A Importância do Clima Organizacional no Desempenho das Equipes de Trabalho: um estudo de caso no Instituto Federal de Educação, Ciência e Tecnologia da Paraíba

O comportamento humano e os aspectos que influenciam na dinâmica organizacional têm sido alvo constante de estudiosos do assunto e uma preocupação crescente das organizações. Uma organização que dispõe de um ambiente de trabalho favorável, onde se encontra uma predisposição dos envolvidos a manterem um clima de colaboração, comprometimento e relações saudáveis pode promover imensamente a motivação e a satisfação das pessoas com o trabalho. O presente estudo teve como objetivo avaliar quais fatores e de que forma influenciam a formação do clima organizacional entre os servidores técnicos-administrativos em relação ao ambiente de trabalho e aos aspectos que o envolvem, como perfil de liderança, motivação, trabalho em equipe, entre outros. Para tanto, foi realizado um estudo de campo junto aos funcionários técnicos-administrativos do Instituto Federal de Educação Ciência e Tecnologia da Paraíba. Quanto aos meios, o estudo foi desenvolvido nos moldes da pesquisa descritiva e, quanto aos fins, foi bibliográfica, documental e estudo de caso. A coleta de dados deu-se através de questionários que é a forma mais utilizada para esta atividade, pois possibilita medir com melhor precisão o que se deseja pesquisar. Este questionário foi aplicado a uma amostra de cinquenta funcionários do IFPB. Os resultados alcançados através do estudo de caso realizado na unidade de João Pessoa permitiram identificar que seus colaboradores percebem um clima de trabalho bastante favorável e no geral sentem-se motivados para o desempenho de suas funções. No entanto, com relação às políticas de treinamento, observou-se certo grau de insatisfação, o que vem a ser um problema da Gestão de Recursos Humanos de algumas organizações públicas. / Human behavior and the factors influencing the organizational dynamics has been the constant target of scholars, and an increasing concern for organizations. An organization that offers a supportive work environment, where there is a predisposition of those involved to maintain a climate of cooperation, commitment and healthy relationships, can greatly promote the motivation and satisfaction of people with work. This study aimed to verify the perception and satisfaction of employees in relation to the work environment and issues surrounding it, as the profile of leadership, motivation, teamwork, among others. For this, we conducted a field study from employees Technical Administrators Federal Institute of Science and Technology Education of Paraíba. As for the means, the study was developed along the lines of descriptive research on the purposes it was literature, documentary and case study. Data collection took place through questionnaires is the most used for this activity, since it allows to measure with better precision what it wants to search. This questionnaire was administered to a sample of fifty employees of the IFPB. The results achieved through the case study conducted in João Pessoa unity identified that your employees perceive a very favorable working atmosphere and overall feel motivated to perform their functions. However, with respect to the policies of training, there was some degree of dissatisfaction, which becomes a problem of human resources management of some public organizations.

Conciliação Trabalho-Família em Três Tipos de Organizações

Este estudo aborda a questão da conciliação entre o trabalho e família, nomeadamente a questão da importância da existência de medidas de conciliação. A pesquisa decorreu em três contextos, numa empresa com medidas de conciliação efectivas, uma empresa sem medidas de conciliação e no setor público, através de questionários Os principais resultados mostram que a existência de medidas de conciliação e de uma cultura organizacional apoiante (para a qual contribui o apoio de colegas e chefias) aumentam a perceção de capacidade de conciliação\ e permitem diminuir o stress sentido pelos trabalhadores. Percebeu-se também que existe uma maior interferência do trabalho na família do que o contrário e que as mulheres continuam a ser quem sente mais dificuldades em relação à conciliação. / This study addresses the issue of balancing work and family, namely the issue of importance of conciliation measures. The research took place in three contexts, a company with actual measures of conciliation, a company without conciliation measures and the public sector, through questionnaires The main results show that the existence of reconciliation measures and a supportive organizational culture (which contributes to the support of colleagues and supervisors) increase the perception of ability to compromise and they reduce the stress felt by workers. We also noticed that there is a greater interference of work in the family than otherwise and that women continue to be who feels more difficulties regarding the conciliation.

A estrutura de poder tradicional no stricto sensu: o caso do mestrado profissional em Administração Pública em Rede Nacional - PROFIAP

This study approaches bureaucratic organizational structures with the aim to understand the adherence procedure to virtual technologies in the stricto sensu educational administrative process. Thus, the author navigates through the formation of these organizations in Brazil with the intent to demonstrate the bureaucratic organizational culture and the consequent form of domination of those who detain power. In this epistemological construction, the author explores the culture s bureaucratic environment and the organizational power. In the analyses, it was observed the technological phenomenon in the ODL s administrative environment, which can explain the adherence procedure to structures and technological instruments for stricto sensu courses that, hypothetically, dilutes the traditional inherited organizational axiom. Therefore, it was utilized as object of study the Professional Master s degree in National Scale Public Administration PROFIAP, hence analyzing the documental content and the legislation related to institutionalization as well as the positioning of professors/coordinators and of the director of CAPES/MEC. Considering this axioms, it was concluded that the bureaucratic structures can admit ODL in the stricto sensu s environment. However, this can only be done as long as the adherence does not imply in a dilution of the traditional forms of power and institutional bureaucratic inherited dominance, as well as the alleged hegemony of the governmental structure in the educational administration adopted in person by the stricto sensu courses in Brazil

Professional Practice in Learning and Development: How to Design and Deliver Plans for the Workplace

Introduction The world is changing! It is volatile, uncertain, complex and ambiguous. As cliché as it may sound the evidence of such dynamism in the external environment is growing. Business-as-usual is more of the exception than the norm. Organizational change is the rule; be it to accommodate and adapt to change, or instigate and lead change. A constantly changing environment is a situation that all organizations have to live with. What makes some organizations however, able to thrive better than others? Many scholars and practitioners believe that this is due to the ability to learn. Therefore, this book on developing Learning and Development (L&D) professionals is timely as it explores and discusses trends and practices that impact organizations, the workforce and L&D professionals. Being able to learn and develop effectively is the cornerstone of motivation as it helps to address people’s need to be competent and to be autonomous (Deci & Ryan, 2002; Loon & Casimir, 2008; Ryan & Deci, 2000). L&D stimulates and empowers people to perform. Organizations that are better at learning at all levels; the individual, group and organizational level, will always have a better chance of surviving and performing. Given the new reality of a dynamic external environment and constant change, L&D professionals now play an even more important role in their organizations than ever before. However, L&D professionals themselves are not immune to the turbulent changes as their practices are also impacted. Therefore, the challenges that L&D professionals face are two-pronged. Firstly, in relation to helping and supporting their organization and its workforce in adapting to the change, whilst, secondly developing themselves effectively and efficiently so that they are able to be one-step ahead of the workforce that they are meant to help develop. These challenges are recognised by the CIPD, as they recently launched their new L&D qualification that has served as an inspiration for this book. L&D plays a crucial role at both strategic (e.g. organizational capability) and operational (e.g. delivery of training) levels. L&D professionals have moved from being reactive (e.g. following up action after performance appraisals) to being more proactive (e.g. shaping capability). L&D is increasingly viewed as a driver for organizational performance. The CIPD (2014) suggest that L&D is increasingly expected to not only take more responsibility but also accountability for building both individual and organizational knowledge and capability, and to nurture an organizational culture that prizes learning and development. This book is for L&D professionals. Nonetheless, it is also suited for those studying Human Resource Development HRD at intermediate level. The term ‘Human Resource Development’ (HRD) is more common in academia, and is largely synonymous with L&D (Stewart & Sambrook, 2012) Stewart (1998) defined HRD as ‘the practice of HRD is constituted by the deliberate, purposive and active interventions in the natural learning process. Such interventions can take many forms, most capable of categorising as education or training or development’ (p. 9). In fact, many parts of this book (e.g. Chapters 5 and 7) are appropriate for anyone who is involved in training and development. This may include a variety of individuals within the L&D community, such as line managers, professional trainers, training solutions vendors, instructional designers, external consultants and mentors (Mayo, 2004). The CIPD (2014) goes further as they argue that the role of L&D is broad and plays a significant role in Organizational Development (OD) and Talent Management (TM), as well as in Human Resource Management (HRM) in general. OD, TM, HRM and L&D are symbiotic in enabling the ‘people management function’ to provide organizations with the capabilities that they need.

Cultura organizacional e qualidade dos serviços turísticos :um estudo no setor de restaurantes

The present study seeks to describe the features and peculiarities of the relationship between organizational culture and the quality of tourism services, specifically in the restaurant sector, attempting to contribute toward maintaining the tourism sector of the city of Natal/RN. Thus, a descriptive and correlational study, with qualitative and quantitative approaches, of thirty-seven restaurants that are located in areas that compose the tourism corridor of Natal was undertaken. To collect the quantitative dada, the Organizational Culture Evaluation instrument of Cameron and Quinn (2006) was applied and the SERVPERF instrument of Cronin and Taylor (1992) was used to measure the quality of the services. The results suggest that the Clan and Innovation Cultures are associated with better levels of quality of services than those of the Market and Hierarchy Cultures. The relationships that were identified in this study are consistent with results found in other studies and the information reported here can serve as a basis for managers of the restaurant sector to reach excellence in their services, satisfying their customers and contributing to maintaining the tourism sector

A satisfação profissional e a cultura organizacional : uma análise a partir do modelo ASH no Centro Federal de Educação Tecnológica do Rio Grande do Norte

With the need of the companies in becoming more competitive within the market, it arises an incessant search for selective human potential, with a high level of capacity and low rotativity, which motivation results in production raise, quality optimization and waste reduction. This scenario requires a strategy development which advantages the Human Resources Quality Management. This way, the model of the Human System Audit (HSA), developed by the Spanish researchers Ouijano and Navarro, presents itself as an important tool to diagnosis and evaluation, contemplating the environment where the organization is inserted, its strategies, its organizational design, its processes and its organizational effectiveness. In this sense, the present study has identified the existent relation between the professional satisfaction and the Organizational Culture, based in the model HSA. The research has been a quantitative-descriptive one and has had as population the technical-administrative workers from the Federal Center of Technical Education of Rio Grande do Norte (CEFET RN). The data collection has occurred during May, 2008, by means of the application of a questionnaire in the HSA model. The sample was composed by 167 subjects, distributed among the Five units of the institution. It was used the factorial analysis, with the extraction method of main components and orthogonal rotation varimax, in order to extract the dimensions of the satisfaction and of the organizational culture and the calculation of Cronbach s Alpha coefficient, to evaluate the reliability of these dimensions. The factorial analysis of the satisfaction indicators has identified four factors,, all of them showing significance: gratefulness and relationship , self-realization , stability and security and physical conditions and social benefits . The result of the factorial analysis with the indicators of the organizational culture has extracted four factors and among them, three of them have obtained significance: Personal Satisfaction Style , Competitive-Denial-Power Style and the Conventional-Dependent Style . After identifying the dimensions of the satisfaction and culture found at CEFET-RN, it has been notice the existence or not of relation among them, through the application of Pearson s coefficient. It has been verified that all of the dimensions of the Professional satisfaction are correlated with some dimension of the organizational culture, having in outstand position, with higher intensity, the relation between the culture style of Personal Satisfaction and the satisfaction factor referring to the self-realization

Cultura e clima organizacionais: um estudo multicasos em indústrias de laticínios do estado do Rio Grande do Norte

The objective of this study is to investigate if exist relationship between organizational culture and the organizational climate, having as research s locus three dairy industries in the Rio Grande do Norte State. As such, an exploratory-descriptive and conclusive-causal study, with a sample composed of 211 employees of all firms hierarchical levels was undertaken. By way the data collection, the employees personal characteristics, the predominant organizational culture profile and the predominant organizational climate in the industries researched were identified. In order to analyse the organizational culture, the Competing Value Model (CAMERON; QUINN, 2006), with adaptations by Santos (1998, 2000), was used. In order to analyse the organizational climate, the Organizational Climate Measurement Scale, proposed by Martins (et al., 2004, 2008), with modifications, was used. The data were submitted to quantitative statistical analyses, firstly to the set of firms and afterwards to the firms alone, that permitted arrival to the following conclusions: the cultural profiles was met in a balanced way in the researched organizations, with emphasis to clan culture and market culture profiles; the researched organizations have a good organizational climate, based in the Martins (2008) classification, with emphasis to boss and organization s support and physical comfort , being these factors coherent whit the clan culture profile; the personal variables are correlated with the cultural profiles and with the organizational climate factors, however, each organization show its singular form of relation; and the cultural profiles showed influence on organizational climate factors. Thus, the results permitted to conclude that there are relations between the cultural profiles and the organizational climate factors in the researched organizations

A comunicação interna numa organização pública

The present study compose an analysis on the process of internal communication at a public organization, built on the survey data originary of administrative conduct, observation on the cultural model of the organization and how the interdepartmental and interpersonal relations shows up. The research, exploratory descriptive kind, had theoretical basis on two knowledge areas Administrative Science and Social Communication and was developed at Instituto do Desenvolvimento Econômico e Meio Ambiente IDEMA, in Rio Grande do Norte. During data collection, were conducted spontaneous and semi structured interviews with directors and coordinators, besides the application of directed questionnaire to functionaries in two unites of the institution. Through the analysis and interpretation of the data, we came to the conclusion that the process of internal communication at a public organization fall in with same challenges of private organizations, but with peculiarities that attracts the scientific look specially, in concern of the attitude assumed by the administrators in the conduction of communication functions inside the organization, the profile of social actor and the communication channels used. Although the organizational communication represents more and more a strategic function, as an administration tool, the point that research gets to shows that in public organizations the communication refrains from administrative purpose and with the major objective of giving publicity to the institutional acts and actions

Análise da gestão da cadeia de suprimentos de um supermercado varejista através da utilização do modelo SCOR

In the last decade the complexity of the environment in which organizations are embedded increased dramatically, having on one side the increasingly demanding consumers in regard to the quality and value of the product and the other companies with the need to reduce operating costs in order to achieve greater profitability, without this there is a downturn in growth or market share powers. In this context the necessity of effectively structuring actions relating to the line with the operational work processes so that business objectives are achieved organizational strategic planning, ensuring the competitiveness of the organization. This study aims to analyze how you have made the management of the supply chain in a grocery retailer in the light of guidelines of Supply Chain Management by using the SCOR model. For realization of this study a survey was needed, classified according to their goals, exploratory and descriptive as to its procedure, document, field and case study. Thus, the processing of data will be qualitative merit, using the thematic categorical analysis of Bardin (1977). Thus, to obtain data interviews together the operational and strategic management of a company that was named Supermarket Omega were performed. After analyzing the information obtained is perceived that there is an effort of the organization enhance its management of the supply chain. However, there is a lack of alignment between the various areas that compose it. About their work processes, we stress that the focus of the company is still very directed on sailing than profitability, although it is undergoing a transformation in its organizational culture However, records the existence of many improvement projects in developing. Thus, it can be noticed that there is some consistency between the assumptions of the SCOR model and applied within the supply chain Omega Supermarket, although a greater effort to better align with the model still needs to be studied

A influência cultural portuguesa na cultura das organizações estrangeiras em Portugal

A cultura é constituída pelas normas, valores e crenças de determinado grupo. Com a internacionalização, torna-se imprescindível conhecer as diferentes culturas e saber lidar com elas para se atingir o sucesso organizacional. Nesse sentido, o presente trabalho propõe-se a analisar em que medida a cultura das organizações estrangeiras localizadas em Portugal é influenciada pela cultura portuguesa. Para isso, foi utilizado como base teórica deste estudo um dos maiores e mais recentes estudos culturais, o GLOBE que envolve 170 investigadores que questionaram e analisaram a cultura social e organizacional de 62 países de forma a encontrarem semelhanças e diferenças culturais e de liderança. Com base nos questionários do GLOBE, foram aplicados questionários a cinco organizações estrangeiras de grande dimensão localizadas em Portugal e a uma organização nacional. Os resultados encontrados confirmam que a cultura portuguesa influencia a cultura organizacional das empresas estrangeiras localizadas em Portugal.

O processo de cocriação de valor entre empresas e consumidores: uma análise comparativa de dois casos da indústria de bens de consumo

O envolvimento do consumidor nos processos de criação de valor tornou-se um tema de des- taque na última década na esfera acadêmica do Marketing (Grönroos, 2006). Apresentada por Vargo e Lusch (2004a), a Lógica do Serviço Dominante (Lógica S-D) enfatiza que os consumido- res estruturam sua avaliação crítica de valor quando bens e serviços estão em uso. Este conceito, denominado valor em uso, é um dos elementos fundamentais relacionados aos processos de cocriação de valor entre empresas e consumidores (Prahalad & Ramaswamy, 2004). O presente trabalho baseia-se em dois estudos de casos realizados junto a grandes empresas do segmento de bens de consumo (Whirlpool e Tramontina). O objetivo principal da pesquisa foi analisar o conjunto de fatores considerados fundamentais para a ocorrência da cocriação de valor, incluin- do: cultura empresarial, características do mercado, intensidade competitiva, características dos produtos e habilidades específicas das empresas. A escolha das duas organizações foi baseada na intenção de comparar duas empresas com características distintas no que tange ao processo de cocriação (ocorrência versus não-ocorrência do fenômeno). A interpretação dos dados primá- rios obtidos nas entrevistas de profundidade com gestores das empresas, e de dados secundários oriundos de uma análise documental, proporcionou um conjunto de achados importantes para a compreensão do tema. Observou-se que a influência dos fatores fundamentais para a cocriação foram confirmados nos casos analisados, com preponderância da cultura organizacional e das habilidades da empresa. Além disto, um novo fator emergiu como relevante na implantação da cocriação de valor, denominado relação com a marca e caracterizado como um consistente sen- timento de pertencimento e de identidade do consumidor para com a marca. Como desdobra- mento deste estudo, evidencia-se que a cocriação não pode ser associada apenas a implantação de um conjunto de ferramentas, mas que está diretamente atrelada à presença de um conjunto de elementos capazes de assegurar a viabilidade real de sua implantação. A análise dos casos igualmente demonstra a necessidade das empresas se organizarem internamente, planejando ações e desenvolvendo mecanismos internos que permitam obter melhores resultados. Por fim, são apresentadas as implicações acadêmicas do estudo, bem como suas limitações.

A percepção dos trabalhadores da enfermagem acerca da avaliação de desempenho do servidor público

A concepção de avaliação de desempenho dos trabalhadores da enfermagem, na maioria das vezes, é a de um ato de julgamento entre o certo e o errado, relacionado às ações e posturas desenvolvidas no contexto do seu trabalho. A avaliação de desempenho, no entanto, pode ser visualizada pelos trabalhadores como um importante instrumento que favorece o feedback do fazer profissional, desafiando-os a olharem para si mesmos, para o desenvolvimento de suas atribuições profissionais, proporcionando um real entendimento de sua importância na sociedade. Assim tem-se como objetivo geral conhecer a percepção dos trabalhadores da enfermagem de um Hospital Universitário localizado no extremo sul do Rio Grande do Sul (HU) acerca da sistemática da avaliação dos servidores públicos vivenciada na instituição e como objetivo específico conhecer a percepção dos trabalhadores da enfermagem do HU acerca da sistemática da avaliação dos servidores públicos no período do estágio probatório, adotada na instituição. Trata-se de uma pesquisa com abordagem qualitativa do tipo exploratória, desenvolvida com 70 trabalhadores de enfermagem. Para a coleta de dados utilizou-se a técnica de entrevista. Mediante a análise textual discursiva, construíram-se duas categorias: A avaliação do desempenho na concepção de trabalhadores da enfermagem e Serviço público: representatividade para o serviço da enfermagem. A avaliação do desempenho do servidor público pode ser influenciada pelo período de estágio probatório, pela sua vulnerabilidade na instituição, com possibilidade de conquistar a estabilidade ou perdê-la. Decorrido o período probatório, alguns trabalhadores modificam seu comportamento, demonstrando, por vezes, falta de comprometimento com seu fazer. No entanto, tal mudança pode estar relacionada com a cultura organizacional existente na instituição pública e, ainda, com um aparente descontentamento dos trabalhadores na realização da avaliação de desempenho, por não receberem um retorno significativo de cada avaliação. Pensar a sistemática de avaliação de desempenho com os trabalhadores da enfermagem significou a possibilidade de desencadear um processo de discussão e de reflexão sobre os diferentes modos de ser e fazer a enfermagem.

Gestão do conhecimento em contexto de internacionalização: A transferência do conhecimento para as subsidiárias angolanas e a influência dos fatores culturais nesse processo

Mestrado em Gestão e Empreendedorismo

Dinâmicas nas (re)configurações da cultura organizacional : a Casa de Infância de Santo António (1858-2008)

Tese de Doutoramento, Educação (Sociologia da Educação), 11 de Julho 2013, Universidade dos Açores.

La antropología aplicada a los negocios internacionales: encuentros y desencuentros

Este artículo plantea una reflexión en torno a la aplicación de las teorías y métodos de la antropología en algunos aspectos prácticos de la administra­ción que interesan a los negocios internacionales, tales como como la cultura organizacional, la investigación de mercados y la dimensión intercultural que caracteriza a esta actividad en el ámbito global. Se exploran algunas fuentes bibliográficas y aportes de investigadores representativos que ilustran sobre el desarrollo profesional y académico y los debates que se generan en el interior de esta sub-especialidad de la antropología en la Contemporaneidad. Se con­cluye que instrumentalizar el conocimiento científico sobre el comportamiento cultural al servicio del poder corporativo plantea problemas de orden ético.