La cultura organizacional como proceso de cambio en la organización CME.

Abstract

In the present case analysis, it was possible to determine that the CME clinic is experiencing a problem in its organizational culture. Not having a strong culture where values, norms and policies are defined unbalanced the company; In addition to only focusing on its customers and not on the staff, it was what generated demotivation, lack of commitment and disloyalty towards the company. On the other hand, the personal and professional development of the collaborators was neglected, the organizational structure was centralized and the Human Talent area did not exist. That is why the first phase of the diagnosis was to understand the history of the clinic and address from the depths what the organizational culture is. Therefore, what is proposed is an intervention to change the organizational structure, where it is decentralized, to establish new key processes for the Human Talent area for the effectiveness and efficiency of the clinic; and the importance of a transformational leadership style in the founder Luis Macías and the General Director Lucas Cazar for the proper functioning of the organization and motivation of the collaborators.