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Advisor(s)
Abstract(s)
A Indústria 4.0 é vista como sendo a quarta revolução industrial. Esta dá prioridade à total digitalização dos processos gerando ecossistemas digitais entre os vários pontos da cadeia da operação. Esta nova era veio despertar as empresas industriais, já existentes no mercado, para o desenvolvimento tecnológico a fim de gerar crescimento económico.
Nem tudo o que diz respeito ao tema são pontos positivos. O facto de serem implementados novos processos que vêm exigir um acompanhamento mais rigoroso e níveis de formação superiores pode vir a gerar desmotivação por parte dos operadores que já têm adquiridos vários hábitos da indústria tradicional. Esta desmotivação não é, de todo, benéfica para a empresa uma vez que a transformação tem de ser transversal e não apenas ao nível dos ativos físicos e da implementação de novos processos.
Por forma a responder à questão a que nos propomos, realizámos um estudo através de um questionário a funcionários de empresas portuguesas de dois setores distintos: o setor que se dedica à atividade industrial e o setor que tem como foco o desenvolvimento e a implementação de sistemas de informação relativamente à motivação e ao desenvolvimento do pessoal das organizações na operação.
Os resultados mostram que independentemente das variáveis: sexo, idade, escolaridade, profissão, entre outras, há um consenso relativamente aos impactos tanto negativos tais como, o acompanhamento de funcionários à evolução tecnológica ou a dispensa de mais colaboradores, como positivos, a maior facilidade à tomada de decisão ou a motivação dos trabalhadores, da Indústria 4.0.
Esta dissertação, através de revisões de artigos científicos e estudos publicados por entidades que se dedicam ao estudo das áreas em análise, aborda a problemática do papel e da motivação humana nesta revolução tecnológica.
The industry 4.0 is seen as the fourth industrial revolution. It priorities the total digitalization of processes, generating digital ecosystems between the various points in the operating chain. This new era has awakened industrial companies, already in the market, to technological development to generate economic growth. Not everything concerning the theme are positive points. The fact that new processes are being implemented that require stricter monitoring and higher levels of training may generate discouragement among operators who have already acquired various habits from the traditional industry. This lack of motivation is not at all beneficial for the company since the transformation must be transversal and not merely at the level of physical assets and the implementation of new processes. To answer the question we posed, we conducted a study using a questionnaire with employees of Portuguese companies from two different sectors: the sector dedicated to industrial activity and the sector focused on the development and implementation of information systems related to employee motivation and organizational development. The results indicate that, irrespective of variables such as gender, age, education, profession, and others, there is a consensus regarding both the negative and positive such as monitoring employees adaptation to technological advancements or the possibility of laying off more staff, and positive impacts, including facilitating decision-making or motivating workers, within the impact of Industry 4.0. This dissertation, through reviews of scientific articles and studies published by entities that are dedicated to the study of the areas under analysis, addresses the problem of the role and human motivation in this technological revolution.
The industry 4.0 is seen as the fourth industrial revolution. It priorities the total digitalization of processes, generating digital ecosystems between the various points in the operating chain. This new era has awakened industrial companies, already in the market, to technological development to generate economic growth. Not everything concerning the theme are positive points. The fact that new processes are being implemented that require stricter monitoring and higher levels of training may generate discouragement among operators who have already acquired various habits from the traditional industry. This lack of motivation is not at all beneficial for the company since the transformation must be transversal and not merely at the level of physical assets and the implementation of new processes. To answer the question we posed, we conducted a study using a questionnaire with employees of Portuguese companies from two different sectors: the sector dedicated to industrial activity and the sector focused on the development and implementation of information systems related to employee motivation and organizational development. The results indicate that, irrespective of variables such as gender, age, education, profession, and others, there is a consensus regarding both the negative and positive such as monitoring employees adaptation to technological advancements or the possibility of laying off more staff, and positive impacts, including facilitating decision-making or motivating workers, within the impact of Industry 4.0. This dissertation, through reviews of scientific articles and studies published by entities that are dedicated to the study of the areas under analysis, addresses the problem of the role and human motivation in this technological revolution.
Description
Mestrado em Controlo de Gestão e Avaliação de Desempenho
Keywords
Indústria 4.0 Inovação Motivação Tecnologia Desenvolvimento Industry 4.0 Innovation Motivation Technology Development
Citation
Jones, C. C. (2023) O impacto da indústria 4.0 na motivação e no desenvolvimento do pessoal e da operação. [Dissertação de mestrado, Instituto Superior de Contabilidade e Administração de Lisboa]. Repositório Científico do Instituto Politécnico de Lisboa. http://hdl.handle.net/10400.21/17372