Examinando por Materia "Cultura organizacional"

Mostrando 1 - 20 de 45
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    Análisis de los efectos de las acciones de endomarketing aplicadas a los empleados de la Universidad EAFIT
    (Universidad EAFIT, 2021) Gómez Zapata, José Daniel; Rojas de Francisco, Laura Isabel
    The demographic change that humanity is undergoing leads organizations to rethink their administrative processes, as well as their relationships with stakeholders, and one of them is their human capital. This is where the relevance of endomarketing strategies becomes very valuable when it comes to connecting human development with the achievement of the goals set. The purpose of this research proposal was to analyze the current state of the endomarketing actions implemented by Universidad EAFIT, by means of a mixed exploratory study that gathers different techniques of information gathering, with the participation of the employees with labor contract of the University, and with the accompaniment of the Department of Employee Development, and intended to offer conclusions and suggestions that allow reorganizing and focusing actions that generate greater value and that go towards the interests of the University and its collaborators. Likewise, and in the same way, we sought to know the current state of EAFIT in relation to different private universities located in Medellín. This study contributes to one of the guiding principles set forth by the University in its 2030 itinerary, where "Growing with the employee", is set as an objective to be achieved.
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    Buenas prácticas para la gestión de proyectos de permanencia y éxito estudiantil : una propuesta para la Universidad EAFIT
    (Universidad EAFIT, 2021) Gil Zapata, Ana María; Gómez Ardila, Lizeth Johana; Zea Restrepo, Claudia María
    This research work entitled Good practices in the management of projects of permanence and success of the students: a proposal for EAFIT University, inquires the project management methodologies used by university-type organizations for the deployment of its internal initiatives, whose sector is differentiated and prone to transformation, but in which it is necessary to increase the agility in its developments to achieve its reinvention. Specifically, a fundamental challenge of the universities is the student permanence and success and project management constitute as an effective route to address these issues even more in uncertain environments such as those imposed by the Covid-19 pandemic, which considerably impacted the higher education sector, subject considered in this research. This work gathers a series of good practices in project management that can be implemented by universities as a certain, methodical and rigorous way to address the phenomena of student permanence and success, through the collection of successful experiences already lived by others higher education institutions. For this, four categories are proposed that synthesize the identified good practices, namely: strategic, composed of those statements that are part of the strategic management of universities; institutional, made up of the particular and characteristic components of each institution; project management, which considers the methodologies, operating frameworks, guidelines and tools for project management; and operational, related to the resources that facilitate the implementation of projects in the work teams. Finally based on a diagnosis about EAFIT University, as an analysis unit of the investigation, recommendations are made for its Office for Student Success. This research shows project management streamlines, optimizes and enhances the management of student permanence and success, capitalizing its benefits in favor of the sustainability of universities.
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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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    Características de la cultura de ciberseguridad en fintech colombianas
    (Universidad EAFIT, 2023) Vargas Molina, Camilo; Uribe Orrego, Andrés Felipe; Manrique Tisnés, Horacio
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    Caracterización de la cultura organizacional e identificación de buenas prácticas en la gerencia de proyectos en sedes internacionales de la Compañía VeriTran S.A., basados en las áreas del conocimiento establecidas por el Project Management Institute (PMI)
    (Universidad EAFIT, 2021) Sánchez Romero, Estefanía; Henao Arango, María Cecilia
    Aiming to take advantage of the business model of the organization VeriTran S.A., which consists of providing its consulting and implementation services to the global financial industry for the construction of its mobile applications and transactional web portals, the management methodologies in each of the projects for the different countries are described, since there is not an standard methodology to approach all the projects of the organization, and when compared, it is identified that some methodologies work better than others. Additionally, there is an ingrained work culture within the organization that informs almost every aspect of its everyday running, which is why it is appropriate to determine how some elements of the organizational culture influence project management, in addition to the opportunity of identifying best practices in project management from four international offices, based on the areas of knowledge established by the Project Management Institute, PMI, in order to improve the organization's performance and achieve greater customer satisfaction. This master's work presents a consolidation of Good Practices in project management and how some elements of organizational culture influence the behavior and performance of the organization, through surveys designed with key questions from each of the areas of knowledge according to the PMI, through interviews designed with key questions for each of the PMI knowledge areas, and these in turn associating questions created based on experts criteria to cover the organizational culture.
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    Cultura de innovación en organizaciones de arquitectura y diseño de paisaje en Medellín
    (Universidad EAFIT, 2022) Cano Bedoya, Carlos Alberto; Gentilin, Mariano
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    Cultura de innovación y conocimiento
    (Universidad EAFIT, 2019-09-13) López Quiroga, Arianna Yamile; Roldán Guerrero, Marcela; Henao Cálad, Mónica
    Culture is part of the core of an organization and is based on the values, beliefs, rites, symbols and attitudes of each of the people who make it up individually and in groups. Having said the above, this work focuses on understanding the current organizational culture, to identify the necessary elements and evolve towards a culture that responds easily and quickly to the challenges faced by organizations at the level of skills, competence, needs of the client, creation of new businesses, etc. It is there that the culture of innovation and knowledge is recognized as an integral culture and ideal ingredient, at the organizational level, to achieve the strategic objectives. In the same way, a proposal is raised to incorporate the culture of innovation and knowledge in the organizations, however the viability of that is subject to the existing culture. The work is presented in the following chapters: in the first one a description of the problem statement is made; the second chapter is formed by the theoretical framework, which identifies: concepts, characteristics, elements, models and indicators of organizational culture, knowledge and innovation, which allow the definition of relation and integration between these cultures. On the other hand, in the third chapter, the methodology framed in the literature reference search is detailed, which has three moments: planning, review and report of the results obtained. The above is intended to highlight the existence or not of bibliographic material, where the culture of innovation and knowledge is formulated and finalized with a proposal to implement a culture of innovation and knowledge. In the fourth chapter, this proposal is divided into two fronts of action: one for the creation of a culture of knowledge and innovation and another for monitoring this cultural creation. It should be added that, at the end of this chapter, the arguments, values, traits and benefits are consolidated in response to a strategic apex at the time of implementing the proposal. It is relevant to identify that at this point in the work a reference activity was carried out with two companies of the metropolitan area. The first one, Tronex, is immersed in an activity of cultural transformation. And the second one, Grupo Afín Farmaceútica, born with the conviction and ideology of being different, therefore, is framed in a philosophy of culture that creates attitudes to meet that scope. This activity is part of the methodology and learning of it, which allowed for a compilation of practices. Finally, the conclusions are presented, in which a recap of the main ideas developed in different chapters throughout this investigation is made.
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    Cultura organizacional e innovación : una revisión de la literatura
    (Universidad EAFIT, 2020) De Araujo Uribe, Natalia; Gentilín, Mariano
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    Cultura organizacional y gestión del conocimiento : el caso de la subsecretaría de ingresos de la Secretaría de Hacienda del Municipio de Medellín
    (Universidad EAFIT, 2021) Castaño Vallejo, Nazly Idleen; Gentilín, Mariano
    El presente trabajo de investigación plantea como objetivo general hacer un análisis de los aspectos de la cultura organizacional que facilitan y/o obstaculizan la Gestión del Conocimiento de la Subsecretaría de Ingresos, adscrita a la Secretaría de Hacienda del municipio de Medellín, que ha mostrado interés por fortalecer la cultura de la organización a partir de la necesidad de apalancar el aprendizaje de sus procesos con el de las personas que laboran en la entidad, aprendizajes cuya eficiencia se encuentra comprometida dada la alta rotación contractual que coexiste en las áreas operativas y estratégicas, lo que ha generado reprocesos en las áreas y evidentes pérdidas en relación con el conocimiento acumulado como activo intangible de la entidad. Conceptualmente, se tendrán en cuenta las propuestas Probst (1998) para el análisis de los procesos de gestión del conocimiento, Gentilin (2019) para el proceso de configuración cultural entre las dinámicas deseadas y vivenciadas, y de Marsal & Molina (2002) para el análisis y relación entre la cultura organizacional y la gestión del conocimiento. Metodológicamente, la recolección de información primaria se hará a través de entrevistas y un cuestionario, que en conjunto permitirán analizar la cultura desde los aspectos culturales más relevantes, con la intensión de agruparlos en formales, informales y de contexto, para posteriormente analizarlos en relación a las prácticas inherentes a la gestión del conocimiento e identificar en qué momentos están influyendo factores condicionantes. Para finalizar, y desde un análisis de la cultura deseada y vivenciada de la organización, se presentará una propuesta direccionada a fortalecer la cultura del conocimiento en la Subsecretaría de Ingresos.
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    Cultura Organizacional, un contraste entre antropología y Administración
    (Massangana- Fundação Joaquim Nabuco, 2011-01-01) Muñoz, Rodrigo; Universidad EAFIT. Departamento de Administración; Administración y Organizaciones
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    Cultura Organizacional: Un Enfoque Integral Para El análisis De Las Organizaciones Virtuales
    (2013-06-01) Gentilin, Mariano
    El estudio de las organizaciones, así como de la cultura dentro de éstas, son tópicos de inagotable interés y grandes debates dentro del campo organizacional...
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    Desafíos que impone a la cultura organizacional la organización del trabajo derivada de la aparición de la pandemia COVID 19 en una empresa del sector manufacturero
    (Universidad Eafit, 2020) Patiño López, Marcela; Betancur Hurtado, Carlos Mario
    Objective: To identify what challenges the appearance of the Covid 19 pandemic has on organizational culture and the how work is performed in a manufacturing sector company. Framework of conceptual references: the concepts around which the references revolve are: Organizational Culture, work organization, Pandemic Covid 19. Method: The work is a qualitative, descriptive and cross-sectional study. The design was made with a case study based on semi-structured interviews with 10 employees of a manufacturing sector company who have been with the company for more than 2 years. Employees were either in the administration team or administrative roles of the operational team. The results were organized into four large blocks that highlight the sociodemographic data of the participants. The data related to each of the sociodemographic categories was further assessed as changes in the way the work was being performed as a result of the onset of the pandemic, or alternatively the effect of the formal or expressive elements and the core aspects of the organizational culture. Conclusions: According to the results obtained and their respective discussion analysis, it can be said that the main challenges for the company were driven by essential changes in the way work is performed. This is primarily as a result of the implementation of strategies focused on Biosafety for protection health of employees, all of these have an impact on finances and human resources. Additionally, most of the participants refer to changes such as the reduction of employees in the production plant as a result of the decrease in sales, the redesign of some procedures and work methodologies, the increase in workloads for some areas, the relationships to the interior and exterior product of, among other reasons, physical distancing and remote work. All those changes, as indicated by the participants, have been mainly leveraged by the participation of management in decisions and through the flow of resources to face the situation, as well as the ability of the organization itself to easily adapt to changing situations in the environment. Finally, it was concluded that the organizational culture was affected more in regard to formal or expressive elements than to core elements, leaving values as that aspect that only few subjects perceived as changing. Whilst changes in technology, work attire, the aesthetics and distribution of spaces were noted, the characteristics, of communicational style and rituals stood out as the most influential.
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    Efectos de la comunicación informal en la cultura organizacional de una empresa comercializadora de la ciudad de Cali
    (Universidad EAFIT, 2022) Pérez Vidal, Verónica; Porras Cortés, Wilmar; Giraldo Henao, Catalina
    Objective. Identify the effect of informal communication on the organizational culture of a marketing company in Cali (Colombia). Method. It was carried out through a qualitative descriptive cross-sectional study; The research design was a case study based on semi-structured interviews with eight collaborators of different positions who voluntarily participated. Results. The data obtained allowed us to understand that the collaborators of the different hierarchical levels perceive informal communication as the exchange of information through channels not endorsed or standardized by the organization; characterized by its agility, fluidity, lack of supports or evidence, and susceptible to distorting information affecting the organizational culture in terms of values, processes, interpersonal relationships, and corporate image. Conclusions. A perception is evident that informal communication is inevitable and impacts the elements of the organizational culture in different ways, however, its effects can be mitigated as the company designs alternatives that normalize said communication.
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    Estructuración de un procedimiento metodológico estandarizado para la formulación de pequeños proyectos teniendo en cuenta la alineación estratégica de la Compañía Nacional de Chocolates S.A.S.
    (Universidad EAFIT, 2019) Cadavid Torres, Mario Alejandro; Uribe Velásquez, Julián; Salazar Gómez, Francisco Javier
    The main goal of the present Final Project is structuring a methodological procedure for the formulation of small projects at Compañia Nacional de Chocolates S.A.S, following its corporate objectives and strategy. Compañia Nacional de Chocolates formulates around 270 new small projects every year. This means almost one project per day. The formulation´s procedure of a small project is the same regardless of its sales potential and its profitability. Its offers the opportunity to structure a single, standardized and sequential process for the formulation of small projects that leads to Compañía Nacional de Chocolates´ success. The diagnosis of the current policies, procedures and formats was made based on ONUDI methodology, which allowed realizing the company´s strength and opportunities about project formulation. At the end, a standardized methodological procedure was structured for the real formulation of small projects that allow the company optimizing the resources in a more efficient way and reaching its Mega 2020.
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    Estudio de caso : transformación digital de Renault Sofasa
    (Universidad EAFIT, 2021) Guzmán Botero, Felipe; Trujillo Cadavid, Juan Camilo; Uribe de Correa, Beatriz Amparo
    The fourth industrial revolution presents great challenges and considerable opportunities for companies in Colombia. At a time when new technologies have been developed in recent years, companies face the challenge of transforming themselves digitally. In Colombia this process still has a high development potential. In fact, in 2019 only 11.7% of organizations had a digital strategy (Colombia está quedada en transformación digital, 2019). This work sought to identify key aspects of digital transformation and identify Colombian companies that are carrying out digital transformation processes. Through the writing of a case study, it is exposed the digital transformation strategy started in 2018 by Renault Sofasa, one of the car assemblers with the longest experience in Colombia.
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    Experiencia de empleado : caso de estudio - Hospital Pablo Tobón Uribe
    (Universidad EAFIT, 2022) Londoño Múnera, Marcela; Garcés Mejía, Ana María; Betancur Hurtado, Carlos Mario
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    Factores de éxito en la adopción de las tecnologías de información en cuatro empresas de Medellín que han implementado sistemas de Enterprise Resource Planning
    (Universidad EAFIT, 2012) Uribe Londoño, María Adelaida; Uribe de Correa, Beatriz Amparo; José Fernando Acevedo
    Implementation of ERP systems in several companies from Medellín has produced both negative and positive results. Most of the projects barely have survived, and in general there is a feeling of apprehension arisen by the idea of implementing or changing an ERP, due to the trauma and impact it generates in the company. Its causes are varied, but there exists a common ground upon which it is worth a deeper reflection: the mismanagement of change. Change management is a set of activities that are to be performed along or simultaneously with the implementation of technology projects; therefore, it is closely related to technological change. This kind of management is focused on achieving the carrying out of the activities by the personnel in charge of the project in an appropriate manner in terms of motivation, and also that users may adopt the new system hassle-free: hence its direct relationship with organizational culture.
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    Factores que facilitan y obstaculizan la transferencia de la formación en un contexto laboral
    (Universidad EAFIT, 2021) Serrano Rueda, Jorge Armando; Betancur Hurtado, Carlos Mario
    Training, as a human resource management practice, is becoming increasingly important in the development of human capital of strategic importance for the organization, however, many efforts aimed at training in work contexts are diluted when people return to work your daily workplace. The purpose of this qualitative study was to characterize the factors that facilitate and hinder the transfer of the training received in a leadership development program in a company in the colombian agricultural sector. As a data collection instrument, semi-structured interviews were used with managers, directors and boss of different areas of the organization who fully completed the program. The data collected in the interviews were processed using the ATLAS.ti software program. The findings identified the variable motivation for transfer as the one with the greatest impact in terms of facilitating the transfer of training and organizational culture as the greatest obstacle to transferring the knowledge and skills acquired in the program. In addition, intervention alternatives are proposed that promote the transfer of training within the organization under study.