Currículo
Inovação e Mudança Organizacional (2c) 02887
Contextos
Groupo: Gestão de Recursos Humanos e Consultadoria Organizacional > 2º Ciclo > Parte Escolar > Tronco Comum
ECTS
6.0 (para cálculo da média)
Objectivos
Esta Unidade Curricular visa proporcionar aos alunos a aprendizagem dos principais conceitos e modelos teóricos sobre os processos de inovação e de mudança organizacional bem como da metodologia de análise desses processos e da sua implementação. O aluno que complete com sucesso esta Unidade Curricular será capaz de: OA1) Descrever e contrastar teorias sobre processos de inovação e de mudança organizacional OA2) Explicar os processos psicológicos envolvidos na inovação e na mudança organizacional OA3) Identificar os factores psicossociais e organizacionais que contribuem para o sucesso e fracasso dos processos de inovação e mudança organizacional OA4) Utilizar adequadamente conceitos e modelos teóricos para analisar problemas na implementação da mudança e inovação nas organizações e avaliar os seus efeitos.
Programa
CP1. Inovação e mudança na dinâmica das organizações CP2. Tipos de mudança organizacional CP3. Modelos sobre inovação e mudança CP4. A estratégia Blue Ocean da inovação CP5. Etapas e planeamento do processo criativo e mudança CP6. A GRH na implementação da mudança e inovação organizacional CP7. Sustentabilidade e aprendizagem organizacional e inovação
Método de Avaliação
Avaliação ao longo do semestre: - Trabalho de grupo (35%) - Simulador (15%) - 1 teste escrito individual e sem consulta (50%) Não existe opção de exame em 1ª época. A nota mínima em teste escrito de 1ª época deve ser de 9.5 valores. A nota do trabalho de grupo não será considerada para avaliação de exame em 2ª época. 2ª época - Exame escrito sem consulta contemplando toda a matéria lecionada ao longo do semestre. Os critérios de assiduidade não serão considerados nesta unidade curricular.
Carga Horária
Carga Horária de Contacto -
Trabalho Autónomo - 119.0
Carga Total -
Bibliografia
Principal
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Secundária
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The effects of idea rejection on creative self?efficacy and idea generation: Intention to remain and perceived innovation importance as moderators. Journal of Organizational Behavior, 43(1), 146?163. https://doi.org/10.1002/job.2567 Oreg, S., & Sverdlik, N. (2011). Ambivalence Toward Imposed Change: The Conflict Between Dispositional Resistance to Change and the Orientation Toward the Change Agent. Journal of Applied Psychology, 96(2), 337?349. https://doi.org/10.1037/a0021100 Post, C., Lokshin, B., & Boone, C. (2022). What Changes After Women Enter Top Management Teams? A Gender-Based Model of Strategic Renewal. Academy of Management Journal, 65(1), 273?303. https://doi.org/10.5465/amj.2018.1039 Remneland Wikhamn, B., Styhre, A., & Wikhamn, W. (2022). Hrm work and open innovation: Evidence from a case study. The International Journal of Human Resource Management. https://doi.org/10.1080/09585192.2022.2054285 Schubert, T., & Tavassoli, S. (2020). Product Innovation and Educational Diversity in Top and Middle Management Teams. Academy of Management Journal, 63(1), 272?294. Sung, S. Y., & Choi, J. N. (2018). Building knowledge stock and facilitating knowledge flow through human resource management practices toward firm innovation. Human Resource Management, 57(6), 1429?1442. Sung, S. Y., & Choi, J. N. (2019). Contingent effects of workforce diversity on firm innovation: High-tech industry and market turbulence as critical environmental contingencies. The International Journal of Human Resource Management. https://doi.org/10.1080/09585192.2019.1579243 Sung, W., Woehler, M. L., Fagan, J. M., Grosser, T. J., Floyd, T. M., & Labianca, G. (Joe). (2017). Employees? responses to an organizational merger: Intraindividual change in organizational identification, attachment, and turnover. Journal of Applied Psychology, 102(6), 910?934. Thomas, K., & Allen, S. (2006). The learning organisation: a meta-analysis of themes in literature. 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