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Publicação
O Papel da Resiliência no Recrutamento de Funções Executivas e de Gestão Intermédia
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| 2.01 MB | Adobe PDF |
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Numa conjuntura altamente competitiva, vertiginosa e disruptiva, as organizações procuram profissionais de elevado desempenho, capazes de prosperar no caos e de tornar as ameaças num trampolim para o crescimento. Para indivíduos mais passivos, esta realidade pode revelar-se stressante e disfuncional.
A resiliência está associada ao desempenho, e os indivíduos resilientes têm uma visão objetiva da realidade, definem objetivos ambiciosos e sabem como alcançá-los, improvisando na adversidade e materializando resultados organizacionais superiores.
Realizou-se um estudo transversal, essencialmente quantitativo mas também qualitativo, a um universo de 77 indivíduos, candidatos em nove processos de recrutamento de duas empresas de headhunting (uma no segmento executivo, outra de gestão intermédia), mediante aplicação de uma escala de resiliência para adultos, adaptada à população portuguesa. Procurou-se perceber se a resiliência seria preditora de sucesso em processos de recrutamento de posições executivas e de gestão intermédia.
Com base nos resultados obtidos não foi possível provar a hipótese em estudo, por não existir uma relação forte entre as duas variáveis testadas.
In a dizzying highly competitive and disruptive environment, organizations are looking for high-performing professionals, who may be able to thrive in chaos and turn threats into opportunities to growth. For more passive individuals, this reality may prove stressful and dysfunctional. Resilience is associated with performance, and resilient individuals have an unbiased understanding of reality, set ambitious goals and know how to achieve them, improvising through adversity and delivering superior organizational results. A cross-sectional study, essentially quantitative but also qualitative, was conducted on a universe of 77 individuals, candidates in nine recruitment processes of two headhunting companies (in both executive and middle management segments), by applying a resilience scale adapted to the Portuguese population. It was sought to understand if resilience would be a predictor of success in recruiting executive and management positions. Based on the results, it was not possible to prove the assumption under study, because the results do not suggest a relationship between the two measured phenomena.
In a dizzying highly competitive and disruptive environment, organizations are looking for high-performing professionals, who may be able to thrive in chaos and turn threats into opportunities to growth. For more passive individuals, this reality may prove stressful and dysfunctional. Resilience is associated with performance, and resilient individuals have an unbiased understanding of reality, set ambitious goals and know how to achieve them, improvising through adversity and delivering superior organizational results. A cross-sectional study, essentially quantitative but also qualitative, was conducted on a universe of 77 individuals, candidates in nine recruitment processes of two headhunting companies (in both executive and middle management segments), by applying a resilience scale adapted to the Portuguese population. It was sought to understand if resilience would be a predictor of success in recruiting executive and management positions. Based on the results, it was not possible to prove the assumption under study, because the results do not suggest a relationship between the two measured phenomena.
Descrição
Palavras-chave
Resiliência Resistência ao stresse Competência Coping Potencial de resiliência QE Fatores de risco Fatores de proteção Resiliência organizacional