Comunicações J-P-E

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Construir a Paz: visões interdisciplinares e internacionais sobre conhecimento e práticas. Volume 02. Trabalho, Saúde e Mediação Ambiental
(Edições da Universidade Fernando Pessoa, 2013) Pinto-Moreira, Paulo; Cunha, Pedro; Toscano, Ana; Barros, Carla; Toriz-Ramos, Cláudia; Jolluskin, Gloria; Costa-Leite, Isabel; Soares-Martins, José; Coutinho, Manuela; Azevedo-Barros, Nelson; Cardoso, Paulo; Toldy, Teresa; Lacomblez, Marianne; Costa, Hermes Augusto; Cerejeira-Namora, Nuno; Lima-Santos, Nelson; Laborinho-Lúcio, A. J.; Monteiro, Rosana; Cunha, Alexandra; Mendes, Susana; Pires, Paula; Sousa, Marisa; Vieira, Cátia; Correia-Jesuíno, Jorge; Machado, Maria Luís; Bessa-Moreira, Ricardo; Barros, Manuela; Monteiro, Ana Paula; Serrano, Gonzalo; Rodriguez, Damaso; Silva, Isabel; Matos, Ana; Meneses, Rute F.; Rebelo, Virgínia; Botelho-Ribeiro, Ana; Moita, Gabriela; Vilhena, Estela; Bernardo, Marina; Sales, Célia; Casqueira-Cardoso, João; Linhares, Vânia; Santos, Tatiana; Alexandre-Galinha, Sónia; Gomes-Barbosa, Adérito; Pais-Ribeiro, José; Ferreira, Cristina; Duarte, Fernanda; Tavares, Daniela; Fonte, Carla; Cardoso, Helena
Cross–Cultural Research: Adaptation and Validation of Emotional Development Questionnaire for Adults (QDE_A)
(2012) Silva, Maria do Carmo; Pimenta, Rui; Galvão, Ana
All organizations target a leading position in the market they operate in. To attain this leading position, it is essential to correctly balance the associates’ rational and emotional competences. Hence the pertinence of instruments which allow the measurement of the associates’ level of emotional competences. This paper describes the process that this specific method adopted in the cross-cultural translation of QDE_A (Questionnaire: Emotional Development for Adults) – the Spanish version into Portuguese (European) language. Our results allowed us to provide a tool in Portuguese language to evaluate emotional competences useful for human resources’ managers as well as coaches
GESTÃO DE EMOÇÕES: COACHING NO ÂMBITO DA GESTÃO ORGANIZACIONAL
(2012) Silva, Maria do Carmo
Esta comunicação aborda a temática da gestão das emoções centrada no papel do coaching enquanto recurso da gestão organizacional. O objetivo é discutir a importância da competência emocional, da gestão de recursos humanos e do processo de coaching para a excelência do desenvolvimento organizacional. A metodologia usada baseia-se na reflexão pessoal e na revisão bibliográfica sobre esta temática. Como principais conclusões destacamos as seguintes: (1) a gestão organizacional implica a gestão das pessoas enquanto recurso (na sua vertente mais técnica e economicista) sem todavia se esgotar nela, sendo essencial, também, considerar as pessoas enquanto indivíduo (ser humano) com os seus valores, crenças, identidades, atitudes e comportamentos; (2) o coaching, como uma das ferramentas de desenvolvimento organizacional e individual, trabalha as competências da inteligência emocional como um todo; (3) o controlo positivo das emoções é uma competência a desenvolver com a finalidade de alcançar a satisfação de todos os atores (colaboradores) das organizações como caminho para o bom desempenho organizacional.
GUIDELINES IN HUMAN RESOURCES MANAGEMENT
(2013) Silva, Maria do Carmo; Galvão, Ana; Pereira, Fernando
The purpose of this communication is to address the management of human resources in the organizations. The aim is to discuss a range of issues that are likely to be applied in the management of human resources, such as competence management, organizational development, and administrative management. Reference is also made to some support tools for decision making as well as the coaching process in the management of human resources. The methodology used is based on a personal reflection upon two decades of professional experience in the management of organizations and human resources and on the bibliographic review on this subject. We highlight the following main conclusions: (1) the integration of human resources management in the organizational strategy optimizes the entire process of organizational development, contributing to excellence; in this sense we emphasize the importance of the human resources management be in line with the top administration; (2) the human resource management implies recognizing people as a resource (in its more technical and economicist way) but also recognize people as individuals (a human being) with their values, beliefs, identities, attitudes and behaviours; (3) despite these evidences, a larger number of organizations continue to focus their practice in the management of people as a mere resource, being important to investigate and discuss the reasons that underlie this misconception.
Investigar e Intervir para Mudar
(2012) Silva, Maria do Carmo
O Symposium “Inteligência Emocional nas Organizações” tem como objetivo criar oportunidade de aprofundar e partilhar o conhecimento de todos os participantes (congressistas e participantes) no que concerne ao tema base do congresso e em especial ao que se pode fazer de modo a se conseguir um maior bem-estar com o próprio e com os outros, contribuindo assim para a felicidade. A inteligência emocional foca a atenção no talento humano e incorpora a complexidade no que concerne às capacidades das pessoas (Goleman, Boyatzis, & Mckee, 2002). Este symposium inclui trabalhos baseados em reflexões pessoais, em revisões bibliográficas e na partilha de dados sobre estudos de investigação relacionado com o tema em questão. A ideia estruturante deste symposium é a de que a mudança exige a intervenção e esta, por sua vez, exige conhecimento, reconhecimento e ação. Assim, serão abordados as temáticas: o lugar das emoções e dos sentimentos nas condições da pós-modernidade; competência emocional, a gestão das emoções e o processo de coaching como ajuda para se conseguir alcançar a mudança desejada. O formato escolhido para este symposium segue um ideal de diálogo aberto entre os autores da comunicação e dos participantes, rejeitando o formato tradicional de uma palestra ou perguntas e respostas, pelo que adquire assim um momento de aprendizagem continua.
Management Leadership Styles and Their Impact on the Motivation of Staff of the Third Sector
(2013) Silva, Maria do Carmo; Nascimento, Cristiana; Galvão, Ana
Leadership and motivation are key aspects in achieving the success of organizations. Leaders have a prominent role in organizations, either through strategic decision-making, both in motivating associates. The central objective of this study is to know the styles of leadership and motivation dominant in the third sector. Therefore, we want to know which has the characteristics of the current leaders and effective leaders, existing types of motivation, and the relationship established between the current leadership and motivation in the nonprofit sector. We conducted a study of character quantitative, exploratory and correlational, using as an instrument of data collection, a questionnaire, to assess motivation and leadership in the hospitality industry. As main conclusions obtained that the characteristics are different from the current leader of the characteristics of effective leaders and the motivations depending on several factors may be intrinsic or extrinsic. Regarding work motivation, this is significantly correlated with the generality of the items of the current leadership, however, the characteristics of the current leader does not show significant correlation with the leader's role in motivating the respondents.
Motivational Tools within Organizational Management
(2013) Silva, Maria do Carmo; Galvão, Ana; Pereira, Fernando
This communication is about the theme of organizational development. This is one of the most important and relevant dimensions of the organizational success. Having motivational tools that act as the trigger for the environment improvement should be one of the concerns of leaders. The aim is to discuss about the importance of emotional development of the associates and its relations with the organizational environment. The methodology was based in a personal reflexion about a decade of professional experience of organizational management and human resources as well in the literature revision about the issue. The major conclusions that we would like to highlight are: (1) organizational management implies managing people as a resource (in the view more economicist and technics) and consider people as individuals (human beings) with their values, beliefs, identities, attitudes and behaviors’. (2) having a tool which identifies the level of emotional development is fundamental in order to contribute for a good organizational environment; (3) can control in a positive manner the emotions is one of the competencies to developed having in mind achieve the satisfaction of all players (associates), as a way to contribute for a good organizational performance.
Transformar o Capitalismo com Utopias Reais: Em torno do legado de Erik OlinWright
(Centro de Estudos Sociais da Universidade de Coimbra, 2021-07) Almeida, Vasco; Estanque, Elísio; Costa, Daniel Neves; Dietz, Kristina; Engels, Bettina; Ribeiro, Catarina; Wimmer, Christopher; Francisco, Daniel; Araújo, Danielle Pereira de; Cunha, Davilson Marques; Pereira, João Aparecido Gonçalves; Borges, Marcia Leite; Costa, Elizardo Scarpati; Valle, Jaime Aja; Tarrit, Fabien; Ferreira, Giovanilton André Carretta; Roque, Isabel; Freitas, Jonas Augusto da Silva; Vossole, Jonas; Espirito-Santo, José; Mello, Kemilly Bianca; Campos, Margarida de Cássia

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