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Abstract(s)
Esta dissertação de mestrado teve como objetivos verificar as reais motivações para a competitividade nas empresas, tendo em conta as seguintes dimensões: preocupação; comunicação; consenso; compromisso; controlo; criatividade; contribuição e cooperação, bem como averiguar se as variáveis independentes (idade, área de residência, cargo na empresa, vínculo contratual, número de pessoas que trabalham na empresa, nível de escolaridade) influenciam na perceção que os sujeitos da amostra têm acerca do modelo de cultura empresarial para a competitividade.
Optámos por um estudo de natureza quantitativa, com recurso ao inquérito por questionário aplicado a uma amostra de 93 colaboradores de várias empresas, situadas, geograficamente, nas zonas norte, centro e sul do país.
Os resultados obtidos sugeriram que as empresas, onde os sujeitos da amostra exercem, demonstraram que, num cômputo geral, promovem reais motivações para a competitividade da empresa, tendo em conta: a preocupação, a comunicação, o consenso, o compromisso, o controlo, a criatividade, a contribuição e a cooperação. Assim sendo, poder-se-á dizer que estas empresas têm em conta a responsabilidade social visando uma maior competitividade.
A análise inferencial dos resultados demonstrou que o cargo que exerce e o número de pessoas que trabalham foram as únicas variáveis a influenciar a perceção dos sujeitos da amostra em relação ao Modelo de Cultura Empresarial para a Competitividade, resultando na aceitação das hipóteses inicialmente formuladas.
This dissertation aimed to explore the real motivations for the competitiveness in companies, taking into account the following dimensions: concern; communication, consensus, commitment, control, creativity, contribution and cooperation, as well as to determine whether the independent variables (age, area of residence, position in the company, contractual bond, number of people working in the business, education level) influence the perception of the subjects’ sample have about the corporate culture model for competitiveness. We chose a quantitative study, using the survey questionnaire applied to a sample of 93 employees of various companies, situated, geographically, in the north, center and south areas of the country. The results suggest that companies, where the subjects’ sample work, demonstrated that, in balance, promote real motivations for the company’s competitiveness, taking into account: concern, communication, consensus, commitment, control, creativity, contribution and cooperation. Thus, it may be said that these companies have social responsibility into account, in order to increase competitiveness. The inferential analysis of the results showed that the position the employee held and the number of people working were the only variable to influence the perception of the subjects in relation to the Model for Corporate Culture Competitiveness, resulting in the acceptance of the hypothesis initially formulated.
This dissertation aimed to explore the real motivations for the competitiveness in companies, taking into account the following dimensions: concern; communication, consensus, commitment, control, creativity, contribution and cooperation, as well as to determine whether the independent variables (age, area of residence, position in the company, contractual bond, number of people working in the business, education level) influence the perception of the subjects’ sample have about the corporate culture model for competitiveness. We chose a quantitative study, using the survey questionnaire applied to a sample of 93 employees of various companies, situated, geographically, in the north, center and south areas of the country. The results suggest that companies, where the subjects’ sample work, demonstrated that, in balance, promote real motivations for the company’s competitiveness, taking into account: concern, communication, consensus, commitment, control, creativity, contribution and cooperation. Thus, it may be said that these companies have social responsibility into account, in order to increase competitiveness. The inferential analysis of the results showed that the position the employee held and the number of people working were the only variable to influence the perception of the subjects in relation to the Model for Corporate Culture Competitiveness, resulting in the acceptance of the hypothesis initially formulated.
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Keywords
Empresas Competitividade Ética Responsabilidade social Business Competitiveness Ethics Social responsibility