Loading...
Publication
As mulheres e o feminino na cultura organizacional hoteleira
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 604.79 KB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
Este estudo teve como objectivo mais genérico conhecer a problemática da cultura
organizacional, em particular investigar o lugar da mulher e do feminino na hotelaria. A
questão dos recursos humanos e a problemática da cultura organizacional na hotelaria são
assuntos cruciais não só para compreender o papel da mulher neste ambiente sócio-laboral, mas
também porque se trata de um sector caracterizado pela grande mobilidade e rotatividade de
pessoal, pela sazonalidade da actividade, pela reivindicação de uma cultura muito peculiar e por
intensa competição. No mundo contemporâneo em que há cada vez mais espaço para
desigualdades em função, da idade, do sexo e da formação, pretendemos, enquanto expressão de
objectivo mais circunscrito e no quadro do objectivo geral atrás apontado, saber se há ou não
um “tecto de vidro” que impossibilite as mulheres de atingirem cargos de direcção na
organização hoteleira e como é representada a questão do género que lhe possa estar associada.
Conclui-se através da análise de conteúdo ao disposto na legislação, nas decisões judiciais e ao
obtido através de questionários por nós realizados que, não podemos, no nosso estudo empírico,
confirmar a existência de um “tecto de vidro” que impeça as mulheres de exercerem cargos de
director de hotel ou que sustente discriminação de género. Encontramos sim, um grande nível
de opacidade no discurso e no acesso ao mundo da hotelaria, e a indicação da existência de uma
eventual “parede de vidro” que encerrará as pessoas em papéis associados ao género. Por outro
lado, para validar a inexistência de desigualdades de género ou a ausência de identificação de
determinadas áreas funcionais ou níveis hierárquicos com um dos sexos, haveria ainda que
proceder a muitos outros estudos e retirar o véu que cobre os posicionamentos observados.
Assim, o estatuto de trabalho de reflexão teórica e exploração empírica, as dificuldades
encontradas e o que retiramos dos estudos empíricos e teóricos sobre as questões do género, do
trabalho na hotelaria e da sua cultura organizacional não nos permitem conclusões claras. Deste
modo, ousámos introduzir um novo conceito, concluindo que se não encontramos “tectos de
vidro exteriores”, tal não implica que não possam os inquiridos ou a organização terem “tectos
de vidro interiores”, aqueles que a opacidade atrás aludida não permite ver e cujo
aprofundamento teremos que deixar para investigação futura.
This study aims to consider general subject of organizational culture, particularly investigate the role of women and the feminine in the hotel. Human resources and organizational culture in hospitality are crucial issues not only to understand the role of women in social-labour framework, but also because it is a sector characterized by high mobility and turnover, seasonal activity, the claim of a culture in a very peculiar and intense market competition. In the contemporary world where there is an increasing scope of inequalities based in age, sex and education, this study intend, as an expression of more limited purpose and the overall objective to pointed out, whether or not there is a ' ceiling glass " that prevents women from reaching senior positions in the hospitality organization. How the gender is represented and what may be associated with. We have concluded through content analysis of legislation, judicial decisions and surveys, that we cannot, in our empirical study, confirm the existence of a " glass ceiling " that prevents women from reaching the position of hotel director. However we found a high level of opacity in speech and access to the hospitality world, an indication of the existence of a " glass wall " that closes people in roles associated with gender. On the other hand, to validate the absence of gender inequality or lack of identification of specific functional areas and hierarchical levels in one sex, there still scope for many studies to reveal the opacity observed. Thus, the theoretical and empiric exploration, the difficulties we encountered empirical on gender issues, working in hospitality and its organizational culture does not allow clear conclusions. Hence, we dared to introduce a new concept, concluding that we did not found a "outside glass ceiling " , but this does not imply the organization do not have a "inside glass ceilings", behind the opacity alluded, whose depth we have to leave for future research .
This study aims to consider general subject of organizational culture, particularly investigate the role of women and the feminine in the hotel. Human resources and organizational culture in hospitality are crucial issues not only to understand the role of women in social-labour framework, but also because it is a sector characterized by high mobility and turnover, seasonal activity, the claim of a culture in a very peculiar and intense market competition. In the contemporary world where there is an increasing scope of inequalities based in age, sex and education, this study intend, as an expression of more limited purpose and the overall objective to pointed out, whether or not there is a ' ceiling glass " that prevents women from reaching senior positions in the hospitality organization. How the gender is represented and what may be associated with. We have concluded through content analysis of legislation, judicial decisions and surveys, that we cannot, in our empirical study, confirm the existence of a " glass ceiling " that prevents women from reaching the position of hotel director. However we found a high level of opacity in speech and access to the hospitality world, an indication of the existence of a " glass wall " that closes people in roles associated with gender. On the other hand, to validate the absence of gender inequality or lack of identification of specific functional areas and hierarchical levels in one sex, there still scope for many studies to reveal the opacity observed. Thus, the theoretical and empiric exploration, the difficulties we encountered empirical on gender issues, working in hospitality and its organizational culture does not allow clear conclusions. Hence, we dared to introduce a new concept, concluding that we did not found a "outside glass ceiling " , but this does not imply the organization do not have a "inside glass ceilings", behind the opacity alluded, whose depth we have to leave for future research .
Description
Keywords
Cultura organizacional "Tecto de Vidro" Género Hotelaria Mulher Organizational Culture Ceiling glass Hotel Women
Citation
Publisher
Escola Superior de Hotelaria e Turismo do Estoril