Clima organizacional: teoría y práctica

Rubiano, Mónica García; Rodríguez, Juan Javier Vesga; Gómez-Rada, Carlos Alberto

doi:10.14718/9789585133396.2020

Cited by 12 publications

(20 citation statements)

References 41 publications

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“…According to the criteria of authors such as Beer (1998); Alles (2000); Becker et al (2002);Chiavenato (2003); Cuesta (2005); Cartaya (2009), the GRH demands to break the division of activities, in contrast to the old Taylorian theory and consolidate the strategic and systemic connection. In this sense, the role of people in organizations is reevaluated, whereupon Rifkin (2000), affirms that concepts, ideas, images -not things-are the authentic articles with value in the new economy. Wealth no longer resides in physical capital but in human imagination and creativity.…”

Section: Phase 3: Actions Aimed At Evaluation and Stimulationmentioning

confidence: 92%

Institutional communication for the management of human talent

Rodríguez-Bravo

2023

Episteme & Praxis

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This article is carried out with the objective of designing a system of communication actions that allows favoring the management of human talent in the organization. As a necessary step for the design of the system of actions if the diagnosis of institutional communication is carried out, considering both internal and external communication and the link with the identified social actors. The methodology used is qualitative and for the collection of information, the following instruments were used: review of documents and interviews. As a result of the diagnosis, it is found that the communication processes in most of the organizations studied are spontaneous and poorly planned. The main result lies in the design of the actions system that contributes to the management of institutional communication based on human talent. Keywords: Institutional communication, human talent management, actions system. RESUMEN El presente artículo se realiza con el objetivo de diseñar un sistema de acciones de comunicación que permita favorecer la gestión del talento humano en las organizaciones. Como paso necesario para el diseño del sistema de acciones se efectúa el diagnóstico de comunicación institucional, considerando tanto la comunicación interna como externa y su vínculo con los actores sociales identificados. La metodología empleada es la cualitativa y para la recogida de la información se utilizaron los siguientes instrumentos: revisión de documentos y entrevistas. Como resultado del diagnóstico se constata que los procesos comunicativos en la mayoría de las organizaciones estudiadas son espontáneos y poco planificados. El principal resultado obtenido radica en el diseño del sistema de acciones que contribuya a la gestión de la comunicación institucional en función del talento humano. Palabras clave: Comunicación institucional, gestión del talento humano, sistema de acciones.

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Section: Phase 3: Actions Aimed At Evaluation and Stimulationmentioning

confidence: 92%

Institutional communication for the management of human talent

Rodríguez-Bravo

2023

Episteme & Praxis

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“…The quotient = 7.25 indicates that the chances of having a high level of perception and ability to seize opportunities increase by 7.25 times as the average level of compliance increases by one unit. Compliance characterizes people with a high need for achievement (Robbins, 1999).…”

Section: Effectsmentioning

confidence: 99%

Entrepreneurial Attributes in Venezuelan Migrants Settled in Colombia

Albornoz‐Arias

Rojas

2023

Rev. adm. empres.

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The study analyzes the entrepreneurial attributes of Venezuelan migrants settled in Gramalote (Norte de Santander Department, Colombia) that explain the perception and ability to seize opportunities (as a dependent variable) and the sociodemographic and contextual characteristics (independent variables). The research adopted a positivist paradigm and a quantitative approach to obtain data from a survey conducted with 88 Venezuelan migrants. A bivariate analysis was carried out for data processing, and the categories of variables were grouped to be treated statistically using multinomial logistic regression. It is recommended that public policies on migration for the inclusion of Venezuelan entrepreneurs in Colombia consider the following entrepreneurial attributes: educational level, employment generation, efficiency and quality, compliance and responsibility, information seeking, and support networks since these attributes are associated with the likelihood of perception and capacity to seize business opportunities.

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“…O quociente 1/ (e-1,981) = 7,25 indica que as chances de ter um alto nível da variável dependente aumentam em 7,25 vezes à medida que o nível médio de conformidade cresce em uma unidade. Atuar em conformidade com normas é um atributo de pessoas com um alto nível de necessidade de realização (Robbins, 1999).…”

Section: Efeitosunclassified

Atributos Empreendedores Em Migrantes Venezuelanos Que Se Estabeleceram Na Colômbia

Albornoz‐Arias

Rojas

2023

Rev. adm. empres.

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RESUMO O estudo analisa os atributos empreendedores dos migrantes venezuelanos instalados em Gramalote, Departamento do Norte de Santander, Colômbia, que explicam a percepção e a capacidade de aproveitar as oportunidades (como variável dependente) e as características sociodemográficas e contextuais (variáveis independentes). Foram adotados um paradigma positivista e uma abordagem quantitativa. Os dados vieram de uma pesquisa com 88 migrantes venezuelanos. Para o processamento de dados, foi realizada uma análise bivariada, e as categorias de variáveis foram agrupadas para serem tratadas estatisticamente por meio de regressão logística multinomial. Recomenda-se que as políticas públicas sobre migração, para inclusão de empreendedores venezuelanos na Colômbia, considerem os seguintes atributos: nível educacional, geração de emprego, eficiência e qualidade, conformidade com normas e responsabilidade, busca de informação e persuasão, e redes de apoio. Esses atributos são recomendados por estarem associados à probabilidade de percepção e capacidade de aproveitar as oportunidades de negócios.

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Clima organizacional: teoría y práctica

Cited by 12 publications

References 41 publications

Institutional communication for the management of human talent

Institutional communication for the management of human talent

Entrepreneurial Attributes in Venezuelan Migrants Settled in Colombia

Atributos Empreendedores Em Migrantes Venezuelanos Que Se Estabeleceram Na Colômbia

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