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http://dspace.udla.edu.ec/handle/33000/5563| Tipo de material : | bachelorThesis |
| Título : | Estrategias de comunicación interna en seguridad y salud ocupacional, caso de estudio EMDIQUIN. Cía Ltda. |
| Autor : | Lara Dávila, Andrés Patricio |
| Tutor : | Alcívar Pozo, Sara Isabel |
| Palabras clave : | COMUNICACIÓN INTERNA;SALUD OCUPACIONAL |
| Fecha de publicación : | 2016 |
| Editorial : | Quito: Universidad de las Américas, 2016 |
| Citación : | Lara Dávila, A. P. (2016). Estrategias de comunicación interna en seguridad y salud ocupacional, caso de estudio EMDIQUIN. Cía Ltda (Tesis de pregrado). Universidad de las Américas, Quito. |
| Resumen : | Emdiquin desde el año 2004 ha tenido un importante crecimiento en su contratación de personal, contaba con 30 trabajadores y actualmente tiene 250, en el año 2005 se contrató a una empresa cubana para que se encargue de la capacitación y seguimiento de la Seguridad y Salud Ocupacional (SYSO) de la empresa, y esto ha ocasionado problemas de comunicación y en la SYSO... |
| Descripción : | Emdiquin since 2004 has had a significant growth in its staffing, he had 30 employees and now has 250, in 2005 it hired a Cuban company to take charge of the training and monitoring of Occupational Safety and Health (SYSO) of the company, and this has caused communication problems and the SYSO. a thorough investigation in Emdiquin where several tools such as surveys, interviews, observation and focus group, all staff of the organization including top management and the president of the company where it was known were used was made all the current deficiencies of the department HR and SYSO. One of the main problems presented Emdiquin was the lack of communication by plant workers to managers, this is not properly handled by the HR department. This increased when managers decided to hire a well-known foreign company to take the reins of SYSO in the organization, the training schedule was six months. Not having a plant doctor to clear doubts in the organization began to increase the unknowns by the plant personnel to handle several volatile components began to be afraid to not feel supported by a permanent department specialized in SYSO. The HR department did not give the support plant personnel or the proper monitoring and staff it began to rotate and labor instability created in the organization. SYSO department is currently implemented in Emdiquin plant with a doctor, but the staff does not currently SYSO culture nor correct communication to implement it. |
| URI : | http://dspace.udla.edu.ec/handle/33000/5563 |
| Aparece en las colecciones: | Licenciatura en Comunicación Corporativa |
Ficheros en este ítem:
| Fichero | Descripción | Tamaño | Formato | |
|---|---|---|---|---|
| UDLA-EC-TCC-2016-50.pdf | 1,13 MB | Adobe PDF |  Visualizar/Abrir |
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