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Advisor(s)
Abstract(s)
Grande parte das organizações atravessam constantemente o desafio de se adaptarem às
mudanças que se fazem sentir à escala global. As gerações são um dos desafios que as
organizações devem saber gerir, pois são hoje uma realidade que não se limita à existência de
apenas uma ou duas gerações, mas sim de uma verdadeira convivência geracional.
As organizações devem garantir uma constante atualização e preocupação com as diferentes
gerações, garantindo um acompanhamento personalizado, demonstrando que se preocupam em
estar informados sobre as diferentes características de cada geração. Grande parte do sucesso da
gestão de pessoas depende da eficácia da comunicação interna, sendo que é através de uma boa
implementação que se garante que os colaboradores estejam motivados e que apresentem níveis
de engagement elevados. Perante uma existência de diferentes gerações, a maneira de comunicar
multiplica-se por tantas vezes quantas as gerações existentes, sendo fulcral que esta realidade
não seja entendida como um problema, mas sim como uma oportunidade de crescimento e de
sucesso organizacional.
Ao considerar a cultura organizacional da Siemens Portugal implica que se considerem as quatro
diferentes gerações presentes na organização, desde os Baby Boomers com um estilo de
comunicação mais diplomático aos recém-chegados membros da Geração Z que para eles a
comunicação só faz sentido se for complementada por tecnologia.
Neste sentido, a comunicação interna e o seu contributo nos níveis de engagement dos
colaboradores tem vindo a ser alvo de estudo, pois a sua eficácia pode conduzir a resultados
organizacionais bastante positivos. Assim, de forma a conhecer-se os níveis de engagement das
diferentes gerações de colaboradores, pretendeu-se estudar qual o impacto que a comunicação
interna detém sobre esta variável e, de que forma as diferentes gerações percecionam o
contributo da mesma.
Nesta dissertação foi possível concluir que todas as gerações presentes na Siemens Portugal
valorizam o papel da comunicação interna e que o bom funcionamento da mesma influência
positivamente os níveis de engagement dos colaboradores.
Most organizations are constantly facing the challenge of adapting to changes on a global scale. The generations are one of the challenges that organizations must know how to manage, because they are today a reality that is not limited to the existence of only one or two generations, but a true generational coexistence. Organizations must guarantee a constant updating and concern with the different generations, guaranteeing a personalized follow-up, showing that they are concerned about being informed about the different characteristics of each generation. A great part of the success of people management depends on the effectiveness of internal communication, and it is through a good implementation that it is guaranteed that employees are motivated and have high levels of engagement. Faced with the existence of different generations, the way to communicate is multiplied as many times as the existing generations, being crucial that this reality is not understood as a problem, but rather as an opportunity for growth and organizational success. When considering Siemens Portugal's organizational culture, it implies considering the four different generations present in the organization, from Baby Boomers with a more diplomatic style of communication to the newcomers who are members of Generation Z that for them, communication only makes sense if complemented by technology. In this sense, internal communication and its contribution in the levels of employee engagement has been the target of study, because its effectiveness can lead to very positive organizational results. Thus, in order to know the levels of engagement of the different generations of employees, it was intended to study what impact internal communication has on this variable and how the different generations perceive its contribution. In this dissertation it was possible to conclude that all generations present at Siemens Portugal value the role of internal communication and that the good functioning of the same influence positively influences the levels of employee engagement.
Most organizations are constantly facing the challenge of adapting to changes on a global scale. The generations are one of the challenges that organizations must know how to manage, because they are today a reality that is not limited to the existence of only one or two generations, but a true generational coexistence. Organizations must guarantee a constant updating and concern with the different generations, guaranteeing a personalized follow-up, showing that they are concerned about being informed about the different characteristics of each generation. A great part of the success of people management depends on the effectiveness of internal communication, and it is through a good implementation that it is guaranteed that employees are motivated and have high levels of engagement. Faced with the existence of different generations, the way to communicate is multiplied as many times as the existing generations, being crucial that this reality is not understood as a problem, but rather as an opportunity for growth and organizational success. When considering Siemens Portugal's organizational culture, it implies considering the four different generations present in the organization, from Baby Boomers with a more diplomatic style of communication to the newcomers who are members of Generation Z that for them, communication only makes sense if complemented by technology. In this sense, internal communication and its contribution in the levels of employee engagement has been the target of study, because its effectiveness can lead to very positive organizational results. Thus, in order to know the levels of engagement of the different generations of employees, it was intended to study what impact internal communication has on this variable and how the different generations perceive its contribution. In this dissertation it was possible to conclude that all generations present at Siemens Portugal value the role of internal communication and that the good functioning of the same influence positively influences the levels of employee engagement.
Description
Keywords
Gerações Comunicação interna Cultura organizacional Generations Internal communication Engagement Organizational culture