Can holacracy in organizations be relevant to millennials?
Autor(a) principal: | |
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Data de Publicação: | 2019 |
Tipo de documento: | Dissertação |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10400.14/29869 |
Resumo: | In a dense and competitive labor market, organizations face difficulties in gathering attractive factors in recruiting and retaining young millennials, that is, meeting what these young people are looking for, both professionally and personally. This issue is important for organizations, as the higher the turnover of their professionals, the greater the effort / costs at recruitment and communication as well as at results. Such team management instability could be a problem. However, the challenge of attracting youth talent may relate not only to the profile of these young people but also to the organization's leadership structure, which may or may not meet young people's preferences. Thus, through a qualitative analysis, centered on interviews with a carefully selected panel of 8 millennial young people, it was possible to better understand the value attached to distributed leadership systems, also called holacracy, and at the same time to assess how young millennials , from different social backgrounds and backgrounds, perceive the concept of leadership and the different organizational practices, as well as value the more distributed and autonomous leadership structures. Our research study indicates a significant preference for more hierarchical leadership and for a supportive and mentoring structure. |
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Can holacracy in organizations be relevant to millennials?Distributed leadershipOrganizationsHolacracyMillennialsLiderança distribuídaOrganizaçõesHolacraciaDomínio/Área Científica::Ciências Sociais::Ciências da ComunicaçãoIn a dense and competitive labor market, organizations face difficulties in gathering attractive factors in recruiting and retaining young millennials, that is, meeting what these young people are looking for, both professionally and personally. This issue is important for organizations, as the higher the turnover of their professionals, the greater the effort / costs at recruitment and communication as well as at results. Such team management instability could be a problem. However, the challenge of attracting youth talent may relate not only to the profile of these young people but also to the organization's leadership structure, which may or may not meet young people's preferences. Thus, through a qualitative analysis, centered on interviews with a carefully selected panel of 8 millennial young people, it was possible to better understand the value attached to distributed leadership systems, also called holacracy, and at the same time to assess how young millennials , from different social backgrounds and backgrounds, perceive the concept of leadership and the different organizational practices, as well as value the more distributed and autonomous leadership structures. Our research study indicates a significant preference for more hierarchical leadership and for a supportive and mentoring structure.Num mercado de trabalho denso e competitivo, as organizações enfrentam dificuldades em reunir fatores atrativos no recrutamento e retenção dos jovens millennials, isto é, em ir ao encontro daquilo que estes jovens procuram, tanto a nível profissional como pessoal. Esta questão é importante para as organizações, uma vez que quanto maior for a rotatividade dos seus profissionais, maior será o esforço/custos a nível de recrutamento e comunicação bem como a nível de resultados. Tal instabilidade em termos de gestão de equipas poderá constituir um problema. No entanto, o desafio em atrair o talento jovem poderá estar relacionado não só com o perfil destes jovens como também com a estrutura de liderança da organização, que pode ir, ou não ao encontro das preferências dos jovens. Assim, através de uma análise qualitativa, centrada em entrevistas a um painel cuidadosamente selecionado de 8 jovens da geração millennial, foi possível compreender melhor o valor atribuído aos sistemas de liderança distribuídos, também chamados de holacracia, e simultaneamente avaliar de que forma os jovens millennials, de diferentes perfis e meios sociais, percecionam o conceito de liderança e as diferentes práticas organizacionais, bem como valorizam a as estruturas de liderança mais distribuídas e autónomas. A nossa investigação estudo indica uma preferência significativa por uma liderança mais hierárquica e por uma estrutura de suporte e orientação.Ilharco, Fernando Albano Maia de MagalhãesVeritati - Repositório Institucional da Universidade Católica PortuguesaGuilherme, Mariana Godinho Coelho2020-03-06T14:22:48Z2020-02-1320192020-02-13T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfhttp://hdl.handle.net/10400.14/29869TID:202448070enginfo:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-07-12T17:35:25Zoai:repositorio.ucp.pt:10400.14/29869Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T18:24:00.562711Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
Can holacracy in organizations be relevant to millennials? |
title |
Can holacracy in organizations be relevant to millennials? |
spellingShingle |
Can holacracy in organizations be relevant to millennials? Guilherme, Mariana Godinho Coelho Distributed leadership Organizations Holacracy Millennials Liderança distribuída Organizações Holacracia Domínio/Área Científica::Ciências Sociais::Ciências da Comunicação |
title_short |
Can holacracy in organizations be relevant to millennials? |
title_full |
Can holacracy in organizations be relevant to millennials? |
title_fullStr |
Can holacracy in organizations be relevant to millennials? |
title_full_unstemmed |
Can holacracy in organizations be relevant to millennials? |
title_sort |
Can holacracy in organizations be relevant to millennials? |
author |
Guilherme, Mariana Godinho Coelho |
author_facet |
Guilherme, Mariana Godinho Coelho |
author_role |
author |
dc.contributor.none.fl_str_mv |
Ilharco, Fernando Albano Maia de Magalhães Veritati - Repositório Institucional da Universidade Católica Portuguesa |
dc.contributor.author.fl_str_mv |
Guilherme, Mariana Godinho Coelho |
dc.subject.por.fl_str_mv |
Distributed leadership Organizations Holacracy Millennials Liderança distribuída Organizações Holacracia Domínio/Área Científica::Ciências Sociais::Ciências da Comunicação |
topic |
Distributed leadership Organizations Holacracy Millennials Liderança distribuída Organizações Holacracia Domínio/Área Científica::Ciências Sociais::Ciências da Comunicação |
description |
In a dense and competitive labor market, organizations face difficulties in gathering attractive factors in recruiting and retaining young millennials, that is, meeting what these young people are looking for, both professionally and personally. This issue is important for organizations, as the higher the turnover of their professionals, the greater the effort / costs at recruitment and communication as well as at results. Such team management instability could be a problem. However, the challenge of attracting youth talent may relate not only to the profile of these young people but also to the organization's leadership structure, which may or may not meet young people's preferences. Thus, through a qualitative analysis, centered on interviews with a carefully selected panel of 8 millennial young people, it was possible to better understand the value attached to distributed leadership systems, also called holacracy, and at the same time to assess how young millennials , from different social backgrounds and backgrounds, perceive the concept of leadership and the different organizational practices, as well as value the more distributed and autonomous leadership structures. Our research study indicates a significant preference for more hierarchical leadership and for a supportive and mentoring structure. |
publishDate |
2019 |
dc.date.none.fl_str_mv |
2019 2020-03-06T14:22:48Z 2020-02-13 2020-02-13T00:00:00Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10400.14/29869 TID:202448070 |
url |
http://hdl.handle.net/10400.14/29869 |
identifier_str_mv |
TID:202448070 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.source.none.fl_str_mv |
reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
instname_str |
Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
instacron_str |
RCAAP |
institution |
RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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