Quando eu e o outro somos nós: comunicação para a coabitação organizacional e diversidade pela ótica de gestores empresariais
Carregando...
Data
2019-08-23
Autores
Caglioni, Cassiana Anunciata
Título da Revista
ISSN da Revista
Título de Volume
Editor
Universidade Estadual Paulista (Unesp)
Resumo
As relações sobre comunicação, diversidade e gestão nas organizações costumam ser estabelecidas com foco na mensuração de desempenho, na busca por resultados econômicos e no uso de modelos, ferramentas e discursos que, ao invés de dialogar com questões sociais, históricas e de direito a partir do que é genuinamente humano, podem contribuir com ações discriminatórias ou microagressivas. Diante desse cenário, este trabalho parte do pressuposto de que em uma organização a comunicação deve protagonizar processos para a inclusão da diversidade, na medida em que produz a circulação de significados compartilhados, intervém na realidade e constrói um novo sentido de atuação, e que a ótica de gestores(as) organizacionais sobre a comunicação organizacional pode impactar efetivamente nas políticas e ações de diversidade nas empresas. Por essa perspectiva, constitui-se como objetivo da pesquisa analisar em que medida gestores e gestoras compreendem a comunicação organizacional como protagonista de processos inclusivos da diversidade e qual a importância do papel das pessoas que estão em cargos de gestão nesta articulação, discutindo a comunicação organizacional como um encontro que reconhece a alteridade e a diversidade, e entendendo o papel da gestão no processo comunicação para a coabitação organizacional, que presume participação, democracia, respeito, valores compartilhados, solidariedade e parcerias sustentáveis. A metodologia adotada compreende uma fase de levantamento bibliográfico e uma pesquisa empírica realizada junto a duas empresas da região de Bauru e Marília eleitas pela Revista Você S/A como uma das 150 melhores empresas para se trabalhar, com a realização de um mapeamento do perfil dos empregados e entrevista tanto com responsáveis pela gestão das empresas pesquisadas quanto com responsáveis pelas áreas de Recursos Humanos. Os resultados indicam que gestores(as) compreendem a comunicação organizacional de uma maneira instrumentalizada, ligada a uma área ou a determinado profissional, buscando transmitir ou desdobrar informações da organização de forma verticalizada e com vistas a melhorar a performance da companhia. Reflete-se que este tipo de comunicação não oportuniza a inclusão da diversidade e que gestores(as) organizacionais necessitam compreender contextos sociais e históricos para desenvolverem efetivamente seu papel político e transformador nas organizações para que, dessa maneira, a comunicação para a coabitação possa protagonizar, de fato, a inclusão da diversidade, criando ambientes livres, justos e democráticos.
The connections about communication, diversity, and management in companies are usually set focusing on performance measurement, good financial results, and use of models, resources, and statements that, instead of considering the social and historical aspects, as well as human rights, they can contribute to discriminatory actions or microaggression. Considering this, this research assumes that communication must be prioritized to achieve diversity and inclusion in a company, as it creates shared meanings, interfers in the reality, and creates a new way of acting. In addition, organizational managers‟ perspectives about the organizational communication can effectively influence the policies and procedures of many companies. According to this perspective, the aim of this research is to analyse how managers view organizational communication as the priority of diversity and inclusion processes and the importance of managers‟ role in this process, discussing about the organizational communication as a strategy that recognizes alterity and diversity, and understanding the role of management in the process of communication to reach the organizational cohabitation, which presumes participation, democracy, respect, shared values, solidarity, and durable partnerships. The methodoly adopted involved a bibliographic search and an empirical research carried out with two companies from the cities of Bauru and Marilia, which were elected as one of the 150 best companies to work at by the magazine Voce S/A. At the companies, an employees‟ competency mapping was carried out, as well as an interview with both the responsibles for the management and the resposibles for the human resources. The results showed that managers understand the organizational communication in a resourceful way, connected to a field or a certain professional, trying to spread or to unfold the company‟s information with a vertical approach and aiming to improve the company‟s performance. It is believed that this kind of communication doesn‟t offer the opportunity for diversity and inclusion and that organizational managers must understand social and historical contexts to effectively develop their political and transforming roles in companies. This way, the communication for cohabitation can, in fact, be the priority to the diversity and inclusion process, creating open, fair, and democratic environments
The connections about communication, diversity, and management in companies are usually set focusing on performance measurement, good financial results, and use of models, resources, and statements that, instead of considering the social and historical aspects, as well as human rights, they can contribute to discriminatory actions or microaggression. Considering this, this research assumes that communication must be prioritized to achieve diversity and inclusion in a company, as it creates shared meanings, interfers in the reality, and creates a new way of acting. In addition, organizational managers‟ perspectives about the organizational communication can effectively influence the policies and procedures of many companies. According to this perspective, the aim of this research is to analyse how managers view organizational communication as the priority of diversity and inclusion processes and the importance of managers‟ role in this process, discussing about the organizational communication as a strategy that recognizes alterity and diversity, and understanding the role of management in the process of communication to reach the organizational cohabitation, which presumes participation, democracy, respect, shared values, solidarity, and durable partnerships. The methodoly adopted involved a bibliographic search and an empirical research carried out with two companies from the cities of Bauru and Marilia, which were elected as one of the 150 best companies to work at by the magazine Voce S/A. At the companies, an employees‟ competency mapping was carried out, as well as an interview with both the responsibles for the management and the resposibles for the human resources. The results showed that managers understand the organizational communication in a resourceful way, connected to a field or a certain professional, trying to spread or to unfold the company‟s information with a vertical approach and aiming to improve the company‟s performance. It is believed that this kind of communication doesn‟t offer the opportunity for diversity and inclusion and that organizational managers must understand social and historical contexts to effectively develop their political and transforming roles in companies. This way, the communication for cohabitation can, in fact, be the priority to the diversity and inclusion process, creating open, fair, and democratic environments
Descrição
Palavras-chave
Comunicação Organizacional, Diversidade, Gestão, Organizational communication, Diversity management