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O Papel do Líder no Acolhimento e Integração do Colaborador
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Abstract(s)
Num ambiente em constante mutação e elevada competitividade, as organizações têm de estar preparadas para dar resposta à multiplicidade de novos desafios que se lhe colocam. Neste contexto, as políticas e as práticas de gestão de recursos humanos assumem um papel determinante na procura de soluções, nomeadamente ao nível do recrutamento dos colaboradores qualificados, dotados com as competências necessárias e motivados para contribuir com a sua acção para os objectivos organizacionais.
Umas das práticas determinantes de recursos humanos e sendo considerada como forte predictora do empenhamento organizacional é a Socialização. Nesse sentido, as organizações devem proceder ao planeamento de programas eficazes de Acolhimento e Integração tendo como objectivo principal a recepção dos novos colaboradores. Estes programas, vão ter um papel fulcral no desenvolvimento das competências necessárias para o bom desempenho da função, adaptação de normas, valores e práticas, bem como de procedimentos organizacionais, promovendo em simultâneo, a interacção com novos colegas e facilitando a sua adaptação (Mosquera, 2002; Taylor, 2002; Kim, Cable & Kim, 2005; Adenike, 2011).
Nas organizações onde se verifica uma correcta aplicação das práticas de recursos humanos verifica-se que os indivíduos estão mais satisfeitos nos seus locais de trabalho, denotando um maior desempenho no alcance dos objectivos estabelecidos pela organização, maior empenhamento com a sua função e consequentemente uma menor intenção de abandono. Paralelamente, a Liderança vai ter um papel decisivo e fundamental nos programas de socialização, envolvimento e empenhamento dos colaboradores. Assim e aquando da entrada de novos colaboradores, o Líder irá ser o elo de ligação entre estes e a organização no sentido de promover e facilitar a adaptação à nova realidade organizacional, na transmissão de informações importantes e fundamentais, nomeadamente, normas, regras, valores e políticas organizacionais. Neste contexto, o Líder irá desenvolver os meios necessários no sentido de contribuir para um desempenho eficaz do recém-chegado, criando as competências necessárias para atingir a competitividade e as metas organizacionais, bem como o sucesso organizacional (Vadell & Ewing, 2011). Este estudo tem como principal objectivo, avaliar em que medida o papel do Líder é determinante para a construção do Empenhamento Organizacional, através de práticas de socialização, nomeadamente no Acolhimento e Integração.
Nesse sentido, desenvolveu-se um estudo exploratório, no qual o universo da amostra engloba diversas actividades e categorias profissionais de várias organizações e de distintas realidades organizacionais. Para a recolha de dados utilizou-se o método quantitativo e recorreu-se ao instrumento do inquérito por questionário. A amostra da presente investigação foi elaborada com base nos inquéritos recebidos on-line, constituida por um total de 202 indivíduos.
Regarding an environment of constantly changing and highly competitive, organizations must be prepared to face these new challenges. Thus, the human resource policies have a key role in a way of helping to solve these challenges, mainly when choosing qualified employees with the necessary skills, committed to its function in a way of achieving organizational goals. Therefore, Socialization is considered one of the determinant human resource practices and also considered as a strong predictor of organizational commitment. In this way, organizations should planning effective Induction programs with the main aim of receiving new employees. Those programs will have an extreme importance in developing the necessary skills for the correct performance of their function, adaptation of norms, values and practices as well as organizational procedures while promoting interaction with new colleagues and facilitating their adaptation (Mosquera , 2002; Taylor, 2002; Kim, Cable & Kim, 2005; Adenike, 2011). In organizations where there is a correct implementation of human resources practices shows that employees are more satisfied in their work places, denoting higher performance in achieving the objectives set by the organization, higher commitment to their function and consequently a lower intention of resignation. At the same time, Leadership will have a decisive and crucial role in socialization programs, while involving and having the commitment of their employees. Thus, when new employees are coming to the organization, the Leader will be the link between them and the organization in a way to promote and facilitate their adaptation to the new organizational, while communicating important information such as, norms, rules, values and organizational policies. In this context, the Leader will develop the way to contribute to effective performance of the newcomer, creating the necessary skills with the aim of achieving competitiveness and organizational goals and organizational success (Vadell & Ewing, 2011). The main objective of this study is to evaluate how the leader role is crucial to the construction of Organizational Commitment, through socialization practices, mainly in the Induction. In this way, it was developed an exploratory study in which the sample includes several activities and professions from various organizations and different organizational realities. For data collection, we used the quantitative method and used the questionnaire survey instrument.The sample of this research was based on the surveys received online of a total of 202 individuals.
Regarding an environment of constantly changing and highly competitive, organizations must be prepared to face these new challenges. Thus, the human resource policies have a key role in a way of helping to solve these challenges, mainly when choosing qualified employees with the necessary skills, committed to its function in a way of achieving organizational goals. Therefore, Socialization is considered one of the determinant human resource practices and also considered as a strong predictor of organizational commitment. In this way, organizations should planning effective Induction programs with the main aim of receiving new employees. Those programs will have an extreme importance in developing the necessary skills for the correct performance of their function, adaptation of norms, values and practices as well as organizational procedures while promoting interaction with new colleagues and facilitating their adaptation (Mosquera , 2002; Taylor, 2002; Kim, Cable & Kim, 2005; Adenike, 2011). In organizations where there is a correct implementation of human resources practices shows that employees are more satisfied in their work places, denoting higher performance in achieving the objectives set by the organization, higher commitment to their function and consequently a lower intention of resignation. At the same time, Leadership will have a decisive and crucial role in socialization programs, while involving and having the commitment of their employees. Thus, when new employees are coming to the organization, the Leader will be the link between them and the organization in a way to promote and facilitate their adaptation to the new organizational, while communicating important information such as, norms, rules, values and organizational policies. In this context, the Leader will develop the way to contribute to effective performance of the newcomer, creating the necessary skills with the aim of achieving competitiveness and organizational goals and organizational success (Vadell & Ewing, 2011). The main objective of this study is to evaluate how the leader role is crucial to the construction of Organizational Commitment, through socialization practices, mainly in the Induction. In this way, it was developed an exploratory study in which the sample includes several activities and professions from various organizations and different organizational realities. For data collection, we used the quantitative method and used the questionnaire survey instrument.The sample of this research was based on the surveys received online of a total of 202 individuals.
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Keywords
Acolhimento Integração e socialização Liderança Empenhamento organizacional