Estudio de la motivacion laboral en los funcionarios del departamento de control del servicio de rentas internas de la ciudad Guayaquil.
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Fecha
2016
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Resumen
En este estudio de caso se analizaron las teorías y conceptos que respaldan la
propuesta planteada, se pudo investigar que de acuerdo a las teorías de Elton
Mayo, Maslow y F. Herzberg, las personas son el recurso más importante en
cualquier institución y la satisfacción de sus necesidades reflejan el nivel de
motivación con el que ellas ejercerán sus funciones. De acuerdo a estas teorías se
puede decir que la motivación es interna, pero esto no implica que las
organizaciones no puedan aportar en nada en el proceso de procurar el bienestar
de sus colaboradores.
La metodología de investigación de este caso de estudio fue de carácter
cualitativo ya que a través de una encuesta realizada a los funcionarios del
Departamento de Control del Servicio de Rentas Internas se pudo concluir que los
funcionarios tienen un bajo nivel de motivación producto principalmente de una
falta de satisfacción en sus necesidades de estima y reconocimientos, seguido de
las condiciones ambientales, lo que se traduce en una falta de compromiso y
orgullo hacia la institución.
Para trabajar en la problemática se propuso un programa de motivación laboral
basado en estrategias motivacionales intrínsecas, extrínsecas y del orden social,
que permita los funcionarios desarrollar su autoestima, y su valoración. Como
estrategias extrínsecas se procurará el cuidado de las instalaciones. También se
organizarán actividades de integración para cubrir las necesidades sociales y de
pertenencia. Con los cargos de jefatura se desarrollarán también temas en relación
al liderazgo. Adicionalmente con todos los funcionarios se trabajará con talleres
de comunicación desde la Programación Neurolingüística para mejorar la
comunicación entre ellos, ya que este es un pilar fundamental para mejorar la
relación entre los funcionarios, la motivación y por ende el clima laboral.
In this case study were analyzed the theories and concepts that back up this study’s proposal. According to Elton Mayo, Maslow and F. Herzberg theories, the human beings are the most important resource that any company or institution has, and their motivation at work depends on how much their needs are being satisfied. The theories mentioned above state that although the motivation at work is personal, that does not mean that the companies or organizations cannot do anything to improve its employee’s wellness. The research methodology used in this case study was qualitative. A survey conducted among employees in Ecuador’s IRS Control Department concluded that they are poorly motivated at work, caused mainly by a lack of satisfaction in their esteem and acknowledgment needs, and an unsuitable working environment. Because of this the surveyed employees are not fully committed to their jobs, nor proud of them. To solve this problem, this research also proposed a motivational program, based on social, intrinsic and extrinsic motivational strategies that allow the employees to develop their self-esteem and self-image at work. Among the ideas in the motivational program, as an extrinsic strategy, it is proposed a permanent maintenance to the IRS Control Department facilities, also the organization of social integration activities to satisfy the employee’s sense of belonging and social needs. The management positions are also involved in the motivational program with the implementation of strategies towards leadership. Additionally, all employees will assist to neuro-linguistic programming workshops to improve the communication and social relations among their co-workers, which is capital to raise the motivation levels at work and to create a suitable working environment.
In this case study were analyzed the theories and concepts that back up this study’s proposal. According to Elton Mayo, Maslow and F. Herzberg theories, the human beings are the most important resource that any company or institution has, and their motivation at work depends on how much their needs are being satisfied. The theories mentioned above state that although the motivation at work is personal, that does not mean that the companies or organizations cannot do anything to improve its employee’s wellness. The research methodology used in this case study was qualitative. A survey conducted among employees in Ecuador’s IRS Control Department concluded that they are poorly motivated at work, caused mainly by a lack of satisfaction in their esteem and acknowledgment needs, and an unsuitable working environment. Because of this the surveyed employees are not fully committed to their jobs, nor proud of them. To solve this problem, this research also proposed a motivational program, based on social, intrinsic and extrinsic motivational strategies that allow the employees to develop their self-esteem and self-image at work. Among the ideas in the motivational program, as an extrinsic strategy, it is proposed a permanent maintenance to the IRS Control Department facilities, also the organization of social integration activities to satisfy the employee’s sense of belonging and social needs. The management positions are also involved in the motivational program with the implementation of strategies towards leadership. Additionally, all employees will assist to neuro-linguistic programming workshops to improve the communication and social relations among their co-workers, which is capital to raise the motivation levels at work and to create a suitable working environment.
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PERSONAS, TEORIAS, NECESIDADES, MOTIVACION, BIENESTAR, SATISFACCION, PROGRAMACION NEUROLINGUISTICA, COMUNICACION