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Abstract(s)
Em um mercado global e cada vez mais competitivo, as organizações têm que ser
capazes de se adaptarem e inovarem para se manterem a frente do mercado. Uma organização
que não muda não cresce, porém, para implementar a mudança, organizações precisam ir
além da concepção e da execução do plano de mudanças. Organizações precisam considerar
a importância do capital humano, a maneira como os colaboradores reagem e são afetados
pela mudança, pode ser a diferença entre o sucesso e o fracasso do projeto.
Para que uma mudança seja implementada de maneira bem-sucedida, as organizações
têm que envolver seus colaboradores no processo, manter-lhes informados e motivados, e
dessa maneira mantendo um clima organizacional positivo. Organizações que mudam com
a participação dos colaboradores conseguem implementar essas mudanças com maior
facilidade e menor resistência. Por essa razão se faz necessário o entendimento da relação
causal entre a mudança contínua e o clima organizacional, de que maneira esses interagem
e, de que forma os efeitos negativos da mudança podem ser neutralizados de maneira a não
desestabilizar o clima.
A presente investigação é um estudo de caso realizado à Granado Phebo, empresa
centenária brasileira1 que tem passado por diversas mudanças nos últimos anos. Por essa
razão, sendo um objeto de estudo ideal, permitindo a compreensão dos efeitos da mudança
na organização, nos seus colaboradores e no clima organizacional.
Os resultados obtidos permitiram responder as questões de investigação
demonstrando que: a mudança é vista com normalidade pelos colaboradores, lhes é
apresentada como crescimento e se torna uma forma de motivação. A organização mantém
um canal de comunicação aberto e transparente com seus colaboradores, mas a comunicação
apresenta espaço para melhorias. A organização estimula a cultura de inovação em seus
colaboradores, ao mesmo tempo que faz com que se sintam valorizados e motivados, e desse
modo mantendo a estabilidade do clima organizacional.
In a global and ever so competitive market, organizations have to be capable to adapt and innovate to stay ahead of the market. An organization that does not change does not grow, but to implement a change, companies have to go beyond the conception and execution of a plan. Companies need to consider the human capital, the way the employees react and are affected by that change, can be the difference between success and loss of the project. To have a successful change implemented, organizations have to engage their workers in the process, keep them informed and motivated, therefore keeping the organizational climate positive. Companies that change with their workers can implement those changes with easy, and with much less resistance. For that reason, it is so important to understand the causal relationship between continuous change and the organizational climate, how they interact and how the negative effects of change can be neutralized in a way that does not disturb the climate. This research project is a case study of Granado Phebo, a Brazilian centenary company that has passed through multiple changes in its latest years. Therefore being the perfect subject for this study, allowing us to comprehend the effects of change in the organization, their personnel and the climate. The results acquired is this study have allowed us to answer the investigation questions demonstrating that: Change is seen with normality by the workers; is presented to them as growth and becomes a motivational tool. The company keeps an open and transparent channel of communication with the employees, but the communication still shows room for improvement. The company also cultivates a culture of innovation in the workers, making them feel valued and motivated, therefore being able to maintain the organizational climate without changes.
In a global and ever so competitive market, organizations have to be capable to adapt and innovate to stay ahead of the market. An organization that does not change does not grow, but to implement a change, companies have to go beyond the conception and execution of a plan. Companies need to consider the human capital, the way the employees react and are affected by that change, can be the difference between success and loss of the project. To have a successful change implemented, organizations have to engage their workers in the process, keep them informed and motivated, therefore keeping the organizational climate positive. Companies that change with their workers can implement those changes with easy, and with much less resistance. For that reason, it is so important to understand the causal relationship between continuous change and the organizational climate, how they interact and how the negative effects of change can be neutralized in a way that does not disturb the climate. This research project is a case study of Granado Phebo, a Brazilian centenary company that has passed through multiple changes in its latest years. Therefore being the perfect subject for this study, allowing us to comprehend the effects of change in the organization, their personnel and the climate. The results acquired is this study have allowed us to answer the investigation questions demonstrating that: Change is seen with normality by the workers; is presented to them as growth and becomes a motivational tool. The company keeps an open and transparent channel of communication with the employees, but the communication still shows room for improvement. The company also cultivates a culture of innovation in the workers, making them feel valued and motivated, therefore being able to maintain the organizational climate without changes.
Description
Keywords
Organização Mudança Clima organizacional Comunicação Motivação Organization Change Organizational climate Communication Motivation