Examinando por Materia "Cambio organizacional"

Mostrando 1 - 11 de 11
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    Actitudes de los funcionarios frente al proceso de transformación digital en una institución de formación a nivel técnico y tecnológico
    (EAFIT, 2020) Pastrán Castellanos, Flor de Jesús; Giraldo Henao, Catalina
    Objective: characterizing workers’ behavior regarding the digital transformation process in a technical college. To do so, it is necessary to identify what the main college workers’ beliefs, feelings and actions are in regards to the digital transformation process implementation. Method: A quantitative-descriptive-cross-sectional study was carried out through a case study in which an online survey was filled out by the actual linked workers (staff and contractors) of a specific technical college. Results: a survey was applied to 310 workers. 103 voluntary responses were obtained, equivalent to 33% of the participants. This allowed us to identify participants’ cognitive attitudes in 61%; effective in 63%, and behavioral in 75% regarding the digital transformation process that was carried out by the institution. Conclusion: appropriate attitudes were identified in the workers taking into account the cognitive, affective and behavioral components in relation to the digital transformation process the institution was performing.
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    El cambio organizacional, un artículo de revisión
    (Universidad EAFIT, 2021) Gallego Parra, María Camila; Soto Colomba, María Adelaida; Uribe de Correa, Beatriz Amparo
    Based on the literature review of scientific texts found in the databases Esbco Host, Scopus, Science Direct, Scielo, Redalyc and Google Scholar, the conceptions of organizational change are analyzed from different perspectives taken from references since the year 1980 to 2020. The structure and content focus on the presentation of the ideas and conceptions of organizational change and the common components found in the literature review, these are, people and leadership, communication and organizational culture, and organizational structure. This article has two main uses: the ideas presented show part of the evolution of the concept of organizational change, giving to interested professionals an input to facilitate decision-making in the managing change. Also, it is a construction of knowledge that serves to understand organizational change and the relationship with some of its components.
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    Comportamientos de resistencia al cambio que se presentan más comúnmente en los colaboradores de una organización prestadora de servicios de salud, a partir del cambio de gerente
    (Universidad Eafit, 2019) Restrepo Gómez, Myriam; Betancur Hurtado, Carlos Mario
    Abstract Objective: To identify the most common change resistance behaviors, derived from the process of changing managers in the primary group of a health service provider institution. Method: It is a study that aims to describe the behaviors of resistance to change, accompanied by the analysis of the results by the researcher. Considering that the investigation will take place at the current moment of the phenomenon, the design will be cross-cutting. The research will take place in a Health Service Provider Institution (HPI) with a group of people already selected and the object will be studied in this context, therefore, the method used will be the case study. Conclusions: There´s a great lack in the communication of the process of change, which can be rooted by differences in managerial styles. The organization´s seen as a managerial function, finding that can represent the paternalistic style of previous management. One of the sources of resistance to change is that it represents a loss of the affective bond. Communication make resistance behaviors ''active-expressive''. The breakdown of the affective bond, generates resistance under bearings ''expressive passive'' And the change seen as a loss and not feeling part of the change, show in the interviewees resistance behaviors ''passive-covert''
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    Implicaciones y desafíos percibidos por un grupo de líderes de una institución de educación superior asociados a un proceso de transformación digital para la innovación
    (Universidad EAFIT, 2019) Jaramillo Gaviria, Ana María; Estrada Valencia, Geraldine; Orejuela Gómez, Jonny Javier
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    Intervención comportamental para lograr que los líderes de Contento BPS implementen el modelo de felicidad SPIRE en sus equipos
    (Universidad EAFIT, 2024) Mosquera Moreno, Diego Fernando; Torres Giraldo, Valeria; Torres Cadavid, Susana
    At Contento BPS, a call center based in Itagüí, Antioquia, attempts have been made for 4 years to implement the SPIRE happiness model, a theory that aims to improve employee well-being. However, since the model must be implemented voluntarily, its impact has not been as expected. This project aimed to design a behavioral intervention to encourage the implementation of the SPIRE model in call center leaders, and that, in this way, it could also impact their work teams. According to BCW guidelines and findings. This research was carried out under the following phases: conceptualization that allowed us to know that it was necessary to intervene in reflective motivation, opportunities and capabilities; (2) design of the intervention protocol where the BCTs and functions of the intervention are described; and (3) results that showed good levels of acceptability to the model supported by social support techniques and credible sources as behavioral leveragers. In terms of loyalty, the main event was completed, which was the co-creation workshop and its deliverable was shared with the company, as well as the conceptualization of a communications campaign.
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    Liderazgo organizacional en Colombia: un estudio cualitativo
    (Universidad EAFIT, 1997) Ogliastri, Enrique; Universidad EAFIT
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    Nivel de work engagement de empleados en una empresa del sector eléctrico en Colombia durante un proceso de transformación digital entre 2022 y 2023
    (Universidad EAFIT, 2023) Pico Castaño, Indira Soraida; Ospina Agudelo, Maria Angélica; Betancur Hurtado, Carlos Mario
    The objective of this study is to evaluate Work Engagement in an organization in the Colombian electricity sector, taking a sample made up of 46 employees who were going through a digital transformation process. For the evaluation of Work Engagement levels, the UWES17 scale was applied, which allows evaluating the affective commitment towards work, which consists of 17 elements that measure three dimensions: Absorption, vigor and dedication. The results obtained show high levels of Work Engagement, despite the fact that the organization was going through a process of change, which on many occasions can affect the levels of Engagement and generate resistance; however, these positive results can be attributed to various factors related to proper change management, leadership, and the type of organization.
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    Percepción del impacto del cambio por la reorganización del trabajo en la salud mental de un grupo de empleados en una empresa del sector financiero de la ciudad de Medellín
    (Universidad EAFIT, 2022) Pumarejo Freile, Jajany Alejandra; Orejuela Gómez, Jonny Javier
    Goal: To characterize the perception of the impact of the change due to the reorganization of work on the mental health of a group of employees of a company in the financial sector in the city of Medellín. Method: Descriptive-qualitative study, with a phenomenological design, based on a case study of 10 employees of a company in the financial sector using a semi-structured interview. Results: The general perceptions of the change, implemented in the company due to the reorganization of the work are: better work organization and methodology and the most significant disadvantages were a greater vulnerability because of the management of external clients and the resistance to change by some employees. The positive impacts on the well-being experience are improvements in time management, improvements in variable compensation, personal and professional development, whereas the negative impacts are an increase in the workload for some positions and a greater negative impact on external clients. Regarding the consequences on the emotional level, the interviewees agree on the appearance of emotions such as frustration, anguish, and fears presented at the beginning of the implementation of the change without persistence over time and with few manifestations or consequences at the relational level. Regarding the symptoms of mental health effects derived from the change due to the reorganization of work, some such as muscle and back pain, tiredness and fatigue occurred, without knowing the exact cause of these symptoms. The strategies to reduce the impact of the change on mental health are mostly activities for comprehensive health care, such as physical activity, meditation, sharing with friends and family, and balancing work and personal life, as well as both individual and collective strategies with the family, group of friends and co-workers. Finally, the interviewees made recommendations such as strengthening the training and education processes, face-to-face visits to the branches, recognition and accompaniment of the employee in a comprehensive manner, as well as the knowledge of the business to connect it with the life purpose of each one. Conclusions: The results of the investigation allowed us to confirm that the changes because of the reorganization of work can have a positive and negative impact on the mental health of employees; a great number of advantages are perceived, more positive than negative impacts; few manifestations of symptoms and strategies for coping comprehensive health care individually and collectively, the effects or affectations on mental health will be less and less in employees when these types of organizational change are implemented.
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