ORGANIZATIONAL CULTURE IN THE ADMINISTRATIVE MANAGEMENT OF HUMAN TALENT OF THE DECENTRALIZED AUTONOMOUS GOVERNMENT OF DAULE

Abstract

DOI: https://doi.org/10.46296/yc.v10i18.0797

Abstract

This study examines the organizational culture and its impact on the administrative management of the Human Talent Department in the Municipal Decentralized Autonomous Government of the Daule Canton. The main objective is to evaluate how cultural elements influence the efficiency and effectiveness of human talent management. The problem is that the department faces challenges due to an organizational culture that is not aligned with best practices, resulting in internal communication problems, resistance to change and lack of cohesion in work teams, which affects morale and productivity. . To address this issue, a qualitative methodology was used that included semi-structured interviews, staff surveys, internal document analysis, and focus groups. The results show that deficiency in effective communication, low motivation and resistance to change are key factors that contribute to administrative inefficiency. The conclusion highlights the need to align organizational culture with administrative management practices to improve department performance. Strategies must be implemented to strengthen communication, promote a collaborative environment and manage change effectively. The study suggests an intervention model that combines change management techniques with organizational development practices specific to the government context, offering an innovative approach to improve cultural and administrative alignment in public entities.

Keywords: Alignment, organizational development, collaborative environment, administrative management.