Elza Fátima Rosa Veloso

A relação entre comunicação e comprometimento nas organizações

The main objective of this study is to explore the relationship between organizational and interpersonal communication, and the relationship between communication and commitment. We conducted a quantitative study, which was considered the perception of 800 employees of four distinct business segments, which do not hold management positions. Among the results, there is the finding of the influence of organizational communication on communication of the leaders and the communication between peers. While organizational communication influences commitment, leaders’ communication and colleagues’ communication do not have this potential influence.

The use of traditional and non-traditional career theories to understand the young’s relationship with new technologies

Purpose The purpose of this paper is to, which involved 123 students in their last year of an administration course at a private university in the city of Sao Paulo, Brazil, evaluate the importance of analyzing the pressure from new technologies on the careers of young university students from a career theory perspective. Design/methodology/approach From the perspective of traditional theories, the authors used “career anchors,” and from the perspective of non-traditional theories, “intelligent careers,” in which people develop three competency groups that are transferable between organizations: knowing why; knowing how; and knowing whom. The hypotheses the authors raised were analyzed using statistical techniques and the following results were obtained: young people do not see new technologies as a threat to their current job; people who see the “Knowing How” competence as being more developed feel less pressure from new technologies; non-traditional theories show a greater potential to analyze technological pressure than traditional theories; and, finally, the nature of people’s jobs produces different impacts on the pressure of new technologies on their careers, since people who occupy positions involving more human interaction with internal or external clients feel less threatened. Findings It was found that the lowest mean among the constructs analyzed was the pressure from technology on career. The correlations between the competencies of intelligent careers and the perception of the pressure from technology on career were weak, but significant, whereas the “Knowing How” competency was negatively correlated with the pressure caused by technology. There was no significant influence of the anchors on the pressure from technology on career. However, incorporating the competencies of intelligent careers improved the statistical model’s fit. In associating job positions with the pressure from technology on career, administrative and operational positions showed higher averages than sales associate and management positions. Originality/value Broadly speaking, it can be noted that traditional career theories, especially the vocational counseling approach, are not sufficient to explain the impact of new technologies on careers. At the same time, one way of coping with the pressure brought about by technological advances may be in using technology itself to develop “useful professional skills,” in a manner consistent with “intelligent careers.”

Gerações e comprometimento em diferentes contextos de gestão de pessoas no Brasil

The purpose of this study is to analyze human resource management in organizations operating in Brazil, in connection to generational issues and commitment. A multi-case study was carried out in two companies: Dow and Promon. Questionnaires were applied to 331 Dow employees (out of a total population of 2465) and 298 Promon employees (out of a total population of 1800). As for generational management, results demonstrated that such management is not carried out in a formal manner, but rather takes place only informally through other programs that achieve this duty indirectly. At Promon, hierarchical position causes such a variation, whereas in Dow it is due to time at the company. Such differences are explained by the particular characteristics of the organizations. Such management takes place only informally, through other programs that achieve this duty indirectly. From this result, and from the display of the importance of productive coexistence among generations, the need for implementing formal policies that fulfill such a need can be observed. Generally speaking, although there is evidence of age-based generational differences in Brazil, there is evidence that human resource policies and practices, though not geared towards generational management, have the potential to make people commit in a similar manner, irrespective of their age. Keywords Generations; Human resource management; Commitment.

The transformation of specialist in leader: a case study in a telecommunications company

Promoting specialists to leaders without previous preparation can be considered an acceptable practice in some organizations. This paper intends to identify how and why technical specialists became leaders, and if they completed their knowledge after being promoted, connecting technical and leadership skills. Three assumptions were considered: (1) specialists have been desired leadership position in their career planning, (2) specialists considered promotion to leader as a pay grade increase, and have a prominent position, and (3) if there was a continuous improvement of Alvo Telecom leaders, identifying talents and developing them before and after they take the leadership role. The theoretical framework describes the professional experts in information technology (IT) and contemporary leadership. The research adopted a case study as a research method, with exploratory and qualitative methodological approach, based on interviews with structured questionnaire composed by open and closed questions. The result obtained after interviewing nine leaders of that organization, almost all of them no longer wished to continue in their technical career, however few have really prepared before getting an opportunity to lead a team, although they possessed characteristics and traits of leadership. The promotion was mainly due to their performance as technician. There was not a direct objective of getting a raise, but contribute more to the organization beyond their technical role, and transmit knowledge to team members. Leaders had own characteristics of leadership, however lacked developing others, and they expected, somehow, that the organization could direct them and do a periodic evaluation of their accomplishments.

Conditions for Service Climate in Brazilian Organizations

ABSTRACT This is a quantitative study designed with 374 corporate participants. Organizational climate was measured through 112,925 employees interviewed on their perception of the corporate participants, contemplating several organizational environment features, including customer service. In order to examine the conditions forming the organizational environment feature of customer service climate, the survey sought three factors linked to business management, namely: leadership, commitment, and organizational support. The relationship between the perception of leadership and service climate, commitment and organizational support is highlighted in the results.

Gestão de pessoas do Brasil em uma América Latina polarizada

This article provides an overview of human resource strategies employed by Brazilian companies in a polarized region of Latin America. Firstly, we highlighted the concerns of Brazilian managers in respect to the coming years, and to identify the current strategic approach of prominent companies in the Brazilian market. Secondly, we identified possible strategies for internationalization, particularly in the context of Latin America. The results of two surveys were used: one prospecting management trends by 2015 and another consisting of a sample of 541 companies that participate in a national survey in which HR managers answered a questionnaire. Among the results, it is noteworthy that the main issues of concern for Brazilian managers in the coming years. We found most the companies concerned with these challenges in the industries of information technology, iron and steel, and health services. Forty-nine of a total of 541 companies intend to internationalize, 17 of them towards Latin American. Their profile characterization allowed us to divide them into two groups: those focusing on the local needs of Latin American, and those looking to meet the expanding needs of Brazil or the country of their parent company.

Gestão de competitividade e políticas públicas de formação de mão-de-obra: o caso Centro Paula Souza

Os trabalhadores mais jovens sao os mais atingidos pela incompatibilidade entre o tipo de oferta e o perfil da demanda de mao-de-obra de padrao medio de qualificacao. Ha carencia de estudos quanto a mao-de-obra operacional, fator relevante de competitividade. Os objetivos deste artigo sao investigar origens e expectativas da clientela de escolas tecnicas, identificar motivos das escolhas profissionais e avaliar as politicas publicas que buscam equilibrio entre o conhecimento adquirido na escola e o exigido no mercado. A sustentacao teorica da pesquisa esta nos trabalhos de Naville, Maslow e Alderfer (quanto a motivacoes), adotando o modelo de Meister para avaliar vantagens competitivas. As entrevistas qualitativas com grupos de professores mostraram insatisfacao com a politica publica de selecao por merito, enquanto as entrevistas com alunos constataram que as politicas publicas de formacao tecnica nao atendem expectativas discentes. As trajetorias profissionais analisadas apresentam certa distância com estas expectativas. As entrevistas com os responsaveis por selecao e contratacao das empresas do setor em que a clientela escolar e formada demonstraram fragilidade de vinculos entre a escola e a empresa, com os bancos eletronicos de curriculos alcancando prioridade ante a oferta da clientela da escola tecnica.