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Tipologia dos conflitos comportamentais existentes nas unidades de Infantaria
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Abstract(s)
O presente Trabalho de Investigação Aplicada incidiu sobre a “Tipologia dos
Conflitos Comportamentais nas Unidades de Infantaria”. Tendo como objetivo geral contribuir para o quadro teórico e prático na área dos comportamentos organizacionais – gestão de conflitos no contexto militar.
Para o estudo foram realizadas doze entrevistas exploratórias, bem como um
inquérito aplicado a uma amostra de trezentos e vinte militares, a qual foi dividida em três categorias: oficiais, sargentos e praças. Com base nas respostas obtidas nos inquéritos, efetuou-se o tratamento e a análise estatística com recurso ao programa estatístico Statistical Package for Social Sciences. Identificaram-se oito tipos de conflitos comportamentais, a saber: “necessidades dos
indivíduos não satisfeitas”; “complexidade organizacional”; “não funcionamento da
hierarquia”; “critério de desempenho e recompensas”, “falta de profissionalismo”; “interesses pessoais”, “tarefas atribuídas” e “pressão de tempo”.
Da análise dos resultados, concluiu-se que o tipo “interesses pessoais” é o que regista maior probabilidade de ocorrência nas unidades de infantaria. Por sua vez a “complexidade organizacional” é o tipo de conflitos comportamentais com menor
probabilidade de ocorrência. Para otimizar os conflitos, sendo estes inevitáveis, é necessário enfrentá-los, com uma postura de “colaboração” para que ambas as partes saiam a ganhar, criando um clima de confiança e de respeito.
Conclui-se que é vantajoso para a organização manter uma ligeira intensidade de conflito, na medida em que o mesmo é indutor de mudança, pensamento inovador e desenvolvimento do conhecimento do meio, bem como do desenvolvimento organizacional. Gera diversidade de pontos de vista, aumenta a probabilidade de surgirem soluções inovadoras e incrementa a qualidade das decisões. Os que exercem funções de comando e chefia possuem um papel crucial na otimização dos conflitos comportamentais.
Abstract This Applied Research Paper is focused in the "Typology of Behavioral Conflicts in the Infantry Units". It aims to contribute to the theoretical framework and practical in the field of organizational behavior - conflict management in the military context. For the study, twelve exploratory interviews were completed and three hundred and twenty surveys to a sample military which was divided into three categories: officers, sergeant and garrisons. From the data collected and the survey responses, the processing and statistical analysis, using the program Statistical Package for Social Sciences, was developed. From the present study, eight types of behavioral conflicts urged, namely "unmet needs of individuals"; "organizational complexity"; "not functioning hierarchy"; "performance and rewards criteria’s", "lack of professionalism" "personal interests "and "assigned tasks” " and “deadline pressure”. Analyzing the results, it is clear that the conflict that originates from "personal interests" is the one which have the highest probability in the infantry units. The "organizational complexity" is where we will find the lower probability of occurrence. To optimize the conflicts, which are inevitable, it is necessary to confront them with an attitude of "collaboration" where both parties win, generating a climate of trust and respect. It is concluded that for the organization it is advantageous to maintain a slight intensity of conflict, promoting change, innovative thinking and environment knowledge development, as well as organizational development. The conflict generates balanced diversity of points of view, increases the likelihood of innovative solutions and increases the quality of decisions. Everyone that has a leadership position in the Infantry units has a crucial role in the optimization of behavioral conflicts.
Abstract This Applied Research Paper is focused in the "Typology of Behavioral Conflicts in the Infantry Units". It aims to contribute to the theoretical framework and practical in the field of organizational behavior - conflict management in the military context. For the study, twelve exploratory interviews were completed and three hundred and twenty surveys to a sample military which was divided into three categories: officers, sergeant and garrisons. From the data collected and the survey responses, the processing and statistical analysis, using the program Statistical Package for Social Sciences, was developed. From the present study, eight types of behavioral conflicts urged, namely "unmet needs of individuals"; "organizational complexity"; "not functioning hierarchy"; "performance and rewards criteria’s", "lack of professionalism" "personal interests "and "assigned tasks” " and “deadline pressure”. Analyzing the results, it is clear that the conflict that originates from "personal interests" is the one which have the highest probability in the infantry units. The "organizational complexity" is where we will find the lower probability of occurrence. To optimize the conflicts, which are inevitable, it is necessary to confront them with an attitude of "collaboration" where both parties win, generating a climate of trust and respect. It is concluded that for the organization it is advantageous to maintain a slight intensity of conflict, promoting change, innovative thinking and environment knowledge development, as well as organizational development. The conflict generates balanced diversity of points of view, increases the likelihood of innovative solutions and increases the quality of decisions. Everyone that has a leadership position in the Infantry units has a crucial role in the optimization of behavioral conflicts.
Description
Keywords
Conflitos Comportamentais Interesses Pessoais, Complexidade Organizacional Unidades de Infantaria Otimizar
Citation
Publisher
Academia Militar. Direção de Ensino