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O carácter estratégico dos incentivos na gestão de pessoas e a sua relação com o desempenho profissional
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Abstract(s)
Este trabalho de pesquisa científica está focalizado nos incentivos. Faz-se uma relação entre os incentivos e o desempenho tomando esse elemento como estratégico para a gestão de pessoas. A revisão bibliográfica relevante e actual foi fundamental para sustentar e fazer a conexão com o estudo de campo. O trabalho aborda as diversas formas de incentivos e o seu impacto na motivação que geram o desempenho no contexto do trabalho. Essa revisão permitiu fazer análise do processo da motivação, das teorias motivacionais e de sistemas de incentivos aplicados em cada contexto empresarial aos seus colaboradores. Particular realce às teorias de conteúdo, teorias de processo e teorias de resultado. Abordou-se também as categorias das necessidades e os tipos de forças motivacionais através dos quais os indivíduos concentram as suas energias para alcançar determinados objectivos.
O segundo capítulo apresenta os principais conceitos e distinção entre incentivos e recompensas bem como a descrição dos componentes compensatórios mais difundidos. Foram enfatizados os incentivos económicos, por serem os que mais sobressaem no âmbito contratual entre o empregado e o empregador. Os incentivos sugerem, pela sua importância, aspectos a ter em conta na decisão de permanecer ou abandonar a organização, bem como são fundamentais para a manutenção da empresa. Foi enfatizado o dinheiro como elemento material que simboliza o valor, o status e o poder não só económico como também social. A recompensa é considerada como um activo estratégico para a empresa logo, recompensar um trabalhador deverá ser entendido como um investimento e não um custo, se forem considerados os retornos que este colaborador motivado e mais habilitado pode trazer à organização. Os resultados da pesquisa feita em duas instituições, sendo uma pública e outra privada apresentados em forma de tabelas, gráficos e respectivas interpretações, demonstram que mesmo sendo reconhecido o carácter estratégico dos incentivos e sua influência no desempenho, este não é convenientemente difundido nem percebido. As conclusões refletem os resultados e as respostas aos objectivos e questões da pesquisa. As recomendações são dirigidas às instituições alvo da pesquisa, à empresas similares e à instituição académica no sentido de seleccionar este tema para estudos selectivos nos cursos de gestão.
This scientific research work is focused in incentives. Discussed a relationship between incentives and performance and taking this element as a strategy for the management of human resources. The relevant and current literature review was the key to sustain and make the connection with the field study. The work focuses the different forms of incentives and their impact on motivation that generate performance in the context of the work. This review allowed process analysis of motivation, motivational theories and systems of incentives applied in each business context. There is particular highlight to theories of content, theories of process and theories of result. Also addressed the categories of needs and types of motivational forces through which individuals focus their energies to achieve their objectives. The second chapter presents the main concepts of incentives and rewards as well as the description of compensatory components more widespread. Were emphasized economic incentives, because they are the ones that stand out in the framework contract between the employee and the employer. The forms of incentives suggests, in its importance, aspects to be taken into account in the decision to stay or leave the Organization on the side of the individual, and are fundamental to the maintenance of the company. Was given some focus to the particularity of the money as material element which symbolizes the value, the status, the social and the economic power. The reward will be regarded as a strategic asset for the company so in this case reward an employee should be understood as an investment and not a cost, if considered the returns from a motivated and enabled collaborator can bring to the organization. The results of the research done in two institutions, public and private, presented in the form of tables, graphs and respective interpretations, demonstrate that even being recognized the strategic nature of incentives and their influence on performance, it is not conveniently spread nor realized. The conclusions reflect the whole work responses to the objectives and questions of the research. The recommendations, while generic, are addressed to targeted institutions and to other companies with similar contexts, including the academic institution in order to select this theme for selective studies in management courses.
This scientific research work is focused in incentives. Discussed a relationship between incentives and performance and taking this element as a strategy for the management of human resources. The relevant and current literature review was the key to sustain and make the connection with the field study. The work focuses the different forms of incentives and their impact on motivation that generate performance in the context of the work. This review allowed process analysis of motivation, motivational theories and systems of incentives applied in each business context. There is particular highlight to theories of content, theories of process and theories of result. Also addressed the categories of needs and types of motivational forces through which individuals focus their energies to achieve their objectives. The second chapter presents the main concepts of incentives and rewards as well as the description of compensatory components more widespread. Were emphasized economic incentives, because they are the ones that stand out in the framework contract between the employee and the employer. The forms of incentives suggests, in its importance, aspects to be taken into account in the decision to stay or leave the Organization on the side of the individual, and are fundamental to the maintenance of the company. Was given some focus to the particularity of the money as material element which symbolizes the value, the status, the social and the economic power. The reward will be regarded as a strategic asset for the company so in this case reward an employee should be understood as an investment and not a cost, if considered the returns from a motivated and enabled collaborator can bring to the organization. The results of the research done in two institutions, public and private, presented in the form of tables, graphs and respective interpretations, demonstrate that even being recognized the strategic nature of incentives and their influence on performance, it is not conveniently spread nor realized. The conclusions reflect the whole work responses to the objectives and questions of the research. The recommendations, while generic, are addressed to targeted institutions and to other companies with similar contexts, including the academic institution in order to select this theme for selective studies in management courses.
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Keywords
Motivação Incentivos Recompensas Desempenho Motivation Incentives Rewards Performance