Análise dos desafios e benefícios da implementação de um programa de motivação organizacional em uma rede nordestina de utilidades domésticas

Abstract

The constant organizational changes have been bringing to the organizations a greater social awareness in the internal dynamics and it is noticeable that the companies start to see the motivation and satisfaction of the collaborators as a mutual gain in the company-employee bond. Moreover, more motivated employees optimize their work performance and, consequently, produce more and better, generating a competitive advantage for the organization. The present research had the general objective of identifying the main challenges and benefits of implementing an organizational motivation program in a retail and wholesale houseware chain. To this end, a descriptive and exploratory research was carried out, with a quantitative and qualitative approach, in a case study format, in which interviews were conducted with the organization's directors and a questionnaire was applied to the employees of the stores of the chain studied. It was possible to observe that the organization obtained a satisfactory result from the use of the corporate motivational program, which could be confirmed by the positive results of the motivational aspects of the employees related to the organizational strategies used. It was verified that more than 60% of the employees say that their basic needs for food, housing, and leisure are being met. Furthermore, it was observed that 74% of the employees are more motivated in the organizational environment because of the variable remuneration related to the financial rewards implemented. However, 39% of the employees crave, as recognition for their work performance in the organization, non-monetary rewards, such as recognition from the leader, from colleagues, and from the team. In addition, it was possible to verify that the main challenges faced in the use of the motivational program comprise the analysis of the individual performance of employees, such aspect hinders assertive decision making by the organization, because no formal tool of individual performance evaluation is currently used.