Examinando por Materia "LIDERAZGO - ASPECTOS SOCIALES"

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    Estilos de liderazgo de rango completo y su relación con el compromiso cívico en jóvenes : caso capstone Nodo Arboletes
    (Universidad EAFIT, 2025) Castañeda Bedoya, Deicy Marcela; Garzón-Lasso, Fernando Alexander
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    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.