Mestrado em Administração (FACE)

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Navegando Mestrado em Administração (FACE) por Por Orientador "Costa, Sérgio Henrique Barroca"

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    Terceirização: um estudo sobre trabalhadores terceirizados e não terceirizados em uma instituição de ensino superior
    (Universidade Federal de Goiás, 2019-02-26) Camilo, Taynan Alexandre; Costa, Sérgio Henrique Barroca; http://lattes.cnpq.br/7031943934465059; Medeiros, Luiza Ferreira Rezende; Antunes, Caio Sgarbi
    Work in modernity occupies a central position in the life of the human being. Thus, aspects that concern the world of work end up influencing the whole existence of the individual. The shift from the prevalence of the fordist / taylorist model to the flexible toyotista model, added with the process of globalization and financialization of production, led to a process of deterritorialization and outsourcing of production. Both processes have the objective of reducing labor costs, either through the use of labor deregulation in some countries, or through more flexible ways of hiring labor. This paper aims to discuss, from a critical point of view, the possible impacts of the outsourcing phenomenon on the working-class life, from the point of view of outsourced and non-outsourced workers who carry out activities in a Higher Education Institution. The outsourcing process has been approached from three contexts - administrative, legal and social. The administrative aspect points to outsourcing as a "modern form of management", where the contracting company concentrates efforts on its core business. Regarding the legal aspects, the legal changes that have made the hiring of outsourced work, previously totally prohibited, become fully permitted, including those related to the company's main activities. In the social aspect, outsourcing is seen as one of the forms of precariousness of work, contributing to the commercialization of human activity, to intensify work and to weaken collective protection mechanisms (unions). The research was developed through a qualitative design, seeking the in-depth understanding of the phenomenon. Interviews were conducted with outsourced and non-outsourced workers who carry out their activities in a Higher Education Institution. Considering that social life can be thought from an interconnected network of social practices of different typologies, the data collected will be analyzed using the Critical Discourse Analysis (CDA) technique. The life history interviews with the workers allowed the understanding of some of the historical and social context that brought the members of these groups to the present moment. The study also allowed us to verify the extent to which these parallel stories at the beginning have tended to diverge to the detriment of outsourced workers during the work cycle. Longer working hours, lower wages, lack of job stability, high turnover of workers, constant change of company, impossibility to access labor rights, union isolation, lack of institutional incentives, among others, makes this new service proletariat a "precarious work class". As a suggestion for future research, the studies with workers who perform other activities and are part of the same legal regime can bring new dimensions, new categories of analysis and promote new discussions that this study could not achieve.
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    A lógica gerencialista e a saúde mental do servidor público de uma instituição de ensino superior
    (Universidade Federal de Goiás, 2017-05-25) Reis, Kellen Dionísio dos; Costa, Sérgio Henrique Barroca; http://lattes.cnpq.br/7031943934465059; Costa, Sérgio Henrique Barroca; Najberg, Estela; Medeiros, Luiza Ferreira Rezende de
    The aim of this study is to analyze the influence of the management model on the mental health of the public servants of a higher education institution located in Goiás state. Therefore three specific objectives were defined: i) to identify the perception of the servers on the management of the public HEI studied; Ii) to identify the presence of psychological suffering and the conditions of affection in the servers; and iii) to confirm the strategies of facing the IES management model. The literary base was the State reform and the psychodynamics of work (PDT), which deals with the worker´s health. The State reform refers to changes that has taken place in HEIs through the University Restructuring and Expansion Program (REUNI), in 2007, and originated from the state reformist movement in the 1970s, known as the New Public Administration. New Public Management (NPM), which emerged in response to the Welfare State crisis or “Social welfare”, proposing the reduction of the public machine, spreading the managerial management in state bodies, already consolidated in private companies. It is a neoliberal postmodern ideological reform, guided by the Toyotista sayings of flexible and lean production, which have created a growing wave of precarious labor, underemployment and world unemployment. The second theoretical support of this research was given by the “Dejours school”, which analyzes the dynamics between the subject and the company, and how does the experience of pleasure and suffering of the individual react before the incoherence of the work organization. This school also approaches the consequences for the worker when he faces unbeatable suffering at work, when he assumes defensive strategies to preserve the psychic health; And which complications occur when these failures are used excessively by the Individual, causing illness and social pathologies in the workplace. The research designed was qualitative, assuming the phenomenon related to the Subjective Subject. The methodological bias was the Critical Discourse Analysis (ACD), analyzing the sets of the interviewees for the identification of the ideological announcements of neoliberal social culture. The research tool used was the interview with semi-structured questions and the target audience was chosen from statistical data secondary medical licenses of Administrative Technicians and Teachers, electing the Academic Units (UA) of HEI with a higher incidence of medical licenses for Mental Disorder Behavioral (TCM) in 2015. The results pointed out characteristics of managerial management style (control, productivity, individuality). Within this context, the workers feel that pleasure is linked to the nature of the work they perform, but also suffering, when they use psychic defenses for confrontation. It was also identified that there are signs of excessive use of defense or the failure of its use, causing social pathologies in the work environment of the HEI studied. It is suggested that new research should be carried out, approaching other motivators of illness (physics, accidents) of these servers and that there are also studies that propose the implementation of a reintegration process of servers that were removed due to mental disorder in HEI.
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    Reestruturação e expansão das universidades federais: avaliação dos resultados do programa Reuni sob a perspectiva de políticas públicas para a educação superior
    (Universidade Federal de Goiás, 2018-09-17) Sales, Edriene Cristine da Silva Santos; Costa, Sérgio Henrique Barroca; http://lattes.cnpq.br/7031943934465059; Costa, Sérgio Henrique Barroca; Alves, Thiago; Laurias, Nathalia Cordeiro
    The Support Program for Restructuring and Expansion Plans of the Federal Universities, the Reuni Program, was an action of an educational public policy of the federal government, whose aim was creating the conditions to increase access and permanence in higher education, given the low rate of students in this teaching level. They considered Reuni a historic opportunity for federal universities to plan their own expansion. Due to the dimension it reached, it is natural to have an interest in knowing the impact of the program in the institutions, with the purpose of analyzing the results of the expansion proposed by Reuni, under the aspect of public policy evaluation. The Federal University of Goiás functioned as a locus study, in the period from 2007 to 2013. In order to do so, it was proposed to evaluate the expansion of the University, in the aspects of the number of places and courses offered, evasion rates and idle places occupation; investigate the evolution of the staff chart and infrastructure situation; and examine changes in social guidelines, concerning inclusion and assistance, and their consequences. In this sense, a qualitative, exploratory / descriptive research was carried out through a single case study strategy. For data collection, the study has used document analysis and semi-structured interviews techniques, and the researcher have invited managers who experienced the accession and implementation process of the program to answer open questions. The sources of information were both primary, in the case of interviews, documents of a public nature containing the institutional decisions and visits to organs of the institution, as well as secondary, such as reports, statistical data, news and articles. The guidelines of the Research Ethics Committee (CEP / UFG) were observed, after its approval. For the treatment and interpretation of the data, they used the technique of content analysis. Documentary research and literature review gave the way for acquisition of the indicators for the analysis of the data collected. From the material collected, it was possible to carry out the analysis of the changes that occurred with the implementation of the program. In view of this, there was an increase in vacancies and courses, even at night, making greater the possibility of joining higher education for those students who did not have this chance before, what confirmed social inclusion. It was found that the expansion of public servants included more the category of teachers than the one of technical-administrative, remaining the lack of these. The research work has pointed a necessity of adopting more effectivemeasures in order to reduce evasion rates and increase the idle places occupation. The study has identified a significant growth in the area of infrastructure, what has improved the conditions for the development of academic activities. There was an expressive increase in post-graduation, resulting from the graduation growth. It was found that, in general, the results of the program were positive, allowed unprecedented growth in the University and made its classification better than it was before. Thus, the Reuni Program proved to be an important governmental action, which allowed development and improvement to higher education, which would accredit the adoption of similar future measures, in order to increase this level of education.
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    A visão sobre o assédio moral dos servidores de uma instituição federal de ensino superior
    (Universidade Federal de Goiás, 2019-02-25) Vieira, Heloísa de Sousa; Costa, Sérgio Henrique Barroca; http://lattes.cnpq.br/7031943934465059; Costa, Sérgio Henrique Barroca; Medeiros, Luiza Ferreira Rezende de; Freitas, Joana Alice Ribeiro de
    Workplace bullying is abusive behavior committed frequently and persistently, potentially causing physical, mental and social consequences to the victim. Workplace bullying can also have negative consequences for organization and for society. Although it is multicausal and can occur in any institution, research shows that it has a high incidence in public organizations and educational institutions. One of the most recommended means to minimize workplace-bullying is an anti-harrassment policy with actions of combat, prevention and norms. One ofthe most recommended ways to minimize workplace bullying is through an anti-bullying policy with combat and prevention actions and norms. Since Brazil does not possess a national policy to combat and prevent bullying, nor does it have a law that regulates on the issue throughout the country, some organizations have instituted norms and regulations, as well an anti-bulling policy in its scope, which is the case of the Federal University of Goiás (UFG). In this sense, the research had as objective to evaluate the vision of the servers of a federal institution of higher education, in which there is an anti-harassment policy implemented. To reach the goal, a quantitative approach was used, with data collection through questionnaire self-administered, and electronically distributed, via the internet. The population was constituted by the public servants, technical-administrative and faculty, effective, in the Regional of Goiânia of the UFG. The survey was sampled, in which the sample units were the 2,232 public servants that had their institutional e-mails made available. At the end, 181 (8.11%) public servants answered the questionnaire, but only 175 (7.84%) were effective public servants, a condition of inclusion in the study. As a result, the worker's view of workplace bullying can be summed up in a labor violence of the hierarchical superior, towards the subordinate, causing in them embarrassment and humiliation. In addition, for the servants its occurrence, it is independent of the nature of the organization, but is related to the characteristics of the aggressor. In addition, the practice is common in the University, since 80.9% of the participants became aware of some cases of harassment and 44.18% admitted that they had been harassed inside the Institution, however, many cases described concerned other hostilities. That should be promoted actions against workplace bullying, although the University has been promoting them with greater intensity since 2016. However, 80.7% never participated in an action, and 46.83% did not participate because they did not know about it. Regarding Resolution 12/2017, which deals with norms and procedures related to workplace bulling, implemented by the University, 56.4% were unaware of its existence, but 56% of those who knew it, consider it to be good, appropriate, comprehensive, enlightening and an important step in combating and preventing workplace bullying. In conclusion, it is noted that although workplace bullying is generally known, most see other labor hostilities as acts of bullying. And although most have heard of at least one action, a third of the participants are unaware of the actions against harassment promoted by the University, showing that anti-harrassment policy, its actions and norms are not reaching the totality of the public servants, demonstrating the need to be better disseminated and the acts performed with higher frequencies in different locations within the Institution.