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Abstract(s)
Dada a necessidade de aprimorar o desempenho dos indivíduos dentro de organizações, tem havido uma maior preocupação com as variáveis que contribuem para o sucesso empresarial. Cada vez mais, as organizações preocupam-se com a perspetiva dos seus colaboradores sobre o seu ambiente ocupacional e como esta os afeta na produtividade e eficiência. Pesquisas recentes mostram que a identificação dos indivíduos com os grupos é psicologicamente importante e socialmente consequente. As organizações são construídas a partir da interação humana, partilham objetivos, regras e valores, entre outros, exercendo uma influência considerável sobre a motivação dos trabalhadores, assim como sua satisfação e produtividade.
O presente estudo pretende identificar, analisar e comentar o processo de construção das identidades dos indivíduos nas organizações, como ocorre o processo de reconstrução dessas identidades em ambientes de mudanças constantes. Será utilizada uma abordagem teórica e interpretativa, argumentando que as organizações tendem a determinar o modo como os indivíduos percebem o conjunto de relações sociais relevantes para eles.
Pretende ainda definir as caraterísticas principais da cultura organizacional, em particular como é que a empresa de estudo se apresenta em termos de cultura organizacional, verificando de que forma o comportamento, o poder e as mudanças influenciam o desenvolvimento da organização, pois, nos últimos anos, as empresas têm se arriscado de modo mais intenso no mercado internacional através da diversificação das estratégias em mercados desenvolvidos e mais distantes geograficamente. Para tal, realizou-se uma abordagem bibliográfica e o estudo de caso exploratório, de natureza quantitativa para a concretização do estudo empírico.
O ponto mais importante desta pesquisa foi reconhecer a importância da valorização do capital humano nas organizações e o impacto dessa valorização para as empresas e para o indivíduo. Sendo que o objetivo do estudo é perceber que o capital humano está dentro do contexto do capital intelectual e que este faz parte da economia do conhecimento, novo fator de competividade que procura incentivar melhores relações entre empresa e o colaborador, com o intuito de gerar benefícios para as entidades e indivíduos mutuamente.
Deste modo, para a elaboração deste trabalho, foi realizada uma revisão de literatura conjugando com um estudo de caso, visando compreender a importância da identificação com o grupo, a cultura numa organização e como a dinâmica do ambiente organizacional pode influenciar a produtividade num contexto de empresa de serviços partilhados. Procurou-se apresentar conceitos sobre valorização do capital humano nas empresas, bem como sua contribuição para o êxito da organização e dos colaboradores.
Given the need to improve the performance of individuals within organizations, there has been a greater concern with the variables that contribute to business success. More and more organizations have been concerned with the perspective of their employees about their occupational environment and how it affects their efficiency and effectiveness. Recent research shows individuals identification with in-groups to be psychologically important and socially consequential. Organizations are built on human interaction, share goals, rules and values, among others, exerting a considerable influence on workers motivation, as well as their satisfaction and productivity. This study aims to identify, analyze and discuss the process of building the identities of individuals in organizations, as the process occurs of rebuilding these identities in environments of constant change. A theoretic and interpretative approach will be used, arguing that organizations tend to determine how individuals perceive the set of social relationships relevant to them. It also aims to define the main characteristics of organizational culture, in particular how the study company presents itself in terms of organizational culture, verifying how behaviour, power and changes influence the development of the organization; since, in recent years, companies have taken more risks in the international market through the diversification of strategies in developed markets and more geographically distant. To this end, a bibliographic approach was carried out and the exploratory case study, of a quantitative nature for the implementation of the empirical study. The most important point of this research was to recognize the importance of valuing human capital in organizations and the impact of this valuing on companies and the individual. The objective of the study is to realize that human capital is within the context of intellectual capital and that it is part of the knowledge economy, new competitiveness factors that seeks to encourage better relations between company and employee, in order to generate benefits for entities and individuals mutually. Therefore, for the elaboration of this work, a literature review was carried out in conjunction with a case study, aiming at understanding the importance of identification with the group, the culture in an organization and how the dynamics of the organizational environment can influence productivity in a shared services company context. It tried to present concepts on human capital valorization in companies, as well as its contribution to the success of the organization and employees.
Given the need to improve the performance of individuals within organizations, there has been a greater concern with the variables that contribute to business success. More and more organizations have been concerned with the perspective of their employees about their occupational environment and how it affects their efficiency and effectiveness. Recent research shows individuals identification with in-groups to be psychologically important and socially consequential. Organizations are built on human interaction, share goals, rules and values, among others, exerting a considerable influence on workers motivation, as well as their satisfaction and productivity. This study aims to identify, analyze and discuss the process of building the identities of individuals in organizations, as the process occurs of rebuilding these identities in environments of constant change. A theoretic and interpretative approach will be used, arguing that organizations tend to determine how individuals perceive the set of social relationships relevant to them. It also aims to define the main characteristics of organizational culture, in particular how the study company presents itself in terms of organizational culture, verifying how behaviour, power and changes influence the development of the organization; since, in recent years, companies have taken more risks in the international market through the diversification of strategies in developed markets and more geographically distant. To this end, a bibliographic approach was carried out and the exploratory case study, of a quantitative nature for the implementation of the empirical study. The most important point of this research was to recognize the importance of valuing human capital in organizations and the impact of this valuing on companies and the individual. The objective of the study is to realize that human capital is within the context of intellectual capital and that it is part of the knowledge economy, new competitiveness factors that seeks to encourage better relations between company and employee, in order to generate benefits for entities and individuals mutually. Therefore, for the elaboration of this work, a literature review was carried out in conjunction with a case study, aiming at understanding the importance of identification with the group, the culture in an organization and how the dynamics of the organizational environment can influence productivity in a shared services company context. It tried to present concepts on human capital valorization in companies, as well as its contribution to the success of the organization and employees.
Description
Keywords
Cultura organizacional Identificação com o grupo Capital Humano Valorização Mudança organizacional In-group identification Organizational change Organizational culture Human capital