Resistência a mudanças em processos de inovação em instituições de ensino superior: o caso Cescage

• Ano de defesa: 2009
• Autor(a) principal: Maravieski, Edilma Lechmann
• Tipo de documento: Dissertação
• Tipo de acesso: Acesso embargado
• Idioma: por
• Instituição de defesa: Universidade Tecnológica Federal do Paraná; Ponta Grossa; Brasil; Programa de Pós-Graduação em Engenharia de Produção; UTFPR
• Palavras-chave em Português: Mudança (Psicologia); Comportamento organizacional; Universidades e faculdades particulares; Change (Psychology); Organizational behavior; Private universities and colleges; CNPQ::ENGENHARIAS::ENGENHARIA DE PRODUCAO; Engenharia de Produção
• Link de acesso: http://repositorio.utfpr.edu.br/jspui/handle/1/3700

This research aims to propose ways to minimize the resistance to changes in processes of innovation in an intra-organizational and identify what are the resistance that happens individually, in groups, the reasons for the resistance happen and how the searched organization sees the processes of change. Organizations are embedded in a competitive system where learning is natural factor. Improve each process, each new customer; every product has become essential to keep stability regarding competition. The natural learning makes the organizations should pay attention to develop internal systems and structures that are adaptable to changes required by the market. The changes are not always factors of success for businesses, they happen to be inevitable and necessary to the survival of a business. Even if the organization is willing and prepared to change the resistance occurs and interferes in the process of improvement. The study was conducted in a private institution of higher education in the city of Ponta Grossa - Pr The methodology used in this research are to be treated as exploratory and empirical method as the case study approach and predominantly qualitative. The instruments used in this study were: the observation and questionnaire which is composed of four blocks, totaling 55 issues that were applied to academic and administrative staff (the team leaders) who participated in processes of organizational change. The sample consisted of 29 employees, academics and administrators. The results are presented individually and at the end of each block was a comparison between the responses of groups of respondents in order to identify the common resistance, considered as valid institutionally. The main resistances identified in the study are related to communication on the changes; the psychological state in which people meet and convenience that provides a condition known. In the end it presents the findings of the research and suggestions for future work.