Made available in DSpace on 2016-04-04T18:29:28Z (GMT). No. of bitstreams: 1 Fatima Schette.pdf: 499484 bytes, checksum: 2b64164a4159e41380fe6dbb56527f37 (MD5) Previous issue date: 2005-02-18 / This study aims to analyze the Work Organizational Psychology (WOP) contribution for the development of organizational leaders. The data were obtained through written depositions, with driven opened questions to six work organizational psychologists and twelve organizational leaders. The psychologists who took part are representative of the area in Brazil, academic professors and post graduated in the WOP s area. The twelve organizational leaders were nominated by the psychologists and rely on a professional experience of more than five years in leadership positions. The research is qualitative, having been adopted the method of Content Analysis proposed by Minayo (1998), consisting of steps that go from the objective description to a systematic interpretation of the communications manifest content. The written depositions were stimulated by two questions, common to both groups of participants, referring to the expectations regarding WOP s contribution to the leaders development and suggestions regarding Psychology contribution for the T Programs. The data carried to conclude that Psychology: 1) contributes for leader s development, beyond technical competences, allowing them to develop competences of psychological nature behavioral and relational - and managerial also; 2) supplies psychological support for leader s adaptation to the organizational environment and contributes with Training and Development programs, that embody themes as motivation, leadership, teams development, administration of people, using its currient methods and techniques, aiming a continuous learning inside the organizations; 3) should strengthens itself as science and as professional carrers, developing investigation instruments and scientific methods, reliable and safe, promote improvements in the academic and professional formation of psychologists; 4) should enlarge itself presence in the several faculties, in the market, in the organizations, in the media, in literature and in scientific endeavors. The pointed suggestions regarding Psychology contribution were: 1) should contribute through couselling and psychological support to the leader; 2) should promote the leadership practice in learning contexts; 3) promote competences development programs, behaviors and attitudes aligned to the organizational needs; 4) should comprehend organizations business and its relation with the world panorama;5) develop its own strategic role in the organizations; 6) implement Psychology disciplines in varied courses as Administration, Engineerings, Medicine, Economy, etc; 7) increase its representativity as a profession and seek larger union among psychologists for the category invigoration; 8) develop researches and Post Graduation Courses focused on Organizational and Work Psychology field; 9) should act beyond the Human Resources Sector, close to the company as a whole. / Este estudo tem por objetivo analisar a contribui??o da Psicologia Organizacional e do Trabalho (POT) para o desenvolvimento de l?deres organizacionais. Os dados foram obtidos atrav?s de depoimentos escritos, com perguntas abertas dirigidas a seis psic?logos organizacionais e do trabalho e a doze l?deres organizacionais. Os psic?logos que participaram s?o representativos da ?rea no Brasil, professores universit?rios e p?s graduados na ?rea da POT. Os doze l?deres organizacionais foram indicados pelos psic?logos e contam com uma experi?ncia profissional de mais de cinco anos em cargos de lideran?a. A pesquisa ? qualitativa, tendo sido adotado o m?todo de An?lise de Conte?do proposto por Minayo (1998), constando de passos que levam da descri??o ? interpreta??o objetiva e sistem?tica do conte?do manifesto das comunica??es. Os depoimentos escritos foram estimulados por duas perguntas disparadoras, comuns aos dois grupos de participantes, referindo-se ?s expectativas quanto ? contribui??o da POT ao desenvolvimento de l?deres e sugest?es quanto ? contribui??o da Psicologia para os programas de Treinamento e Desenvolvimento. Os resultados encontrados levaram a concluir que a Psicologia: 1) contribui para o desenvolvimento de l?deres, para al?m das compet?ncias t?cnicas, permitindo que se desenvolvam compet?ncias de natureza psicol?gica - comportamentais e relacionais - e tamb?m empresariais; 2) fornece suporte psicol?gico para a adapta??o do l?der ao ambiente organizacional e contribui com programas de Treinamento & Desenvolvimento, que englobam temas como motiva??o, lideran?a, desenvolvimento de equipes, gest?o de pessoas, utilizando-se de m?todos e t?cnicas atuais, visando uma aprendizagem cont?nua nas organiza??es; 3) deve fortalecer-se como ci?ncia e como classe profissional, desenvolver instrumentos e m?todos de investiga??o e treinamento confi?veis e seguros, promover melhorias na forma??o acad?mica e profissional de psic?logos, ampliar o espa?o da Psicologia nas diversas faculdades, no mercado, nas organiza??es, na m?dia, na literatura e nos espa?os cient?ficos. As sugest?es apontadas quanto ? atua??o da Psicologia foram: 1) devem contribuir atrav?s do aconselhamento e suporte psicol?gico ao l?der; 2) deve promover a pr?tica da lideran?a em contextos de aprendizagem; 3) deve promover programas de desenvolvimento de compet?ncias, comportamentos e atitudes alinhados ?s necessidades das organiza??es; 4) deve compreender o neg?cio da organiza??o e sua rela??o com o panorama mundial; 5) desenvolver seu papel estrat?gico nas organiza??es; 6) implementar disciplinas de Psicologia em cursos como Administra??o, Engenharias, Medicina, Economia, etc; 7) aumentar sua representatividade como profiss?o e buscar maior uni?o entre psic?logos para o fortalecimento da categoria; 8) desenvolver pesquisas e cursos de P?s Gradua??o na ?rea da Psicologia organizacional e do Trabalho; 9) deve atuar al?m do setor de Recursos Humanos, junto ? empresa como um todo.