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Almor

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Submitted By juanaese5000
Words 608
Pages 3
Manuel Acedo

• Chefe da Área de liquidações em Alicante
• Dirige e Supervisiona as certificações das obras realizadas
• Excelente domínio técnico da função
• 38 anos
• Muita experiência
• Capacidade de supervisionar até 3 obras em simultâneo
• Não te titulo académico
• 16 anos na empresa, passando por várias delegações
• Carácter tímido e de poucas palavras
• Rafael Carrero, mentor e melhor amigo

Rafael Carrero

• Diretor da companhia
• Grande amigo de Manuel
• 45 anos
• Nível máximo da empresa
• Como sabia que não podia subir mais demitiu-se

José Luis Marti

• Delegado da obra em Málaga
• 29 anos
• Casado com 2 Filhos
• Engenheiro
• Pessoa cordial, muita vontade e empreendedor
• Experiência
• Direção de uma Delegação de pouca importância mas com êxito
• Muito amigo de Rafael Aranda (entendem-se perfeitamente)

Rafael Aranda

• Controller
• 26 anos
• Só um ano a trabalhar na empresa
• Elevado nível de inteligência
• Espírito aberto e cordial
• Formado pela empresa para planificação e controlo

Situações Relevantes:

Alteração das políticas da empresa, que no formato atual não acomodam todos os quadros da Organização

1) Quais os principais problemas com que se depara a delegação de Málaga?
Manuel Acedo era um homem que percebia que as pessoas com pouca capacidade tinham tido a oportunidade de promoção devido a arbitrariedades, para as quais fazia questão de demonstrar a sua discordância.
.
As condições com que a Organização decidiu formar a Delegação de Málaga, desde logo motivou fortes controvérsias, nomeadamente em relação aos Responsáveis nomeados para gerir a Operação local.

As questões relacionadas com a motivação, regras de desenvolvimento e confiança nos Colaboradores são do nosso ponto de vista, os fatores críticos nesta Organização e que estão a condicionar o sucesso no funcionamento desta delegação.

2) Quem são os responsáveis pelos conflitos que estão a ter lugar? Marti? Acedo? Aranda? O Delegado de Alicante? O Diretor Geral?
Os conflitos que se estão a verificar, no nosso ponto de vista, estão a ter lugar, exclusivamente pelas regras culturais implementadas na Organização.
A política de promoções e desenvolvimento de carreira origina situações de conflito como as referidas no caso.
O facto de não terem uma politica de perfis funcionais perfeitamente definida e implementada, proporciona o conflito entre quadros técnicos com elevada experiência e outros com um perfil académica de referência todavia sem domínio técnico e experiência na função.

3) Acha que Acedo é recuperável? Ou será melhor arranjar uma forma de o despedir? É incompetente? Há indisciplina?
Manuel Acedo é um Colaborador com um perfil extremamente interessante e útil para a Organização, no entanto pela ausência de uma politica interna como a que foi genericamente acima definida, faz com que este Colaborador se possa sentir injustiçado e até insubordinado perante outros Quadros que possam ser do ponto de vista de Direção mais Competentes, mas sem que todavia tenham experiência ou domínio técnico da função.

4) Como classificaria as soluções que Marti propõe? Boas, más, … Que outras soluções proporia, tendo também em conta que há prazos a cumprir (há o prestigio da Almor em jogo) e custos a observar?.

Marti no nosso ponto de vista não assumiu uma posição de coragem, como eventualmente a sua posição o implicaria. Arriscamos mesmo dizer que este responsável assumiu aquela que era a posição mais cómoda junto do DG.
Todas as alternativas que este responsável propunha estavam relacionadas com a posição do Acedo. No entanto, mesmo resolvendo a posição deste Colaborador, os responsáveis iam-se deparar com outros “Acedos” no futuro da organização. O problema é estrutural e implica que hajam fortes alterações na politica cultural desta Organização.
Assumindo a necessidade de alterações na politica da Organização, não só se salvaguardaria o prestigio da organização neste projeto, mas como também em todos os futuros.

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