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Advisor(s)
Abstract(s)
A avaliação do desempenho humano é uma prática de recursos humanos enraizada nas organizações, considerada como tarefa-chave na gestão de pessoas, que permite medir e comparar, de forma justa e equitativa, o contributo individual dos trabalhadores. Os sistemas de avaliação de desempenho deverão ser considerados como um instrumento de gestão, que auxilia a gestão de topo a implementar o desenvolvimento integrado e sustentado da organização. Se avaliar o desempenho é um elemento crucial, não é menos importante conseguir maximizar esses mesmos desempenhos e, para isso é fundamental que o capital humano esteja motivado, pois só assim será possível desenvolver com melhor qualidade as suas tarefas e alcançar os seus objetivos com maior eficácia e eficiência. Este estudo tem como objetivo a análise de um processo de avaliação de desempenho implementado no TNDM II, suspenso desde 2014, e apurar os fatores que mais motivam e desmotivam os trabalhadores. Neste sentido foi efetuada uma análise com base num questionário, distribuído aos 75 trabalhadores da organização. A amostra é constituída por 48 trabalhadores, com idade, habilitações e antiguidade na organização diversificados. Ficou patente que no TNDM II a avaliação de desempenho é um processo com grande importância para os trabalhadores, embora o sistema implementado não permita critérios de justiça e imparcialidade. Quanto à motivação há uma relevância de fatores higiénicos na escolha dos trabalhadores, porém estes reduzem a insatisfação, mas não os motivam. Assim, o TNDM II deve apostar em fatores motivacionais, relacionados com o conteúdo de trabalho e a natureza da tarefa para motivar os seus trabalhadores.
The evaluation of human performance is a deeply rooted human resources practice in organizations, considered as a key-task in the management of people, which allows us to measure and compare the individual contribution of employees in a fair and equal way. The systems of performance evaluation should be considered as a management instrument, which helps the top management implementing the integrated and sustained development of the organization. If evaluating the performance is a crucial element, it is of no less importance to be able to maximize those very performances and, to do so, it is fundamental that the human capital is motivated, because only then will it be possible to develop its tasks with greater quality and to achieve its goals with greater efficiency and effectiveness. The goal of this study is to analyse a process of performance evaluation implemented at Teatro Nacional D. Maria II, suspended since 2014, and to ascertain the facts that motivate and demotivate employees the most. In this sense, a questionnaire-based analysis was carried, distributed to the 75 employees of the institution. Forty eight workers with diverse age, qualifications and seniority within the institution constitute the sample. It was clear that at TNDMI the performance evaluation is a process of great importance for workers, although the implemented system does not allow for just and unbiased criteria. As for motivation there is a relevance of hygienic factors in the choice of workers, however the latter reduce satisfaction but do not motivate workers. Therefore, TNDMII should invest on motivational factors, related with the work content and task nature in order to motivate its workers.
The evaluation of human performance is a deeply rooted human resources practice in organizations, considered as a key-task in the management of people, which allows us to measure and compare the individual contribution of employees in a fair and equal way. The systems of performance evaluation should be considered as a management instrument, which helps the top management implementing the integrated and sustained development of the organization. If evaluating the performance is a crucial element, it is of no less importance to be able to maximize those very performances and, to do so, it is fundamental that the human capital is motivated, because only then will it be possible to develop its tasks with greater quality and to achieve its goals with greater efficiency and effectiveness. The goal of this study is to analyse a process of performance evaluation implemented at Teatro Nacional D. Maria II, suspended since 2014, and to ascertain the facts that motivate and demotivate employees the most. In this sense, a questionnaire-based analysis was carried, distributed to the 75 employees of the institution. Forty eight workers with diverse age, qualifications and seniority within the institution constitute the sample. It was clear that at TNDMI the performance evaluation is a process of great importance for workers, although the implemented system does not allow for just and unbiased criteria. As for motivation there is a relevance of hygienic factors in the choice of workers, however the latter reduce satisfaction but do not motivate workers. Therefore, TNDMII should invest on motivational factors, related with the work content and task nature in order to motivate its workers.
Description
Mestrado em Controlo de Gestão e dos Negócios
Keywords
Avaliação de desempenho Modelo de avaliação Motivação, Teatro Nacional D. Maria II Performance evaluation Evaluation model Motivation
Citation
Cerqueira, S. C.S. (2017). Avaliação de desempenho e motivação dos recursos humanos: caso do Teatro nacional D. Maria II, EPE. (Dissertação de mestrado não publicada). Instituto Politécnico de Lisboa, Instituto Superior de Contabilidade e Administração de Lisboa. Disponível em http://hdl.handle.net/10400.21/16204