Rituais corporativos como estratégia de legitimação dos valores organizacionais em empresas familiares

• Ano de defesa: 2012
• Autor(a) principal: Silva, Andressa Hennig
• Tipo de documento: Dissertação
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Universidade Federal de Santa Maria; BR; Administração; UFSM; Programa de Pós-Graduação em Administração
• Palavras-chave em Português: Valores organizacionais; Rituais corporativos; Legitimação; Empresa familiar; Organizational values; Corporate rituals; Legitimacy; Familiar enterprise; CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
• Link de acesso: http://repositorio.ufsm.br/handle/1/4601

This work proposes analyzing the values legitimated by organizational rituals practiced in a familiar enterprise of the branch of drinks. The choice for the organization object of this study is a familiar enterprise that has been in the market for 87 years, in the fourth generation of the family, has declaration of organizational values and makes use of the practice of rituals viewing to disseminate its philosophy. The importance of these familiar enterprises in the entire world is undeniable; in Brazil they represent about 90% of the total. The familiar firms have peculiar characteristics; therefore it is a kind of organization that still deserves being studied. Differently of most of the studies about familiar enterprises that center the succession of the management, this study aims to answer the following research question: How do the organizational rituals legitimate the organizational values in familiar enterprises. The theoretical reference that holds up this research is based upon Lodi s ideas of familiar enterprise; after, we show the argument about organizational values following Kabanoff and Dally (2002). The concept of rituals is presented based on the following authors: Peirano (2003), Trice and Beyer (1985) and Van Gennep (1978). And finally, the concept of legitimation that follows the ideas of Berger and Luckmann (2008). This research characterizes as study of a single case. The means used to get the data were: semi-structured interviews, observation and documental research. For the data analysis the method of analysis was used. From this analysis twenty beginning categories emerged; five intermediate and two final. As main results we see that clearness and dissemination of values declared among the main leadership is one of the factors that contribute for its legitimation in the practice of rituals; just as it was realized that the different areas of the company play its own rituals, was also demonstrated that the rituals that contribute most in the dissemination of the declared values are: sectoral meeting, organizational socialization, evaluation of PQF (quality program Fruki) and performance evaluation.