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| 2.15 MB | Adobe PDF |
Advisor(s)
Abstract(s)
O presente estudo, cujo tema está centralizado numa reflexão sobre o clima organizacional no Comando Distrital de Coimbra da Polícia de Segurança Pública, tem como objetivo fundamental a descrição do clima organizacional presente nesta instituição, verificando se o mesmo é percecionado como positivo, neutro ou negativo, e como influencia a disponibilidade para a mudança (readiness for change) dos seus trabalhadores, tendo em conta que diversos estudos confirmaram haver uma relação positiva entre a predominância do modelo de relações humanas e do modelo de sistemas abertos com a disponibilidade para a mudança.
Após uma análise bibliográfica que permitisse enquadrar o tema em estudo, optou-se pela realização de uma pesquisa quantitativa com recurso à aplicação da primeira parte do questionário FOCUS, baseado no modelo dos valores contrastantes de Quinn & al, para recolher as perceções dos trabalhadores do CD Coimbra sobre o clima organizacional.
A análise estatística dos dados obtidos, através de tabelas de frequência e pela escolha da média como medida de localização, permitiu concluir que o clima organizacional no CD Coimbra é percecionado como neutro, e que predomina no mesmo uma cultura de regras, pelo que não é potenciador positivo da disponibilidade para a mudança.
The present study, whose theme is centered on a reflection on the organizational climate in the District Command of Coimbra of the Public Security Police, has as main objective the description of the organizational climate present in this institution, verifying if it is perceived as positive, neutral or negative , and how it influences the readiness for change of its workers, given that several studies have confirmed a positive relationship between the predominance of the human relations model and the open systems model with the readiness for change. After a bibliographical analysis that allowed to fit the topic under study, it was decided to carry out a quantitative research using the first part of the FOCUS questionnaire, based on the competing values model of Quinn & al., to collect the perceptions of CD Coimbra workers on the organizational climate. The statistical analysis of the data obtained, through frequency tables and the choice of the mean as a localization measure, allowed us to conclude that the organizational climate in CD Coimbra is perceived as neutral, and that a rule culture predominates in the same, so it is not a positive enhancer of the readiness for change.
The present study, whose theme is centered on a reflection on the organizational climate in the District Command of Coimbra of the Public Security Police, has as main objective the description of the organizational climate present in this institution, verifying if it is perceived as positive, neutral or negative , and how it influences the readiness for change of its workers, given that several studies have confirmed a positive relationship between the predominance of the human relations model and the open systems model with the readiness for change. After a bibliographical analysis that allowed to fit the topic under study, it was decided to carry out a quantitative research using the first part of the FOCUS questionnaire, based on the competing values model of Quinn & al., to collect the perceptions of CD Coimbra workers on the organizational climate. The statistical analysis of the data obtained, through frequency tables and the choice of the mean as a localization measure, allowed us to conclude that the organizational climate in CD Coimbra is perceived as neutral, and that a rule culture predominates in the same, so it is not a positive enhancer of the readiness for change.
Description
Keywords
Polícia Clima organizacional Mudança organizacional Disponibilidade para a mudança