The textile sector is of great economic importance for Mexico, since it is one of the sectors with the greatest dynamism, occupying 10% of the manufacturing GDP in Mexico, generating around 850 thousand jobs in the country, Tlaxcala is a Mexican state that by tradition since the conquers developed a textile industry…
textile-industry-and-its-economic-impact-in-calpulalpan-tlaxcala-mexicoExecutive Summary:
The textile sector is of great economic importance for Mexico, since it is one of the sectors with the greatest dynamism, occupying 10% of the manufacturing GDP in Mexico, generating around 850 thousand jobs in the country, Tlaxcala is a Mexican state that by tradition since the conquers the development of a textile industry that has generated many formal and informal jobs in the state, (Banxico, 2012) the increase has been constant and is an alternative to generate jobs, that although many are in informality, their wages are in the state average, (a characteristic that stands out in the implementation of salaries is that they are no longer based on the consumption of the basic basket but now these are agreed by the same entrepreneurs to fix it locally), with the option is to create similar businesses and develop the own,But the shortage of labor and non-conformity of workers is also a constant that is manifested, there are no benefits and in few cases only those that the law grants are given, showing little job satisfaction (SEDECO, 2017). Analyzing different theories about the satisfaction and dissatisfaction of staff in organizations leads to the making of proposals that promote a better work environment for workers to perceive and there are positive results.Analyzing different theories made on the satisfaction and dissatisfaction of staff in organizations leads to the making of proposals that promote a better work environment that workers perceive and that there are positive results.Analyzing different theories made on the satisfaction and dissatisfaction of staff in organizations leads to the making of proposals that promote a better work environment that workers perceive and that there are positive results.
Introduction
Tlaxcala was officially founded by Pope Clemente VII in 1525 and ten years later the royal identity card is granted, its history and culture according to Vázquez (2009) have their origin from pre-Hispanic times of which there are still some vestiges, the history of its The textile industry originates in the 16th century, this place is the product of the mixture of Spanish and pre-Hispanic culture, with the union of the original indigenous people and the Spanish, forming in the same way colonial haciendas that covered large areas of land and those that today There are remains, in the vicinity of these estate constructions the population was developing, Calpulalpan is established between the route from Mexico to Veracruz, the road passed through Tlaxcala giving much prominence and importance to this population,but with the founding of Puebla years later (1537) it lost its importance.
The State of Tlaxcala has a territorial extension of 3,914 km 2, which facilitates the journey through its 60 Municipalities, it has a privileged location in the center of the Mexican Republic, it is the fourth metropolitan area of the country with strong commercial links with the Federal District, Puebla and Veracruz (Tlaxcala, 2012). Its population is 1.2 million inhabitants, most of them young, and the population growth rate is 1.9%. 94.8% of the population is considered literate and the average schooling is 8.8 years, 548,899 people make up the Economically Active Population, its Gross Domestic Product (GDP) in 2012 was 71,327 million pesos, with a number of economic units of 66 309, (Economic Censuses, 2009):
In 1965 the governor of Tlaxcala issued a law for the industrial development, so that new industries in Tlaxcala would be exempt for a period of 20 years, from the payment of state and municipal taxes, a period of 25 years of exemption from property tax, these benefits were extended to other companies of various genres and in 1970 6 industrial parks had been created: (Inafed, 2009), in 2018 there are 9 parks named:
- Xiloxoxtla Industrial Park Xicoténcatl Industrial City Xicoténcatl Industrial City II 4. Xicoténcatl Industrial City III Ixtacuixtla Industrial Park.Calpulalpan Industrial Park.Atlangatepec Industrial Aerial.Area Industrial Velazco.Apizaco-Xalostoc-Huamantla Industrial City
To support this process of industrial development, the educational sector created:
- Regional Technological Institute of Apizaco, Autonomous University of Tlaxcala, Centers for Scientific and Technological Studies (CECYT), Training Center for Industrial Work (CECATI), College of Tlaxcala AC (COTLAX), Polytechnic University of Tlaxcala (South and West UPT).Tlaxcala Technological University (UPTLAXCALA).Tlaxco Superior Technological Institute (ITS TLAXCO).INEA
Regarding the salary issue, according to De la Peña (2003), it must be enough to cover the basic needs of a Mexican household, according to the Mexican LFT and as established by the Universidad Obrera in Mexico in the government of Lic. Luis Echeverría Álvarez (1970 - 1976), to buy products from the basic basket (The salary seeks to monetarily value the performance of work by the employee and is a method used to motivate workers since it is an essential part for the development of their lives, when people feel comfortable and satisfied with their work, productivity often improves with financial benefits). The textile industry of Tlaxcala ranks second in quality of jobs in Tlaxcala:
The textile industry generates 6000 jobs, the majority in small workshops which are not in the law, which means that they do not benefit from government support and growth programs. The average salary of workers affiliated with the Mexican Social Security Institute (IMSS) was 264.1 pesos a day in Tlaxcala in December 2016, while the monthly average was 8 thousand 28.9 pesos, based on statistics from the Ministry of Labor and Social Security (STPS).
Although the monthly income for professionals changes drastically between the States of the Country, the entity that pays the least to higher-level workers:
| Low professional salaries | High professional salaries |
| Guerrero, with 7,193 pesos per month, equivalent to half the income that a professional receives in Mexico City. | Baja California Sur (13 thousand 781 pesos) |
| Tlaxcala, with an average salary of 7,931 a month | Nuevo Leon (13,383) |
| Durango, with 8 thousand 738 pesos | Chihuahua (12,971 pesos). stands out in generating vacancies, because it reached 95 percent of its goal |
| Oaxaca, with 8 thousand 761 | Oaxaca, Tlaxcala and Hidalgo were below their goal of creating plazas |
Source: SIEM
Which indicates that the salaries that are received in relation to the national average are low but attractive for investors and industrial growth in Tlaxcala.
Development
The pre-Hispanic world based its textile activity and its way of dressing on its beliefs, its way of life and above all on the resources they had, with the arrival of the Spaniards they were affected in a drastic way, the Spaniards, led by Hernán Cortés in 1521 and helped by his indigenous allies overthrew the Aztec empire and behind it, all the pre-Hispanic empires. The indigenous people who had become homeless went to the new Spanish houses, where to be protected, sheltered, receive food and indoctrinate themselves in the Christian faith, they paid for their stay with slavery, paying tribute, this process was called encomienda, for the indigenous peoples, paying tribute was part of a fully accepted system, they had to deliver textile pieces such as bales of cotton and cloth,sacks full of cochineal for dyeing, jewelry, skins, Quetzal feathers, food products such as cocoa, beans, chia and corn (Page, 2012).
Wool and silk, fibers with which Europeans wove their clothes, were not produced in Mexico, so they were forced to import them, in 1526, Cortés brought the first sheep to New Spain, the first mulberry trees. They were planted in the Hacienda de Cortés in Coyoacán and later in Oaxaca, when the Dominican Francisco Marín in 1538 requested permission from the Viceroy to develop a silk industry (Zavala, 1996). By the year 1580, the Upper Mixteca had become the most important producing area of New Spain, joined by Oaxaca, Tlaxcala and Puebla, the fact of having introduced to Mexico new fibers such as silk and wool implied for the Spaniards to import so much the appropriate machinery as well as the tailors who could train the indigenous in the use of it, the pedal loom or colonial loom,greatly facilitated the work of textile artisans in the Valley of Mexico, the Bajío and the Puebla-Tlaxcala region (Aurea, 2009).
There were manufacturing companies in Mexico City, the Mixteca Alta in Oaxaca and Puebla, in Tlaxcala the textile centers were concentrated in the city of Apizaco, Huamantla and Calpulalpan, depending basically on the commercial dynamics of Puebla and the Federal District, the unions of silk produced sufficient quantities of satins, brocades and velvets that in addition to satisfying domestic demand, allowed the export of their production to Spain, the Philippines, Central America and Peru, the production of Mexican silk was favored during the first half of the sixteenth century, without However, by the middle of the century it began to glimpse its decline, due to the prohibition of its exportation and for another;to the new trade that New Spain had established with the Manila galleon (from the Philippines) which imported Chinese silk that was cheaper than Mexican. (Zavala, 1996)
The first cloth mills, so called because they are woolen cloths, were established in approximately 1539, with Puebla (initially) being the city of greatest importance in its production, but later it produced cotton fabrics (Valerdi, 2009). Mexico from 1940 entered a process of accelerated industrialization, through the process of import substitution that was consolidated with the Second World War, which allowed to overcome the traditional economic structure such as agriculture, crafts, textile industry and industry. transformation, (Alonso 1996).
Artisanal production (textiles, wood and ceramics) continued as an activity parallel to industrialization, creating markets by the state and federal government with training for the improvement of the materials used and the development of alternative designs (Lopez, 2015). The textile industry has an impact as an element of change in the state of Tlaxcala, since 62% of the state's population works and lives in the areas where the maquiladoras are located, the Puebla-Tlaxcala corridor is the fourth population corridor in the country, There are two important phenomena:
- The growth of the maquiladora industry north of the capital Tlaxcala to cities such as Tlaxco, Huamantla and Calpulalpan, populations that have a large number of peasant populations potentially considered cheap labor for factories. (Valerdi, 2009) The giant maquiladora plants eat up or subordinate the small ones. For example, a company settles in the main city, and then unfolds in its production, when the same workers establish their own workshops, taking production away from the original employer, charging cheaper or the maquiladora plants send their foremen to settle in the communities of two thousand or three thousand inhabitants with their own informal maquila, paying even lower wages and piecework, without benefits and using houses rented for a few months,to be able to quickly go from one place to another.
Between Apizaco, Calpulalpan, Hueyotlipan and in nearby municipalities there are several textile workshops, which are flourishing in parallel in a clandestine dispersed way but the interesting thing is that those who hire here are not the traditional lingerie companies but directly the large transnational companies that place the products in the market. World Market. (Inafed, 2009)
The companies according to López (2015) put the machines and the towns put their people, even the parents let their children be hired from the age of eight. The investors agree directly with the families, who offer the space and the workers, while the manufacturer provides the salary, the tool and the materials. Companies benefit from deep regional poverty, because in regions like this, the hope of the people is to send their children to work in the maquila and as in the nineteenth century, the parents themselves become the foremen who watch over The work of their children, in the informal maquila, it is worth highlighting two aspects:
- It is the companies themselves that are already established (especially in the cities), which move to smaller towns, bringing machinery and hiring locals and regularly cheaper labor. Small textile workshops are kept alive through the tianguis, where the same producers sell to the consumer, although each time they are being absorbed by the large marketers and distributors, who have the contractor and foreman of small groups of workers as the owner of the workshop.
Work satisfaction
It is a positive or pleasant emotional state of the subjective perception of the subject's work experiences, it is an affective and emotional response of the individual to certain aspects of their work, it is the measure of the effort made by human beings, remuneration, working conditions and the organizational climate favor conditions where the worker can develop and work with better quality (Blancas, 2011). For many people, work brings meaning to their lives, increases their self-esteem, they feel that their work is useful to others and they find social recognition, they interact with other people and have the opportunity to make friends, and people find their expectations met or desires to prosper and through which they achieve economic independence.Satisfied workers are up to 12% more productive, all companies want to be more productive and competitive and, therefore, it will be necessary to design and plan a strategy that serves to achieve a high degree of satisfaction in the workforce that makes up the organization (Chiavenato, 2012).
It has been demonstrated that when a worker resigns or is fired from his work activity, the first thing he misses when he is outside the company is the environment with his colleagues and in addition to that it constitutes a fundamental part of job satisfaction and includes: (Zavala, 1996)
The importance of considering not only the culture but the elements that are circumscribed around a behavior are also notorious, therefore job satisfaction has an impact on the worker's attitude towards their obligations, which arises from the correspondence between the real work and worker expectations, which are formed through comparisons with other employees or with previous jobs, the higher the job satisfaction, the greater the worker's commitment to their tasks and the higher the motivation, but when the degree of job satisfaction is low, the worker does not feel the weight of responsibility very strongly and does not put enough effort into his daily activity. (Page, 2012)
Hiring the right people for each position increases the degree of job satisfaction in organizations, although this point does not seem to be directly related to the motivation and mood of the workers, it is essential, since only through an adequate staff trained to fulfill their obligations, it is possible to create a healthy and productive ecosystem, where staff are not frustrated by failures made and who are capable of getting up and learning from their mistakes. (Nieves, 2014).
The form of organization that pays the most is the formation of work teams and when these are implemented properly, it allows the same colleagues to learn, helps them to know each other and they become more integrated and creative, growing as professionals and as people increasing job satisfaction. (López, 2015)
Schools promote the perfectionist mentality, attributed to an employee who cannot afford to fail in his work, the student sees the work as if it were a condemnation, which prevents doing the things that really cause pleasure. The idea prevails that to be well you need to renounce that concept of success, often unattainable, you also have to teach about failure, that helps to learn, you must know how to handle frustration, you must understand that working hard is not more important than having free time, nor does it guarantee job satisfaction, having time for family, exercising, those moments of recovery allow us to move on, and this is not something that is taught in the classroom, since graduates face a competitive market, situations difficult salaries, few job offers,layoffs and career changes, they must have tools to learn to act under these situations.
Job dissatisfaction
Job dissatisfaction is a negative response of the worker towards his own job and depends to a great extent on the working conditions and the personality of each person and refers to the state of restlessness, anxiety or even depressive that a person can reach that she is unsatisfied at work.
Causes
- Low salary Bad relationship with colleagues or bosses caused by jealousy, envy or professional misgivings. Bosses' arrogant and inconsiderate attitudes towards their subordinates or excessive demands or fulfillment of functions that are not the responsibility of the worker. Insecure people. People who have little confidence in themselves, in their abilities and aptitudes to perform a job. Difficulty adapting to the work environment. There are patient or constant workers who are continually changing jobs because they get tired or bored with their work quickly or because they want to achieve professional goals in a short space of time Bad relationships in the workplace make people want to Leave your job Do activities for which you were not hired.Little or no possibility of promotion occurs when an ambitious person with professional aspirations is stuck in his job and watches as time passes and, does not prosper or move up in the category, he becomes apathetic and dissatisfied since he does not achieve what he expected The lack of motivation or lack of interest in the work produces such apathy in the worker, that he fails to fulfill his duties on a regular basis Unjustified discounts Impartiality in the distribution of work Noisy places or hot and congested or poorly ventilated places harm the worker and negatively affect their performance. Aspects such as work experience, age, gender, educational level, culture or preparation, are factors that determine the type of employment that can be developed,Therefore, a job that is less than the preparation or experience that a person has will cause some professional dissatisfaction. ▪ Dedication of time to family. Bad working conditions. Job dissatisfaction can also be a consequence of company policies, the physical environment or a precarious or routine job (López, 2015).
Theories about job satisfaction
Since the 1960s, numerous authors have been interested in the relationship between job satisfaction and productivity, and the interactivity between both concepts (Noelia, 2017). These are some of the most important.
- Theory of the two factors: described by Frederick Herzberg in which he mentions that job satisfaction comes from two variables :
- Intrinsic or motivating factors: which includes the employee's relationship with their work, recognition, achievement, empowerment or promotion Extrinsic factors: their existence manages to eliminate or reduce dissatisfaction and ranges from company policies and organization, to interpersonal relationships, salary, leadership style or working conditions.
According to this theory, companies must start by satisfying extrinsic factors and, once these needs are met, focus on the motivators to improve satisfaction.
- Theory of achievement motivation: it was postulated by David McClelland in which he considers that job satisfaction comes from the fulfillment of three basic needs of all people:
- Achievement need: related to a person's interest and effort to achieve their goals and demonstrate their worth Affiliation need: refers to the need of individuals to feel part of the group Power need: reflects the desire to control and dominate both his own work and that of others.
All people experience these three needs, although each subject will do so to a different degree, so improving job satisfaction will be an individualized issue, adapting to the expectations of each worker.
- Equity theory: formulated by John Stacy Adams argues that what makes people more productive is their perception that the company is being fair and equitable. Expectation theory: it was carried out by Victor H. Vroom based on a model of job satisfaction and productivity based on people's expectations , classified as:
- The hope of success in performance: as a congratulation, an incentive or, if not, a wake-up call. Valencia. It is about the value that each person assigns to a certain fact, that is why it is important to take into account the needs of each employee. The expectation of effort-performance. Individuals seek to achieve their objectives, so when selecting an activity they will value that it has a balance between the possibility of achieving the goal and being able to self-reinforce their abilities and the difficulty of it.
- Variety of skills required by the position Identity of the task, that is to say, knowing the objective of the job Meaning of the task or level of impact of the work in the internal or external environment Autonomy with which the employee can carry out his job position. Feedback that provides clear and direct information on the performance and effectiveness of the worker.
The higher the levels in these factors, the higher the employee's job satisfaction and productivity.
Calpulalpan
The word Calpulalpan gives its name to the municipality and comes from Calpollalpan, which in the Nahuatl language translates as "In the Houses or in the Casonas", derives from the words "Cal", short for "Calli", which means House, or from Calpol, which means Casona, and from “Pan”, which translates as on of or in, there were Teotihuacan cultural centers in this place (Alonso, 2016).
In the late sub-phase, the city of Tecoaque stands out, located just 6 kilometers west of the current Calpulalpan, considered as a large city with a construction that allows viewing the Cerro de la Estrella located in the Tenochtitlan Valley, the industrial sector is made up of 583 companies that generate 23,000 jobs in different branches of food and beverage products, metal products, textiles and clothing, wood products, automotive industry (seat fabrics, passenger compartment upholstery, air bags, filters, bands), plastic and rubber, beverages and tobacco, non-metallic mineral products, chemical substances, petroleum products and paper products, (Sedeco, 2017).
The Calpulalpan region has pre-Hispanic antecedents and a development based on agriculture through the location of farms such as San Bartolo and Soltepec, according to the last census the population of the municipality is 48 385 007 inhabitants, (INEGI, 2017) a part important part of its economy is supported by companies in the textile industry with approximately 672 small sewing workshops located in the municipality in various places informally, managed empirically by their owners, but the importance of these workshops also lies in the preparation of a Local labor, this small industry generates an economic spill of $ 1 000 000.00 per week to the town, (López, 2015), most of these MSMEs are working in the same houses or workshops adapted to work in them,They are temporary jobs with intermittent production, that is, they have a lot of variety and production cycles, the people who work in them acquire a lot of skill in the handling and design of clothing, but the working conditions are not adequate, the benefits established by the Law Federal Labor Law, are not established as mandatory, hiring is subject to personal negotiation that the employer and the worker establish as such, but without going beyond what is agreed between the employers themselves.hiring is subject to personal negotiation that the employer and the worker establish as such, but without going beyond what was agreed between the employers themselves.hiring is subject to personal negotiation that the employer and the worker establish as such, but without going beyond what was agreed between the employers themselves.
Each position must be filled by the right person, there must be a good working environment, try as far as possible to establish flexible schedules that allow a reconciliation of work and family life, as far as economic rewards are adequate and fair that allow have a better quality of life and according to the position and worth of each person, that there is recognition of the work done, there are training plans that allow the staff to develop, as long as the person wants, the figure of the leader It is very important for the well-being of a person in his or her job, to improve physical and environmental working conditions and occasionally there is congratulations for a job well done (Inafed, 2009).
Conclusions and proposals
The working conditions in this area have many shortcomings, there is a significant staff turnover because employment is not constant due to the appearance of other workshops and workers have to carry out different activities that they sometimes consider unpleasant, although it is related to their activity, The lack of personnel is manifest since there are entrepreneurs who become all-doologists without effectively carrying out an activity of administrator and manager of their own business, in addition to the fact that once the workers learn the trade, they establish their own business specifically dedicated to the same, which limits him to carry out activities typical of a leader to be able to market his products in other regions even in the same state,limiting itself to establishing its business on the roadsides only to survive but not to grow yet because its products are of very good quality, currently it is a preponderant activity in this region, but it has achieved significant social development and its contribution The Calpulal economy is manifested by the significant number of jobs it generates and the economic resources it brings to this place, the number of companies that exist in this place have an important production, but they can increase more if it is considered that the work environment and working conditions can give rise to demotivation in workers causing production not to be the same as if there is motivation, with this research it is concluded that job satisfaction is a factor of great importance,Since human capital is the most relevant asset of the company and if it is not satisfied within the organization, a negative organizational climate will be created and consequently the productivity and success of the company will be affected, it is suggested to consider the idiosyncrasy of Mexicans and know behavioral sciences, create the necessary conditions for it to be motivated and raise quality and productivity since it has been demonstrated that a happy worker raises quality and quantity at work, therefore it is not remuneration, nor the benefits, nor the incentives, nor the charisma of the corporate leader, but the interpersonal relationship that the manager,supervisor or immediate boss establishes with the operating personnel within a pleasant environment which is achieved through knowing how to select personnel based on their experience, intelligence and determination; setting clear expectations or goals; motivate people by helping them identify and overcome their weaknesses and develop the person by helping them learn and get promoted. Some practices that can help boost job satisfaction and productivity:
In addition, it is proposed to establish a closeness with educational and government institutions in order to promote the training of the administration and workforce, receive benefits from the different programs that the government establishes to support MSMEs, and teach software management that allow a sustained horizontal growth to create more jobs and improve the quality of life of the population in general, since it is a place that can take advantage of the connectivity with the State of Mexico, Mexico City, Port of Veracruz are relevant aspects to market their products.
Methodology
It is an empirical and field study that was carried out in textile companies located in the municipality of Calpulalpan Tlaxcala, the research is considered explanatory since it describes the current situation of the companies and how their workers feel, for the realization of this study it is used the analytical method, based on general information obtained with students whose family members are dedicated to this activity, which makes it possible to present conclusions and recommendations about how labor relations should be managed and detect the degree of worker satisfaction.
The study was carried out supported by:
- Primary sources: through a questionnaire design to a sample of the population of companies in this municipality of Calpulalpan Tlaxcala Secondary sources: with the information that exists on the textile industry, through consulting statistics, talks with experts, texts from management techniques, business development brochures.
The contributions of this study consist of making known some aspects of the social relations of company workers and their influence on 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.
- In situations like this, the appropriate design (under a non-experimental approach) is longitudinal. It is a transectional or cross-sectional investigation since the investigation designs collect data at a single moment, in a single time. Its purpose is to describe variables and analyze their incidence and interrelation at a given moment. The research seeks to identify behavior patterns, similarities and differences between companies by formalizing and establishing the conditions of the work relationship, reviewing practices of attraction, loyalty and motivation of people in companies that simultaneously promote competitiveness and human development.
To identify the factors, a questionnaire was applied to a representative sample of 20% of these MSMEs established in the municipality of Calpulalpan Tlaxcala, during the period from January 2017 to July 2017. Twenty students from the administration career participated in the survey. and the interviewees were employees and owners of workshops, since the questionnaire contained around 12 variables, an analysis of the main components of the existing data was carried out and whose purpose is to evaluate internal factors such as job satisfaction in MSMEs in this region of the municipality of Calpulalpan Tlaxcala, the principal component analysis is used because it is proposed to obtain a simpler representation (and in a smaller dimension) for a set of correlated variables.
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