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Advisor(s)
Abstract(s)
A sociedade é cada vez mais exigente com os serviços que lhe são prestados. Em qualquer organização, os funcionários são o seu ativo mais importante, o elemento chave de concretização das suas estratégias. Daí que a motivação no trabalho deva ser uma preocupação constante dos líderes das organizações.
O atual ambiente organizacional – de instituições públicas ou privadas – é altamente dinâmico e competitivo, o que exige respostas rápidas eficazes através de performances de qualidade, o que leva a um aumento de pressão sobre os líderes e gestores a quem se exige desempenhos de grande qualidade. A liderança emerge como um fator com influência sobre os comportamentos e sobre as atitudes dos colaboradores, quer pela relação interpessoal – em líderes e subordinados – quer por porem em prática os objetivos estratégicos e de GRH.
A avaliação de desempenho tem por principal objetivo melhorar a performance dos funcionários, assim como, o desempenho da organização. Esta, deve ser um processo contínuo, devendo ter uma história e prospetiva, devendo integrar os objetivos individuais com os organizacionais
De acordo com a nossa investigação, verificámos que os sistemas de avaliação são uma importante ferramenta de diagnóstico, possibilitam a adequação de desempenho dos funcionários e dos seus comportamentos, assimcomo, o surgimento de novas estratégias na resolução de problemas, quer por parte das chefias quer dos subordinados e, quando bem-feita, avaliação de desempenho é, sem dúvida, uma ferramenta de gestão.
The Society is increasingly demanding with the services that are provided. Employees are the most important asset in any organization, the key element of their strategies implementation. Thus the motivation at work must be a constant concern of organizations leaders. The current organizational environment – in public or private institutions - is highly dynamic and competitive, which requires quick and effective responses through quality performances, which leads to an increased pressure on leaders and managers who are required high quality performances. The Leadership emerges as a factor with influence onemployees’ behaviour and attitudes, either by interpersonal relationship –on leaders and subordinates –or by putting into practice the strategic and GRHobjectives. The performance assessment is primarily aimed at improving the performance of employees, as well as the organization’s performance. This should be an ongoing process, should have a story and a perspective, and it must integrate individual goals with organizational ones. According to our research, we found that the evaluation systems are an important diagnostic tool, they enable the employee performance adjustment and their behaviour, as well as the appearance of new strategies to solve problems, either by the supervisors or subordinates and, if done properly, the performance assessment is undoubtedly a management tool.
The Society is increasingly demanding with the services that are provided. Employees are the most important asset in any organization, the key element of their strategies implementation. Thus the motivation at work must be a constant concern of organizations leaders. The current organizational environment – in public or private institutions - is highly dynamic and competitive, which requires quick and effective responses through quality performances, which leads to an increased pressure on leaders and managers who are required high quality performances. The Leadership emerges as a factor with influence onemployees’ behaviour and attitudes, either by interpersonal relationship –on leaders and subordinates –or by putting into practice the strategic and GRHobjectives. The performance assessment is primarily aimed at improving the performance of employees, as well as the organization’s performance. This should be an ongoing process, should have a story and a perspective, and it must integrate individual goals with organizational ones. According to our research, we found that the evaluation systems are an important diagnostic tool, they enable the employee performance adjustment and their behaviour, as well as the appearance of new strategies to solve problems, either by the supervisors or subordinates and, if done properly, the performance assessment is undoubtedly a management tool.
Description
Relatório apresentado à Universidade Fernando Pessoa como parte dos requisitos para o cumprimento do programa de Pós-Doutoramento em Gestão de Recursos Humanos
Keywords
Avaliação Desempenho Organização Liderança Assessment Performance Organization Leadership