A methodology for organizational climate diagnosis: integrating social motives and Brazilian culture characteristics to working factors in judiciary organization

• Autor(a) principal: Villardi, Beatriz Quiroz
• Data de Publicação: 2011
• Outros Autores: Ferraz, Viviane Narducci, Dubeux, Veranise Jacubowski Correia
• Tipo de documento: Artigo
• Idioma: por
• Título da fonte: Revista de Administração Pública
• Texto Completo: https://periodicos.fgv.br/rap/article/view/6994
• topic: Organizational climate diagnosis; qualitative and quantitative tools for data collection; Brazilian cultural characteristics; subjectivity in human resources public administration; social motives and organizational climate.; diagnóstico de clima organizacional; ferramentas quantitativas e qualitativas para coleta de dados; traços culturais brasileiros; gestão de pessoas com subjetividade no setor público; motivos sociais e fatores do clima organizacional.

This paper examines the conception and elaboration process of an organizational climate diagnosis (OCD) methodology that considers judiciary organization specificity. In this direction seven organizational climate factors and three cultural characteristics of this public organization were identified. Data was generated through bibliographic research, field observation and in depth interviews which were qualitatively interpreted. Three intertwined cultural characteristics were revealed: authoritarism, centralization and personalism pervading three social motives and seven organizational climate factors. Preliminary results obtained through a pilot project results indicate that public workers self fulfillment motives deserve more manager’s attention than those concerning affiliation and power motives. Although a methodology and a quantitative tool for OCD were elaborated in order to minimize managers’ subjectivity during OCD conception process, it was noticed that subjectivity pervades managers perception intertwined with their organizational cultural characteristics. In this way objectivity-subjectivity intertwining was revealed as well as respondents’ subjectivity mediating human resources management. Finally, recommendations for OCD implementation considering judiciary organization specificity are presented.