Submitted by NÚBIA FERNANDA GOMES PEREIRA (nubiafgp@yahoo.com.br) on 2013-11-12T16:57:31Z No. of bitstreams: 1 Dissertação Núbia Fernanda Gomes Pereira - Gestão de Mudanças VERSÃO FINAL.pdf: 5730211 bytes, checksum: 0d4a03445718a6190d033db4ed9980e8 (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2013-11-27T13:37:46Z (GMT) No. of bitstreams: 1 Dissertação Núbia Fernanda Gomes Pereira - Gestão de Mudanças VERSÃO FINAL.pdf: 5730211 bytes, checksum: 0d4a03445718a6190d033db4ed9980e8 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2013-11-28T12:26:23Z (GMT) No. of bitstreams: 1 Dissertação Núbia Fernanda Gomes Pereira - Gestão de Mudanças VERSÃO FINAL.pdf: 5730211 bytes, checksum: 0d4a03445718a6190d033db4ed9980e8 (MD5) / Made available in DSpace on 2013-11-28T12:26:52Z (GMT). No. of bitstreams: 1 Dissertação Núbia Fernanda Gomes Pereira - Gestão de Mudanças VERSÃO FINAL.pdf: 5730211 bytes, checksum: 0d4a03445718a6190d033db4ed9980e8 (MD5) Previous issue date: 2013-09-27 / The purpose of this research was to investigate how change management have been applied in the Forensic Branch of the Brazilian Federal Police, as part of a broader field of study related to organizational changes. To determine which analytical categories were crucial to better understand this change process, a comprehensive review of published articles in this field was undertaken, leading to an investigation of three different themes. The first goal of this research was content of change, to determine the exact nature of the transformation proposed. Next, it was evaluated the change implementation process utilized and, finally, in what type of context was this change implemented. More specifically, this qualitative project attempted to assess the change management process occurred during the implementation of complexity indicators in the Forensic Branch of the Brazilian Federal Police, in light of the model proposed by John P. Kotter for the effective implementation of change in organizations, considering their interaction with the organizational context. Data was obtained through semistructured interviews with those responsible for spearheading the process, including management leaders and Directors of the Forensics Branch. Additional data was gathered through the study of organizational documents and direct observation. The results indicated significant competitive factors related to the three fields studied that prevented the achievement of the expected goals, including: a) the proposed change is a kind of performance evaluation, which is a contentious issue that raises many discussions, and, therefore, had very low acceptance; b) unfavorable organizational context, as the Forensics Branch is currently a part of a police organization with a strong punitive and discipline culture; c) process change management was mishandled, according to the theoretical model for the effective implementation of changes in the organizations proposed by Kotter (1995, 1997). / Este pesquisa, inserida no campo de estudo sobre mudanças organizacionais, buscou investigar como é realizada a gestão de mudanças na Criminalística da Polícia Federal. Para isso, partiu-se de um referencial teórico para a estruturação de categorias de análise essenciais para o estudo do tema, agrupadas em três dimensões: conteúdo da mudança, processo de implementação da mudança e contexto em que ocorreu a mudança. Dessa forma, essa pesquisa de caráter qualitativo avaliou o processo de gestão de mudança ocorrido por meio da implementação de indicadores de complexidade na Criminalística da Polícia Federal, à luz do modelo proposto por John P. Kotter para a implementação eficaz de mudanças nas organizações, considerando sua interação com as circunstâncias contextais prevalecentes. Para a coleta de dados foram utilizadas entrevistas semiestruturadas com os componentes do corpo gerencial e diretor da Criminalística, responsáveis pela condução do processo de implementação da mudança. A análise de documentos institucionais e a observação direta complementaram a coleta dos dados. Os resultados apontaram para uma significante concorrência dos fatores relacionados às três dimensões estudadas que impediu o alcance dos objetivos esperados com a mudança, destacando-se: a) aspecto negativo relacionado à própria natureza da mudança, que se enquadra no campo de avaliação de desempenho, questão polêmica que levanta muitas discussões; b) contexto organizacional desfavorável, por estar inserida em uma organização policial, com forte cultura disciplinar e punitiva; c) processo de gestão de mudança mal conduzido, de acordo com modelo teórico para a implementação eficaz de mudanças nas organizações proposto por Kotter (1995, 1997).

The thesis is dedicated to management of projects that focus transitional and transformational changes in organizations. The theoretical part of the thesis covers terminology and definition of change management. Project and change management dependencies are defined. Consequently, Prosci change management methodology, Kotter's 8 Steps for Leading Change and GE Change acceleration process are analyzed. Finally, a methodology for practical part of the thesis is selected. Practical part includes description and usage of most frequent CAP tools as well as a case study. A real change project is described and evaluated from CAP methodology perspective.

The thesis offers results of a research which has been conducted to look for and describe the typical personal characteristics of a change manager using Predictive Index tool and Kotter´s 8 steps process of change management. The thesis also offers set of practical recommendations for change management leaders as well as for the organizations.