Analisis clima organizacional en el servicio de registros médicos de la Clínica Dr. Solón Núñez Frutos
Fecha
2008
Autores
Benavides Abarca, Yadira Elizabeth
Herrera Alfaro, Alvaro
Montoya Sandoval, José Antonio
Solís Chaves, María del Rosario
Título de la revista
ISSN de la revista
Título del volumen
Editor
Universidad Nacional, Costa Rica
Resumen
Según las últimas tendencias en el estudio de los Recursos Humanos, el Clima Organizacional es cada día más importante en la gerencia de las organizaciones sobre todo las públicas. El análisis de este trabajo de investigación, se basa en cuatro variables, como son: liderazgo, motivación, reciprocidad y participación, con la certeza que son las que más influyen en el Clima Organizacional, definido como el conjunto de percepciones de las características relativamente estables de la organización, que influyen en las actitudes y en el comportamiento de sus miembros. Dado que el Clima Organizacional es un ambiente psicosocial en el cual se desenvuelven los colaboradores y que son estos los que crean el clima en donde se desenvuelven, manifestado por las reacciones culturales, interpretación de realidades y métodos de acción que caracterizan a una organización, siendo el Clima Organizacional algo abstracto, se puede manifestar, sentir ya que tiene una existencia real, trascendente y dicha trascendencia se manifiesta en el comportamiento de las personas o sea que las condiciones de un buen o mal Clima Organizacional, influye en la satisfacción del trabajo y por ende en los resultados o productividad. Existe una realidad objetiva para cada organización en su conjunto que la distingue de las demás. Estas características son sus objetivos, su estructura y su funcionamiento. Existe otra realidad subjetiva en el nivel de cada unidad, sección o departamento conformado por las percepciones que sobre el estilo de liderazgo, la resolución de conflictos, la motivación, la reciprocidad de colaboradores, altos mandos y la participación o involucramiento de los superiores con los colaboradores en la toma de decisiones importantes para el logro de las metas y objetivos. Las realidades objetivas y subjetivas que conforman el buen o mal Clima Organizacional interactúan para crearlo. Para estudiar el buen o mal Clima Organizacional desde la variable del liderazgo, se tomará en cuenta que este no tiene un patrón definido, sino que va a depender de muchas condiciones que existen en el medio social, tales como valores, normas y procedimientos.
According to the latest trends in the study of Human Resources, the Organizational Climate is becoming more and more important in the management of organizations, especially public ones. The analysis of this research work is based on four variables, such as: leadership, motivation, reciprocity and participation, with the certainty that they are the ones that most influence the Organizational Climate, defined as the set of perceptions of the relatively stable characteristics of the organization, which influence the attitudes and behavior of its members. Since the Organizational Climate is a psychosocial environment in which collaborators operate and that they are the ones who create the climate in which they operate, manifested by cultural reactions, interpretation of realities and methods of action that characterize an organization, being the Organizational Climate something abstract, it can be manifested, felt since it has a real, transcendent existence and said transcendence is manifested in the behavior of people, that is, the conditions of a good or bad Organizational Climate influence job satisfaction and therefore results or productivity. There is an objective reality for each organization as a whole that distinguishes it from others. These characteristics are its objectives, its structure and its operation. There is another subjective reality at the level of each unit, section or department made up of perceptions about the leadership style, conflict resolution, motivation, reciprocity of collaborators, senior management and the participation or involvement of superiors with collaborators in making important decisions to achieve goals and objectives. The objective and subjective realities that make up the good or bad Organizational Climate interact to create it. To study the good or bad Organizational Climate from the leadership variable, it will be taken into account that it does not have a defined pattern, but will depend on many conditions that exist in the social environment, such as values, norms and procedures.
According to the latest trends in the study of Human Resources, the Organizational Climate is becoming more and more important in the management of organizations, especially public ones. The analysis of this research work is based on four variables, such as: leadership, motivation, reciprocity and participation, with the certainty that they are the ones that most influence the Organizational Climate, defined as the set of perceptions of the relatively stable characteristics of the organization, which influence the attitudes and behavior of its members. Since the Organizational Climate is a psychosocial environment in which collaborators operate and that they are the ones who create the climate in which they operate, manifested by cultural reactions, interpretation of realities and methods of action that characterize an organization, being the Organizational Climate something abstract, it can be manifested, felt since it has a real, transcendent existence and said transcendence is manifested in the behavior of people, that is, the conditions of a good or bad Organizational Climate influence job satisfaction and therefore results or productivity. There is an objective reality for each organization as a whole that distinguishes it from others. These characteristics are its objectives, its structure and its operation. There is another subjective reality at the level of each unit, section or department made up of perceptions about the leadership style, conflict resolution, motivation, reciprocity of collaborators, senior management and the participation or involvement of superiors with collaborators in making important decisions to achieve goals and objectives. The objective and subjective realities that make up the good or bad Organizational Climate interact to create it. To study the good or bad Organizational Climate from the leadership variable, it will be taken into account that it does not have a defined pattern, but will depend on many conditions that exist in the social environment, such as values, norms and procedures.
Descripción
Presentado ante el Instituto de Estudios del Trabajo (IESTRA)
Palabras clave
ADMINISTRACION, ADMINISTRATION, RECURSOS HUMANOS, HUMAN RESOURCES, LIDERAZGO, LEADERSHIP, CLIMA ORGANIZACIONAL, ORGANIZATIONAL CLIMATE, SERVICIOS DE SALUD, HEALTH SERVICES