Mudança organizacional para gestores de MPE’s: um estudo aplicado no município de Rondon do Pará (PA)

Abstract

The changes have always been present throughout the history of humanity, nevertheless, never happened with as much magnitude as in the present moment. With globalization and the intense technological changes, the world has been going through many transformations, and with that has also changed the organizational context. In this way, the organizations must always be in the process of modification, among them the micro and small companies, being these the object of study of this work. Although many factors contribute to the change, it is worth highlighting the organizational culture that, as Muzzio and Freitas (2013) points out, is the identity of the company and directly influences its relationship with its customers, the conviviality of employees and the decision-making of the employees. managers, among them, the decision to change. In this sense, the present work, the result of an extension project financed by PROEX, aims to analyze and analyze the cultural aspects that, in the view of micro and small enterprise managers of the municipality of Rondon do Pará, limit or facilitate change as a process evolution of their organizations. For identifying what the managers of these companies mean for organizational change becomes crucial to understanding their specificities and problems faced by the organization and thus assisting them in the evolutionary process of their business. This work had a subjective research approach, interpretive, in qualitative perspective. In order to reach the proposed objective, semi-structured interviews were carried out with ten micro and small companies of the municipality and for the analysis and interpretation of the data the content analysis technique was used (BARDIN, 2011). As a result, it should be noted that traces of Brazilian culture such as aversion to uncertainty, the Brazilian way of life and collectivism have influenced the attitudes and decisions of these managers, including the existence or not of change within organizations. It was also identified that the change takes on several meanings for these companies, some interviewees see change as necessary, others adopt a reactive stance, others see change as something that must be planned and continuous, while most respondents evidence change as positive for their organizations by assuming a natural motivation for change.