Environmentally sustainable: How are the practices in the organic food tourist route?

This study analyzes Environmentally Sustainable Practices (ESPs) in the Organic Food Tourist Route (OFTR) in South Brazil. Data collection included interviews with open and closed questions about ESPs and the Barometer of Tourism Sustainability (BTS) tool. Eight owners or managers of OFTR's enterprises answered questions online or personally. Content analysis and descriptive statistics were used. Results indicated that tourism enterprises adopt ESPs according to each reality since some are dedicated to producing and commercializing organic products, while others are dedicated to lodging and guided tours. Managers realize the importance of adopting ESPs, enabling a decrease in expenses and the supply of organic products. Since tourists are concerned and careful with the environment nowadays, sustainability must be considered, becoming a differential. The enterprises develop ESPs, which makes the route potentially sustainable, following the standards established by the BTS. In order to achieve the "sustainable" level, the enterprises on the route need to improve their performance in many items whose results were less sustainable. From a theoretical perspective, this study contributed to understanding how ESPs were developed in enterprises and how they contribute to tourism development. The understanding of tourist routes expanded with an emphasis on sustainability, the environmental dimension, the ESPs, and organic agriculture. The BTS enabled the assessment of the sustainability of OFTR's enterprises.

Occupational risks and their implications for the health of poultry farmers.

BACKGROUND: Poultry activity exposes workers to accidents and unhealthy conditions with physical, chemical, biological, ergonomic and psychological risks. OBJECTIVE: The objective was to list risk factors in poultry farms in operational, behavioral, and environmental aspects. METHODS: We evaluated poultry farm workers through quantitative and qualitative analysis applying a semi-structured online questionnaire containing 58 questions to identify risks in the workplace and health implications. RESULTS: Most facilities were air-conditioned, workers performed their activities in a totally closed environment, with low light (1 to 10 lux), for more than 40 h/wk. Regarding accidents, 61%of workers claimed to have suffered some type of accident, 34%claimed to not use personal protection equipment, and 41%felt unable to perform their activities at some time due to health problems; handling animals and animal waste were the most significant biological risks; dust and ammonia corresponded to the most significant chemical risks; and electric shock, burns, and heat exposure were the most significant physical/accident risks. CONCLUSIONS: Workers expose themselves daily to physical, chemical, biological, psychosocial, and ergonomic risks. These exposures often lead to symptoms such as stress, headache, eye and mucous membrane disorders, respiratory diseases, back and muscle pain, depression, and symptoms often associated with Sick Building Syndrome.

Sonho ou pseudo flexibilidade na cultura organizacional nos sistemas de venda direta / Dream or pseudo flexibility in the organizational culture in direct sales systems / Sueño o pseudo flexibilidad en la cultura organizacional en los sistemas de venta directa

A cultura organizacional contribui nos processos de construção da identidade dos membros com a organização. Contudo, em um contexto de flexibilização das relações de trabalho, essa dimensão assume contornos diferenciados. O objetivo foi identificar como os traços da cultura organizacional são traduzidos pelos sujeitos na sua percepção sobre o trabalho. Tratou-se de pesquisa exploratória e qualitativa, que envolveu documentos da organização e entrevistas com dez consultoras de beleza. As categorias de análise foram: 1) perfil, 2) cultura corporativa, 3) políticas em relação às consultoras, 4) relações entre poder e identidade, e 5) adaptação, realização e reconhecimento. Os resultados mostram forte identidade das trabalhadoras com a cultura corporativa. Foram evidenciadas questões como liberdade, flexibilidade de horários, renda extra, qualidade dos produtos, consumo mais barato e reconhecimento. Os traços culturais fortalecem a adesão, principalmente com histórias de sucesso e formas de reconhecimento, havendo forte adesão econômica e valorativa da empresa.

Organizational culture contributes to the processes of building the identity of members with an organization. However, in a context of flexible working relationships, this dimension takes on different shapes. The present study aimed to identify the features of organizational culture and how the subjects in their perception of work translate these. It was exploratory and qualitative research, which gathered documents from the organization and interviews with ten beauty consultants. The categories of analysis were 1) profile, 2) corporate culture, 3) company policies and practices in relation to consultants, 4) relations between power and identity, and 5) adaptation, achievement, and recognition. The results show a strong identity of the workers with corporate culture. Issues such as freedom, flexible hours, extra income, product quality and cheaper consumption, as well as recognition. The materials analyzed express cultural traits that strengthen the agreement with the treatment, mainly with success stories and forms of material and symbolic recognition, with strong economic agreement of the company.

La cultura organizacional contribuye en los procesos de construcción de identidad de los integrantes con la organización. Sin embargo, en un contexto de relaciones laborales flexibles, esta dimensión asume trazos diferentes. El estudio tuvo como objetivo identificar cómo las características de la cultura organizacional son traducidas por los sujetos en su percepción del trabajo. Esta fue una investigación exploratoria y cualitativa, que contempló documentos de la organización y entrevistas con diez consultoras de belleza. Las categorías de análisis fueron: 1) perfil, 2) cultura corporativa, 3) políticas en relación a las consultoras, 4) relación entre poder e identidad, y 5) adaptación, realización y reconocimiento. Los resultados muestran una fuerte identidad de las trabajadoras con la cultura corporativa. Fueron identificadas cuestiones como la libertad, horarios flexibles, ingresos adicionales, calidad de los productos y consumo más barato, y reconocimiento. Los rasgos culturales fortalecen la adhesión, principalmente con historias de éxito y formas de reconocimiento, habiendo fuerte aceptabilidad económica y valorativa de la empresa.

Occupational risk factors in health of broiler-farm workers: A systematic review.

The present study aimed to identify gaps in literature regarding occupational risks to broiler farming workers. A systematic review was performed in which inclusion criteria were workers in poultry farms. The search was done between May and June 2019 with online papers. Keywords were "poultry farmer," "poultry worker," and "poultry workers" as terms of an axis of a theoretical framework. Results indicated as predominant topics lung diseases, nasal mucosa or paranasal sinus contamination, and aflatoxicosis. The identified gaps in scientific publications are related to mitigation of occupational risks. Prevalent described risks are associated to exposure to chemicals gases, vapors and aerosols, biological hazards (micro-organisms), ergonomic risks, wrong working posture, excessive body movement and inadequate behaviors. Preventive policies about poultry farmer's health and safety needs to be adopted to reduce potentially dangerous risk factors and increase productivity.

[Hospital management conflict: the leadership role]. / Conflito na gestão hospitalar: o papel da liderança.

This study analyzes the context of the hospital management professionalization process showing as the main challenges the leadership role to solve the conflict between the doctor, the nurse and the administrative sub-culture. This is a descriptive research and a field investigation based on the survey tools with interview and observation of thirty professionals from the hospital. The results show that the conflict between the various kinds of activities is derivate from the control rules within the hospital, the difference of social assistance and individual values. The conclusion points the need to change the leadership focus from total control to a more flexible kind of management, with emphasis in the dialog and negotiation between these activities in a hospital.

Conflito na gestão hospitalar: o papel da liderança / Hospital management conflict: the leadership role

O estudo contextualiza o processo de profissionalização da gestão hospitalar e destaca os desafios para a atuação das lideranças para lidar com a dimensão do conflito existente entre as subculturas médica, de enfermagem e administrativa. Trata-se de pesquisa descritiva, quanto aos fins, e pesquisa de campo, quanto aos meios, e os instrumentos de investigação foram observação participante e entrevista. A amostra envolveu trinta profissionais da organização. Os dados indicam que os conflitos entre as subculturas são derivados das formas de controle do trabalho, divergência de interesses e desigualdade de tratamento social. Nesse sentido, a atuação da liderança deve deslocar-se de uma perspectiva do comando e controle para outra mais subjetiva, como a construção de relações de confiança, a mediação ou ainda a atribuição de significado para a ação dos liderados. A ênfase do processo de gestão estaria apoiada na construção de relações de alteridade, entre sujeitos, orientada por processos de diálogo e negociação.

This study analyzes the context of the hospital management professionalization process showing as the main challenges the leadership role to solve the conflict between the doctor, the nurse and the administrative sub-culture. This is a descriptive research and a field investigation based on the survey tools with interview and observation of thirty professionals from the hospital. The results show that the conflict between the various kinds of activities is derivate from the control rules within the hospital, the difference of social assistance and individual values. The conclusion points the need to change the leadership focus from total control to a more flexible kind of management, with emphasis in the dialog and negotiation between these activities in a hospital.