Las estrategias gerenciales como elemento motivador y su incidencia en el recurso humano de la empresa Don Joaquín en la ciudad de Portoviejo. Periodo 2004-2006

Abstract

The XX century it was characterized by a great technological and industrial development, and consequently, for the consolidation of the administration. At the beginning of this century the scientific administration arises, being Frederick Winslow Taylor its initiator; of there authors' multitude is devoted from now on, to the study of this discipline. In the administration of century ends, the center of attention is, to achieve the biggest levels of competitiveness, to carry out strategic planning, and to begin to be been worth of tools of advanced, as Reingeniería and Benchmarking, Total Quality, and I Joust on time. They are hard the demands of the world company more and more, and if same the preparation at the directive general level will respond to those demands.

In the half-filled one that advances the century XXI, several economic and demographic tendencies they are causing a great impact in the organizational culture. These new tendencies and the dynamic changes make that the organizations and their directive are debated in the urgent necessity of being guided toward the new made directions that he/she has a relevance non single local but at world level. The countries and the regions collapse when the reference outlines you obsolete tornan and they lose validity in the face of the new realities.

From the most general perspective, the globalization, the economic opening, the competitiveness is new phenomenons to those that have to face the organizations. In the measure that the competitiveness is a fundamental element in the success of all organization, the managerial executives will make more efforts to reach high levels of productivity and efficiency. The new managerial outlines are reflective in the way like the organization thinks and it operates, demanding among other aspects: a worker with the knowledge to develop and to reach the objectives of the business; a flexible process in the face of the changes introduced by the organization; a plane, agile structure, reduced to the minimum expression that he/she believes a work atmosphere that satisfies those who participate in the execution of the organizational objectives; a recompense system based on the effectiveness of the process where it is shared the success and the risk; and a team of work participativo in the actions of the organization.

The uncertainty, in some cases chronicle and progressive, about the evolution of the directive function and of their future content, it generates a growing anxiety on the part of the executives of a company that it is possible to satisfy by means of the identification of some characteristics that, they define the profile of the directive of the new century that we are beginning.

One of the elements that are part of the minimum common denominator of the profile of the directive of success is, increasingly, their capacity to settle down and to develop relationships with other people. It seems to exist a very narrow correlation among the capacity to establish a wide and effective net of relationships, of a side, and the generation of new business opportunities, the excellence in the address of people and the fidelización of the clients, of another. The experience demonstrates that the ability to develop contacts is not an innate capacity, genetics, but rather result of the exercise and of the learning, something acquired with the practice. There are many factors that stimulate the development of this ability. To have resided abroad during long stays, to form part of numerous families or wide family environments, to manage several languages, the labor mobility or the access to the continuous formation along the professional career is circumstances that propitiate a better disposition to create effective contacts.

The transformations of the managerial environment determine, every time in more measure, the necessity that the directive have this singular ability to develop work nets. The globalization of the markets or the diffuse barriers among managerial sectors make necessary, for example that a directive counts with personal relationships in other countries or in diverse activity areas.

In fact, the labor market values this capacity like one of the basic aspects in the processes of directive selection among the biggest companies.

The adaptation to the change and a strategic vision becomes obligatory and practically decisive, to Make the same thing or to continue equally is exiled expressions of the managerial argument.

Certainly, many opportunities to innovate or to develop new business opportunities they consist on focusing the managerial processes, the way to make the things, in a different way, diverse of the conventions.