La gestión en las organizaciones desde una perspectiva de las relaciones humanas e interpersonales

Abstract

Con el transcurso del tiempo, las dinámicas del mercado se han ido modificando y han generado grandes cambios en las organizaciones, las cuales han redireccionado sus políticas empresariales y gran parte de sus procesos, buscando adaptarse a las exigencias del mercado y del entorno; la reingeniería de los procesos y la tecnificación de la producción han sido dos de los factores más importantes y notorios en los procesos de cambio y adaptación de las organizaciones, pero otros factores como la humanización de las empresas también han jugado un papel importante en estos procesos de cambio. Los estilos de liderazgo también están inmersos en esta serie de cambios que han implementado las organizaciones, las empresas han priorizado en la búsqueda de líderes con grandes capacidades de influencia en los demás empleados en aras de lograr la consecución de los objetivos organizacionales. El factor humano es el eje de las nuevas tendencias de cambio en las organizaciones, las empresas se han dado cuenta de la importancia del capital humano en sus procesos y se han preocupado por la capacitación de su personal y su formación continua en aras de alcanzar el máximo nivel de cualificación, a su vez, mejorar su productividad y por ende hacer de la empresa más competitiva. El presente artículo hace énfasis en la gestión empresarial desde una perspectiva arraigada a las relaciones humanas e interpersonales, con base en la metodología cualitativa. Se busca crear una interrelación conceptual y hacer énfasis en la teoría de las relaciones como la base de las nuevas tendencias de gerencia y de gestión y a su vez, su incidencia en los procesos de las empresas y en el desarrollo de un clima laboral propicio para el desarrollo de la actividad económica en las organizaciones.

//Abstract: With the course of the time, the dynamics of the market have been modifying and generated big changes in the organizations, which there are redirected his managerial policies and great part of his processes, seeking to adapt to the needs demanded by the market and the environment; the reengineering of the processes and the modernization of the production have been two of the most important and well-known factors in the processes of change and adjustment of the organizations, but other factors like the humanization of the companies also have played an important paper in these processes of change. The companies have separated of the mechanistic model proposed by the classic theory of the Administration, which was carrying out the man and was shaping his behavior as a subject that alone was answering rationally before economic stimuli, or simply a homo economicus, funcionalists they have come the schemes rejecting, the organization structures have been rethought and it has broken with the models of rigid and autocratic management. The leadership styles also are immersed in this series of changes that the organizations have implemented; the companies have determined priorities in the leaders' search with big capacities of influence in other employees in altars to achieve the organization goals. The human factor is the axis of the new trends of change in the organizations, the companies have realized the importance of the human capital in his processes and have worried for the training of his personnel and his permanent training in altars about reaching the maximum level of qualification, in turn to improve his productivity and finally to do of the most competitive company. On the other hand, but without coming undone of the human factor there are the interpersonal relations, which are essential in any organization since on them there depends the correct functioning of the subsystems that shape the organization structure and the synergy of the same ones, the companies have understood the importance of the interpersonal relations to take a correct functioning in his processes (managerial, administrative, operative) and have restructured somehow the way of developing the work. Strategies have developed in the organizations that try to do of the work a systemic activity, that is to say, joint, that works with synergy by means of the interaction of all the elements that shape the organization in order the attainment of the aims of the same one, these strategies meet materialized across the implementation of works teams, which they try to create synergy and to harmonize the processes in the organizations. This article aims to emphasize in the business management from a perspective established to the human and interpersonal relations, one seeks to create a conceptual interrelationship and to determine priorities in the human relations as the base of the new trends of management, in turn to emphasize the incident of the human and interpersonal relations in the processes of the companies and in the creation of a labor propitious climate for the development of the economic activity in the organizations