INTRODUCCIÓN La incesante lucha del hombre por siempre tener una respuestas a sus preguntas y por no dejas agujeros negros en el conocimiento lo ha convertido en un vendaval de ideas. Pensamientos, que pudieron pudieron originarse en el mundo de las ideas que represento a Aristócles en su obra el hombre en las cavernas de el Siglo IV A.C. Paradójicamente resulta temerario y comprometedor el tratar de hilar una línea de tiempo que conecte la múltiples fases que han conformado la epistemología del conocimiento y su interpretación, desde aquellos días hacia el presente siglo XXI, el cual apenas
comienza
sus
primeras
décadas
con
una
confrontación
paradigmática en la investigación. Ciertamente
habremos
escuchado
mencionar
los
respetable
paradigmas Positivistas y Naturalista cada uno con sus teorías y representantes celebres, que dieron grandes aportes para el globo científico de su época, sin embargo, e para finales del Siglo XX la experiencia de La Revolución ONTOLOGICA de Martin Heidegger, que con con su Dasein nos nos mostro el lado del Ser que axiológicamente atropellamos en los paradigmas antes mencionados. Paro hoy día día la fuerza vital con que la educación e investigación han revestido al campus universitarium, está dirigida dirigida al mejor posicionamiento de lo humano y la vida, aspectos que han dado paso al Paradigma Paradigma Emergente, tal como nos lo plantea la teoría de la complejidad que nos lleva al tapete social y cultural, de las naciones. Para ello Edgar Morin, al
resaltar la
por los múltiples aportes de
dudad y el eje problematizador en la
intelectualidad del pensamiento humano y la relación sujeto objeto, se entre cruzan de una arista a otra para ofrecer el mágico mundo teórico de la complejidad y la transcomplejidad que desarrollaremos desarrollaremos en las siguientes páginas de este documento. Con el temor de vernos perturbados por el tiempo y espacio que limitan los trabajos y las presentaciones entregaremos un modesto extracto e inquietudes epistémicas que serán trasladadas al escenario de nuestro doctorado, para ello la compilación que seguidamente presentamos.
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LA COMPLEJIDAD ORGANIZACIONAL Para comenzar el desarrollo de la existencia de complejidad organizacional y gerencial, debemos enfocar enfocar teóricamente el significado de de cada uno e estos términos primero tenemos “ORGANIZACIÓN, no es mas que la coordinación racional entre los diferentes centro de las empresas que permite obtener obtener un rendimiento optimo optimo con la misma inversión inversión que se tiene planificada, seguido tenemos “LA GERENCIA, Represente el eje principal para cualquier organización, y esta se refiere a la medida en la cual los miembros de una organización se sientan efectivamente parte de ella representa una dimensión clave tales como: *Diferentes ideas pero van a un fin. f in. *Optimización laboral de sistemas. *Eficacia en los procesos. *Aplicación en los procesos (personal, ( personal, individual, experiencias). Actuar estas dimensiones en la gerencia organizacional, y el análisis de la misma nos permite adentrarnos de una forma racional, ético. Y otro aspecto relevante relevante en la que estas estas dos dimensiones dimensiones se disponen disponen a funcionar
es la configuración configuración de las las gerencias gerencias en las organizaciones
complejas y trascomplejas, LA CONFIGURACIÓN, es la que nos permite tener la disposición de todas las partes de la organización y en ella se componen una cosa, que le dan su peculiar forma o manera de ser. Con estos tres aspectos fundamentales desarrollamos la complejidad en las organizaciones, esto significa la emergencia de los procesos, hechos u objetos, con estrategias de pensamientos. Desde un punto de vista etimológico, cuyo significado es de origen latino el cual significa trenzar enlazar, el cual se le puede agregar la existencia de 2 caracteres o fenómeno opuesto opuesto o complementario complementario de una misma cosa o persona esto. La complejidad complejidad es a primera vista
un tejido de constituyentes
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que constituyen nuestro mundo fenoménico. Así que la complejidad se presenta como los rasgos perturbadores de la perplejidad, perplejidad, es decir de lo enredado, lo inexplicable, el desorden, la ambigüedad y l a incertidumbre. Hoy la complejidad es nuestro contexto. La configuración de la de la gerencia de las organizaciones y su complejidad, nos permite ver si todos los elementos están involucrados, si efectivamente el desempeño de esta manejando bien para lograr los resultaos esperados en la organización, si se entiende lo que se esta haciendo, unos de los principales elementos y es de gran relevancia mencionar cuando hacemos una compra de tecnología, debemos entender la complejidad de la misma todo el riesgo que esto implica si de verdad se esta haciendo todo el procedimiento verdaderamente efectivo, se da este ejemplo para ver la existencia real de la complejidad, son muchas pregunta e interrogantes que surgen en una organización, y esto nos invita a reflexionar un alto contenido contenido de incertidumbre en el comportamiento comportamiento de los sistemas, entonces que podemos esperar cuando administramos a la organización sin ninguna base para tratar de comprender la complejidad interna, entonces es necesario conocer los principios y la estructura donde se desarrollen como para poder administrar la complejidad de la organización y evitar así que la entropía del sistema lo destruya paulatinamente. La complejidad tiene que ver con la diversidad de elementos que componen una situación un todo se compone de partes que interactúan y que estas a su vez se encuentran en contacto con su medio ambiente. Desde este ángulo, todo es complejidad. Todas nuestras vidas están llenas de complejidad. Algo que es complejo para un observador tal vez no lo será para un segundo observador o para un grupo de observadores, la complejidad se nos presenta como el diferencial entre la demanda de los recursos (materiales, intelectuales, valores.etc). Aunque el concepto de complejidad es universal, los casos que nos atañen en este trabajo son los de la complejidad dentro de organizaciones;
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En el año 1983, tenemos en hall, la organización es un conglomerado de variables que continuamente están cambiando y de las cuales formamos parte, y estas están en constante interacción, cambio y movimientos. Sin embargo al llegar las innovaciones tecnológicas las organizaciones se dan cuenta de que pueden automatizar operaciones y cálculos rutinarios e en cuestión de segundo el procesamiento de la información ahora requiere de menos tiempo para llevar a cabo la toma de decisiones por si fuera poco las máquinas ahora más versátiles y veloces, han incorporado los avances tecnológicos que permitan enlazar a toda la organización en una sola red que permita un mejor control de operaciones, es aquí donde cambia la definición de complejidad. Ahora no nos tenemos que enfrentar a problemas de control de gente en megaplantas, ni por calcular con exactitud los estados financieros los problemas que emergen en este momento tienen que ver con la velocidad de repuesta, sincronización de actividades, reducción de costos, aprovechamiento al máximo de recursos, ciclos cortos para innovar, mantener el ritmo bajo presión, etc. Es será la nueva definición de complejidad para los próximos años de la organización de la organización. La complejidad en las organizaciones ya había sido tratada de explicar previamente.de hecho como menciona HALL 1993, el tema se hace mas complejo, por el hecho de que las partes componentes de una organización pueden variar individualmente en su grado de complejidad, ROBBINS 1990, define la complejidad organizacional en base a la siguiente vertientes.
Diferenciación horizontal: grado de diferenciación entre las unidades, basados en la orientación de sus miembros, la naturaleza de las tareas que ejecutan y su educación y entrenamiento,
Diferenciación vertical. Los niveles de la jerarquía
Dispersión especial: grado de disposición geográfica entre las facilidades.
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La complejidad organizacional de cualquier sistema es la respuesta a la complejidad que existe en el medio ambiente que lo rodea.
CARACTERISTICAS ESTRUCTURALES
DEFENSOR
ANALIZADOR
PROSPECTADO
ESTABILIDAD Y EFICIENCIA
ESTABILIDAD Y FLEXIBILIDAD
FLEXIBILIDAD
ESTABLE
CAMBIANTE
DINAMICO
CONTROL ESTRICTO, DIVISIÓN
FORMALIZACIÓN
CENTRALIZACIÓN
CONTROL CENTRALIZADO
MODERADO
ESTRUCTURA INFORMAL
DESCENTRALIZACIÓN.
Las distintas situaciones y escenarios que se generan en las organizaciones gracias a la interacción dinámica entre variables no organización provocando situaciones de enredo y desorden así somos parte integral de la confusión que se genera en el juego organizacional. TIPOS DE COMPLEJIDAD 1.-El dominio de una simple tecnología es un proceso de aprendizaje que requiere tiempo. Esta implícito cierto grado de complejidad con el que hará
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2.- A medida que se agregan mas variables a las existentes, la necesidad de contar con la infraestructura para su administración debe ser mayor (demanda mayor tiempo, talento y recursos).
3. Esta situación se muestra como una de las más características dentro de cualquier organización donde para la toma de decisiones se parte de ciertas bases, variables y supuesto. Sin embargo no se tiene un criterio común para evaluar el impacto positivo o negativo de las decisiones y sus posibles efectos secundarios a todos los sistemas involucrados.
OTROS TIPOS DE COMPLEJIDAD 1,-COMPLEJIDAD DE ORIGEN: Surge de los componentes básicos de la organización y su interrelación para poder operar, y este juega un papel fundamental la tecnología, existen innumerables estudios que marcan a la tecnología como una de las principales variables que definen la configuración de la organización, puesto que en base al proceso de transformación se empiezan a desplegada desplegada nace requerimientos para llevar a cabo, existen tecnologías muy sencillas de administrar pero donde la complejidad emerge de la cantidad de clientes que se tiene, ya que cada uno de ellos requiere de algo especifico. 2.-COMPLEJIDAD RESIDUAL: Este tipo de de complejidad no administrada nace en el momento en el que la variedad demandada excede a la variedad del sistema y que genera un diferencial acumulable, este tipo de complejidad esta mas identificada con los procesos que se generan día a día en la organización al operar el sistema, la organización tiene que lidiar con ella todo el tiempo y es el talento del personal y la sinergia de grupo la que lo logra.
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beneficio, comprender y administrar el lado oculto de la empresa es una parte clave la sabiduría pragmática que se requiere para enfrentar los cambios desconcertantes que están ocurriendo en el lugar del trabajo. Son muy clásicos donde el grupo que controla los principales procesos de la organización se resiste al cambio poniendo objeciones a los cambios propuestos en aras de la mejora. CARACTERISTICAS DE LA COMPLEJIDAD 1.- La complejidad puede ocurrir en sistemas naturales, aquellos diseñados por el hombre e incluso en estructuras, los elementos grandes y pequeños viven cooperativamente. 2.- La forma física puede ser irregular o regular. 3.- Como una regla, entre más grande es el numero de parte del sistema, existe mayor probabilidad de ocurrencia de la complejidad. 4,-La complejidad puede ocurrir en sistemas disipadores en contacto con su medio ambiente ambiente y que que se desgastan desgastan al operar o conservadores conservadores de energía. 5.-Los sistemas no son completamente probabilísticos ni completamente determinanticos; exhiben ambas características. 6.- Las causas y efectos de los eventos que el sistema experimenta no son proporcionales. 7.-Las diferentes partes de sistema complejos están conectadas y afectan a una a otra de una manera sinergetica. 8.-Existe feedback positivo y negativo. 9.-El nivel de complejidad depende de las características del sistema, su
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La Definición Clásica de la Complejidad Organizacional. Desde un punto de vista etimológico: La palabra complejidad proviene del latín “complectere, “complectere, cuya raíz plectere significa trenzar, enlazar. El agregado del prefijo “com” añade el sentido de la dualidad de dos elementos opuestos que se enlazan íntimamente, pero sin anular su naturaleza originaria. Es por ello lo usual de utilizar “complectere”, tanto para referirse al combate entre dos guerreros, como al entrelazamiento de dos amantes.
Complejidad. Es la cualidad de lo que está compuesto de diversos elementos. En términos generales, la complejidad tiende a ser utilizada para caracterizar algo con muchas partes que forman un conjunto intrincado.
Complejidad Organizacional. Desde el punto de vista Organizacional, se busca ejercer un control que minimice los efectos que el azar y lo aleatorio crean dentro del mundo de la complejo. En lo concerniente a lo expuesto, los siguientes exponentes manifiestan: A.- Robbins (1990,) define define la complejidad organizacional en base a las siguientes variables: 1. Diferenciación horizontal: Grado de diferenciación entre las unidades, basado en la orientación de sus miembros, la naturaleza de las tareas que ejecutan y su educación y entrenamiento.
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Comparación entre ambas concepciones clásicas: En lo que concierne a lo expuesto por Hall (1983) y Robins (1990), tomando desde un mismo ángulo de pensamiento, dirigido al ámbito empresarial, es conditio sine qua non para poder mantener un control sustentable en los niveles de comunicación, y equilibrio entre las partes. Ahora bien, en cuanto a la complejidad organizacional, es una consecuencia inmediata, inmediata, en relación directa con el entorno que nos rodea, es por ello que se puede afirmar lo siguiente: Dependiendo de las dimensiones del grupo organizacional de manera ascendente, en ese mismo modo debe aumentar la supervisión por parte de quienes ejercen el control sobre el grupo, ya que el nivel de complejidad crece y debe existir un control equilibrado sobre el mismo, permitiendo el dinamismo que se requiere para el desarrollo del entorno. Pero es necesario, evitar la creación excesiva de políticas y procedimientos, que pueden llevar a la rigidez y estatización del sistema.
ESTRATEGIA ORGANIZACIONAL COMPLEJA ESTRATEGIA: Se entiende por estrategia, a toda la serie de lineamiento de carácter sistemático los cuales son estudiados y analizados científicamente, a los fines de asegurar de manera previsiva y anticipada, cuales cuales serian las normas de proceder al momento de presentarse alguna condición que acarree inseguridad tanto a persona como a bienes.
ESTRATEGIA ORGANIZACIONAL COMPLEJA:
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De lo anteriormente expuesto, Parra Ibáñez (2008) citado en la Obra Investigación Trascompleja (2010) expone lo siguiente: En cierto sentido, la complejidad siempre esta relacionada con el azar. De este modo…coincide con un aspecto de incertidumbre, ya sea en los límites de nuestro entendimiento, ya sea inscrita en los fenómenos mismos. Pero la complejidad no se reduce a la incertidumbre en el seno de los sistemas altamente organizados (Pág. 35)
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Organizaciones Transcomplejas Para hablar de la Transcomplejidad, es necesario considerar la posición posición de Morín y su paradigma de la complejidad (2001), donde establece diferencias importantes entre la recursividad y la redundancia para referirse, en el primer caso, a procesos de cambio y transformación y, en el segundo, a procesos de reproducción organizacional dinamizados por equilibrios e inestabilidades. De igual modo se debe debe considerar necesario aclarar otros términos, términos, y ello nos conduce a definir el término, y en consecuencia podríamos decir que la actividad gerencial corresponde a toda actividad que se desarrolle en procura de modificar, alterar o reorientar el desempeño o comportamiento de una institución u organización, sin embargo no podemos dejar de llamar la postura de Drucker (1999) en su libro "Los desafíos de la gerencia para el siglo XXI" define la gerencia como " Todo aquello que afecta el desempeño de la institución y sus resultados sean en el interior o en el exterior, encuéntrese bajo el control de la institución o totalmente fuera de él (p.57). Ya, Lansberg (1998), expresaba que la "gerencia es la facultad de integrar y canalizar la energía humana, hacia propósitos que se consideran decisivos para la comunidad." (p.21). Aunque Drucker, no refiere lo humano y lo social como lo hizo Lansbert, cuando el primero refiere la afección exógena y la endógena se presume la actividad humana en su contenido. La necesidad de una mejor información como aporte hacia los cambios gerenciales convenientes y oportunos es extremamente necesaria. Sin duda estamos en una etapa gerencial que dentro de sus cambios internos propios de su actividad gerencial interna, existen situaciones evolutivas y con ellas cambios, los cuales no han de ser dejados de
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y Malavé (2000) citados por Mujica (2007), sus orígenes se encuentran en la economía (Smith), la ingeniería (Taylor y Fayol), en la sociología (Weber) y psicología (Mayo); convergiendo de manera interdisciplinaria y multidisciplinaria diferentes racionalidades que se integran en la gerencia. En su momento éstas fueron las bases específicas sobre las cuales se legitimaba la gerencia en la modernidad. La transcomplejidad, viene a ser efecto mismo de esos cambios y las adaptaciones necesarias en el ejercicio gerencial dinámico social, surgiendo con ello métodos o maneras de encarar las nuevas formas de la actividad gerencial. Es por ello que surge el término transcomplejidad como una nueva cosmovisión investigativa donde se esbozan algunos rasgos característicos de la misma. La transcomplejidad, está siendo aplicada a la actividad gerencial, como forma investigativa en las organizaciones, refiriéndose a la necesidad de lograr entender elementos que no son posible relacionar entre sí en un determinado momento. Sin embargo es necesario referir el significado de las organizaciones transcomple jas transcomple jas definiendo que trans significa: “Más allá o del otro lado, a través de” y, complejas significa: “Característica que surge en un sistema, cuando no es posible que todos los elementos se relacionen entre sí,
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Entonces podemos decir que las organizaciones transcomplejas son: Es la búsqueda de una solución utilizando alternativas, a través de una visión mas allá de lo que se esta acostumbrado para el logro de los objetivos y el buen manejo de los diferentes recursos que requiera la organización. Partiendo de esta idea hay que tener presente que los gerentes son los que manejan los recursos y por lo tanto, es el que mueve la organización o empresa sea publica o privada , hacia la dirección correcta o no; colocando en practica sus conocimientos, estudiando las experiencias de la organización, tomando las decisiones para el futuro, que es lo que forma un presente estable y exitosa o todo lo contrario. Este gerente deberá manejar la ética, moralidad, legalidad, el ambiente de trabajo, los recursos (humanos, financieros, tecnológicas y materiales), socioculturales, psicológicas, políticas, la globalización, entre muchos otros factores no solo internos que puedan perjudicar a la organización sino también los externos . El gerente tiene que realizar una planificación utilizando métodos y técnicas innovadoras, originales y modernas adaptándola a la realidad, necesidades y situaciones que se le presenten a la organización,
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Visión Pos-moderna: este tipo de gerencia se enfoca en el bien estar humano, se preocupa por su situación emocional, espiritual, económica, psicológica entre todas aquellas que puedan significar para el individua tanto positiva como negativamente. La parte financiera es importante pero o primordial como lo es el bienestar de sus trabajadores.
Visión transmoderna: esta gerencia es la unión de las dos anteriores tomando en cuenta la economía de la organización sin olvidar la importancia de las personas que allí laboran, esto se ha tomando como la perspectiva homo posteconomicus (lo que catálogo como un hombre de respetuoso de mente abierta. Rigoberto Lanz, al respecto, señala que las organizaciones esta atravesando momentos caracterizados por grandes convulsiones y cambios, una incertidumbre total al momento de responder a los mismos y, lo que es peor, la incapacidad incapacidad de entender la situación; situación; una totalmente distinta a las diferentes épocas de las teorías organizacionales organizacionales y estructurales estructurales que hoy seguimos estudiando y utilizando para resolver problemas que no se corresponden con éstas. Pero, no son los cambios y las convulsiones quienes
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Por consiguiente, propone la transcomplejidad como punto de partida para los enfoques enfoques post-modernos post-modernos sobre sobre los procesos organizacionales, en aras de explorar las enormes potencialidades que se abren en medio del colapso de los viejos paradigmas. Asimismo, dejar ver la necesidad de abordar la complejidad de los problemas que emergen dentro de las organizaciones desde una perspectiva epistémica que permita el análisis teórico fundamentado en el estudio del comportamiento de las organizaciones y los individuos que las conforman. En tal sentido, es necesario discernir por que las organizaciones se encuentran donde están, para poder establecer postulados que permitan dar respuesta a los problemas que las aquejan. Para ello, se requiere generar modificaciones estructurales que reflejen una nueva forma de pensar, una nueva forma de operarlas y adminístralas; pero, ello requiere de un alto grado de conciencia para asumir responsabilidades. Por esto, esta nueva forma de pensar demanda una total armonía y simbiosis con los entornos virtuales, con la interactividad de las personas y la organización a nivel global y local, así como la influencia de las mediaciones culturales.
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En este sentido, sentido, son estos cambios lo propiciadores de nuevas formas formas de organización, de comunicación y comportamiento, tanto individual como organizacional, por lo que se requiere de posturas post-modernas que reflejen una reconfiguración de las organizaciones, con base al ciberespacio y las tecnologías de la información, pero que al mismo tiempo sean lo suficientemente flexibles y moldeables para adaptarse a un entorno caracterizado por la volatilidad volatilidad e incertidumbre, en el que, la premisa que pareciera reinar, es “adaptarse o desaparecer”. Pero, todo ello requiere de consideraciones tan evidentes en las teorías modernas, tales como; el estudio del ambiente donde operan las organizaciones y su impacto desde ellas al ambiente y viceversa, la responsabilidad social que de ellas se deriva y, lo que es más importante, es necesario abordar las transformaciones desde el epicentro de las organizaciones; el individuo, el trabajador que día a día desempeña sus actividades cargado de una cultura corporativa, pero, al mismo tiempo, una cultura individual que resume sus valores éticos, morales, sociales, familiares, etcétera. Por consiguiente, el repensar las organizaciones implica algo más que el uso de las tecnologías de la información y la superautopista de la
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Aspectos del Medio Ambiente que afectan la Complejidad del Negocio La complejidad de origen dentro de la organización se debe fundamentalmente al medio ambiente que la rodea. La característica del medio ambiente ha sido en los últimos años de gran dinamismo y competencia gracias a la globalización comercial y al desarrollo exponencial que ha tenido en los últimos años la tecnología. Estas dos variables han bastado para que las organizaciones hayan buscado fórmulas para sobrevivir a este entorno cambiante, y han sido estas acciones las que han afectado al medio ambiente, fijando nuevas reglas de competencia y nuevos estándares de desempeño para empresas del mismo giro. Este es uno de los aspectos más importantes del medio ambiente y que sin duda debemos considerar. Cualquier cosa que han realizado las
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Complejidad y Caos
Los sistemas complejos se caracterizan fundamentalmente porque su comportamiento es imprevisible. Sin embargo, complejidad no es sinónimo de complicación: este vocablo hace referencia a algo enmarañado, enredado, de difícil comprensión. En realidad y de manera determinante en las actuales circunstancias, no existe una definición precisa y absolutamente aceptada de lo que es un sistema complejo, pero pueden darse algunas particularidades comunes. En primera instancia: está compuesto por una gran cantidad de elementos relativamente idénticos. Por ejemplo, el número de células en un organismo, o la cantidad de personas en una sociedad. En segundo lugar, la interacción entre sus elementos es local y origina un comportamiento emergente que no
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La Teoría del Caos
La teoría de las estructuras disipativas, conocida también como teoría del caos , tiene como principal representante al químico belga Ilya Prigogine, y plantea que el mundo no sigue estrictamente el modelo del reloj, previsible y determinado, sino que tiene aspectos caóticos. El observador no es quien crea la inestabilidad o la imprevisibilidad con su ignorancia: ellas existen de por sí , y un ejemplo típico el clima. Los procesos de la
realidad dependen de un enorme conjunto de circunstancias inciertas, que determinan por ejemplo que cualquier pequeña variación en un punto del planeta, genere en los próximos días o semanas un efecto considerable en el otro extremo de la tierra. El concepto de caos a menudo puede crear en nosotros una idea
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El hecho de tratar de controlar, o dominar la naturaleza es prácticamente imposible desde la perspectiva del caos, pactar con el caos significa no dominarlos sino ser un participante creativo. Más allá de todo intento por controlar y definir la realidad se extiende el infinito reino de la sutileza y la ambigüedad, mediante el cual podemos abrirnos a dimensiones creativas que vuelven más profundas y armoniosas nuestras vidas. En este sentido un sistema visto desde el caos es un sistema flexible y no lineal donde el azar y no previsible juega un papel fundamental, la definición anterior es más o menos clara, sin embargo sigue causando ruido en la concepción del término caótico, sigue siendo aún muy fuerte y este peso se aligera cuando se piensa como un sistema totalmente aleatorio. Para estos mismos autores, en el ser humano, la creatividad significa ir
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Pero la tendencia a ordenarlo todo, choca con la misma realidad; irregular y discontinua. Los científicos ya han renunciado a la ilusión del orden para dedicarse al estudio del caos, que acepta al mundo tal y como es : una imprevisible totalidad.
A mediados del siglo pasado, la evolución de la ciencia se vio alterada por una reflexión comparable a esta: se conoce el movimiento de los planetas, la composición de las moléculas, los métodos para explotar la energía nuclear, pero se ignora por qué las cebras tienen manchas o el motivo de que un día llueva y al siguiente haga sol. La búsqueda de una explicación a los fenómenos naturales que se observan, complejos e irresolubles mediante fórmulas, configuró lo que se conoce como Teoría del Caos, una disciplina que, si bien no niega el mérito de la ciencia clásica, propone un nuevo modo de estudiar la realidad.
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La simplicidad de la complejidad y la complejidad de la simplicidad
Desde el caos la perspectiva de la vida parece más compleja, y esa complejidad se visualiza difícil, costosa o dura y la propia complejidad ha llevado a situaciones que parecen límites, entonces un orden simple está esperando al doblar la esquina y todo se convierte en luz, encontrando una
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sin embargo, la realidad muestra que muchas veces se crean puestos con la consecuente implicación de costos y esfuerzos inútiles, que en nada contribuyen a lograr los objetivos, sino que, al contrario, sólo ocasionan gastos innecesarios.
2. Especialización. Este principio estipula que el trabajo de una persona debe limitarse, hasta donde sea posible, a la ejecución de una sola actividad. El trabajo se realizará más fácilmente si se subdivide en actividades claramente
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no debe ejercer autoridad directa a más de cinco o seis subordinados, a fin de asegurar que no esté sobrecargado, y que esté en la posibilidad de atender otras funciones más importantes.
8. De la coordinación. Las unidades de una organización siempre deberán mantenerse en equilibrio. Un ejemplo de esto puede ser que de nada servirá contar con departamentos de mercadotecnia y finanzas muy eficientes, si la transportación es tan mala que la compañía difícilmente desplaza sus
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División del trabajo Se entiende por división división del trabajo trabajo a la división y delimitación de las las actividades en una organización , con el fin de realizar una función con la mayor precisión, eficiencia y el mínimo mínimo de esfuerzo, esfuerzo, separándolo por ocupaciones o profesiones dando así lugar a la especialización y perfeccionamiento en el trabajo.
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Tipos de Organizaciones Las organizaciones son extremadamente heterogéneas y diversas, por tanto, dan lugar a una amplia variedad de tipos de organizaciones . Sin embargo, para Chiavenato, considera que los principales tipos de organizaciones clasificados según sus objetivos, estructura y características principales se dividen en: 1) Organizaciones según sus fines, 2)
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mantenido
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Organizaciones Informales : Este tipo de organizaciones consiste en
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Toda empresa cuenta con un organigrama de fácil acceso para el personal, de
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Formal: Se define como tal cuando representa el modelo de
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