Efetividade dos programas de desenvolvimento de equipes e a satisfação do trabalhador

Abstract

One of the trends of the organizational behavior is to work with teams when the company is seeking to solve problems and to achieve corporate goals. Organizations of any industry and size, global, multinationals, small, public or private cannot wait for leaders any more to bring all the answers. The team building efforts represent an investment for companies that aim to increase the level of employees' satisfaction, productivity, creativity and also improve final results. However, it t is not common to see corporate initiatives which evaluate the effects of this kind of programs as a leverage to company results and satisfaction of the workforce. This study intends to present that team building programs might contribute to employees' satisfactions and to team's performance. The methodology was based on ex post facto research which identified the current level of the employees' satisfaction and the effects of the development programs implemented, considering 129 employees of a public company and taking into account variables related to three different dimensions: organizational, intrapersonal and interpersonal. The results from a qualitative and quantitative perspective pointed out that the team building program effect is not relevant to the satisfaction of these employees, as 67,7% did not identified any improvement on the levers that impact the satisfaction, while 17,6% could notice some improvement and 6,3% considered that the impact was negative. The others do not know or consider that it is not applied to theirs reality. The figures show that is necessary to analyze deeper the database to identify precisely the causes of such results and propose other program that might be more effective.