Práticas de gestão facilitadoras de mudanças na cultura organizacional tornando-a propícia à inovação

Abstract

The globalization, the increased competition and the struggle for survival has been generating organizations in the growing search for innovation in products, processes and acquisition of new technologies. These organizations consist of people with different values, beliefs and ideals form the basis of culture, which guides the decisions, actions and management practices, as can stimulate or hinder the innovation process. This work aims to systematize and describe the management practices that enable changes in the culture of organizations making them conducive to innovation. In methodological terms, was used a bibliometric study covering the period 2010 to 2014, based on the Capes Portal. The 22 databases were accessed Engineering III, among Production Engineering, obtained titles in English, Spanish and Portuguese also search Google Scholar and classical literature of management and administration. The bases in the literature allowed the identification of the organizational culture that make it conducive to innovation organizations. Thus allowed to list, describe and systematize the management practices that enable changes in organizational culture. From this research demonstrated in this study that these management practices are consequences of the prevailing organizational culture, as well as build, maintain and change this culture, making these organizations or are not innovative. In terms of outcomes were listed, described and systematized the seventeen management practices grouped into four specific dimensions. Communication, encompassing Ideology, Strategic Planning, Organizational Structure, Internal Marketing, Information Systems, Organizational Communication. People, including Recruitment and Selection, Compensation, Training, Performance Appraisal, and Career Development; Environment, covering Organizational Climate, Creativity and Conflict Management. Leadership, covering Leadership Development, Team Development and Team Building. Results revealed that organizational culture is key to innovation factor and management practices have a significant and positive impact on the innovative activities of organizations. Concludes by demonstrating that the process of innovation is constantly evolving, and, in a cycle, provides feedback management practices, which in turn update, maintain and change the culture of organizations.