Detalhes bibliográficos
| Ano de defesa: |
2011 |
| Autor(a) principal: |
Borim, Rosiléia Aparecida
 |
| Orientador(a): |
Silva, Maria Cecília Pérez de Souza e |
| Banca de defesa: |
Não Informado pela instituição |
| Tipo de documento: |
Tese
|
| Tipo de acesso: |
Acesso aberto |
| Idioma: |
por |
| Instituição de defesa: |
Pontifícia Universidade Católica de São Paulo
|
| Programa de Pós-Graduação: |
Programa de Estudos Pós-Graduados em Linguística Aplicada e Estudos da Linguagem
|
| Departamento: |
Lingüística
|
| País: |
BR
|
| Palavras-chave em Português: |
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| Palavras-chave em Inglês: |
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| Área do conhecimento CNPq: |
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| Link de acesso: |
https://tede2.pucsp.br/handle/handle/13526
|
Resumo: |
Impelled by the advent of globalization, particularly since the 90 s, the companies, to survive in a competitive globalized market, developed a new profile of the ideal employee, having the necessary competence, that is, skills and the specific knowledge, to be accepted in the present work market. What is this profile like? What does competence mean? In order to answer this question, we collected the discourses circulating in the segments related to people management, therefore, the magazine MELHOR Gestão de Pessoas , specialized in People Management, published by the Brazilian Association of Human Resources (ABRH). By the theoretical point of view, our research is based on the principles of Dominique Maingueneau in Genèses du discours (1984/2005), in which Maingueneau considers the discourse as a system of global restrictions/coercion, anchored on the principle of primacy of interdiscourse. The present research is also based on the concepts of ethos, scenography, discursive practice and intersemiotic practice. The analyzes have shown the MELHOR - Gestão de Pessoas is in line with a discursive formation which stimulates companies to have employees holding several different characteristics: They have to be bright, flexible, confident, brave, versatile, talented and with a communicative style; they should act with responsibility, commitment and cooperatively; they should be able to face challenges, leader teams; master processes, influence and promote changes and they should have an entrepreneur attitude, strategic view and market view, and also, they should act prudently focusing on the client. In order to assess these competences, assessment procedures and standards were implemented, mainly by computer programs; that promise not only to find the ideal employee, but also to measure , classify and adjust people to the tasks and to the objectives of the company. And it will all be achieved on a time where the term long term does not belong. To dialogue with this discourse, we based on Ergology (1998, 2000, 2010), more precisely on the discussion proposed by Schwartz about what he called the ingredients of competence, an exercise necessary to solve an unsolvable question . That is a counter-discourse to the ongoing hegemonic discourses |
