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Publication
Motivação nas Organizações Empresariais com Recurso a Incentivos não Monetários
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 2.44 MB | Adobe PDF |
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Abstract(s)
Atendendo à atual situação socioeconómica que o mercado vivencia, bem como às suas
perspetivas de evolução, uma das possibilidades será o recurso a incentivos não monetários,
visto que as opções sustentáveis a nível financeiro por forma a obter uma maior produtividade
empresarial são altamente reduzidas.
A revisão da literatura permitiu compreender a definição de motivação, quais são os seus
fatores. Qual a relação entre a motivação e a teoria das expetativas e qual a sua equação.
Proporcionou identificar alguns fatores que influenciam o comportamento de uma pessoa.
Contribuiu também para indicar de que forma servem as recompensa e as quais tipo de
recompensas a que reagimos sendo elas intrínsecas ou extrínsecas. Por último percebemos
quais os seus benefícios, bem como a complexidade de implementação de um sistema de
recompensas.
Este estudo visa determinar os fatores motivacionais dos trabalhadores de uma organização A,
numa escala multifatorial, por forma a otimizar os seus recursos humanos.
Deste modo, foi efetuado um estudo de caso a uma empresa denominada “A”, fazendo um reteste
de um estudo científico publicado, que apresenta uma escala multifatorial e que verifica
quatro fatores motivacionais, que são efetivamente, (i) motivação com a organização do
trabalho, (ii) motivação para o desempenho, (iii) motivação para a realização e poder e a (iv)
motivação para o envolvimento.
O estudo conclui que dos fatores motivacionais a que os colaboradores dão mais importância
empresa são os motivacionais para o desempenho e os fatores de motivação para o
envolvimento.
Due to the current social and economic situation that the market is in, and its evolutionary prospects, one possibility will be the use of non-monetary incentives, since financially sustainable options for higher business productivity are highly reduced. The literature review allowed us to understand the definition of motivation, what the motivation factors are. Plus, what is the relationship between motivation and expectations theory and what is its equation. It was provided to identify some factors that influence a person's behavior. It also helped to indicate what the rewards are for and what kind of rewards we react to being intrinsic or extrinsic. Finally we realize what its benefits are, as well as the complexity of implementing a rewards system. This study aims to determine the motivational factors of the workers of an organization A, on a multifactorial scale, in order to optimize its human resources. Thus, a case study was carried out to a company named "A", re-testing a published scientific study, which presents a multifactorial scale and which verifies four motivational factors, which are effectively (i) motivation with the Organization of work, (ii) motivation for performance, (iii) motivation for achievement and power, and (iv) motivation for engagement. The study concludes that from the motivational factors to which the collaborators give more importance in the company are the motivational ones for the performance, and the factors of motivation for the involvement.
Due to the current social and economic situation that the market is in, and its evolutionary prospects, one possibility will be the use of non-monetary incentives, since financially sustainable options for higher business productivity are highly reduced. The literature review allowed us to understand the definition of motivation, what the motivation factors are. Plus, what is the relationship between motivation and expectations theory and what is its equation. It was provided to identify some factors that influence a person's behavior. It also helped to indicate what the rewards are for and what kind of rewards we react to being intrinsic or extrinsic. Finally we realize what its benefits are, as well as the complexity of implementing a rewards system. This study aims to determine the motivational factors of the workers of an organization A, on a multifactorial scale, in order to optimize its human resources. Thus, a case study was carried out to a company named "A", re-testing a published scientific study, which presents a multifactorial scale and which verifies four motivational factors, which are effectively (i) motivation with the Organization of work, (ii) motivation for performance, (iii) motivation for achievement and power, and (iv) motivation for engagement. The study concludes that from the motivational factors to which the collaborators give more importance in the company are the motivational ones for the performance, and the factors of motivation for the involvement.
Description
Keywords
Motivação Recursos financeiros Produtividade Liderança Cultura organizacional