Características de la comunicación interna de la empresa Inversora Mawell S.A.C. de la ciudad de Trujillo
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Date
2021
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Universidad Nacional de Trujillo
Abstract
El presente trabajo constituye una mirada descriptiva a las características de la comunicación interna de la empresa Inversora Mawell S.A.C. Dada la experiencia en dicha empresa el interés se centró en el área de Recursos humanos, encargada de motivar y fomentar la participación de los trabajadores y funcionarios con el objetivo de contribuir a elevar la productividad de nuestro centro de trabajo. Para tal propósito se ha revisado un marco teórico fundamental sobre la comunicación y las relaciones humanas a partir de Chiavenato (2019) y Aguilar (2018); la comunicación interna propuestos por Franklin, 2011) y Katz y Kahn (1997), así como de la cultura organizacional desde las propuestas de Llanos (2016) y Robbins y Judge (2013). Fue necesario, igualmente, abordar los conceptos del clima organizacional desde las perspectivas de Prado (2017) y García (2009), entre otros. Las principales conclusiones se fundamentan en a) existencia de factores negativos que afectan la comunicación interna y la satisfacción laboral; b) la existencia de una cultura organizacional “orientada a la función jerárquica”, pues las decisiones se centran en el personal con más altos cargos, lo que originaba una cultura débil; c) clima desfavorable en Inversora Mawell S.A.C. con personal desmotivado e insatisfecho y, d) una comunicación interna deficiente con poca interactividad y retroalimentación entre las diversas unidades. Las principales recomendaciones son: 1) Diseñar e implementar acciones de responsabilidad social empresarial, para involucrar al personal en actividades sociales en favor de la comunidad, fortaleciendo la cultura organizacional de la empresa y la identificación del personal y 2) Diseñar e implementar políticas de incentivos al personal, monetarios y no monetarios, para propiciar el involucramiento del personal, mejorar la motivación y el nivel de desempeño laboral en beneficio de la empresa.
This work constitutes a descriptive look at the characteristics of the internal communication at the company Inversora Mawell S.A.C. Given the experience in this company, the interest was focused on the Human resources area, in charge of motivating and encouraging the participation of workers and officials with the aim of helping to increase the productivity of our workplace. For this purpose, a fundamental theoretical framework on communication and human relations has been revised from Chiavenato (2019) and Aguilar (2018); internal communication proposed by Franklin, 2011) and Katz and Kahn (1997), as well as organizational culture from the proposals by Llanos (2016) and Robbins and Judge (2013). It was also necessary to address the concepts of organizational climate from the perspectives of Prado (2017) and García (2009), among others. The main conclusions are based on a) existence of negative factors that affect internal communication and job satisfaction; b) the existence of an organizational culture “oriented to the hierarchical function”, since decisions are centered on the personnel with the highest positions, which originated a weak culture; c) unfavorable climate at Inversora Mawell S.A.C. with unmotivated and dissatisfied staff and, d) poor internal communication with little interactivity and feedback between the various units. The main recommendations are: 1) Design and implement corporate social responsibility actions, to involve staff in social activities in favor of the community, strengthening the organizational culture of the company and the identification of staff and 2) Design and implement incentive policies to the personnel, monetary and non-monetary, to promote the involvement of the personnel, improve motivation and the level of work performance for the benefit of the company.
This work constitutes a descriptive look at the characteristics of the internal communication at the company Inversora Mawell S.A.C. Given the experience in this company, the interest was focused on the Human resources area, in charge of motivating and encouraging the participation of workers and officials with the aim of helping to increase the productivity of our workplace. For this purpose, a fundamental theoretical framework on communication and human relations has been revised from Chiavenato (2019) and Aguilar (2018); internal communication proposed by Franklin, 2011) and Katz and Kahn (1997), as well as organizational culture from the proposals by Llanos (2016) and Robbins and Judge (2013). It was also necessary to address the concepts of organizational climate from the perspectives of Prado (2017) and García (2009), among others. The main conclusions are based on a) existence of negative factors that affect internal communication and job satisfaction; b) the existence of an organizational culture “oriented to the hierarchical function”, since decisions are centered on the personnel with the highest positions, which originated a weak culture; c) unfavorable climate at Inversora Mawell S.A.C. with unmotivated and dissatisfied staff and, d) poor internal communication with little interactivity and feedback between the various units. The main recommendations are: 1) Design and implement corporate social responsibility actions, to involve staff in social activities in favor of the community, strengthening the organizational culture of the company and the identification of staff and 2) Design and implement incentive policies to the personnel, monetary and non-monetary, to promote the involvement of the personnel, improve motivation and the level of work performance for the benefit of the company.
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Keywords
Comunicación, Cultura organizacional, Comunicación interpersonal, Empresa