El liderazgo organizacional: una aproximación desde la perspectiva etológica

La presente investigación plantea la necesidad fundamental de generar un proceso de análisis, tendiente a proponer dinámicas organizativas humanas, desde un enfoque etológico. La etología aparece entonces como un estudio sistemático del comportamiento animal, sus formas de asociación, su disparidad, pero sobre todo, su accionar orgánico en la búsqueda de un comportamiento colectivo que propenda por el bien común. En esta medida el liderazgo surge como una posibilidad clara de fomentar relaciones humanas centradas en las diferentes vertientes relacionales; cultura, comunicación, comunidad, axiología, y finalmente etología. Así mismo, se examinan las diferentes estrategias que el liderazgo como posibilidad de cambio dentro de las organizaciones, puede ser fundamentado mediante procesos de comparación etológica, y así generar propuestas que configuren un quehacer organizacional desde la solidaridad, el liderazgo, y el desenvolvimiento interno y externo de las organizaciones.

Evaluation of effectiveness of the project ‘Caring caregivers of persons in disability situation’. Bogotá - second semester of 2007

The present paper presents the results of a transversal descriptive study which intended to estimate the contribution of the project “Caring for those who take care of people with disabilities” in the areas of: strength of personal and group competences, self care, life project, dexterity in the care process of people with disabilities, and communitarian auto management; that was implemented in 20 urban areas with caregivers of the city of Bogota in the year 2007. The study allowed the nresearches to acknowledge the little change perception that caregivers had in terms of self care, however, the caregivers perceived change in the four areas, although this were not statistically significant in comparison with the general population. There were only significant changes in the communitarian auto management area in 30% of the population. As a result, it is proposed that more extensive, continuous, and sustainable processes are implemented and that this process arises from contention spaces which can be created with the caregivers, from which they can be motivated to participate in other ´processes of collective and individual changes. Also there’s a need to rely on facilitators (professionals and change agents) who have stronger competences on the how to be and the how to interact competences, because there’s a need to manage the psychosocial components in this group of people. Also, we must make organizational processes and the social networks stronger, this is: collective actions are required, because disability is a social fact, and so, the individual issues are just a moment in the process of inclusion of the person with disability, his family and caregiver.

Relationship between innovation and organizational performance in an emergent market

Several writings explore the organizational innovation and relate its effect on the organizational performance. However, few studies, on the one hand, take into account the technical innovation and the management innovation as dimensions of organizational innovation; and on the other hand, they use these dimensions to analyze its effect on the organizational performance.In this paper, the authors analyze the influence of innovation -including the twodimensions mentioned- on organizational performance. Furthermore, the authors examinethe behavior of organizational characteristics as a moderator variable of this relationship. The study was applied to service sector companies. The results indicate that innovationand technical innovation have an influence on the organization performance, while management innovation does not. This strengthens the argument that asserts companies need to improve the low perception they have about the importance of management innovation,for better performances.

General induction at companies - between an administrative process and a sociological phenomenon

From the example of the process of general induction into the organization and using certain sociological resources, shows paradox are specialists in human management: is to carefor the motivation and the welfare of workers to achieve its high performance, their fidelity and his tenure at the company; However, current mutations of the social architecture in general and of work in particular –as structure of organized action– force thinking that organizational loyalty tends to be increasingly unlikely and that, conversely, the current personnel administration processes appear made inappropriate notions and appear to contribute directly to the adversities of human beings in organizational settings.