Competências e estratégias para o desenvolvimento de líderes globais: o caso IBM
Autor(a) principal: | |
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Data de Publicação: | 2016 |
Tipo de documento: | Tese |
Idioma: | por |
Título da fonte: | Biblioteca Digital de Teses e Dissertações da PUC_SP |
Texto Completo: | https://tede2.pucsp.br/handle/handle/18994 |
Resumo: | The main aim of this study was to analyse the competences and development strategies employed by companies, in Brazil, in order to develop global leaders. Qualitative research was carried out to delve into the matter, and the research method was in-depth case study developed at IBM. Data were collected through semi-structured interviews at the reference centre of international recognition, Dom Cabral Foundation, in 2014, by means of several meetings. Secondary data were likewise collected through internet research. The company was chosen owing to its renowned recognition in the global market and great investment in the development of its global leaders. All data collected were analysed through thematic analysis methodology aided by software NVivo, developed by QSR International, and VUE (Visual Understanding Environment), which is open source software. The main competences mentioned by the global leaders at IBM were: easiness in making interpersonal contact; enjoying and valuing people; flexibility and adaptability; being fluent in several languages; being a good communicator; knowing how to deal with cultural diversity; forming and managing remote teams; building networking and partnerships; being good at negotiating; having sense of ethics, discipline and organization; business vision; taking risks; being inspiring and visionary. IBM employs several approaches to develop its global leaders, among which: CSC (Corporate Service Corps), coaching, through which a team of employees from various countries engage in countries under development aiming at assisting NGOs. In addition, there is a strong culture of using feedback, assessment, shadowing model, mentoring, expatriation, licence to work in other countries, programme for exchange of experiences and interaction with people from other countries, and online and face-to-face training. Although the main objective of this study was to analyse the competences and strategies used in development of global leaders at Brazilian companies, it also focused on the profile of the global leaders, the management systems of human resources used at a global company, the challenges the leaders face when developing their work, how they perceive cultural differences, how they see differences between local and global leaders, their career paths and responsibilities |
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Trevisan, Leonardo Nelmihttp://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4253361Y6Barreto, Maria Simone Prates2016-09-12T13:09:02Z2016-04-13Barreto, Maria Simone Prates. Competências e estratégias para o desenvolvimento de líderes globais: o caso IBM. 2016. 248 f. Tese (Doutorado em Administração) - Programa de Estudos Pós-Graduados em Administração, Pontifícia Universidade Católica de São Paulo, São Paulo, 2016.https://tede2.pucsp.br/handle/handle/18994The main aim of this study was to analyse the competences and development strategies employed by companies, in Brazil, in order to develop global leaders. Qualitative research was carried out to delve into the matter, and the research method was in-depth case study developed at IBM. Data were collected through semi-structured interviews at the reference centre of international recognition, Dom Cabral Foundation, in 2014, by means of several meetings. Secondary data were likewise collected through internet research. The company was chosen owing to its renowned recognition in the global market and great investment in the development of its global leaders. All data collected were analysed through thematic analysis methodology aided by software NVivo, developed by QSR International, and VUE (Visual Understanding Environment), which is open source software. The main competences mentioned by the global leaders at IBM were: easiness in making interpersonal contact; enjoying and valuing people; flexibility and adaptability; being fluent in several languages; being a good communicator; knowing how to deal with cultural diversity; forming and managing remote teams; building networking and partnerships; being good at negotiating; having sense of ethics, discipline and organization; business vision; taking risks; being inspiring and visionary. IBM employs several approaches to develop its global leaders, among which: CSC (Corporate Service Corps), coaching, through which a team of employees from various countries engage in countries under development aiming at assisting NGOs. In addition, there is a strong culture of using feedback, assessment, shadowing model, mentoring, expatriation, licence to work in other countries, programme for exchange of experiences and interaction with people from other countries, and online and face-to-face training. Although the main objective of this study was to analyse the competences and strategies used in development of global leaders at Brazilian companies, it also focused on the profile of the global leaders, the management systems of human resources used at a global company, the challenges the leaders face when developing their work, how they perceive cultural differences, how they see differences between local and global leaders, their career paths and responsibilitiesO objetivo central deste trabalho foi o de estudar as competências e as estratégias de desenvolvimento usadas nas empresas, no Brasil, para o desenvolvimento dos líderes globais. Foi realizada pesquisa qualitativa de natureza exploratória, e o método de pesquisa utilizado foi o estudo de caso em profundidade, na empresa IBM. Os dados foram coletados por meio de entrevistas semiestruturadas e no centro de referência de valor internacional, da fundação Dom Cabral, em 2014, através de várias reuniões; os dados secundários foram levantados por meio de pesquisas na internet. A empresa foi selecionada pelo amplo reconhecimento de sua atuação global e pelo grande investimento no desenvolvimento dos seus líderes globais. Os dados foram analisados por metodologia de análise temática e com o auxílio dos softwares: NVivo, desenvolvido pela QSR International, e VUE (Visual Understanding Environment), que é um software livre. As principais competências citadas pelos líderes globais da IBM foram: facilidade em estabelecer contatos interpessoais; gostar e valorizar as pessoas; flexibilidade e adaptabilidade; ter fluência em vários idiomas; boa comunicação; saber lidar com a diversidade cultural; criar e gerir equipes remotas; construir networking e parcerias; negociação; ética; disciplina e organização; visão de negócios; assumir riscos; ser inspirador e visionário. A IBM utiliza várias abordagens para desenvolver seus líderes globais, dentre as quais: CSC (Corporate Service Corps), coaching, na qual uma equipe com funcionários de vários países atua em países em desenvolvimento, com o objetivo de auxiliar ONGs. Também existe forte cultura com intensivo uso de feedback, assessment, modelo de shadow, mentoring, expatriação, licença para se trabalhar em outros países, programa com trocas de experiências e interações com pessoas de vários países, e treinamentos online e presencial. Mesmo sendo o objetivo central deste trabalho estudar as competências e as estratégias de desenvolvimento usadas nas empresas brasileiras para o desenvolvimento dos líderes globais, elucidou-se ainda o seu contexto de trabalho, o perfil dos líderes globais, os sistemas de gestão de recursos humanos de uma empresa global, os desafios que eles encontram no seu trabalho, como eles percebem as diferenças culturais, como veem as diferenças de atuações de líderes locais e globais, suas trajetórias de carreiras e suas responsabilidadesCoordenação de Aperfeiçoamento de Pessoal de Nível Superiorapplication/pdfhttp://tede2.pucsp.br/tede/retrieve/39699/Maria%20Simone%20Prates%20Barreto.pdf.jpgporPontifícia Universidade Católica de São PauloPrograma de Estudos Pós-Graduados em AdministraçãoPUC-SPBrasilFaculdade de Economia, Administração, Contábeis e AtuariaisLíderes globaisCompetências de líderes globaisDesenvolvimento de líderes globaisGlobal leadersCompetences of global leadersDevelopment of global leadersCNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAOCompetências e estratégias para o desenvolvimento de líderes globais: o caso IBMinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/doctoralThesisinfo:eu-repo/semantics/openAccessreponame:Biblioteca Digital de Teses e Dissertações da PUC_SPinstname:Pontifícia Universidade Católica de São Paulo (PUC-SP)instacron:PUC_SPTEXTMaria Simone Prates Barreto.pdf.txtMaria Simone Prates Barreto.pdf.txtExtracted texttext/plain588197https://repositorio.pucsp.br/xmlui/bitstream/handle/18994/4/Maria%20Simone%20Prates%20Barreto.pdf.txt25f173bb7932268087358bd998bba267MD54LICENSElicense.txtlicense.txttext/plain; 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dc.title.por.fl_str_mv |
Competências e estratégias para o desenvolvimento de líderes globais: o caso IBM |
title |
Competências e estratégias para o desenvolvimento de líderes globais: o caso IBM |
spellingShingle |
Competências e estratégias para o desenvolvimento de líderes globais: o caso IBM Barreto, Maria Simone Prates Líderes globais Competências de líderes globais Desenvolvimento de líderes globais Global leaders Competences of global leaders Development of global leaders CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
title_short |
Competências e estratégias para o desenvolvimento de líderes globais: o caso IBM |
title_full |
Competências e estratégias para o desenvolvimento de líderes globais: o caso IBM |
title_fullStr |
Competências e estratégias para o desenvolvimento de líderes globais: o caso IBM |
title_full_unstemmed |
Competências e estratégias para o desenvolvimento de líderes globais: o caso IBM |
title_sort |
Competências e estratégias para o desenvolvimento de líderes globais: o caso IBM |
author |
Barreto, Maria Simone Prates |
author_facet |
Barreto, Maria Simone Prates |
author_role |
author |
dc.contributor.advisor1.fl_str_mv |
Trevisan, Leonardo Nelmi |
dc.contributor.authorLattes.fl_str_mv |
http://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4253361Y6 |
dc.contributor.author.fl_str_mv |
Barreto, Maria Simone Prates |
contributor_str_mv |
Trevisan, Leonardo Nelmi |
dc.subject.por.fl_str_mv |
Líderes globais Competências de líderes globais Desenvolvimento de líderes globais |
topic |
Líderes globais Competências de líderes globais Desenvolvimento de líderes globais Global leaders Competences of global leaders Development of global leaders CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
dc.subject.eng.fl_str_mv |
Global leaders Competences of global leaders Development of global leaders |
dc.subject.cnpq.fl_str_mv |
CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
description |
The main aim of this study was to analyse the competences and development strategies employed by companies, in Brazil, in order to develop global leaders. Qualitative research was carried out to delve into the matter, and the research method was in-depth case study developed at IBM. Data were collected through semi-structured interviews at the reference centre of international recognition, Dom Cabral Foundation, in 2014, by means of several meetings. Secondary data were likewise collected through internet research. The company was chosen owing to its renowned recognition in the global market and great investment in the development of its global leaders. All data collected were analysed through thematic analysis methodology aided by software NVivo, developed by QSR International, and VUE (Visual Understanding Environment), which is open source software. The main competences mentioned by the global leaders at IBM were: easiness in making interpersonal contact; enjoying and valuing people; flexibility and adaptability; being fluent in several languages; being a good communicator; knowing how to deal with cultural diversity; forming and managing remote teams; building networking and partnerships; being good at negotiating; having sense of ethics, discipline and organization; business vision; taking risks; being inspiring and visionary. IBM employs several approaches to develop its global leaders, among which: CSC (Corporate Service Corps), coaching, through which a team of employees from various countries engage in countries under development aiming at assisting NGOs. In addition, there is a strong culture of using feedback, assessment, shadowing model, mentoring, expatriation, licence to work in other countries, programme for exchange of experiences and interaction with people from other countries, and online and face-to-face training. Although the main objective of this study was to analyse the competences and strategies used in development of global leaders at Brazilian companies, it also focused on the profile of the global leaders, the management systems of human resources used at a global company, the challenges the leaders face when developing their work, how they perceive cultural differences, how they see differences between local and global leaders, their career paths and responsibilities |
publishDate |
2016 |
dc.date.accessioned.fl_str_mv |
2016-09-12T13:09:02Z |
dc.date.issued.fl_str_mv |
2016-04-13 |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/doctoralThesis |
format |
doctoralThesis |
status_str |
publishedVersion |
dc.identifier.citation.fl_str_mv |
Barreto, Maria Simone Prates. Competências e estratégias para o desenvolvimento de líderes globais: o caso IBM. 2016. 248 f. Tese (Doutorado em Administração) - Programa de Estudos Pós-Graduados em Administração, Pontifícia Universidade Católica de São Paulo, São Paulo, 2016. |
dc.identifier.uri.fl_str_mv |
https://tede2.pucsp.br/handle/handle/18994 |
identifier_str_mv |
Barreto, Maria Simone Prates. Competências e estratégias para o desenvolvimento de líderes globais: o caso IBM. 2016. 248 f. Tese (Doutorado em Administração) - Programa de Estudos Pós-Graduados em Administração, Pontifícia Universidade Católica de São Paulo, São Paulo, 2016. |
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Pontifícia Universidade Católica de São Paulo |
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Brasil |
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Faculdade de Economia, Administração, Contábeis e Atuariais |
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Pontifícia Universidade Católica de São Paulo |
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