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Advisor(s)
Abstract(s)
O contexto, o tempo é de mudança. Ainda que o não fosse, falar de gestão de recursos
humanos, falar de pessoas, é falar em mudança (ou mudanças).
A economia mundial é que dita o presente e o futuro das organizações, privadas ou
públicas, com ou sem fins lucrativos, pequenas, médias e grandes.
Quando, em 2011, foi chumbado o quarto projeto do Programa de Estabilidade e
Crescimento, vivia-se em Portugal um período crítico, ao qual não era alheia a
conjuntura internacional de recessão económica. No domínio da Administração Pública,
procurava-se redesenhar as organizações, imprimir-lhes uma gestão mais privatística, de
otimização de recursos e controlo de custos. Hoje, sabe-se que aquela rejeição do
programa político governamental teria outras consequências, as que atualmente os
portugueses vêm sentindo.
É um período de mudanças radicais, sem precedentes. Como lideram ou como
administram os responsáveis pelas organizações, no contexto atual? Quais as qualidades
de liderança que imperam em situações de crise e de austeridade? Como reagem líderes
e liderados em períodos de recessão ou adversidade? E, sobretudo, como falham uns e
são bem-sucedidos outros?
Desde logo, há que reconhecer a importância e valorizar o capital humano: atrair, reter
e desenvolver.
Neste trabalho, procuramos responder aos crescentes interesse e preocupação em
redesenhar, reformar e melhorar a gestão na administração pública. Daí o interesse pela
motivação e a sua relação com o estilo de liderança adotado nas organizações deste
setor, fator determinante para o comprometimento, a eficácia e a produtividade no
trabalho.
Mais concretamente, o objetivo deste estudo é compreender a relação entre o sistema
de gestão que predomina nas entidades responsáveis pela recolha e gestão de resíduos
do concelho da Maia e a motivação dos seus colaboradores, assim como a satisfação dos
mesmos com a sua chefia.
A metodologia de investigação utilizada orienta-se para a abordagem quantitativa,
recorrendo-se a técnicas e instrumentos de natureza quantitativa, tais como o
questionário de escala de resposta tipo Likert, por considerarmos ser a mais ajustada às pretensões desta investigação.
The context, the century is of change. Even if it was not, to talk about human resources management, to talk about people, is talking about change (or changes). The world economy is determining the present and future of organizations, private or public, with or without profit, small, medium and large. When, in 2011, the fourth project of the Stability and Growth Program failed, Portugal was living a critical period, for which was not oblivious the international economic downturn. In terms of Public Administration, the government was looking up to redesign organizations, print them with a more private way of management, resources optimization and cost control. Today, it is known that this rejection of the political government program would have other consequences, which currently the Portuguese have been feeling. It is a period of radical change, never seen before. How leaders of those organizations are leading or managing in the current context? Which leadership qualities prevail in situations of crisis and austerity? How do react leaders and led workers in periods of recession or adversity? And, above all, how come some fail and others are successful? First, we must recognize the importance and value of human capital: to attract, retain and develop. In this paper we try to respond to the growing interest and concern in redesigning, reforming and improving the management in public administration. Therefore the interest in motivation and its link with the leadership style adopted in this sector organizations, determining factor for the commitment, effectiveness and productivity at work. More specifically , the aim of this study is to understand the relationship between the management system that prevails in the bodies responsible for waste collection and management of the municipality of Maia and the motivation of its employees , as well as their satisfaction with their leadership . The research methodology used is directed to the quantitative approach, resorting to techniques and tools of quantitative nature, such as the questionnaire Likert response scale, because we consider to be the most suited to the pretensions of this investigation.
The context, the century is of change. Even if it was not, to talk about human resources management, to talk about people, is talking about change (or changes). The world economy is determining the present and future of organizations, private or public, with or without profit, small, medium and large. When, in 2011, the fourth project of the Stability and Growth Program failed, Portugal was living a critical period, for which was not oblivious the international economic downturn. In terms of Public Administration, the government was looking up to redesign organizations, print them with a more private way of management, resources optimization and cost control. Today, it is known that this rejection of the political government program would have other consequences, which currently the Portuguese have been feeling. It is a period of radical change, never seen before. How leaders of those organizations are leading or managing in the current context? Which leadership qualities prevail in situations of crisis and austerity? How do react leaders and led workers in periods of recession or adversity? And, above all, how come some fail and others are successful? First, we must recognize the importance and value of human capital: to attract, retain and develop. In this paper we try to respond to the growing interest and concern in redesigning, reforming and improving the management in public administration. Therefore the interest in motivation and its link with the leadership style adopted in this sector organizations, determining factor for the commitment, effectiveness and productivity at work. More specifically , the aim of this study is to understand the relationship between the management system that prevails in the bodies responsible for waste collection and management of the municipality of Maia and the motivation of its employees , as well as their satisfaction with their leadership . The research methodology used is directed to the quantitative approach, resorting to techniques and tools of quantitative nature, such as the questionnaire Likert response scale, because we consider to be the most suited to the pretensions of this investigation.
Description
Keywords
Liderança Motivação Satisfação com a supervisão Mudança Sistemas de gestão Leadership Motivation Satisfaction with supervision Change Management systems
Citation
Publisher
Instituto Politécnico do Porto. Escola Superior de Estudos Industriais e de Gestão