A função gerencial nas relações de trabalho e poder. As novas tecnologias organizacionais e de gestão e o exercício da gerência. As habilidades e estilos gerenciais – as competências que fazem um líder. Recrutar, selecionar, contratar, treinar e remunerar na gestão contemporânea. Motivação: conceito, metodologias e importância para as pessoas e empresas.

Princípios, fundamentos, práticas de gestão e benefícios da Inteligência Competitiva para a estratégia dos negócios. Contexto da competitividade, cultura e gestão dos ativos intangíveis. Vínculo do processo de IC com a Estratégia do negócios. Metodologias de IC. Metodologias de suporte ao Processo Decisório. Princípios, fundamentos, práticas de gestão e benefícios da Inteligência Competitiva para a estratégia dos negócios. Inteligência competitiva: métodos, técnicas e ferramentas. Escritório de inteligência competitiva. Sistema de informação e análise de dados para inteligência.

Para melhor compreender a questão do comportamento humano nas organizações, precisamos desenvolver nosso conhecimento sobre o que vem a ser o trabalho e obviamente o comportamento humano. Neste momento, faço um convite para que reflita que possivelmente não encontrará uma definição rápida ou mesmo fácil para o que vem a ser o trabalho, porém, podemos estabelecer uma relação entre trabalho e nossa própria vida, esta afirmo ser muito centralizada em nosso dia a dia pois está diretamente relacionado a questão homem e espaço social.

O trabalho especializado e executado individualmente, sob forte controle hierárquico, está em vias de ser substituído por uma forma de trabalhar que enfatiza a atividade coordenada utilizando-se de equipes autônomas. Uma ótima maneira de travar e ganhar bons combates é investir em equipes de alta performance para alcançar resultados melhores. Tais equipes têm a virtude de atingir metas por meio do relacionamento sinérgico e da aplicação de competências individuais alinhadas à estratégia. Na toada do enaltecimento das equipes de alta performance, temos teorias e metodologias sobre sua constituição, funcionamento e manutenção, as quais auxiliam no entendimento, gerenciamento e aperfeiçoamento do tema. Essa matéria proporcionará a você um conhecimento mais apurado sobre equipes de alta performance.

Os estudos sobre o contexto mundial e brasileiro da diversidade trará a compreensão do fenômeno da diversidade e como ele é gerido no ambiente do trabalho. Para tanto, os temas desta aula contemplam: 1. contexto mundial e brasileiro da diversidade; 2. a diversidade sob a perspectiva dos direitos humanos; 3. os referenciais internacionais em diversidade e o desenvolvimento sustentável; 4. A igualdade de direitos na Constituição Federal Brasileira de 1988; e 5. diversidade cultural brasileira e políticas públicas. A globalização e os constantes avanços tecnológicos, unidos à diversidade humana cada vez mais presente no contexto cultural organizacional, têm sido agentes importantes que desafiam as empresas a buscar soluções que atendam a esse novo cenário organizacional. A diversidade da força de trabalho presente nas organizações é uma importante questão a ser observada.

O cérebro é o maestro de nossos pensamentos, sentimentos, ações, reações, de nosso comportamento em geral. O entendimento de como ele funciona traz evidente vantagem para se compreender o que motiva ou desmotiva as pessoas, como pensam e reagem sob certas circunstâncias e como fazem decisões. Por isso, tais conhecimentos têm sido amplamente aplicados a comunicação e negócios, melhorando processos e pessoas, maximizando suas eficácias.

A partir do momento em que as organizações perceberam, seja por meio de experiências ou de estudos sobre a área, que as competências organizacionais e individuais garantem esse 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Como podemos desenvolver nossa carreira em um mundo flexível, que muda em ritmo acelerado? Nesta disciplina, veremos que o profissional moderno deve ter um olhar exclusivo para a sua carreira, realizando um plano de desenvolvimento, que por sua vez incorpora novas habilidades e competências, novos conhecimentos e novas atitudes.

O que faz com que pessoas busquem constante aprimoramento e capacitação, mantenham-se engajadas e comprometidas com o sucesso do negócio? O que faz com que, apesar de outras oportunidades ofertadas pelo mercado, escolham permanecer em uma organização? Quais os ganhos para a organização em criar estratégias de retenção de talentos? O que é considerado um talento no contexto organizacional? Será que a retenção de talentos pode ser pensada tendo em vista apenas programas de reconhecimento e recompensa? O que é considerado um talento no contexto organizacional? A análise que tais questionamentos provocam é bastante plural e remete a um conjunto apurado e inteligente de filosofia a respeito do trabalhador e do trabalho, de políticas e práticas de gestão de pessoas.