Negociação e liderança: papel da chefia direta na gestão da pressão
Ano de defesa: | 2010 |
---|---|
Autor(a) principal: | |
Orientador(a): | |
Banca de defesa: | |
Tipo de documento: | Dissertação |
Tipo de acesso: | Acesso aberto |
Idioma: | por |
Instituição de defesa: |
Não Informado pela instituição
|
Programa de Pós-Graduação: |
Não Informado pela instituição
|
Departamento: |
Não Informado pela instituição
|
País: |
Não Informado pela instituição
|
Palavras-chave em Português: | |
Palavras-chave em Inglês: | |
Link de acesso: | http://hdl.handle.net/10438/7957 |
Resumo: | This study aim identifying, through the lens of Human Resources Managers, the correlation between managers' negotiation competencies and the relationship built with their teams. It also aims to probe the existence of a modulating effect between this relationship and the respective team' s pressure perception. One of the challenges that managers face is how to keep a team motivated and mobilized in an increasing pressure environrnent. In the first and second chapter we introduce the theme and define the Problem to be studied. In the third chapter, we walked through labor, organization and human history willing to ground in a timeline the joumey in the search ofbalance laborlaborer, the mankind's place in shaping this history and some important thinkers of people management. This chapter is a door opener for the next one where we study stress, particularly, occupational stress. In this fourth chapter we point the difference between pressure - present in the environrnent - and stress, derived from the individual interpretation. Our interest in this subject comes from the observation that pressure arises when the market suffers a retraction but also arises when it is heated, so, it increases every time. So, if there is a correlation between how teams or a person 'perceives' his leader and the 'pressure around', this information could be useful for people management, particularly addressing occupational stress. We deepen the concept of Social Support, the net that protects the employee in high-pressure contexts with an emphasis on the leader's role as the main source ofthis support. In chapter 5 we deepen in conjlict due to its' impact on occupational stress leveIs. The workplace relationship is, by its nature, a long term relationship and that makes conflict management a relevant issue on manager's agenda. However, the appropriate conflict management depends on the diagnosis (technical approach) and the confidence leveI build in the relationship (relationallevel). Although we are aware that significant part of the conflicts are related to the corporate structure and strategy, we purposely drove our attention to managers and middle leaders that are part of more representative part of the company' s leadership group aiming to provoke ideas that could contribute to the relationships and results improvement. In chapter six we present the Methodology used and in the seventh chapter we discuss the field research results carried with big companies' Human Resource managers. In this chapter we seek, through HR's sight, a perception over the impact of the leadership comparing them using a subjective perception of higher or lower negotiation capabilities with their teams. The research used a flexible grid supported by a semi-structured questionnaire. Data were decoded by Content Analysis method. Due to the sample size, a statistic treatment was not necessary. The evaluation allow infer that there is a straight relationship between a leader behavior over his team stress perception at the workplace. The study pointed the need for a deeper analysis of the issue considering that the literature and the initial results show an important role of immediate report over the team stress leveI perception. Concluding this study, the research offers questions regarding the company and the leader role on dealing with teams under constant pressure. |
id |
FGV_e5fe09636e47e2599bc9348331c5b77f |
---|---|
oai_identifier_str |
oai:repositorio.fgv.br:10438/7957 |
network_acronym_str |
FGV |
network_name_str |
Repositório Institucional do FGV (FGV Repositório Digital) |
repository_id_str |
|
spelling |
Aylmer, RobertoEscolas::EBAPEMotta, Paulo RobertoCosta, Isabel de Sá Affonso daSobral, Filipe2011-04-29T11:30:55Z2011-04-29T11:30:55Z2010-11-25AYLMER, Roberto. Negociação e liderança: papel da chefia direta na gestão da pressão. Dissertação (Mestrado em Gestão Empresarial) - FGV - Fundação Getúlio Vargas, Rio de Janeiro, 2010.http://hdl.handle.net/10438/7957This study aim identifying, through the lens of Human Resources Managers, the correlation between managers' negotiation competencies and the relationship built with their teams. It also aims to probe the existence of a modulating effect between this relationship and the respective team' s pressure perception. One of the challenges that managers face is how to keep a team motivated and mobilized in an increasing pressure environrnent. In the first and second chapter we introduce the theme and define the Problem to be studied. In the third chapter, we walked through labor, organization and human history willing to ground in a timeline the joumey in the search ofbalance laborlaborer, the mankind's place in shaping this history and some important thinkers of people management. This chapter is a door opener for the next one where we study stress, particularly, occupational stress. In this fourth chapter we point the difference between pressure - present in the environrnent - and stress, derived from the individual interpretation. Our interest in this subject comes from the observation that pressure arises when the market suffers a retraction but also arises when it is heated, so, it increases every time. So, if there is a correlation between how teams or a person 'perceives' his leader and the 'pressure around', this information could be useful for people management, particularly addressing occupational stress. We deepen the concept of Social Support, the net that protects the employee in high-pressure contexts with an emphasis on the leader's role as the main source ofthis support. In chapter 5 we deepen in conjlict due to its' impact on occupational stress leveIs. The workplace relationship is, by its nature, a long term relationship and that makes conflict management a relevant issue on manager's agenda. However, the appropriate conflict management depends on the diagnosis (technical approach) and the confidence leveI build in the relationship (relationallevel). Although we are aware that significant part of the conflicts are related to the corporate structure and strategy, we purposely drove our attention to managers and middle leaders that are part of more representative part of the company' s leadership group aiming to provoke ideas that could contribute to the relationships and results improvement. In chapter six we present the Methodology used and in the seventh chapter we discuss the field research results carried with big companies' Human Resource managers. In this chapter we seek, through HR's sight, a perception over the impact of the leadership comparing them using a subjective perception of higher or lower negotiation capabilities with their teams. The research used a flexible grid supported by a semi-structured questionnaire. Data were decoded by Content Analysis method. Due to the sample size, a statistic treatment was not necessary. The evaluation allow infer that there is a straight relationship between a leader behavior over his team stress perception at the workplace. The study pointed the need for a deeper analysis of the issue considering that the literature and the initial results show an important role of immediate report over the team stress leveI perception. Concluding this study, the research offers questions regarding the company and the leader role on dealing with teams under constant pressure.Este estudo tem por finalidade identificar perspectiva dos profissionais de Recursos Humanos a correlação entre as competências gerenciais e a relação construída entre líderes de diferentes níveis hierárquicos e suas equipes diretas, bem como o impacto na percepção da pressão e do estresse pelas suas respectivas equipes. Um dos desafios que gerentes e outros líderes encontram é como manter um time motivado e mobilizado em um ambiente de pressão crescente, seja decorrente de uma expansão ou uma retração do seu mercado. No primeiro capítulo e no segundo capítulos fazemos a introdução e a definição do Problema, os objetivos e delimitações do estudo. No terceiro capítulo caminhamos pela história do trabalho, da organização e do homem, buscando fundamentar no tempo a jornada em busca do equilíbrio trabalho e trabalhador, o lugar do homem na construção desta história e alguns importantes pensadores da gestão de pessoas. Este capítulo abre portas para entendermos o capítulo seguinte, no qual estudamos o estresse e, em particular, o estresse ocupacional. Mostramos, ainda, a diferença entre pressão – que está no ambiente externo- e estresse, que deriva da percepção do indivíduo. O interesse neste tema é decorrente da constatação prática de que a pressão aumenta em tempos de retração do mercado, mas também aumenta em períodos em o mercado está aquecido. Logo, se houver uma correlação entre como uma equipe ou um liderado ‘percebe’ o seu líder, essa informação poderá ser útil para a Gestão de Pessoas. Aprofundamos o conceito de Suporte Social, a rede que protege o colaborador nem contextos de alta pressão e demos maior ênfase ao papel do líder como importante fonte deste suporte. No quinto capítulo analisamos o tema conflito por ser um dos temas que mais impactam o estresse ocupacional. As relações de trabalho são, por sua natureza, relações de longo prazo, o que faz do manejo adequado do conflito no ambiente de trabalho um assunto relevante na agenda do gerente. Entretanto, seu manejo adequado depende tanto do diagnóstico correto, bem como da relação de confiança construída pelo líder. Embora cientes de que parte significativa dos conflitos está relacionada às estruturas e estratégias corporativas, propositalmente dirigimos nossa atenção aos gerentes e líderes que compõem a massa de liderança dessas organizações visando provocar idéias que possam contribuir para a melhoria das relações e dos resultados. No sexto capitulo apresentamos a Metodologia e no último capítulo apresentamos e discutimos o resultado da pesquisa realizada com profissionais de Recursos Humanos de grandes empresas, buscando, através do olhar do RH, uma percepção sobre as lideranças de cada empresa e a comparação entre líderes com maior ou menor capacidade de negociação junto à sua equipe. O estudo usou uma grade flexível suportada por um questionário semi-estruturado e os dados foram tratados usando a metodologia da Análise de Conteúdo sem que fosse necessário um tratamento estatístico devido ao tamanho da amostra. O estudo apontou para a necessidade de uma exploração mais profunda do tema uma vez que a literatura e os resultados iniciais demonstraram um importante papel da chefia direta na percepção grupal do estresse e no clima organizacional. Ao concluir o trabalho a pesquisa oferece algumas ponderações sobre o papel das lideranças e o papel das corporações na equalização de equipes que vivem sob pressão constante.porTodo cuidado foi dispensado para respeitar os direitos autorais deste trabalho. Entretanto, caso esta obra aqui depositada seja protegida por direitos autorais externos a esta instituição, contamos com a compreensão do autor e solicitamos que o mesmo faça contato através do Fale Conosco para que possamos tomar as providências cabíveis.info:eu-repo/semantics/openAccessEstresse e pressão percebidaLiderança e chefiaNegociação e manejo do conflitoLeader and bossEstresse e pressão percebidaLiderança e chefiaNegociação e manejo do conflitoManejo de conflitoStress and perceived pressureNegotiation and conflict managementConflict managementAdministração de empresasDesenvolvimento organizacionalStress ocupacionalLiderançaChefiaNegociação (Administração de empresas)Administração de conflitosDesenvolvimento organizacionalStress ocupacionalLiderançaChefiaNegociação (Administração de empresas)Conflito - AdministraçãoNegociação e liderança: papel da chefia direta na gestão da pressãoinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisreponame:Repositório Institucional do FGV (FGV Repositório Digital)instname:Fundação Getulio Vargas (FGV)instacron:FGVLICENSElicense.txtlicense.txttext/plain; charset=utf-84712https://repositorio.fgv.br/bitstreams/e0d11b6e-b6b3-42fb-a60f-b72a7891785d/download4dea6f7333914d9740702a2deb2db217MD52TEXTROBERTO AYLMER.pdf.txtROBERTO AYLMER.pdf.txtExtracted Texttext/plain423950https://repositorio.fgv.br/bitstreams/14ffb20a-c730-4d7c-b216-b2e5c8d076aa/download80d4dbf7c820883ad86a27806b31f5bfMD531422514.pdf.txt1422514.pdf.txtExtracted texttext/plain102782https://repositorio.fgv.br/bitstreams/6f5ecb07-6630-418f-afd1-0d36ed165269/download86534db57ac8e1d96c21d721ea83e975MD510THUMBNAILROBERTO AYLMER.pdf.jpgROBERTO AYLMER.pdf.jpgGenerated Thumbnailimage/jpeg2392https://repositorio.fgv.br/bitstreams/ea2b0272-d9ff-4ddc-aa8c-d72b64bc3924/downloadc2f097e94d6a1fa7edf01e4b5cd804d5MD541422514.pdf.jpg1422514.pdf.jpgGenerated Thumbnailimage/jpeg3018https://repositorio.fgv.br/bitstreams/a680c19b-5632-49e4-b7ef-432df9bbbf7b/download9b9c485e39cc23e24bd39c4396708ed1MD511ORIGINAL1422514.pdf1422514.pdfPDFapplication/pdf7474069https://repositorio.fgv.br/bitstreams/b647464e-8455-47a7-9822-c7135cf41e55/download83399d165c8f3ece658df76e6957f4eaMD5510438/79572023-11-09 03:13:55.937open.accessoai:repositorio.fgv.br:10438/7957https://repositorio.fgv.brRepositório InstitucionalPRIhttp://bibliotecadigital.fgv.br/dspace-oai/requestopendoar:39742023-11-09T03:13:55Repositório Institucional do FGV (FGV Repositório Digital) - Fundação Getulio Vargas (FGV)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 |
dc.title.por.fl_str_mv |
Negociação e liderança: papel da chefia direta na gestão da pressão |
title |
Negociação e liderança: papel da chefia direta na gestão da pressão |
spellingShingle |
Negociação e liderança: papel da chefia direta na gestão da pressão Aylmer, Roberto Estresse e pressão percebida Liderança e chefia Negociação e manejo do conflito Leader and boss Estresse e pressão percebida Liderança e chefia Negociação e manejo do conflito Manejo de conflito Stress and perceived pressure Negotiation and conflict management Conflict management Administração de empresas Desenvolvimento organizacional Stress ocupacional Liderança Chefia Negociação (Administração de empresas) Administração de conflitos Desenvolvimento organizacional Stress ocupacional Liderança Chefia Negociação (Administração de empresas) Conflito - Administração |
title_short |
Negociação e liderança: papel da chefia direta na gestão da pressão |
title_full |
Negociação e liderança: papel da chefia direta na gestão da pressão |
title_fullStr |
Negociação e liderança: papel da chefia direta na gestão da pressão |
title_full_unstemmed |
Negociação e liderança: papel da chefia direta na gestão da pressão |
title_sort |
Negociação e liderança: papel da chefia direta na gestão da pressão |
author |
Aylmer, Roberto |
author_facet |
Aylmer, Roberto |
author_role |
author |
dc.contributor.unidadefgv.por.fl_str_mv |
Escolas::EBAPE |
dc.contributor.member.none.fl_str_mv |
Motta, Paulo Roberto Costa, Isabel de Sá Affonso da |
dc.contributor.author.fl_str_mv |
Aylmer, Roberto |
dc.contributor.advisor1.fl_str_mv |
Sobral, Filipe |
contributor_str_mv |
Sobral, Filipe |
dc.subject.por.fl_str_mv |
Estresse e pressão percebida Liderança e chefia Negociação e manejo do conflito Leader and boss Estresse e pressão percebida Liderança e chefia Negociação e manejo do conflito Manejo de conflito |
topic |
Estresse e pressão percebida Liderança e chefia Negociação e manejo do conflito Leader and boss Estresse e pressão percebida Liderança e chefia Negociação e manejo do conflito Manejo de conflito Stress and perceived pressure Negotiation and conflict management Conflict management Administração de empresas Desenvolvimento organizacional Stress ocupacional Liderança Chefia Negociação (Administração de empresas) Administração de conflitos Desenvolvimento organizacional Stress ocupacional Liderança Chefia Negociação (Administração de empresas) Conflito - Administração |
dc.subject.eng.fl_str_mv |
Stress and perceived pressure Negotiation and conflict management Conflict management |
dc.subject.area.por.fl_str_mv |
Administração de empresas |
dc.subject.bibliodata.por.fl_str_mv |
Desenvolvimento organizacional Stress ocupacional Liderança Chefia Negociação (Administração de empresas) Administração de conflitos Desenvolvimento organizacional Stress ocupacional Liderança Chefia Negociação (Administração de empresas) Conflito - Administração |
description |
This study aim identifying, through the lens of Human Resources Managers, the correlation between managers' negotiation competencies and the relationship built with their teams. It also aims to probe the existence of a modulating effect between this relationship and the respective team' s pressure perception. One of the challenges that managers face is how to keep a team motivated and mobilized in an increasing pressure environrnent. In the first and second chapter we introduce the theme and define the Problem to be studied. In the third chapter, we walked through labor, organization and human history willing to ground in a timeline the joumey in the search ofbalance laborlaborer, the mankind's place in shaping this history and some important thinkers of people management. This chapter is a door opener for the next one where we study stress, particularly, occupational stress. In this fourth chapter we point the difference between pressure - present in the environrnent - and stress, derived from the individual interpretation. Our interest in this subject comes from the observation that pressure arises when the market suffers a retraction but also arises when it is heated, so, it increases every time. So, if there is a correlation between how teams or a person 'perceives' his leader and the 'pressure around', this information could be useful for people management, particularly addressing occupational stress. We deepen the concept of Social Support, the net that protects the employee in high-pressure contexts with an emphasis on the leader's role as the main source ofthis support. In chapter 5 we deepen in conjlict due to its' impact on occupational stress leveIs. The workplace relationship is, by its nature, a long term relationship and that makes conflict management a relevant issue on manager's agenda. However, the appropriate conflict management depends on the diagnosis (technical approach) and the confidence leveI build in the relationship (relationallevel). Although we are aware that significant part of the conflicts are related to the corporate structure and strategy, we purposely drove our attention to managers and middle leaders that are part of more representative part of the company' s leadership group aiming to provoke ideas that could contribute to the relationships and results improvement. In chapter six we present the Methodology used and in the seventh chapter we discuss the field research results carried with big companies' Human Resource managers. In this chapter we seek, through HR's sight, a perception over the impact of the leadership comparing them using a subjective perception of higher or lower negotiation capabilities with their teams. The research used a flexible grid supported by a semi-structured questionnaire. Data were decoded by Content Analysis method. Due to the sample size, a statistic treatment was not necessary. The evaluation allow infer that there is a straight relationship between a leader behavior over his team stress perception at the workplace. The study pointed the need for a deeper analysis of the issue considering that the literature and the initial results show an important role of immediate report over the team stress leveI perception. Concluding this study, the research offers questions regarding the company and the leader role on dealing with teams under constant pressure. |
publishDate |
2010 |
dc.date.issued.fl_str_mv |
2010-11-25 |
dc.date.accessioned.fl_str_mv |
2011-04-29T11:30:55Z |
dc.date.available.fl_str_mv |
2011-04-29T11:30:55Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.citation.fl_str_mv |
AYLMER, Roberto. Negociação e liderança: papel da chefia direta na gestão da pressão. Dissertação (Mestrado em Gestão Empresarial) - FGV - Fundação Getúlio Vargas, Rio de Janeiro, 2010. |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10438/7957 |
identifier_str_mv |
AYLMER, Roberto. Negociação e liderança: papel da chefia direta na gestão da pressão. Dissertação (Mestrado em Gestão Empresarial) - FGV - Fundação Getúlio Vargas, Rio de Janeiro, 2010. |
url |
http://hdl.handle.net/10438/7957 |
dc.language.iso.fl_str_mv |
por |
language |
por |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.source.none.fl_str_mv |
reponame:Repositório Institucional do FGV (FGV Repositório Digital) instname:Fundação Getulio Vargas (FGV) instacron:FGV |
instname_str |
Fundação Getulio Vargas (FGV) |
instacron_str |
FGV |
institution |
FGV |
reponame_str |
Repositório Institucional do FGV (FGV Repositório Digital) |
collection |
Repositório Institucional do FGV (FGV Repositório Digital) |
bitstream.url.fl_str_mv |
https://repositorio.fgv.br/bitstreams/e0d11b6e-b6b3-42fb-a60f-b72a7891785d/download https://repositorio.fgv.br/bitstreams/14ffb20a-c730-4d7c-b216-b2e5c8d076aa/download https://repositorio.fgv.br/bitstreams/6f5ecb07-6630-418f-afd1-0d36ed165269/download https://repositorio.fgv.br/bitstreams/ea2b0272-d9ff-4ddc-aa8c-d72b64bc3924/download https://repositorio.fgv.br/bitstreams/a680c19b-5632-49e4-b7ef-432df9bbbf7b/download https://repositorio.fgv.br/bitstreams/b647464e-8455-47a7-9822-c7135cf41e55/download |
bitstream.checksum.fl_str_mv |
4dea6f7333914d9740702a2deb2db217 80d4dbf7c820883ad86a27806b31f5bf 86534db57ac8e1d96c21d721ea83e975 c2f097e94d6a1fa7edf01e4b5cd804d5 9b9c485e39cc23e24bd39c4396708ed1 83399d165c8f3ece658df76e6957f4ea |
bitstream.checksumAlgorithm.fl_str_mv |
MD5 MD5 MD5 MD5 MD5 MD5 |
repository.name.fl_str_mv |
Repositório Institucional do FGV (FGV Repositório Digital) - Fundação Getulio Vargas (FGV) |
repository.mail.fl_str_mv |
|
_version_ |
1799583101739859968 |