Factores que influyen negativamente en la Cultura Organizacional de los Oficiales de Seguridad de la Sección de Vigilancia de la Universidad Nacional
Fecha
2009
Autores
González Oviedo, Mery Ann
Montoya Gamboa, Mariel
Porras Quesada, Patricia
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Editor
Universidad Nacional, Costa Rica
Resumen
La cultura organizacional, como elemento primordial del quehacer de las organizaciones, conlleva a que a lo interno de cada organización se deban conocer los factores que puedan incidir directa o indirectamente en la cultura, con el propósito de propiciar el compromiso e identificación de los colaboradores y un clima organizacional satisfactorio, hacen que se alineen al logro de la misión, visión y objetivos propuestos. Es por ello que la presente investigación, se orienta a determinar los factores que influyen directamente en la cultura organizacional de la Sección de Vigilancia de la Universidad Nacional como lo son; el liderazgo, el perfil del puesto y la contratación laboral. Se considera que la integración de dichos factores, conforman la base de la cultura organizacional, lo cual permite el desarrollo del capital humano, que se convierte en una ventaja competitiva. La organización que logra alcanzar el equilibrio de estos factores, obtiene grandes beneficios, tanto en niveles de productividad, como en el desarrollo del potencial humano, porque con ello asegura el mayor aprovechamiento de los recursos y se logra que los colaboradores reflejen en cada una de sus acciones, la excelencia como una meta personal y organizacional, aún más, les facilita el aprendizaje y desarrollo de la creación de habilidades, hábitos positivos y la búsqueda constante de perfeccionamiento de los mismos y de los procesos para brindar un mejor servicio.
Organizational culture, as a fundamental element of the work of organizations, implies that within each organization, it is necessary to know the factors that may directly or indirectly influence the culture, with the purpose of promoting the commitment and identification of the collaborators and a satisfactory organizational climate, so that they are aligned to the achievement of the mission, vision and proposed objectives. That is why this research is oriented to determine the factors that directly influence the organizational culture of the Surveillance Section of the National University, such as leadership, job profile and labor recruitment. It is considered that the integration of these factors, form the basis of the organizational culture, which allows the development of human capital, which becomes a competitive advantage. The organization that manages to achieve the balance of these factors, obtains great benefits, both in productivity levels, as in the development of human potential, because it ensures the best use of resources and ensures that employees reflect in each of their actions, excellence as a personal and organizational goal, even more, it facilitates learning and development of the creation of skills, positive habits and the constant search for improvement of the same and processes to provide better service.
Organizational culture, as a fundamental element of the work of organizations, implies that within each organization, it is necessary to know the factors that may directly or indirectly influence the culture, with the purpose of promoting the commitment and identification of the collaborators and a satisfactory organizational climate, so that they are aligned to the achievement of the mission, vision and proposed objectives. That is why this research is oriented to determine the factors that directly influence the organizational culture of the Surveillance Section of the National University, such as leadership, job profile and labor recruitment. It is considered that the integration of these factors, form the basis of the organizational culture, which allows the development of human capital, which becomes a competitive advantage. The organization that manages to achieve the balance of these factors, obtains great benefits, both in productivity levels, as in the development of human potential, because it ensures the best use of resources and ensures that employees reflect in each of their actions, excellence as a personal and organizational goal, even more, it facilitates learning and development of the creation of skills, positive habits and the constant search for improvement of the same and processes to provide better service.
Descripción
Presentado ante el Instituto de Estudios del Trabajo (IESTRA)
Palabras clave
CULTURA ORGANIZACIONAL, LIDERAZGO, CONTRATACIÓN, EVALUACIÓN DEL TRABAJO, ADMINISTRACIÓN DE PERSONAL, ORGANIZATIONAL CULTURE, LEADERSHIP, HIRING, JOB EVALUATION, PERSONNEL ADMINISTRATION