Mário Teixeira Reis Neto

Values, motivation, commitment, performance and rewards: analysis model

The purpose of this paper is to investigate how construct values, motivation, commitment, performance and reward are associated with professionals from different countries, from the framework of a hypothetical structural model.,The survey was cross-sectional, descriptive and quantitative. The sample of individuals corresponding to three different countries, with information collected from a sample of 406 respondents, and from a convenience sample of two companies, one company in the oil and gas sector, surveyed in Mexico and the USA, and the other company in the electronics industry, researched in Brazil.,Thus, the association of the construct values with motivation in Mexico, demonstrated a better balance of the proposed hypothetical structural model. The study identified six groups (clusters) of different individuals according to values, and also, its associative relationship according to the variables of the proposed hypothetical structural model. The identification of each cluster was possible, according to the variables of the hypothetical structural model, and the groups with greater proximity between Mexico and USA were very similar, mostly because US companies have many Mexicans in their staff.,Therefore, it is understood that the approach used in this work could eventually be replicated in other regions to seek confirmations and/or contradictions of the results, contributing to future studies to relate such constructs.,It is expected that this work can stimulate others that aim to explore the hypothetical structural model in more countries or organizations in order to understand the influence of the constructs in or ganizational management, enabling people management area to be more effective in conducting relevant management processes for each organization.,The proposed model has shown that organizational management allowed the verification of the association between constructs motivation, commitment, performance and reward, excluding the construct values.

Comprometimento e desempenho no trabalho: análise em uma pequena empresa de varejo / Commitment and work performance: analysis in a small retail company

Este estudo teve como principal objetivo analisar as relacoes do comprometimento organizacional da equipe de vendas da pequena empresa de varejo, com o desempenho individual de seus componentes. O comprometimento organizacional, em suas abordagens, afetiva e instrumental, foi medido por meio de uma escala, primeiramente desenvolvida por Bastos (1993) e, posteriormente, validada por Menezes e Bastos (2010a). Foi feito um estudo, qualitativo e quantitativo, em uma empresa lider em seu mercado de atuacao. E, para a avaliacao do desempenho dos vendedores, foram utilizados tres indicadores: avaliacao do coordenador direto; auto-avaliacao; e valor de percentual recebido sobre as vendas durante um determinado periodo. Foi possivel identificar um alto percentual de colaboradores comprometidos com a organizacao, especialmente sob a abordagem instrumental. Isso foi interpretado como uma consequencia das relacoes de trabalho estabelecidas pela empresa, pautadas pela enfase em resultados e por uma elevada rotatividade de pessoal. Encontrou-se ainda uma correlacao positiva entre o comprometimento organizacional e o desempenho individual (avaliacao do coordenador), assim como uma diferenca significativa entre os valores medios do percentual recebido sobre as vendas, a favor dos vendedores identificados na pesquisa como empregados comprometidos. The main objective of this study was to analyze the relationship between organizational commitment of the salesmen and their individual performance. The organizational commitment in their affective and instrumental approaches was measured by the scale first developed by Bastos (1993) and later validated by Menezes and Bastos (2010a). It was done a qualitative quantitative study in a leader company in its market and the performance was evaluated using three indicators: direct boss assessment, self-appraisal and commission on sales received during a given period. It was possible to identify a high percentage of organizational commitment, especially in the instrumental approach. This was interpreted as a consequence of labor relations established by the company, guided by an emphasis on results and a high turnover of staff. It was found a positive correlation between organizational commitment and performance (direct boss evaluation) and a significant difference between the average commission on sales and the committed salesmen.

ORIGENS E EVOLUÇÃO DA RESPONSABILIDADE SOCIAL CORPORATIVA: UMA PERSPECTIVA HISTÓRICA DE QUATRO SIDERÚRGICAS BRASILEIRAS

This article proposes a historical and methodological perspective in order to unravel the origins and evolution of corporate soc ial responsibility in Brazilian steelworks. The study reveals three different stages in the implementation of social actions within the steel industry, characterized by alternations in the meanings and strategic interests of corporations over time: a paternalistic era marked by an effort to establish the workforce in the industrial environment, an assistencialist phase focused on the philanthropic actions of corporate management, and a third stage entitled as professional, which includes the officialization of the management structure of social projects. The research confirms the importance of the historical paradigmatic method in understanding the influence of industrial activity upon the establishment of communities, one of the pillars of Guerreiro Ramos’ concept (1981) to understand the consolidation of civil societies.