Instrumento de gestión organizativa aplicable en la ingeniería en construcción
Cargando...
Archivos
Fecha
2004
Profesor/a Guía
Facultad/escuela
Idioma
es
Título de la revista
ISSN de la revista
Título del volumen
Editor
Universidad Andrés Bello
Nombre de Curso
Licencia CC
Licencia CC
Resumen
El objetivo general de la presente investigación es la Proposición y Evaluación de un instrumento que identifique el Clima organizativo, en un ambiente de construcción, utilizando el Modelo de Litwin & Stringer (1968) que define el Clima como el conjunto de propiedades del ambiente de trabajo que son percibidas, directa o indirectamente, por las personas que laboran en ese ambiente y que influencian su comportamiento y motivación.
Para efectuar la cuantificación de estas propiedades, se considera al Clima como una variable interpuesta entre los diferentes factores del sistema y las tendencias motivacionales, y se utilizan las nueve dimensiones que explican el Clima, según el planteamiento teórico de los autores mencionados. La determinación de las dimensiones Estructura, Responsabilidad, Calor Humano, Soporte, Recompensa, Conflicto, Estándares, Identidad y Riesgo, responde al objetivo específico de la investigación.
El estudio es de tipo descriptivo, con un diseño no experimental transeccional. Se utilizan las técnicas e instrumentos para la recolección de datos como la observación directa y el cuestionario con 50 ítems de tipo cerrado de cuatro alternativas de respuesta, que sirve de base para la tabulación de los resultados, en matrices que corresponden a cada dimensión y su posterior análisis e interpretación.
Después de evaluar el Clima organizativo, tanto para el personal de la casa, y los contratistas, como para el total de la obra, se descubrió que sólo los resultados individuales son válidos para ser considerados.
Los resultados indican que para el personal de la casa existe un Clima favorable para las dimensiones: Estructura, Responsabilidad, Conflicto, Estándares, Identidad y Riesgo. Un Clima intermedio para las dimensiones: Calor Humano y Soporte; y un Clima desfavorable o negativo para la dimensión Recompensa. Para los contratistas, los resultados indican que, existe un Clima favorable para las dimensiones: Responsabilidad, Recompensa, Estándares, Identidad y Riesgo. Un Clima intermedio en la dimensión: Estructura; y un Clima desfavorable o negativo para las dimensiones Soporte y Conflicto.
En función de estos resultados, se presentan las recomendaciones pertinentes para mejorar la situación actual.
The general objective of the present investigation is the Proposition and Evaluation of an instrument that it identifies the Organizational Climate, in a construction environment, using the Pattern of Litwin & Stringer (1968) that defines the Climate like the group of properties of the work atmosphere that are perceived, direct or indirectly, by the people who work in that atmosphere and that they influence in its behavior and motivation. To make the quantification of these properties, it is considered to the Climate like a variable interposed between the different factors of the system and the motivational tendencies, and the nine dimensions are analyzed that explain the Climate, according to the theoretical position of the mentioned authors. The determination of the dimensions Structure, Responsibility, Human Heat, Support, Rewards, Conflict, Standard, Identity and Risk, respond to the specific objective of the investigation. The study is a descriptive type, with a design non experimental transectional. It is used the techniques and instruments for the gathering of data, like the direct observation and the questionnaire with 50 items of closed type of four answer alternatives that it serves as base for the tabulation of the results, in wombs that correspond to each dimension and their later analysis and interpretation. After evaluating the Organizational Climate, so much for the personnel of the house, for the contractors, like for the total of the work, it was discovered that the individual results are only valid to be considered. The results indicate that for the personnel of the house a favorable Climate exists for the dimensions: Structure, Responsibility, Conflict, Standard, Identity and Risk. An intermediate Climate for the dimensions: Human heat and Support; and an unfavorable or negative Climate for the dimension Reward. For the contractors, the results indicate that, a favorable Climate exists for the dimensions: Responsibility, Rewards, Standard, Identity and Risk. An intermediate Climate in the dimension: Structure; and an unfavorable or negative Climate for the dimensions Support and Conflict. In function of these results, the pertinent recommendations are presented to improve the current situation.
The general objective of the present investigation is the Proposition and Evaluation of an instrument that it identifies the Organizational Climate, in a construction environment, using the Pattern of Litwin & Stringer (1968) that defines the Climate like the group of properties of the work atmosphere that are perceived, direct or indirectly, by the people who work in that atmosphere and that they influence in its behavior and motivation. To make the quantification of these properties, it is considered to the Climate like a variable interposed between the different factors of the system and the motivational tendencies, and the nine dimensions are analyzed that explain the Climate, according to the theoretical position of the mentioned authors. The determination of the dimensions Structure, Responsibility, Human Heat, Support, Rewards, Conflict, Standard, Identity and Risk, respond to the specific objective of the investigation. The study is a descriptive type, with a design non experimental transectional. It is used the techniques and instruments for the gathering of data, like the direct observation and the questionnaire with 50 items of closed type of four answer alternatives that it serves as base for the tabulation of the results, in wombs that correspond to each dimension and their later analysis and interpretation. After evaluating the Organizational Climate, so much for the personnel of the house, for the contractors, like for the total of the work, it was discovered that the individual results are only valid to be considered. The results indicate that for the personnel of the house a favorable Climate exists for the dimensions: Structure, Responsibility, Conflict, Standard, Identity and Risk. An intermediate Climate for the dimensions: Human heat and Support; and an unfavorable or negative Climate for the dimension Reward. For the contractors, the results indicate that, a favorable Climate exists for the dimensions: Responsibility, Rewards, Standard, Identity and Risk. An intermediate Climate in the dimension: Structure; and an unfavorable or negative Climate for the dimensions Support and Conflict. In function of these results, the pertinent recommendations are presented to improve the current situation.
Notas
Tesis (Ingeniero Constructor)
Palabras clave
Ingeniería en Construcción, Administración, Clima Organizacional