Teorias administrativas e organização do trabalho: de Taylor aos dias atuais, influências no setor saúde e na enfermagem

Nicoletto

et al. 2016

Interface (Botucatu)

Visando compreender como as dimensões organizacional, política e relacional afetam o cotidiano do trabalho gerencial em Unidades Básicas de Saúde de municípios de pequeno porte do norte do Paraná, realizou-se estudo qualitativo cujos dados foram obtidos por meio de grupos focais. O enfermeiro é o que mais desenvolve a função gerencial, porém, informalmente. O modelo gerencial verticalizado e autoritário predomina, e há fragilidade no exercício frente à autonomia e ao corporativismo de profissionais. Na dimensão política, interesses político-partidários sobrepõem-se às decisões gerenciais; e, na dimensão relacional, há manifestação de conflito, com desrespeito e disputas, mas, também, colaboração, com diálogo e trabalho em equipe. Nesses municípios, os processos gerenciais são pouco desenvolvidos, necessitando de profissionalização e oficialização do cargo, além do desenvolvimento de educação permanente.

Section: Dimensão Organizacionalunclassified

Trabalho gerencial em Unidades Básicas de Saúde de municípios de pequeno porte no Paraná, Brasil

Nunes

Nicoletto

et al. 2016

Interface (Botucatu)

“…The traditional models are based on the logic of legal authority inherited from the classical conception of administration and characterized by hierarchical and authoritative structures, in which communication and interpersonal relationships are formalized, tasks are fragmented, with an emphasis on organization and work processes with devaluation of individuals (17) .…”

Section: Rev Esc Enfermmentioning

confidence: 99%

The organizational culture of a Brazilian public hospital

Rocha

Marziale

et al. 2014

Rev. esc. enferm. USP

The objective of this research was to analyze the organizational culture of a Brazilian public hospital. It is a descriptive study with quantitative approach of data, developed in a public hospital of São Paulo State, Brazil. The sample was composed by 52 nurses and 146 nursing technicians and auxiliaries. Data were collected from January to June 2011 using the Brazilian Instrument for Assessing Organizational Culture – IBACO. The analysis of the organizational values showed the existence of hierarchical rigidity and centralization of power within the institution, as well as individualism and competition, which hinders teamwork. The values concerning workers’ well-being, satisfaction and motivation were not highly valued. In regard to organizational practices, the promotion of interpersonal relationship, continuous education, and rewarding practices were not valued either. It becomes apparent that traditional models of work organization support work practices and determine the organizational culture of the hospital.

“…This is because the organizational structure of many Brazilian hospitals still follows directives established by classic models of administration, grounded in the logic of legal authority inherited from the bureaucratic conception, and characterized by hierarchized and verticalized structures, the formalization of work relationships, and the fragmentation of responsibilities. [19][20] In these institutions, the hierarchical rigidity compromises the carrying-out of the work and fragments the relationships, giving rise to subversive behaviors among the workers.…”

mentioning

confidence: 99%

Valores e práticas de trabalho que caracterizam a cultura organizacional de um hospital público

Texto contexto - enferm.

Rocha²,

Marziale³

et al. 2013

ABSTRACT:The study aimed to identify the values and practices which characterize the organizational culture of a public hospital in the view of the nurses. This is descriptive research structured based on Hofstede's framework and undertaken in a public hospital in the interior of the state of São Paulo. The sample was represented by 52 nurses. Data collection occurred in the period between December 2010 and February 2011, using the Brazilian Instrument for the Evaluation of Organizational Culture. The results showed that there is hierarchical rigidity and centralization of power (94%); there is competition and difficulty in working as a team (63%); the workers have little well-being and motivation (94%); there is little satisfaction in the work and promotion of interpersonal relationships (60%). In this regard, the hospital's culture is intimately related to the model of organization and management of the work, which further the fragmentation of the care and make it harder to work as a team and to develop interdisciplinarity, compromising the quality of the care. DESCRIPTORS:Nursing. Health services. Organization and administration. Organizational culture. VALORES E PRÁTICAS DE TRABALHO QUE CARACTERIZAM VALORES Y PRÁCTICAS DE TRABAJO QUE CARACTERIZAN A LA CULTURA ORGANIZACIONAL DE UN HOSPITAL PÚBLICORESUMEN: el objetivo de este estudio fue identificar los valores y prácticas que caracterizan a la cultura organizacional de un hospital público en la perspectiva de las enfermeras. Se trata de un estudio descriptivo estructurado a partir de la teoría de Hofstede y desarrollado en un hospital público en el interior del Estado de São Paulo. La muestra estuvo representada por 52 enfermeras. La recolección de datos tuvo lugar entre diciembre de 2010 y febrero de 2011, mediante el Instrumento Brasileño de Evaluación de la Cultura Organizacional. Se evidenció que existe una jerarquía rígida y centralización del poder (94%); existe competición y dificultad del trabajo en equipo (63%); hay poco bienestar y motivación de los trabajadores (94%); e hay poca satisfacción en el trabajo y promoción de las relaciones interpersonales (60%). Así, la cultura del hospital esta estrechamente relacionada con el modelo de organización y gestión del trabajo, que fortalecen la fragmentación de la atención y hacen que sea difícil el trabajo en equipo y el desarrollo de interdisciplinaria, comprometiendo la calidad de la atención.