Bibliographic citations
Solorzano, K., Sanchez, M. (2023). Gestión del cambio y su relación con el clima laboral en el Centro Educativo Parroquial Diocesano “El Buen Pastor” [Trabajo de Suficiencia Profesional, Universidad Peruana de Ciencias Aplicadas (UPC)]. http://hdl.handle.net/10757/670726
Solorzano, K., Sanchez, M. Gestión del cambio y su relación con el clima laboral en el Centro Educativo Parroquial Diocesano “El Buen Pastor” [Trabajo de Suficiencia Profesional]. PE: Universidad Peruana de Ciencias Aplicadas (UPC); 2023. http://hdl.handle.net/10757/670726
@misc{renati/410830,
title = "Gestión del cambio y su relación con el clima laboral en el Centro Educativo Parroquial Diocesano “El Buen Pastor”",
author = "Sanchez Barba, Maria Elena",
publisher = "Universidad Peruana de Ciencias Aplicadas (UPC)",
year = "2023"
}
Change management allows an organization to remain in force through various strategies depending on the situational reality in which it is located and the market in which it operates. The educational sector is one that has had to update and adapt to new regulations established by the government after the pandemic; however, the private educational sector has had a greater challenge and that is to remain in force. This study addresses change management and its relationship with the work environment at the “El Buen Pastor” Diocesan Parish Educational Center. The purpose of this study was to explore and analyze the internal and external context in order to understand the problem of study in the educational institution. The methodology used is qualitative, the design is a case study. The technique used is in-depth interview and was carried out with experts with decision-making power in the organization. It was found that there are 4 alternative solutions to the challenge presented in the organization, of all of them, the most relevant proposal presented for the institution was supported by Scharmer's (2018) U theory, since it mentions that in the face of change management It is important to start with observation and that the plan to be developed must be carried out with a transformational perspective. Finally, it is concluded that, for the success of change management, the transformational leadership of the person who employs it is important and the management of the strategy gradually maintaining horizontal communication in order not to affect the organizational climate and to be sustainable in time.
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