Upon analysis of the reality of the work, it should be noted that we are undergoing profound changes that arise from the emergence of new leaders. The change in Fordism and the organization of work changed significantly, multiplying in new and atypical forms that directly affected the family and social organization. Now it appears as a growing novitiate to subcontracting of tasks to companies, or teleworking, or temporary work, and I undertake for all of life to be a reality like that or worker can continue to count.
A search for the job offer is less and less foreseeable and the standardized trajectories tend to be less abundant; In order to work, it is important to focus on specific charges based on competition. Two collective councils, in which the trademarks or rumo, advance to the individualization of the relationship of work and criam-se new remuneration strategies, above all nonsense of flexibility. The unions come to see each other with a serious problem that accompanies them with the difficulty or growing disloyalty of the workers in relation to the unionized struggles and the diminishing of two unionized workers.
As the paths of the individualization of the relationship of work become more and more pronounced, some workers seem to know that they must begin to care for their careers and qualifications. Others see their living conditions, salaries, contracts and the quality of their work tailored for situations that are so dignifying that they cannot manage to take a proactive attitude that allows them to get out of this cycle.
Uma das apostas das Empresas seems to be the use of work practices that increase the need for more qualified workers to resort to self-directed teams, raise more rotational functions and develop problem solving groups. These practices result from the growth of two entrepreneurs that lead us to the idea that direct participation by two entrepreneurs assumes that the company makes the company more productive, more profitable, more innovative and more flexible. However, this process seems to restrict or enter organizations, of unskilled workers, since many of them are not prepared to exercise their role as autonomy. (Laranjeira, 2004)
As he introduced new information and communication technologies (ICTs), he saw an alteration or a change in the configuration of work and entrepreneurship in a deterministic way. We are waiting for the paradigm shift of emprego.
O professional life cycle passes to ter novas configurações eo desemprego assumes other forms and new perspectives. It has started to appear or it has not been for a long time, or it has not started for the first time, it is difficult to penetrate the market and the bachelor's degree has never opened the doors for a business, noting or increasing two graduated graduates.
In the phase of discontinuance of entrepreneurship, some workers took advantage of the opportunity to reconvert, or new professional and academic training, to re-enter the labor market in a more competitive way. Others entered into cycles in which, more and more, they were launched for a marginal situation in society and in the organization of work, and that they came back.
A new organization of work created new cenarios and various opinions on this new quadro. An understanding of the diversity of atypical forms of entrepreneurship as positive because it energizes or the job market. Others argue that this galloping proliferation of type of businesses did not see to ficar, due to the backwardness of the conditions of life and basic directions of two workers. It would consider the inefficiency of some two new processes of flexibility in the economy, which for this reason does not have the capacity to maintain for a long time not the labor market.
The defenders give a neoliberal perspective, which is flexible and synonymous with competitiveness. Fazem noted that the respectful directions to the work and social protection of two workers constitute an obstacle to the development of a competitive economy. For this reason, we propose a rumor of suppression of the directives and guarantees of two workers, as a minimum wage, to social protection, and contracts of indefinite duration, between others.
I am opposed to a neoliberal perspective, associated with labor flexibility, with the limitation of social realization and precarious work, for the most part two individuals who participate in all this process. Kovács (2006), for example, understands the generalized flexibility of the company as a kind of qualification for the same, above all, a context of union power that is impaired and of a strong international agreement, to indicate for a drastic reduction of costs.
According to Cerdeira (2006), this galloping increase of flexible working forms that constituted two major challenges for the current trade union union. Foi through the força de trabalho estavel e organized that the unions will withdraw a large part of your organization ao longo do séc. XX. Or great challenge two unions act us work processes seems to be or to face the bosses logic presenting a strategy of participation and cooperative attentive, more at the same time offensive. (Cerdeira, 2006)
In terms of strategic remuneration, based on no competition, the new Human Resources Management Models are designed for a reduction path based on new flexible remuneration characteristics that seem to alter the relationship between the contracting parties, where they become, de uma maneira geral, mais fraco or lado do trabalhador.
It is recognized that remuneration and compensation is a strategic issue in the perspective of the victim, the company, the State and the economy. From a micro point of view, from the labor organization, it is indicated that with a successful remuneration policy, a company can find a more competitive path. In this way, I can fix a team of people who are more motivated to allow a better organization of work, a better quality for the execution of a product and a team that manages to achieve more penetration than a market, increasingly difficult to conquer with globalization. economy.
With the flexibility of remuneration, it becomes a practice that is increasingly developed in companies, and it is perceived that this trend is similar to the individualization of work relationships. As flexible remunerations reveal a complex system, with difficulties of practical application and conceptual definition. Note-there is an increase in the implementation of dynamic salary strategies by labor organizations that begin to present increasingly complex and diversified configurations.
Historical symbols of salary practices evolved into two tempos, from two Taylorist systems, for forms of scientific measurement, with more or less diverse methodologies. It is based on three fundamental aspects: an academic qualification that defined or started the organization; or set of tasks that defined or post work and experience, a variable that would not be paid in favor of the worker and who would define Carreira.
The companies will end up following some routes, which will not be reduced to the weight of the company but also to two production levels; ending by creating flexible compensation strategies to reduce fixed costs. Escolhem o caminho da individualização das relações de trabalho, as a way to cancel two negotiating forces in collective bargaining. A trade union that is installed ends up worrying some States that recognize the need for trade unions with new ideas and new processes that we represent workers in new competitions raised by organizations.
It is relevant to the need to help organize the labor and contracting relationships not trinomial state-empregador-empregado. All in all, this problem has not been easy for the unions that have shown themselves to be very defenseless and in the framework of new work situations, and not one of the flexibility of working relationships.
With this study, our objectives are to study the economic and technological transformations that will determine the alteration of the labor market and lead to the creation of new models of Human Resources Management. In relation to the development of these circumstances with the trade union that is installed. We also intend to learn the new salary strategies praticadas nas organizações.
This context of growing introduction of new practices and labor practices perceives the relevance and relevance of the study that we intend to carry out. The new paths seem to reveal to the jusante, a need for reorganization of the labor relations that for the benefit of all parties, it is important to study.
According to what we have come to export, we raise the following relevant questions for the investigation:
- What factors cause the individualization of work relationships and flexible remuneration strategies? Will you be on the way here, adapted to short-term and long-term contracts?
- What is the implication of the individual relationships of workers that will raise the collective representation of two workers, not concerning or unionism? Will the unions be able to promote responses to these new challenges?
- What are the new salary strategies that we identify?
The Bachelor's in Sociology of Trabalho course opens the doors for or is interested in the materials of the organization of work, above all, in the areas of Ciência da Administração. A dissertation on the course in Economic Sociology and Organizations is the course of study on competencies and wage practices, where we perceive the completion, updating of the relevance of the subject, plundering us with the rank of second most important perspectives and perspectives.
2 Methodology
The first step will either be a survey or an analysis of the national and foreign bibliography on the subject of analysis, or seja, as economic and social transformations, as metamorphoses do emprego, as strategies of individualization of work relationships in union trade union ea remuneração flexível. Follow-up exploratory interviews with specialists and scholars of material.
One of the methodological techniques that we intend to use will be or questioned through the Internet with the prior creation of a database. Na insufficiência de respostas you can tour-se à interview hair telefone. We will try to focus on the two “traders”, for these very flexible and complex remunerations will always be presented in accordance with pre-defined objectives.
As we are conscientiously very difficult to obtain answers to this topic, or empirical study to initiate-to-be wrongly approved and registered or doutoramento project.
Depois de, updated and redirected for or novo subject, we intend to apply the instruments and the measures created in the dissertation of mestrado, which we carried out in 2006 not ISEG.
3 State of art
As we will be studying the new configurations of work and employment, we note that in the present conjunction of the organization of the labor market, various forms of work are carried out that are not assembled in the classic Fordist structure of business. Nem a sua duração ou regularidade, nem o tempo de contract remetem for homogeneous contexts. There are atypical forms of work that are very close to subordinate work and that are not legally assumed as such. In this way, new technologies create different organization groups of work, being many of the work carried out outside the company, or providing new forms of organization of work.
Outsourcing, or temporary work, outsourcing and relocation of work-criam à sociedade e companies, new problems that urgently need to be solved. I did not know the past and were in the seventies, when a job offer was made between a job job and a socially integrated and stable company. This situation is in clear evolution and the creation of this type of business is created, which raises unbalanced social partners.
In the eighties, we defined labor laboratories with a passage from the industrial society to a society of information, and subsequent disclosure at a high speed, with compliance. Assume-se um novo conceito de produtividade, em que a matéria-prima mais invaluable happens to be or conhecimento. It is related to consumption in mass production of high technology versus services.
Advocate that the group commits to be replaced individual hair as a positive change event. As companies are reconfigured with this new benchmark raised by the latest technologies and the latest in the global market.
We confirm now that there are new settings in this process to assume a more liberal identity. Some scholars come to wonder about themselves or a traditional enterprise, and they will not be under our main requirements and affirm that passam workers are increasingly being faced as service providers and less as providers of work . I perceive that your services are beginning to industrialize and industry to outsource.
The flexibility and production mobility will bring the greatest characteristics of the modern economy. Some of the new companies are centered on new principles recognized as polyvalence, motivation, autonomy and creativity. A diversity of atypical forms of entrepreneurship turns out to be a concern that is reflected in multiple studies. If we understand this multiplicity as positive, others consider a relevant concern to weaken the reasons for the employment relationship with serious prejudices for the majority of two workers.
Two problems that concern referring the new forms of entrepreneurship to two temporary workers who in Portugal are classified as fragile entrepreneurship. São normally you have qualified who only found pre-empory, or reformed that need a complement of reform. These workers present a business capacity that is null and void for sale, many times, obliged to oil dignified working conditions. (Cerdeira, 2000)
We find new business strategies to accompany the growing competitiveness of two markets that translates into minimizing costs as human resources, ending up with little, or more, than is essential. Unfortunately, the companies did not choose to compete qualitatively before, quantitatively, achieved above all, at the expense of outsourcing work and reducing two staff.
A press for an intense flexibility of work to see how a global economy where financial logic predominates and rapid profit. Try to find a job that quickly corresponds to the needs of the market. Idealize a flexible company and a lean company that, in addition, combines several forms of business. Note-I know that in all of Europe or I am flexi-fe I have come to increase being this rumor facilitated by a trade union force increasingly weakened.
A neoliberal perspective announces or fim do assaulted work and a new model of work, or that raises new problems with deep social repercussions. The organization of work happens to be focused not so much on the work that was attacked but before on the work and work carried out by independent workers. These passam to be providers of more-of-work to the companies, with independent work or as service providers. This situation represents a passage two cliffs and custos two entrepreneurs for individuals and for the State.
Começa to notice that or work tends to lose centrality that outrora já occupied in life two individuals. A popularization of new technologies makes the generalization of a more intelligent work, since the workers need to use more of their cognitive abilities and not so much for manual use.
It is perceived as the emergence of a small influential elite that represents a class of knowledge and knowledge and a growing trend of a mass of workers whose work tends to deteriorate. Desemprego and subemprego tend to coexist as an increase in duration and intensity of work.
Segundo Kovács (2006) begins to perceive a trend for diversification, heterogeneity and little social visibility of work and employment. This author did not defend the teses do fim do trabalho, but before disseminating the modalities, many times precarious, of jobs and employers.
A full-fledged economy or work is not subject to a form of wealth production and also a form of social insertion. Or work on the face of the reality of human life, not yet, Kovács affirms that a model of entrepreneurship that breaks as Fordist canons of industrial society is emerging today.
It is understood that there is a need to equate the activities of the Homem with two new perspectives that will value the problems that are not integrated into the commercial sphere, but also a huge social relevance, as well as participation in socially useful activities.
Or temporary work according to the needs of the companies, maintaining itself through an asset of low value available not in the market. This work is of a great heterogeneity and is characterized by being peripheral, noting that these workers have less autonomy in relation to work, since they are permanent workers. (Kovács, 2006)
We ask that you are temporary workers, and that they remain transitory at the time of entering a company, or that they are walking in repeated cycles of temporary contracts and intermittent work, increasing their precariousness and the advantage of companies with more than work., always cheap and available no market. In order to answer these other questions, we are not aware of the international comparisons of which frameworks and realities are different, however, we do not understand that finding a response to this issue is of great opportunity.
A quantidade e qualidade do emprego, you profisiones profissionais, a mobilidade profissional e as possibilidades e demanências de learnacion are in agreement with the modernization strategies followed by companies and the market. Give as it is certain that the globalization of the economy intensifies in agreement, but we ask, what price?
Surely I do not undertake to present themselves as newcomers, noting that it is increasingly difficult to obtain or I am a long-term entrepreneur, or that it entails new and major social problems. I know, on the one hand, that this is a vantage of the entrepreneur, on the other hand, that some standards of trust and labor workers have broken down to prove that they are not labor-related, we do not even contract thermo, or that they are not confirmed as positive for the results. gives company.
To the new organization of the work I have serious problems for the side of the collective hiring, the unions may move to rota to re-adapt to the new problems, probably due to the difficulty of effective opposition to these new roads that emerged. For their time, the strenuous workers have the individual relations of work and as a collective framework that does not defend you will end up gradually destroying two unions. Or that this labor relationship has become too unsuccessful in reflecting negatively on working relationships.
At the same time that this movement of the organization of work is displaced by the collective logic for the individual, começa, in many companies, a corrente of implementation of flat hierarchy that is represented by leques salariais base mais pequenos e alicerçada em diferenças de qualificações médias, smaller and smaller, we are six groups of workers.
A sociedade recognizes the need to revitalize union forces, or problems that arise as a face. It is indicated that the first interested in following a path of individualization of the work relationships of the entrepreneurs. This problem is exacerbated by the fact that the unions have not been able to accompany and frame the defense of two jobs and two flexible contracts, tending to be reduced to their credibility of practice.
A current union representation in companies is referred to as “Green Book”, where it is indicated that 64% of the total number of union organizations have less than 1000 workers, or that they represent “forte fragmentation” groups in collective contracting. Neste sense écuriosa to intervention of the Minister do Trabalho português, in April 2008, na Assembleia da República. This element of the government affirms that a serious non-flat crisis is registered for collective contracting, acknowledging negative consequences for the Portuguese economy and society. Assinala or minister who in 2004 will register the most low values for the last twenty years, both in conventions held and in the number of abranged workers, has registered a break of 53% from 2003 to 2004, or collective conventions held, a value of great visibility.
It is interesting to try not what an outro document said, or “Livro Branco das Relações Laborais”, noting to your relevance that we are dealing with a relatively important role attributed to the labor unions. When you think about the importance of these institutions in the world of work, you can see that more than 2/3 of the two respondents are never, ever, unionized, demonstrating a very reduced participation that naturally will be cause for concern.
The values of unionization are manifestly different according to the type of employment contract. I show you a state business, with a semi-term contract, or at the same time as the highest level of unionization. Your other workers reveal very little interest in institutions that do not defend you.
Acrescenta or "Livro Branco" (2007) that acção two unions in the security of the company and in the quality of work conditions is important. Mais affirms that the workers are interested in the unions, despite close to 27.3% never being unionized. For the remaining five years, two unions were not assumed to be sympathizers. An interesting fact is that close to 50% two workers do not reconfirm efficiency to nenhum union and 4/5 of all of them have never been greve.
It is also verified that 80% of collective contracts have existed since the last decade, revealing a failure to renew this field. We review these reviews of salary tables and find that these are not respected by the entrepreneurial entities.
How long a normal working time has been carried out, indicates or document, that is superior to the proposal in the collective regulation. This data reflects on the question of flexibility of work when it is indicated that two positive aspects are the time that the worker can win for himself. It is true that this die is contrary to this statement.
Adianta-se not “Livro Verde” (Dornelas et.al, 2006) that between 1998 and 2004, or night work, on Saturday or Sunday, which may be duplicated, or that will be able to cause melhoria das condições de trabalho. Failure to understand this Minister of Trabalho (Portal do Governo, 2008) as the causes of the critical situation related to the trade union movement has come into force of the new Trabalho Code of 2003, approved by the previous government, recognizing as wrong the solutions advanced by this document. O governo português de 2004 considered, for this reason, to find solutions that put them in charge of collective contracting.
Garcia Pereira (2008) calls attention to more of a relevant problem raised hair novo rumo das novas contratações that he or de facto de muito do trabalho that is registered and considered independent, is de facto dependent, appearing disguised as a green receipt. It reinforces that the State was the first to implement this measure and indicates that it was never possible, at any time, to obtain a statistic on this matter.
Another matter that interests us is to study only the remuneration strategies and we note that, novo quadro de trabalho happens to present new forms of compensation that are increasingly diversified and urgent to study. It seems that as a way of remunerating for competences, it has to be practiced in some organizations with some method. Through this system it rises, in some economies, in search of qualified professionals.
The intensive conhecimentos obrigam to implement systems of remuneração mais flexíveis, reduced to a hierarchical structure and development or conceito of competition, lengthening for this or old conceito de qualificação. The remuneration systems are the reference to the culture and management style of the organizations that define the company profile. (Dutra, 2004)
Currently, there are continuous changes of parents without professional, cultural and organizational behavior. In order to maintain competitiveness, companies need different models and new management practices in order to adapt to current and global competitiveness. This sense to hiring two workers tends to be carried out, not so much, I have a job post or post, but earlier or an occupational profile that is enriched and widely employed and where work is valued or work in equipment.
Wage binders emigrant / empregado to economic dependence, estrita, do perante perante or empregador bankrupt due to the emergence of mechanisms of social security that criam forms of protection for or disemprego, doença, invalidity and death. This situation saw, in this point, strengthening and compensating on the labor side in the contracting, or that was revealed to be of great importance in terms of the strategy of two States in view of the social balance between the contracting parties of the relationship of labor.
It is considered that the greatest challenge of the HR Management is the management of the reward system that matters by aligning with the strategic objectives of the company. It seems to be identified that the most qualified employees and those who are paid are the most satisfied, most motivated and most productive workers.
It is understood that with the highest individual productivity, an organization will achieve the best results, or less hair, identical years that it would achieve with more workers, less qualified and less paid. It is curious to note that some Assinalam scholars, like a mistake, consider that your salary costs are more than a huge competitive advantage. (Câmara, 2006) Pois, through these restrictive policies, companies stop with a lack of motivation, commitment and consequent product failure.
As companies seem to increasingly show up to apply the various salaries and recent remuneration studies prepared in Portugal, they indicate that the benefits represented 12.6% to 29.7% of the total remuneration of two workers. It increases that this percentage tends to increase our highest charges. These are curious indicators, which allow us to perceive two different salary that is currently practiced in Portugal and its significant representation.
To study the salary is relevant to the perception of the weight of the salary of the labor organizations. This represents in the middle, second Milkovich (2008) about 50% of the total two costs, in some industries of the financial, service, education and government related type. But this indicator is of mere reference, pois or author indicates that the salary costs vary with different organizations. All in all it will serve as a reference to perceive or its weight in some sectors.
Second or author of Compensation, the United States has made a big difference between salary and remuneration, salary and wage, being that salary is something calculated annually, more rigid and that it fears to see with regulated labor legislation - Fair Labor Standards ACT- FSLA As regards remuneration, it presents a versatility of many people, reinforced by their own organizational cultures. (Milkovich, 2008).
As we affirm, salary strategies vary and note that in Portugal there is a policy of secrecy relatively to the remuneration of two workers, as applied in a number of other countries. This practice seems to reveal itself to be pertinent and effective, to the extent that you end up knowing and many times in a distorted way. It is considered useless to disclose salary policies, and this option may become a direct conflict within any organization. (Câmara, 2006)
From a strictly technical point of view, it is important to mention that the main component gives total remuneration and is always based on basic remuneration, for this is what it represents or monthly or hourly salary, based on which face or calculation of remuneration does work. (Chiavenato, 2005) The other components are only the incentives and the benefits.
The remuneration is fixed to this level, adapted to the beginning of the 20th century, as a way of compensating or repetitive work and rotary work for two workers, according to a time of economic stability that does not portray the days of business.
The old myths give salary definition for home time, at the loyalty of the school training. In the meantime, with various remunerations, the criteria to determine the salary will be altered, and new salary calculations will begin to appear. For recent practices, the results are verified, by creativity, innovation, or entrepreneurial spirit and initiative, among others. (Chiavenato, 2005)
The main models of variable remuneration are only the annual bonus plans, to distribution of working hairs, to participation in results, to remuneration for competitions and profit distribution. It is indicated that the remuneration for competitions, or multi-purpose worker ends up raising Melhor.
Our new remuneration systems have been concerned that an entrepreneurial entity is afraid that they will have to do so in a non-legal manner. For the time being, the Legislation lifts legal provisions for certain salary practices, or in two cases, a social advantage. (Câmara, 2006)
From the point of view of the entrepreneur, the variable remuneration requires a careful application so that it does not become the basic remuneration of the acquired directives when it is not intended. Contrary to lei he will become em fixo or that he wanted a company as a variable, contrary to his vontade. It is concluded that as you read, you continue to counteract some of the flexibilities of companies and non-markets.
One question that is relevant to us is that the remuneration should not be just a troca pela força de trabalho lent to the company. It is necessary that you do not notice a problem or problem of the quality of life of the worker. This is important and important for two States and for social partners.
We have been concerned about salary policies for a number of years, with a certainty or a hundredth of flexibility, with an individualization of remuneration, more practical terms or a more relevant aspect due to the variable salary variety. A part fixed to the salary compensates or a worker with a type of competition placed in or provided by the organization that was previously agreed upon with the company as part of a number of different subjects to see the development of projects, objectives and specific competitions. If the base value is too low and does not compensate or make an effort, you start looking for another undertaking for the organization on the part of the worker, naturally having a job offer.
From the point of view of the strategy of remuneration to retain individuals with high performance, if they lose their internal equity, it is indicated that the organization should establish a remuneration that it agrees as each one performs. This presupposition creates a problem for an organization that either two workers have to carry out, barely, or that is paid for by automatic baix or production level. Bilhim (2006) states that according to some studies, 75% of two workers do not consider fair or payment based on the performance, or that it represents a fairly high value and determines the relevance of the study of variability of two salaries based on this requirement.
The remuneration program that is intended to be developed aspires to be equitable and competitive, from both an internal and external point of view, and it is necessary that it be done in two areas: the job postings of the company and the markets in which the company operates. The job posts must be validated and studied according to the second criteria to be defined before establishing a relationship between them. Hair that becomes important or a market study gives remuneration that is a relevant factor in salary administration. One question that should always be placed in this questão é o that ganham os outros.
A comparative analysis of two salaries from an internal point of view, external, always fundamental. Also, recruitment and selection are highly relevant, it is important that they are defined according to your main requirements.
Apart from the remuneration that is not guaranteed, it can be a variety of workers or not receive hardworking hair. A quantity to be received can be defined by a series of procedures that can be of a certain periodicity or Pontifical occurrence, and it should be indicated which are the workers who can achieve this type of remuneration and their values.
All the parties involved must accompany the problems and vantage of the various remuneration and be informed about their nature. It is necessary to define itself as long or short term, since a short term or longer than one year is normally related to the result of the year. A long-term business typically ranges from five years to the most appropriate for senior executives.
The awarding of rewards can be carried out in three different ways than only in cash, in any way, or in any other way in which there is an attribution of ownership. We can refer to indicative terms that high executives receive or equivalent to a year of salaries in actions, or higher values. (Rimsky, 2005)
How many years of remuneration do you understand that a company does not need to pay more than it does or that it does not market to its workers, because it would represent a waste, but it may be in relation to some for reasons of convenience and strategy.
For practical reasons, in order to grasp how we can apply the various salaries, let's check out the straight line indicated by Rimsky (2005) regarding a various salary:
Y = A + BX1 + CX2 + DX3 + EX4
A letter Y represents o salário na sua totalidade, A é a quantidade fixa do salário obtained pela regressão multiples of B, C, D e E, e coefficients of X (1, 2, 3 e 4) represent a variável do salário. The X coefficients will be determined by the company, strategically.
As competências two human resources ea organizational culture devem help, com pertinência, to define or work environment and os liquid results of the company. It is based on the principle that the people are unique, different from the capital and technology. We represent the greatest value of the organization of work, at a time when qualification and conformance have been able to make a great difference for the longevity and competitiveness of business.
Evidence is evident or that we disseminate that it seems essential to involve the people in the strategy of the company and in its planning. It is important to plan or work from two contact points as clients and not to carry out a dated secret planning, in order to control errors of internal perception, or external and fundamental feedback. Além disso, a dedicación, motivação e satisfação dos trabalhadores são fundamentais, pois quanto maior to participation in these aspects no process of labor , maior it is indicated that it will be or a productive result.
Companies must think of various remuneration systems and not the only system per organization, to the extent that various types of counterparties must be articulated, consistently, as the strategic objectives of the company. It is important not to know that there is a kind of harmony between the type of candidate to attract and the quality of compensation to be attributed.
The workers have a tendency to follow the stimuli of the effect of compensation. It is important that these stimulate appropriate behaviors and dissuade less appropriate. It becomes essential that the rewards stimulate more challenges thrown into the organization, encouraging workers to assume more responsibilities and commitment to the organization for or involvement in higher objectives.
As far as the application of remunerative practices is concerned, it should be taken into account, when a system of rewards is released on the one hand, on an internal and external level, on the other hand, as defined by the fixed and various remuneration. We must define if we are going to choose to remunerate a function or a competition. The need is to enter an egalitarian or elitist system and decide whether we are going to be remunerated above or below the market wage rate. You still need to think about the rewards that are pecuniary or not monetary. Lastly, it is necessary to define a solution and disclose your secret wage policy, as well as a transparent policy that does not seem to understand the most appealing, advantageous and least manager of internal conflicts.
In terms of strategic optation for remunerative practices, it is important to perceive the main advantages and disadvantages of some of them. Relatively to the rewards based on the function, we are provided with a rational, objective and systematized remuneration more than anything in relation to aspects that seem to us of relevant importance. Such as ter em conta a natureza do negócio, or life cycle of the organization and serem pouco adapted to small organizations.
The organization of work by skills, a different way of remunerating nonsense of individualization, all part of the same level and will go up for each new skill acquired. It is a more expensive system with a more limited duration, but it does not create a more flexible work. It allows cross training and controls or absenteeism and abandonment of the organization by having a more direct accompaniment of the worker. The advantage of the remuneration system based on skills is the one that requires less supervision and increases or controls the work over your remuneration, because, beforehand, you know the new skills that you will acquire the remuneration values that you can acquire. The least positive aspects of this system are that they can raise the costs with remuneration and training, with a corresponding increase in productivity,se não for muito bem accompanied and controlled. Mais, it is not forem used all the acquired skills to waste wastes of tempo.
O Competências Model comes to be widely disclosed, and practiced with some regularity, hair that matters to perceive or its operation. According to Neise Deluiz (1995) or Model of Competitions, it is characterized by flexibility, by the possibility of transferring functions with ease, and by polyvalence. You will be able to develop your practical and immediate use, noting that you have evolved from the "professional qualification" concept to "competitiveness". A qualification appears more linked to hierarchy of professionals, and more competition linked to professional practice and strategy and objectives.
Janayana Silva (www, nd) defends three different types of competitions: conceptual, technical and interpersonal competitions. As conceptual competences are only the knowledge that can be recognized by the theoretical knowledge of the organization and by the organization. As its components are qualifications, professional training, professional experience and cognitive abilities of the subject, they are analytical or strategic. We have as indicators: post-graduation, bachelor's degree or another complement to academic training, internal or external training, professional experience and tacit knowledge. We have organizational skills we can identify the ability to plan the tasks, an individual strategy, adaptation to the objectives of the mission, the skills of the organizational structure,Where it is verified you are made by different departments and their respective missões. As conceptual competitions are in the domain of conhecimento and theoretical councils necessary to profissão.
Technical competences, we have to see how to work two working methods, such as time management, verifying if or collaborating knows how to establish priorities, be cooperative, or individualistic, or know, contrary hair, concentrates the tasks that have been followed competently. Technical competitions are also in the domain of work ferramentas that are reflected in two products, not in two processes of execution and in the innovation of products and ways to carry out or work.
Interpersonal competitions divided into capabilities and attitudes, communication and creativity. Thus, we can be chefs, relations or adaptability. As determined chefia capabilities or collaborator exercises chefia democratically or authoritatively. Or the relationship is testa to the ability to work in the equipment and adaptation to the company culture. A communication and disclosure is made by a collaborator and facilitator in relation to you or that you need to communicate to other colleagues, to the contrary, to the wrong information.
The management of competitions represents a nonsense change of responsibility and self-management of two officials. It is necessary for the chef to recognize the competence of the functionary that most of the time is not the case. It is important to know that, with these little councils, it has not been necessary to take account of what has happened, or that it will work, but skills that must be fostered, protected, or diminished.
Some positive aspects of the Competitiveness Model are only valorized by the work that is more intellectualized, complex and motivating, given the new technologies, to reorganization of the work and the inert increase of qualifications. The cognitive domains become more elaborate and the most versatile work, for necessity and imposition of the company. Some negative aspects are only intensified and deprofissionalização, such as the consequence of an unlimited polyvalence that decorates two work posts, and the regrouping of tasks. With this negative consequence, it adds to anxiety, or stress and insecure job relationships. (www, Janayana, nd)
The Competition Model represents a turn in the direction of a greater responsibility and self-management of two workers, who, as we have affirmed, are not all capable of accompanying, in this case, they demand qualities intrinsic to all workers. To implement two systems of remuneration for competencies requires changes not model and style of management, at the same time that this new model works as a catalyst for the changes to be implemented. The Competition Model is closely linked to a new way of Management and to new salary strategies.
From the 90's (www, Tartuce, 2004) to qualification, as well as being unanimous in the dimension of the council and its indices, it is a terrain not a context that gives flexibility to work and as a way of solving the problems of individual relationships of work. They are concerned with qualifications, companies, or state and unions.
Jorge Carrilho (1996) understands qualification as a set of skills, training, creativity and responsibilities that workers need for their six job positions. Increase the last attribute of the corporate business culture. This culture is verified through collaboration between workers, groups, work teams, hierarchical levels, interdepartmental practices and the active participation of two workers in the production processes.
Or the same author, on the current qualification, disqualification or requalification, defends that or problem is related to the business strategies, as the external and internal markets, and also as time in which it is processed to introduction of any restructuring that at this level be façam. This new table of qualifications is the least important scale of measurement, guiding more for learning and less for education and schooling. It focuses on the qualifications according to three different positions: the attributes of the individual, the requirements of their own job position and the organizational strategy. By definition, two councils of qualification and competition are not peaceful. We see that Tartuce (www, 2004) understands qualification as a better term than Janayana (www, n.d)) ao contra contra de Tartuce understands qualification as a component of conceptual competitions. We see that the evolution of two dozen lives is more dúvida for more dynamic forms.
The remuneration plan, in general, should be linked to realization by noting the possibility of or implementing it in various ways. Two paths are linked to individual fulfillment, other to execution of work equipment. It has added to the possibility of linking or remuneration plan to a business unit or to the realization of work in the company, like everything else. When we fail on various remuneration plans, they are equipped with the relatively earlier rules and parameters. Here, it is important that the workers use their skills and synergies to achieve more objective goals. In this situation, they must choose to privilege cooperation and decrease competition, therefore, all members are remunerated in the same way.
No remuneration for equipment, when different salaries are established, they are only for remuneration for a minimum, or that normally it happens that the others strive so that all meet their objectives. This remuneration system has been applied very importantly by reinforcing the group. As disadvantages are only the differences between the individual benefits, not a group that can lead to two different motivations, because your values are the same for everyone. (Bilhim 2006)
We never failed here in the dynamic remuneration that matters a complex and active logic of salary construction, I do not, however, in any way that the remuneration system or indispensável not lose sight of or that perspective is obtained through the salary: a motivation and an objective. Interessa, então, attempt a series of psychological, economic and technical conditions that remind me for the well-known theories of needs of Maslow. In consonância with this author and this theory it will be pertinent to reflect on how the people are motivated to work and reach their objective.
A dynamic salary architecture appears in the form of a room divided into two distinct parts. A fixed part of the qualification of the salário level and a different part, also called a performance salário ou bónus. (Weiss, 2005)
For entrepreneurs, the introduction of new forms of remuneration seems to respond to the need to control labor costs in order to implement advanced flexible remuneration systems. It has been known that the different countries of Europe have different forms of remuneration, not yet, or in the way of flexibility which has become increasingly accentuated. Assim, is a very important part of this new path of remuneration, to be able to represent new ways of uniting the intervening parts of the labor organizations, or just a unilateral reinforcement from the business side. (Ponzellini, 1992)
A questão das remunerações presents some contradictory approaches that vary as authors, or type of activity that focuses on the production model. We see, for example, that for Hipólito (2002) a high performance management, much linked to individualization of contracts, is to promote or appear a performance that is difficult to imitate and that makes people essential. This author understands how happy an organization that achieves the job will be difficult to replace. Enquanto isso, Rimsky (2005) affirms that none is irreplaceable, or that it represents diverse paths and interpretations with differentiated strategies. This second strategy seems to take on as a de facto muito two entrepreneurs will prefer a labor force that responds immediately, with ease of baixo custo, to the requirements and market pretensions.
There is a relevant problem in the precariousness followed by the companies and that indicates that the short-term contracting parties may be responsible for a motivating action, because it seems to involve a relationship to the long term. In these cases, of short hiring, we can assist to actions of involvement, for two part workers, but not of motivation. With this path we can lose the companies, in terms of the quality of their work, and the workers who are now remunerated, not only in the final nenhuma of the parts to gain. (Rimsky, 2005)
Not that it respects remuneration, um given that or “Livro Verde” (Dornelas, et.al., 2006) indicates that in 2003, 49.9% two tinham workers as a means of effective basic salary, or national minimum salary. It is also clear that between 1998 and 2003, the difference between the base remuneration was 57% or that it could indicate that the salaries are to be fixed with very high parcels and low base parcels.
It is noted that, in Portugal, schooling reveals a positive variable with no calculation of salary. Reforça or study of "Livro Verde" (Dornelas, et.al., 2006) that being the holder of a bacharelato or a bachelor's degree alters a lot or level of remuneration. It will be interesting to reflect on the difference between the base salary that increased 108% between 1994 and 2003, this rise being the most pronounced in the second goal of this decade.
Kovács, et.al. (2006) refers that hoje is recognized as crise nos work models. This crisis manifests itself in a reduction in the level of time and time, in favor of the dissemination of an enormous variety of forms of flexible work, synthesizing, in this way, an enormous variety of types of work that is currently being disseminated. This author also indicates that someday I see this new path as positive, which ends up facilitating life for the workers, making them more autonomous, more turned towards tarefa, and more time for family life. In the meantime, it shows that when I start out I am deregulated to the same quality that I can become fond. This analysis of the author seems to us of extreme importance and intersects cross-sectionally with the problems that we intend to study. (Kovács, et.al, 2006)
Working with an ephemeral council with a different profile of the company that extends no time and presents itself with more defined and permanent rules. This interpretation is very important for the definition of two councils to work perceiving a difference between the council of work and the council of emprego.
It is important to note that Weiss (2005) does not oil as a nova to the creation of a positively individualized worker, versatile, autonomous and capable of dealing with any task, but earlier, a worker with a high level of daily stress not working.. This reality seems to turn or a cenario of some new models of work, worrying to several níveis.
Here we present the problems you focus on which ones we would like to see debruçar not been in the way we intend to address them. Or we do not aim to deepen our reflection in order to find answers relevant to the questões that we indicate. At the present time, there are two great challenges and consciously one of those great difficulties.
5 Timeline of development of the tese
1st year
| Months | 1st Trimester | 2nd Trimester | 3rd quarter | 4th quarter |
| Bibliographic research and analysis | ||||
| Elaboration or reformulation of the theoretical table | ||||
| Recolha e análise da informação empírica | ||||
| Redacção da tese |
2nd year
| Months | 1st Trimester | 2nd Trimester | 3rd quarter | 4th quarter | |
| Bibliographic research and analysis | |||||
| Elaboration or reformulation of the theoretical table | |||||
| Recolha e análise da informação empírica | |||||
| Redacção da tese | |||||
3rd year
| Months | 1st Trimester | 2nd Trimester | 3rd quarter | 4th quarter |
| Bibliographic research and analysis | ||||
| Elaboration or reformulation of the theoretical table | ||||
| Recolha e análise da informação empírica | ||||
| Redacção da tese |
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As a matter of fact, some stops for a flexible job and a jump for a professional situation, for many other job seekers or a passport for a precarious person, for a contractual arm that gives you a new perspective of professional development.
Currently, this variant has been altered a lot in terms of ponderação no salário médio dos trabalhadores when we fail of new strategies.
It is impossible not to mention that a global market emerges from strong economies to offer more inexpensive work than that which represents or is the custodian of the work of the western world.
It is natural, to the extent that the unions were created from the força de trabalho estavel eo world economic table changed clearly in the direction of the individualização das relações de trabalho.
Flexibility, for some authors, does not have to be synonymous with insecurity and precariousness, we can emerge situations that cross or undertake instability as interesting work and become interesting for workers.
It is not established as true that Taylorism is over, but it is noted that it is evolving and restructuring. Two models that have the most influence on the restrictions of companies and lean-production. From the 90s on, reengenharia appears as an alternative to the Japanese model. Our processes of reengenharia group together the maximum amount of tasks, trying to increase flexibility and eliminate waste, in coordination with the fact that it is guaranteed by four intermediate groups to be assumed at the local level.
Or "Livro Branco" indicates that in 2/3 of the companies there is no union representation
The objective of the Green Book is to recolher, analyze, synthesize and disseminate information considered relevant on fundamental aspects of working relationships in Portugal.
Or “Livro Branco das Relações Laborais” and a study of specialists in various fields that was established as a Commission of Governo responsibility to rethink these questões laborais. It seems-we were very important and serious. However, we find that he was criticized by some força e veemência pelas duas Grandes Centrales Unionis Portuguesas. We wonder if these have been, for whatever reason, integrated, have not been, or are called to pronounce on some matters, resulting in a hypothetical reconciliation of their value as a tool of work and reflection.
It is interesting to verify, secondly, from another perspective, that in this way you differentiate between the sexes only marginally, more or less, we do not verify the age steps. You are two steps older than the highest tax of unionization or two 34-49 and 18-25; being this last one, or of more baixa syndicalization. It is equally curious to verify that the atypical groups of entrepreneurs reveal a minor sympathy for the CGTP
Mais reinforça O “Livro verde” that about 50% of the population is working every Saturday.
Many authors correct the work post thermos for “potential for action, for or we will understand that it is more suitable for real life. Conf. Margarida Chagas Lopes in Estratégia das Qualificações; Celtic Editor; Oeiras; (nineteen ninety five)
This longer stretch of land feared that it would be easier for executives to manipulate or result in a year or three or five years.
We hope that a company can quickly become very competitive, highly attractive in terms of two business names, but if your lifetime is ready to go to your thermo. Hair that lives long in another reality that matters in its consideration and that makes different analyzes and weightings.
Note that we associate a reward on the part of remuneration and salary on a fixed basis.
For large and important structures, the remuneration systems are centralized, not DRH, or in the calculation and definition of the decentralized company.
This information seems to us clearly interesting to confront with another type of statistic, not only as it gives a parallel economy that can allow a triangulation of dice, since we can perceive a different reality. Ainda assim, despite the fact that we have not paid thermos to these data, it seems to us a worrying situation.
Dornelas, António (coordinator), Antonieta Minister, Fernando Ribeiro Lopes, Maria da Conceição Cerdeira, Pedro Galego and Sílvia Conduto Sousa. Preface by José António Vieira da Silva, Minister of Social Work and Social Solidarity; (2006); Livro Verde on relações laborais; 1st Edição Abril; sl
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