Loading...
Publication
Os enfermeiros e as recompensas numa entidade pública empresarial do sector da saúde
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 882.63 KB | Adobe PDF |
Advisor(s)
Abstract(s)
O aumento da eficiência e da produtividade no setor da saúde é considerado um fator
preponderante para diminuir os custos da mesma e melhorar o acesso da população a
cuidados de qualidade, que possam ser usufruídos quando se apresentem necessários.
Neste sentido, os sistemas de recompensas tornam-se fundamentais para motivar e
comprometer o colaborador com a empresa em que trabalha.
Tendo em conta as restrições económicas sentidas por Portugal nos últimos anos, torna-se
necessário ir à procura de recompensas que extravasem as puramente financeiras e que
permitam melhorar a qualidade de vida e a satisfação.
Assim realizou-se um estudo quantitativo, exploratório, focado nos Enfermeiros de uma
determinada empresa, tornando o mesmo num estudo de caso, em que os dados foram
recolhidos através da aplicação de um questionário de autopreenchimento com questões
fechadas.
Dos resultados obtidos observa-se que 58% dos respondentes consideram-se pouco ou nada
recompensados com a realidade atual da empresa. Quando analisadas as recompensas mais
importantes para que os colaboradores se sintam devidamente recompensados, obtemos um
quadro misto com recompensas extrínsecas e intrínsecas. Mesmo tendo por base que
algumas das recompensas (principalmente as de carácter financeiro), ultrapassam os poderes
da empresa, há, no entanto, outras que podem ser postas em prática num modelo de
recompensas estruturado.
As recompensas mais importantes foram: Bom ambiente de trabalho; Possibilidade de
progressão na carreira; Aumento de ordenado frequente; Plano de progressão na carreira;
Pagamento de horas de trabalho extra; Comparticipação em formações, cursos ou
especialização; Flexibilidade na gestão do horário; Comparticipação em seguros de saúde;
feedback do desempenho individual; Segurança no posto de trabalho.
The increase in efficiency and productivity in the health sector is considered a major factor to decrease its costs and improve the population's access to quality care, which can be experienced when needed. In this sense, the reward system becomes essential to motivate and commit the employee to the organization in which he works. Considering the economic restrictions experienced by Portugal in recent years, it is necessary to look for rewards that go beyond purely financial ones and that allow improvement in quality of life and satisfaction. A quantitative, exploratory study was carried out, focused on Nurses of a specific organization, turning it into a case study, where data was collected through the application of a self-administered questionnaire with closed questions. From the results obtained, 58% of the respondents consider themselves to be little or nothing rewarded with the current reality of the organization. When analyzing the most important rewards for employees to feel properly rewarded, we obtain a mixed picture of extrinsic and intrinsic rewards. Even though it is because some of the rewards (mainly those of a financial nature) go beyond the powers of the organization, there are however others that can be put into practice in a structured rewards model. The most important rewards were: good working environment; possibility of career advancement; frequent salary increase; career development plan; payment of overtime hours; participation in training, courses, or specialization; flexibility in schedule management; participation in health insurance; individual performance feedback; safety at the workplace.
The increase in efficiency and productivity in the health sector is considered a major factor to decrease its costs and improve the population's access to quality care, which can be experienced when needed. In this sense, the reward system becomes essential to motivate and commit the employee to the organization in which he works. Considering the economic restrictions experienced by Portugal in recent years, it is necessary to look for rewards that go beyond purely financial ones and that allow improvement in quality of life and satisfaction. A quantitative, exploratory study was carried out, focused on Nurses of a specific organization, turning it into a case study, where data was collected through the application of a self-administered questionnaire with closed questions. From the results obtained, 58% of the respondents consider themselves to be little or nothing rewarded with the current reality of the organization. When analyzing the most important rewards for employees to feel properly rewarded, we obtain a mixed picture of extrinsic and intrinsic rewards. Even though it is because some of the rewards (mainly those of a financial nature) go beyond the powers of the organization, there are however others that can be put into practice in a structured rewards model. The most important rewards were: good working environment; possibility of career advancement; frequent salary increase; career development plan; payment of overtime hours; participation in training, courses, or specialization; flexibility in schedule management; participation in health insurance; individual performance feedback; safety at the workplace.
Description
Keywords
Enfermeiros Sistemas de recompensas Recompensas extrínsecas Recompensas intrínsecas Setor público Reward system Extrinsic rewards Intrinsic rewards Health sector
Citation
Fontes, Sérgio Alexandre Oliveira Peres - Os enfermeiros e as recompensas numa entidade pública empresarial do sector da saúde [Em linha]. [S.l.]: [s.n.], 2021. 92 p.