A relação entre a motivação e o sistema de recompensas no mercado de trabalho : um estudo comparativo entre o setor público e privado em Portugal
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Data
2015
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O mercado de trabalho atravessa um momento de grandes transições e muitas adaptações.
Envolto em tantas teorias e paradigmas, sobre como se deve viver, trabalhar e administrar,
as organizações tentam adaptar-se a um ambiente onde o avanço da tecnologia e o
desenvolvimento do conhecimento humano não são suficientes para se ter sucesso (Sousa,
et al., 2006).
Partindo do paradigma que a grande mais valia de qualquer empresa é o seu capital
humano, a gestão de pessoas deve entender o sentido que as pessoas atribuem àquilo que
fazem e recebem, para que se possa chegar à motivação dos funcionários.
Para que isso possa acontecer é essencial que seja estabelecido uma nova relação de
trabalho que terá obrigatoriamente repercussões na forma de recompensar, sendo
determinante, um sistema de recompensas capaz de motivar e de mobilizar os
trabalhadores no sentido da aprendizagem contínua, da participação e do envolvimento na
estratégia organizacional.
Considerando o papel motivacional do sistema de recompensas esta pesquisa tem como
objetivo central o estudo da relação entre a motivação dos colaboradores com o sistema de
recompensas de que beneficiam nas organizações onde trabalham fazendo a comparação
entre o setor público e o privado.
O processo metodológico utilizado foi selecionado visando dar sentido prático ao esquema
de pesquisa, tendo em atenção os objetivos e finalidade da investigação. Assim, o
instrumento escolhido foi o questionário por ser um instrumento de trabalho que permite a
recolha de informação junto de um dado público-alvo, de acordo com Fink (2003), através
de afirmações que representam factos, comportamentos e sentimentos, colocadas segundo
uma escala de Likert, permitindo aos inquiridos assinalarem em que medida lhes ocorrem
esses fenómenos. Este procedimento permite conhecer o sistema de recompensas de que o
trabalhador beneficia e até que ponto o motiva. Depois de analisar as respostas dadas pelos inquiridos ao questionário, algumas das
conclusões mais relevantes desta pesquisa são: as mulheres estão menos motivadas pelo
sistema de recompensas que as suas empresas praticam do que os homens, a motivação é
proporcional às habilitações literárias dos colaboradores, ou seja, são os colaboradores com
habilitações superiores que se sentem mais motivados e os funcionários que estão há
menos tempo na empresa sentem-se mais motivados com o sistema de recompensas.
Poder-se-á ainda dizer que os funcionários do setor privado estão mais motivados pelo
sistema de recompensas do que os funcionários do setor público.
The labor market is going through a time of great transitions and many adaptations. Wrapped in so many theories and paradigms on how to live, work and manage, organizations try to adapt to an environment where the advancement of technology and the development of human knowledge are not enough to succeed (Sousa, et al. , 2006). Based on the paradigm that the most valuable asset of any company is its human capital, people management should understand the meaning that people attribute to what they do and receive, so that we can get to employee motivation. For this to happen it is essential that a new working relationship is established, which will have repercussions in the form of reward, being decisive a reward system able to motivate and mobilize workers to lifelong learning, participation and involvement in organizational strategy. Considering the role of motivational reward system, this research aim to study the relationship between motivation of employees with the system of rewards, by making the comparison between the public and the private sector. The methodological process used was selected in order to give practical meaning to the research scheme, taking into account the objectives and the purpose of the investigation. Thus, the chosen instrument was the questionnaire, because it is a working tool that allows the collection of information with an audience, according to Fink (2003), through statements that represent facts, behaviors and feelings, placed according to a Likert scale, allowing respondents to refer to what extent these phenomena occur. This procedure allows to know the reward system of the employee and to what extent it motivates them. After analyzing the answers given by respondents to the questionnaire, some of the most important conclusions of this research are: women are less motivated by rewards system than men, motivation is proportional to the qualifications of employees, that is, employees with higher qualifications are more motivated, and employees who are less time in the company feel more motivated by the reward system. Furthermore, private sector employees are more motivated by the reward system than public sector employees.
The labor market is going through a time of great transitions and many adaptations. Wrapped in so many theories and paradigms on how to live, work and manage, organizations try to adapt to an environment where the advancement of technology and the development of human knowledge are not enough to succeed (Sousa, et al. , 2006). Based on the paradigm that the most valuable asset of any company is its human capital, people management should understand the meaning that people attribute to what they do and receive, so that we can get to employee motivation. For this to happen it is essential that a new working relationship is established, which will have repercussions in the form of reward, being decisive a reward system able to motivate and mobilize workers to lifelong learning, participation and involvement in organizational strategy. Considering the role of motivational reward system, this research aim to study the relationship between motivation of employees with the system of rewards, by making the comparison between the public and the private sector. The methodological process used was selected in order to give practical meaning to the research scheme, taking into account the objectives and the purpose of the investigation. Thus, the chosen instrument was the questionnaire, because it is a working tool that allows the collection of information with an audience, according to Fink (2003), through statements that represent facts, behaviors and feelings, placed according to a Likert scale, allowing respondents to refer to what extent these phenomena occur. This procedure allows to know the reward system of the employee and to what extent it motivates them. After analyzing the answers given by respondents to the questionnaire, some of the most important conclusions of this research are: women are less motivated by rewards system than men, motivation is proportional to the qualifications of employees, that is, employees with higher qualifications are more motivated, and employees who are less time in the company feel more motivated by the reward system. Furthermore, private sector employees are more motivated by the reward system than public sector employees.
Descrição
Orientação: Carla Marisa Magalhães
Palavras-chave
MESTRADO EM GESTÃO, GESTÃO, MANAGEMENT, SISTEMA DE RECOMPENSAS, COMPENSATION MANAGEMENT, MOTIVAÇÃO, MOTIVATION, SETOR PÚBLICO, PUBLIC SECTOR, SETOR PRIVADO, PRIVATE SETOR, PORTUGAL