Comunicações J-P-E

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    Transformar o Capitalismo com Utopias Reais: Em torno do legado de Erik OlinWright
    (Centro de Estudos Sociais da Universidade de Coimbra, 2021-07) Almeida, Vasco; Estanque, Elísio; Costa, Daniel Neves; Dietz, Kristina; Engels, Bettina; Ribeiro, Catarina; Wimmer, Christopher; Francisco, Daniel; Araújo, Danielle Pereira de; Cunha, Davilson Marques; Pereira, João Aparecido Gonçalves; Borges, Marcia Leite; Costa, Elizardo Scarpati; Valle, Jaime Aja; Tarrit, Fabien; Ferreira, Giovanilton André Carretta; Roque, Isabel; Freitas, Jonas Augusto da Silva; Vossole, Jonas; Espirito-Santo, José; Mello, Kemilly Bianca; Campos, Margarida de Cássia
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    Motivational Tools within Organizational Management
    (2013) Silva, Maria do Carmo; Galvão, Ana; Pereira, Fernando
    This communication is about the theme of organizational development. This is one of the most important and relevant dimensions of the organizational success. Having motivational tools that act as the trigger for the environment improvement should be one of the concerns of leaders. The aim is to discuss about the importance of emotional development of the associates and its relations with the organizational environment. The methodology was based in a personal reflexion about a decade of professional experience of organizational management and human resources as well in the literature revision about the issue. The major conclusions that we would like to highlight are: (1) organizational management implies managing people as a resource (in the view more economicist and technics) and consider people as individuals (human beings) with their values, beliefs, identities, attitudes and behaviors’. (2) having a tool which identifies the level of emotional development is fundamental in order to contribute for a good organizational environment; (3) can control in a positive manner the emotions is one of the competencies to developed having in mind achieve the satisfaction of all players (associates), as a way to contribute for a good organizational performance.
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    Management Leadership Styles and Their Impact on the Motivation of Staff of the Third Sector
    (2013) Silva, Maria do Carmo; Nascimento, Cristiana; Galvão, Ana
    Leadership and motivation are key aspects in achieving the success of organizations. Leaders have a prominent role in organizations, either through strategic decision-making, both in motivating associates. The central objective of this study is to know the styles of leadership and motivation dominant in the third sector. Therefore, we want to know which has the characteristics of the current leaders and effective leaders, existing types of motivation, and the relationship established between the current leadership and motivation in the nonprofit sector. We conducted a study of character quantitative, exploratory and correlational, using as an instrument of data collection, a questionnaire, to assess motivation and leadership in the hospitality industry. As main conclusions obtained that the characteristics are different from the current leader of the characteristics of effective leaders and the motivations depending on several factors may be intrinsic or extrinsic. Regarding work motivation, this is significantly correlated with the generality of the items of the current leadership, however, the characteristics of the current leader does not show significant correlation with the leader's role in motivating the respondents.
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    (2013) Silva, Maria do Carmo; Galvão, Ana; Pereira, Fernando
    The purpose of this communication is to address the management of human resources in the organizations. The aim is to discuss a range of issues that are likely to be applied in the management of human resources, such as competence management, organizational development, and administrative management. Reference is also made to some support tools for decision making as well as the coaching process in the management of human resources. The methodology used is based on a personal reflection upon two decades of professional experience in the management of organizations and human resources and on the bibliographic review on this subject. We highlight the following main conclusions: (1) the integration of human resources management in the organizational strategy optimizes the entire process of organizational development, contributing to excellence; in this sense we emphasize the importance of the human resources management be in line with the top administration; (2) the human resource management implies recognizing people as a resource (in its more technical and economicist way) but also recognize people as individuals (a human being) with their values, beliefs, identities, attitudes and behaviours; (3) despite these evidences, a larger number of organizations continue to focus their practice in the management of people as a mere resource, being important to investigate and discuss the reasons that underlie this misconception.
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    Cross–Cultural Research: Adaptation and Validation of Emotional Development Questionnaire for Adults (QDE_A)
    (2012) Silva, Maria do Carmo; Pimenta, Rui; Galvão, Ana
    All organizations target a leading position in the market they operate in. To attain this leading position, it is essential to correctly balance the associates’ rational and emotional competences. Hence the pertinence of instruments which allow the measurement of the associates’ level of emotional competences. This paper describes the process that this specific method adopted in the cross-cultural translation of QDE_A (Questionnaire: Emotional Development for Adults) – the Spanish version into Portuguese (European) language. Our results allowed us to provide a tool in Portuguese language to evaluate emotional competences useful for human resources’ managers as well as coaches