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Cultura Organizacional e Competências do Século XXI no Mundo VUCA
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 2.98 MB | Adobe PDF |
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Abstract(s)
O Mundo VUCA está cada vez mais presente no contexto laboral atual, colocando em
causa a sustentabilidade e o sucesso das organizações que são obrigadas a adaptar-se
velozmente e de forma eficaz. Face a esta ameaça, a cultura organizacional desempenha um
papel importante, sendo pertinente desenvolver uma identidade empresarial bem como
identificar e promover as competências mais valorizadas do Século XXI que facilitem as
mudanças consoante à estratégia empresarial. O presente estudo visa identificar as tipologias
de cultura organizacional das empresas portuguesas através do Modelo dos Valores
Contrastantes e identificar as competências mais importantes no mercado de trabalho. De
seguida pretende-se então analisar a perceção dos participantes sobre a valorização dessas
competências pelas empresas bem como a importância que os próprios conferem a essas
competências investigando consequentemente a relação existente entre a cultura e esta dupla
perceção dos participantes sobre as competências. A investigação de natureza correlacional e
de carácter exploratório utiliza uma metodologia de tipo quantitativo, em que os participantes
são profissionais de empresas portuguesas. Os resultados relevaram que não existe muitas
diferenças significativas entre as tipologias de cultura organizacional e que a correlação entre a
cultura e estas competência é estatisticamente significativa, de modo que a cultura tem um
impacto significativo perante às competências identificadas. Adicionalmente, foi demostrado
que os comportamentos observáveis funcionam adequadamente como indicadores para medir
e avaliar estas competências.
The VUCA world is highly present in the current work context, jeopardizing the sustainability and success of the organizations that are forced to adapt quickly and effectively. In response to these threats, organizational culture plays an important role in order to develop a corporate identity, as well as to identify and promote the most valued skills of the 21st century that facilitate this transition according to the business strategy. The present study aims to identify organizational culture types of the Portuguese companies through the Competing Values Framework as well as to identify the most important competencies in the job market. Furthermore, not only the analysis of the respondents’ perception regarding the way the firms value those competencies, but also their own valorisation, were subjects of this study. Consequently, the correlation between the organizational culture and both above-mentioned perceptions about those competencies was investigated. The correlational and exploratory nature of this research used a quantitative methodology based on a simple random sampling method where all the respondents were professionals from Portuguese companies. The results revealed that there are not many significant differences between the types of organizational culture. Moreover, the correlation between culture and these competences is statistically significant, hence culture has a substantial impact regarding the identified competencies. Additionally, observable behaviours function properly as indicators to measure and evaluate these competencies.
The VUCA world is highly present in the current work context, jeopardizing the sustainability and success of the organizations that are forced to adapt quickly and effectively. In response to these threats, organizational culture plays an important role in order to develop a corporate identity, as well as to identify and promote the most valued skills of the 21st century that facilitate this transition according to the business strategy. The present study aims to identify organizational culture types of the Portuguese companies through the Competing Values Framework as well as to identify the most important competencies in the job market. Furthermore, not only the analysis of the respondents’ perception regarding the way the firms value those competencies, but also their own valorisation, were subjects of this study. Consequently, the correlation between the organizational culture and both above-mentioned perceptions about those competencies was investigated. The correlational and exploratory nature of this research used a quantitative methodology based on a simple random sampling method where all the respondents were professionals from Portuguese companies. The results revealed that there are not many significant differences between the types of organizational culture. Moreover, the correlation between culture and these competences is statistically significant, hence culture has a substantial impact regarding the identified competencies. Additionally, observable behaviours function properly as indicators to measure and evaluate these competencies.
Description
Keywords
Mundo VUCA Cultura organizacional Modelo CVF Competências Estudo correlacional Estudo exploratório