Factores motivacionales que intervienen en la rotación de los trabajadores de la empresa industrias CN de la ciudad de Barranquilla
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Fecha
2023
Autores
Iglesias Amador, Marcela Judith
Jiménez Pérez, Adriana Margarita
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Ediciones Universidad Simón Bolívar
Facultad de Administración y Negocios
Facultad de Administración y Negocios
Resumen
En esta investigación se analizaron los factores motivacionales que intervienen en la rotación de personal en la empresa Industrias CN, de la ciudad de Barranquilla, surge a partir de los altos índices de rotación que presenta la empresa y el impacto que genera en los procesos de la organización, tales como la productividad en los equipos de trabajo y en el éxito en la consecución de objetivos organizacionales, esta investigación contribuye a seguir fortaleciendo la línea de
investigación, de las prácticas gerenciales del talento humano, la cual se relaciona con el desarrollo y funcionamiento de los procesos eficaces en la gestión del capital humano. En la metodología se utilizó un enfoque cuantitativo de tipo descriptivo que permitió comprobar y analizar los factores motivacionales que influyen en la rotación de personal, se realizó tomando una muestra de 196 empleados, para la recolección de información se utilizó como técnica la encuesta que ayudó a recolectar, procesar y analizar la información a través de un cuestionario que se compuso de 21 preguntas cerradas, lo que permitió obtener como resultados que los factores que están influyendo en la rotación del personal son la remuneración, la falta de espacios para capacitación y desarrollo, pocas oportunidades de crecimiento laboral, flexibilidad laboral, falta de reconocimiento y ausencia de autonomía en el desempeño de sus labores. Se concluyó que el principal factor motivacional que interviene en la rotación de personal es la remuneración inadecuada, debido a que el 78.6 % de los trabajadores manifiesta que remuneración recibida no es acorde a la labor que desempeñan dentro de la organización, es por esto que la remuneración percibida como negativa causa insatisfacción en los trabajadores, y es determinante para que ellos tomen la decisión de abandonar la organización y ir en búsqueda de mejores oportunidades en el mercado laboral. Por otro lado, se identificó la importancia de brindar espacios de formación y desarrollo, puesto que el no brindar estos espacios causa insatisfacción de los trabajadores, se considera que el crecimiento profesional que se le brinde al trabajador impacta en los objetivos organizacionales, las empresas a través de brindar estos beneficios a sus trabajadores estarían contribuyendo fortalecer habilidades y actitudes que estos mantienen en sus puestos de trabajo, tales como motivación, sentido de pertenencia y compromiso, así mismo la formación debe estar dirigida a satisfacer las necesidades tanto del trabajador como de la organización, si un trabajador siente que la empresa no los apoya a crecer tomará la decisión de ir por nuevas oportunidades a un nuevo mercado. De la misma manera, el no brindarle a los trabajadores reconocimiento, autonomía para desempeñar sus labores son factores
críticos que intervienen activamente en la insatisfacción, desmotivación frente a la labor que desempeña, es de vital importancia que los trabajadores reciban retroalimentaciones como reforzadores positivos ante su desempeño laboral, y que a su vez estos sientan autonomía para desempeñar su labor, lo que aportará a fortalecer la disposición del trabajador ante las labores que desempeña, y de igual manera esto ayudará a fidelizar al trabajador disminuyendo la rotación de personal. Dentro de las recomendaciones cabe resaltar que para el manejo o abordaje de los aspectos que la empresa debe mejorar para disminuir la rotación del personal, debe hacerlo a través de estrategias profesionales del manejo del desarrollo humano, velando porque se den procesos impecables que generen la tranquilidad de estar apuntando a la problemática actual y que está a futuro no se presente como una respuesta a que el personal decida rotar.
In this investigation, the motivational factors involved in the turnover of personnel in the company Industrias CN, in the city of Barranquilla, were analyzed. It arises from the high turnover rates that the company presents and the impact it generates in the processes of the organization, such as productivity in work teams and success in achieving organizational objectives, this research contributes to continue strengthening the line of research, management practices of human talent, which is related to the development and operation of effective processes in human capital management.In the methodology, a quantitative approach of a descriptive type was used that allowed to verify and analyze the motivational factors that influence the turnover of personnel, it was carried out taking a sample of 196 employees, for the collection of information the survey that helped to collect, process and analyze the information through a questionnaire that was composed of 21 closed questions, which allowed obtaining as results that the factors that are influencing staff turnover are remuneration, the lack of spaces for training and development, few job growth opportunities, job flexibility, lack of recognition and lack of autonomy in the performance of their work. It was concluded that the main motivational factor involved in staff turnover is inadequate remuneration, because 78.6% of the workers state that the remuneration received is not consistent with the work they perform within the organization, which is why the Remuneration perceived as negative causes dissatisfaction among workers, and is decisive for them to make the decision to leave the organization and go in search of better opportunities in the labor market. On the other hand, the importance of providing training and development spaces was identified, since not providing these spaces causes dissatisfaction of the workers, it is considered that the professional growth that is provided to the worker impacts the organizational objectives, the companies to Through providing these benefits to their workers, they would be contributing to strengthening the skills and attitudes that they maintain in their jobs, such as motivation, sense of belonging and commitment, likewise, training must be aimed at satisfying the needs of both the worker and the company. organization, if a worker feels that the company does not support them to grow, they will make the decision to go for new opportunities in a new market. In the same way, not giving workers recognition, autonomy to perform their tasks are critical factors that actively intervene in dissatisfaction, demotivation in front of the work they perform, it is vitally important that workers receive feedback as positive reinforcers before their work performance, and that in turn they feel autonomy to carry out their work, which will contribute to strengthening the willingness of the worker before the tasks they perform, and in the same way this will help to build worker loyalty by reducing staff turnover. Among the recommendations, it should be noted that for the management or approach of the aspects that the company must improve to reduce staff turnover, it must be done through professional strategies for the management of human development, ensuring that impeccable processes are given that generate peace of mind. If you are pointing to the current problem and that is in the future, it is not presented as an answer to the fact that the staff decides to rotate.
In this investigation, the motivational factors involved in the turnover of personnel in the company Industrias CN, in the city of Barranquilla, were analyzed. It arises from the high turnover rates that the company presents and the impact it generates in the processes of the organization, such as productivity in work teams and success in achieving organizational objectives, this research contributes to continue strengthening the line of research, management practices of human talent, which is related to the development and operation of effective processes in human capital management.In the methodology, a quantitative approach of a descriptive type was used that allowed to verify and analyze the motivational factors that influence the turnover of personnel, it was carried out taking a sample of 196 employees, for the collection of information the survey that helped to collect, process and analyze the information through a questionnaire that was composed of 21 closed questions, which allowed obtaining as results that the factors that are influencing staff turnover are remuneration, the lack of spaces for training and development, few job growth opportunities, job flexibility, lack of recognition and lack of autonomy in the performance of their work. It was concluded that the main motivational factor involved in staff turnover is inadequate remuneration, because 78.6% of the workers state that the remuneration received is not consistent with the work they perform within the organization, which is why the Remuneration perceived as negative causes dissatisfaction among workers, and is decisive for them to make the decision to leave the organization and go in search of better opportunities in the labor market. On the other hand, the importance of providing training and development spaces was identified, since not providing these spaces causes dissatisfaction of the workers, it is considered that the professional growth that is provided to the worker impacts the organizational objectives, the companies to Through providing these benefits to their workers, they would be contributing to strengthening the skills and attitudes that they maintain in their jobs, such as motivation, sense of belonging and commitment, likewise, training must be aimed at satisfying the needs of both the worker and the company. organization, if a worker feels that the company does not support them to grow, they will make the decision to go for new opportunities in a new market. In the same way, not giving workers recognition, autonomy to perform their tasks are critical factors that actively intervene in dissatisfaction, demotivation in front of the work they perform, it is vitally important that workers receive feedback as positive reinforcers before their work performance, and that in turn they feel autonomy to carry out their work, which will contribute to strengthening the willingness of the worker before the tasks they perform, and in the same way this will help to build worker loyalty by reducing staff turnover. Among the recommendations, it should be noted that for the management or approach of the aspects that the company must improve to reduce staff turnover, it must be done through professional strategies for the management of human development, ensuring that impeccable processes are given that generate peace of mind. If you are pointing to the current problem and that is in the future, it is not presented as an answer to the fact that the staff decides to rotate.
Descripción
Palabras clave
Rotación de personal, Motivación, Turnover, Motivation
