Este estudo foi realizado em uma instituição hospitalar de caráter filantrópico, de médio porte, localizada na cidade de São Paulo, com o objetivo de desvendar traços culturais da instituição. A metodologia adotada foi à pesquisa qualitativa segundo os passos propostos por Thévenet: análise documental, entrevista e observação. Pela análise ficou evidenciado que um novo grupo profissional, quando inserido em uma instituição, considera que alguns valores deverão ser transformados. Esse processo de mudança implica numa reestruturação na maneira de gerir a organização ocasionando, nos sujeitos que estão vivenciando esse processo, uma situação conflituosa entre o mudar ou conservar o antigo.

More than two decades ago the Nursing Department at the University Hospital of the University of São Paulo implemented the care model called Nursing Care System (NCS), which is comprised of three phases: Background, Evaluation and Nursing Prescription. Since then, it is being developed by the Nursing Department nurses as a guiding instrument for care, teaching and research. Having in mind the automation of the NCS, the nurses began to discuss the need for changes that could speed up the work process with the proposal of implementation of the Nursing Diagnosis as another step of the NCS and with the review of nursing action/interventions. In order to do so, the adoption of a standardized system of the care process language became essential so as to make possible data capture, grouping and classification for analysis and their transformation into information. The present study aims at sharing with other nurses this experience on the implementation process of the Nursing Diagnosis as a second step of the NCS.

The humanization of the hospital environment cannot be achieved if the focus is directed only to external motivational factors or just to the user. A humanization program needs to be assumed as a participative construction process that demands respect and valuing of the human being that provides care. Based on human and ethics values and principles and on Freire's ideas, this study aims to describe how a humanization process was unchained in a hospital, initially centering on the worker, through the collective discussion of concrete problems and the construction of horizontal, reflective dialogical relations. The proposal made possible a better comprehension of the meaning of humanization, with the rescue of previous initiatives of humanization, the elaboration of a databank in which there is room for subjectivity, the creation of warm collective areas and a closer relationship between directors and workers.

This qualitative, exploratory, descriptive study was performed with the objective of understanding the perception of the nurses working in medical-surgical units of a university hospital, regarding the strategies developed to perform a pilot test of the PROCEnf-USP electronic system, with the purpose of computerizing clinical nursing documentation. Eleven nurses of a theoretical-practical training program were interviewed and the obtained data were analyzed using the Content Analysis Technique. The following categories were discussed based on the references of participative management and planned changes: favorable aspects for the implementation; unfavorable aspects for the implementation; and expectations regarding the implementation. According to the nurses' perceptions, the preliminary use of the electronic system allowed them to show their potential and to propose improvements, encouraging them to become partners of the group manager in the dissemination to other nurses of the institution.

This study aimed to evaluate the impact of learning orientation on organizational innovation in the means of lodgings in Santa Catarina. The descriptive and quantitative research was carried out by means of a survey, with a sample of 162 respondents. For data analysis, the structural equation modeling technique was used. The results show a positive relationship between learning orientation and innovation in the hosting services environment, such findings corroborate with the theory and solidify the context that learning becomes fundamental for organizations to be able to innovate. 

Strategic planning in higher education has faced increasing challenges, shaped by regulatory pressures, financial constraints, and growing demands for academic quality and social relevance. While classical models such as the Balanced Scorecard, MOST, and Mintzberg’s typologies have contributed to conceptual advancement, their direct application to the sector reveals significant limitations, particularly regarding the integration between strategic and operational levels. To address these gaps, this study introduces the Education House of Strategy (EHoS), a model tailored to Higher Education Institutions (HEIs), inspired by the original House of Strategy concept (Dror & Barad, 2006) and developed within the context of the Instituto Superior de Ciências da Informação e da Administração (ISCIA). Based on a matrix architecture, the EHoS interconnects four strategic axes — Research & Innovation, Teaching, Partnerships & Ecosystems, and Communication — with six organisational pillars: people development, quality assurance, infrastructure modernisation, financial sustainability, transparent governance, and internationalisation. This framework is operationalised through hierarchically structured objectives: Must-Win Battles, Must-Deliverables, Must-Essentials, and Must-Enablers, supported by educational performance indicators. The exploratory, case-based study demonstrates that EHoS enhances both vertical and horizontal coherence, strengthens strategic clarity, and increases institutional agility, enabling timely responses to changes within the educational ecosystem. The findings suggest that the model offers an innovative and replicable approach for higher education, effectively aligning mission, vision, and operational execution in an integrated and measurable manner, thereby reinforcing social relevance and organisational resilience.

Objective: The study sought to present a bibliometric analysis of the theme of organizational ambidexterity and innovation, exploring the analysis of keyword co-occurrence networks and co-citation of cited references. Methodology: The research followed the following steps: design of the research with the definition of the objective and the search expression; choice of the units of analysis and the types of analysis; research in the Scopus database; obtaining networks using VOSviewer; calculation of network metrics using Gephi; visualization and interpretation of results. Results: The co-occurrence network showed the most relevant research concepts on the topic. The co-citation network allowed the identification of the research fronts. Conclusions: It is concluded that the types of analysis recognize the strong relationship between the themes of ambidexterity and innovation and their influence on the response capacity of organizations. In complex volatility and transformation scenarios, organizations are increasingly urged to adapt and take advantage of new opportunities while they need to remain competitive in the markets in which they are already inserted and where competition is also increasingly fierce.

Reflexão acerca da possibilidade do uso de conhecimentos de gestão no processo do trabalho em saúde, apresentando aspectos gerais do processo gerencial e considerações sobre o trabalho da enfermagem no contexto geral do trabalho em saúde e elementos da cultura organizacional e suas implicações no contexto do trabalho da Enfermagem. A manutenção do modelo de gerência tradicional como o principal norteador da organização do trabalho na área da saúde vem inibindo a produção da Disciplina Enfermagem. Urge, na Enfermagem, que se propiciem aos trabalhadores possibilidades para criar, desenvolver, usar novas ferramentas e tecnologias para gerenciar o processo de trabalho, encontrar formas criativas e inovadoras de produzir e viver, ter qualidade de vida pessoal e profissional, ser ético/estético, dentre outros. Apropriar–se e utilizar conhecimentos acerca das diferentes formas de gerenciar o processo de produção no trabalho apresenta–se como uma importante estratégia capaz de propiciar o desenvolvimento da Enfermagem como disciplina.

A humanização do ambiente hospitalar não se concretiza se estiver centrada unicamente em fatores motivacionais externos ou somente no usuário. Um programa de humanização necessita ser assumido como um processo de construção participativa que requer respeito e valorização do ser humano que cuida. Pautado em valores e princípios humanos e éticos e em idéias de Freire, este trabalho tem por objetivo explicitar como se desencadeou um processo de humanização, numa instituição hospitalar, centrado, inicialmente, no trabalhador, mediante a problematização coletiva da realidade concreta e a construção de relações dialógicas, horizontais e reflexivas. A proposta possibilitou maior compreensão do significado de humanização, com o resgate de iniciativas anteriores de humanização já adotadas, a adoção de um Banco de Idéias como um espaço para a emersão de subjetividades, a organização de ambientes coletivos acolhedores e uma maior aproximação entre a direção e trabalhadores.