledge, 2) lack of social knowledge, 3) lack of information and difficulties in informing policies; 4) lack of trust; 5) relation between technology, people and processes; 6) competence and incompetency and finally 7) management of knowledge and information by politicians. We also assume there are several questions that need to be considered specifically about Portugal namely the following: 1) how big is the crisis? 2) how is the crisis explained?; 3) what kind of crisis is it ?; 4) what is the economic explanation to the "new normal"?; 5) what policies should be developed ?; 6) what will happen in politics? 7) what change will happen ? We point out that in Portugal, the massive crisis about Covid-19 happened in January and February 2021 (Worldmeter, 2021). If the cause of the descent in February is easy to find - lockdown imposed since January 16, the causes of the massive surge in January remain to be found and it is around the quest for those causes, and within the TPP framework, that we write this paper. [ABSTRACT FROM AUTHOR]

In this paper we try to analyse the current and historical application of Knowledge Management in the Portuguese Economy, particularly since the democratic revolution of 1974. We base our analysis in theories about the impacts of knowledge in countries at a micro and a macro scale. We use a three levels model related to context (namely 1) Historical background; 2) basic economic and social data: 3) broad vocational education and training (VET) systems; 4) institutional actors; 5) political context), intervention (namely 1) basic legislative documents, 2) guidelines on eligibility, 3) programs, 4) evaluation procedures) and outcomes (namely 1) stocks, investment, and outcomes; 2) price, quantity, supply, demand, equilibria; 3) needs). We base ourselves in statistical published data and other published documents. We conclude that the context changed for the better, because after 1974 the country rulers installed a regime in which knowledge was not seen like a luxury but as a basic need (see 4.1); the change in context was also helped by the adhesion to the EU, which in turn led to massive interventions supported by funds like the ESF and the Regional fund(see 4.2); as a result outcomes are finally seen, as the increase in supply and demand of knowledge and also in the income and employability of the Portuguese attests (see 4.3). These findings are important but should be complemented by a more detailed analysis, with a larger group of researchers -- at best this paper would generate a book, detailing the context, intervention and impact of KM in Portugal. [ABSTRACT FROM AUTHOR]

: With globalisation, there is an increase of investment in international assignments to gain global knowledge. The management of knowledge in pharma organisations is believed to help organisations meet regulatory requirements while obtain success in its activities, at an international level. One of the most important international assignments that allows organisations to obtain global knowledge is expatriation. Expatriates can take knowledge to other locations, and they can bring it from other locations to the home-country. Therefore, this paper aims to analyse how knowledge is being managed during expatriation by presenting a case from a Portuguese pharma organisation. This organisation had in its beginning around 250 employees. In 2019, it had more than 900 employees with subsidiaries in different countries and continents. Moreover, it has employees of 14 different nationalities including expatriates as well as foreigners who decide to work in the organisation, in Portugal, due to its reputation. To achieve its aims, this study offers a focused online search of articles and reviews in Scopus and ISI Web of Science to support the work developed. Also, semi-structures interviews were carried out, via Microsoft Teams, complemented with document analysis. This study concludes that the organisation is doing a lot of changes in the management to ensure the success of their expatriation assignments. However, the organisation does not have a formal mechanism for the management of knowledge during expatriation assignments. The knowledge is transferred via informal ways, which do not guarantee the full absorption of the knowledge by the organisation and its employees. As the organisation is expanding, can be of high importance to develop this mechanism that can contribute to the organisational development and success. The main limitations of this study refer to the reduced number of interviews, the limited literature review and its qualitative nature. The aim is to continue to work with this organisation to achieve a more in-depth understanding of the process of knowledge management during expatriation while helping to develop the formal mechanism for its management [ABSTRACT FROM AUTHOR]

This paper addresses the topic of knowledge management in multinational companies (MNCs). Its purpose is to examine the role of expatriates in knowledge acquisition and transfer within MNCs. Specifically it focuses on knowledge acquisition and transfer from one MNC head office located in Germany to two Portuguese subsidiaries as a basis for competitive advantage in their Portuguese subsidiaries. A qualitative research methodology is used, specifically through an exploratory case study approach, which examines how international assignments are important for the role of expatriates in knowledge acquisition and transfer between foreign head offices and their Portuguese subsidiaries. The data were collected through semi-structured interviews to 10 Portuguese repatriates from two Portuguese subsidiaries of one foreign MNC. The findings suggest that the reasons that lead to expatriating employees from Portuguese subsidiaries to foreign head offices are connected to (1) knowledge management strategies to development the subsidiary's performance; (2) new skills and knowledge acquisition by future team leaders and business/product managers in Portuguese subsidiaries; (3) procuring knowledge, from agents in head office, to be disseminated amongst co-workers in Portuguese subsidiaries; (4) acquiring global management skills, impossible to acquire locally and; (5) developing global projects within MNC. Also our results show that knowledge acquisition and transfer from foreign head office, through subsidiaries' expatriates, contributes directly to the Portuguese subsidiaries' innovation, improved performance, competitive advantage and growth in the economic sectors in which they operate. Moreover, evidence reveals that expatriation is seen as a strategy to fulfil some of the main organisational objectives through their expatriates (e.g., create new products and business markets, develop and incorporate new organisational techniques and processes, integrate global teams within multinational corporation with a responsibility on the definition of global objectives). The results obtained suggest that expatriates have a central role in acquiring and transferring strategic knowledge from MNC head office to their subsidiaries located in Portugal. Based on the findings, the paper discusses in detail the main theoretical and managerial implications. Suggestions for further research are also presented. The study's main limitation is the small size of the sample, but its findings and methodology are quite original and significant. [ABSTRACT FROM AUTHOR]

Developing relationships between companies and customers is and will always be of extreme importance. The use of direct marketing to collect customer information in order to target chosen segments is seen as a powerful way to develop relationships with customers. Therefore, these two important marketing areas, direct marketing and relationship marketing, are closely related by many authors. Nevertheless, there is a surprising lack of empirical evidence on how the relationship development through direct marketing occurs. It is not enough to argue that direct marketing has an important role in relationship marketing. There is a real need to understand which are the activities and processes behind this link. Moreover, the existing literature relating direct marketing and relationship marketing is almost entirely focused on business-to-consumer markets, being more quantitative-oriented, and forgetting the customers' side of this "relationship" development. In this paper a qualitative study is presented. The main aim was to explore if and how direct marketing can contribute to develop relationships with customers in the training sector based in Portugal. Furthermore, this study analysed the customers' perspective and experiences on this important subject. Thus, this research explored qualitatively customers' perceptions on the relationship development through direct marketing, in a business-to-business context, using a grounded theory approach. No empirical study was found examining this particular combination. 30 semi-structured interviews were conducted with training customers, specifically training directors and participants of 30 different companies in Portugal. This paper presents the main results of this empirical research, explaining in detail which are the direct marketing key roles in the relationship development, namely in its different stages of establishment, maintenance and enhancement. Interestingly, some of the research findings are already starting to be applied to the marketing practices of the training company where the author works; the aim being to develop better and more effective relationships through direct marketing with their customers. [ABSTRACT FROM AUTHOR]

The concept of sustainable development is an increasingly relevant concept for economic growth, to improve the quality of life through nature, economy, society and the welfare of the people. The concept of sustainable development can be expanded to all forms of development and economic activities, notably tourism. The concept of sustainable development in Tourism has remained unfilled and under the influence of different approaches. Nevertheless of the different interpretations of sustainable tourism indentified in the literature review, the authors refer to a holistic perspective of sustainable development in which tourism should be seen as part of a strategy of sustainable development. Tourism is one of the most important sectors in the Portuguese economy, as it represents about 4.3% of GDP (in 2006) and absorbs 10% of employment in our country. Knowledge management is about taking the internal knowledge in people's minds (tacit) and turning it into usable knowledge (explicit) to solve problems and add value to an organization. The authors believe that knowledge management could be an important component for accelerating an organization towards sustainability. They refer in this paper the concept of sustainable knowledge management that can be better explained by linking sustainability issues into the practices of managing knowledge. The purpose of this research paper is to examine the perceptions of different stakeholders on the contribution of knowledge management towards sustainability. Primary data was obtained through a survey on perceptions of sustainable development and knowledge management of the different actors (municipalities, education institutions in the tourism and business in tourism) on the different items that will be behaved in the dimensions of the indicators for the development of the sustainability index, namely economic sustainability, environmental sustainability, institutional sustainability and socio-cultural sustainability. The methodology used is structural equations in order to verify and quantify the perceptions of the different stakeholders. The tested hypotheses were supported through empirical research, and the authors verified that the stakeholder's perceptions are that knowledge management contributes positively towards sustainability. [ABSTRACT FROM AUTHOR]

Although there are some works trying to clarify the difference between Information Management, IM, and Knowledge management, KM, the distinction between those concepts is far from being well understood in the business community. This lack of clarity increases with the fact that some KM literature authors use the two terms indiscriminately, others argue that KM includes IM, and still others define them independently, but relating them. For instance, some authors say that KM has two ages, the first corresponding to IM, aiming to store, explore and transfer explicit knowledge; the second aiming to explore, improve communication and innovation, focusing the need to manage tacit knowledge, moving from transmit to learn, becoming a social activity and not only a technological one. Nevertheless there is a growing interest in KM and organizations say they are doing it, and even in many large, and some small, organizations a new corporate executive is emerging - the chief knowledge officer, CKO. Are they different from the chief information officers, CIO? Are organizations really making KM? Is there, in practice, any difference between KM and IM? To provide some answers to these questions, this paper presents empirical evidence of how IM/KM is practiced in some Portuguese organizations. Based on an exploratory study conducted in four Portuguese organizations, the paper describes the practices that are being developed in those organizations, discussing them in order to answer the questions: How do organizations interpret the concepts of IM/KM, do they think they are different? Which IM/KM processes they develop? Which computer based systems are used to support those processes? Who leads IM/KM and which skills are necessary to those executives? [ABSTRACT FROM AUTHOR]

This paper presents the conclusions of four case studies in technologic-based (TB) organizations. These companies have a strong international projection and are considered good examples of Portuguese innovative companies. They also represent stories of Portuguese innovation, stepping through it from the 80s to the 2000s. Following a qualitative approach, critical success factors that make them a reference in the innovation field are pinpointed. These cases are assumed as organizational narratives that sustain innovation social processes. Given this framework, the research question was: What are the key factors driving innovation processes in successful Portuguese technology-based organizations? The narratives of innovation lessons play an instrumental role into the comprehension of the social interaction complexities. These four management practices as a real world innovation lessons underline the significance of its actors and the focus on applied knowledge. A passion for knowledge and its productive application was the differentiating factor, contributing to their innovative success. [ABSTRACT FROM AUTHOR]

Companies working in the field of information technology are considered knowledge intensive. Knowledge sharing is one of the most important processes in knowledge management and is related, for example, to increased innovation. Hence, the main aim of this research is to investigate whether country and team tenure are moderators in the relationship between knowledge sharing, absorptive capacity and innovation in information technology companies. For this purpose, this research adopted survey method in which data were collected using a questionnaire sent by e-mail with a link to the instrument. The 121 responses were divided into three groups: 43 respondents - Brazilian companies operating in Brazil; 41 respondents - Portuguese companies operating in Brazil; and 37 respondents - Portuguese companies operating in Portugal. The countries were selected because they share the same language, and because one is a member of the BRICS group of countries (Brazil, Russia, India, China and South Africa). The data were analysed using Descriptive measures, Exploratory Factor Analysis and Partial Least Squares structural equation modelling. This study confirms the relationship between knowledge sharing and innovation with partial mediation by absorptive capacity and the role of moderators in this relationship. The country of origin of the company was not confirmed as a moderator in the relationship between knowledge sharing, absorptive capacity and innovation, whether the company is located in its home country or not. However, the two countries analysed here are classified as collectivist. Team tenure was identified as a moderator in the relationship (knowledge sharing, absorptive capacity and innovation), in this case, teams with members with up to 12 months on the same team display greater relational intensity. This may occur because when working together for longer, the group's knowledge may become homogeneous, leading to reduced sharing. The results of this paper will be of use to both corporate managers and scholars. [ABSTRACT FROM AUTHOR]

In this paper we are considering different views on Knowledge Management (KM) in: Project management, Information Technologies (IT), financial management and Ethics in Portuguese multinational companies (MNCs) that have extended their business activities on the Romanian and Polish Market, after 2004. We have based our findings on empirical evidence, research and our professional experience in the countries mentioned. KM in Portugal has changed significantly since 1986, when Portugal adhered to the European Union, and the organizations in the country had growth and benefited from Cohesion funds. Since the end of the dictatorship in 1989, the organizational culture in Romania was heavily influenced by the transition to the open market economy; thus, organizations in different sectors have been rediscovering open market standards and norms in a very alert rhythm. In Poland also, since 1989, KM suffered a similarly great impact. In brief, almost 20 years after the Portuguese MNCs joined the European Union and experienced the European open market conditions and an evolution of their KM processes, they extended their business activities on the East European markets, such as in Romania and Poland, where KM has been an important factor of competiveness and value creation for shareholders. The years of professional practice in those countries have allowed us to notice that KM practices are not only different, but sometimes it is also difficult to find a common ground for understanding them. In this respect, we have observed that many Portuguese MNCs, when joining the market, used an ethnocentric model, which applied in project management, IT, financial management and ethics created some entropy in their subsidiaries' business activities. On the other hand, in 2004, the Portuguese MNCs had an advantage regarding the use of IT tools, compared to the Eastern countries prior to 2004, due to their stage of economic development and earlier adoption of IT tools. With the advent of business software, KM in financial management can be considered one of the best developed KM areas in many organizations and the Portuguese MNCs are no exception from this rule; most of them had their own practices in this matter, which allowed them to acquire a better KM. Therefore, different country-based accounting standards and sometimes the adoption of a common software had a strong impact on the MNCs' KM. Actually, Ethics in business means: money, human resources and time, expertise, opportunities, as well as investment or development and KM. [ABSTRACT FROM AUTHOR]

The aim of this paper is to investigate the relation between engagement and companies' performance, when mediated by job satisfaction, as an outcome of engagement. In order to accomplish this goal, a literature review was undertaken in order to support the conceptual model and hypothesis. Data was collected using a survey with four main sections: employee engagement, job satisfaction, perceived company performance, and demographics. The sample was made of line managers of several major companies in Portugal. Results show, on the one hand, that engagement is related with job satisfaction and, on the other that company perceived performance is influenced by job satisfaction. Thus some practical implications are related to developing knowledge regarding employees' attitudes and behaviours towards company's performance. [ABSTRACT FROM AUTHOR]

The aim of this article is to present some results of our research focused on the study of organizational processes related to knowledge. It is centred on their limitations and on their conceptual and operational dependence on the nature of assumptions operating in processes of human resource management (HRM) in organizations. Here, it concentrates particularly on practices related to training and career development. It aims to access knowledge of the representativeness of application of the processes referred to (of people management and knowledge management) and understand their relational dynamics in Portuguese organizations in the banking sub-sector of the service sector. In this context, the specialized literature was reviewed, from which we inferred that HRM can be understood in two ways, setting an organic perspective based on assumptions of value and development against a mechanical perspective based on assumptions of a restricted and non-valued orientation. This guided the empirical study of a quantitative nature carried out, which aimed to respond to the central matter of investigation, according to which the perspective forming the HRM practices implemented in an organization has an impact on how knowledge management (KM) processes operate therein. The sample of the study carried out is made up of 5306 collaborators in 634 organizations belonging to a Portuguese economic group in the banking sub-sector. Data were collected through two questionnaires: HRMP - Human Resource Management Practices and KM - Knowledge Management. The results obtained allow us to conclude that in the organizations studied, processes of HRM and KM are considerably operational, and that those related to people management are based on assumptions which tend to be organic, valued and developmental. Multiple regression analyses, in particular, allowed us to conclude on the predictive capacity of the HRM practices studied regarding KM processes. More specifically, it stands out that the people management practices adopted from an organic and valued perspective possess a particular and distinctive capacity to predict the organizational processes related to knowledge. The paper describes the methods used in multiple regression analysis, multiple correlation coefficients and standardized and non-standardized regression coefficients. [ABSTRACT FROM AUTHOR]

The increasing globalization has originated profound changes in the factors that currently determine the competitiveness of companies, regions or even countries. The competitiveness is no longer measured only by the production process as it happened in the industrial age. Nowadays, the intangible assets gained dimension and are the major source of competitiveness. In the case of public administration obliged to manage scarce resources in complex political and social contexts, the management of these assets becomes more imperative. For example, the management of a university, a hospital or an autarchy has a set of specifics that if they are not safeguarded by formalized processes of knowledge management, they will have great difficulty in being optimized. When we analyse the current Brazilian and Portuguese situations of public administration, we find some studies that allow us to conclude that the practice of knowledge management in these Lusophone countries is little consistent and formalized. Many practices of knowledge management, implemented by agencies and public entities in Brazil and Portugal, are not aligned with the strategic guidance of the organization (vision, mission, strategic objectives, strategies and targets). Other public organizations do not also ensure the use of knowledge management to improve processes, products and services, placing themselves at the service of the citizen, their client. In the recent years, the interest of public managers by the practices of knowledge management has increased, however, effects of current management practices are not visible. The aim of this paper is to present an empirical research conducted in Portuguese and Brazilian public institutions. This research describes the results of the analysis of practices of knowledge management in several public institutions of the two countries. As a research tool, we used the same questionnaire adapted to the linguistic reality of each country's organizations. Considering the strong historical, cultural, social and economic links between Portugal and Brazil, we intend to explore the possibility of creating a model of knowledge management, adapted to public administration in the two countries. As a result of this research, four essential indicators of public service, supported in knowledge management are indicated: service focused on customer (citizen), transparency, traceability and image. In the sample analyzed, the survey results show that most Brazilian and Portuguese public organizations are in an early stage of implementation of most practices. As future work, we recommend an empirical study with a large sample of Brazilian and Portuguese public organizations to confirm or refute the results of this study and a study to investigate the causes of the low effectiveness of the practices of knowledge management in these organizations. [ABSTRACT FROM AUTHOR]

This manuscript examines the structure of Portugal's manufacture sector. We have examined the Portuguese labour market adjustment, using a panel data approach over the period 1995 - 2006. This paper presents two contributions. First, we use industry-specific control variables. Second, we show different framework for adjustment cost. Our results are support for the smooth-adjustment hypothesis (SAH) of intra-industry trade. The results show a negative correlation between changes of employment and marginal intra-industry trade (MIIT). The results also show a positive correlation between changes of employment and knowledge. International technology diffusions will be associated with changes in labour market. This result is according to the literature. We also introduce economic dimension and market structure; these proxies confirm the smooth adjustment hypothesis (SAH). [ABSTRACT FROM AUTHOR]

Over ten years, researchers at the Faculty of Psychology and Educational Sciences, University of Coimbra, have developed a set of researches focused on knowledge management (KM). These researches have sought to clarify the role of KM on business performance, as well as to clarify its relationship not only with other organizational processes (including, information and communication technologies, quality of working life, organizational commitment, human resources management, total quality management and customer satisfaction), but also with organizational and socio-demographic variables (e.g. department; post-held; workers' age, gender and qualifications, etc.). The referred researches has being developed across a set of Portuguese organizations belonging to different activity sectors, namely industrial sector, local government sector, hotel sector, creative industries sector, higher education sector, social economy sector. In this sense, the purpose of this paper is to investigate the relationship between OC and KM. Specifically, we analyze the influence of OC on KM. This is an empirical study based on three independent samples: industrial sector (n = 300), higher education sector (n = 298), and social economy sector (n = 217). Data were generated from two questionnaires, namely KM questionnaire and OC questionnaire. In data analysis, we used exploratory factorial analysis and multiple regression technique, which appeared to be most appropriate for the accomplishment of research objectives. The research findings indicate that both measure instruments have reasonable psychometric characteristics. It was possible to obtain empirical evidence about the impact of OC on KM processes. Specifically, in all three samples, Personal commitment is the one that present not only a positive impact on KM processes, but also a more consistent and continuous influence. [ABSTRACT FROM AUTHOR]