Análise de como os tipos de liderança influenciam na motivação dos setores técnicos e administrativos da construção civil

Abstract

The good performance of the works depends on the quality and productivity of a set of parallel services resulting from the administrative and technical sectors of the construction companies. To meet this expectation, employees in these sectors must be motivated to commit to the company's goals and needs. One of the major challenges for construction companies is that managers in such areas develop leadership characteristics and practices that positively influence the group. The present work aims to propose a set of practices that a leader must develop to become a motivational agent in the administrative and technical areas of the constructors. For the development of the work we used qualitative research and content analysis. To collect data, a questionnaire was applied that addressed personality traits and motivational leadership styles, communication practices that influence motivation and tools for satisfaction, motivation and team performance analysis. It was obtained the participation of different constructors located in the city of Curitiba in the state of Paraná. The total number of respondents was thirty people, who work in administrative areas, SGQ / SGI - Quality Management System / Integrated Management System (quality, safety and environment), supplies, planning, engineering and projects. With the result of the research it was possible to answer the objective of the work, being that based on the answers a leader motivational agent must develop attributes such as communicability, human abilities, willingness to listen, integrity, easiness to supervise and guide people, among others. It should also develop characteristics that influence employee motivation such as planning and delegating specific tasks by subordinate, guiding problem solving, emphasizing productivity and human aspects, etc. In addition, we also noticed the need for managers to adopt some communication practices, which provide guidance to subordinates on how the work should be performed, and provide feedback to employees. In addition to the use of tools such as organizational climate research and performance evaluation that seek to find opportunities for improvement in both the organization and the work of the group.