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Abstract(s)
O conflito faz parte da nossa vivência enquanto seres sociais em constante
interação com os outros, ele é parte integrante da vida dos seres humanos. A sua
existência não é prejudicial, antes pelo contrário, promove o crescimento e
desenvolvimento. A sua anulação ou inexistência não seriam de modo algum benéficas
quer para os indivíduos quer para as organizações.
O desenvolvimento do tema situa-se essencialmente no âmbito da gestão de
conflitos e consequente satisfação dos trabalhadores no contexto empresarial, pretendese
especificamente analisar os estilos de gestão de conflitos e as diversas dimensões
inerentes à satisfação no trabalho.
Para responder ao objetivo geral definido aplicámos um questionário a 100
colaboradores de uma empresa do ramo das telecomunicações.
Com o estudo efetuado concluímos que relativamente à estratégia de gestão de
conflitos a que os colaboradores da amostra mais recorrem é a Partilha, o que significa
que no geral os colaboradores quando enfrentam uma situação de conflito cedem
sempre algo nas suas posições ou opiniões. De seguida, surge o estilo Colaboração que
implica a colaboração entre as partes e, consequentemente, leva a uma maior abertura
de negociação, pressupondo uma alta preocupação consigo próprio e com os outros. O
estilo menos utilizado foi o de Evitamento, ou seja, o fugir ao problema pressupondo
uma reduzida preocupação consigo mesmo e com os outros.
Em relação à (in)satisfação no trabalho, as dimensões que registaram maiores
níveis de satisfação foram: satisfação com o reconhecimento profissional, com o suporte
organizacional, com o relacionamento afetivo no trabalho, com a utilidade social da
organização e do trabalho e insatisfação com a sobrecarga de trabalho e com a falta de
suporte psicossocial.
Como resultado da análise inferencial confirmou-se a existência de relação
estatisticamente significativa entre as variáveis vínculo profissional e os estilos de
gestão de conflitos (colaboração, acomodação, partilha e evitamento). Também a
variável, escolheria de novo esta empresa para trabalhar registou diferenças
significativas com a escala de gestão de conflitos nas dimensões colaboração e
acomodação. Também se encontraram relações significativas entre as variáveis funções
de gestão/chefia e os estilos de gestão de conflitos (colaboração, acomodação, partilha e evitamento), tal como entre a variável classificação atribuída à chefia e os estilos de
gestão de conflitos acomodação.
O estudo salienta que os estilos de gestão de conflitos adotados pelos
colaboradores de uma empresa não influenciam a satisfação no trabalho destes
colaboradores.
The conflict is part of our existence as social beings in constant interaction with others, it is part of the life of human beings. Its existence is not harmful, but rather promotes the growth and development. Their absence would not be beneficial both for individuals and for organizations. The subject development is located primarily in the management of conflicts and the consequent satisfaction of workers in a business context, it is intended specifically to analyze the styles of conflict management and the various dimensions involved in job satisfaction. To meet the overall goal set it was applied a questionnaire to 100 employees of a company's telecommunications business. With this study we conclude that one of the strategy of conflict management that employees use most of the sample is Sharing, which means that in general the employees when they face a situation of conflict they give way in their positions or opinions. Then comes the style collaboration that involves collaboration between the parties and, consequently, leads to a more open trading, assuming a high concern with himself and others. The style least used was the Avoidance, which is escape from the problem assuming a low concern with oneself and others. In relation to (dis) satisfaction at work, the dimensions that registered higher levels of satisfaction were: satisfaction with the professional recognition, with organizational support, affective relationship with the work, the social utility of the organization and work, and dissatisfaction with work overload and lack of psychosocial support. As a result of inferential analysis confirmed the existence of statistically significant relationship between the variables employment status and styles of conflict management (collaboration, accommodation, sharing and avoidance). Also the variable, choose this company again noted significant differences to work with the scale of conflict management in collaborative dimensions and accommodation. It also found significant relationships between variables functions of management / leadership styles and conflict management (collaboration, accommodation, sharing and avoidance) as the variable between the assigned leadership and management styles of conflict accommodation. The study emphasizes that the conflict management styles adopted by employees of a company do not influence job satisfaction of employees.
The conflict is part of our existence as social beings in constant interaction with others, it is part of the life of human beings. Its existence is not harmful, but rather promotes the growth and development. Their absence would not be beneficial both for individuals and for organizations. The subject development is located primarily in the management of conflicts and the consequent satisfaction of workers in a business context, it is intended specifically to analyze the styles of conflict management and the various dimensions involved in job satisfaction. To meet the overall goal set it was applied a questionnaire to 100 employees of a company's telecommunications business. With this study we conclude that one of the strategy of conflict management that employees use most of the sample is Sharing, which means that in general the employees when they face a situation of conflict they give way in their positions or opinions. Then comes the style collaboration that involves collaboration between the parties and, consequently, leads to a more open trading, assuming a high concern with himself and others. The style least used was the Avoidance, which is escape from the problem assuming a low concern with oneself and others. In relation to (dis) satisfaction at work, the dimensions that registered higher levels of satisfaction were: satisfaction with the professional recognition, with organizational support, affective relationship with the work, the social utility of the organization and work, and dissatisfaction with work overload and lack of psychosocial support. As a result of inferential analysis confirmed the existence of statistically significant relationship between the variables employment status and styles of conflict management (collaboration, accommodation, sharing and avoidance). Also the variable, choose this company again noted significant differences to work with the scale of conflict management in collaborative dimensions and accommodation. It also found significant relationships between variables functions of management / leadership styles and conflict management (collaboration, accommodation, sharing and avoidance) as the variable between the assigned leadership and management styles of conflict accommodation. The study emphasizes that the conflict management styles adopted by employees of a company do not influence job satisfaction of employees.
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Keywords
Organização Empresa Gestão de conflitos Satisfação no trabalho Organization Company Conflict management Job satisfaction