La perspectiva del hombre complejo en la estrategia de recursos humanos
DOI:
https://doi.org/10.51302/rtss.2004.8829Abstract
Bajo la perspectiva del hombre complejo suscitada por Chiavenato (2000) se plasma la necesidad de analizar las motivaciones de los empleados de modo diferencial a como clásicamente se ha venido analizando con los modelos teóricos tradicionales. En este sentido, la vinculación de los motivos, así como su combinación en perfiles motivacionales (Chiavenato, 2000), permite una aproximación más adecuada a la realidad organizativa. A ello se ha de añadir lo que Chiavenato denomina la interrelación compleja entre las necesidades iniciales y las experiencias de la organización, y que con el estudio presente se ha operativizado en lo que denominamos los gaps motivacionales. Por ello, es realmente complicado analizar la realidad motivacional en las organizaciones desde enfoques globales y generalistas. En este sentido, Chiavenato (2000) plantea que no existe ninguna estrategia directiva correcta que pueda cobijar a todas las personas en todos los momentos.
En este estudio se plasma la necesidad de segmentar a los empleados para ajustar las estrategias de recursos humanos buscando también comunalidades en la aplicación de estrategias conjuntas o genéricas. Por otro lado se analizan las estrategias de motivación requeridas por los empleados y recibidas por parte de la organización, analizando por tanto los gaps motivacionales percibidos de los empleados.
Bajo este modelo general planteado se suscita la necesidad de tener en cuenta en todas las estrategias de recursos humanos la realidad compleja del empleado para una correcta implementación de las prácticas de recursos humanos.
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