Repositorio Institucional Universidad EAFIT :: Examinando por Materia "Cultura organizacional"

Examinando por Materia "Cultura organizacional"

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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.
Análisis de la entrevista laboral : percepciones de expertos sobre su eficacia para identificar la alineación organizacional
(Universidad EAFIT, 2026-05-27) Bedoya Giraldo, Juan Daniel; Gallego López, Francisco Darío
This research analyzed experts’ perceptions regarding the possible effectiveness of the job interview as a selection tool for identifying the alignment between candidates’ values, knowledge, competencies and practices, and organizational purposes. The general objective of the study was to analyze this effectiveness from a practical, academic, and managerial perspective. It was developed under a qualitative approach through semi-structured interviews conducted with ten personnel selection experts. The results revealed that the interview presents significant limitations derived from subjectivity, power asymmetry, candidates’ strategic preparation, and the difficulty of evaluating deeper dimensions such as cultural fit. Furthermore, it was found that the candidates’ emotional experience significantly influences organizational perception and the validity of the process. The conclusions state that the job interview is not sufficiently effective on its own, but it can become a highly valuable strategic tool when integrated with complementary methodologies, interviewer training, and more human and culturally coherent processes.
Análisis de lecciones aprendidas a partir de expertos colombianos en la gestión de proyectos de infraestructura tecnológica
(Universidad EAFIT, 2025) Torres Robles, Julie Andrea; Benjumea Diez, Jhon Miguel
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.
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.
Características de la cultura de ciberseguridad en fintech colombianas
(Universidad EAFIT, 2023) Vargas Molina, Camilo; Uribe Orrego, Andrés Felipe; Manrique Tisnés, Horacio
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.
Comportamientos asociados al liderazgo en la implementación de una cultura de gestión por procesos en un centro de servicios compartidos de Antioquia
(Universidad EAFIT, 2023) Pertuz Ruiz, Cinthya Vanessa; Garzón Lasso, Fernando Alexander
Cultura de innovación en organizaciones de arquitectura y diseño de paisaje en Medellín
(Universidad EAFIT, 2022) Cano Bedoya, Carlos Alberto; Gentilin, Mariano
Cultura de innovación y conocimiento
(Universidad EAFIT, 2019) 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.
Cultura organizacional como influencia en la retención del capital humano en empresas de agroindustria
(Universidad EAFIT, 2025) Grajales Moreno, Angélica María; León García, Mateo; Alzate Castro, Verónica; Betancur Hurtado, Carlos Mario
Cultura organizacional e innovación : una revisión de la literatura
(Universidad EAFIT, 2020) De Araujo Uribe, Natalia; Gentilín, Mariano
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
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
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...
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.
Desarrollo de una metodología de evaluación de desempeño para los trabajadores de Cámara de Comercio de Montería
(Universidad EAFIT, 2025) Castellanos Ávila, Juliana; Villamizar Reyes, Milena Margarita
The present study aimed to design a performance evaluation methodology tailored to the structural, functional, and human particularities of the Chamber of Commerce of Montería, based on a deep understanding of the organization's internal dynamics. The research was conducted using a qualitative approach, focused on interpreting the experiences, meanings, and practices of institutional actors regarding the existing evaluation processes. The significance of the study lies in addressing the limitations of the traditional evaluation model, which showed weak alignment with organizational strategy, limited formative capacity, and low appropriation by staff. A descriptive and exploratory research design was adopted, grounded in the interpretative paradigm and the instrumental case study method. Data collection techniques included document analysis, semi-structured interviews, and a focus group, which enabled the gathering of meaningful testimonies and the development of a comprehensive perspective on performance evaluation within the organization. The findings revealed that the organization is undergoing a transition toward a competency-based model, which has not yet been fully consolidated or normatively defined. Additionally, deficiencies were identified in the contextualization of indicators, low employee participation in the evaluation process, and weak integration with strategic planning. Despite these weaknesses, positive effects on motivation and performance were observed when evaluation practices incorporated structured elements and feedback mechanisms. The study concludes that performance evaluation should be regarded as a key component of organizational culture. It proposes a methodology centered on a competency-based approach, active participation of employees, continuous feedback, ongoing improvement, and the use of digital tools, aiming to strengthen human talent management and contribute to achieving institutional objectives.
Diseño de la oficina de gestión de proyectos como herramienta de alineación entre la estrategia y la operación de la empresa Cadissa en la industria del turismo
(Universidad EAFIT, 2026-05-12) Palacio Vasquez, Manuela; Garnica Barraza, Ernesto
Documentación de los procesos de Servicios Transversales de la Universidad EAFIT centrados en estudiantes : estrategia para la estandarización y gestión del conocimiento
(Universidad EAFIT, 2025) Usuga Londoño, María Alejandra; Velásquez Cuartas, Jhon Orlando; Giraldo Hernández, Gina María
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.

Examinando por Materia "Cultura organizacional"

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