Dissertação
Rituais corporativos como estratégia de legitimação dos valores organizacionais em empresas familiares
Fecha
2012-03-21Registro en:
SILVA, Andressa Hennig. Corporate rituals as a strategy of legitimating organizational values in familiar enterprises. 2012. 145 f. Dissertação (Mestrado em Administração) - Universidade Federal de Santa Maria, Santa Maria, 2012.
Autor
Silva, Andressa Hennig
Institución
Resumen
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.