Betania Tanure’s research while affiliated with Pontifical Catholic University of Minas Gerais and other places

Influência da família e sucesso na carreira das executivas brasileiras RESUMO O objetivo deste artigo é identificar a influência dos pais na carreira das mulheres brasileiras que fizeram sucesso como executivas. Trata-se de pesquisa qualitativa descritiva com 47 executivas que conseguiram chegar aos três níveis mais altos de 27 grandes organizações. Para o tratamento dos dados foi utilizada a técnica de aná-lise de conteúdo. Os resultados da pesquisa indicaram que, embora tenham crescido em famílias que valorizavam os estudos, foram as mães que mais influenciaram na escolha das filhas para entrar no mercado de trabalho. Mães que queriam ter viven-ciado a experiência de ter um trabalho e não tiveram também projetaram esse desejo para a vida de suas filhas. Características pessoais das mães (fortes, corajosas) tam-bém influenciaram as filhas a buscarem realização profissional. Já em relação ao pai, os resultados demonstraram que o grande incentivo não foi em relação a ter uma carreira, mas sim em dar enfoque aos estudos. Palavras-chave: Influência das mães; Sucesso profissional; Mulheres executivas; Contextos social e familiar. Family influence and Brazilian female executives' career success ABSTRACT This article aims to identify the influence of parents in the career of Brazilian women who succeeded in the executive world. This is a descriptive and qualitative research. We interviewed 47 top executives who have managed to reach the three highest organizational levels in 27 corporations. Data treatment used the content analysis technique. Results show that, although they grew up in families that valued studying , the mothers were those who influenced more the daughters' choice to go for the labor market. Mothers who wanted to have had the experience of having a job and had not fulfilled it also transmitted that desire to their daughters. The mothers'

This article aims to identify the influence of parents in the career of Brazilian women who succeeded in the executive world. This is a descriptive and qualitative research. We interviewed 47 top executives who have managed to reach the three highest organizational levels in 27 corporations. Data treatment used the content analysis technique. Results show that, although they grew up in families that valued studying, the mothers were those who influenced more the daughters' choice to go for the labor market. Mothers who wanted to have had the experience of having a job and had not fulfilled it also transmitted that desire to their daughters. The mothers' personal characteristics (being "strong" and "brave") also influenced daughters to seek professional fulfillment. Regarding the father, the results showed that the great incentive was not to have a career, but to focus on the studies.

O objetivo deste artigo é discutir o fenômeno teto de vidro nas organizações brasileiras. Fenômeno que dificulta a ascensão de mulheres aos cargos de comando das empresas. Trata-se de uma pesquisa qualitativa descritiva com 47 executivas que conseguiram chegar aos três níveis mais altos das grandes organizações situadas no Brasil. Os resultados confirmam a literatura quanto ao fenômeno teto de vidro, apesar de que na perspectiva delas as barreiras “mesmo existentes” não impedem o crescimento. Entretanto, se verificarmos os números fica a impressão que elas estão suavizando a situação, pois apenas 23% das executivas brasileiras de nível estratégico são mulheres.

Stress can be more easily identified in some professional groups such as the senior executives working in corporations. The sources of stress in a work context are mediated by specific individual differences. Therefore, stress differs from one individual to another and each one responds differently. This paper aims to examine the relationship between the Brazilian executives’ perception of stress and their psychological type. The qualitative-quantitative mixed method research is based on 965 questionnaires answered by CEOs, vice presidents/directors and third level executives from 344 corporations. In addition, semi-structured interviews and focus groups were conducted with 263 executives. The theoretical framework describes the stress typologies as well as an indicator of psychological types based on Carl G. Jung’s work, the Myers-Briggs Type Indicator (MBTI). Results show that the dominant psychological type among the executives (21,6%) has as characteristics efficiency, objectivity and assertiveness. Individuals from this psychological type say they feel less the stress when compared with the executives of the other psychological types. The individuals from the psychological type that say they feel more fatigue and stress (3%) would be considered the “weak”, with no place in organizations where only the “strong ones” seem to have a chance. Keywords: Brazilian executives, stress, psychological type, Carl Jung, assertiveness.

http://dx.doi.org/10.5007/2175-8077.2014v16n39p210This paper intends to relate characteristics of female executive psychological type with their male colleagues in corporations operating in Brazil (CEOs, VPs/directors and top managers). The theoretical framework explores the glass ceiling and the prejudices faced by female executives. It was developed a mixed qualitative-quantitative method. In the quantitative part we interviewed 743 men and 222 women from 344 corporations. We applied also the questionnaire MBTI to 430 of these executives. In the qualitative part we held focus groups with 227 individuals and 104 semi-structured interviews. The most active psychological MBTI type found was the ESTJ, both to men and women. The dominant characteristics in this type is more rational, logical and less emotional. Prejudices are huge: women need to work harder to show that they are as competent as men. They also live the society's pressure in relation to the roles as mother and wife.

The aim of this article is to verify the perception of Brazilian executives about the relation between time and stress. The research that conjugated quantitative and qualitative data shows that stress is directly related with time schedule. There is significant statistical difference as to the satisfaction level at work among people that work from 8 to 9 hours daily and those who work 12 hours or more. In this last case the stress symptoms are larger. Top executives approach time as something autonomous, abstract, independent, associating time to the mechanical conception of nature. Not by chance, stress was already characterized as a disease of time.

The aim of this article is to verify the perception of Brazilian executives about the relation between time and stress. The research that conjugated quantitative and qualitative data shows that stress is directly related with time schedule. There is significant statistical difference as to the satisfaction level at work among people that work from 8 to 9 hours daily and those who work 12 hours or more. In this last case the stress symptoms are larger. Top executives approach time as something autonomous, abstract, independent, associating time to the mechanical conception of nature. Not by chance, stress was already characterized as a disease of time.

O objetivo do presente estudo é avaliar de que maneira executivos brasileiros percebem as práticas de Responsabilidade Social Empresarial (RSE) e de que maneira essas práticas apresentam semelhanças às proposições de uma liderança globalmente responsável. A premissa teórica partiu da concepção de que RSE é ir além do que é prescrito pelas leis, de que as empresas têm um grande poder de transformação social e de que o líder organizacional tem papel fundamental nesse processo. Entretanto, essa capacidade do líder é muitas vezes mal gerida, o que pode comprometer o desempenho organizacional e de comunidades inteiras. O estudo qualitativo em questão é de casos múltiplos. Foi realizada uma pesquisa, onde foram entrevistados dois consultores e treze executivos de nível tático de quinze empresas brasileiras de médio e grande porte, de variados setores da economia, além da análise de vários documentos empresariais. A pesquisa indicou que existe uma distância muito grande entre discurso e prática na maioria das empresas investigadas, além de um parco entendimento do que seriam práticas globalmente responsáveis, existindo até mesmo uma de falta de interesse pelo assunto. As lideranças se mostram despreparadas em salientar valores éticos como centrais nas suas ações, em praticar ações em contexto global e em ampliar o propósito das organizações no sentido de valorizar o ser humano, a sociedade e o meio ambiente. Este quadro dificulta implantar qualquer medida efetiva de RSE.

The objective of this study is to examine how Brazilian executives perceive the practices of Corporate Social Responsibility (CSR) and how these practices have similarities to the proposals of a Globally Responsible Leadership. The theoretical premise was based on the notion that CSR is going beyond what is prescribed by law, that the companies have great power for social change and that the organizational leader has a crucial role in this process. However, this ability is often poorly managed, which can jeopardize organizational performance and entire communities. This qualitative research is a multiple case study. Data collection was done through interviews with two advisors and thirteen tactical level executives of fifteen medium and large Brazilian corporations and the analysis of various business documents. The research indicates that there is too much distance between discourse and practice in most of the companies investigated. There seems to be also a meager understanding of practices that would be globally responsible and there is even a lack of interest in the subject. The leaders show themselves unprepared to emphasize ethical values as central in their actions as well as to take actions in the global context and to expand the purpose of organizations to enhance the human being, society and the environment.