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Desafios de gestão das diferenças geracionais: o caso da Câmara Municipal de Lagos
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| 2.47 MB | Adobe PDF |
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Abstract(s)
Atualmente, trabalhadores de diferentes gerações encontram-se e desenvolvem a sua atividade profissional nas organizações, o que implica, inevitavelmente, a dependência uns dos outros e o estabelecimento de relações laborais intergeracionais. Este estudo teve como objetivo observar a existência de dissemelhanças entre os indivíduos de diferentes gerações no que concerne aos seus valores, atitudes e expectativas relativamente ao trabalho numa organização pública pertencente à Administração Local, e elaborar uma proposta de intervenção nesse sentido. Os resultados da aplicação de um questionário de carácter voluntário e anónimo a 135 colaboradores de gerações diferentes e entrevistas a 16 chefias, sugerem que não existem divergências entre si no modo como encaram o trabalho, com exceção dos valores associados ao prestígio, cujos resultados foram mais altos nas gerações mais anosas. Como proposta de intervenção é sugerido um ajuste no Plano de Acolhimento e Integração de novos trabalhadores, que inclui um modelo de Manual de Acolhimento adaptado à realidade da organização em estudo e a realização de sessões de partilha de ideias e experiências intergeracionais. Identificar e compreender as diferenças entre as gerações de trabalhadores que poderão conduzir à dificuldade em estabelecer relações de confiança e entreajuda entre si dentro das organizações torna-se essencial para fomentar um bom ambiente de trabalho com partilha de ideias e conhecimentos, fatores essenciais para a produtividade e bem-estar dos colaboradores.
Nowadays, workers of different generations meet and develop their professional activity in organizations, which inevitably implies dependence on each other and the establishment of intergenerational labor relations. This study aimed to observe the existence of differences between individuals of different generations with regard to their values, attitudes and expectations regarding work in a public organization belonging to the Local Administration and to elaborate an intervention proposal in this sense. The results of the application of a voluntary and anonymous questionnaire to 135 employees from different generations and interviews with 16 managers, suggest that there are no differences between them in the way they view work, with the exception of the values associated with prestige, whose results were higher in older generations. As an intervention proposal, an adjustment to the Reception and Integration Plan for new workers is suggested, which includes a model of the Reception Manual adapted to the reality of the organization under study and holding sessions for sharing ideas and intergenerational experiences. Identifying and understanding the differences between the generations of workers that may lead to difficulties in establishing relationships of trust and mutual assistance within organizations is essential to foster a good work environment with the sharing of ideas and knowledge, essential factors for productivity and well-being of employees.
Nowadays, workers of different generations meet and develop their professional activity in organizations, which inevitably implies dependence on each other and the establishment of intergenerational labor relations. This study aimed to observe the existence of differences between individuals of different generations with regard to their values, attitudes and expectations regarding work in a public organization belonging to the Local Administration and to elaborate an intervention proposal in this sense. The results of the application of a voluntary and anonymous questionnaire to 135 employees from different generations and interviews with 16 managers, suggest that there are no differences between them in the way they view work, with the exception of the values associated with prestige, whose results were higher in older generations. As an intervention proposal, an adjustment to the Reception and Integration Plan for new workers is suggested, which includes a model of the Reception Manual adapted to the reality of the organization under study and holding sessions for sharing ideas and intergenerational experiences. Identifying and understanding the differences between the generations of workers that may lead to difficulties in establishing relationships of trust and mutual assistance within organizations is essential to foster a good work environment with the sharing of ideas and knowledge, essential factors for productivity and well-being of employees.
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Keywords
Intergeracionalidade Valores de trabalho Acolhimento e integração Manual de acolhimento