Repositorio Institucional Universidad EAFIT :: Examinando por Materia "CULTURA CORPORATIVA

Examinando por Materia "CULTURA CORPORATIVA - COLOMBIA"

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Alineación de las prácticas y procesos de RRHH con la estrategia organizacional
(Universidad EAFIT, 2025) Varela Agudelo, Luisa Fernanda; Avendaño Gómez, Alba Deisy; Uribe Marín, Ricardo
The present thesis focuses on the analysis of human resource management from a strategic perspective, aiming to demonstrate how this area can generate real value for the business. The research is based on theoretical reference models, including the Harvard Model, Dave Ulrich’s approach, Competency Management, and the Balanced Scorecard, which help understand the role of human talent in the sustainability and competitiveness of organizations. Based on a diagnosis applied to the selected organizational context, key issues were identified: staff turnover, demotivation, low connection between human resource management and corporate strategy, as well as limitations in training, development, and international adaptation. Based on these findings, a methodological proposal was developed incorporating a survey instrument grounded in Ulrich’s model and a semi-structured interview guide aimed at contrasting the application of the studied models in organizational practice. The proposed action plan is structured in phases that include diagnosis, design, implementation, monitoring, and feedback. This scheme seeks to strengthen organizational culture, enhance human talent, incorporate management metrics, and support strategic decision-making. In this sense, the work intends to demonstrate that human resource management—under an “outside-in” or strategic ally approach—transcends its operational role and becomes a fundamental pillar of competitiveness, innovation, and sustainable value creation.
Aplicación del modelo ABC para la medición de la cultura de riesgo para la Corporación Autónoma Regional de Caldas “Corpocaldas”, año 2025
(Universidad EAFIT, 2025) Murillo Ballesteros, Germán Guillermo; Romero Orrego, David; Lasso Ramírez, Norma Constanza
The purpose of this research project is to develop the application process of the ABC Model for measuring risk culture in Corpocaldas. This is due to the fact that, despite the positive scores presented in the Furag evaluation for the year 2023, there is a perception within the entity that risk culture is not being presented as it should be. Therefore, and based on what Rodríguez (2019) stated regarding the ABC Model, the model is being applied in the entity. This is done using a mixed type of research with an exploratory and descriptive framework. The results demonstrate that, despite the instrument's score of 65, which can be considered high, it is necessary to strengthen aspects in the areas of attitudes, behaviors, and risk culture. Therefore, an improvement plan is presented to ensure its implementation and thus address what needs to be strengthened within the entity.
Diseño de una PMO para una empresa del sector manufacturero
(Universidad EAFIT, 2026) Posada Villegas, Alejandro; Henao Arango, María Cecilia
Estrategia para la retención de talento en el proceso de producción de Incolmotos Yamaha
(Universidad EAFIT, 2025) Machado Cadavid, Ángel Santiago; Plata Durán, Laura Nathalia; Betancur Hurtado, Carlos Mario
Gestión del conocimiento como impulsor de innovación un enfoque de investigación- acción en el área de I+D de Prebel S.A. BIC
(Universidad EAFIT, 2025) Pérez Marulanda, Manuela; Osorio Montoya, Barbara Patricia
Organizational knowledge is a strategic asset that integrates skills, experiences, and practices, whose management requires its mobilization and sharing to drive innovation. In a company such as Prebel S.A. BIC, this aspect becomes highly relevant; however, its potential to generate real value is not yet clear. This research aims to propose knowledge management strategies that foster innovation within Prebel’s R&D area. The study was conducted using an action-research approach within a qualitative, exploratory, and participatory framework. The methodology combined a literature review on the subject, organizational context research, and intervention, which constituted the action. This integration made it possible to analyze the current state of knowledge management within the organization and, at the same time, raise awareness of knowledge as a strategic asset. As a result of this process, strategies are proposed across three knowledge horizons. The first horizon seeks to reframe knowledge to strengthen current capabilities. The second horizon is oriented toward the amplification of knowledge and the creation of new capabilities. Finally, the third horizon focuses on challenging uncertainty and anticipating the future through knowledge, exploring initiatives that project the organization into the long term. Through this action, cohesion within the team was achieved, along with the first collective activities aimed at intentionally mobilizing knowledge.
Incidencia del trabajo remoto en la cultura organizacional : la experiencia de 12 trabajadores de la línea media de áreas de gestión humana del sector TI
(Universidad EAFIT, 2025) Pino Burgos, Dahyana; Taborda Mejía, Jennifer Catalina; López Gallego, Fracisco Darío
The strengthening of organizational culture has been closely linked to in-person work. However, the 2020 pandemic prompted a shift toward remote and hybrid work models, presenting new challenges for keeping organizational culture alive, especially among those who no longer share a physical workspace. This research aimed to analyze the impact of remote work on the experience of organizational culture in IT sector companies in Medellín, from the perspective of 12 mid-level human resources professionals. A qualitative, descriptive, and cross-sectional methodology was used, through structured interviews with informants experienced in organizational culture. Among the findings, a decrease in communication patterns and a negative impact on employees’ sense of belonging were identified, although effective strategies led by consistent leaders were also observed, aiming to preserve organizational culture in virtual environments.
Integración de la dimensión estratégica y operativa de la gestión de conocimiento para potenciar la innovación
(Universidad EAFIT, 2025) Londoño Bedoya, María Isabel; Osorio Montoya, Barbara Patricia
There are numerous studies on knowledge management as a fundamental enabler for achieving innovation. However, despite the literature, tools, and resources, organizations still lack a solid connection between knowledge management and innovation that allows initiatives to materialize. Therefore, this research aims to develop a knowledge management action framework that enhances innovation in organizations. The research is based on a systematic literature review and a comparative analysis of classic and emerging approaches, with the aim of articulating and connecting perspectives, leading to the construction of the framework. This framework is composed of an understanding of knowledge management from two dimensions: strategic and operational. The first includes enablers such as leadership, culture, metrics, technology, and processes, while the second corresponds to the operational activities of these enablers based on the organization's multi-scale knowledge. However, it is the deliberate integration of these two dimensions that makes knowledge management fundamental to enabling collective intelligence and strengthening innovation.
Lecciones aprendidas en la gestión de proyectos de diversidad e inclusión en empresas privadas colombianas : un análisis basado en testimonios de expertos
(Universidad EAFIT, 2025) Flórez Ibáñez, María José; González Restrepo, Juana María; Osorio Lema, Edwin Alexis
This undergraduate thesis analyzes the lessons learned in managing Diversity and Inclusion (D&I) projects in Colombian private companies, using a mixed-method approach that combines expert interviews with surveys of project leaders and key actors. Through the case study of “Por Talento” by Comfama and collected testimonies, the research identifies common barriers, effective strategies, and practical recommendations to improve the planning, implementation, and evaluation of inclusive projects. The study reveals that committed leadership, continuous training, accessible design, post-inclusion support, and impact measurement are fundamental pillars for building equitable and sustainable work environments. It concludes that strategically managed D&I not only enhances organizational development but also contributes to Colombia’s broader social transformation. Key words: Diversity and inclusion, Project management, Lessons learned, Case
Lineamientos de gobernanza y sucesión generacional en una empresa familiar del sector cafetero colombiano : hacia un futuro sostenible
(Universidad EAFIT, 2026) Correa Pulgarín, Camilo; Vásquez Ocaña, Oscar David; Macias Prada, John Fernando
Más allá del papel : significados de la inclusión y su chispa creativa en el día a día organizacional
(Universidad EAFIT, 2025) Zabaleta Castillo, Katy Sileni; Suárez González, Shirley Patricia; Macia Serna, María Isabel
This research addresses the relationship between organizational inclusion and innovative behavior, based on the premise that the mere existence of diversity and inclusion policies does not guarantee meaningful inclusion experiences for employees. It argues that the true effectiveness of such policies is reflected in how they are experienced and understood in everyday work life, creating a crucial gap between institutional discourse and subjective experience. Through a qualitative hermeneutic-interpretive approach, the study seeks to understand the meanings that employees attach to inclusive practices, considering dimensions such as a sense of belonging, individuation, and psychological safety as conditions that enable the emergence of innovative behaviors. The analysis focuses on a company in the manufacturing and trade sector in Medellín, characterized by a creative organizational culture focused on human talent and with strengthened inclusion policies, to identify how these translate into experiences that influence the creative spark of the employees. The findings of this research contribute to the field of organizational human development by offering a deeper understanding of inclusion as a lived experience and not just as a normative guideline, highlighting its potential to promote equitable, innovative, and sustainable work environments.
Mejores prácticas y lecciones aprendidas de expertos en empresas en Colombia
(Universidad EAFIT, 2025) Jaramillo Torres, Nicolás; López Gallego, Francisco Darío
This study explores hybrid work leadership in companies operating in Colombia through a qualitative, exploratory research design based on semi-structured interviews with twelve leaders experienced in managing hybrid teams. The research problem is framed within the post-pandemic reconfiguration of work, which accelerated the adoption of models combining in-person and remote modalities, requiring leaders to redesign coordination practices and agreements. The objectives focused on gathering experiences, identifying valued and counterproductive practices, and ranking them according to their perceived impact. The conceptual framework integrates classical and contemporary contributions (e.g., Daft, Baker, Burns, Goleman) and theories such as the managerial grid, Likert’s systems, situational leadership, contingency, and path-goal models, all of which help to understand how leadership roles adapt in hybrid settings. Methodologically, the study followed a qualitative approach with a non-experimental, cross-sectional, and exploratory design, ensuring informed consent, data custody, and confidentiality. The findings from the interviews were complemented by a ranking questionnaire in which the twelve experts (using a 1–5 scale) prioritized practices emerging from the interviews. Among the “best practices,” the most prominent were managing by results and maintaining structured and frequent communication, followed by building trust and autonomy, and providing continuous feedback. Other relevant practices included establishing clear ground rules, applying agile methodologies and tracking boards, fostering recognition and well-being, maintaining purposeful in-person rituals, ensuring flexibility in the hybrid model, and defining inclusive norms for all team members. Conversely, the “worst practices” identified by the experts included mandatory in-person attendance without purpose, micromanagement, hyperconnectivity and digital surveillance, exclusion of remote workers, excessive meetings, information leaks, distrust of remote employees, rigidity in hybrid models, and fully virtual onboarding for new team members. Overall, the results suggest that effective hybrid leadership balances operational clarity with responsible autonomy, avoiding intrusive control or purposeless physical presence.
Metodología Faro : Facilitando el Aprendizaje Reflexivo Organizacional
(Universidad EAFIT, 2025) Rico Flórez, Catalina; Arias Giraldo, Juan Esteban; Vélez Castiblanco, Jorge Iván
In the knowledge economy, an organization's ability to manage tacit knowledge is a decisive factor for its innovation, sustainability, and adaptation in complex contexts. However, a gap persists between the theory and practice of managing this type of knowledge due to the difficulty of designing methodologies that activate it and make it transferable in organizational life. This research aims to close this gap through the design and implementation of the FARO methodology, an experiential approach that integrates improvisation and theater as a vehicle for building living Ba environments. The research was conducted with a team of ten leaders from St. Even (Medellín, Colombia), through seven weekly two-hour sessions, framed within the action research methodology and complemented by autoethnographic and hermeneutic approaches. The fieldwork revealed a significant shift: although the initial goal was to foster the development of the “wise leader” (phronesis), the findings showed that the true potential lay in the creation of an experiential Ba, understood as a relational and symbolic space where trust, creativity, self-knowledge, and collective learning emerge. The results reveal that the FARO methodology facilitates creative awakening, comprehensive self-awareness, and the building of authentic connections, elements that enhance the quality of shared tacit knowledge and project it toward innovation and the common good. The main contribution of this thesis lies in offering a theoretical and practical framework that enables organizations to become schools for learning about humanity, where knowledge is transformed into personal, collective, and cultural development.
Modelo de gestión de indicadores que contribuya a la toma de decisiones y al mejoramiento continuo en una empresa del sector minero-energético
(Universidad EAFIT, 2025) Giraldo Peláez, María Cristina; Giraldo Hernández, Gina María; Bedoya Cardona, Nelson de Jesús
Percepciones de los colaboradores de la empresa PULSO Tiempo de Hombres sobre los cambios estratégicos y su impacto en la motivación y el bienestar laboral
(Universidad EAFIT, 2025) Cabrera Caicedo, Sara María; Betancur Hurtado, Carlos Mario
Percepciones y expectativas sociales frente al soborno en empresas de una alianza anticorrupción : un enfoque de normas sociales e innovación social
(Universidad EAFIT, 2026) Mogollón Marín, Angélica; Palau Vasco, Jesús Alexander
The prevention of bribery in the private sector has gained increasing relevance in corporate integrity agendas, particularly in contexts where interactions with public sector actors create complex ethical risk scenarios. Traditionally, organizational efforts have prioritized approaches centered on regulatory compliance, the strengthening of internal controls, and the adoption of regulatory frameworks. However, these instruments become limited when individual decisions are mediated by collective dynamics, shared perceptions, and social expectations that shape what is considered acceptable, expected, or tolerated within specific organizational and sectoral environments. From this perspective, understanding bribery solely as an individual deviation or as a problem of formal incentives limits the possibility of intervening in a structural manner. Contributions from social norms theory have broadened this understanding by situating ethical behavior at the intersection of personal beliefs, expectations about what others do (empirical expectations), and perceptions of what others approve or disapprove of (normative expectations). This approach recognizes that decisions do not occur in a vacuum but rather within social frameworks where conformity, reputation, hierarchy, and contextual pressures influence action. Consequently, efforts to strengthen organizational integrity require diagnostic approaches that go beyond declarative commitments and explore the social structures that sustain—or weaken—ethical behavior. Within this framework, social innovation applied to the business environment opens opportunities to design more comprehensive cultural change strategies. This implies not only identifying compliance gaps but also understanding behavioral patterns, zones of normative ambiguity, and tensions between individual moral judgment and perceived social expectations. Diagnosing these dynamics helps guide interventions that act upon the social mechanisms that reproduce practices, fostering environments in which integrity is also supported by shared consensus and aligned expectations. This study was conducted with private sector companies participating in an anti-corruption business alliance, whose sectors maintain frequent interaction with public sector entities. In line with the defined scope, the analysis focused on the sectors represented within the alliance, preserving the confidentiality of the organizations and avoiding their individual identification. This delimitation made it possible to explore sectoral patterns from a situated diagnostic perspective, without intending to generalize findings to the broader business universe. The general objective of the study was to map and understand behavioral patterns associated with bribery prevention—customs, descriptive norms, and social expectations—that influence decision-making processes among private sector actors interacting with the public sector, through an instrument based on vignettes and counterfactual scenarios. Specifically, the study aimed to: identify empirical and normative expectations that may condition ethical decisions; explore their potential effect on declared behavioral preferences; analyze variations according to the type of social pressure—prescriptive, proscriptive, or hierarchical—and the business sector; and examine the relationship between social expectations and the declared preference to act ethically, in order to identify social mechanisms that reinforce or weaken organizational integrity. Methodologically, the study employed vignettes and counterfactual scenarios as its central diagnostic tool, allowing the observation of judgments and declared preferences in simulated situations involving bribery risk. This approach made it possible to approximate social dimensions of behavior that rarely emerge through direct questioning, by placing participants in contextualized dilemmas where formal rules, social pressures, and practical considerations interact. Finally, given its exploratory and diagnostic scope, the analysis was not intended to determine the existence of consolidated social norms in a strict sense. Instead, it prioritized mapping shared perceptions and social expectations as signals regarding the strength, ambiguity, or fragmentation of normative references surrounding bribery prevention. These findings provide input for the formulation of recommendations aimed at cultural change, the strengthening of organizational integrity, and the design of social innovation strategies within the companies participating in the alliance.
Prácticas aconsejables y desaconsejables en el proceso de apropiación de la cultura corporativa, por parte de las personas en empresas de Colombia : el juicio calificado de 15 expertos
(Universidad EAFIT, 2025) Saldarriaga Bustamante, Maria Clara; Correa Higuita, Alejandra; Restrepo Guzmán, Julián; López Gallego, Francisco Darío
This research focused on the analysis of advisable and inadvisable practices that facilitate or hinder the appropriation of corporate culture in Colombian companies, with the aim of providing useful tools for leaders, human resources directors, and consultants in the process of corporate culture appropriation. Corporate culture is understood as a cornerstone of organizational life, shaping behavior, strengthening identity, and aligning strategic objectives with the employees’ experience. The study addressed the following research question: What are the advisable and inadvisable practices for the appropriation of corporate culture by individuals in Colombian companies? This thesis adopts a qualitative methodological design, drawing on the expert judgment of fifteen specialists in human resource management and organizational development. Their contributions were compared with theoretical frameworks to identify both advisable and inadvisable practices for the appropriation of corporate culture by employees in Colombian companies. The findings highlight practices that obstruct cultural appropriation, including the unilateral imposition of culture, tolerating leadership that is inconsistent between stated values and daily actions, implementing initiatives without a prior diagnostic assessment, insufficient allocation of resources, and undervaluing the role of culture in strategic management. Conversely, the research demonstrates that appropriation is facilitated through employee participation fostered by cultural ambassadors, the use of rituals and symbols that strengthen collective identity, strategic communication, visible and consistent leadership, and the alignment of human resource processes with organizational values. Ultimately, the appropriation of corporate culture is achieved through its daily enactment and the coherence between discourse and practice.
Prácticas que favorecen la retención del conocimiento : caso de una institución educativa de la ciudad de Cartagena
(Universidad EAFIT, 2026-03-02) Galezo Vergara, Paula; Ramírez Pérez, Y. Alexandra
The present study aims to identify practices that foster knowledge retention in an educational institution located in the city of Cartagena, Colombia. To this end, a qualitative descriptive research approach was adopted, based on the documentary review of institutional policies and national regulations, the analysis of the results of the Single Management Progress Report Form (FURAG), and the application of semi-structured interviews with key institutional actors. In addition, experiences and approaches documented in the specialized literature on knowledge management were analyzed as reference frameworks for understanding the phenomenon under study. The results allow for the identification of current knowledge retention practices, revealing that these are developed in an isolated manner and without a formal institutional model to articulate them. Risks of knowledge loss associated with staff turnover, a high dependence on tacit knowledge, and the absence of standardized knowledge transfer mechanisms were identified. Nevertheless, actions related to documentation, training, and knowledge socialization were also recognized, which partially contributed to institutional continuity. It is concluded that the identification and institutional formalization of these practices would strengthen knowledge retention and promote the development of an organizational learning culture within the institution.
Transformación de la cultura organizacional en empresas medianas del sector servicios en Antioquia : análisis de la opinión de diez expertos
(Universidad EAFIT, 2025) Lizarazu Upegui, Verónica; López Gallego, Francisco Darío
Un acercamiento desde la teoría del desarrollo moral de Kohlberg a la relación entre los marcos práctico, discursivo y ético-moral, que se ocupan del impacto empresarial
(Universidad EAFIT, 2025) Taborda López, Juan Diego; Uribe de Correa, Beatriz Amparo
This research analyzes how the practical, discursive, and ethical-moral frameworks shape the relationship between companies and their environment, particularly concerning business impact and Corporate Social Responsibility (CSR). Using a qualitative approach, information was collected through interviews with strategic leaders from nine Colombian organizations from various sectors and trajectories. The analysis was structured around three key axes: Kohlberg’s theory of moral development, which helps identify the level of moral reasoning in organizational decisions; the interpretive framing approach applied to practical, discursive, and ethical-moral dimensions; and the types of ethics proposed by Vila Merino. The findings reveal a predominance of practices and narratives rooted in an instrumental ethic, where sustainability is primarily conceived as a means to ensure profitability and legitimacy. However, there are also cases in which a company’s core purpose is oriented toward solving social or environmental problems, reflecting more advanced ethical principles. This leads to a reflection on how, despite signs of transformation, the current context imposes structural limits on the development of a truly postconventional ethic. Additionally, the study highlights emerging questions that may inspire future research on how organizations could overcome these limits and operate from more autonomous and transformative ethical frameworks.

Examinando por Materia "CULTURA CORPORATIVA - COLOMBIA"

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