Plan de Mejoramiento del Clima Laboral 2023-2024, del Distrito de Educación 13D11 San Vicente-Sucre.
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Abstract
The work environment is nothing more than an intervening factor within public and
private organizations, a factor that is related to work productivity, staff turnover and job
satisfaction, generating a certain climate, which leads to behavioral behaviors that
obviously can bring employment consequences. (Calzadilla, 2002).
As part of the planning and institutional strengthening activities, the need to address
the 13D11 San Vicente – Sucre Education District with all staff had been identified, an
event that would allow for a diagnosis of the work environment, given the environment
of permanent conflict that exists. , which affects the interior of the institution, but also
affects the outside, the educational institutions that we have under our responsibility in
the bi-cantonal territoriality. A Workshop was held on December 3, 2022.
In the workshop, a work environment survey was carried out with relevant factors for
the work environment such as collaboration, communication, working conditions,
professional career, leadership and perception of services (Reyes, 2010), the same one
that was worked on with sixteen out of thirty-three officials, it was also reinforced with
four focus groups, group dynamics were carried out to visualize some individual and
group aspects, finally, the groups participated in the Plenary modality, exposing their
work, their activities and tasks, in addition to giving everyone the respective feedback.
The results were overwhelming, it was necessary to build an Improvement Plan together
to institutionally improve our San Vicente – Sucre Education District.
Description
El clima laboral es un factor interviniente dentro de las organizaciones públicas
y privadas, que guarda relación con la productividad del trabajo, la rotación de personal
y la satisfacción laboral generando un determinado clima, que conlleva a
comportamientos conductuales que obviamente pueden traer consecuencias laborales,
(Calzadilla, 2002).
Como parte de las actividades de planificación y fortalecimiento institucional se
había identificado la necesidad de abordar con todo el personal el Distrito de Educación
13D11 San Vicente – Sucre, un evento que permitiera tener un diagnóstico del clima
laboral, dado el ambiente de conflictividad permanente que existe, que afecta al interior
de la institución, pero que también afecta a las instituciones educativas bajo
responsabilidad en la territorialidad bicantonal. Se realizó un Taller el nueve de diciembre
del año 2022.
En el taller se levantó una encuesta de clima laboral con factores relevantes para
el clima laboral como colaboración, comunicación, condiciones de trabajo, carrera
profesional, liderazgo y percepción de los servicios (Reyes, 2010), la misma que se
trabajó con dieciséis de veintiséis funcionarios, además se reforzó con cuatro grupos
focales, se realizaron dinámicas grupales para visualizar algunos aspectos individuales
y grupales, por último, los grupos participaron en la modalidad de Plenaria, exponiendo