Executive Summary:
Mexican organizations are influenced by internal and external elements that modify or benefit their development, which is why it is important to detect some of them with the intention of improving them and resulting in an efficiency in the management of material and human resources, which allow for the raising of the productivity and permanence in the market of companies, this research is carried out to analyze some of the problematic causes in the personal labor relations of companies and the causes that promote low productivity, apparently due to bad work behavior, considering that specifically takes into account their idiosyncrasy, customs, way of being and work culture, (Aguilar, 2010), which govern their behavior both social and organizational,which many times is not understood as such and is only considered to work out of necessity without considering their family and social environment.
| Trabajando.com carried out a survey of 2000 workers and found the following results. | |
| Level of satisfaction of Mexican workers | Factors of incidence in the labor performance |
| 32% reported feeling good at work because of the favorable climate.
27% because they are passionate about what they do. 14% for the possibility of contributing new ideas. 9% because your boss is a great source of motivation. 8% for the chances of promotion. 20% say they are not in a positive work environment. 20% expressed disagreement regarding the salary. 20% said they were frustrated that they had no chance of promotion. 14% stated that they did not feel appreciation for the achievements they achieve 12% are not passionate about work. 11% do not consider their boss as a good leader. 3% do not have instances to contribute new ideas. E l 85% said they believed that their work was essential to the functioning of the organization. Happy employees are 88% more productive and another study named and have 30% more energy and dynamism. The motivation of a worker to learn about various areas of the company, request more tasks from your boss or suggest the improvement of some procedures can be a source of hostility towards his colleagues, which can cause anxiety, reluctance and adaptation to the situation. |
The constant increase in the cost of living causes many workers to feel dissatisfied with the salary they receive in their respective jobs.
Stress is a disease potentially affecting personal productivity and business development. Professional performance is affected by factors such as family (51%), company benefits (12%) or remuneration (10%). 27% declared feeling completely unmotivated to fulfill their obligations. Many professionals are not clear on what to do with their lives, they express a negative feeling towards their activities. At the corporate culture level, 58% of workers said they were concerned about spreading it, compared to 42%. 20% of workers live daily with job frustration, a feeling that not only affects the productivity of companies, but also results in a negative work environment, poor performance, high levels of work stress, absenteeism, etc. Thousands of workers agree to hold positions that have little to do with their skills or abilities. |
| The new generation of workers does not believe in eternal jobs or rigid structures.
Interaction between employees, beyond laughter, as well as trust, are vital to foster a productive environment. More than half of young Mexicans consider that there is a bad working climate in their respective offices. The good work environment is considered as such because "they have possibilities for professional development" (23%), because "it is a psychologically and emotionally healthy place" (19%), because "there are necessary resources to work" (19%), because "The employee is valued" (16%), because "there are no favorites" (15%) and because "there is a balance between personal and work life" (8%). It is extremely important that employers seek a balance between the personal and professional field of workers, it is very important to promote a good work environment, since it is proven that a happy employee, self-motivated and with an ideal environment, is an employee that offers excellent results. When asked if they considered that the salary received was fair, 72% agreed that they should receive better income, while 28% agreed with their current salary situation. |
When formality is not encouraged, they feel more free to innovate and let their imaginations run wild.
Aspects such as favoritism affect workers (21%), who do not value their work (19%), lack of professional development (18%), which is not a psychologically and emotionally healthy place to work (16%), that they do not have the necessary resources to carry out their activities (14%) and that there is no personal and work balance (12%), are some of the factors that contribute to young people claiming to live a bad work climate in their company. Among workers with a bachelor's degree, 40% of them earn between $ 5,000 or $ 10,000, 21% more than $ 20,000, 18% between $ 10,000 or $ 15,000, 12% less than $ 5,000; while 9% perceives from $ 15,000 to $ 20,000. In the case of individuals who have a postgraduate degree, 43% earn from $ 10,000 to $ 20,000, 21% more than $ 20,000, 29% less than $ 10,000 and 28% receive a salary that exceeds $ 20,000. These data reflect that there is no association between the salary received and the career studied, there are other series of factors that also determine the salary a worker receives. |
Source: Trabajando.com.mx (2015)
In which the importance of understanding Mexican behavior and culture is demonstrated, since without generating higher costs you can have significant intellectual capital that strengthens Mexican companies with excellent results, achieving a better country and a better quality of life, which they are needed in Mexico to end many social problems.
Methodology:
It is an empirical and explanatory study since it describes the current situation of the companies and how their workers feel, for the realization of this study we started with general information, which allows us to present some conclusions and recommendations about how they should be managed labor relations and detect the degree of worker satisfaction.
The study was carried out supported by primary sources and secondary sources through consulting statistics, talks with experts, texts on administration techniques, business development brochures, the contributions of this study consist of making known some aspects of the social relations of the workers of the companies and their influence in the achievement of the objectives pursued by the organizations. These contributions are based on the concept called social capital of organizations, that is, on their human resources, which is considered as the most important basis in the competitiveness of companies for the efficiency indicator, in which it is appreciated that the majority have a degree of indifference, however another large part does perceive that the company is effective and efficient.The design is transversal or transectional, since its initial or final scope is explanatory.
The research seeks to identify behavior patterns, similarities and differences between companies by formalizing and establishing the conditions of the employment relationship, reviewing practices of attraction, loyalty and motivation of people in companies that simultaneously promote competitiveness and human development.
conclusion
Mexico has integrated into world trade with various international treaties and many Mexican companies have managed to be in the world as leaders in their market, the case of Televisa, Cemex, Petróleos Mexicanos, (Montes, 1999), Tequila Sauza, etc., only to name a few, but it is not the case of all the companies that exist in our country which are more than 95% SMEs, if we analyze these characteristics that the Mexican has and the organizations know how to take advantage of them, they can find highly competitive workers.
In Mexico there are organizations even with ideas that the worker goes for a salary to work without taking into account that if the Mexican is happy or likes to live together, why then be so closed to this culture, this manual ability is recognized worldwide and creative, only you have to understand and take advantage of it, without false ways of managing and without copying cultures from other countries that often are not at all similar to ours. In such a competitive environment, it is not the strongest that survives, but the one that best adapts to changes.
Bibliography
- Aguilar Segura Alma Griselda (2010) Stop stress at work. United Mexican publishers, Montes Barreto Ramón. (1999). Behavior and motivation of the Mexican worker.. Register Today., Iv, 12-17.Branden Nathaniel. (2010) Self-esteem at work. Mexico. Mexican Paidós. Calle Campilla Ramiro Antonio. (2013).The psychology of tranquility at work and in the company. Mexico. Edit. RBA LibrosDíaz Guerra Rogelio (2009) Psychology of the Mexican. Mexico. TrillasDíaz Guerra Rogelio (2007) Psychology of the Mexican 2 Under the clutches of culture. Mexico. Threshing.M. Moreno Tania. (2008). Beware-companies-that-kill. JUNE 2015, from CNNEXPANSION Website: www.cnnexpansion.com/midinero/2008/01/29/a1cuída-empresas-que-matan Tania M. Moreno Rodríguez Estrada Mauro. (2006). Psychology of the Mexican at work. Mexico: McGraw Hill.Velázquez Mastretta Gustavo. (2010) Psychology of work in the organization. Mexico. Edit. Noriega
