Bibliographic citations
Carbajal, Y., Castro, Y. (2021). Cultura organizacional de una empresa supervisora de obras, según el modelo de valores en competencia, en Lima – Perú, en el año 2020 [Tesis, Universidad Privada del Norte]. https://hdl.handle.net/11537/26982
Carbajal, Y., Castro, Y. Cultura organizacional de una empresa supervisora de obras, según el modelo de valores en competencia, en Lima – Perú, en el año 2020 [Tesis]. PE: Universidad Privada del Norte; 2021. https://hdl.handle.net/11537/26982
@misc{sunedu/2808506,
title = "Cultura organizacional de una empresa supervisora de obras, según el modelo de valores en competencia, en Lima – Perú, en el año 2020",
author = "Castro Ruiz, Yecica Milagros",
publisher = "Universidad Privada del Norte",
year = "2021"
}
In this research, the topic of organizational culture is developed, given the importance that business leaders currently attach to it to manage it properly and achieve greater performance and competitiveness. The objective of the research is to describe the organizational culture of a works supervising company, according to the Competing Values Framework, in Lima - Peru in 2020. Descriptive research of cross-sectional design was developed, with a population of 15 workers; Likewise, the Organizational Culture Assessment Instrument (OCAI), from the Competing Values Framework proposed by the authors Cameron and Quinn, was used. In the results found, the general average of the OCAI survey shows us that in the investigated company the dominant culture is of a Clan approach; where workers feel the company is a pleasant and familiar place, what unites them is trust and loyalty, with a mutual commitment between the company and the workers. A strong congruence of the dimensions of the dominant Clan culture was also found, which we can consider as a “strong” culture. Finally, the objective of describing the organizational culture of the works supervising company has been achieved, according to the Competing Values Framework; Likewise, the objective of describing the 6 dimensions of the model has been achieved. We recommend making a diagnosis of the organizational culture in the medium term to verify the changes that may occur.
This item is licensed under a Creative Commons License