Clima y cultura organizacional
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Date
2020-12-16
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Publisher
Universidad Nacional Enrique Guzmán y Valle.
Abstract
El objetivo de este trabajo de investigaciòn es dar a conocer que el ser humano es gregario o social por naturaleza, esto es inherentemente parte de uno, innegable porque es un principio básico que se ha sostenido en el tiempo y se ha demostrado con tan solo reflexionar en el porqué de nuestra existencia como seres vivos dominantes en la tierra. Sin embargo, también ha sido marcada por los conflictos que, en ocasiones, han llevado a perecer o destruir entre seres.
Lo antedicho, no hace más que referir en el porqué es oportuno tratar de comprender la naturaleza de nuestras interrelaciones. En ese sentido, este trabajo de investigación ha abordado la cultura de la organización a manos del ser humano, desde sus bases teóricas elementales, sugiriendo este es el producto de la influencia del grupo humano al que pertenece y que el clima en la organización está sujeto a cómo se manejan las relaciones entre ellos, por lo cual es un asunto sujeto de percepción.
También, se incide en los tipos de clima organizacional, destacando las principales que han podido trascender hasta la fecha y sugiriendo cuáles son en esencia las funciones que deben de ejercer indiferentemente de sus estilos u objetivos principales.
Los conflictos y el manejo de las mismas, también fueron un asunto de interés, por lo cual definimos su significado y los riesgos que implica para la organización, así como los beneficios de negociar para resolver estas vicisitudes. Por ello, es en el último capítulo, se concentra en las estrategias que se emplean para resolver estos conflictos de manera apoteósica, basándose en la revalorización en los procesos naturales de interacción humana, como la comunicación.
The objective of this research work is to make it known that the human being is gregarious or social by nature, this is inherently part of one, undeniable because it is a basic principle that has been sustained over time and has been demonstrated just by reflecting in the reason for our existence as dominant living beings on earth. However, it has also been marked by conflicts that have sometimes led to the destruction or destruction of beings. The foregoing does nothing more than refer to why it is opportune to try to understand the nature of our interrelationships. In this sense, this research work has addressed the culture of the organization at the hands of the human being, from its elementary theoretical bases, suggesting this is the product of the influence of the human group to which it belongs and that the climate in the organization is subject to to how the relationships between them are managed, which is why it is a matter of perception. Also, it affects the types of organizational climate, highlighting the main ones that have been able to transcend to date and suggesting what are essentially the functions that must be exercised regardless of their main styles or objectives. Conflicts and their management were also a matter of interest, which is why we defined their meaning and the risks they imply for the organization, as well as the benefits of negotiating to resolve these vicissitudes. Therefore, it is in the last chapter, it focuses on the strategies used to resolve these conflicts in a tremendous way, based on the revaluation of natural processes of human interaction, such as communication.
The objective of this research work is to make it known that the human being is gregarious or social by nature, this is inherently part of one, undeniable because it is a basic principle that has been sustained over time and has been demonstrated just by reflecting in the reason for our existence as dominant living beings on earth. However, it has also been marked by conflicts that have sometimes led to the destruction or destruction of beings. The foregoing does nothing more than refer to why it is opportune to try to understand the nature of our interrelationships. In this sense, this research work has addressed the culture of the organization at the hands of the human being, from its elementary theoretical bases, suggesting this is the product of the influence of the human group to which it belongs and that the climate in the organization is subject to to how the relationships between them are managed, which is why it is a matter of perception. Also, it affects the types of organizational climate, highlighting the main ones that have been able to transcend to date and suggesting what are essentially the functions that must be exercised regardless of their main styles or objectives. Conflicts and their management were also a matter of interest, which is why we defined their meaning and the risks they imply for the organization, as well as the benefits of negotiating to resolve these vicissitudes. Therefore, it is in the last chapter, it focuses on the strategies used to resolve these conflicts in a tremendous way, based on the revaluation of natural processes of human interaction, such as communication.
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Citation
Espinoza Inchaustegui, R. V. (2020). Clima y cultura organizacional (Monografía de pregrado). Universidad Nacional Enrique Guzmán y Valle, Lima, Perú.