Plan de mejora del clima organizacional en una corporación de medicina natural: Estrategias para un entorno laboral positivo

Abstract

The purpose of this graduation project is to design an improvement plan for the organizational climate in an Ecuadorian corporation dedicated to natural medicine, with the aim of strengthening a positive work environment that promotes employee satisfaction, commitment, and well-being. The study arises from the need to transform a work environment perceived as monotonous and poorly motivating into a dynamic space aligned with current human talent management demands. This research adopted a mixed-methods approach with a non-experimental, cross-sectional design, applied to a sample of 220 employees from Companies X and Y. The results revealed weaknesses mainly in the dimensions of communication, recognition, and professional development, which served as the basis for designing the proposed improvement plan. The instruments were developed based on the Litwin and Stringer model (1968) and allowed for the collection of both quantitative data and qualitative perceptions, ensuring a comprehensive assessment of the organizational climate. The findings highlighted deficiencies in internal communication, a lack of performance recognition, leadership styles perceived as rigid, and limited opportunities for professional development. These factors have a direct impact on employee motivation, satisfaction, and commitment, particularly among those with fewer years of tenure within the organization. Based on this diagnosis, an improvement plan was formulated, including strategies aimed at strengthening positive leadership, effective communication, the implementation of recognition mechanisms, and the promotion of training and development programs. The proposal incorporates an activity schedule, an estimated budget, and a system of indicators for monitoring and evaluation, with the purpose of ensuring the sustainability of the actions and contributing to the consolidation of a healthy and competitive organizational culture