Níveis de Complexidade e Inserção em uma Rede Social de Comunidades Terapêuticas

Fernandes, Beatris Kemper; Santos, Luís Antônio Coutrim dos; Fernandes, Bruno Henrique Rocha

doi:10.1590/1982-7849rac20141193

Cited by 4 publications

(5 citation statements)

References 27 publications

(31 reference statements)

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“…Matrixial structures have also been used by the broader field of competencies development research. The Brazilian scholarship on competencies management and development, for example, has developed several matrixial competency models to illustrate different levels of complexity of individual competencies (Dutra, 2008; Fernandes, 2013; Fernandes et al, 2014). In these models’ structure, each competency contains several descriptors that relate to different levels of complexity in which it is manifested (Fernandes, 2013).…”

Section: Conceptual Incongruences Among Glc Modelsmentioning

confidence: 99%

Identifying conceptual incongruences within global leadership competency models

Azeredo¹,

Henriqson

2022

Int'l Jnl of Cross Cultural Management

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Despite decades of research on global leadership competencies, there is a continued unresolved debate among scholars around an integrative Global Leadership Competency model (GLC model), as none of the models proposed has been widely used in literature. Attempts to replicate and operationalize existing models are scarce, and scholars tend to recreate GLC models instead of building on existing ones. Instead of proposing yet another GLC model, this paper aims to identify factors that explain the unresolved debate around an integrative Global Leadership Competency model to be used in academic and managerial settings. To do so, we conducted a conceptual analysis based on an integrative literature review, where a sample of exemplar GLC models was surveyed and assessed. This analysis resulted in the identification of three conceptual incongruences, namely 1) varying assumptions regarding the meaning of competency; 2) divergent model structuring; and 3) varying delimitation, resulting in varied sets of competencies. These incongruences relate to diverse assumptions, perspectives and interpretations that are inherent to the development of GLC models, but often not explicitly acknowledged and addressed by studies. We argue that these incongruences hinder scholars’ and practitioners’ capacity to evaluate, compare and contrast different models, and may therefore explain the unresolved debate around an integrative GLC model. While grounded in global leadership theory, this article also contributes to cross-cultural leadership and management scholarship by providing a critical discussion about the competencies required by leaders to operate effectively in a global environment, where they are required to manage across different cultures and socio-economic contexts.

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Section: Conceptual Incongruences Among Glc Modelsmentioning

confidence: 99%

Identifying conceptual incongruences within global leadership competency models

Azeredo¹,

Henriqson

2022

Int'l Jnl of Cross Cultural Management

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show abstract

“…Each career axis requires specific competencies. Work levels reflect increasing levels of abstract thinking and complex decision making as an individual develops professionally (Fernandes et al, 2014). The work levels concept facilitates the use of competencies in career and remuneration processes, since it signals requirements for each career level, hence enabling reward parameters (Dutra, 2017).…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Modelos de gestão por competências em organizações líderes no Brasil

2021

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Purpose: To investigate into the strategic alignment of competency-based management (CBM) models implemented in 95 Brazilian organizations, leaders in their respective segments.Design / methodology / approach: The study is a longitudinal, exploratory-descriptive study under a qualitative and quantitative approach.Findings: A great similarity was found in the competencies in the CBM models, both in terms of incidence of competencies and similarity of their descriptions.Research limitations / implications: The study reveals a trend towards a disconnection between individual competencies and organizational strategies and values, and suggests four possible propositions to be investigated in future studies: P1: Absence of conceptual rigor for competences; P2: Insufficient dedication of time to implement a model; P3: Dissemination of “off-the-shelf models”, and P4: Institutionalization of CBMs as a dominant practice for people management.Practical implications: The results point to the need for organizations, when building or updating their CBM models, to pay attention to the concept of competencies used, ensuring the incorporation of the organizational strategy into the model, and dedicating adequate time to its elaboration and implementation in order to customize the CBM model to their needs.Originality / value: It constitutes one of the few longitudinal surveys with a representative sample of existing CBM models in Brazil and worldwide; hence, it captured a phenomenon (homogenization of CBM) that has been difficult to be observed outside this research.

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“…Muitos deles analisam o comportamento do consumidor nessas redes sociais virtuais (Rocha, Ponchio, & Rezende, 2015). Poucos são os estudos que focam no indivíduo e em suas relações sociais no ambiente organizacional apresentando a abordagem das redes (Fernandes, Santos, & Fernandes, 2014), como, por exemplo, o trabalho de Murdocco e Oliva (2013).…”

Section: Introductionunclassified

Socializar para Adequar-se: Como Redes Sociais Intraorganizacionais Podem Influenciar a Adequação Indivíduo-Organização

2017

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Resumo A adequação indivíduo-organização refere-se à congruência dos valores individuais do funcionário aos valores organizacionais. Essa adequação é explorada em diversos resultados individuais e organizacionais, tais como: desempenho, comprometimento, motivação, etc. Embora vários fatores tenham sido identificados como responsáveis por essa adequação, poucos estudos brasileiros exploraram quantitativamente o papel das redes sociais dentro das empresas. Esses relacionamentos construídos e mantidos dentro da organização são identificados pelos padrões de comunicação e interação entre os indivíduos, e podem interferir no nível de adequação indivíduo-organização. O objetivo desta pesquisa é compreender como as características das redes sociais, tais como grau de relacionamento, proximidade entre os atores e nível de intermediação, podem influenciar o nível de adequação indivíduo-organização. Realizou-se um survey com 116 funcionários de micro e pequenas empresas do setor de serviços. Os resultados da análise Partial Least Squares (PLS) indicam que o grau de relacionamento entre os funcionários influencia o nível de adequação indivíduo-organização. Ou seja, quanto mais o funcionário interage com seus colegas de trabalho, maior a probabilidade de adequação dos valores do indivíduo com os da organização.

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Níveis de Complexidade e Inserção em uma Rede Social de Comunidades Terapêuticas

Cited by 4 publications

References 27 publications

Identifying conceptual incongruences within global leadership competency models

Identifying conceptual incongruences within global leadership competency models

Modelos de gestão por competências em organizações líderes no Brasil

Socializar para Adequar-se: Como Redes Sociais Intraorganizacionais Podem Influenciar a Adequação Indivíduo-Organização

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