Un enfoque estratégico de la motivación laboral y la satisfacción laboral
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La literatura especializada nos ha mostrado durante décadas la importancia capital que tiene para las organizaciones contar con unos trabajadores motivados y suficientemente satisfechos o, cuanto menos, no insatisfechos con su trabajo. Ello exige, por un lado, adoptar una perspectiva estratégica, que implica dinamismo, anticipación y capacidad para adaptarse a los cambios en el contexto organizativo y en las personas, sus valores, sus necesidades y sus prioridades. Es necesario que las organizaciones se replanteen continuamente qué pueden hacer para atraer, retener y motivar a las personas que necesitan (mientras las necesitan), para lograr sus objetivos en un contexto dinámico. Por otro lado, dadas las evidentes interrelaciones que existen entre las distintas políticas y prácticas de recursos humanos. es necesario adoptar un planteamiento integral y sistemático en lo que se refiere a la dirección de recursos humanos, en general, y a la motivación en particular. El presente trabajo comienza repasando algunos datos reveladores sobre el deterioro de la relación empleados-organización, analizar el contexto de la misma poniendo énfasis en algunas de las posibles causas de este deterioro. Posteriormente analiza la motivación como función y proceso para abordar, posteriormente, algunas posibilidades interesantes de intervención, desde una perspectiva sistémica y estratégica.
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