The Interface between Human Values and Organizational Change: Evidences of an Acquisition Operation
| Autor(a) principal: | |
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| Data de Publicação: | 2012 |
| Outros Autores: | |
| Tipo de documento: | Artigo |
| Idioma: | por |
| Título da fonte: | RAM. Revista de Administração Mackenzie |
| Texto Completo: | https://editorarevistas.mackenzie.br/index.php/RAM/article/view/4021 |
Resumo: | This article presents a discussion about human values in a situation of abrupt change caused by an acquisition operation. The aim of this theoretical and empirical research is to understand how the employees, who experienced the acquisition of the institution where they worked, managed to cope with the situation, considering their human values. This is a descriptive qualitative research, with a sectional temporal cut and a longitudinal perspective. Data was collected by structured interviews and interpreted with of content analysis technique. Rohan's (2000) theoretical model, of a dynamic human values system, has been used as the lens through which the empirical findings are interpreted. This approach brings as innovation to previous discussions that values are more than part of a person's survival. Instead, this author takes them as orientations that allow people to live the best way they can. The results led us to conclude that, although there are differences between the personal value systems and social priority systems of the interviewees, each one found his/her way to adapt to the new circumstances respecting and preserving such value systems, avoiding suffering. This interface, between the human values of the interviewees and the organizational change they experienced, points out to aspects that go beyond survival and being part of a society. At the same time, it showed that the complex formation of a group may contain different systems of personal ands social values prioritization in interaction, which does not mean reaching a homogeneous way to cope with the situation. This comprehension justifies why, preserving their values, the employees developed new attitudes and behaviors that allowed them to continue in their jobs: because they gave new meanings to the experienced situation through new ways of feeling and thinking about their work. |
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The Interface between Human Values and Organizational Change: Evidences of an Acquisition OperationLa Interfaz entre los Valores Humanos y el Cambio Organizacional: La Evidencia de una Operación de AdquisiciónA Interface entre Valores Humanos e Mudança Organizacional: Evidências de uma Operação de AquisiçãoWorkplaceHuman BehaviorOrganizational ChangeWork RelationsValues.Ambiente De TrabajoComportamiento HumanoCambios OrganizacionalesRelaciones De TrabajoValores.Ambiente de trabalhoComportamento humanoMudança organizacionalRelações de trabalhoValores.This article presents a discussion about human values in a situation of abrupt change caused by an acquisition operation. The aim of this theoretical and empirical research is to understand how the employees, who experienced the acquisition of the institution where they worked, managed to cope with the situation, considering their human values. This is a descriptive qualitative research, with a sectional temporal cut and a longitudinal perspective. Data was collected by structured interviews and interpreted with of content analysis technique. Rohan's (2000) theoretical model, of a dynamic human values system, has been used as the lens through which the empirical findings are interpreted. This approach brings as innovation to previous discussions that values are more than part of a person's survival. Instead, this author takes them as orientations that allow people to live the best way they can. The results led us to conclude that, although there are differences between the personal value systems and social priority systems of the interviewees, each one found his/her way to adapt to the new circumstances respecting and preserving such value systems, avoiding suffering. This interface, between the human values of the interviewees and the organizational change they experienced, points out to aspects that go beyond survival and being part of a society. At the same time, it showed that the complex formation of a group may contain different systems of personal ands social values prioritization in interaction, which does not mean reaching a homogeneous way to cope with the situation. This comprehension justifies why, preserving their values, the employees developed new attitudes and behaviors that allowed them to continue in their jobs: because they gave new meanings to the experienced situation through new ways of feeling and thinking about their work.En este artículo se presenta una discusión sobre los valores humanos a partir de una situación de cambio organizacional brusco, generado por un proceso de adquisición. El objetivo de esta investigación, de carácter teórico y empírico, fue entender cómo los empleados que experimentaron la adquisicón de la entidad financiera en que trabajaban, fueron capaces de manejar esta situación a partir de los valores humanos. La investigación es cualitativa, descriptiva, de corte temporal por secciones y con perspectiva longitudinal. Los datos fueron recolectados a través de entrevistas semi-estructuradas con los empleados restantes y la interpretación utilizó la técnica de análisis de contenido. El objetivo teórico de este estudio se mantuvo en el modelo de Rohan (2000), sobre el sistema de valores humanos, lo que aporta innovación a la idea de que los valores tienen más que una función en la supervivencia de los individuos, ya que son, cómo el autor llama, las guías de la mejor manera posible de vivir. Los resultados nos llevan a concluir que, existen diferencias en los sistemas de valores de prioridad personal y social de los encuestados, en otras palabras, diferencias en la manera de ver y guiar sus comportamientos y actitudes en la situación, pero todos encontraron la mejor manera de vivir en la situación de adquisición, ya que lograron respetar y preservar sus valores personales, para adaptarse a las nuevas circunstancias de trabajo, sin sufrimiento. Esta interfaz entre los valores humanos de los encuestados y el cambio organizacional experimentado por ellos, muestra aspectos que van más allá de lá adptación para la supervivencia de los indivíduos y la participación en sociedad. Al mismo tiempo, muestra que la compleja formación de un grupo puede contener esquemas de priorización de valores personales y sociales diversos, pero en diálogo, sin inplicar homogeneidad en la manera de enfrentarse con una situación. Esta comprensión justifica, por último, porqué los empleados, para preservar sus valores, desarrollaron nuevas actitudes y comportamientos que los ponen en condiciones de permanecer trabajando en la entidad adquirente. Porqué cuando proporcionan significados distintos a la situación vivida, experimentan nuevas formas de pensar y sentir el trabajo.Neste artigo, tem-se como objetivo compreender a forma como os funcionários que vivenciaram a operação de aquisição de uma instituição financeira internacional, por outra instituição nacional, encararam essa abrupta mudança no ambiente de trabalho, a partir da perspectiva dos valores humanos. Para tanto, fez-se uso do delineamento teórico proposto por meio do modelo de Rohan (2000) sobre o sistema de valores das pessoas, para que assim fosse possível compreender as atitudes e comportamentos (decisões) adotados pelos funcionários na priorização de certos tipos de valores frente à situação vivenciada. A pesquisa é qualitativa, descritiva, corte temporal seccional com perspectiva longitudinal. Os dados foram coletados por meio de entrevistas semiestruturadas junto aos funcionários remanescentes e, interpretado à luz da técnica de análise de conteúdo. Os resultados apontaram que por meio da proposta de Rohan (2000) é possível compreender o processo de decisão, de acordo com os valores humanos, de forma dinâmica, pois as mudanças são inseridas e analisadas no modelo, sem receitas ou passos pré-estabelecidos. Por esse motivo, percebeu-se que os funcionários desenvolveram novas atitudes e comportamentos, de modo que ao preservarem seus valores, conseguiram permanecer trabalhando na instituição adquirente, pois ao fornecerem significado à situação vivenciada, experimentaram novas formas de pensar e sentir o seu fazer. Assim, uma das principais contribuições desta pesquisa foi propiciar o estudo empírico dos valores humanos a partir da interface direta com um fenômeno de mudança organizacional, de modo que, colabora-se para o incentivo à prevalência de uma prática da gestão consciente a respeito dos valores, além de ampliar o entendimento sobre o processo pelo qual as pessoas lidam com condições inesperadas em ambientes de trabalho em transformação.Editora Mackenzie2012-10-17info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionAvaliado por ParesPesquisa qualitativa teórica-empírica.application/pdfhttps://editorarevistas.mackenzie.br/index.php/RAM/article/view/4021Revista de Administração Mackenzie; Vol. 14 No. 2 (2013)Revista de Administração Mackenzie; Vol. 14 Núm. 2 (2013)Revista de Administração Mackenzie (Mackenzie Management Review); v. 14 n. 2 (2013)1678-69711518-6776reponame:RAM. Revista de Administração Mackenzieinstname:Universidade Presbiteriana Mackenzie (MACKENZIE)instacron:MACKENZIEporhttps://editorarevistas.mackenzie.br/index.php/RAM/article/view/4021/4017Copyright (c) 2015 Revista de Administração Mackenzieinfo:eu-repo/semantics/openAccessAdler, Claudia SegadilhaSilva, André Luis2015-06-25T00:07:03Zoai:ojs.editorarevistas.mackenzie.br:article/4021Revistahttps://editorarevistas.mackenzie.br/index.php/RAM/PUBhttps://editorarevistas.mackenzie.br/index.php/RAM/oairevista.adm@mackenzie.br1678-69711518-6776opendoar:2015-06-25T00:07:03RAM. Revista de Administração Mackenzie - Universidade Presbiteriana Mackenzie (MACKENZIE)false |
| dc.title.none.fl_str_mv |
The Interface between Human Values and Organizational Change: Evidences of an Acquisition Operation La Interfaz entre los Valores Humanos y el Cambio Organizacional: La Evidencia de una Operación de Adquisición A Interface entre Valores Humanos e Mudança Organizacional: Evidências de uma Operação de Aquisição |
| title |
The Interface between Human Values and Organizational Change: Evidences of an Acquisition Operation |
| spellingShingle |
The Interface between Human Values and Organizational Change: Evidences of an Acquisition Operation Adler, Claudia Segadilha Workplace Human Behavior Organizational Change Work Relations Values. Ambiente De Trabajo Comportamiento Humano Cambios Organizacionales Relaciones De Trabajo Valores. Ambiente de trabalho Comportamento humano Mudança organizacional Relações de trabalho Valores. |
| title_short |
The Interface between Human Values and Organizational Change: Evidences of an Acquisition Operation |
| title_full |
The Interface between Human Values and Organizational Change: Evidences of an Acquisition Operation |
| title_fullStr |
The Interface between Human Values and Organizational Change: Evidences of an Acquisition Operation |
| title_full_unstemmed |
The Interface between Human Values and Organizational Change: Evidences of an Acquisition Operation |
| title_sort |
The Interface between Human Values and Organizational Change: Evidences of an Acquisition Operation |
| author |
Adler, Claudia Segadilha |
| author_facet |
Adler, Claudia Segadilha Silva, André Luis |
| author_role |
author |
| author2 |
Silva, André Luis |
| author2_role |
author |
| dc.contributor.author.fl_str_mv |
Adler, Claudia Segadilha Silva, André Luis |
| dc.subject.por.fl_str_mv |
Workplace Human Behavior Organizational Change Work Relations Values. Ambiente De Trabajo Comportamiento Humano Cambios Organizacionales Relaciones De Trabajo Valores. Ambiente de trabalho Comportamento humano Mudança organizacional Relações de trabalho Valores. |
| topic |
Workplace Human Behavior Organizational Change Work Relations Values. Ambiente De Trabajo Comportamiento Humano Cambios Organizacionales Relaciones De Trabajo Valores. Ambiente de trabalho Comportamento humano Mudança organizacional Relações de trabalho Valores. |
| description |
This article presents a discussion about human values in a situation of abrupt change caused by an acquisition operation. The aim of this theoretical and empirical research is to understand how the employees, who experienced the acquisition of the institution where they worked, managed to cope with the situation, considering their human values. This is a descriptive qualitative research, with a sectional temporal cut and a longitudinal perspective. Data was collected by structured interviews and interpreted with of content analysis technique. Rohan's (2000) theoretical model, of a dynamic human values system, has been used as the lens through which the empirical findings are interpreted. This approach brings as innovation to previous discussions that values are more than part of a person's survival. Instead, this author takes them as orientations that allow people to live the best way they can. The results led us to conclude that, although there are differences between the personal value systems and social priority systems of the interviewees, each one found his/her way to adapt to the new circumstances respecting and preserving such value systems, avoiding suffering. This interface, between the human values of the interviewees and the organizational change they experienced, points out to aspects that go beyond survival and being part of a society. At the same time, it showed that the complex formation of a group may contain different systems of personal ands social values prioritization in interaction, which does not mean reaching a homogeneous way to cope with the situation. This comprehension justifies why, preserving their values, the employees developed new attitudes and behaviors that allowed them to continue in their jobs: because they gave new meanings to the experienced situation through new ways of feeling and thinking about their work. |
| publishDate |
2012 |
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2012-10-17 |
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info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion Avaliado por Pares Pesquisa qualitativa teórica-empírica. |
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article |
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publishedVersion |
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https://editorarevistas.mackenzie.br/index.php/RAM/article/view/4021 |
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https://editorarevistas.mackenzie.br/index.php/RAM/article/view/4021 |
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por |
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por |
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https://editorarevistas.mackenzie.br/index.php/RAM/article/view/4021/4017 |
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Copyright (c) 2015 Revista de Administração Mackenzie info:eu-repo/semantics/openAccess |
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Copyright (c) 2015 Revista de Administração Mackenzie |
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openAccess |
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application/pdf |
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Editora Mackenzie |
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Editora Mackenzie |
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Revista de Administração Mackenzie; Vol. 14 No. 2 (2013) Revista de Administração Mackenzie; Vol. 14 Núm. 2 (2013) Revista de Administração Mackenzie (Mackenzie Management Review); v. 14 n. 2 (2013) 1678-6971 1518-6776 reponame:RAM. Revista de Administração Mackenzie instname:Universidade Presbiteriana Mackenzie (MACKENZIE) instacron:MACKENZIE |
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MACKENZIE |
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RAM. Revista de Administração Mackenzie |
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RAM. Revista de Administração Mackenzie |
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RAM. Revista de Administração Mackenzie - Universidade Presbiteriana Mackenzie (MACKENZIE) |
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