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Autonomia no trabalho
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Introdução/ enquadramento/ objetivos: A Autonomia Laboral pode relacionar-se com o bem-estar, aumento do desempenho e produtividade dos funcionários, traduzindo-se em ganhos óbvios também para os empregadores. Atendendo a estas premissas desenvolveu-se uma revisão para melhor contextualizar o fenómeno. Metodologia: Trata-se de uma Revisão Bibliográfica, iniciada através de uma pesquisa, realizada em janeiro de 2022, nas bases de dados “CINALH plus with full text, Medline with full text, Database of Abstracts of Reviews of Effects, Cochrane Central Register of Controlled Trials, Cochrane Database of Systematic Reviews, Cochrane Methodology Register, Nursing and Allied Health Collection: comprehensive, MedicLatina e RCAAP”. Conteúdo: Autonomia individual pode ser definida como autodeterminação, possibilidade de executar objetivos, com liberdade para escolher/planear e agir de acordo com valores e metas; ou seja, poder escolher sem interferências e havendo respeito dos outros em relação às decisões tomadas. Assim, facilmente o indivíduo considera que todo o processo foi válido e com significado. Contudo, tal liberdade (que nunca é absoluta) implica responsabilização. Autonomia no trabalho é um conceito mais restrito que Autonomia individual, uma vez que existirá sempre alguma subordinação ao mercado/instituição. Ainda assim, conseguirá ter liberdade para determinar alguns itens, mas sendo na mesma responsabilizado por tal. Tanto é a liberdade no exercício de funções e tarefas (em sentido mais restrito), como capacidade de decisão e intervenção no processo de trabalhar, influenciando a organização global, condições de trabalho, incluindo eventual autocontrolo/autoavaliação, em sentido mais lato. Numa mesma instituição, pode existir diferentes patamares de Autonomia individual e de grupo. A Autonomia real implica uma divisão interna de tarefas voluntária; por sua vez, a Autonomia subordinada ou contida é controlada, tem limites e até se pode associar a situações de exploração. Discussão e Conclusões: A maioria dos documentos associa Autonomia a algo positivo em termos ocupacionais; contudo, na realidade, e também dependendo do subtipo específico e do contexto, ela pode implicar ansiedade, mais responsabilização e piores condições laborais. Poderá a equipa de Saúde e Segurança Ocupacionais capacitar empregadores, chefias e trabalhadores, no sentido de fazer evoluir a instituição, para que todos fiquem beneficiados. Seria relevante que algumas equipas já com projetos neste âmbito conseguissem divulgar os seus resultados e conclusões, sob a forma de artigos científicos.
Introduction/framework/objectives: Labor Autonomy can be related to well-being, increased performance and productivity of employees, translating into obvious gains for employers as well. Given these premises, areview was developed to better contextualize. Methodology: This is a Bibliographic Review, initiated through a search carried out in January 2022, in the databases “CINALH plus with full text, Medline with full text, Database of Abstracts of Reviews of Effects, Cochrane Central Register of Controlled Trials, Cochrane Database of Systematic Reviews, Cochrane Methodology Register, Nursing and Allied Health Collection: comprehensive, MedicLatina and RCAAP”. Contents: Individual autonomy can be defined as self-determination, possibility to execute objectives, with freedom to choose/plan and act according to values and goals; that is, the possibility of choosing without interference and with respect from others in relation to the decisions taken. Thus, the individual easily considers that the entire process was valid and meaningful. However, such freedom (which is never absolute) implies responsibility. Autonomy at work is a more restricted concept than individual autonomy since there will always be some subordination to the market/institution. Even so, worker will be able to have the freedom to determine some items, but also being held responsible for doing so. There is Autonomy to the freedom in the exercise of functions and tasks (in a more restricted sense), as also the ability to decide and intervene in the work process, influencing the global organization, working conditions, including possible self-monitoring/selfassessment, in a broader sense. In the same institution, there may be different levels of individual and group autonomy. Real Autonomy implies a voluntary internal division of tasks; in turn, subordinated or contained autonomy is controlled, has limits and can even be associated with situations of exploitation. Discussion and Conclusions: Most documents associate Autonomy with something positive in occupational terms; however, in reality, and also depending on the specific subtype and context, it can imply anxiety, more responsibility and worse working conditions. It may be up to the Occupational Health and Safety team to train employers, managers and workers, to make each institution evolve in the sense that all these parts benefit more. It would be relevant for some teams already with projects in this area to be able to disseminate their results and conclusions, according to the publication of scientific papers.
Introduction/framework/objectives: Labor Autonomy can be related to well-being, increased performance and productivity of employees, translating into obvious gains for employers as well. Given these premises, areview was developed to better contextualize. Methodology: This is a Bibliographic Review, initiated through a search carried out in January 2022, in the databases “CINALH plus with full text, Medline with full text, Database of Abstracts of Reviews of Effects, Cochrane Central Register of Controlled Trials, Cochrane Database of Systematic Reviews, Cochrane Methodology Register, Nursing and Allied Health Collection: comprehensive, MedicLatina and RCAAP”. Contents: Individual autonomy can be defined as self-determination, possibility to execute objectives, with freedom to choose/plan and act according to values and goals; that is, the possibility of choosing without interference and with respect from others in relation to the decisions taken. Thus, the individual easily considers that the entire process was valid and meaningful. However, such freedom (which is never absolute) implies responsibility. Autonomy at work is a more restricted concept than individual autonomy since there will always be some subordination to the market/institution. Even so, worker will be able to have the freedom to determine some items, but also being held responsible for doing so. There is Autonomy to the freedom in the exercise of functions and tasks (in a more restricted sense), as also the ability to decide and intervene in the work process, influencing the global organization, working conditions, including possible self-monitoring/selfassessment, in a broader sense. In the same institution, there may be different levels of individual and group autonomy. Real Autonomy implies a voluntary internal division of tasks; in turn, subordinated or contained autonomy is controlled, has limits and can even be associated with situations of exploitation. Discussion and Conclusions: Most documents associate Autonomy with something positive in occupational terms; however, in reality, and also depending on the specific subtype and context, it can imply anxiety, more responsibility and worse working conditions. It may be up to the Occupational Health and Safety team to train employers, managers and workers, to make each institution evolve in the sense that all these parts benefit more. It would be relevant for some teams already with projects in this area to be able to disseminate their results and conclusions, according to the publication of scientific papers.
Descrição
Palavras-chave
Autonomia Autonomy Medicina do trabalho Occupational health Occupational medicine Saúde ocupacional
Contexto Educativo
Citação
Santos, M., Almeida, A., & Lopes, C. (2022). Autonomia no trabalho. Revista Portuguesa de Saúde Ocupacional Online, (13), 1-11. https://doi.org/10.31252/RPSO.12.03.2022
Editora
Licença CC
Sem licença CC