Determinación de diferencias entre la cultura organizacional actual y deseada, de acuerdo con el modelo de Cameron y Quinn, en el Centro de Educación Continua (CEC) sede Escuela Politécnica Nacional

Abstract

This thesis is aimed at evaluating the type of current and desired organizational culture at the Centro de Educación Continua CEC headquarters Escuela Politécnica Nacional, through the application of the Cameron and Quinn Competing Value Framework, which classifies organizational culture into four types by assisting the Organizational Culture Characterization Questionnaire (OCAI), which is applied to staff in the different areas of the institution, and then determine whether or not there are differences between present and longed-for culture.

Given the importance of having a strong culture that gives them greater opportunities to grow, more productive employees, generate competitive advantages and better market positioning, these are some of the great attributes that companies dream of achieving. Therefore, the conduct of this study in the CEC-EPN will find out whether there are differences between emerging culture with respect to the culture that members of the institution crate. Subsequently, this comparison found that, if there are differences between the current and desired culture, which shows that employees have no conflict with what the institution encourages, causing them not to be directed in the same direction. These results provide a lot of information to CEC managers for early action in decision-making and the creation of strategies that go along with institutional objectives.