O alinhamento estratégico entre cultura organizacional e estratégias de gestão de pessoas [doi: 10.5329/RECADM.20090802004]

• Main Authors: Leilianne Michelle Trindade da Silva, Lindolfo Galvão de Albuquerque, Benny Kramer Costa
• Format: Article
• Language: English
• Published: Instituto Brasileiro de Estudos e Pesquisas Sociais 2009-11-01
• Series: Revista Eletrônica de Ciência Administrativa
• Online Access: http://www.periodicosibepes.org.br/index.php/recadm/article/view/562

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SemiHidden="false" UnhideWhenUsed="false" Name="Medium List 1 Accent 6" /> <w:LsdException Locked="false" Priority="66" SemiHidden="false" UnhideWhenUsed="false" Name="Medium List 2 Accent 6" /> <w:LsdException Locked="false" Priority="67" SemiHidden="false" UnhideWhenUsed="false" Name="Medium Grid 1 Accent 6" /> <w:LsdException Locked="false" Priority="68" SemiHidden="false" UnhideWhenUsed="false" Name="Medium Grid 2 Accent 6" /> <w:LsdException Locked="false" Priority="69" SemiHidden="false" UnhideWhenUsed="false" Name="Medium Grid 3 Accent 6" /> <w:LsdException Locked="false" Priority="70" SemiHidden="false" UnhideWhenUsed="false" Name="Dark List Accent 6" /> <w:LsdException Locked="false" Priority="71" SemiHidden="false" UnhideWhenUsed="false" Name="Colorful Shading Accent 6" /> <w:LsdException Locked="false" Priority="72" SemiHidden="false" UnhideWhenUsed="false" Name="Colorful List Accent 6" /> <w:LsdException Locked="false" Priority="73" SemiHidden="false" UnhideWhenUsed="false" Name="Colorful Grid Accent 6" /> <w:LsdException Locked="false" Priority="19" SemiHidden="false" UnhideWhenUsed="false" QFormat="true" Name="Subtle Emphasis" /> <w:LsdException Locked="false" Priority="21" SemiHidden="false" UnhideWhenUsed="false" QFormat="true" Name="Intense Emphasis" /> <w:LsdException Locked="false" Priority="31" SemiHidden="false" UnhideWhenUsed="false" QFormat="true" Name="Subtle Reference" /> <w:LsdException Locked="false" Priority="32" SemiHidden="false" UnhideWhenUsed="false" QFormat="true" Name="Intense Reference" /> <w:LsdException Locked="false" Priority="33" SemiHidden="false" UnhideWhenUsed="false" QFormat="true" Name="Book Title" /> <w:LsdException Locked="false" Priority="37" Name="Bibliography" /> <w:LsdException Locked="false" Priority="39" QFormat="true" Name="TOC Heading" /> </w:LatentStyles> </xml><![endif]--><strong>RESUMO</strong></p> <p class="MsoNormal">O presente trabalho tem o intuito de verificar a exist&ecirc;ncia de alinhamento estrat&eacute;gico entre a cultura organizacional e as estrat&eacute;gias de gest&atilde;o de pessoas de organiza&ccedil;&otilde;es localizadas no Brasil. Para tanto, foi utilizado o Modelo de Valores Competitivos como base para as an&aacute;lises. Trata-se de um estudo descritivo, desenvolvido junto a uma amostra de 150 organiza&ccedil;&otilde;es que se destacaram em uma pesquisa de clima organizacional realizada a n&iacute;vel nacional. Os dados foram analisados atrav&eacute;s da t&eacute;cnica de an&aacute;lise de conte&uacute;do. Foi poss&iacute;vel observar que as organiza&ccedil;&otilde;es investigadas assumem uma prefer&ecirc;ncia por modelos caracterizados por estrutura organizacional flex&iacute;vel e din&acirc;mica, com &ecirc;nfase especial no ambiente interno, tanto no que diz respeito &agrave; gest&atilde;o de pessoas quanto &agrave; cultura organizacional. Vale destacar ainda a forte presen&ccedil;a de Modelos H&iacute;bridos. De forma geral, pode-se afirmar que existe um razo&aacute;vel alinhamento estrat&eacute;gico entre a cultura organizacional e as estrat&eacute;gias de gest&atilde;o de pessoas nas organiza&ccedil;&otilde;es, indicando que os preceitos da gest&atilde;o estrat&eacute;gica de pessoas est&atilde;o sendo disseminados pelas empresas brasileiras, as quais est&atilde;o se esfor&ccedil;ando para explorar a din&acirc;mica interna do sistema de gest&atilde;o de pessoas, reconhecendo as suas intera&ccedil;&otilde;es com a cultura organizacional e realizando o alinhamento horizontal.</p> <p class="MsoNormal">&nbsp;</p> <p class="MsoNormal"><strong>Palavras-Chave</strong>: Alinhamento Estrat&eacute;gico. Cultura Organizacional. Estrat&eacute;gias de Gest&atilde;o de Pessoas. <span lang="EN-US">Gest&atilde;o Estrat&eacute;gica de Pessoas.</span></p> <p class="MsoNormal"><span lang="EN-US">&nbsp;</span></p> <p class="MsoNormal"><span lang="EN-US">&nbsp;</span></p> <p class="MsoNormal"><strong><span lang="EN-US">ABSTRACT</span></strong></p> <p class="MsoNormal"><span lang="EN-US">This work aims to verify the existence of strategic alignment between organizational culture and human resource strategies in organizations located in Brazil. To this end, was used the Competing Values Model as a basis for analysis. This is a descriptive study, carried out with a sample of 150 organizations that stood out in an organizational climate survey conducted at national level. The data were analyzed using the technique of content analysis. It was observed that the organizations assume a preference for models characterized by flexible and dynamic organizational structure, with special emphasis on the internal environment, both with regard to human resource management and organizational culture. Also noteworthy is the strong presence of hybrid models. In general, one can say that there is a reasonable strategic alignment between organizational culture and human resource strategies in the organizations, indicating that the precepts of strategic human resource management are being disseminated by the Brazilian companies, which are struggling to explore the internal dynamics of the human resource system, recognizing their interactions with the organizational culture and performing the horizontal alignment.</span></p> <p class="MsoNormal"><span lang="EN-US">&nbsp;</span></p> <p class="MsoNormal"><strong>Keywords</strong>: <span lang="EN-US">Strategic Alignment. Organizational Culture. Human Resource Strategies. </span>Strategic Human Resource Management.</p><p>&nbsp;</p>