Qualidade de vida no trabalho e sua influencia sobre o desempennho humano nas organizacoes: o caso da empresa Águas de Mocambique, SARL(Cidade de Maputo)-2000-2002

Abstract

It was our purpose, through this research, to try to understand, interpret and explain to what extent the Human Resources Policy, the Collective Labor Agreement (ACT) and the Human Resources Administration (ARH) practices of Águas de Moçambique (AdM) , SARL, in the new context of private management of the water supply service to the City of Maputo influence the performance levels of employees. For that, we elaborated three theoretical hypotheses. The main one, had as independent variables, the motivation and satisfaction of employees and, as a dependent variable, human performance. The remaining two constituted intermediate hypotheses. Thus, as for the first, we establish the organizational culture as an independent variable and, as a dependent variable, the organizational climate. As a hypothesis derived from the previous one, we had as an independent variable, the organizational climate and, as a dependent variable, human performance. Based on semi-directive interviews, we collected the data, whose analysis followed qualitative criteria. From the analysis and interpretation of information, we found the existence of: effective communication, characterized by a multidimensional flow of information; a great openness and flexibility of the Company's Management in relation to the claims that have been presented by the Union; a spirit of camaraderie among colleagues; relatively good hygiene and safety conditions; predominantly democratic leadership; a high motivation and satisfaction derived, respectively, from the nature of the work performed and from a more comprehensive remuneration system, which goes beyond a simple compliance with the Mozambican Labor Law. We also detected dysfunctional situations such as: the existence, in some sectors of the company, of employees whose access to overtime pay is hampered by their respective managers at the intermediate level; the absence of full application, in restricted areas, of hygiene measures at work; existence of certain managerial staff who do not receive according to their status; high rates of subjectivism in the employees' performance evaluation processes.