Relação dos estilos de liderança e da motivação na satisfação dos colaboradores
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2024
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A elaboração da presente dissertação tem como objetivo estudar o impacto que os estilos de liderança e motivação têm na satisfação dos colaboradores de uma empresa. Para o estudo foi utilizada uma metodologia mista, de forma a enriquecer o tema no seu todo. Quanto à metodologia qualitativa a amostra selecionada foi a estratificada, selecionando cinco chefias da empresa, divididas pelos graus de chefia operations manager, coordenador operacional, responsável da área de qualidade e formação, responsável pela área de melhoria contínua e supervisor. Na metodologia quantitativa foram realizados questionários com questões sobre os estilos de liderança (Rouco, 2012), a motivação (Kuvaas & Dysvik, 2009; Kuvaas, Buch, Weibel, Dysvik, Nerstad, 2013 e a satisfação ((Weiss, Dawis, England e Lofquist,1967). Ao longo do estudo, identificaram-se os estilos de liderança presentes, bem como as diferentes dimensões de satisfação que os colaboradores consideram como ponto chave na realização da sua atividade como: (1) o trabalho no geral; (2) a satisfação com a remuneração; (3) a oportunidade de promoção; (4) a relação com as chefias e por último (5) a relação com os colegas, que mostrou fortes impactos positivos. Da análise final dos resultados obtidos conclui-se que os estilos de liderança participativo e por delegação são os mais utilizados pelas chefias e que os fatores pessoais, como as relações com as chefias e com os colegas, são os que mais influenciam a motivação dos colaboradores. Conclui-se assim que a motivação intrínseca apresenta valores mais altos no estudo que foram reforçados com os dados recolhidos sobre a satisfação. Palavras-Chave: Liderança; Motivação; Colaboradores e Satisfação
The aim of this dissertation is to study the impact that leadership styles and motivation have on the satisfaction of a company's employees. A mixed methodology was used for the study to enrich the topic as a whole. As for the qualitative methodology, the sample was stratified, selecting five company managers, divided into the following levels: operations manager, operational coordinator, head of the quality and training area, head of the continuous improvement area and supervisor. The quantitative methodology included questionnaires on leadership styles (Rouco, 2012), motivation (Kuvaas & Dysvik, 2009; Kuvaas, Buch, Weibel, Dysvik, Nerstad, 2013) and satisfaction (Weiss, Dawis, England and Lofquist, 1967). Throughout this study, we identified the leadership styles present, as well as the different dimensions of employee satisfaction that employees consider to be key to their work, such as: (1) work in general; (2) satisfaction with pay; (3) the opportunity for promotion; (4) the relationship with managers and finally (5) the relationship with colleagues, which had a strong positive impact. From the final analysis of the results obtained, it can be concluded that participative and delegative leadership styles are the ones most used by managers and that personal factors, such as relationships with managers and colleagues, are the ones that most influence employee motivation, thus concluding that intrinsic motivation shows higher values in the study, which were reinforced by the data collected on satisfaction. Keywords: Leadership; Motivation; Employees and Satisfaction.
The aim of this dissertation is to study the impact that leadership styles and motivation have on the satisfaction of a company's employees. A mixed methodology was used for the study to enrich the topic as a whole. As for the qualitative methodology, the sample was stratified, selecting five company managers, divided into the following levels: operations manager, operational coordinator, head of the quality and training area, head of the continuous improvement area and supervisor. The quantitative methodology included questionnaires on leadership styles (Rouco, 2012), motivation (Kuvaas & Dysvik, 2009; Kuvaas, Buch, Weibel, Dysvik, Nerstad, 2013) and satisfaction (Weiss, Dawis, England and Lofquist, 1967). Throughout this study, we identified the leadership styles present, as well as the different dimensions of employee satisfaction that employees consider to be key to their work, such as: (1) work in general; (2) satisfaction with pay; (3) the opportunity for promotion; (4) the relationship with managers and finally (5) the relationship with colleagues, which had a strong positive impact. From the final analysis of the results obtained, it can be concluded that participative and delegative leadership styles are the ones most used by managers and that personal factors, such as relationships with managers and colleagues, are the ones that most influence employee motivation, thus concluding that intrinsic motivation shows higher values in the study, which were reinforced by the data collected on satisfaction. Keywords: Leadership; Motivation; Employees and Satisfaction.
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MANAGEMENT, HUMAN RESOURCES MANAGEMENT, PERFORMANCE MANAGEMENT, PROFESSIONAL SATISFACTION, LEADERSHIP, WORKERS, MESTRADO EM GESTÃO DE EMPRESAS, GESTÃO, GESTÃO DE RECURSOS HUMANOS, GESTÃO DO DESEMPENHO, SATISFAÇÃO PROFISSIONAL, LIDERANÇA, TRABALHADORES, Mestrado em Gestão de Empresas