Beruflich Dokumente
Kultur Dokumente
organizacional
Gender relationship in the organizational universe
Sonia Mara Thater Romero
RESUMO
Esta pesquisa procura descortinar alguns DVSHFWRV GDV UHODo}HV GH JrQHUR QDV
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mulheres iguais; a masculinista, que considera os homens melhores do que as
mulheres; e a feminista, que considera as mulheres melhores do que os homens. Os
resultados indicam que as culturas organizacionais influenciam, tanto de modo
negativo, mantendo o status quo vigente, como de modo positivo, dirimindo as
desigualdades entre homens e mulheres.
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sexual.
ABSTRACT
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As origens desta pesquisa sobre
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CAESURA
C anoas
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ao longo da carreira profissional da autora,
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organizacional. Convivendo com antigos
n. 28
jan./jun. 2006
p. 99- 111
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dificuldades enfrentadas pelos homens e
pelas
mulheres
no
contexto
organizacional. Os homens tentam manter
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em expor seus sentimentos e trabalhar
em equipe; as mulheres submissas a essa
autoridade, encontram barreiras para
galgar postos de comando. Por outro lado,
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que existe o modo feminino de administrar,
induzindo a uma suposta guerra dos sexos,
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sentindo inseguros no gerenciamento das
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do emprego e os processos globalizantes
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outro, na necessidade
de
maior
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empregados e empregadores. Os homens
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e aos cuidados com os filhos; e as
mulheres, com pouco ou muito preparo
profissional, procuram inserir-se, ou
reinserir-se, no mercado de trabalho.
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emergindo para homens e mulheres nas
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clamando por diferentes arranjos nos
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Assim sendo, este trabalho procura
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abordagens, qualitativa e quantitativa,
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GDDSOLFDomRGDHVFDOD5HODo}HVGH*rQHUR
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algumas sementes que se multipliquem
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Os principais conceitos adotados neste
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DV RUJDQL]Do}HV 3ULPHLUDPHQWH p
importante
conceituar
a
palavra
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formadas por quatro elementos: a) um
subsistema de pessoas; b) um subsistema
administrativo/estrutural
ou
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procedimentos; c) um subsistema
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subsistema informal, emergente e
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com o passar do tempo (Bowditch e Buono,
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grupos de pessoas que vivenciam uma
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estudo,
entendem-sH
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enquanto sistemas, como quaisquer
entidades sociais, cooperativas, empresas
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pessoas se relacionam e interagem para
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fundamental neste trabalho, uma vez que
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sobre a qual se estabelecem as interUHODo}HV FRPSUHHQGH RV YDORUHV JUXSDLV
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conceitos de masculino e feminino no seio
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sociedades, como nos diversos momentos
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por ser mais completo e adequado para
este estudo.
A figura 1, a seguir, apresenta a
estrutura conceitual adotada.
PS -MODERNIDADE
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GLFRW{PLFD do
Matriarcado
Patriarcado
2.500 anos
GRUPOS
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ADULTA
MADUREZ
TERCEIRA IDADE
MASCULINO
Dominante
Fechado
Direito
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Duro
Forte
Fora
Alto
MODERNIDADE
Baixo
Dentro
Fraco
Mole
Privado
Esquerdo
Aberto
Dominado
FEMININO
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Fonte: a autora.
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mesmos
moldes
do
patriarcado.
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controverso. Conforme Lerner (1990),
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existido um matriarcado, com a
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O patriarcado para Lerner (1990) pode
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que se desenvolveu no transcurso de quase
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de Shutz (1978 e 1989). Para Schutz,
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necessidades interpessoais existentes na
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ocorre quando um grupo se forma ou
quando adentram pessoas novas no setor
ou departamento. Nesta fase, cada
participante quer ser reconhecido e aceito
na sua individualidade, distinguindo-se
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controle, o grupo se encaminha para a
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fase as pessoas procuram descobrir qual
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os outros participantes e buscam a
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e departamentos nos quais trabalham
homens e mulheres, influenciando e
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JHVWmR GH SHVVRDV e da cultura
organizacional vigente.
A dicotomia apresentada na estrutura
conceitual foi baseada no esquema
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Bourdieu (1999, p.19; 1995, p.139 e 1980,
p.354).
Bourdieu
apresenta
duas
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di re i to / quen te /d omi n a nt e/ sec o/ fo ra /
aberto/vazio/direito/ masculino, versus
o lado baixo/esquerdo/frio/dominado/
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incluindo os ciclos de vida: casamento,
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movimentos, abrir/fechar, entrar/sair,
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um determinado lugar, espessura ou
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da sociedade e os processos de
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entre homens e mulheres. As mulheres
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de valores culturalmente entendidos
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de valores culturalmente entendidos
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desprendimento, agressividade, virilidade
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Vive-se, ainda, numa sociedade
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ainda permanece na nossa sociedade e
pode ser facilmente identificada pela base
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GR
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dos paradigmas das pessoas.
Fechando a estrutura conceitual, cabe
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paradigmas:
a
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GR
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afastamento da rigidez organizada,
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organizada do modernismo. Conforme
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aos
pesquisadores
utilizarem
as
oportunidades de um contexto que, de
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uma Estereotipia Organizacional adaptada
da Tipologia Organizacional de Morgan
(1996). Morgan salienta, aplicando a
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Diante disso, Morgan (1996) apresenta
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unicistas , TXH FRORFDP D rQIDVH QRV
objetivos comuns, nas equipes integradas
e que possuem poucos conflitos,
considerando o poder como pouco
importante.
Seguindo,
surgem
as
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diversidade das pessoas e dos grupos,
percebem o conflito como potencialmente
positivo e o poder como uma forma plural.
Transportando e adaptando a estrutura
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uma Estereotipia Organizacional, com base
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unicistas foram relacionadas como
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femininas , mais envolvidas com as
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e com o desejo de manter a equipe unida.
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educacionais.
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administrativos. Nessa categoria podem
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H
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DV
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podem ser relacionadas ao paradigma
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individuais,
no
conflito
como
potencialmente positivo e no poder como
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cultura organizacional e as trocas com o
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inserida em uma sociedade representa
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Desta forma, o capitulo seguinte busca
apresentar
os
procedimentos
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pesquisa,
seguido
dos
principais
resultados apontados.
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j OX] GR
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Os resultados apresentados de modo
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grupal conforme Shutz (1978 e 1989), e a
Estereotipia Organizacional adaptada para
este estudo.
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&RRSHUDWLYD p FRQILUPDGDFRPRXPD
RUJDQL]DomRSOXUDOSRUTXHKiUHVSHLWRjV
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DVGHFLV}HVVmRWRPDGDVHPJUXSR$
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espacial dos participantes do grupo focal
realizado demonstra que os casais
procuram se sentar juntos, bem como os
outros participantes, duas mulheres e dois
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inicialmente, por certa timidez e temor
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do encontro, as pessoas participam com
entusiasmo e espontaneidade, respeitando
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IDODQmRpLQWHUURPSLGR'LDQWHGDVIDVHV
de desenvolvimento grupal de Schutz
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objetivo
de
promoverem
maior
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$VHJXQGDRUJDQL]DomRGHVWHHVWXGRR
+RWHO p FRQILUPDGD FRPR XPD
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espacial dos participantes do grupo focal
do Hotel demonstra que os homens e as
mulheres procuram se sentar juntos. O
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desenvolvimento do grupo focal. Todos
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pelas atividades de trabalho na cozinha e
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QD RUJDQL]DomR JHUDQGR DOJXPDV
GLVFULPLQDo}HVVREUH TXHP ID]RTXH
Conforme as fases de desenvolvimento
grupal de Schutz (1978 e 1989), o grupo
focal indica que os participantes
encontram-se na Fase de Controle,
discutindo regras de funcionamento
relacionadas ao tipo de tarefas que
realizam, conforme os cargos que ocupam.
Esse grupo demonstra que aceita com
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apesar de acreditar que as mulheres, na
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(Kude, 1994 e Strey et al., 1995).
Os resultados da escala RGT reiteram o
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WHPiWLFDOLGHUDQoD, o grupo concorda que
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DVPXOKHUHVILFDPHPG~YLGDVHH[HUFHP
PHOKRUDOLGHUDQoDGRTXHRVKRPHQV
Cabe salientar que a grande maioria dos
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ocupada pelas mulheres, conforme
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+XPDQRV GR +RWHO 1D GLPHQVmR
VROLGDULHGDGHHFRRSHUDomR, ambos se
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H[HPSORVHPTXHDMXGDPDVPXOKHUHV
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1DGLPHQVmRWHPiWLFDrelacionamento, o
grupo percebe que tanto homens, como
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FRPSHWLomRHYROXPHGHWUDEDOKR, o grupo
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que trabalham bastante no grupo. Os
homens discordam, mas as mulheres ficam
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e trabalham mais do que os homens, no
grupo (Bourdieu 1999 e Astrachan, 1989).
Apesar de perceberem que ambos exercem
todo o tipo de tarefas no grupo; os homens
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GHOHVPDVDVPXOKHUHVWrPG~YLGDV1D
GLPHQVmR WHPiWLFD SURWHomR, as mulheres
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no grupo; mas os homens concordam.
Pode-se concluir que o grupo do Hotel
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WUDEDOKDUHPQXPDRUJDQL]DomRIHPLQLQD
RV KRPHQV GHPRQVWUDP XPD SHUFHSomR
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mulheres.
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participantes do grupo focal realizado na
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grupo focal no Hotel. Os homens procuram
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um participante e uma participante sentam
mais distantes. A participante que senta
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funcionamento, polemizada na tarefa de
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H HP SDUWH GLVFRUGDQGR 1D GLPHQVmR
WHPiWLFDtipos de tarefas, o grupo pensa
de forma diferente. As mulheres se
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homens, se ambos exercem todo o tipo de
tarefas no grupo. Todavia, os homens
concordam que exercem algumas tarefas
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GLPHQVmRSURWHomR, homens e mulheres
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no grupo, mas no grupo focal ambos
percebem as mulheres como protetoras.
Apesar de o grupo ser alegre e
participativo e estar aberto para
aprofundar
seu
relacionamento
interpessoal, demonstra ainda disputas
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sexual do
trabalho
no
contexto
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Fonseca, 2000; Perreault, 1994; Leite,
1994; Strey, 2000), fortalecendo as
desigualdades.
Diante da Estereotipia Organizacional,
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organizacionais podem influenciar as
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as desigualdades, como para manter o
status quo vigente.
Neste caso, a Cooperativa, uma
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patriarcal, para aplicar formas de
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conversar, discutir e decidir. Exemplo
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dos participantes para o grupo focal, a
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o consentimento informado foram
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devem se associar na Cooperativa. O
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GHVLJXDOGDGHVQDVUHODo}HVGHJrQHURSRGH
estar influenciando principalmente os
homens, a minimizar as desigualdades nos
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mulheres nos cargos de comando.
Inicialmente, a autora acreditava que a
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maior igualdade. No entanto, esta pesquisa
demonstra
que
os
participantes,
principalmente os homens do Hotel,
conseguem, pelo seu
modelo de
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homens passam a perceber o trabalho
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FRPR
XP
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independente de quem o realiza. Talvez
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e vice-versa.
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na sua maioria por homens e, as mulheres,
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FRPRHVSDoRS~EOLFR1RJUXSRIRFDOILFDP
claramente explicitadas as fortes disputas
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pdfMachine
A pdf writer that produces quality PDF files with ease!
Produce quality PDF files in seconds and preserve the integrity of your original documents. Compatible across
nearly all Windows platforms, simply open the document you want to convert, click print, select the
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0DVFXOLQRXPDFRQWULEXLomRFUtWLFDj
DQiOLVHGHJrQHUR,Q12/$6&26yFUDWHV
(Org.). $ 'HVFRQVWUXomR GR 0DVFXOLQR.
Rio de Janeiro: Rocco, 1995, p.15-29.
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&+$1/$7-HDQ)UDQoRLV&RRUGO
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esquecidas . Y6mR3DXOR$WODVS
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&DWHJRULD*rQHURHDV7HRULDVTXH
5HVSDOGDP(VWXGRVGH*rQHUR,Q52662
Adriane; MATTOS, Flora Bojunga; WERBA,
Graziela C.; STREY, Marlene Neves (Orgs.).
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Trabalho. Porto Alegre: EDIPUCRS, 1999,
p.15-3 9.
ROBBINS, Stephen. $GPLQLVWUDomR
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Saraiva, 2000.
ROMERO, Sonia Mara. 5HODo}HVGHJrQHUR
no contexto organizacional. 2001. Tese
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de Psicologia, PUCRS, Porto Alegre, 2001.
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GD 3yV0RGHUQLGDGH QR &HQiULR
Organizacional Globalizado. In Marques,
Juracy C. (Coord.), Rozados, Cristina K. &
Martins, Ricardo Viana (Org.). InterUHODo}HV7HPDVHP3URFHVVRVGH*UXSR,
PUCRS, Porto Alegre, v. 3, n. 3, p.40-53,
2 000a.
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Grupos Focais na Pesquisa em Psicologia.
In: SCARPARO, Helena (Org.). Psicologia
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Porto Alegre: Sulina, 2000b, p.55-78.
SCHUTZ, W. Psicoterapia pelo Encontro.
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SCHUTZ, W. Profunda Simplicidade: uma
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Agora, 1989.
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GH DQiOLVH KLVWyULFD (GXFDomR H
Realidade, Porto Alegre, v.20, n.2 , p.7199, 1995.
6,/9$$OFLRQH/$3HVTXLVDFRPR3UiWLFD
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In: SILVA, Alcione; LAGO, Mara C.;
5$0267kQLD2UJ)DODVGH*rQHUR
WHRULDVDQiOLVHVOHLWXUDV)ORULDQySROLV
Mulheres, 1999, p.105-118.
67(,/$QGUHD9DOpULD2UJDQL]Do}HV
*rQHUR
H
3RVLomR
+LHUiUTXLFD
FRPSUHHQGHQGRRIHQ{PHQRGR7HWRGH
Vidro. 5HYLVWDGH$GPLQLVWUDomR6mR
Paulo, v.32, n.3, p.62-69, 1997.
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