Estudio de clima laboral y propuesta para mejorar las áreas críticas presentes en la Fundación Hermano Miguel de la ciudad de Quito, en el período septiembre 2016 -agosto 2017 : sistematización de la experiencia
The Hermano Miguel Foundation has the economic activity of providing occupational rehabilitation services, physical rehabilitation, language rehabilitation, medical service and defense of the rights of people with disabilities, technical assistance and orthopedics. The main purpose is to propose an...
| Autor Principal: | Simbaña Zhingre, Mayra Gabriela |
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| Formato: | bachelorThesis |
| Idioma: | spa |
| Publicado: |
2018
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| Materias: | |
| Acceso en línea: |
http://dspace.ups.edu.ec/handle/123456789/15187 |
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| Sumario: |
The Hermano Miguel Foundation has the economic activity of providing occupational rehabilitation services, physical rehabilitation, language rehabilitation, medical service and defense of the rights of people with disabilities, technical assistance and orthopedics.
The main purpose is to propose an improvement plan to correct the critical dimensions existing within the foundation, which are producing an unsatisfactory work environment for the collaborators. For them, a series of preventive and corrective actions have been considered to improve the satisfaction of the workers.
From the measurement of the work climate made by Human Talent Solutions (STH) the foundation saw the need to implement an improvement of areas that need to be reinforced, since the interior was being tense. This is the reason why the need to carry out a study of the results provided by the foundation was identified and, from this, to make a proposal to improve the critical areas present in the foundation.
Once the data and results provided by the foundation on work climate were studied, it was identified that the dimensions on which we should focus and take action are: Teamwork, communication and permanence in the organization; for which the proposal is to carry out workshops related to each dimension that needs to be reinforced, training each year, activities that encourage integration, and create communication channels.
The empowerment of the process and help of the foundation's collaborators should be reiterated, as it actively participated in the study of the work climate and the proposed action plan. This intervention created an antecedent in the foundation, without disturbing the subjective well-being and emotional potential, guaranteeing a full performance in each collaborator that works in the foundation. |
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