ACORDO DE RESULTADOS: METAS E RESULTADOS ESPECÍFICOS DA POLÍCIA CIVIL (GESTÃO ANASTASIA) E A AVALIAÇÃO DOS COLABORADORES SOBRE A CONTRATUALIZAÇÃO DE RESULTADOS.

Abstract

The twentieth century brought great strides towards world government. After centuries of abuse and inefficiency, dysfunctions both the patrimonial model, as the bureaucratic model, they became even more evident given the disparity in relation to the results achieved by the private sector. Companies that have adopted modern management practices, experienced a rapid growth and rapid expansion of his power beyond the borders of their countries, making it big transnational. It began, from the 1970s, attempting to adapt and transfer the managerial skills developed in the private sector to the public sector. The pioneers in this approach were the United Kingdom and the United States that have adopted the managerial administration. This new approach to public management maintains that the management principles used in private companies were also applied to the public sector. In management administration to back up strategy: for the precise definition of goals; for the Administrator of autonomy guaranteed in the management of human, material and financial resources; to control or subsequent recovery of the results; additionally practice to managed competition within the state itself and seeks to focus efficiently on established results. In Brazil there is the experience of Minas Gerais, which in 2003 implemented the shock management. In this work, analyzing it through a case study the results of agreement on the civil police. The results of the Agreement is tool that seeks to align the results to the planned action, its focus is to define a priori goals and results. The Results Agreement derives from the management by objectives (APO) that has emerged in the 1950s, from the writings of Peter Drucker and corresponds to a kind of contracting results in which leaders and managers negotiate with the objectives to be achieved. It is a management system that links organizational objectives and goals with individual performance, proclaim a variable compensation system linked to the achievement of results. In this work, we chose a qualitative research. Our interest is whether really this methodology management for deployed results in the state was successful in achieving its objectives, mainly to introduce a results-oriented culture and therefore what the reaction of employees to this form of management throughout this period.