Análisis de la influencia del clima organizacional en el desarrollo humano de los trabajadores del Departamento Administrativo Nacional de Estadística DANE Subsede Cúcuta
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Fecha
2021
Autores
González Rivera, Mónica del Pilar
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Ediciones Universidad Simón Bolívar
Facultad de Administración y Negocios
Facultad de Administración y Negocios
Resumen
Antecedentes: El clima organizacional es un factor importante dentro de las empresas, debido a que constituye un pilar fundamental para construir organizaciones más humanas y personas más motivadas y productivas, es por esto que es un tema que debe ser constantemente estudiado para poder conocer las necesidades de las personas y analizar los cambios que van teniendo las organizaciones con el pasar del tiempo. Anteriormente las organizaciones se preocupaban por mejorar la competitividad y productividad, ahora ya deben ir enfocadas a un tema más social y a lograr el crecimiento y desarrollo no solo económico sino de la comunidad. Construir sociedades sostenibles debe ser uno de los principales objetivos de las organizaciones publicas o privadas ligadas al logro de los objetivos de desarrollo sostenible que es compromiso de todos y que afecta a cualquier organización
Objetivos: Analizar la influencia del Clima Organizacional en el desarrollo humano de los trabajadores del Departamento Administrativo Nacional de Estadística DANE Subsede Cúcuta.
Materiales y Métodos: Se realizo una encuesta de percepción del clima organizacional en donde se midieron 5 variables; calidad de vida, motivación, formación y educación, oportunidades de crecimiento y desarrollo personal y satisfacción laboral, dentro de una población de 94 contratistas y 8 empleados de planta, que fueron seleccionados mediante una muestra no probabilística por conveniencia, que es utilizado para crear muestras de acuerdo a la facilidad de acceso y disponibilidad de las personas, en donde se seleccionaron 40 trabajadores que cumplieron con la condición de tener más de 5 años de servicios dentro de la entidad, de los cuáles el 90% correspondieron a contratistas y el 10% personal de planta.
Resultados: Dentro de los resultados de la caracterización, el 65% correspondió a personal femenino y un 35% a personal masculino, el 50% de las edades están entre 25 y 35 años, el 30% entre 36 y 45 años, un 12, 5% entre 45 y 55 años, un 5% son menores de 25 años y el 2,5% mayor de 56 años. El nivel educativo más alto es el profesional con un 52,5%, seguido de la especialización con el 15%, bachiller con el 12,5%, tecnólogo un 10%, 7,5% son técnicos y el 2,5% tiene maestría. Los resultados de las variables mostraron que cuando las personas encuentran un buen ambiente laboral, donde pueden mejorar sus condiciones, crecer y desarrollarse personal y profesionalmente, donde tienen buena relación con sus compañeros y jefes logran mejorar diversos factores como la calidad de vida, satisfacción, motivación, permitiéndoles alcanzar el desarrollo humano, mientras que si por el contrario dentro de la organización se sienten discriminados, no escuchados ni valorados, y las relaciones con sus superiores y compañeros no es buena, no se sentirán satisfechos y sus condiciones no mejoraran llegando inclusive a afectar su salud y bienestar. Se demostró también que no existen diferencias ente las percepciones que tienen los hombres respecto de las mujeres ni se manejan preferencias por distinción de edades ni nivel profesional.
Conclusiones: Es fundamental que las organizaciones se preocupen por mejorar el clima organizacional y fomentar el crecimiento y desarrollo de sus trabadores, no solo desde un ámbito de productividad sino también desde el ámbito personal y social, que deben ser factores en los que las organizaciones se enfoquen para lograr mayor equidad, igualdad, condiciones de trabajo dignas, calidad de vida que contribuirán a tener una mejor sociedad.
Background: The organizational climate is an important factor within companies, because it constitutes a fundamental pillar to build more humane organizations and more motivated and productive people, which is why it is an issue that must be constantly studied in order to meet the needs of companies. people and analyze the changes that organizations are undergoing over time. Previously, organizations were concerned with improving competitiveness and productivity, now they must focus on a more social issue and achieve growth and development, not only economic but also of the community. Building sustainable societies should be one of the main objectives of public or private organizations linked to the achievement of sustainable development goals, which is everyone's commitment and affects any organization. Objective: To analyze the influence of the Organizational Climate in the human development of the workers of the National Administrative Department of Statistics DANE Sub-headquarters Cúcuta. Materials and Methods: A survey of the perception of the organizational climate was carried out, where 5 variables were measured; quality of life, motivation, training and education, opportunities for growth and personal development and job satisfaction, within a population of 94 contractors and 8 plant employees, who were selected through a non-probabilistic convenience sample, which is used to create samples according to the ease of access and availability of people, where 40 workers were selected who met the condition of having more than 5 years of service within the entity, of which 90% corresponded to contractors and 10% plant personnel. Results: Within the results of the characterization, 65% corresponded to female personnel and 35% to male personnel, 50% of the ages are between 25 and 35 years, 30% between 36 and 45 years, 12, 5% between 45 and 55 years old, 5% are under 25 years old and 2.5% are over 56 years old. The highest educational level is professional with 52.5%, followed by specialization with 15%, bachelor's degree with 12.5%, technologist 10%, 7.5% are technicians and 2.5% have master's degree. The results of the variables showed that when people find a good work environment, where they can improve their conditions, grow and develop personally and professionally, where they have a good relationship with their colleagues and bosses, they manage to improve various factors such as quality of life, satisfaction, motivation, allowing them to achieve human development, while if, on the contrary, within the organization they feel discriminated against, not listened to or valued, and the relationships with their superiors and colleagues are not good, they will not feel satisfied and their conditions will not improve, even reaching affect your health and well-being. It was also shown that there are no differences between the perceptions that men have with respect to women, nor are preferences based on differences in age or professional level. Conclusions: It is essential that organizations worry about improving the organizational climate and fostering the growth and development of their workers, not only from a productivity perspective but also from a personal and social perspective, which should be factors that organizations focus on in order to achieve greater equity, equality, decent working conditions, quality of life that will contribute to a better society.
Background: The organizational climate is an important factor within companies, because it constitutes a fundamental pillar to build more humane organizations and more motivated and productive people, which is why it is an issue that must be constantly studied in order to meet the needs of companies. people and analyze the changes that organizations are undergoing over time. Previously, organizations were concerned with improving competitiveness and productivity, now they must focus on a more social issue and achieve growth and development, not only economic but also of the community. Building sustainable societies should be one of the main objectives of public or private organizations linked to the achievement of sustainable development goals, which is everyone's commitment and affects any organization. Objective: To analyze the influence of the Organizational Climate in the human development of the workers of the National Administrative Department of Statistics DANE Sub-headquarters Cúcuta. Materials and Methods: A survey of the perception of the organizational climate was carried out, where 5 variables were measured; quality of life, motivation, training and education, opportunities for growth and personal development and job satisfaction, within a population of 94 contractors and 8 plant employees, who were selected through a non-probabilistic convenience sample, which is used to create samples according to the ease of access and availability of people, where 40 workers were selected who met the condition of having more than 5 years of service within the entity, of which 90% corresponded to contractors and 10% plant personnel. Results: Within the results of the characterization, 65% corresponded to female personnel and 35% to male personnel, 50% of the ages are between 25 and 35 years, 30% between 36 and 45 years, 12, 5% between 45 and 55 years old, 5% are under 25 years old and 2.5% are over 56 years old. The highest educational level is professional with 52.5%, followed by specialization with 15%, bachelor's degree with 12.5%, technologist 10%, 7.5% are technicians and 2.5% have master's degree. The results of the variables showed that when people find a good work environment, where they can improve their conditions, grow and develop personally and professionally, where they have a good relationship with their colleagues and bosses, they manage to improve various factors such as quality of life, satisfaction, motivation, allowing them to achieve human development, while if, on the contrary, within the organization they feel discriminated against, not listened to or valued, and the relationships with their superiors and colleagues are not good, they will not feel satisfied and their conditions will not improve, even reaching affect your health and well-being. It was also shown that there are no differences between the perceptions that men have with respect to women, nor are preferences based on differences in age or professional level. Conclusions: It is essential that organizations worry about improving the organizational climate and fostering the growth and development of their workers, not only from a productivity perspective but also from a personal and social perspective, which should be factors that organizations focus on in order to achieve greater equity, equality, decent working conditions, quality of life that will contribute to a better society.
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Palabras clave
Clima organizacional, Desarrollo humano, Calidad de vida, Motivación, Satisfaccion laboral, Organizational climate, Human development, Quality of life, Motivation, Job satisfaction
