Gestionar en tiempos inciertos y turbulentos
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2021-04-26
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El Covid-19 irrumpió de manera imprevista y puso en jaque a la humanidad y a cada uno de sus habitantes. Es evidente que la situación marca otra dinámica a nivel mundial, regional y local. Interesa conocer cómo piensan y deciden los directivos y/o empresarios que operan en la región y particularmente en la ciudad de Rosario, Santa Fe, República Argentina. Este trabajo abraza dos objetivos medulares: a) Describir los estilos de gestión de los directivos y/o líderes y modalidades de trabajo durante la pandemia. b) Referir y reflexionar sobre ese proceso de cambio e impacto sobre la cultura organizacional. Metodológicamente: se aplicó una encuesta de opinión de tipo cualitativo orientada a dueños, socios, gerentes y/o jefes que tenían a su cargo la conducción de personal en diferentes empresas de Rosario, provincia de Santa Fe, Argentina. A modo de reflexión se puede señalar que las empresas que están en carrera, lograron ciertos aprendizajes, fortalecieron sus equipos y sus propios líderes asumieron un rol clave, la tecnología coadyuvó en las comunicaciones y el desempeño laboral. Estos cambios siguen interpelando mayores desafíos a futuro. La digitalización acelerada del sector empresarial liderada por el trabajo seguramente deberá ser respaldada con capacitaciones y desarrollo tecnológico. Deberá pensarse en políticas y estrategias a mediano y largo plazo. En relación a la cultura organizacional existen muchos indicios de que “algo está cambiando”, vinculando a las conceptualizaciones teóricas de Schein es obvio que los artefactos o aspectos visibles de la cultura se han modificado y algunos aspectos intangibles quedan en evidencia a través de las formas de comportamiento y actuación de las personas. No obstante, aún hay mucho por descubrir por debajo y detrás del “iceberg”. Sigue pendiente este interrogante que se procurará develar a través de futuras investigaciones.
Covid-19 broke in unexpectedly and put humanity and each of its inhabitants in check. It is evident that the situation marks another dynamic at the global, regional and local levels. It is interesting to know how managers and / or entrepreneurs who operate in the region think and decide and particularly in the city of Rosario, Santa Fe, Argentine Republic. This work embraces two core objectives: a) Describe the management styles of managers and / or leaders and work modalities during the pandemic. b) Refer and reflect on this process of change and impact on the organizational culture. Methodologically: a qualitative opinion survey was applied aimed at owners, partners, managers and / or bosses who were in charge of managing personnel in different companies in Rosario, Santa Fe province, Argentina. By way of reflection, it can be noted that companies that are in the race, achieved certain learning, strengthened their teams and their own leaders assumed a key role, technology contributed to communications and job performance. These changes continue to pose greater challenges for the future. The accelerated digitization of the business sector led by work will surely have to be supported with training and technological development. Medium and long-term policies and strategies should be considered. In relation to organizational culture there are many indications that “something is changing”, linking to Schein's theoretical conceptualizations it is obvious that the artifacts or visible aspects of culture have been modified and some intangible aspects are evident through the forms behavior and performance of people. However, there is still much to discover below and behind the “iceberg”. This question remains pending and will be revealed through future research.
Covid-19 broke in unexpectedly and put humanity and each of its inhabitants in check. It is evident that the situation marks another dynamic at the global, regional and local levels. It is interesting to know how managers and / or entrepreneurs who operate in the region think and decide and particularly in the city of Rosario, Santa Fe, Argentine Republic. This work embraces two core objectives: a) Describe the management styles of managers and / or leaders and work modalities during the pandemic. b) Refer and reflect on this process of change and impact on the organizational culture. Methodologically: a qualitative opinion survey was applied aimed at owners, partners, managers and / or bosses who were in charge of managing personnel in different companies in Rosario, Santa Fe province, Argentina. By way of reflection, it can be noted that companies that are in the race, achieved certain learning, strengthened their teams and their own leaders assumed a key role, technology contributed to communications and job performance. These changes continue to pose greater challenges for the future. The accelerated digitization of the business sector led by work will surely have to be supported with training and technological development. Medium and long-term policies and strategies should be considered. In relation to organizational culture there are many indications that “something is changing”, linking to Schein's theoretical conceptualizations it is obvious that the artifacts or visible aspects of culture have been modified and some intangible aspects are evident through the forms behavior and performance of people. However, there is still much to discover below and behind the “iceberg”. This question remains pending and will be revealed through future research.
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Cambio Organizacional, Liderazgo, Gestión, Pautas Culturales, Organizational Change, Cultural Guidelines, Management