Clima organizacional como instrumento de gestão na Superintendência de Manutenção da Itaipu Binacional

Detalhes bibliográficos
Ano de defesa: 2004
Autor(a) principal: Marra, João Maria
Orientador(a): Valladares, Angelise
Banca de defesa: Não Informado pela instituição
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
Link de acesso: https://repositorio.ufsc.br/handle/123456789/260980
Resumo: Dissertação (mestrado) - Universidade Federal de Santa Catarina, Centro Tecnológico. Programa de Pós-Graduação em Engenharia de Produção, Florianópolis, 2004.
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spelling Universidade Federal de Santa CatarinaMarra, João MariaValladares, Angelise2024-11-08T17:42:18Z2024-11-08T17:42:18Z2004211020https://repositorio.ufsc.br/handle/123456789/260980Dissertação (mestrado) - Universidade Federal de Santa Catarina, Centro Tecnológico. Programa de Pós-Graduação em Engenharia de Produção, Florianópolis, 2004.Resumo: Em face do atual ambiente de mudanças organizacionais tem-se evidenciado a necessidade do gerente cumprir o duplo papel de gerenciador de pessoas e da cultura organizacional. A possibilidade de conhecer e intervir no clima organizacional representa para o gerente um meio de administrar as complexas relações internas, de modo a favorecer a viabilização dos objetivos organizacionais. Neste sentido, a gestão do clima organizacional se configura como um fator estratégico para atingir os resultados e os objetivos de um negócio, e os resultados da avaliação do clima organizacional como indicadores para os gestores da empresa. Dentro desse enfoque de gestão de pessoas, o conhecimento do clima organizacional torna-se um importante termômetro para ajudar o gerente na proposição e condução de ações, deixando de ser uma função exclusiva dos profissionais de recursos humanos, tornando-se uma importante ferramenta gerencial. O presente trabalho consiste na análise do clima organizacional da Superintendência de Manutenção - SM.DT da Itaipu Binacional a partir de um modelo específico visando um mapeamento da percepção de seus funcionários com relação a diversos fatores considerados importantes para a organização em estudo, relacionados a questões de ordem gerencial, motivacional, ocupacional, organizacional e psicosocial. Do ponto de vista metodológico, a pesquisa de clima organizacional realizada na SM.DT no período de 02 a 12 de setembro de 2003 configurou-se como um estudo exploratório quantitativo. A coleta de dados foi através de questionários padronizados distribuídos a toda a população alvo, sem obrigatoriedade na devolução e preenchimento do questionário. O índice de retorno atingido garantiu a confiabilidade requerida para uma amostragem probabilística estratificada, por área de trabalho, nível funcional, nacionalidade e cargo. A escala utilizada foi a de Likert, modificada para uma escala intervalar de 5 pontos, tendo apenas os extremos da escala classificados e os valores intermediários em aberto. A percepção global do clima organizacional, e também no nível dos fatores, sub-fatores e questões do instrumento de pesquisa foi levantada por meio do cálculo de escores e da favorabilidade, para os diversos casos de interesse. A análise do clima foi ampliada pelo uso de estatística multivariada. A técnica de análise fatorial foi usada na identificação dos fatores responsáveis pela variância na percepção do clima e o método MANOVA na identificação do nível de significância das variáveis estruturais na percepção do clima. Também foram feitos estudos de confiabilidade da consistência interna do modelo utilizando o parâmetro alfa de Cronbach. Os resultados obtidos indicaram uma percepção global do clima medianamente positiva, sendo o fator gerencial o que apresentou resultado mais negativo, portanto, com maior potencial de melhoria. Também se constatou nos fatores motivacional, organizacional, psicosocial e ocupacional alguns sub-fatores com significativo potencial de melhoria por se apresentarem em nível quase crítico.206 f. : il., gráfs., tabs. ; 30 cmporEngenharia de produçãoClima organizacionalTrabalhadoresPercepçãoClima organizacional como instrumento de gestão na Superintendência de Manutenção da Itaipu Binacionalinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisreponame:Repositório Institucional da UFSCinstname:Universidade Federal de Santa Catarina (UFSC)instacron:UFSCinfo:eu-repo/semantics/openAccessLICENSElicense.txtlicense.txttext/plain; charset=utf-817508https://repositorio.ufsc.br/bitstream/123456789/260980/2/license.txtc0bc68be64da770871e46b24415ba2e2MD52ORIGINALPEPS4216-D.pdfPEPS4216-D.pdfapplication/pdf46059249https://repositorio.ufsc.br/bitstream/123456789/260980/1/PEPS4216-D.pdf6bcc1d33af72766e45eba05924f9f732MD51123456789/2609802024-11-08 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a tanto, não podem ser contornadas em jurisdições cumprindo obrigações sob o Artigo 11 do Tratado da OMPI de Direito de Autor adotado em 20 de dezembro de 1996, e/ou acordos internacionais similares.
    e. Exceções e Limitações significam utilização justa (“fair use”), tratamento justo (“fair dealing”), e/ou qualquer outra exceção ou limitação ao Direito de Autor e Direitos Similares que se aplique à Sua utilização do Material Licenciado.
    f. Material Licenciado significa o trabalho artístico ou literário, base de dados, ou outro material ao qual o Licenciante aplicou esta Licença Pública.
    g. Direitos Licenciados significam os direitos concedidos a Você sujeitos aos termos e condições desta Licença Pública, que são limitados a todos os Direitos de Autor e Direitos Similares que se apliquem à Sua utilização do Material Licenciado e que o Licenciante tem o direito de licenciar.
    h. Licenciante significa o(s) indivíduo(s) ou entidade(s) concedendo direitos sob esta Licença Pública.
    i. Não-Comercial significa não primariamente intencionado ou direcionado a uma vantagem comercial ou compensação monetária. Para os fins desta Licença Pública, a troca de Material Licenciado por outro material sujeito a Direito de Autor e Direitos Similares via compartilhamento digital de arquivos ("partilha de ficheiros") ou meios similares é Não-Comercial, desde que não haja pagamento ou compensação monetária relacionados com a troca.
    j. Compartilhar significa fornecer material ao público por qualquer meio ou processo que requeira permissão sob os Direitos Licenciados, como reprodução, exibição pública, execução pública, distribuição, disseminação, comunicação ou importação, e disponibilizar material ao público, incluindo por vias pelas quais os membros do público possam ter acesso ao material a partir de um local e no momento individualmente escolhidos por eles.
    k. Direitos Sui Generis sobre Bases de Dados significam outros direitos, que não o direito de autor e direitos conexos, resultantes da Diretiva 96/9/EC do Parlamento Europeu e do Conselho de 11 de Março de 1996 sobre a proteção legal de bases de dados, conforme emendada e/ou sucedida, bem como outros direitos essencialmente equivalentes em qualquer lugar do mundo.
    l. Você significa o indivíduo ou entidade que exerce os Direitos Licenciados sob esta Licença Pública. Lhe, Seu, Sua e Suas têm um significado correspondente.

Cláusula 2 – Âmbito.

    a. Concessão da licença.
        a. De acordo com os termos e condições desta Licença Pública, o Licenciante concede-Lhe, pelo presente, uma licença mundial, isenta de royalties, não sublicenciável, não exclusiva, e irrevogável para exercer os Direitos Licenciados sobre o Material Licenciado para:
            A. reproduzir e Compartilhar o Material Licenciado, no todo ou em parte, somente para um fim Não-Comercial; e
            B. produzir, reproduzir, e Compartilhar Material Adaptado somente para um fim Não-Comercial.
        b. Exceções e Limitações. Para evitar dúvidas, quando Exceções e Limitações sejam aplicáveis à Sua utilização, esta Licença Pública não se aplica, e Você não precisa de cumprir com os seus termos e condições.
        c. Termo. O termo desta Licença Pública está especificado na Cláusula 6(a).
        d. Meios/suportes e formatos; modificações técnicas permitidas. O Licenciante autoriza Você a exercer os Direitos Licenciados em todos os meios/suportes e formatos conhecidos agora ou criados posteriormente, e a fazer as modificações técnicas necessárias para tanto. O Licenciante cede e/ou concorda em não reivindicar nenhum direito que proíba Você de fazer modificações técnicas necessárias ao exercício dos Direitos Licenciados, incluindo modificações técnicas necessárias para contornar Medidas Eficazes de Caráter Tecnológico. Para os fins desta Licença Pública, fazer simplesmente modificações autorizadas por esta Cláusula 2(a)(4) nunca produz Material Adaptado.
        e. Receptores subsequentes.
            A. Oferta pelo Licenciante – Material Licenciado. Cada receptor do Material Licenciado recebe automaticamente uma oferta do Licenciante para exercer os Direitos Licenciados sob os termos e condições desta Licença Pública.
            B. Sem restrições subsequentes. Você não pode propor ou impor quaisquer termos ou condições, adicionais ou diferentes, ou aplicar quaisquer Medidas Eficazes de Caráter Tecnológico, sobre o Material Licenciado, se tal restringir o exercício dos Direitos Licenciados por qualquer receptor do Material Licenciado.
        f. Sem endosso. Nada nesta Licença Pública constitui ou pode ser entendido como uma permissão para afirmar ou sugerir que Você, ou que a Sua utilização do Material Licenciado, é conectado ao, patrocinado ou endossado pelo, ou tem status oficial concedido pelo, Licenciante ou terceiros designados para receber atribuição como previsto na Cláusula 3(a)(1)(A)(i).
    b. Outros direitos.
        a. Direitos morais, como o direito à integridade, não são licenciados por esta Licença Pública, nem o são os direitos de imagem, privacidade, e/ou outros direitos de personalidade similares; contudo, na medida do possível, o Licenciante renuncia e/ou concorda não exercer quaisquer desses direitos detidos pelo Licenciante, na medida necessária para permitir que Você exerça os Direitos Licenciados, mas não de outra forma.
        b. Direitos de patente e marcas não se encontram licenciados sob esta Licença Pública.
        c. Na medida do possível, o Licenciante renuncia a qualquer direito de cobrar-Lhe royalties pelo exercício dos Direitos Licenciados, quer diretamente quer por meio de uma entidade de gestão coletiva, sob qualquer regime de licenciamento voluntário ou legal, disponível ou compulsório. Em todos os outros casos, o Licenciante reserva expressamente o direito de arrecadar tais royalties, inclusive quando o Material Licenciado é utilizado para fins diferentes do fim Não-Comercial.

Cláusula 3 – Condições da Licença.

O Seu exercício dos Direitos Licenciados fica expressamente sujeito às condições seguintes.
    a. Atribuição.
        a. Se Você Compartilhar o Material Licenciado (incluindo sob uma forma modificada), Você deve:
            A. manter o seguinte, se for fornecido pelo Licenciante com o Material Licenciado:
                i. identificação do(s) criador(es) do Material Licenciado e quaisquer outros designados para receber atribuição, de qualquer forma razoável solicitada pelo Licenciante (incluindo por pseudónimo, se designado);
                ii. um aviso de direito de autor e direitos conexos;
                iii. um aviso que se refere a esta Licença Pública;
                iv. um aviso que se refere à exclusão de garantias;
                v. um URI ou um hyperlink para o Material Licenciado na medida razoavelmente exequível;
            B. indicar se Você modificou o Material Licenciado e manter uma indicação de quaisquer modificações prévias; e
            C. indicar que o Material Licenciado é licenciado com esta Licença Pública, e incluir o texto de, ou o URI ou o hyperlink para, esta Licença Pública.
        b. Você pode satisfazer as condições da Cláusula 3(a)(1) de qualquer forma razoável, tendo em conta o suporte, os meios e o co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dc.title.pt_BR.fl_str_mv Clima organizacional como instrumento de gestão na Superintendência de Manutenção da Itaipu Binacional
title Clima organizacional como instrumento de gestão na Superintendência de Manutenção da Itaipu Binacional
spellingShingle Clima organizacional como instrumento de gestão na Superintendência de Manutenção da Itaipu Binacional
Marra, João Maria
Engenharia de produção
Clima organizacional
Trabalhadores
Percepção
title_short Clima organizacional como instrumento de gestão na Superintendência de Manutenção da Itaipu Binacional
title_full Clima organizacional como instrumento de gestão na Superintendência de Manutenção da Itaipu Binacional
title_fullStr Clima organizacional como instrumento de gestão na Superintendência de Manutenção da Itaipu Binacional
title_full_unstemmed Clima organizacional como instrumento de gestão na Superintendência de Manutenção da Itaipu Binacional
title_sort Clima organizacional como instrumento de gestão na Superintendência de Manutenção da Itaipu Binacional
author Marra, João Maria
author_facet Marra, João Maria
author_role author
dc.contributor.none.fl_str_mv Universidade Federal de Santa Catarina
dc.contributor.author.fl_str_mv Marra, João Maria
dc.contributor.advisor1.fl_str_mv Valladares, Angelise
contributor_str_mv Valladares, Angelise
dc.subject.classification.none.fl_str_mv Engenharia de produção
Clima organizacional
Trabalhadores
Percepção
topic Engenharia de produção
Clima organizacional
Trabalhadores
Percepção
description Dissertação (mestrado) - Universidade Federal de Santa Catarina, Centro Tecnológico. Programa de Pós-Graduação em Engenharia de Produção, Florianópolis, 2004.
publishDate 2004
dc.date.issued.fl_str_mv 2004
dc.date.accessioned.fl_str_mv 2024-11-08T17:42:18Z
dc.date.available.fl_str_mv 2024-11-08T17:42:18Z
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.uri.fl_str_mv https://repositorio.ufsc.br/handle/123456789/260980
dc.identifier.other.none.fl_str_mv 211020
identifier_str_mv 211020
url https://repositorio.ufsc.br/handle/123456789/260980
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.format.none.fl_str_mv 206 f. : il., gráfs., tabs. ; 30 cm
dc.source.none.fl_str_mv reponame:Repositório Institucional da UFSC
instname:Universidade Federal de Santa Catarina (UFSC)
instacron:UFSC
instname_str Universidade Federal de Santa Catarina (UFSC)
instacron_str UFSC
institution UFSC
reponame_str Repositório Institucional da UFSC
collection Repositório Institucional da UFSC
bitstream.url.fl_str_mv https://repositorio.ufsc.br/bitstream/123456789/260980/2/license.txt
https://repositorio.ufsc.br/bitstream/123456789/260980/1/PEPS4216-D.pdf
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bitstream.checksumAlgorithm.fl_str_mv MD5
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repository.name.fl_str_mv Repositório Institucional da UFSC - Universidade Federal de Santa Catarina (UFSC)
repository.mail.fl_str_mv sandra.sobrera@ufsc.br
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