Estratégia, Mudança Organizacional e Resiliência Organizacional

Abstract

The article "Organizational resilience and sustainable innovation: a study on the human resources management model at a Brazilian energy company", by Isabella Freitas Gouveia de Vasconcelos, Alvaro Bruno Cyrino, Lucas Martins D´Oliveira and Eric Proença Prallon, published in Cadernos EBAPE.BR, v. 13, nº 4, October/December 2015, kicked off the debate of this special issue of Cadernos EBAPE.BR, dedicated to the theme Organizational Resilience.In general, the concept of resilience is related to organization's responses to disruptive events, by positively adapting to a new level of complexity in order to overcome the situation and implement change successfully.The concept of radical innovation in technology, products, services and organizational forms inherently brings the idea of disruption and adaptation of the organization to a new level of complexity after the redesign of forms of work, business model, products and/or services, as well as the redesign of organizational processes and forms of remuneration. Moreover, regardless of the radical innovation organizations go through, they need to adapt to be able to thrive in a business environment that is increasingly competitive, where other organizations also constantly innovate. Political crises with an impact on the economy, or changes in the economy due to other economic and/or social factors, changes in legislation by the government or in regulation by international organizations can also cause disruption, requiring a redesign of the work models and/or technology. In this scenario of greater competitiveness and turbulence (which tends to be the scenario for future businesses), the concept of resilience gains relevance.Organizations need to face these disruptive situations successfully, reaching new levels of performance and stability by implementing technologies and more complex interactions that come from the redesign of work models and of the relationships, as well as the redesign of organizational structures, forms of remuneration and careers.Topics such as strategic foresight (anticipation of future scenarios, including those of disruption); new organizational forms (post-bureaucratic organizations, adhocracies); sustainable innovation and more substantive forms of interaction in the organizations (from Habermasian inspiration, more oriented to the real understanding of the issues and that provide a base for knowledge production); and dynamic equilibrium (the attainment of ever more complex equilibrium levels -after overcoming situations of disruption) also appear more frequently and are related to organizational resilience.Currently, most countries in the world experience situations of economic and/or social crisis and the issue of resilience gains importance, whether in business administration, public administration or in the third sector.Overcoming crises and creating a more just society, preserving it for future generations, restoring the planet's climate equilibrium and protecting the environment, were topics debated at the meeting that originated the ...

Common mental disorders and resilience in homeless persons

“…Risk has the potential to predispose people and populations to negative results, and may be present in both individual and environmental characteristics. Among individual risk factors, it is possible to find characteristics as gender, genetic problems, lack of social skills, intellectual and limited psychological characteristics; environmental risk factors are characterized by life stressful events, lack of social and affective support, and low socioeconomic level (11) .…”