Plan de Incentivos para el Personal Administrativo de la Secretaría Regional de Educacion del Ed2

INTRODUCCIÓN En el mundo de la gerencia la manera de ver las cosas ha cambiado de forma significativa en las últimas décadas, al pasar de una situación de relativa abundancia económica a un ambiente caracterizado por la escasez de recursos, creciente complejidad y acentuado dinamismo. A la luz de las nuevas realidades, aquel modelo basado en el interés por la producción, por parte de la gerencia, sin considerar el elemento humano ha perdido vigencia. Las prácticas gerenciales de hoy tienden a favorecer la condición humana del trabajador. Porque cuando se piensa en la gente que trabaja en las organizaciones, llámesele personal, trabajadores, recursos humanos o capital humano, se reconoce que toda empresa o institución está formada por personas. Una organización viable es aquella que no sólo capta y emplea sus recursos humanos adecuadamente, sino también que los retiene en la organización. La retención de recursos humanos exige una serie de cuidados especiales, entre los cuales sobresalen los planes de incentivos, que no son más que el paquete total de prestaciones que la organización pone a disposición de sus miembros, así como los mecanismos y los procedimientos necesarios para distribuirlos. Éstos no abarcan únicamente los salarios, las vacaciones, los ascensos, sino también otros como la garantía de poder seguir el el puesto, las transferencias a puestos más desafiantes o a otros que lleven a un crecimiento, así como varias formas de reconocimiento por servicios sobresalientes. Por lo tanto, además de la remuneración, es necesario incentivar continuamente a las personas para que logren metas y resultados desafiantes y la mejor forma es implementando los llamados “planes de incentivos”. Si bien estos se utilizan principalmente en los puestos comerciales, muchas empresas ya los están implementando también en otras áreas como las productivas o administrativas, logrando mejorar la performance de los colaboradores de la organización. 1

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El presente trabajo de investigación tiene como objeto proponer un plan de incentivos para el personal administrativo de la Secretaría Regional de Educación del Estado Apure, con el propósito de motivar a los mismos para que contribuyan con el funcionamiento exitoso de la institución. Siendo enfocado en las condiciones laborales y salariales de los trabajadores de dicha institución y su desempeño en el cumplimiento de sus funciones. Para la presentación y organización de este proyecto de investigación, este consta de seis capítulos, a saber: El primer capítulo, presenta todo lo concerniente al aspecto introductorio de la investigación, incluye planteamiento del problema, la justificación la cual plantea las razones por las cuales se realizó la investigación y su importancia, el objetivo general y los objetivos específicos que ayudaran a concretar la investigación, así como sus alcances y limitaciones. El segundo capítulo está integrado por el marco teórico conceptual, que fundamenta el trabajo de investigación y señala los antecedentes de la misma, los aspectos referenciales relacionados con el problema, los constructos teóricos y las definiciones operacionales de las variables. El tercer capítulo corresponde a la metodología utilizada en la investigación, la cual presenta como se realizó el proceso de investigación; en el se plantea el nivel de investigación, el diseño, la población, la muestra objeto de estudio, la validez y confiabilidad y los procedimientos y técnicas de recolección de datos. El cuarto capítulo corresponde a la presentación y análisis de los resultados obtenidos basándose en la organización y registro de la la información información sobre los los aspectos que se revelaron en cada una de las variables del trabajo, así como también, un análisis tanto cualitativo, como cuantitativo de cada variable sostenida en el estudio.

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El quinto capítulo presenta las conclusiones y recomendaciones arrojadas luego del desarrollo de la investigación y basándonos en los resultados obtenidos al aplicar el instrumento a la población seleccionada. El sexto capítulo, se refiere a la presentación de la propuesta a la cual se llego basándonos en los resultados del estudio presentado y la cual ha sido diseñada con el fin de cumplir cumplir con objetivos del presente trabajo de investigación. investigación. Por último, también se incluyen las referencias bibliográficas que sustentaron el proyecto de investigación, así como los anexos del mismo.

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CAPITULO I EL PROBLEMA PLANTEAMIENTO DEL PROBLEMA A finales del siglo XIX, una vez que la revolución industrial había madurado surgió la necesidad de organizar el trabajo en las empresas para conseguir una mayor productividad. Los precursores de las primeras teorías de la organización científica del trabajo trabajo fueron Frederick Taylor y Henri Fayol. La organización y sus efectos se extendieron a todos los campos durante la segunda guerra mundial. En lo político y económico, las organizaciones debieron afrontar un desafío importante: La conversión de sus economías de guerra en economías de paz, y la capacitación de la mano de obra que volvía de los frentes de lucha para reintegrarse a sus hogares y a sus trabajos. La vigorosa expansión económica que se opera en la década inmediata siguiente al término de la guerra, determina un notable crecimiento de las estructuras de las organizaciones. El proceso de concentración económica lleva al oligopolio; paralelamente la influencia y denominación obtenidas en la contienda hace que dichas organizaciones se extiendan más allá de sus fronteras, comenzando a operar dentro de los países de la órbita de influencia. Esta expansión de las organizaciones trae aparejados problemas de varios tipos. Surge una problemática denominada de estrategia que obliga a estructurar toda una teoría de la decisión, incluyendo mecanismos de racionalidad, de prospección y de control, (Dugarte, 2006). No obstante, la capacidad de decisión en el pasado estaba implícita detrás de

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En esta etapa, por el contrario, la capacidad decisoria concentra tal atención que se constituye en la más preciada y directa de las áreas de capacitación gerencial. Es así como las organizaciones están pasando por una transformación fundamental en todo el mundo. Dicha transformación se describe como una transición de un paradigma moderno a un paradigma de organizaciones post modernas, donde se describe la forma en que las empresas se están transformando, alejándose de una administración jerárquica tradicional para llegar a una participación completa de todos los empleados. En este mismo orden de ideas, las organizaciones tradicionales estaban o están diseñadas para manejar tecnologías basadas en máquinas, con una necesidad primaria de uso estable y eficiente de los recursos físicos, como en la producción masiva. Sin embargo, las nuevas organizaciones se basan en el conocimiento, lo que significa que están diseñadas para manejar ideas e información y donde cada empleado se convierte en un experto en una o varias tareas conceptuales. Más que luchar por alcanzar la eficiencia, cada empleado de las empresas basadas en el conocimiento debe aprender continuamente y ser capaz de identificar y resolver problemas en su dominio de actividades. Según Dugarte (2006), la revolución más reciente de la organización que aprende es que los empleados contribuyen a la dirección estratégica en una medida que no se había alcanzado antes. El personal identifica necesidades, de modo que la estrategia surge dentro de la visión global del futuro de la organización que comparten todos los empleados, y además de una mayor responsabilidad de los empleados tanto sobre los medios como sobre los fines organizacionales, el cambio hacia una filosofía de organización de aprendizaje se asocia con un liderazgo reflexivo, una cultura fuerte, una extensa participación en la información y un cambio sistemático en las estructuras y sistemas formales.

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organización dependen sólo de los gerentes y no de un trabajo en equipo, en donde el gerente es parte del engranaje de un grupo que es el que logra el resultado. Este paradigma lleva a las organizaciones a no valorar a los operativos como personas que piensan y pueden aportar con sus conocimientos, ideas y experiencia a la organización, generando como consecuencia que se establezca un sistema de pagos en donde los jefes ganan sueldos elevados y los operativos sueldos bajos, desmotivando con ello el nivel de compromiso de los operativos con la organización y el trabajo en equipo. Según el Servicio de Empleo AMIA (Asociación Mutual Israelita Argentina) (2006), en el mundo las organizaciones intentan mejorar el rendimiento de sus empleados a través de diferentes estrategias. Una de ellas, quizá la más utilizada en estos tiempos, es la de implementar sistemas de compensación variable, o los también llamados “planes de incentivos”. Si bien estos se utilizan principalmente en los puestos comerciales, muchas empresas ya los están implementando también en otras áreas como las productivas o administrativas, logrando mejorar el desempeño de los colaboradores de la organización. Los programas de incentivos dependen de cada institución y abarcan los aspectos financieros y no financieros, directos e indirectos de la remuneración, que buscan motivar al trabajador para que continúe aportando su máxima eficiencia a la empresa. Aunado a todo esto se encuentra el aspecto político el cual es de mucha importancia, ya que en la mayoría de las instituciones públicas surgen muchos problemas en cuanto a las ideologías políticas de los directivos y los empleados, lo que hace que existan las remuneraciones e incentivos de acuerdo al partido político al que pertenezca y no por sus conocimientos y desempeño en la institución. En atención a lo anteriormente expresado se evidencia que la aplicación de planes incentivos dentro de la organización es necesaria, ya que es una manera de

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el caso de este estudio se circunscribe al personal administrativo que labora en la Secretaría Regional de Educación del Estado Apure (S.R.E.A.) Sin lugar a dudas el personal administrativo tiene un papel muy importante en la consecución exitosa de la misión de una institución. Por ello, es importante considerar cuidadosamente las condiciones laborales, políticas y criterios de selección, reclutamiento, contratación, inducción, desarrollo, evaluación y promoción del personal administrativo, técnico, de servicio y de apoyo de la institución. Cabe mencionar que el personal administrativo comprende a aquellas personas que laboran en las áreas de apoyo institucional y de apoyo académico y técnico, siendo de suma importancia que la empresa los motive como algunos autores mencionan que el nivel de satisfacción repercute en el nivel de desempeño, así que al tener los trabajadores buenos niveles de desempeño traerán consigo la satisfacción del cliente. (Werther y Keith, 2000). Es importante acotar que luego de llevar a cabo un pre diagnostico en la Secretaría Regional de Educación del Estado Apure, ya que la autora forma parte del equipo de trabajo que labora allí actualmente, se pudo constatar que la misma no cuenta con un plan de incentivos que beneficie al personal administrativo, el cual se encuentra amparado por la I Convención Colectiva de Condiciones de Trabajo de los Empleados Públicos del Poder Público Estadal 2006 -2007, vigente desde el 01 de enero del año 2006. Sin embargo, resulta significativo señalar que los empleados

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trabajadores, ausencia de motivación en los trabajadores, falta de cooperación, conflictos de intereses, entre otros. En atención a lo anteriormente expresado, es que se propone la elaboración de un Plan de Incentivos, previa consulta con el equipo directivo y el administrativo para incorporar sus expectativas y aspiraciones al respecto, ya que se busca su beneficio social, un clima laboral óptimo que permita mejorar mejorar la calidad de vida de éstos, y que a su vez los motive a ser más eficientes y así poder cumplir con los objetivos y metas de la organización, en forma armónica y con sentido de pertenencia por la institución y valoración del trabajo que realizan. Por

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planteamiento de esta investigación, surgieron las siguientes interrogantes: 1. ¿Qué asignaciones recibe el personal administrativo por concepto de remuneración a su trabajo? 2. ¿Qué incentivos otorga la Secretaría Regional de Educación al personal administrativo? 3. ¿Cuál sistema de evaluación se aplica en la Secretaría Regional Regional de Educación para evaluar el desempeño laboral del personal administrativo? 4. ¿Qué principios, fundamentos, aspectos financieros y no financieros se requieren para incentivar al personal administrativo que labora en la Secretaría Regional de Educación?

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Objetivos Específicos - Conocer el sistema de remuneración del personal administrativo que labora

en la Secretaría Regional de Educación. - Identificar los incentivos que la Secretaría Regional de Educación otorga a al

personal administrativo. - Describir el procedimiento utilizado en la Secretaría Regional de Educación

para la evaluación del desempeño laboral del personal administrativo. - Diseñar el plan de incentivos para el personal administrativo que labora en la

Secretaría Regional de Educación del Estado Apure.

Justificación de la Investigación Toda organización, bien sea pública o privada, tiene como objetivo fundamental obtener el mayor rendimiento de sus operaciones con un uso adecuado de sus recursos disponibles, por lo cual es indispensable el establecimiento de controles y evaluaciones de sus procedimientos a fin de determinar la situación real de la empresa, en función de plantear una efectiva toma de decisiones. Debido al dinamismo que rodea el ambiente administrativo y las exigencias de un mundo cambiante, los entes públicos deben incorporar nuevas herramientas

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Kohn (2004) expresa “La idea es que la mejor forma de que se haga algo es proveer una compensación a la gente cuando ellos actúan de la forma en que nosotros queremos que lo hagan” (p.

3). Los incentivos son una manera ampliamente aceptada

para cambiar o modificar la forma en que la gente actúa; en organizaciones, los incentivos han sido usados para premiar y/o castigar el desempeño de los empleados. Por medio del uso de incentivos, los administradores ejercen control en la organización para que los empleados actúen de cierta forma. Por lo tanto, tanto, con la la propuesta de un plan de incentivos laborales, laborales, si éste se aplica a futuro, se pretende generar beneficios expresados en la optimización de la calidad de vida laboral y humana del empleado, estimulando en él la eficiencia, la creatividad, el mérito en el ejercicio de la función y su efectiva participación en el logro de los fines de la empresa. En fin, la recompensa salarial, ya sea en forma de bonos, primas, primas, acciones, automóviles, automóviles, estudios, entre otros; por alcanzar objetivos puntuales o generales, debe ir acompañada de otros estímulos tales como: mayor participación en la toma de decisiones, mayor autonomía, información más abierta, de modo que le permitan al individuo alcanzar altos niveles de satisfacción y se sientan parte integral de la institución educativa, más aún cuando ellos (as) van a opinar sobre lo que debe contener el sistema de incentivos. De igual manera, se estima que la aplicación de los incentivos que se prevea en el plan se revertirán en mejores niveles de gestión de la institución y por ende mejorarán los servicios prestados por la

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personal directivo del área de recursos humanos y personal administrativo que labora en la Secretaría Regional de Educación del Estado Apure, la importancia que tiene la implantación a futuro de un Plan de Incentivos que permita fortalecer y estimular el cumplimiento de funciones y atribuciones relativas al desempeño laboral. Por otro lado ayudará a mejorar la calidad de vida organizacional y humana de los empleados (as) que serán beneficiados directamente (Profesionales, Técnicos, Operadores Secretarias, Archivistas, entre otros), teniendo en cuenta el estimulo a la eficiencia, creatividad, y mérito en el ejercicio de sus funciones, así como, su efectiva participación en el logro de los fines de la institución.

Limitaciones de la Investigación Entre las limitaciones de la investigación se mencionan las siguientes: -

El tiempo disponible de los sujetos entrevistados es limitado por las

múltiples funciones que cumplen, lo que puede influir en la objetividad y sinceridad al emitirlas respuestas que se plantean en el instrumento de recolección de información. -

Los resultados referidos a la construcción de un plan de incentivos en el

contexto de una institución educativa en el Estado Apure, sólo pueden servir de referencia a otros de naturaleza igual o diferente, no generalizable a otras situaciones

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CAPITULO II MARCO TEÓRICO CONCEPTUAL Antecedentes de la Investigación Para cumplir con el desarrollo del presente trabajo de investigación se visitaron diferentes bibliotecas de instituciones de educación superior, públicas y privadas, a objeto de recopilar toda la información que tuviese relación con la misma. De esta revisión bibliográfica se encontraron estudios que tienen relación con la investigación, entre los cuales se especifican los siguientes: Guerrero, S. (2004), en su trabajo especial de grado para optar al Título de

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como resultado que los administradores de la institución deben obligarse a establecer programas de compensación con base en un estándar de pago por desempeño, porque a través de ello los empleados pueden percibir una fuerte relación entre su desempeño y la recompensa recibidas, llevándola a un punto optimo de motivación. Este trabajo se relaciona con la investigación debido a que trata de evaluar los factores que causan desmotivación a los trabajadores en su área de trabajo. Al respecto Lugo y Oliveros (2005), en su trabajo especial de grado elaborado en la Universidad de Carabobo (UC), con el título : “Viabilidad de la Aplicación de Sistemas de Incentivos Económicos, como estrategia para optimizar el desempeño del funcionario público que labora en la Dirección General de la Alcaldía del Municipio Francisco Linares Alcántara del Estado Aragua”, plantea como estrategia para

optimizar el desempeño del funcionario público que labora en la Dirección General de la Alcaldía del Municipio Francisco Linares Alcántara del Estado Aragua, la implementación de Sistemas de Incentivos económicos.

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Organización Científica del Trabajo

Desde el siglo pasado se han buscado formas de organizar mejor el trabajo en una empresa y lograr que todas las partes intervinientes en el contrato obtengan su máximo provecho. Frederick Taylor (1856-1915), creó un movimiento conocido como “Organización científica del trabajo” y fue el primero en elaborar una

concepción integral del trabajo humano en la industria, superando todas las elaboraciones sobre aspectos parciales o limitados que existían hasta el momento. Taylor afirmaba que “el principal objetivo de la administración debe ser asegurar el

máximo de prosperidad tanto para el empleador como para el empleado”. Para el empleador, el máximo de prosperidad no significa obtener grandes beneficios a corto plazo, sino el desarrollo de todos los aspectos de la empresa para alcanzar un nivel de

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obligan al obrero a limitar su producción bajo la creencia de que un aumento de esta traerá desempleo. Además, los defectuosos sistemas de administración que son de uso corriente y que hacen necesario que todo trabajador rebaje su rendimiento o trabaje poco a poco, para poder así proteger sus intereses más caros. Este bajo rendimiento tiene su origen en dos causas: el instinto y tendencia natural del hombre de tomarse las cosas con calma, a lo que se podría llamar “poco rendimiento natural”, y por último, las relaciones de unos trabajadores con otros, a lo que se podría llamar “bajo rendimiento sistémico”. Es decir, los mejores hombres van, paulatina pero seguramente,

reduciendo su paso hasta igualarlo al de los productores menos eficientes. Por último los ineficientes métodos establecidos y en cuyo ejercicio malgastan gran parte de sus esfuerzos todos los trabajadores. En este aspecto, Taylor propone cambiar los   procedimientos a “ojo de buen cubero” por “sistemas científicos”, incluso hasta los

detalles más pequeños de las labores de cada oficio.

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Generalmente se cree que los intereses de los empleados, de obtener mejoras económicas a través de un mejor salario y los de los empleadores de maximizar sus dividendos para las compañías son contradictorios. La administración científica se fundamenta en la convicción de que los intereses de ambos son idénticos, que la prosperidad del patrón no puede existir a menos que vaya acompañada de la prosperidad para el empleado, y que es posible dar simultáneamente al obrero lo que más desea – salarios salarios más altos- y al patrón lo que más busca mano de obra barata. La mayor prosperidad sólo puede existir como resultado de la mayor productividad de los hombres y de las máquinas del establecimiento, cuando cada hombre y cada máquina están rindiendo la mayor producción posible. Uno de los postulados de esta teoría era trabajar menos de lo que se debe, trabajar despacio, es universal en los establecimientos industriales. La producción de cada hombre y de cada máquina puede aumentar hasta el doble si se combaten la lentitud del trabajo y la “simulación de trabajo” armonizando las relaciones entre

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causas de este estado de cosas residen en que los patrones determinan una suma máxima que creen justo abonar por día a cada categoría de obreros, ya sea que estos trabajen por día o por pieza. Cada obrero se entera cual de esas cantidades corresponden a su caso, y comprende que si su patrón se persuade de que un hombre es capaz de hacer más trabajo que él, encontrará alguna manera de obligarlo a hacerlo mediante un pequeño aumento de salario, o sino ninguno. Es así como la organización científica introduce a los incentivos como una parte fundamental dentro de su política de personal para que los trabajadores sean estimulados a lograr una

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empresas se presentan conflictos de intereses entre las diferentes partes principalmente porque cada parte posee objetivos propios que no siempre son compatibles con los de la otra parte y además generalmente son contrapuestos. Estos conflictos surgidos de esta contraposición de intereses pueden ser reducidos a través de distintos mecanismos entre los cuales se encuentran los contratos. Los contratos, a través de la definición de los sistemas de decisión, de evaluación de resultados y de remuneración constituyen un importante conjunto de restricciones que ayudan a resolver los problemas de incentivos.

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consideraciones que se yuxtaponen pero en un punto es beneficioso para ambas partes. Es decir, vincular los resultados de los empleados al cumplimiento de ciertos objetivos, los cuales están asociados a un nivel de riesgo tal que no constituyen un impedimento para cumplir el objetivo definido. En efecto desarrollando su tarea en la forma indicada y con el esfuerzo adecuado podría alcanzar el objetivo. En todo sistema de incentivos existen cinco factores que definen el grado de vinculación entre la remuneración y los resultados. 1. Sensibilidad del valor de la producción al esfuerzo: es la recompensa al

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organización del trabajo es una faceta relevante en toda empresa que tiene implicaciones para su eficacia, eficiencia y resultados. Por esta razón, son constantes los esfuerzos y las contribuciones de la ciencia, la tecnología y la gestión de las empresas en el desarrollo e implantación de nuevas formas de organizar el trabajo. Este fenómeno no es nuevo, aunque puede serlo la intensidad y la frecuencia con que se proponen y plantean nuevos sistemas. Los planteamientos de Taylor para desarrollar una Organización Científica del trabajo para lograr una mayor eficiencia en la producción y una reducción de costos,

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pueden introducir nuevos riesgos que, con frecuencia, tienen carácter psicosocial. Mencionemos en primer lugar, los temores de pérdida del empleo por no estar cualificado para las nuevas exigencias y demandas del trabajo o por la reducción de mano de obra que en ocasiones acompaña a las innovaciones en la organización del trabajo. Recordemos también las potenciales fuentes de estrés que representan la sobrecarga mental, la incertidumbre de determinados procesos, la exigencia en la resolución de problemas y la responsabilidad de sus consecuencias, o la falta de dominio experto de las nuevas actividades a realizar. Es importante tomar en

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suficiente de sus fines, proceso y consecuencias. El mejor caldo de cultivo para los

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No conviene olvidar que la introducción de cambios en las formas de

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están cubiertas, la persona busca estima. Según Maslow, la estima se refiere a la

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postre, el cual actúa como recompensa anticipada. Esta recompensa, en términos

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personas en el trabajo dentro de la organización depende del grado de reciprocidad

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Cuadro 2 OPERACIONALIZACIÓN DE VARIABLES OBJETIVOS ESPECÍFICOS Conocer el sistema de remuneración del personal administrativo que labora en la Secretaría Regional de Educación.

Identificar los incentivos que la Secretaría Regional de Educación otorga al personal administrativo.

VARIABLE

DEFINICIÓN CONCEPTUAL

Sistema de Remuneración

Son todas las formas de compensación económica que reciben los empleados por los servicios prestados en determinada empresa o institución.

Incentivos

Son todas las formas de retribución y planes que incluyen alicientes al trabajo realizado, aumenta la motivación de los empleados para contribuir a las metas de la organización

DIMENSIONES

-

-

INDICADORES

-

Financieras

-

Afectivas

Sueldos Primas Comisiones

Útiles Escolares Asignación por Nacimiento Asignación por Matrimonio Juguetes Prima por razón de servicio y antigüedad. Pensión por fallecimiento Créditos habitacionales Reconocimiento por obtención de títulos Guardería infantil

ÍTEMS

INSTRUMENTO

1 2 3 4 5 6 7

C U E

8 9 10 11 12 13 14

S T I O N

Registrar el procedimiento utilizado en la Secretaría Regional de Educación para la evaluación del desempeño laboral del personal administrativo.

Procedimiento utilizado para la evaluación

Proceso por el cual se estima el rendimiento global del empleado, proporcionando información vital respecto a la forma en que se administran los recursos humanos de una institución u organización..

-

Evaluativa

62

-

Compromiso con valores institucionales Autodesarrollo Calidad de servicio Comunicación, relaciones interpersonales responsabilidad sobre los recursos Adecuación a las normas de la institución Precisión y rapidez Conocimiento del trabajo

15 16 17 18 19 20 21 22 23 24 25 26 27

A R I O

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CAPITULO III MARCO METODOLÓGICO Tipo de Investigación En atención a los objetivos específicos y las variables formuladas en la investigación desarrollada, la misma se considero un proyecto factible, sustentado en un estudio de campo de carácter descriptivo. Al respecto, el Manual de Trabajos Trabajos de Grado, de Especialización Especialización y Maestría y tesis Doctorales de la Universidad Pedagógica Experimental Libertador (2006) como:

El proyecto factible consiste en la investigación, elaboración y desarrollo de una propuesta de un modelo operativo viable para solucionar problemas, requerimientos o necesidades de organizaciones o grupos sociales; puede referirse a la formulación de políticas, programas, tecnologías, métodos o procesos. El proyecto debe tener apoyo en una investigación de tipo documental, de campo o un diseño que incluya ambas. (p.16) En consecuencia, la utilización de los fundamentos metodológicos de la investigación por proyectos factibles, se estima como adecuado, pues se espera proponer las vías de solución al problema que se enuncia como: Plan de Incentivos para el personal administrativo de La Secretaria Regional de Educación del Estado Apure. En lo que concierne al estudio de campo, Arias (2006), manifiesta que:

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primarios), sin manipular o controlar variable alguna, es decir, el investigador obtiene la información pero no altera las condiciones existentes (p.31).

Nivel de la Investigación El nivel de investigación, según Arias (2006) “se refiere al grado de  profundidad con que se aborda un fenómeno u objeto de estudio” (p. 23). Tomando

en cuenta lo citado, esta investigación presento un nivel descriptivo. En cuanto al carácter descriptivo Danhke (1989), citado por Hernández, Fernández y Batista (2006), lo definen como “aquellos estudios que buscan especificar las propiedades, las características y los perfiles de personas, grupos, comunidades, procesos, objetos o cualquier otro fenómeno que se someta a un análisis.” análisis.” (p. 102).

La investigación descriptiva, según los autores Hernández, Fernández y Batista (2006). “Busca especificar propiedades, características y rasgos importantes de cualquier fenómeno que se analice. Describe tendencias de un grupo o población”

(p. 103). De igual igual modo, la la investigación de carácter descriptivo, consiste en la la descripción, registro, análisis e interpretación de las condiciones existentes en el momento y su propósito básico es conocer situaciones, costumbres y actividades mediante la descripción exacta de las actitudes, objetivos, hechos, procesos y fenómenos que han tomado lugar, para describir así sus implicaciones.

Población y Muestra. Población. La población es definida por Fernández, Hernández y Batista (2006) como un “conjunto de todos los casos que concuerdan con una serie de especificaciones” (p.

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De igual modo Arias (2006) la define como el conjunto finito o infinito de elementos con características comunes para los cuales serán extensivas las conclusiones de la investigación, ésta queda delimitada por el problema y objetivos del estudio. En base a lo lo anterior, la población objeto de estudio de la la investigación estuvo representada por los Noventa Administrativos Contratados de Planta, adscritos a la Secretaría Regional de Educación.

Muestra. Según Arias F. (2006), define muestra como “subconjunto representativo y finito finito que se extrae de la población accesible” (p. 83). Para el proceso cuantitativo, cuantitativo,

según Fernández, Hernández y Batista (2006) es un subgrupo de la población del cual se recolectan los datos y debe ser representativo de dicha población. En este sentido para el presente estudio no se trabajo con una muestra ya que es una población finita y según lo señalado por Ramírez (2006) “la

población finita es aquella cuyos

elementos en su totalidad son identificables por el investigador, por lo menos desde el  punto de vista del conocimiento conoc imiento que se tiene sobre su cantidad total”.

Técnicas e Instrumentos de Recolección de Datos. Según Arias, F. (2006), define las técnicas de recolección de datos como “los procedimientos o formas de obtener datos o información; la observación directa, la encuesta en sus dos modalidades (entrevista y cuestionario), el análisis documental, est udio se utilizo la siguiente técnica: etc.” (p. 67). Para este estudio Técnica de la Encuesta

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técnica que pretende obtener información que suministra un grupo o muestra de sujetos acerca de sí mismos, o en relación con un tema en particular” (p.72). La

encuesta se empleo ya que la misma permitió la recolección de información en un grupo estandarizado, como es el personal administrativo contratado de planta adscrito a la Secretaría Regional de Educación del Estado Apure.

Instrumentos de Recolección de Datos a Propósito del instrumento Para la recolección de datos de interés se utilizó como diseño y aplicación un cuestionario, definido por Arias (2006), como “la modalidad

de encuesta que se

realiza de forma escrita mediante un instrumento o formato en papel contentivo de una serie de preguntas” (p.74). A este cuestionario se le denomina autoadministrado

porque debe ser llenado por el encuestado, sin intervención del encuestador, el mismo estuvo estructurado por alternativas de respuesta presentadas de la siguiente manera: Siempre con un puntaje de 5, Casi siempre con un puntaje de 4, Algunas Veces con un puntaje de 3, Casi Nunca con un puntaje de 2 y Nunca con un puntaje de 1. El cuestionario presentó doble propósito, por un lado traducir los objetivos de la investigación en preguntas específicas y por otro ayudar al entrevistador a provocar motivaciones en el interrogado, para que transmita la información requerida.

Validez y Confiabilidad de los Instrumentos Validez. Según Busot (2004), señala que la validez, “se refiere al grado en que el instrumento mida la variable que pretende medir” (p. 110)

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y diseño de instrumento, a fin de realizar las observaciones pertinentes. Entre las acciones que fueron desarrolladas por los expertos, se encuentran las siguientes: Determinación de la tendenciosidad de los ítems, revisión de la claridad del lenguaje empleado y por ultimo la inclusión de un enunciado que a juicio de los mismos enriquece el instrumento de recolección de datos.

Confiabilidad. Con respecto a la confiabilidad Ary, Jacobs y Razavieh (2004), establece que “consiste en el grado de uniformidad con que el instrumento cumple su cometido” (p.

220), así mismo señala el autor que la confiabilidad implica cualidades de estabilidad, consistencia y exactitud, por tal razón, para que los instrumentos sean confiables se deben medir los mismos en diferentes acciones. Para dar confiabilidad al instrumento, se utilizó el método del coeficiente Alfa de Cronbach desarrollado por J.L. Cronbach, el cual es un modelo de consistencia interna, basado en el promedio de las correlaciones entre los ítems. Entre las ventajas de esta medida se encuentra la posibilidad de evaluar cuánto mejoraría (o empeoraría) la confiabilidad del índice si se excluyera un determinado ítem. Según información de la pagina Web Wikipedia, se trata de un índice de consistencia interna que toma valores entre 0 y 1 y que sirve para comprobar si el

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Siendo n

el número de ítems

 p

el promedio de las correlaciones lineales entre cada uno de los ítems.

Obteniéndose un coeficiente de 96,30%, el cual se considera confiable.

Técnicas Estadísticas para el tratamiento de la Información Procesada El análisis de los datos es una etapa de lógica y reflexión, que despeja y simplifica el camino de la investigación para la correcta interpretación del problema abordado. En la investigación planteada, se hizo uso del análisis cuantitativo y cualitativo, que nos permitieron expresar la información de acuerdo con las frecuencias y porcentajes, según la opinión de las unidades de análisis. Para el procesamiento e interpretación de la información a recabar a través del instrumento de recolección de datos, se empleará la estadística descriptiva, ya que su finalidad es obtener información, analizarla, elaborarla y simplificar lo necesario para que pueda ser interpretada cómoda y rápidamente y de este modo pueda utilizarse eficazmente para el fin que se desee. Los datos se descargaron en cuadros estadísticos que facilitaron la organización, análisis y presentación de los resultados por variable.

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CAPÍTULO IV PRESENTACIÓN Y ANÁLISIS DE LOS RESULTADOS La metodología para presentar y analizar los resultados del estudio se basó en la organización y registro de la información sobre los aspectos reveladores que subyacen en cada una de las variables del trabajo, el estudio detallado de los indicadores de cada ítem conllevó establecer las dimensiones del producto final de la investigación, a partir de los elementos señalados como objetivos del ensayo realizado. Los datos obtenidos por la aplicación de los instrumentos a la población objeto de estudio, ha permitido agrupar los resultados en categorías genéricas de cada grupo de respuestas emitidas por la población en cada reactivo de la escala de medición propuesta. Estos se descargaron en cuadros estadísticos que facilitaron la la organización, análisis y presentación de los resultados por variable. Se utilizaron los análisis cuantitativo y cualitativo para expresar la información de acuerdo con las frecuencias y porcentajes según la opinión de las unidades de análisis estudiadas. Así, de manera objetiva, se ha determinado la necesidad de generar un plan de incentivos para el personal administrativo de la

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Análisis Interpretativo de las Respuestas Suministradas por los Empleados Administrativos Contratados de la Secretaría Regional de Educación del Estado Apure Cuadro 3 Distribución Porcentual Indicativa de las Respuestas Suministradas por los Empleados Administrativos Contratados de la Secretaría Regional de Educación del Estado Apure, para la Variable: Sistema de Remuneración.

REACTIVOS

1

2 3 4 5 6 7

5 Mas de 2800,00 Bs. F. f % 00 00.00 5 Siempre 90 100.00 88 97.78 02 2.22 04 4.44 00 00.00 01 1.11

Fuente: Álvarez (2009)

4 2000,00 Y 2799,00 f % 02 2.22 4 Casi siempre 00 00.00 00 00.00 00 00.00 00 00.00 00 00.00 00 00.00

3 1000,00 Y 1999,00 f % 83 92.22 3 Algunas veces 00 00.00 00 00.00 01 1.11 00 00.00 00 00.00 07 7.78

2 800,00 Y 999,00 f % 05 5.56 2 Casi nunca 00 00.00 02 2.22 02 2.22 01 1.11 00 00.00 01 1.11

1 687,00 Y 799,00 f % 00 00.00 1 Nunca 00 00.00 00 00.00 85 94.44 85 94.44 90 100.00 81 90.00

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habla del cobro de prima prima por profesionalización, el 97.78 % En el ítem Nº 3, que nos habla de los encuestados respondió „Siempre‟, „Siempre‟, el 2.22 % „Casi nunca‟ nunca‟ y no no hubo respuestas para las demás alternativas. Casi la totalidad totalidad de los encuestados señalan que cobran primas por profesionalización.

En el ítem Nº 4, que se refiere al cobro de Prima de transporte; el 94.44 % de los encuestados respondió „Nunca‟; el 2.22 % respondió „Siempre‟, otro 2.22 % „Casi 11% „Algunas veces‟ y no hubo respuesta para la alternativa „Casi   Nunca‟, 1.11% siempre‟. La mayor parte de los encuestados certifican que no reciben primas de

transporte.

En el ítem Nº 5, en el cual se menciona la Prima por razón de servicio y antigüedad; el 94.44 % de los encuestados respondió „Nunca‟; el 4.44 % „Siempre‟, el 1.11 % „Casi Nunca‟ y no hubo respuesta para las alternativas „Casi siempre‟ y „Algunas veces‟. La mayor mayor parte de los encuestados encuestados atestiguan atestiguan que no reciben reciben primas por 

razón de servicio y antigüedad. los En el ítem Nº 6, que se trata del pago de horas extras; el 100,00 % de los encuestados respondió „Nunca‟ y no hubo respuestas para las demás alternativas. La totalidad de los encuestados aseguran que no cobran por horas extras. menciona el pago por comisiones comisiones de trabajo en otras En el ítem Nº 7, donde se menciona posiciones de la institución; el 90.00 % respondió „Nunca‟; 7.78 % „Algunas veces‟,

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Educación del Estado Apure, para la variable Sistema de Remuneración, se pudo evidenciar que la mayoría de los encuestados percibe un sueldo básico que oscila entre los 1.000,00 y los 1.999,00 Bs. Mensuales, estando así estos por encima del sueldo mínimo vigente, lo cual es un indicativo de que la mayoría de los empleados administrativos son profesionales. En cuanto a la prima de profesionalización, es de hacer notar que existe una minoría que no la percibe, esto puede deberse por un lado, a que los mismos aun no culminan sus estudios de pregrado y por otro a que aun no se les ha tramitado el pago de la misma por parte de la coordinación de recursos humanos. Seguidamente se constató que la mayoría de los encuestados afirmó no gozar del beneficio de prima de transporte y prima por razón de servicio y antigüedad, beneficios estos que si son cancelados al personal fijo, según se evidencia en el el contrato colectivo vigente que los ampara. En este mismo orden de ideas, la totalidad de los empleados encuestados

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Cuadro 4 Distribución Porcentual Indicativa de las Respuestas Suministradas por los Empleados Administrativos Contratados de la Secretaría Regional de Educación del Estado Apure, para la Variable: Incentivos.

REACTIVOS ÍTEMS 8 9 10 11 12 13 14

5 Siempre f % 02 2.22 07 7.78 05 5.56 05 5.56 07 7.78 14 15.56 00 00.00

Álvarez (2009)

4 Casi siempre f % 00 00.00 00 00.00 00 00.00 00 00.00 00 00.00 02 2.22 00 00.00

3 Algunas veces f % 00 00.00 00 00.00 00 00.00 00 00.00 00 00.00 03 3.33 00 00.00

2 Casi nunca f % 04 4.44 03 3.33 01 1.11 02 2.22 02 2.22 05 5.56 00 00.00

1 Nunca f % 84 93.33 80 88.89 84 93.33 83 92.22 81 90.00 66 73.33 90 100.00

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para las alternativas „Casi siempre‟ y „Algunas veces‟. Los e ncuestados certifican que el contrato no contempla el beneficio de asignación por matrimonio. beneficio de asignación asignación por pensión por En el ítem Nº 11, en el cual se contempla el beneficio fallecimiento; el 92.22 % respondió Nunca‟; 5.56 % „Siempre‟, 2.22 % „Casi Nunca‟, y no hubo respuesta para las alternativas „Casi siempre‟ y „Algunas veces‟. La

mayoría de los sujetos sujetos encuestados manifiestan manifiestan que el contrato no contempla contempla el beneficio de asignación por pensión por fallecimiento. menciona el beneficio de Crédito habitacional; habitacional; el 90.00 En el ítem Nº 12, donde se menciona % respondió Nunca‟;

el 7.78 % „Siempre‟, el 2.22 % „Casi Nunca‟, y no hubo

respuesta para las las alternativas „Casi siempre‟ y „Algunas veces‟. veces‟. Los encuestados

señalan que el contrato no contempla el beneficio beneficio de Crédito habitacional.

En el ítem Nº 13, donde se el beneficio de asignación por reconocimiento por obtención de título académico; el 73.33 % respondió „Nunca‟; el 15.56 % „„Siempre‟, el 5.56 % „Casi nunca‟, el 3.33 % „Algunas „Algunas veces‟ y 2.22 % „Casi siempre‟. siempre‟. La

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enero del año 2006, el personal contratado no se beneficia con las clausulas correspondientes a: beneficio de útiles escolares para los hijos, asignación por nacimiento de hijos, asignación por matrimonio, pensión por fallecimiento de un familiar, crédito habitacional, reconocimiento por titulo académico y beneficio de guardería infantil. Beneficios contractuales que si disfrutan aquellos empleados administrativos fijos. Hecho que puede incidir directamente en la labor que se realiza, así como en la motivación al realizar el trabajo diario, en el cumplimiento eficaz y eficiente que él o la trabajadora puedan aportar. Por esta razón, se hace evidente la desigualdad de condiciones laborales en las que se encuentra el personal administrativo contratado de planta de la Secretaría Regional de Educación, colocándolos en desventaja con respecto al resto del personal que si goza de dichos beneficios y por consiguiente nos encontramos ante una violación del articulo 135 de las Ley Orgánica del Trabajo, el cual señala que: “a trabajo igual, desempeñado en puesto, jornada y condiciones de eficiencia también

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Cuadro 5 Distribución Porcentual Indicativa de las Respuestas Suministradas por los Trabajadores Administrativos Contratados de la Secretaría Regional de Educación del Estado Apure, para la Variable: Procedimiento utilizado para la Evaluación.

REACTIVOS ITEMS 15 16 17 18 19 20 21 22

5 Siempre f % 09 10.00 05 5.56 04 4.44 07 7.78 07 7.78 05 5.56 05 5.56 08 8.89

4 Casi siempre f % 02 2.22 04 4.44 02 2.22 02 2.22 02 2.22 02 2.22 04 4.44 01 1.11

3 Algunas veces f % 08 8.89 03 3.33 02 2.22 03 3.33 03 3.33 03 3.33 06 6.67 06 6.67

2 Casi nunca f % 06 6.67 08 8.89 10 11.11 06 6.67 06 6.67 07 7.78 06 6.67 05 5.56

1 Nunca f 65 70 72 72 72 73 69 70

% 72.22 77.78 80.00 80.00 80.00 81.11 76.67 77.78

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estrato estudiado señala que la evaluación que le realiza el supervisor no contempla el aspecto relacionado con el compromiso de valores éticos.

En el ítem Nº 17, donde se evidencia la evaluación del aspecto relacionado con el compromiso de valores estéticos; el 80.00 % respondió „Nunca‟, el 11.11 % „Casi nunca‟,

el 4.44 „Siempre‟, el 2.22 % „Casi siempre‟ y otro 2.22 % „Algunas veces‟.

Se puede determinar que la mayoría de la población señala que la evaluación que le realiza el supervisor no contempla el aspecto relacionado con el compromiso de valores estéticos.

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certifican que la evaluación realizada por el supervisor no contempla el aspecto relacionado con la calidad del servicio.

En el ítem Nº 22, que trata el aspecto relacionado con la comunicación personal; el 77.78 % respondió „Nunca‟; el 8.89 % „Siempre‟, % „Casi nunca‟ y

el 6.67 % „Algunas veces‟, el 5.56

el 1.11 % „Casi siempre‟. La mayoría mayoría de los los encuestados señala

que la evaluación realizada por el supervisor no contempla el aspecto relacionado con la comunicación personal.

En el ítem Nº 23, que trata el aspecto relacionado con las relaciones interpersonales;

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En el ítem Nº 27, que contempla el aspecto relacionado con el conocimiento que tienes del trabajo; el 74.44 % respondió „Nunca‟; el 12.22 % „Algunas veces‟, el 7.78 % „Siempre‟,

el 4.44 % „Casi „Casi nunca‟ nunca‟ y el 1.11 % „Casi siempre‟. La mayor mayor parte de

los encuestados señalan que la evaluación realizada por el supervisor no contempla el aspecto relacionado con el conocimiento del trabajo.

Análisis Cualitativo de la Variable: Procedimiento utilizado para la Evaluación

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CAPÍTULO V CONCLUSIONES Y RECOMENDACIONES Conclusiones

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Con relación a la variable incentivos, se ha evidenciado que los sujetos sometidos a estudio en su contrato de trabajo, amparado en la I Convención Colectiva de Condiciones de Trabajo de los Empleados Públicos del Poder Público Estadal 2006 -2007, vigente desde el 01 de enero del año 2006, no se les contemplaron los incentivos referidos a

útiles escolares, asignación por nacimiento nacimiento de hijos ni

matrimonio. Tampoco se les ha otorgado el beneficio de pensión por fallecimiento, crédito habitacional, reconocimi reconoc imiento ento por obtención o btención de titulo académico ni el beneficio de Guardería Infantil, beneficios contractuales de los cuales si disfrutan aquellos

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remuneración del personal administrativo contratado de planta de la Secretaría Regional de Educación se equipare con el de los trabajadores fijos en lo concerniente

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objetivos institucionales por medio de metas particulares de los empleados administrativos que la integran, dando así los resultados propuestos.

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p2.  Los empleados deben comprender y calcular el plan con facilidad. Las personas deben ser capaces de calcular con facilidad las recompensas que recibirán por los

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