Colonização e neocolonização da gestão de recursos humanos no Brasil (1950-2010)

Abstract

A Gestão de Recursos Humanos (GRH), como campo prático da Administração de Empresas e como área de ensino e pesquisa, desenvolveu-se vigorosamente no Brasil. Este ensaio crítico tem como objetivo apresentar uma análise histórica dessa evolução nos últimos 60 anos. Para isso, caracterizamos e analisamos dois períodos : 1950-1980, o qual denominamos colonização; e 1980-2010, o qual denominamos neocolonização. Para cada período, apresentamos o contexto político e econômico, as mudanças ocorridas na GRH e o discurso correspondente.Nossa análise adota a perspectiva do pós-colonialismo, uma corrente de pesquisa ascendente em Estudos Organizacionais, e introduz e utiliza a perspectiva do tropicalismo, uma abordagem genuinamente local, derivada dos movimentos culturais dos anos 1960. Nós argumentamos que a GRH desenvolveu-se no Brasil a partir de um movimento de colonização oriundo do estrangeiro. Tal movimento, envolvendo colonizadores e colonizados, compreendeu assimetrias em termos de poder, porém incluiu também interdependências e recriações.RESUMO PALAVRAS-CHAVE Gestão de recursos humanos, gestão de pessoas, pós-colonialismo, tropicalismo, ideologia do management, cultura do management. ARTIGO CONVIDADOAbstract Human resource management, as a practical field of business administration and as a teaching and research area, has developed vigorously in Brazil. The objective of this critical essay is to present an historical analysis of this evolution over the last 60 years. To do so we characterize and analyze two periods: 1950-1980, which we call colonization; and 1980-2010, which we call neo-colonization. For each period we present the political and economic context, the changes that occurred in human resource management and the corresponding discourse. Our analysis adopts the perspective of post-colonialism, a rising tide in research in organizational studies, and introduces and uses the perspective of tropicalism, a genuinely local approach, which is derived from the cultural movements of the 1960s. We argue that human resource management developed in Brazil from a colonization movement that came from abroad. This movement, which involved both colonizers and colonized, comprised asymmetries in terms of power, but also included interdependence and re-creations. : 1950-1980, el cual denominamos de colonización; y 1980-2010, al

Contemporary Trends in Brazilian Human Resource Management Studies over the Last Decade (2001–2010)

“…While our results generally support the cases made by Tonelli et al (2003) andWood Jr. et al (2011) that some Brazilian-based scholars tend to pursue "hot" HRM topics in the Western literature, we also found some articles that use locally-informed theoretical lenses like "Tropical-ism" (Wood Jr. et al, 2011) in contemporary Brazilian HRM research. Additionally, we found a three to four year delay between popular Western HRM topics such as CBM being researched in Brazil (e.g., Brandão, 2006b) and an even longer one regarding links between "HRM and Organisational Performance" research in local Brazilian HRM studies when compared to them appearing in Western journals (e.g., Huselid, 1995).…”

“…This article adds to prior, existing findings by Wood Jr. et al (2011) who studied the wider period of Brazilian HRM research from 1980 until 2010, and contributes to knowledge as it classifies and analyzes recent Brazilian HRM research from 2001-2010 in depth. In doing so, our study offers a new, detailed, examination, analysis and categorization of contemporary Brazilian HRM research trends, which to our knowledge has not been seen before.…”

“…A wide historical analysis from 1980 until 2010 by Wood Jr. et al (2011) critically categorizes Brazilian HRM into a "colonization" period (of 1950-1980) and a "neo-colonial" one (from 1980 onwards) through the local theoretical lens of "Tropical-ism", and Fischer and Albuquerque (2010, p. 7) found that while Brazilian HR www.ccsenet.org/ibr…”

“…Relevant examples of content analysis in Brazilian HRM studies which we followed include those of Tonelli et al (2003) andWood Jr. et al (2011). We used categorical distinctions to analyze article research methods, and analyzed all 136 articles in detail along the five dimensions stated (above).…”

“…While Brazilian research in management studies has been increasing to become ever-more sophisticated over the 1990s (e.g., Machado-da- Silva, Cunha, & Amboni, 1990;Vieira, 1998), Brazilian HRM research seems extantof emerging interest among mainly locally-based scholars, and only focused on studying specific HRM practices (e.g., Caldas & Tinoco, 2004;Tonelli, Caldas, Lacombe, & Tinoco, 2003;Tonelli & Caldas, 2004;Wood Jr., Tonelli, & Cooke, 2011). This article adds to prior, existing findings by Wood Jr. et al (2011) who studied the wider period of Brazilian HRM research from 1980 until 2010, and contributes to knowledge as it classifies and analyzes recent Brazilian HRM research from 2001-2010 in depth.…”