Purpose The implementation of quality in health services should go beyond legal, regulatory and purely technical obligations in relation to carrying out health insurance practices. The purpose of this paper is to present a management model that intends to equip private health care companies in favor of quality development from the use of a model for forming a competitive strategy in the supplementary health sector companies. Design/methodology/approach In this approach the proposed model is grounded on guiding procedures for the process of strategy formulation, with a systemic structure that separates in analysis involving the internal and external environment to the organization to verify the strategy that best applies. It is based on prescriptive strategy – the five competitive forces and, with adaptive strategy, the competition arenas. Findings Through the proposed model the analytical mechanisms of political-legal environments surrounding companies in the sector can be described, identify organizations and their process performance, study them, and perform comparative analysis of information between them. All of this development seeks to ensure the formation of policies, to guide strategic action in health insurance. Originality/value This work strongly contributes to the foundation and strengthening of strategic knowledge and has quality aimed at the study of the private health care market, due to the high degree of regulatory requirements by the state to the businesses, the environment turns into a chain of complex information that migrates from the condition of just meeting legal requirements, to also satisfying the demands of a hypercompetitive market.

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RESUMO O clima organizacional é uma das ferramentas utilizada para avaliar as ações realizadas nas empresas em prol dos colaboradores. Esta pesquisa teve como objetivo avaliar o clima organizacional de uma empresa do setor metalmecânico de Marau/RS a fim de avaliar as ações realizadas pelo Departamento Humano Organizacional (DHO). Para responder a questão problema foram entrevistados os 39 colaboradores da empresa que está há 20 anos no mercado e produz móveis de aço e elevadores de passageiros para edifícios. Os colaboradores responderam um questionário com perguntas fechadas sobre salário, motivação, benefícios, segurança e saúde no local de trabalho, estabilidade no emprego entre outras variáveis. Em seguida foi realizada uma entrevista com o coordenador do DHO, a fim de confrontar os resultados obtidos dos entrevistados. Esta pesquisa teve como método a abordagem qualitativa e quantitativa, além de ser um estudo de caso exploratório. A maioria das variáveis teve um resultado positivo, como a questão de salário com 15% de aprovação, estabilidade no emprego, trabalho em equipe entre outros. Com um resultado insatisfatório destaca-se a variável benefícios com 17% dos colaboradores que nem concordam nem discordam e 12% dos funcionários que discordam em relação aos benefícios oferecidos pela empresa. Palavras chave: Clima Organizacional. Gestão de Pessoas. Motivação. ABSTRACT The organizational climate is a resource used to assess actions taken in companies on behalf of employees. This research aimed to evaluate the organizational climate on a company of the metalworking sector in Marau/RS to assess the actions performed by its Human Organizational Department (DOH). To meet this purpose, an interview was made with 39 employees of this company, which is on the market for 20 years and produces steel furniture and passenger elevators for buildings. Employees answered a questionnaire with closed questions about salary, motivation, benefits, safety and health in workplace, job stability among other variables. After this, an interview with the DOH coordinator was performed in order to compare with the results obtained from the interviewed employees. This research had a qualitative and quantitative method approach, besides being an exploratory case study. Most variables had a positive result, such as the matter of salary with 15% approval, job stability, teamwork, among others. With an unsatisfactory result, the variable of benefits stands out with 17% of the employees who neither agree nor disagree with it, and 12% of the employees that disagree with the benefits offered by the company.

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O presente estudo teve como objetivo principal conhecer o Clima Organizacional de uma Instituição de Ensino Superior. Para tal, contou com uma amostra de 52 funcionários, que informaram suas percepções através de um questionário desenvolvido por Leitão, Guimarães e Rosal (1988). Trata-se de um instrumento composto de 42 itens, que avalia 2 dimensões (Psicossocial e Organizacional) à partir de sete fatores de Clima: