Elaboración de un plan de mejora de la cultura organizacional para la empresa Importaciones Marcos, Ibarra provincia de Imbabura
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Date
2023
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Publisher
PUCE - Ibarra
Abstract
La presente investigación se la ha desarrollado en la empresa “Importaciones Marcos” en función de determinar cómo se encuentra la cultura organizacional de la misma, examinar sus falencias y encontrar las estrategias adecuadas para fortalecer la cultura organizacional, ya que debe convertirse en un pilar fundamental de sostenibilidad en el tiempo empoderando a todas las personas que trabajan en la empresa, para ello se ha utilizado una metodología con enfoque cuantitativo y alcance descriptivo de atributos, características, factores o elementos del fenómeno de estudio, con diseño no experimental, es decir, no se manipulan variables, ya que son datos recolectados en un solo momento aplicando un cuestionario tipo likert en base al instrumento de W.E.N.S a los 12 colaboradores de la organización, con lo cual se logró evidenciar que las variables de moral y satisfacción, comunicación y solución de conflictos tienen una incidencia media, mientras que en actitud al cambio y toma de decisiones se obtuvo resultados negativos en su mayoría, siendo necesario la aplicación de mejoras, ya que no todos se sienten adaptados dentro de su puesto de trabajo, existe temor por comunicarse con sus jefes inmediatos, no se toman en cuenta las opiniones de los colaboradores, no existe un procedimiento para llegar a acuerdos cuando se presentan problemas y se toman decisiones rápidas por temor a que uno de los integrantes se enoje, sin embargo, son aspectos que pueden mejorarse con la aplicación de estrategias concretas como las que se presentaron en el plan del presente estudio tomando en cuenta la estructura organizacional de la empresa.
This research has been conducted at 'Marcos Imports' to assess the company's organizational culture, identify its weaknesses, and develop appropriate strategies to reinforce it. Establishing a strong organizational culture is crucial for long-term sustainability and empowers all employees within the company. The study used a quantitative methodology with a descriptive scope, examining attributes, characteristics, and factors related to the phenomenon under investigation. It followed a non-experimental design, where variables were not manipulated; instead, data was collected at a single point in time using a Likert-type questionnaire based on the W. E. N. S. The questionnaire was administered to 12 employees of the organization; the findings indicated that variables like morale and satisfaction, communication, and conflict resolution had a moderate incidence, while attitude towards change and decision-making showed predominantly negative results, this indicates the need for the implementation of improvements, as not all employees feel well-adapted in their roles, some employees fear communicating with their immediate supervisors, and the opinions of the team members are often overlooked. Moreover, there is no established procedure for resolving conflicts, and quick decisions are made to avoid upsetting anyone; however, these issues can be addressed through concrete strategies proposed in this study, taking the organizational structure of the company into account.
This research has been conducted at 'Marcos Imports' to assess the company's organizational culture, identify its weaknesses, and develop appropriate strategies to reinforce it. Establishing a strong organizational culture is crucial for long-term sustainability and empowers all employees within the company. The study used a quantitative methodology with a descriptive scope, examining attributes, characteristics, and factors related to the phenomenon under investigation. It followed a non-experimental design, where variables were not manipulated; instead, data was collected at a single point in time using a Likert-type questionnaire based on the W. E. N. S. The questionnaire was administered to 12 employees of the organization; the findings indicated that variables like morale and satisfaction, communication, and conflict resolution had a moderate incidence, while attitude towards change and decision-making showed predominantly negative results, this indicates the need for the implementation of improvements, as not all employees feel well-adapted in their roles, some employees fear communicating with their immediate supervisors, and the opinions of the team members are often overlooked. Moreover, there is no established procedure for resolving conflicts, and quick decisions are made to avoid upsetting anyone; however, these issues can be addressed through concrete strategies proposed in this study, taking the organizational structure of the company into account.
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Keywords
Cultura organizacional, Sostenibilidad en el tiempo, Estrategias