Desempenhoa influência na percepção do clima organizacional

Resumo

The primary objective of this research was to investigate how performance management impacts the perception of organizational climate, deepening the understanding of climate levels, the concepts, what the variable components are and how they would relate to one another. With this in mind, the theoretical basis allowed us to understand the organizational climate as an effective tool for companies and, through a broad discussion, demonstrate its contribution to business strategy, thereby establishing connections between the people management area, leadership teams and maintenance teams. In parallel, it was also understood how both individual and organizational performance levels can influence the perception of the climate, reinforcing the idea that climate management would be a fundamental pillar for the success of a company. In reference to the methodology, the present research used a mixed approach, that is, a sequential qualitative and quantitative analysis. In the qualitative stage, interviews were carried out with Human Resources professionals from large companies listed in the GPTW 2020 Ranking, to collect their perceptions about the factors of organizational climate and performance and, sequentially, a survey was carried out with one of the ranked companies, thereby delivering a complementary quantitative analysis to the findings in the qualitative stage. In the first stage, 12 interviews were conducted with Human Resources professionals who work with organizational climate and performance and, in the second stage, 165 participants participated in the survey. The results of the qualitative study indicated the existence of different understandings about what organizational climate is for organizations, and a certain consistency regarding the understanding of what is performance. The plurality of understandings around climate is presented, ranging from satisfaction, well-being, employees feeling heard and even regarding remuneration and benefits, aspects that change markedly according to the specifics of each organization. When considering the findings on performance, organizations conceptualize the performance of an organization as a sum of individual performances and reaffirm their responsibility with monitoring in order to execute the strategy. The results of the quantitative stage point to the following idea: the greater the understanding of an organization’s climate, by its employees, the greater the tendency for the feeling of organizational justice, engagement, collaboration, and perception of performance, causing companies to tend to professionalize the way in which their management is conducted. This indicates that when people are aware of the organizational climate and its importance, in a sense, they cause companies to communicate better and be more strategic in the way they manage and monitor. This aspect tends to reflect in human resource management practices that are more realistic and connected to the strategies drawn up, promoting discussions about the relevance of the climate and its consequences.

Ficha do documento

Tipo

Dissertação

Ano

2021

Instituição

Fundação Getulio Vargas

Fonte

Repositório da FGV

Idioma

Português

Acesso

Acesso aberto

Identificador

oai:repositorio.fgv.br:10438/31430

Temas

Meio Ambiente

Palavras-chave

ClimateVariablesPerformance managementPerceptionStrategyClimaVariáveisGestão de desempenhoPercepçãoEstratégiaAdministração de empresasClima organizacionalPessoal - AvaliaçãoDesempenhoAdministração de pessoal