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Mathematics

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RESUMO SLIDES – Aula de Ética
Perfis Comportamentais
(Nível BAIXO) - Psicossomático (Infantil, pré-negociação, princípio do prazer)
Voltado para si mesmo, egoísta e indiferente.
(Nível Médio) -Psicossocial (Adulto, possui nível de negociação, princípio da realidade)
Baseia-se no princípio de dar para receber, incapaz de sentir-se no lugar do outro, utiliza-se de estratégias para vencer qualquer empasse/discussão, individuo competitivo, em última instancia admite realizar concessões de seus desejos temporariamente em relação aos desejos do grupo, pautado pelo princípio de débito/crédito.

(Nível Alto) - Psicodramático (Relação de maturidade, nível da administração dos desejos, se coloca no lugar do outro)
Realiza o exercício de se colocar no papel do próximo, preserva e atua com princípio de generosidade, entende e renuncia a seus desejos para o bom andamento das relações interpessoais do grupo, pratica empatia, realiza reparação (desculpas) quando necessário.

Estilos de Liderança

Diretiva (Impositivo, centralizador de decisões e tarefas, não faz concessões)
Indicado quando o nível de maturidade da equipe é baixo, pode ser utilizado para uniformizar e garantir as entregas caso a equipe seja recém constituída ou o gestor não conhece o grau de maturidade dos membros.

Delegativo (Delega tarefas, cria “delegados/representantes”, centralizador das decisões)
Indicado para fase de transição quando a equipe assumi um grau de maturidade maior, promove os colaboradores expõe a equipe.

Participativa (Promove a participação dos colaboradores, líder com alto nível de maturidade)
Indicado para equipes com alto grau de maturidade, respeita a participação e incentiva as ideias do grupo, bem como da autonomia aos membros.

O Que é um Processo
Um processo na ótica de liderança organizacional se refere a um movimento organizacional, ou seja, um projeto, um novo sistema de gestão, tudo isso constitui um processo.

O que é um Programa
Quando uma nova ideia, proposta se mantem em andamento e é controlada por alguém entende-se que temos um programa.

RESUMO DO LIVRO DE ÉTICA

O que é teoria organizacional?

Desenvolvimento Organizacional nada mais é que as mudanças que ocorrem dentro de uma organização. Segundo essa teoria aberta, democrática e participativa, as organizações devem se voltar mais às pessoas do que às técnicas e recursos para conseguir uma maior capacidade de realizar as mudanças necessárias ao desenvolvimento organizacional.

Desenvolvimento Organizacional é um desdobramento prático e operacional da Teoria Comportamental a caminho da abordagem sistêmica. Consideramos como precursor deste movimento teórico Leland Bradford, autor do livro “T-Group Theory and laboratory methods” (Nova York, 1964). Essa teoria representa a fusão de duas tendências no estudo das organizações: o estudo da estrutura de um lado, e o estudo do comportamento humano nas organizações de outro, integrados através de um tratamento sistêmico

Conceito de Cultura Organizacional

A Cultura Organizacional repousa sobre um sistema de crenças e valores, tradições e hábitos, uma forma aceita e estável de interações e de relacionamentos sociais típicos de cada organização. A cultura de uma organização não é estática e permanente, mas sofre alterações ao longo do tempo, dependendo de condições internas ou externas. Algumas organizações conseguem renovar constantemente sua cultura mantendo a sua integridade e personalidade, enquanto outras permanecem com sua cultura amarrada a padrões antigos e ultrapassados.A única maneira viável de mudar uma organização é mudar a sua cultura, isto é, os sistemas dentro dos quais as pessoas vivem e trabalham.Além da cultura organizacional, os autores do D.O. põem ênfase no clima organizacional, que constitui o meio interno de uma organização, a atmosfera psicológica característica em cada organização. O clima organizacional está intimamente ligado ao moral e à satisfação das necessidades humanas dos participantes. O clima pode ser saudável ou doentio, pode ser quente ou frio, pode ser negativo ou positivo, satisfatório ou insatisfatório, dependendo de como os participantes se sentem em relação à sua organização.

RESENHA– Uma nova visão do sofrimento

Psicopatologia do trabalho e modelo do homem concreto
A questão inicialmente proposta pelo autor é como o homem pode ser beneficiário do sistema produtivo e ao mesmo tempo uma vítima dentro deste, uma vez que o sofrimento causado pela atividade se estabelece na esfera física vista com maior clareza durante a era da revolução industrial, devido aos trabalhos repetitivos e demandantes de grande esforço físico e também na esfera psíquica devido as diversas frustrações, medos e anseios que o homem enfrenta em sua atividade empresarial.
Cabe aqui uma nota explicativa sobre o comportamento normal: este é visto sob a ótica da psicopatologia do trabalho como um enigma na nova dinâmica, pois de maneira isolada a maioria dos trabalhadores não consegue preservar um equilíbrio psíquico e manter-se na normalidade, a exceção passou a ser a regra, ou seja, a regra hoje é o sofrimento e não a normalidade.

O sofrimento é então definido pelo autor como o espaço de luta que cobre o campo situado entre, de um lado, o “bem-estar”, e, de outro, a doença mental ou a loucura.

As Defesas
Podemos entender que quando há algum desiquilíbrio na relação “homem x trabalho” , este por sua vez busca adotar algumas defesas de forma a evitar possíveis doenças/transtornos oriundos das pressões e condições a que é exposto no ambiente de trabalho.

As defesas coletivas são organizadas por todos os membros e só funcionam caso haja adesão de todos para a causa, um bom exemplo desse tipo de defesa está nas manifestações e conquistas de sindicatos.

Já as defesas individuais, são criadas pelo próprio individuo afim de aliviar/sobrepor o sofrimento imposto no trabalho, aqui é importante registramos o conceito de repressão pulsional trazido pelo autor, esse estilo de defesa ocorre principalmente em indivíduos que realizam tarefas repetitivas, onde o indivíduo age de forma a modificar a maneira como sua atividade é executada.

O confronto entre organização da personalidade e organização do trabalho
O autor ressalta neste tópico de maneira clara os dois enfrentamentos fundamentais que ocasionam os confrontos entre a organização da personalidade do indivíduo e a organização do trabalho, são eles:

1. O encontro entre o que se espera (registro imaginário) e a realidade (registro produzido pela situação do trabalho); 2. O encontro da história do indivíduo e suas experiências de vida (Diacrônico) e o contexto social e histórico das relações do trabalho (Sincrônico)

Ressonância simbólica e história singular
A ressonância simbólica pode ser entendida como um equilíbrio quando há sinergia (reconhecimento) do indivíduo da sua situação atual de trabalha com sua história de vida e experiências

O equilíbrio descrito, deve ser entendido como o resultado de uma experiência pessoal do trabalhador contra as condições que propiciam a criação de situações de sofrimento dentro das empresas, é a forma encontrada pelo homem de inibir possíveis doenças mentais causadas pelas diversas pressões, medos e anseios que estão presentes no dia a dia dentro de uma empresa.

O Sofrimento (Sofrimento e Motivação e Sofrimento Humano nas Organizações)
O autor coloca como enfoque central a questão do sofrimento como sendo o centro da relação psíquica entre o homem e o trabalho, neste ponto é preciso deixar claro uma linha tênue entre sofrimento e motivação, uma vez que o prazer no trabalho é um produto derivado do sofrimento (conflito), pois uma vez colocado em condição de desafio ou desfavorável e munido das ferramentas corretas o trabalhador tem a oportunidade de enfrentar situações adversas criando soluções e adaptando tarefas para tornar o desafio imposto pelo trabalho em algo controlável e até certo ponto prazeroso.

Quando isso ocorre há uma subversão do sofrimento naquela tarefa ou processo especifico, contudo a cada nova etapa o trabalhador irá se defrontar com algum tipo de sofrimento, pois esse é um processo cíclico dentro da esfera do trabalho, portanto seria um erro entendermos que o sofrimento deve ser expurgado do ambiente do trabalho.

Comentário: Como gestores devemos ter um olhar mais humano no que tange as relações entre empresa e indivíduo, entendendo que os impactos desta na vida, comportamento e desejos pode ser um ponto crítico na emulsão de patologias físicas e psíquicas, o trabalho é instrumento da satisfação ou insatisfação humana, pois dele deriva-se conceitos como o de aceitação social, vivencia/convivência, troca de estímulos entre outros.

Certamente há uma relação intima entre sofrimento e vida profissional, sendo no meu ponto de vista mais oneroso ao indivíduo conviver com uma situação de sofrimento no trabalho do que em sua vida pessoal, uma vez que o trabalho é utilizado em diversas circunstancias como uma espécie de fuga ou alivio dos problemas pessoais, além de absorver uma carga horária maior da vida doo individuo do que propriamente as atividades feitas em seu intimo social.

FORUM – MEDO

RESENHAS

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