Bibliographic citations
Aylas, F., Villafuerte, L., Villafana, L., Álvarez, M. (2017). Cultura empresarial en una muestra del sector agroindustrial en Arequipa, Ica y La Libertad [Pontificia Universidad Católica del Perú]. http://hdl.handle.net/20.500.12404/8433
Aylas, F., Villafuerte, L., Villafana, L., Álvarez, M. Cultura empresarial en una muestra del sector agroindustrial en Arequipa, Ica y La Libertad []. PE: Pontificia Universidad Católica del Perú; 2017. http://hdl.handle.net/20.500.12404/8433
@mastersthesis{sunedu/2660222,
title = "Cultura empresarial en una muestra del sector agroindustrial en Arequipa, Ica y La Libertad",
author = "Álvarez Salazar, Meylin Katya",
publisher = "Pontificia Universidad Católica del Perú",
year = "2017"
}
In the last decade, Peru has grown exponentially in the agricultural sector, generating a large source of employment in the cities of Arequipa, Chincha and Trujillo, and with it a wave of generation of new companies have been formed as part of this growth. This situation has led to hiring people of each locality, who come with their own customs and traditions which has been inherited over time. Adapt to a changing working in an agribusiness company may include some conflicts, because the company wants to develop an organizational culture where employees must incorporate into everyday life, creating harmony in the workplace and performance of human groups they work in the institution. The model Kim S. Cameron y Robert E. Quinn helps organizations, through OCAI "The Organization Culture Instruments" instrument, to define the characteristics of the partners to design strategies in the management of resources that it is counted. In this thesis, an investigation into the dominant organizational culture in enterprises in the agricultural sector, where 94 surveys were analyzed, grouped in three sub samples corresponding to the three organizational units of the same organization, located in Arequipa, Chincha and Trujillo were analyzed was performed. As a result, a culture focused mainly out of the organization, market rate, opposite to the desired culture, which is the Clan type was found. Additionally several interpretations are exposed to the findings according to the hypotheses which can be appreciated as a whole to answer the crucial question, if one has the appropriate organizational culture and some recommendations are given to evaluate certain changes in the oriented strategy To improve some aspects of the organization's culture, to strengthen the positive aspects that add value and promote change and implement them to eliminate or improve negative aspects, which will contribute to better productivity
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