TRABALHO COMO FATOR MOTIVACIONAL: UM ESTUDO DE CASO EM UMA EMPRESA DO SEGMENTO DE AUTOPEÇAS EM ARAGUAÍNA-TO

Overview

This case study examines motivational factors influencing employee behavior in an auto parts company located in Araguaína, Tocantins, Brazil. The research addresses the necessity of understanding motivation within specific organizational contexts, recognizing that localized industries present unique environmental and cultural conditions affecting worker expectations and perceptions. The theoretical framework draws on established motivational typologies, distinguishing between intrinsic and extrinsic motivational categories to analyze how these dimensions operate within the auto parts sector. The study emphasizes that organizational realities possess particularities requiring contextualized investigation rather than generalized application of motivational theory.

Methods and approach

The research employed a descriptive-exploratory design with a mixed-methods approach combining qualitative and quantitative elements. Data collection involved structured questionnaires administered to 20 employees within a single auto parts company in Araguaína. The theoretical matrix incorporated human resource management literature, motivational theory, and the intrinsic-extrinsic motivational taxonomy. The case study methodology enabled detailed examination of motivational dynamics within a bounded organizational setting, facilitating identification of specific factors relevant to this industrial segment and geographic location.

Results

The investigation identified three primary motivational factors operating within the studied organization: adequate remuneration, personal recognition, and professional development opportunities. These findings demonstrate that both extrinsic elements (remuneration) and intrinsic elements (recognition, growth) function as significant motivators for employees in this auto parts company. The results indicate that motivational drivers in this context combine material compensation with psychological and career-oriented factors, suggesting that employees in this sector respond to multidimensional motivational influences rather than singular incentive categories.

Implications

Understanding the multiple dimensions of motivation has direct relevance for organizational strategy formulation and workplace design. The research suggests that effective motivational approaches in the auto parts sector require integration of both material and non-material incentives. Recognition of these dual motivational pathways contributes to development of more comprehensive human resource management strategies that address employee well-being alongside productivity objectives. The findings support the position that contextualized motivational research generates applicable insights for organizational practice, particularly in industrial settings where workforce dynamics may differ from other economic sectors.