Identificación de la cultura base caso de la empresa Persianas Panorama S.A.
In this study the organizational culture of the studied company is identified, from there the high commitment practices are established that allow transforming the current culture into an innovative culture. For the identification of current culture, the Cameron & Quinn (1999) Values in Competen...
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| Tipo de recurso: | tesis de maestría |
| Estado: | Versión aceptada para publicación |
| Fecha de publicación: | 2019 |
| País: | Colombia |
| Institución: | Universidad Nacional de Colombia |
| Repositorio: | Repositorio UN |
| Idioma: | español |
| OAI Identifier: | oai:repositorio.unal.edu.co:unal/76131 |
| Acceso en línea: | https://repositorio.unal.edu.co/handle/unal/76131 |
| Access Level: | acceso abierto |
| Palabra clave: | 650 - Gerencia y servicios auxiliares::658 - Gerencia general Prácticas de alto compromiso Innovación Cultura organizacional High commitment practices Innovation Organizational culture |
| Sumario: | In this study the organizational culture of the studied company is identified, from there the high commitment practices are established that allow transforming the current culture into an innovative culture. For the identification of current culture, the Cameron & Quinn (1999) Values in Competence Model was used, which resulted in the organization's culture being hierarchical, indicating that it is one of the cultures that least facilitates innovation. From the concept of practices, as an element of the Coleman culture (2012) and practices as a way for cultural change Hofstede (1991 in Naranjo Valencia & Calderón Hernández, 2015) the main practices of the current culture were identified: Standardization of the work, supervision and control, accountability, measurement of efficiency indicators, centralization of decision making, fixed salaries, bureaucracy. Based on the study in Semco (Montoya Monsalve & Montoya Naranjo, 2012) in which the practices established from the theory in this organization were validated, they identified high commitment practices that contribute to the cultural transformation of the organization: Contingent compensation, high Discretionary, teamwork, extensive training and performance evaluation. The company studied is a company with more than 30 years of founded in the city of Pereira, participates in the metalworking sector and has 155 employees. |
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