Alternativas de mejoramiento del clima laboral para el instituto de infraestructura y concesiones de Cundinamarca: Estudio de caso

Ayala Cárdenas, Leidy Lorena; Gómez Aristizábal, William Ricardo

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Date

2019

Author

Ayala Cárdenas, Leidy Lorena

Gómez Aristizábal, William Ricardo

Director de tesis

Reyes Rodríguez, Paola Marcela

TY - GEN T1 - Alternativas de mejoramiento del clima laboral para el instituto de infraestructura y concesiones de Cundinamarca: Estudio de caso AU - Ayala Cárdenas, Leidy Lorena AU - Gómez Aristizábal, William Ricardo Y1 - 2019 UR - http://hdl.handle.net/11396/5446 AB - The work environment was analyzed in a public institution, the Institute of Infrastructure and Concessions of Cundinamarca (ICCU), in charge of developing road infrastructure projects for the municipalities of the department of Cundinamarca. For this purpose, the literature was reviewed in relation to the work environment that served as an input to identify the critical factors of the climate and establish the real situation of the company; the following variables were analyzed and evaluated: Organizational orientation, human talent management, management style of direction, communication and integration, teamwork, work competencies and physical environment. Identifying the existence of microclimates within the institute for each unit, these contribute to the good development of social relations, but tend to lose strength when organizing work teams with other units for the achievement of institutional goals. Therefore, alternatives for improving the company's work environment are proposed, based on the use of organizational development as a tool articulated to the functions and tasks of the human talent office. Some of the key factors to manage are: assertive communication, teamwork, effective leadership, internal communication channels and networks, periodic training. The alternatives proposed in this study are considered inputs for the development of welfare policies and quality of working life, which are aimed at improving organizational and integral development, consequently, increase the levels of motivation, satisfaction, effectiveness, efficiency, and identity with the institute. ER - @misc{11396_5446, author = {Ayala Cárdenas Leidy Lorena and Gómez Aristizábal William Ricardo}, title = {Alternativas de mejoramiento del clima laboral para el instituto de infraestructura y concesiones de Cundinamarca: Estudio de caso}, year = {2019}, abstract = {The work environment was analyzed in a public institution, the Institute of Infrastructure and Concessions of Cundinamarca (ICCU), in charge of developing road infrastructure projects for the municipalities of the department of Cundinamarca. For this purpose, the literature was reviewed in relation to the work environment that served as an input to identify the critical factors of the climate and establish the real situation of the company; the following variables were analyzed and evaluated: Organizational orientation, human talent management, management style of direction, communication and integration, teamwork, work competencies and physical environment. Identifying the existence of microclimates within the institute for each unit, these contribute to the good development of social relations, but tend to lose strength when organizing work teams with other units for the achievement of institutional goals. Therefore, alternatives for improving the company's work environment are proposed, based on the use of organizational development as a tool articulated to the functions and tasks of the human talent office. Some of the key factors to manage are: assertive communication, teamwork, effective leadership, internal communication channels and networks, periodic training. The alternatives proposed in this study are considered inputs for the development of welfare policies and quality of working life, which are aimed at improving organizational and integral development, consequently, increase the levels of motivation, satisfaction, effectiveness, efficiency, and identity with the institute.}, url = {http://hdl.handle.net/11396/5446} }

Abstract

Se analizó el clima laboral en una institución pública, el Instituto de Infraestructura y Concesiones de Cundinamarca (ICCU), encargado de desarrollar proyectos de infraestructura vial para los municipios del departamento de Cundinamarca, para ello se hizo una revisión de la literatura en relación al clima laboral que sirviese de insumo para identificar los factores críticos del clima y establecer la situación real de la empresa, se analizaron y evaluaron las variables: Orientación organizacional, administración del talento humano, estilo de dirección, comunicación e integración, trabajo en equipo, competencias laborales y ambiente físico. Identificándose la existencia de microclimas dentro del instituto por cada dependencia, estos contribuyen el buen desarrollo de las relaciones sociales, pero tienden a perder fuerza al momento de organizar equipos de trabajo con otras dependencias para el logro de metas institucionales. Se propuso entonces, alternativas de mejoramiento en el clima laboral de la empresa a partir del uso del desarrollo organizacional como herramienta articulada a funciones y tareas de la oficina de talento humano. Algunos de los factores claves a gestionar son: la comunicación asertiva, el trabajo en equipo, el liderazgo efectivo, canales y redes de comunicación interna, capacitaciones periódicas. Las alternativas propuestas en este estudio se consideran insumos para el desarrollo de políticas de bienestar y calidad de vida laboral, que están orientadas a mejorar el desarrollo organizacional e integral, en consecuencia, aumentar los niveles de motivación, satisfacción, eficacia, eficiencia, e identidad con el instituto.

Abstract

The work environment was analyzed in a public institution, the Institute of Infrastructure and Concessions of Cundinamarca (ICCU), in charge of developing road infrastructure projects for the municipalities of the department of Cundinamarca. For this purpose, the literature was reviewed in relation to the work environment that served as an input to identify the critical factors of the climate and establish the real situation of the company; the following variables were analyzed and evaluated: Organizational orientation, human talent management, management style of direction, communication and integration, teamwork, work competencies and physical environment. Identifying the existence of microclimates within the institute for each unit, these contribute to the good development of social relations, but tend to lose strength when organizing work teams with other units for the achievement of institutional goals. Therefore, alternatives for improving the company's work environment are proposed, based on the use of organizational development as a tool articulated to the functions and tasks of the human talent office. Some of the key factors to manage are: assertive communication, teamwork, effective leadership, internal communication channels and networks, periodic training. The alternatives proposed in this study are considered inputs for the development of welfare policies and quality of working life, which are aimed at improving organizational and integral development, consequently, increase the levels of motivation, satisfaction, effectiveness, efficiency, and identity with the institute.

URI

http://hdl.handle.net/11396/5446

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Especialización en Gerencia [190]