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Motivacion Intrinseca Y Extrinseca Essay

2964 words - 12 pages

EL SISTEMA DE INCENTIVOS COMO HERRAMIENTA PARA EL MEJORAMIENTO DE LA PRODUCTIVIDAD EMPRESARIAL

Ana María Sornoza Ortega1

1Ingeniera

Comercial y Empresarial con especialización en Finanzas, 2003

Páez Peñaherrera; Ingeniero Industrial, Industrial Engineering College, 1961; Postgrado en Administración Empresarial con especialización en Producción, Industrial Engineering College, 1966, Chicago – Estados Unidos. Profesor de la Escuela Superior Politécnica del Litoral desde el 2000

2Gonzalo

RESUMEN
En un mundo globalizado y altamente competitivo como en el que hoy existimos, los incentivos se han convertido en un factor determinístico e ineludible para lograr el aumento en los ...view middle of the document...

Cada día se habla de llegar a la mejor productividad empresarial para exitosamente enfrentar la competitividad. Sin embargo, la productividad y consecuentemente el éxito empresarial, a más de la maquinaria y los materiales se debe en gran medida al buen desempeño laboral del capital humano ya que esto coadyuva a la generación de más bienes y/o servicios en un mismo marco referencial de tiempo, permitiendo con esto una mejor absorción de costos directos e indirectos que tiene toda organización y, como consecuencia, una reducción de costos y precios para lograr así una mejor competitividad frente al desafío mundial. Un aspecto importante dentro de la globalización de los mercados implica la forma de remuneración del capital humano. En nuestro país no se están alcanzando los niveles de productividad requeridos debido a una política caduca de sueldos y salarios en donde las personas están acostumbradas a recibir dinero por el hecho de haber estado físicamente en sus lugares de trabajo independientemente de haber realizado o no las tareas predeterminadas en cantidad o calidad. El escenario anteriormente descrito podrá ser cambiado cuando se implante en las organizaciones la filosofía de pagar a los empleados de cualquier nivel jerárquico una cantidad de remuneración fija y, en adición, una cantidad de remuneración variable que vaya de acuerdo a las tareas cumplidas, el tiempo de demora de las mismas, la consecución de objetivos individuales y de objetivos grupales o corporativos. Imaginemos por un momento que esto sucediera. Una empresa que aplique exitosamente esta forma de remuneración mejorará su potencial debido a que podrá demostrar el efecto “antes y después” y será una de esas empresas raras que tendrá empleados comprometidos con la agregación de valor en oposición a empleados generadores de costo. Sin embargo, a pesar de que los recursos humanos tengan un trato adecuado, no siempre se logrará que sean eficientes un ciento por ciento debido a un comportamiento intrínseco del ser viviente en general y más aún del ser humano, el cual es realizar el menor esfuerzo pero recibir la máxima recompensa. Entonces surge una pregunta crucial: ¿cómo puede

un administrador lograr que el personal sea más eficiente y trabaje a los niveles deseados? Esto se puede lograr mediante la creación de un sistema de incentivos con la finalidad de que la empresa, sin importar el nivel jerárquico en la organización, pueda desarrollar y mejorar su propia motivación para producir resultados tangibles en el corto, mediano y largo plazo. Este sistema de incentivos debe diseñarse para ser aplicado en forma individual, en forma grupal y en puestos específicos de trabajo, según sea la necesidad de cada empresa y la facilidad de control del mismo. Es por ello que para analizar la importancia de un Sistema de Incentivos como herramienta para el mejoramiento de la productividad empresarial, se analizará por qué las organizaciones deberían utilizar sistemas de incentivos para...

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