Estudio del clima laboral y elaboración de plan de mejora para el personal docente a tiempo completo de las áreas de conocimiento de ciencias sociales y del comportamiento humano y de educación, de la Universidad Politécnica Salesiana, sede Quito
The following work is an attempt to intervene in the labor climate of Universidad Politécnica Salesiana’s teaching staff. The first part of this paper is a labor climate analysis, including subjects such as processes, responsibility roles and results. The ending part of the document is a proposition...
| Autor Principal: | Caiza Pilco, Karina Vanessa |
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| Formato: | bachelorThesis |
| Idioma: | spa |
| Publicado: |
2015
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| Materias: | |
| Acceso en línea: |
http://dspace.ups.edu.ec/handle/123456789/9847 |
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| Sumario: |
The following work is an attempt to intervene in the labor climate of Universidad Politécnica Salesiana’s teaching staff. The first part of this paper is a labor climate analysis, including subjects such as processes, responsibility roles and results. The ending part of the document is a proposition of solutions and continuous improvement processes for the problems identified in the previous analysis.
Is important to have a motivates, satisfied and committed staff, so general issues with general subjects like organizational culture and behavior, as they are co-stars of the development of labor and influential climate in individual and group behavior.
The initial analysis and diagnosis uses the CLA test, with a sample of 45 teaches (50% plus one of the teachers). This test evaluates eight parameters: organization, communication, implication, participation, information, condition, self-fulfillment, and innovation. The test also evaluates the labor climate in processes, areas, activities y responsibility roles.
Finally, after a theoretic introduction and after the analysis (using the tool described above), we will identify the factors that shouldn’t be changed and those that need to be reinforced or improved. We will propose improvement alternatives based on the results, the University’s needs and functionality, and the teaching staff characteristics. This way we expect to reach de satisfaction levels that University and the staff need. |
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