A CORRELAÇÃO ENTRE A REMUNERAÇÃO POR RESULTADOS E A SATISFAÇÃO DOS FUNCIONÁRIOS. UM ESTUDO DE CASO NO BANCO EXEMPLO

• Ano de defesa: 2004
• Autor(a) principal: Oliveira, Ualison Rébula de
• Tipo de documento: Dissertação
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Programa de Pós-graduação em Sistemas de Gestão; Segurança do Trabalho, Meio-ambiente, Gestão pela Qualidade Total
• Palavras-chave em Português: Gestão de Pessoas. Remuneração por Resultados. Satisfação dos Funcionários.; Personnel Management. Remuneration for Results. Satisfaction of the Employees.; CNPQ::ENGENHARIAS::ENGENHARIA DE PRODUCAO
• Link de acesso: https://app.uff.br/riuff/handle/1/20843

The utmost purpose of this research is to show the relationship between result-based remuneration and employee satisfaction, by means of a case study that researched six different bank branches, of a single major financial organization. The relevance of this work, regards the fact that in an extremely competitive environments, which impose upon the companies higher challenges and demands, the satisfaction and the compromise of the employees are requisites present in a daily basis, as enablers for the business success and sustainability. The organizations framework, goes through processes of continuous changes and transformations, whereby the variable remuneration have been shown as a strategic alternative for reward and recognition, once it is targeted on the individual, not on the position held by the employee, remunerating on a result-achievement basis. Therefore, in order to enlighten the human resources management area with results which will help developing the human capital, a case study was carried out, involving both those employees who did not receive result-based remuneration, and those who actually did receive; acknowledging the need to perceive the different satisfaction levels held by both groups. In order to do so, we applied a data collection affective-attitudinal Likert Scale tool, with questions related to the five fundamental human needs, whereby perceptions were raised regarding basic physical needs, security, social, self-esteem and self-accomplishment. The results of this research showed that, those business units whose employees were granted result-based salaries, possessed a more favorable environment to grant personnel satisfaction, than those branches whose employees did not earn salaries based on results. It can thus be concluded, that salaries based on results are a powerful human resources management tool, which links the reward process, both to the organizations´ results and to the employees´ satisfaction, and that the referred research, provides important and thorough information to be considered within the context of strategic remuneration.