Editorial V. 11, N. 1, 2018

ID: 55024

Authors: Alex Sandro Quadros Weymer.

Source: Revista Brasileira de Estratégia, v. 11, n. 1, p. 1-2, January-April, 2018. 2 page(s).

Document type: Editorial (English)

Work Motivation among Millennial Employees with Different Life Goals: Case of Serbian Companies

ID: 55025

Authors: Ivana Kovačević.

Source: Revista Brasileira de Estratégia, v. 11, n. 1, p. 3-18, January-April, 2018. 16 page(s).

Keyword: Intrinsic/extrinsic goals , Millennials , Need satisfaction , Work motivation

Document type: Article (English) Show Abstract

Millennials constitute the majority of today’s workforce in global market as well as in Serbia. One of the main challenges of contemporary Human resource management is how to create environment where their abilities can be empowered and their potentials used. In that sense the purpose of this paper is to depict the motivational goals among Serbian millennials, to understand what motivates them, what are their most important needs that have to be satisfied in work environment. We questioned 363 employees from five different companies in Serbia using three questionnaires adapted according to the self-determination theory, considering goal orientations, level of motivation and need satisfaction in the working environment. It is shown that Serbian millennials are relatively similar to their peers in other countries. They mostly strive toward intrinsic goals, but include monetary aspect as well. Their type of motivation gravitate toward more autonomous extrinsic motivation, respectively toward motivation through identification. Regarding their need satisfaction, they are more satisfied with affiliative needs and needs for competency and least satisfied with existential needs. Also, results show that the main differences were not always defined by the opposition between intrinsic and extrinsic goals but rather, by the contrast formed between those who, almost unselectively strive toward goals, and those who did not expressed strong orientation toward either of goals. It is emphasized that Serbian millennials are not quite integrated category regarding their motivating profile; they differ according to the factor of their goal orientation, but most important is the level of strength of their goal orientation.

Assessment of Worker Satisfaction at a Brazilian Oil Company

ID: 55026

Authors: Gabriel Nogueira Krüger, Leandro de Almeida Gonçalves, Jamerson Viegas Queiroz, Fernanda Cristina Barbosa Pereira Queiroz, Jesus Leodaly Salazar Aramayo.

Source: Revista Brasileira de Estratégia, v. 11, n. 1, p. 19-34, January-April, 2018. 16 page(s).

Keyword: Employee Satisfaction , Organizational Environment , Structural Equation Modeling

Document type: Article () Show Abstract

The search for excellence is intrinsic in any organization. As such, a good understanding of the different factors involving workers is essential, primarily in times of economic crisis. Accordingly, the aim of the present study is to assess employee satisfaction at a Brazilian oil company using structural equation modeling. The methodology consisted of three stages: first, a pre-existing theoretical framework was applied, followed by a survey of the company’s employees in order to determine the importance of the variables established by the framework and, finally, structural equation modeling to identify the factors that contribute to the process investigated. The study complied with all the statistical criteria for its validation, in addition to exhibiting good model fit, proving to be statistically adequate. Moreover, it was important for employee satisfaction, the current organizational crisis environment (CE) and good communication (GC) of company values, but did not obtain a significant relationship between participation and commitment incentives (PI) and training and development (TD).

Virtual Teams and Multiculturality: Differences and Impacts of Organizational Culture in an I.T. Company

ID: 55027

Authors: Fabricio Stocker, Gustavo Abib, Gracyele Veneza Fürbringer, Mariane Lemos Lourenço.

Source: Revista Brasileira de Estratégia, v. 11, n. 1, p. 25-55, January-April, 2018. 31 page(s).

Keyword: Multicultural differences , Organizational culture , Virtual Teams

Document type: Article (English) Show Abstract

In the process of internationalization, multicultural management deal with the cultural differences issues, i.e. diversity related to language, values, customs and behavior in the workplace. Due to the internationalization of companies and work teams, new organizational structures have emerged, such as virtual teams. The purpose of this paper is to understand the influence of cultural differences and multiculturalism in virtual teams as well as to identify potential cultural impacts in their work development and performance. For this, it was conducted a single case study in depth in a US multinational IT company. After completed the content analysis, we identified issues related to the differences between the global organizational culture and the national culture of the team members, communication barriers, differences in leadership style and acclimatization to the virtuality. They led to the conclusion that virtual teams, although they are essential to the growth and evolution of the company, they need to be worked to overcome the multicultural differences among team members, or better managed toward an improved outcome for the organization. The reflection and contribution presented in this paper refers to the emergence of local culture studies about the organizational culture regarding global virtual teams.

Perception of Employees on their Involvement in the Implementation of Cemig's Strategy

ID: 55028

Authors: Kátia Regina Melo Teixeira, Rodrigo Baroni Carvalho.

Source: Revista Brasileira de Estratégia, v. 11, n. 1, p. 56-71, January-April, 2018. 16 page(s).

Keyword: Knowledge Management , Strategy , Strategy Focused Or-ganization (SFO) , Strategy implementation

Document type: Article (English) Show Abstract

The objective of this study was to evaluate the employees' perception of their involvement in the strategy implementation process of Companhia Energética de Minas Gerais (CEMIG). In order to understand the employees' involvement with this topic, it was analyzed the Strategy Focused Organization (SFO), an important and consolidated tool applied for 8 years to all employees. The company's documents and files were analyzed and direct observation was applied, allowing a triangulation of data. Analysis categories were used for evaluation of SFO in the period of 2011-2015. The results revealed that there is a perception of employees’ involvement, understanding and direct participation in the implementation of CEMIG's strategy. These influences, however, are variable. One point of concern is that one significant portion of employees does not consider themselves sufficiently informed about the organizational strategy, which is not desirable when seeking higher alignment of people in the implementation of the strategy. It was identified the importance of the leader in the process of employee involvement with the strategy. However, while important, not all leaders play the role of strategy's multipliers to the employees. It is concluded that there is already a relevant effort to involve employees in the entire strategy implementation process. However, we realize that there is still to evolve on several levels. It is possible to believe that, once the direct contact between the leader and the team would be extended and matured, it will be possible to foster knowledge internalization and strengthen their individual contribution to reach the strategy.

Work-Related Values: A Comparative Study of Individuals of the Generation Y from Different Socioeconomic Classes in Brazil

ID: 55029

Authors: João Vitor Simão Renda Lanfredi, Flávia Feitosa Santana, Cléber da Costa Figueiredo.

Source: Revista Brasileira de Estratégia, v. 11, n. 1, p. 72-90, January-April, 2018. 19 page(s).

Keyword: Altruism , Extrinsic rewards , Intrinsic rewards , Leisure , Social rewards

Document type: Article (English) Show Abstract

This study analyzes the characteristics and, mainly, the work-related values of Brazil’s Generation Y from different socioeconomic classes. This theme has become more relevant since, in recent years, these young people have entered or are about to enter the labor market – a movement that is allegedly generating numerous conflicts in organizational environments. The main question that guides this research is: Do Generation Y individuals from socioeconomic classes “A” and “B” have different values in relation to those from classes “C,” “D,” and “E”? From the theoretical perspective, the concept of generations was studied, with emphasis on what has been defined as Generation Y globally as well as in the Brazilian context. In relation to values, the difference between attitudes and motivations was first established and, then, work-related values were studied, which are: leisure, intrinsic, altruistic, social, and extrinsic. The questionnaire was translated into Brazilian Portuguese and, later, back translation and content and face validity were carried out. The responses were divided into two groups: 137 answers from classes A and B and 91 answers from classes C, D, and E. Exploratory factor analysis was used to identify the order of importance of the values as well as MANOVA to detect differences between the groups. Afterwards, f-tests and t-tests were performed for all items individually in order verify whether any differences between the items were observed in the two groups. It was established that individuals from socioeconomic classes A and B do not have different work-related values from the individuals of classes C, D, and E. In addition, values that provide intrinsic and extrinsic rewards were the most valued by Generation Y. Another result is that young people from classes A and B do not predominantly have values related to social rewards, when compared to classes C, D, and E. The opposite was observed. There were no significant differences in work-related values between individuals of Generation Y from socioeconomic classes A and B and C, D, and E; nor was there predominance of the first group in relation to social rewards. This study broadens knowledge about Generation Y, reinforcing that the more-prominent values refer to those that provide intrinsic and extrinsic rewards. Moreover, it tackles the problem of comparing social stratum in the State of São Paulo.

Relationship between Organizational Commitment and Practices of Training and Performance Assessment

ID: 55030

Authors: Ana Paula Moreno Pinho, Clayton Robson Moreira da Silva, Evalda Rodrigues Silva de Oliveira, Lais Vieira Castro Oliveira.

Source: Revista Brasileira de Estratégia, v. 11, n. 1, p. 91-108, January-April, 2018. 18 page(s).

Keyword: Human Resources Practices , Organizational Commitment , Supermarket Chain , Three-component Model

Document type: Article (English) Show Abstract

This study aimed to analyze the relationship between Organizational Commitment and Human Resources Practices in a supermarket chain in the State of Ceará, using the three-component model proposed by Meyer and Allen. Additionally, the relationship between respondents' profile and organizational commitment was verified. It is a descriptive-exploratory study with quantitative approach, conducted through a survey. 385 employees participated in the research. The instrument used for the data collection was a questionnaire and statistical methods were used for the data treatment. Multivariate analysis was performed using factor analysis and Spearman's correlation test. The results evidenced that the affective and normative bases of the commitment are positively and more intensely related with the practice of Training, Development & Education, while the continuance base is positively related, presenting higher coefficient of correlation with the practice of Performance & Competence Assessment. Also, it was observed there is relationship between the components of the organizational commitment and respondents' profile.

A Typology of Assertive Leaders: Building the Land Map

ID: 55031

Authors: Paulo Hayashi Júnior, Juliana Guonik.

Source: Revista Brasileira de Estratégia, v. 11, n. 1, p. 109-124, January-April, 2018. 16 page(s).

Keyword: Assertiveness , Behavior , Cluster , Leadership , Types of Leadership

Document type: Article (English) Show Abstract

The main objective of the present work is the elaboration of a typology of assertive leaders among young Brazilian students. For this, a quantitative research was carried out with the application of 200 questionnaires and the results were analyzed through the clusters analysis technique. Four groups were identified and labeled according to their main characteristics: Breeze, Stone, Fire and Water. The cluster "Breeze" presents meekness and patience as its main characteristics. However, the "Stone" cluster is characterized by determination. The "Fire" cluster represents self-confidence and independence, but without forgetting humility. Finally, the "Water" cluster represents the group that values friendship and the maintenance of interpersonal relationships through non-attrition. Based on the data collected, it can be concluded that respondents presented an average level of assertive leadership. Thus, it is necessary to use pertinent levels of assertiveness in each situation in order to obtain better interpersonal relationships in the workplace, as well as leaders with better behaviors.

Duty, Pleasure or Addiction? Study of Workaholic Behavior in Bachelors with Business Administration Degree

ID: 55032

Authors: Roberta Mormello, Valesca Persch Reichelt.

Source: Revista Brasileira de Estratégia, v. 11, n. 1, p. 125-141, January-April, 2018. 17 page(s).

Keyword: Characteristics of workaholic behavior , Quality of life at work , Work addiction , Workaholic

Document type: Article (English) Show Abstract

The workaholic behavior means addiction to work and it is a poorly researched term academically, but in the praxis of companies it occurs very frequently, even more with the fierce competitiveness, global crisis and constant technological evolutions. Therefore, the principal objective was to analyze characteristics of the workaholic behavior in the bachelors with business administration degree of Rio Grande do Sul state. In the theoretical foundation, issues such as people management, quality of life at work and workaholic behavior itself were addressed. The methodology used for the construction of this research was applied nature and research of quantitative method, besides being a descriptive field research. Data collection was done through a Likert questionnaire which resulted in 233 respondents, all of them bachelors with business administration degree. The results of these data were presented in tables with average and standard deviation, subsequently these data were evaluated through univariate and multivariate analyzes of factorial type. Finally, the obtained results of the research allowed identifying characteristics that researchers have already mentioned and also note the emergence of new ones, combining also the consequences of this behavior in the personal and professional life of the bachelors in business administration of Rio Grande do Sul.

The Human Resources Management of a Democratic Action: Intentionality, Elements and Functioning

ID: 55033

Authors: Evandro Bocatto, Eloisa Perez-de-Toledo.

Source: Revista Brasileira de Estratégia, v. 11, n. 1, p. 142-165, January-April, 2018. 24 page(s).

Keyword: Budgeting , Citizenship Development and Engagement , Content Analysis , Participatory

Document type: Article (English) Show Abstract

In reaction to the issue of citizens’ distrust, apathy and disengagement from representative democracy, we investigate democratic actions in which participation, deliberation, and political engagement take place: the participatory budgeting (PB) of municipalities. By integrating two epistemologies, historical-hermeneutic and empirical-analytical, we interpret the intentions to commit, and analyze the enabling conditions of its implementation, viz., PB’s human resources management. Content analysis methodology converts pieces of narratives into units of meaning, we provide evidences of the reasons why this reality is socially created, and capture its functioning. Findings from five cities show that the PB starts with the local government’s intention to respond to historical demands of civil society regarding direct participation in government. As a mean to this goal, we explain the human resources practices of attracting, developing, and retaining participants. We provide a practical benchmark for local authorities’ policy development, and for the literature of participatory management in municipalities.

Cognition of a Successful Professional: A Study on the Mental Constructs of Millennials

ID: 55034

Authors: Júlio Adriano Ferreira dos Reis, Simone Cristina Ramos.

Source: Revista Brasileira de Estratégia, v. 11, n. 1, p. 166-183, January-April, 2018. 18 page(s).

Keyword: Career , Cognitive constructs , Millennials

Document type: Article (English) Show Abstract

This article addresses the development of the first qualitative stage of a broader research project that seeks to construct and validate a semantic differential on career adapted for millennials. To this end, the aim of this work was to elucidate which mental constructs represent a successful career for millennials, also known as Generation Y. The model of career anchors by Schein (1996) was used as a theoretical basis for analysis and comparison. The study is inductive and qualitative in nature, with data collected by applying the repertory grid. This technique is based on the psychology of the Personal Constructs of Kelly (1969) and is considered suitable for eliciting cognitive content without interference from the researcher. The results showed a set of eleven more frequent constructs, with the most significant being autonomy and flexibility in execution, social relevance, participation in management, responsibility for results and errors, and training requirement, mentioned by four respondents. The study allowed a new dimension valued by millennials in their careers to emerge in the field: connectivity, represented by the constructs for communication and responsibility for knowledge transmission. The elicitation of the connectivity dimension may be considered the theoretical contribution, strengthening the field of study and organizational practices in relation to the theme. The study also makes recommendations for future research.