Cultura organizacional e inova????o: rela????es (im) poss??veis

Detalhes bibliográficos
Autor(a) principal: Garcia, S??rgio Alves
Data de Publicação: 2017
Tipo de documento: Dissertação
Idioma: por
Título da fonte: Biblioteca Digital de Teses e Dissertações da UCB
Texto Completo: https://bdtd.ucb.br:8443/jspui/handle/tede/2311
Resumo: The objective of this work was to characterize the organizational culture of a large company of the health segment with national performance and to identify the relations that are established with the innovation. These themes have aroused the interest of researchers, mainly due to the relation with organizational performance linked to the competitiveness in the market. The research used a mixed method of two-step analysis. In the first, a quantitative research was carried out with the application of the internationally validated Organization Culture Assessment Instrument (OCAI) by Cameron and Quinn (2011). The qualitative stage had the application of the structured questionnaire to identify the determinants of the culture, proposed by Martins and Terblanche (2003). The result of the first phase, with a sample of 274 subjects, characterized the predominance of the Market type culture and, in the subsequent phase, the organizational profile of the Innovative Culture was identified with the leaders participating in the interviews, with traits of flexibility, rewards, recognition, error tolerance, teamwork, open communication, the organizational culture being the basis of the innovation process. This study contributes to support the organizational strategy of disseminating the dimensions of a pro-innovation culture.
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spelling Hedler, Helga Cristinahttp://lattes.cnpq.br/9878306773047270http://lattes.cnpq.br/2007388254698004Garcia, S??rgio Alves2017-11-17T13:37:07Z2017-08-31GARCIA, S??rgio Alves. Cultura organizacional e inova????o: rela????es (im) poss??veis. 2017. 133 f. Disserta????o (Programa Stricto Sensu em Gest??o do Conhecimento e da Tecnologia da Informa????o) - Universidade Cat??lica de Bras??lia, Bras??lia, 2017.https://bdtd.ucb.br:8443/jspui/handle/tede/2311The objective of this work was to characterize the organizational culture of a large company of the health segment with national performance and to identify the relations that are established with the innovation. These themes have aroused the interest of researchers, mainly due to the relation with organizational performance linked to the competitiveness in the market. The research used a mixed method of two-step analysis. In the first, a quantitative research was carried out with the application of the internationally validated Organization Culture Assessment Instrument (OCAI) by Cameron and Quinn (2011). The qualitative stage had the application of the structured questionnaire to identify the determinants of the culture, proposed by Martins and Terblanche (2003). The result of the first phase, with a sample of 274 subjects, characterized the predominance of the Market type culture and, in the subsequent phase, the organizational profile of the Innovative Culture was identified with the leaders participating in the interviews, with traits of flexibility, rewards, recognition, error tolerance, teamwork, open communication, the organizational culture being the basis of the innovation process. This study contributes to support the organizational strategy of disseminating the dimensions of a pro-innovation culture.O objetivo desse trabalho foi o de caracterizar a cultura organizacional de uma empresa de grande porte do segmento de sa??de com atua????o nacional e identificar as rela????es que se estabelecem com a inova????o. Esses temas v??m despertando o interesse de pesquisadores, principalmente em raz??o da rela????o com desempenho organizacional vinculado ?? competitividade no mercado. Na pesquisa foi utilizado um m??todo misto de an??lise em duas etapas. Na primeira, utilizou-se uma pesquisa quantitativa, com a aplica????o do question??rio de diagn??stico cultural Organization Culture Assessment Instrument (OCAI) de Cameron e Quinn (2011), validado internacionalmente. A etapa qualitativa contou com a aplica????o do question??rio estruturado para identifica????o dos determinantes da cultura, proposto por Martins e Terblanche (2003). O resultado da primeira fase com uma amostragem de 274 sujeitos, caracterizou a predomin??ncia da cultura do tipo Mercado e, na fase subsequente, identificouse junto ??s lideran??as participantes das entrevistas o perfil organizacional de Cultura Inovativa, com tra??os de flexibilidade, recompensas, reconhecimentos, toler??ncia a erros, trabalho em equipe, comunica????o aberta, estando a cultura organizacional na base do processo de inovar. Este estudo contribui para sustentar a estrat??gia organizacional de dissemina????o das dimens??es de uma cultura pr?? inova????o.Submitted by Sara Ribeiro (sara.ribeiro@ucb.br) on 2017-11-17T13:36:51Z No. of bitstreams: 1 SergioAlvesGarciaDissertacao2017.pdf: 4316638 bytes, checksum: 43c7ee6b4d3adf2966b2240bcbeb4f44 (MD5)Approved for entry into archive by Sara Ribeiro (sara.ribeiro@ucb.br) on 2017-11-17T13:37:07Z (GMT) No. of bitstreams: 1 SergioAlvesGarciaDissertacao2017.pdf: 4316638 bytes, checksum: 43c7ee6b4d3adf2966b2240bcbeb4f44 (MD5)Made available in DSpace on 2017-11-17T13:37:07Z (GMT). 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dc.title.por.fl_str_mv Cultura organizacional e inova????o: rela????es (im) poss??veis
title Cultura organizacional e inova????o: rela????es (im) poss??veis
spellingShingle Cultura organizacional e inova????o: rela????es (im) poss??veis
Garcia, S??rgio Alves
Cultura organizacional
Inova????o
Cultura de inova????o
CNPQ::CIENCIAS SOCIAIS APLICADAS::CIENCIA DA INFORMACAO
title_short Cultura organizacional e inova????o: rela????es (im) poss??veis
title_full Cultura organizacional e inova????o: rela????es (im) poss??veis
title_fullStr Cultura organizacional e inova????o: rela????es (im) poss??veis
title_full_unstemmed Cultura organizacional e inova????o: rela????es (im) poss??veis
title_sort Cultura organizacional e inova????o: rela????es (im) poss??veis
author Garcia, S??rgio Alves
author_facet Garcia, S??rgio Alves
author_role author
dc.contributor.advisor1.fl_str_mv Hedler, Helga Cristina
dc.contributor.advisor1Lattes.fl_str_mv http://lattes.cnpq.br/9878306773047270
dc.contributor.authorLattes.fl_str_mv http://lattes.cnpq.br/2007388254698004
dc.contributor.author.fl_str_mv Garcia, S??rgio Alves
contributor_str_mv Hedler, Helga Cristina
dc.subject.por.fl_str_mv Cultura organizacional
Inova????o
Cultura de inova????o
topic Cultura organizacional
Inova????o
Cultura de inova????o
CNPQ::CIENCIAS SOCIAIS APLICADAS::CIENCIA DA INFORMACAO
dc.subject.cnpq.fl_str_mv CNPQ::CIENCIAS SOCIAIS APLICADAS::CIENCIA DA INFORMACAO
dc.description.abstract.eng.fl_txt_mv The objective of this work was to characterize the organizational culture of a large company of the health segment with national performance and to identify the relations that are established with the innovation. These themes have aroused the interest of researchers, mainly due to the relation with organizational performance linked to the competitiveness in the market. The research used a mixed method of two-step analysis. In the first, a quantitative research was carried out with the application of the internationally validated Organization Culture Assessment Instrument (OCAI) by Cameron and Quinn (2011). The qualitative stage had the application of the structured questionnaire to identify the determinants of the culture, proposed by Martins and Terblanche (2003). The result of the first phase, with a sample of 274 subjects, characterized the predominance of the Market type culture and, in the subsequent phase, the organizational profile of the Innovative Culture was identified with the leaders participating in the interviews, with traits of flexibility, rewards, recognition, error tolerance, teamwork, open communication, the organizational culture being the basis of the innovation process. This study contributes to support the organizational strategy of disseminating the dimensions of a pro-innovation culture.
dc.description.abstract.por.fl_txt_mv O objetivo desse trabalho foi o de caracterizar a cultura organizacional de uma empresa de grande porte do segmento de sa??de com atua????o nacional e identificar as rela????es que se estabelecem com a inova????o. Esses temas v??m despertando o interesse de pesquisadores, principalmente em raz??o da rela????o com desempenho organizacional vinculado ?? competitividade no mercado. Na pesquisa foi utilizado um m??todo misto de an??lise em duas etapas. Na primeira, utilizou-se uma pesquisa quantitativa, com a aplica????o do question??rio de diagn??stico cultural Organization Culture Assessment Instrument (OCAI) de Cameron e Quinn (2011), validado internacionalmente. A etapa qualitativa contou com a aplica????o do question??rio estruturado para identifica????o dos determinantes da cultura, proposto por Martins e Terblanche (2003). O resultado da primeira fase com uma amostragem de 274 sujeitos, caracterizou a predomin??ncia da cultura do tipo Mercado e, na fase subsequente, identificouse junto ??s lideran??as participantes das entrevistas o perfil organizacional de Cultura Inovativa, com tra??os de flexibilidade, recompensas, reconhecimentos, toler??ncia a erros, trabalho em equipe, comunica????o aberta, estando a cultura organizacional na base do processo de inovar. Este estudo contribui para sustentar a estrat??gia organizacional de dissemina????o das dimens??es de uma cultura pr?? inova????o.
description The objective of this work was to characterize the organizational culture of a large company of the health segment with national performance and to identify the relations that are established with the innovation. These themes have aroused the interest of researchers, mainly due to the relation with organizational performance linked to the competitiveness in the market. The research used a mixed method of two-step analysis. In the first, a quantitative research was carried out with the application of the internationally validated Organization Culture Assessment Instrument (OCAI) by Cameron and Quinn (2011). The qualitative stage had the application of the structured questionnaire to identify the determinants of the culture, proposed by Martins and Terblanche (2003). The result of the first phase, with a sample of 274 subjects, characterized the predominance of the Market type culture and, in the subsequent phase, the organizational profile of the Innovative Culture was identified with the leaders participating in the interviews, with traits of flexibility, rewards, recognition, error tolerance, teamwork, open communication, the organizational culture being the basis of the innovation process. This study contributes to support the organizational strategy of disseminating the dimensions of a pro-innovation culture.
publishDate 2017
dc.date.accessioned.fl_str_mv 2017-11-17T13:37:07Z
dc.date.issued.fl_str_mv 2017-08-31
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dc.identifier.citation.fl_str_mv GARCIA, S??rgio Alves. Cultura organizacional e inova????o: rela????es (im) poss??veis. 2017. 133 f. Disserta????o (Programa Stricto Sensu em Gest??o do Conhecimento e da Tecnologia da Informa????o) - Universidade Cat??lica de Bras??lia, Bras??lia, 2017.
dc.identifier.uri.fl_str_mv https://bdtd.ucb.br:8443/jspui/handle/tede/2311
identifier_str_mv GARCIA, S??rgio Alves. Cultura organizacional e inova????o: rela????es (im) poss??veis. 2017. 133 f. Disserta????o (Programa Stricto Sensu em Gest??o do Conhecimento e da Tecnologia da Informa????o) - Universidade Cat??lica de Bras??lia, Bras??lia, 2017.
url https://bdtd.ucb.br:8443/jspui/handle/tede/2311
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dc.publisher.initials.fl_str_mv UCB
dc.publisher.country.fl_str_mv Brasil
dc.publisher.department.fl_str_mv Escola de Educa????o, Tecnologia e Comunica????o
publisher.none.fl_str_mv Universidade Cat??lica de Bras??lia
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