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Presentacionfinal2

  1. 1. Personalidades: Aplicación del análisis de la personalidad al ámbito empresarial   Abraham Flores Serrano 135555 Gloria Alicia Rojas Ponce 132381   Universidad de las Américas Puebla Cultura de la información   BC110-01   Mtro. Jesús Darío Hermosillo Aguirre   Verano 2008  
  2. 2. Introducción: <ul><li>El desarrollo organizacional y el éxito son objetivos fundamentales de cualquier empresa. Uno de los recursos más importantes con los que cuenta cualquier organización es el personal que labora dentro de esta, el cual es el principal factor que hace posible el éxito de la empresa. Es por esta razón que uno de los objetivos de cualquier compañía es el asegurar que sus subordinados se desempeñen de la manera más óptima y se desenvuelvan en un ambiente favorable. </li></ul>
  3. 3. Descripción del problema <ul><li>En la actualidad es necesario que una empresa realize intervenciones en procesos humanos, las cuales deben estar dirigidas fundamentalmente al personal de las organizaciones, así como hacia sus procesos de interacción, tales como comunicación, solución de problemas, liderazgo y dinámicas de grupo. (Canfled y Miller, 1996). </li></ul><ul><li>Sin embargo en múltiples ocasiones las empresas no saben cómo resolver y evitar conflictos entre subordinados efectivamente por lo que es indispensable la creación de grupos de asesoría enfocados en el análisis de la personalidad de los trabajadores, la creación de estrategias para la efectiva solución de problemas y la efectividad laboral de los trabajadores dentro de las empresas. </li></ul>
  4. 4. Propuesta de solución <ul><li>Debido a que en esta época existe un mayor acceso a la información mediante el uso de recursos electrónicos “Personalidades” se dio a la tarea de crear un blog o sitio de internet mediante el cual las empresas puedan obtener guía y orientación así como resolver sus dudas acerca de cómo mejorar y optimizar el ambiente laboral dentro de su organización de una manera rápida, accesible y confiable. </li></ul>
  5. 5. Bibliografía <ul><li>Blake, R. R. (1980). El modelo de cuadro organizacional Grid. Bogotá: Diana. </li></ul><ul><li>Canfled, J & Miller, J. (1996). Amor al trabajo. Madrid: McGrawHill </li></ul><ul><li>  </li></ul><ul><li>Guizar, R. (2004). Desarrollo Organizacional. Segunda Edición. México: McGraw Hill. </li></ul><ul><li>  </li></ul><ul><li>Iglesias, M, et.al (1996). Clima organizacional y satisfacción laboral en una PYME. Psicothema: 5(2), 329-335. Recabado el 23 de junio del 2008 de RedAlyc. </li></ul><ul><li>  </li></ul><ul><li>Lammermeyer, H. (1990). Human relations the key to quality. Primera Edición. Milwaukee: Quality Press. </li></ul><ul><li>  </li></ul><ul><li>Mathieu, J. E. (1991). A cross-level nonrecursive model of antecedents of organizational commitment and satisfaction. Journal of Applied Psychology, 76 (5), 607-618. </li></ul><ul><li>  </li></ul><ul><li>Peiro,J & Salgado, F. (2008). Psicología del trabajo, las organizaciones y los recursos humanos. Papeles del Psicólogo: 20 (001), 2-5 </li></ul><ul><li>  </li></ul><ul><li>Petty, M., McGee, G.W & Cavender, J.W. (1984). A meta-analysis of the relationships between individual job satisfaction and individual performance. Academy of management review, 9, 712-721. </li></ul><ul><li>  </li></ul><ul><li>Salgado, F. (2005). Personalidad y deseabilidad social en contextos organizacionales: Implicaciones para la práctica de la Psicología del trabajo y las organizaciones. Papeles del Psicólogo: 26(092), 115-128. Recabado el 18 de junio del 2008 de RedAlyc. </li></ul><ul><li>  </li></ul><ul><li>Schein, E.M (1985). Organizational Culture and Leadership . Londres: Jossey-Bass. </li></ul>
  6. 6. <ul><li>GRACIAS!!!!!! </li></ul>

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