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Análisis de las metodologías para evaluar la cultura corporativa y construcción de un nue vo modelo.
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Lic. Luciana Corina Combes
Presunciones de funcionamiento funcionamiento interno Presunciones sobre el tiempo. Presunciones sobre el espacio. Naturaleza de género humano. Naturaleza de la actividad humana. Naturaleza de las relaciones humanas. Funcionamiento de las estructuras, de los sistemas y los procesos de gestión. Presunciones acerca de cómo enfrentar y resolver los problemas. Presunciones acerca de cuál es la meta de la organización y cómo alcanzar la eficiencia y la eficacia.
Presunciones de funcionamiento funcionamiento externo Presunciones acerca del entorno. Competidores Clientes Proveedores Mercado Instituciones financieras Instituciones gubernamentales y políticas
Se estudia si todos los grupos comparten las mismas presunciones e ideologías o, por el contrario, tienen una visión diferente del mundo que los rodea, pudiendo existir subculturas más fuertes que enfrenten a una crisis a la cultura receptora. Métodos e instrumentos: guía instrumentos: guía de observación de las reuniones, guía de observación del proceso de toma de decisiones, entrevistas reiteradas, autoevaluación del sistema de valores, diagnóstico de la cultura empresarial actual y requerida. Resultados a obtener: Un detalle de las presunciones que rigen el funcionamiento interno de la organización y su relación con el entorno. 8. Analizar la incidencia de la cultura organizacional diagnosticada en el desempeño empresarial. Objetivo: Diagnosticar Objetivo: Diagnosticar el desempeño del producto cultural. Contenido: Se Contenido: Se determina la relación entre las variables soft y hard, como así también el grado en que la cultura apoya a los sistemas de gestión y viceversa. Se analiza a qué nivel la cultura corporativa garantiza la satisfacción de los actores internos y externos, y la obtención de resultados con eficiencia y eficacia. Métodos e instrumentos: se instrumentos: se integra toda la información recopilada en los pasos anteriores, la misma se utiliza para una descripción detallada del funcionamiento de la organización.
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Análisis de las metodologías para evaluar la cultura corporativa y construcción de un nue vo modelo.
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Lic. Luciana Corina Combes
Resultados a obtener: Un diagnóstico y una evaluación del grado de compatibilidad de las variables hard y soft, y del entorno en que se desarrolla la organización, en relación al estilo de liderazgo. III.1.4. Metodología de Carlos E. Méndez Álvarez
La propuesta de Carlos Méndez consiste en realizar una investigación que sirva de base para delimitar una estrategia, que conduzca al fortalecimiento de la cultura corporativa. El autor plantea seguir una serie de pasos para describirla40: 1. Descripción de la perspectiva teórica El punto de partida es el marco teórico, desde el cual se entiende a la cultura corporativa como la conciencia colectiva expresada en un sistema de significados, los cuales son compartidos por los integrantes de la organización; además, los identifica y diferencia estandarizando sus conductas sociales.
de
otros,
institucionalizando
y
Tales significados y comportamientos son determinados, en primer lugar, por el concepto que el líder de la organización tiene sobre el hombre, la estructura, el sistema cultural y el clima de la organización; y, en segundo, lugar por la interrelación y mutua influencia que existe entre éstos. Variables influyentes en la cultura corporativa El concepto que el líder tiene sobre el hombre: La teoría administrativa algunas premisas claras al respecto: - Como factor de producción y por su incapacidad de actuar con iniciativa, autonomía y creatividad, hay que darle instrucciones específicas sobre cómo debe hacer su trabajo (F. Taylor y M. Weber). - Como fundamento y razón de ser de la organización. Contribuye al éxito de la misma gracias a la motivación que recibe, a su trabajo, participación, integración, autodirección y autocontrol. (Relaciones humanas).
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Análisis de las metodologías para evaluar la cultura corporativa y construcción de un nue vo modelo.
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- Como parte de un todo que es la organización. Debe contribuir con su trabajo a la eficiencia dentro de los parámetros señalados. (H. Fayol). - Como parte de un todo que establece relaciones interdependientes con componentes externos e internos, los cuales afectan su desempeño laboral e influyen en los resultados organizacionales. (Teoría de sistemas). Conocer aspectos como la relación entre el hombre y la productividad, el salario, la eficiencia, la productividad, la capacitación, la iniciativa, la creatividad, la sociabilidad, las condiciones laborales y la organización; contribuye a identificar la idea que subyace en los líderes. La estructura: Es estructura: Es construida por el responsable de la organización. Sirve de apoyo en la búsqueda de objetivos y en el cumplimiento de resultados. Está diseñada para est establecer ablecer un marco de influencia en la interacción interacci ón con las personas. Esta variable se relaciona con la división del trabajo, la autoridad, la coordinación, las estrategias, la tecnología y el entorno. El sistema cultural: Tiene que ver con el aprendizaje y el comportamiento del individuo dentro de la organización; quien interioriza elementos de la conciencia colectiva (ideología, valores, costumbres, creencias, mitos, ritos, símbolos e historias), y luego los proyecta en las relaciones interpersonales. El clima de la organización: Es organización: Es el ambiente propio de la organización, producido y percibido por sus miembros. Tiene que ver con los objetivos, la motivación, el liderazgo, la toma de decisiones, el control, la cooperación y las relaciones interpersonales. Todo ello orienta las creencias, el grado de participación y las actitudes; determinando el comportamiento, la satisfacción y el nivel de eficiencia en el trabajo. 2. Definición de los objetivos de la investigación Objetivo Objetivo general (a general (a modo ejemplificador) Describir la cultura corporativa, tomando como referencia de análisis las variables que la determinan, a fin de proponer acciones de cambio: mejorar la calidad de los procesos productivos, la atención al cliente y el desarrollo de las
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Análisis de las metodologías para evaluar la cultura corporativa y construcción de un nue vo modelo.
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Objetivos específicos (a específicos (a modo ejemplificador) Identificar las percepciones de los empleados sobre las variables a analizar: el hombre en los ámbitos directivos, la estructura, el sistema cultural y el clima organizacional. Relacionar en un esquema las variables anteriores. Identificar estrategias para fortalecer los valores y acciones propuestos por los directivos de la empresa. 3. Descripción de los aspectos metodológicos a. Se procede a la construcción de instrumentos para recopilar información; es decir, procedimientos que permitan observar, clasificar y establecer tendencias en relación a las situaciones y percepciones de los miembros de la empresa referidas a las variables definidas. b. Dentro de las variables se identifican categorías descriptivas de análisis de la cultura corporativa, que sirven para contrastar su marco teórico con la realidad. Cada organización difiere en la construcción de estas categorías. c. También se definen parámetros que faciliten la clasificación de rasgos dentro de las categorías descriptivas de análisis. Por ejemplo: rasgos altamente arraigados, arraigados y menos arraigados, se entiende por éstos situaciones que perciben con mayor o menor intensidad los empleados. d. Se aplican técnicas de carácter cualitativo (sesiones de grupo) combinadas con otras de carácter cuantitativo (encuestas), a fin de confirmar y validar la información obtenida. e. Una vez obtenida y validada la información se describe cada variable. f. Luego se identifican tendencias de la cultura corporativa, agrupando categorías descriptivas de análisis. El criterio para hacerlo se basará en un manejo estadístico que permita observar la frecuencia e intensidad de los sucesos. Ello fijará categorías generales con una relación de carácter multicausal, que actuarán como características determinantes en la descripción de la cultura de la organización.
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Ejemplo: Los jefes están atentos y dispuestos a colaborar en la solución conjunta de problemas y obstáculos que se puedan presentar durante el proceso, por esta razón los empleados tienen la posibilidad de ser críticos con las actividades, los resultados y las opiniones de los compañeros, los departamentos y los superiores (408-108-411). Los códigos que aparecen al final hacen referencia a qué variables y rasgos se han relacionado. El primer número de cada código corresponde a la variable, en este caso el 4 al clima de la organización y el 1 al concepto que el líder tiene sobre el hombre; los dos números siguientes (08-08-11) tienen que ver con los rasgos altamente arraigados dentro de las variables. Aspectos considerados en la metodología Para alcanzar los objetivos se formula una metodología de trabajo en la cual el investigador se vincula con los directivos y profesionales del área de Desarrollo Organizacional y Gestión Humana de la empresa. Se evalúan en conjunto el objeto, el contenido y la metodología de investigación, realizando los ajustes necesarios en el lenguaje y aspectos formales de la organización. La información para la descripción de la cultura corporativa surge de las sesiones de grupo y de la aplicación de las encuestas. El investigador junto a las personas de gestión humana, hacen un análisis y validación de los resultados sobre los rasgos de la cultura y su interrelación. Se diseñan estrategias de intervención cultural que permitan fortalecer los comportamientos deseados por los directivos, ya sea a través de la
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permitan intervenirla en beneficio de una propuesta de mejoramiento. Se fundamenta en la idea de que la cultura organizacional es un conjunto de valores, los cuales son socialmente construidos y compartidos por sus miembros a través del lenguaje, éste permite que sean observados y reconstruidos 41. El modelo utiliza como herramienta de comprensión el concepto de metanarrativas, es decir, narraciones que relatan situaciones del acontecer diario. En ellas se pone en manifiesto el uso de valores por las personas que pertenecen a la empresa. El modelo para el diagnóstico de los valores está dividido en tres etapas: la determinación de valores para el buen desarrollo de la iniciativa de cambio, el diagnóstico de la cultura organizacional y el desarrollo del plan de acción; cada una de ellas posee herramientas específicas. El esquema que lo representa es el siguiente:
Cuadro 8
Modelo para el diagnóstico de valores
Determinación de valores para el buen desarrollo de la iniciativa de cambio Desarrollo del plan de acción
Diagnóstico de la cultura organizacional
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Evaluación de las necesidades culturales de la iniciativa de mejoramiento El propósito de esta primera etapa es averiguar cuáles son las condiciones culturales que deben estar presentes en la estructura organizacional, para implementar mejoras. Las actividades que involucra son: definir el perfil cultural de la iniciativa de cambio; y especificar las habilidades individuales y colectivas, que la organización debe desarrollar para observar resultados satisfactorios. La herramienta más importante en este paso es la investigación, acompañada por el debate y la puesta en común. Esto contribuirá a identificar los valores que deben compartir los miembros de la organización para afrontar mejor el proyecto. Para orientar el trabajo, también se puede recurrir a teorías o modelos disponibles en la literatura general. Evaluación de la cultura de la organización El segundo paso es indagar sobre el estado de la organización para que la iniciativa de mejora se ajuste a su estructura. Aquí las acciones están encaminadas a la comprensión de la cultura corporativa. Implica descubrir los aspectos que realmente son valorados por las personas que la conforman y determinar cuales de ellos serán una barrera para la implementación del cambio. Las metanarrativas serán el instrumento que se utilizará para evaluar a los grupos involucrados frente a los valores definidos en la etapa anterior. Pueden expresarse como un cuento, un listado de mandamientos, un drama a representar, un poema o cualquier otra narración. Lo primordial es el espacio
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Análisis de las metodologías para evaluar la cultura corporativa y construcción de un nue vo modelo.
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Según el tamaño de la organización en estudio, jugarán entre tres y cinco equipos, que deben tener entre tres y siete participantes. Es necesario que el grupo sea lo más variado posible para generar mejores modelos de la situación a comprender. Si existen más personas de un determinado nivel jerárquico, se deben repartir para que no queden todas en un mismo equipo. Si es posible, puede ser útil la participación de proveedores y clientes. El juego se realiza en tres fases: Fase de contextualización Ofrece el marco en el cual se desarrollará el juego, toma como base las necesidades de evaluación cultural descubiertas en la primera etapa. Se define el tipo de narrativa que se utilizará para la descripción (cuento, ensayo, dramatización, etc.). Y se conforman los equipos. Fase de desarrollo del juego Cada grupo tendrá a su cargo la generación del documento que se ha determinado en la fase anterior. El juego durará una semana para que los equipos recolecten la información necesaria que les permita generar el documento definido. Cada escrito será defendido en debate público, el grupo postulante expondrá a favor de la propuesta, mientras que el resto tomará una posición contraria. En una segunda y definitiva presentación, el equipo que expone puede utilizar el resultado de la primera para hacer modificaciones que le permitan mejorar su trabajo. Luego el jurado debe tomar una decisión sobre la mejor propuesta, la cual será la base para llevar a cabo la intervención cultural. Aspectos a tener en cuenta para la aplicación del modelo Para que el proceso se desarrolle sin desperdicio de tiempo, pero con el
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evaluación. Aunque genera mayor dificultad para que el jurado califique, agrega una variedad interesante al proceso. Fase de evaluación Los documentos serán evaluados en tres dimensiones, cada una de ellas posee igual peso en la puntuación definitiva: 1. Descripción de la realidad organizacional. 2. Creatividad y estética en la presentación de la descripción al grupo. 3. Presentación de “cursos alternativos para la historia”. El ganador es determinado por un cuerpo de árbitros, compuesto por entre tres y nueve miembros, los cuales deben representar a los diferentes niveles jerárquicos de la organización. Cuya decisión da el 75% del resultado final, mientras que el otro 25% lo aportará la calificación de los equipos en competencia. Se premiará al equipo que haga una mejor representación de la realidad organizacional, enmarcada en los criterios establecidos y además presente la mejor propuesta de transformación cultural. Acoplamiento estructural Como esta etapa excede al objeto de estudio de esta investigación, sólo se mencionará sintéticamente lo que involucra. Su resultado será un plan de acción que reúna las condiciones condici ones para reorientar reorient ar los valores que comparte comp arte la organización, de manera tal que facilite la aplicación de la iniciativa de mejora. En equipo se discutirán los mecanismos y actividades para la interiorización de nuevos valores. Para aplicar esta metodología, el factor cultural deberá ser realmente importante en el desarrollo del proyecto. Además,
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Análisis de las metodologías para evaluar la cultura corporativa y construcción de un nue vo modelo.
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III.1.6. Metodología de Stephen Robbins
Stephen Robbins identifica una serie de características que permiten captar la esencia de la cultura de una organización. Estas características se pueden evaluar en distintos grados que van de menor a mayor42: - Se estimula a los empleados para ser creativos y asumir riesgos. - Atención que se da a los detalles y a la precisión en el trabajo. - Relevancia que se da a la obtención de los resultados por encima de los procesos o las técnicas utilizadas para alcanzarlos. - La gerencia, a la hora de tomar una decisión, tiene en cuenta el impacto que tendrá sobre la gente. - El trabajo se realiza en equipo o prevalece el trabajo individual. - Se fomenta una actitud proactiva en lugar de una pasiva. - Se fomenta el cambio por encima de la estabilidad. Luego de analizar estas características se puede determinar cuál es la percepción que tienen los empleados acerca de la empresa. Cuáles son las actitudes y comportamientos que ellos valoran y por consiguiente, la manera en
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1) Entrevistar a los miembros de cada grupo para conocer sus sentimientos relativos al otro grupo. Examinar cómo manifiestan estos sentimientos en su comportamiento abierto. 2) Observar reuniones o situaciones en la que que se encuentr encuentren en present presentes es miembros de ambos grupos. Evaluar el grado de franqueza de sus comunicaciones, espíritu de cooperación, etc. 3) Intentar elaborar teorías sobre lo que debe ocurrir entre los grupos y comprobarlas observando situaciones reales específicas. Schein da el siguiente ejemplo, si las relaciones son buenas, se considerará teóricamente que los errores de un grupo serán tratados por el otro con benevolencia y con deseo de ayudar. Entonces, se puede buscar un caso en el que ocurra un error y ver qué sucede o si es un hecho pasado, preguntar cómo se resolvió. 4) Un método más más complicado para evaluar procesos procesos de relación entre entre grupos es realizar un ejercicio determinado entre ellos. Robert Blake ha elaborado un modelo que comprende los siguientes pasos: a. Cada grupo por separado, expone la idea que tiene de sí mismo y la idea que tiene del otro grupo. b. Cada grupo informa inf orma al otro estas estas ideas, por medio de representantes suyos; ambos grupos tienen de esta manera algunos datos nuevos sobre cómo
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Análisis de las metodologías para evaluar la cultura corporativa y construcción de un nue vo modelo.
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Lic. Luciana Corina Combes
III.2. Análisis de las metodologías para evaluar la cultura corporativa
Para el análisis de las metodologías se tendrá en cuenta al autor que las creó y no a quien la incorporó a su proyecto de estudio, como es el caso de Villafañe y Alabart-Portuondo. Los investigadores que se considerarán serán los siguientes: Capriotti, que analiza los factores sociológicos, de dirección y comunicacionales; Villafañe, que estudia la cultura corporativa a través de la autoimagen y del programa de intervención cultural; Harrison, que describe la ideología organizativa y averigua sobre valores absolutos y relativos; Schein (1), que analiza el comportamiento de la organización a través de la entrevista reiterada y permite conocer los supuestos culturales; Schein (2), que define las relaciones entre los grupos de una organización; Alabart y Portuondo, quienes relacionan el estilo de liderazgo, las variables soft y hard y el entorno; Méndez, que analiza variables influyentes en la cultura corporativa (concepción del líder sobre el hombre, estructura, sistema cultural y clima interno); Hernández y Zarama, quienes se centran en los valores para una iniciativa de cambio; y Robbins, que identifica características generales para captar la esencia de la 44
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Análisis de las metodologías para evaluar la cultura corporativa y construcción de un nue vo modelo.
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Lic. Luciana Corina Combes
son los autores que más indicadores evalúan, seguidos por Alabart-Portuondo y Méndez. Excepto Harrison, estos investigadores son los que realizan un análisis de los mismos con mayor profundidad46. Los métodos e instrumentos de investigación más utilizados son: en primer lugar las encuestas, en segundo lugar el focus group y la observación, y en tercer lugar las entrevistas y el análisis documental. La metodología que más técnicas emplea es la de Alabart y Portuondo, seguida por la de Capriotti y luego la que propone Schein47. La metodología que más dificultades presenta al momento de su aplicación es la de Schein (1), ya que el investigador requiere una preparación especial para poder identificar e interpretar las presunciones y supuestos subyacentes (las cuales están dadas por sentadas, son invisibles y preconscientes). Mientras que las más fáciles de llevar a cabo son las de Villafañe, Harrison y Robbins, porque simplemente utilizan las encuestas para recopilar información; secundados por la de Capriotti, que identifica con claridad los factores sobre los cuales quiere investigar y sugiere los métodos e instrumentos que se pueden aplicar48. Las metodologías de Capriotti, Méndez y Robbins son las que menos obstáculos presentan para ser adaptadas a cualquier tipo de organización, en
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Análisis de las metodologías para evaluar la cultura corporativa y construcción de un nue vo modelo.
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Lic. Luciana Corina Combes
IV.
CAPÍTULO 4 MODELO PARA EVALUAR EL ESTADO DE LA CULTURA CORPORATI C ORPORATIVA VA
IV.1. Fundamentos teóricos del modelo para analizar la cultura corporativa
El modelo que se presenta en este último capítulo, para analizar y describir la cultura corporativa, se fundamenta en la propuesta de Justo Villafañe, quien afirma que en el análisis de la autoimagen existe una constante, llamada identidad de identidad de la empresa, conformada por aquellos atributos asumidos por sus integrantes como definitorios de sí mismos en cuanto organización, es el primer objeto de estudio e incluye investigar la historia de la compañía. La variable dependiente de la identidad es justamente lacultura la cultura 50. El concepto de cultura corporativa que se formuló, en el primer capítulo, es el que rige este modelo, en el cual se la considera como el conjunto de valores y creencias comúnmente aceptados, de manera consciente o
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Análisis de las metodologías para evaluar la cultura corporativa y construcción de un nue vo modelo.
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c) Discusión y análisis análisis sobre las manifestaciones culturales de la organización. d) Determinación del conocimiento sobre la organización y las manifestaciones culturales. e) Comparación de los resultados result ados de pasos anteriores y cierre de la investigación. El objetivo es mantener la coherencia de manera teórica y metodológica a lo largo de todo el proceso. Es decir, analizar y describir las características de la cultura de la empresa, que se encuentran dentro de su concepto, con los métodos e instrumentos apropiados a la información que se pretende recopilar.
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negativos son un motivo que demuestran la inadaptación al mercado y, de igual forma, esta situación puede requerir una intevención cultural51. Todo debe quedar por escrito en un informe. Esta es una guía que se puede utilizar para no olvidar ningún dato: Nombre de la consultora e isologotipo Evaluación de la Cultura Corporativa - Nombre de la organización - Datos de la organización: dirección, teléfono, e-mail. - Directivos de la organización - Responsables del Área de Comun Co municación icación o Recursos Hu manos manos - Motivos para evaluar la cultura corporativa - Objetivos de la investigación Variables a investigar
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Historia de la organización: implica organización: implica averiguar sobre los fundadores, las etapas por las que ha atravesado la empresa, su evolución en cuanto a estilo de dirección y recursos, como así también las crisis más importantes por las que ha atravesado, cómo las ha enfrentado y sus consecuencias. Tipo de organización 53: se puede determinar en función de la procedencia del capital , por lo tanto, son públicas cuando públicas cuando su capital pertenece al Estado y, generalmente, su finalidad es de carácter social; son privadas cuando el capital es propiedad de inversionistas privados y su propósito es lucrativo. Además, pueden ser nacionales y/o extranjeros, o transnacionales cuando el porcentaje mayor es de origen extranjero y las utilidades se reinvierten en los países de origen.
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Sociedad de Comandita Simple, Sociedad en Comandita por Acciones y Sociedad en Nombre Colectivo. Cuando se trata de una ONG, la clasificación responde a la siguiente tipología: organizaciones voluntarias, agencias u organismos de servicios no lucrativos, organizaciones comunitarias o populares, organizaciones no gubernamentales para el desarrollo (ONGD), organizaciones de inmigración. A nivel jurídico puede adoptar diferentes estatus, tales como asociación, fundación, corporación o cooperativa, entre otras formas 54. De acuerdo a la actividad o actividad o giro, las empresas se dividen en tres clases: Industriales: su actividad primordial es la producción de bienes o productos mediante la transformación y /o extracción de materias primas. Pueden ser primarias si son ganaderas, agrícolas o extractivas; extractivas; o pueden ser
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Análisis de las metodologías para evaluar la cultura corporativa y construcción de un nue vo modelo.
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expresados, los valores aparentes y operativos se investigarán en el siguiente paso55. Signos y símbolos: Son símbolos: Son los elementos que se toman convencionalmente para representar un concepto, ejemplos de ellos son los logotipos o isologotipos 56, los colores institucionales, el tipo de vestimenta, el diseño del producto, la decoración y estética del lugar de trabajo. Se incluirá en esta variable todo aquello que tenga que ver con la identidad verbal, visual y cromática de la organización57. Estructura: el organigrama permite conocer, a través de una representación gráfica, la estructura formal y general de la organización o de una de sus áreas. Refleja en forma esquemática la descripción de las unidades que la forman, su respectiva relación, los niveles jerárquicos y los canales de
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pueden fijar respecto al lenguaje, al decoro público, a la vestimenta, al comportamiento interpersonal, al cumplimiento de trabajo, etc. Las políticas son las orientaciones o directrices que rigen la actuación de la empresa y sus integrantes en un campo determinado (medio ambiente, trato al cliente, responsabilidad social, etc.) Estrategias: identificar la o las estrategias que está implementando una
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Análisis de las metodologías para evaluar la cultura corporativa y construcción de un nue vo modelo. Lic. Luciana Corina Combes
Nombre de la consultora e isologotipo Evaluación de la Cultura Corporativa Investigación Investigación preliminar pre liminar sobre la organización - Nombre de la organización - Método: entrevista en profundidad - Entrevistador: - Entrevistado:
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Lic. Luciana Corina Combes
Método: análisis de documentos y textos - Manual de identidad visual, visual, house organ, folletería, página web. - Determinar si el logotipo o isologotipo y los los colores institucionales trasmiten trasmiten lo que la organización quiere. - Especificar si cumple cumple con los los requisitos de coherencia, exclusividad, exclusividad, perceptibilidad y duración. - Identidad verbal: verbal: si el nombre nombre es descriptivo, descriptivo, simbólico, toponímico, patronímico patronímico o una contracción. Si posee brevedad, eufonía, pronunciabilidad, recordación y sugestión. - Identidad visual: visual: en cuanto al logotipo observar observar la tipografía (estándar, retocada, exclusiva, iconizada, singular o con accesorio estable), en cuanto al símbolo si es arbitrario, motivado, icónico,
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- Proyectos, house house organ, folletería, página web, publicidad. publicidad. Variable Entorno - ¿Qué factores económicos, económicos, políticos, sociales y tecnológicos del país, la región región o el el sector al al que pertenece, usted cree que tienen mayor infl uencia en su organización?¿Por qué? - ¿Podría decir cómo prefiere la organización relacionarse relacionarse con el entorno: abrirse, aislarse aislarse o mantener un término medio? ¿Acercarse a la innovación y al cambio o mantener el orden y la disciplina? Corroboración Corroboración variable macro entorno Método: análisis de documentos y textos
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Lic. Luciana Corina Combes
organizar su actividad para un período determinado. Para realizar este análisis se utilizará la distinción entre tipos de rituales que propone Diez Gutiérrez; ellos se refieren al poder, la imagen, la iniciación, la relación, el trabajo, la administración, el reconocimiento y el paso60. Lenguaje: se analizará a través de las competencias comunicativas de los miembros de la empresa61:
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