A influência do diagnóstico no desenvolvimento organizacional: um estudo de caso numa empresa do setor elétrico brasileiro
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2016
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No âmbito das organizações, o diagnóstico funciona como uma ferramenta fiável na construção de
um novo universo de entendimento e solução de problemas. O objetivo deste estudo é o de
contextualizar a importância do diagnóstico (Pesquisa-Ação) como processo de intervenção, além
de forte impulsionador do desenvolvimento organizacional, bem como caracterizar e relacionar a
influência de um diagnóstico organizacional nos resultados da gestão do Clima, mostrando, assim,
a sua eficácia no desenvolvimento das organizações.
Este objetivo evidencia o tipo de pesquisa realizada no decorrer desta investigação, que
se caracteriza pelo seu carácter exploratório-descritivo, obedecendo à metodologia de estudo de
caso, numa abordagem quantitativa e qualitativa. Privilegiou-se esta abordagem para investigar o
ambiente organizacional, correlacionando as questões aplicadas nos diagnósticos com as questões
das pesquisas de Clima aplicadas posteriormente, na organização, pelo Instituto Internacional
Great Place to Work e pela Fundação Instituto de Administração (FIA-USP/Você S/A), com a
finalidade de conhecer o desempenho do diagnóstico e quão efetivo é, na perspetiva de validar a
hipótese de que o diagnóstico organizacional influenciou fortemente os resultados alcançados nas
pesquisas externas de Clima. O cruzamento dos dados e a validação da hipótese do estudo foram
feitos com recurso ao software SPSS 19.0 (Satistical Package for Social Science).
Este estudo pretende ser um contributo no que diz respeito à utilização do processo de
Pesquisa-Ação (diagnóstico), no campo da administração, partindo do ponto de vista de que se
trata de uma poderosa ferramenta de investigação, compreensão e intervenção, que proporciona
aos gestores melhores resultados no desenvolvimento organizacional. Permite, além disso, aos
Recursos Humanos atuar estrategicamente, através da simplicidade da metodologia e da
formulação de um modelo capaz de facilitar a compreensão e intervenção nos problemas
complexos, sob um enfoque sistémico, aplicável a qualquer organização, independentemente da
sua tipologia ou dimensão.
Within the organizations, the diagnosis can become a reliable tool to build a whole new universe of problem understanding and solving. The aim of this study is to contextualize the importance of diagnosis - (action research) as an intervention process and a strong booster in organization development, while characterizing and relating the influence of organizational diagnosis in Climate management results, thus showing its effectiveness in organizations’ development process. It points to the type of survey conducted throughout this research, which was of an exploratory and descriptive nature, following the case study method in a quantitative and qualitative approach. This methodology was chosen because it looks into the organizational Climate correlating the issues applied in the diagnosis with the Climate research issues later applied in the organization by the International Great Place to Work Institute and Administration Institute Foundation (FIA-USP/Você S/A), in order to study the effectiveness and performance of diagnosis as well as validate the hypothesis that the organizational diagnosis strongly influenced the organization’s results as shown in the external Climate surveys. Cross-referencing of data and validation of the study hypothesis was done with recourse to SPSS (Statistical Package for Social Sciences) 19.0 software. The present study aims at contributing to the field of management, especially as regards the use of an action-research process (diagnosis), since it is a powerful research, understanding and intervention tool, that allows managers to obtain better results as far as organization development is concerned. It also makes it possible for Human Resources to act strategically, providing a type of methodology that is simple and enables understanding of and intervention in complex problems through a systemic approach that can be applied to any organization, regardless of type or size.
Within the organizations, the diagnosis can become a reliable tool to build a whole new universe of problem understanding and solving. The aim of this study is to contextualize the importance of diagnosis - (action research) as an intervention process and a strong booster in organization development, while characterizing and relating the influence of organizational diagnosis in Climate management results, thus showing its effectiveness in organizations’ development process. It points to the type of survey conducted throughout this research, which was of an exploratory and descriptive nature, following the case study method in a quantitative and qualitative approach. This methodology was chosen because it looks into the organizational Climate correlating the issues applied in the diagnosis with the Climate research issues later applied in the organization by the International Great Place to Work Institute and Administration Institute Foundation (FIA-USP/Você S/A), in order to study the effectiveness and performance of diagnosis as well as validate the hypothesis that the organizational diagnosis strongly influenced the organization’s results as shown in the external Climate surveys. Cross-referencing of data and validation of the study hypothesis was done with recourse to SPSS (Statistical Package for Social Sciences) 19.0 software. The present study aims at contributing to the field of management, especially as regards the use of an action-research process (diagnosis), since it is a powerful research, understanding and intervention tool, that allows managers to obtain better results as far as organization development is concerned. It also makes it possible for Human Resources to act strategically, providing a type of methodology that is simple and enables understanding of and intervention in complex problems through a systemic approach that can be applied to any organization, regardless of type or size.
Descrição
Dissertação de Mestrado em Gestão
Palavras-chave
Cultura organizacional , Comportamento organizacional , Diagnóstico organizacional