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O desdobramento dos valores na estrutura do grupo DESFO – impacto na cultura DESFO
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| 8.89 MB | Adobe PDF |
Orientador(es)
Resumo(s)
O autor usa uma abordagem à cultura organizacional pautada por alguns vetores, como o
associado à liderança na mudança, vincando que, é no clima organizacional que as
mudanças são mais rapidamente percetíveis. Sobre as rápidas mudanças de contexto e
impactos, oferece-se uma abordagem de governança que adopta a gestão por valores
(MBV) visando a sustentabilidade das organizações, diferenciando-se pela vantagem
competitiva, as pessoas, com valores alinhados à carta de valores dessas organizações.
Refere-se que uma MBV, bem-sucedida, implantada, tem de se traduzir numa
profissionalização dos valores; tudo o que toca nas pessoas, tem de estar devidamente
assimilado por estas, atuando em consonância com os valores por si apropriados. Obtémse
desta forma, os resultados desejados, quiçá além das expetativas, garantindo a referida
vantagem competitiva no mercado. Nestas organizações, com estas pessoas, existe
sustentabilidade, ao passo que se estas pessoas atuarem noutras organizações, não existe
essa garantia.
Com uma abordagem qualitativa, recorrendo à entrevista semiestruturada, adquire-se a
finalidade da intervenção; utilizando dois workshops, no primeiro é transmitida uma
metodologia para a descoberta dos valores individuais do público alvo, apoiada no
Modelo Triaxial e recorrendo ao jogo “O Valor dos Valores”; no segundo momento de
treino, para a equipa interna, responsável pelo desdobramento da metodologia,
disponibiliza-se o conhecimento e a melhoria das habilidades associadas ao desempenho
dessa equipa, enquanto facilitadora, junto das várias áreas de negócio do grupo DESFO.
Realce para a reação do público alvo, com boa aceitação da metodologia: a pertinência
da escolha, é validada pela vontade da organização, a utilizar, no desdobramento interno.
Ainda a ideia de a aplicar, nos processos internos de recrutamento, seleção e acolhimento.
Sugerem-se linhas futuras de intervenção, com destaque para a MBV com liderança no
feminino versus no masculino e as expetativas para os diferentes géneros.
The author uses an approach to organizational culture guided by several vectors, such as that associated with leadership in change, emphasizing that it is in the organizational climate that changes are most quickly perceived. Regarding the rapid changes in context and impacts, a governance approach is offered that adopts values-based management (VBM) aimed at the sustainability of organizations, differentiating itself through competitive advantage, people, with values aligned with the value charter of these organizations. It is stated that a successful, implemented VBM must translate into the professionalization of values; everything thoutching people must be properly assimilated by them, acting aligned with values they themselves apropriated. In this way, the results are obtained, perhaps even beyond expectations, guaranteeing the aforementioned competitive advantage in the market. In these organizations, with these people, there is sustainability, whereas if these people work in other organizations, there is no such guarantee. With a qualitative approach, using the semi-structured interview, the purpose of the intervention is achieved; using two workshops, the first provides a methodology for discovering the individual values of the target audience, supported by the Triaxial Model and using the game "The Value of Values"; in the second training session, for the internal team responsible for deploying the methodology, knowledge and skill improvement associated with the performance of this team as a facilitator are made available, along with the various business areas of the DESFO group. The target audience's reaction stands out, with good acceptance of the methodology: the relevance of the choice is validated by the organization's willingness to use it in internal deployment. There is also the idea of applying it to internal recruitment, selection and onboarding processes. Future lines of intervention are suggested, with emphasis on MBV with female versus male leadership and expectations for the different genders.
The author uses an approach to organizational culture guided by several vectors, such as that associated with leadership in change, emphasizing that it is in the organizational climate that changes are most quickly perceived. Regarding the rapid changes in context and impacts, a governance approach is offered that adopts values-based management (VBM) aimed at the sustainability of organizations, differentiating itself through competitive advantage, people, with values aligned with the value charter of these organizations. It is stated that a successful, implemented VBM must translate into the professionalization of values; everything thoutching people must be properly assimilated by them, acting aligned with values they themselves apropriated. In this way, the results are obtained, perhaps even beyond expectations, guaranteeing the aforementioned competitive advantage in the market. In these organizations, with these people, there is sustainability, whereas if these people work in other organizations, there is no such guarantee. With a qualitative approach, using the semi-structured interview, the purpose of the intervention is achieved; using two workshops, the first provides a methodology for discovering the individual values of the target audience, supported by the Triaxial Model and using the game "The Value of Values"; in the second training session, for the internal team responsible for deploying the methodology, knowledge and skill improvement associated with the performance of this team as a facilitator are made available, along with the various business areas of the DESFO group. The target audience's reaction stands out, with good acceptance of the methodology: the relevance of the choice is validated by the organization's willingness to use it in internal deployment. There is also the idea of applying it to internal recruitment, selection and onboarding processes. Future lines of intervention are suggested, with emphasis on MBV with female versus male leadership and expectations for the different genders.
Descrição
Palavras-chave
Cultura organizacional Clima organizacional Mudança Valores Carta de valores Liderança na mudança Gestão por valores (MBV) Organizational culture Organizational climate Change Values Values charter Leadership in change Management by Values (MBV)