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Abstract(s)
Na atualidade, as Organizações Sociais desempenham um papel fulcral e indispensável para o bem-estar de muitos indivíduos na sociedade, deste modo emerge a importância da gestão de conflitos nestas organizações para que as mesmas consigam realizar uma intervenção adequada a cada situação, bem como prestar serviços de qualidade. Neste sentido, o estudo teve como finalidade descobrir se existe e como é realizada a Gestão de Conflitos nas Organizações Sociais com o estatuto de IPSS do distrito de Viseu assim como apurar a perceção acerca do resultado dos conflitos no ambiente/clima destas organizações. A investigação teve como principais objetivos: identificar as IPSS existentes no distrito de Viseu; conhecer quais as principais causas na origem de conflitos nas organizações e os tipos de conflitos mais frequentes; identificar quem assume o papel de gestor de conflitos dentro das organizações sociais; conhecer quais as práticas mais utilizadas pelas organizações para a gestão/resolução dos conflitos; perceber quais os estilos de gestão de conflitos mais utilizados pelas organizações; descobrir quais as formas mais utilizadas pelas organizações sociais para evitar os conflitos; e perceber qual a perspetiva dos diretores/gestores relativamente ao impacto dos conflitos no ambiente/clima das suas organizações. No capítulo do enquadramento teórico foi abordado o Terceiro Setor, as IPSS, a Gestão de Recursos Humanos, a Gestão de Conflitos e o Ambiente/clima Organizacional. Na parte empírica da investigação recorreu-se a uma metodologia quantitativa através da utilização de um inquérito por questionário direcionado aos diretores/gestores das Organizações Sociais com o estatuto de IPSS no distrito de Viseu. Após a análise dos resultados obtidos, revelou-se que os conflitos que emergem neste tipo de organizações também são geridos, sendo o gestor/a de recursos humanos e o diretor/a técnico/a os principais gestores de conflitos. Contudo, apesar de a grande maioria dos diretores/gestores destas organizações defenderem a ideia de que a gestão construtiva dos conflitos pode proporcionar vantagens para a própria organização, a maioria refere que os conflitos têm um impacto negativo no ambiente/clima das suas organizações, demostrando a ausência ou a falha numa gestão construtiva dos conflitos.
Currently, Social Organizations play a central and indispensable role for the well-being of many individuals in society. For this reason, it is important to have conflict management in these organizations so that they can carry out an appropriate intervention to each situation, as well as provide quality services. In this sense, the study aimed to find out if there is and how Conflict Management is carried out in Social Organizations with the IPSS status of the Viseu district, as well as to determine the perception about the result of conflicts in the environment / climate of these organizations. The investigation had as main objectives: to identify the existing IPSS in the district of Viseu; to know the main causes of conflicts in organizations and the most frequent types of conflicts; identify who assumes the role of conflict manager within social organizations; to know which practices are most used by organizations for the management/resolution of conflicts; understand which conflict management styles are most used by organizations; discover which are the most used ways by social organizations to avoid conflicts; and understand the perspective of directors/managers regarding the impact of conflicts on the environment/climate of their organizations. In the theoretical framework chapter was approached the Third Sector, the IPSS, Human Resources Management, Conflict Management and the Organizational Environment/climate. In the empirical part of the investigation, a quantitative methodology was used through the use of a questionnaire directed to directors/managers of Social Organizations with IPSS status in the district of Viseu. After analysing the results obtained, it was revealed that the conflicts that emerge in this type of organizations are also managed, with the human resources manager and the technical director being the main conflict managers. However, although the vast majority of directors/managers of these organizations defend the idea that constructive conflict management can provide advantages for the organization itself, most say that conflicts have a negative impact on the environment/climate of their organizations, demonstrating the absence or failure of constructive conflict management.
Currently, Social Organizations play a central and indispensable role for the well-being of many individuals in society. For this reason, it is important to have conflict management in these organizations so that they can carry out an appropriate intervention to each situation, as well as provide quality services. In this sense, the study aimed to find out if there is and how Conflict Management is carried out in Social Organizations with the IPSS status of the Viseu district, as well as to determine the perception about the result of conflicts in the environment / climate of these organizations. The investigation had as main objectives: to identify the existing IPSS in the district of Viseu; to know the main causes of conflicts in organizations and the most frequent types of conflicts; identify who assumes the role of conflict manager within social organizations; to know which practices are most used by organizations for the management/resolution of conflicts; understand which conflict management styles are most used by organizations; discover which are the most used ways by social organizations to avoid conflicts; and understand the perspective of directors/managers regarding the impact of conflicts on the environment/climate of their organizations. In the theoretical framework chapter was approached the Third Sector, the IPSS, Human Resources Management, Conflict Management and the Organizational Environment/climate. In the empirical part of the investigation, a quantitative methodology was used through the use of a questionnaire directed to directors/managers of Social Organizations with IPSS status in the district of Viseu. After analysing the results obtained, it was revealed that the conflicts that emerge in this type of organizations are also managed, with the human resources manager and the technical director being the main conflict managers. However, although the vast majority of directors/managers of these organizations defend the idea that constructive conflict management can provide advantages for the organization itself, most say that conflicts have a negative impact on the environment/climate of their organizations, demonstrating the absence or failure of constructive conflict management.
Description
Keywords
Terceiro Setor Organizações Sociais Conflitos Gestão de Conflitos Instituições Particulares de Solidariedade Social. Third Sector Social Organizations Conflicts Conflict Management Private Social Solidarity Institutions