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The organizational climate reflects the interaction between personal and organizational characteristics, the factors and structures of the organizational system give rise to a certain climate, based on the perceptions of the members. This resulting climate induces certain behaviors in individuals. Therefore, it is required that both employees and managers recognize the importance of the organizational climate so that they foster a motivating environment that improves performance and the commitment of human talent with the adequate development of activities and the achievement of the proposed goals. This topic, in addition, is considered of great importance to analyze and develop skills and behaviors as future human resources administrators, promoting professional and personal growth, and generating ideas that allow the implementation of strategies to improve the perception that currently exists in the institution providing health services on performance evaluation, thus achieving a better organizational climate and increased productivity. Keywords: Organi

En la actualidad Colombia es uno de los países, donde el riesgo más latente y difícil de diagnosticar en el ámbito laboral es el riesgo psicosocial. Existen diferentes instrumentos que permiten medir el grado de estrés en el que se encuentra la población trabajadora, lo que ayuda a actuar de manera inmediata con un plan de promoción y prevención evitando que este riesgo incremente y genere daños irreparables a los individuos en la parte física, social y psicológica. A través del trabajo de aplicación y profundización, se desarrollará un plan de intervención que se diseñará y que tiene como propósito identificar las causas y consecuencias del Estrés laboral provocado en los docentes, directivos, personal administrativo y de apoyo en el Instituto San Agustín de la ciudad de Montería que permitan tomar las medidas que coadyuven a mejorar el clima organizacional. Se empezó a hablar en Colombia de enfermedades profesionales y reglamentadas a partir de 1950, cuando en los Artículos 200 y 201 del Código Sustantivo de Trabajo, estableció inicialmente una tabla con 18 patologías de origen profesional. Luego, el Decreto 614 de 1984, en su Artículo 2 literal C, determinó que uno de los objetos de la salud ocupacional es proteger a la persona contra los riesgos relacionados con agentes físicos, químicos, biológicos, psicosociales, mecánicos, eléctricos y otros derivados de la organización laboral que puedan afectar la salud individual o colectiva en los lugares de trabajo. Actualmente en Colombia aún se toma en consideración la Resolución 2646 del 2008 en el cual se establecen disposiciones y se definen responsabilidades para la identificación, evaluación, prevención, intervención y monitoreo permanente de la exposición a factores de riesgo psicosocial en el trabajo y para la determinación del origen de las patologías causadas por el estrés ocupacional, que en el decreto 2646 en su artículo 3, inciso f, adopta la definición de estrés como la respuesta de un trabajador, tanto a nivel fisiológico, psicológico, como conductual, en su intento de adaptarse a las demandas resultantes de la interacción de sus condiciones individuales, intralaborales y extralaborales Se pretende realizar un diagnóstico al interior del Instituto Tecnológico San Agustín de la ciudad de Montería para detectar la problemática, con el uso de instrumentos que posibiliten ser más asertivos, al presentar las posibles conclusiones del diagnóstico, para posteriormente, diseñar un plan que permita mejorar las condiciones laborales producidas por el Estrés laboral en dicho Establecimiento Educativo, igualmente el diseño y la posterior implementación de un programa que permita mejorar las condiciones de los trabajadores en cuanto al Estrés laboral que se produce y se desarrollará teniendo en cuenta las siguientes fases: selección del diseño de investigación, selección de la muestra dentro del grupo a trabajar, recolección de datos, lo cual implica tres actividades: la primera es seleccionar un instrumento de medición válido y confiable, la segunda es aplicar dicho instrumento de medición de las variables de estudio y la tercera es codificar los datos, o sea, preparar las mediciones obtenidas para que sean analizadas correctamente y la última fase es socializar la información y entregar, al Instituto Tecnológico San Agustín un documento confiable para se realicen los correctivos a que tenga lugar y que permitan mejorar el clima organizacional.

The objective was to evaluate the organizational climate for patient safety in a thirdlevel IPS in the municipality of Montería, 2021. The methodology used was a descriptive, cross-sectional study with a quantitative approach, which was developed with a population of 81 people where it was applied the checklist for good patient safety practices to the Patient Safety committee and an organizational climate survey for patient safety to the healthcare staff of a Health Service Provider Institution located in the city of Montería. The information was evaluated digitally, through a matrix in Excel 2013, which recorded the fulfillment of each of the items on the checklist and the registration of the results of the survey. From the results obtained, it was possible to conclude that the strengthening, deployment and adherence to the cause analysis system, as well as the identification and characterization of risks, and the improvement of quality indicators. They should be improved through promotion, monitoring improvement actions and monthly monitoring of the regulated quality indicators. In the same way, continuous improvement, teamwork between the areas of the I.P.S, general perceptions of security; therefore, collaborative work is presented as a weakness, therefore, it is proposed to improve both horizontal and vertical communication conditions as well as the participation of staff in the decisive processes of the entity.

En la actualidad las empresas desean brindar los mejores servicios, para lo cual necesitan el personal adecuado y capacitado para la ejecución de cada una de las actividades que se requieran, lo cual se logra mediante un clima organizacional adecuado. La presente investigación tuvo como objetivo evaluar el clima Organizacional en la ESE CAMU del municipio de Momil Córdoba, el cual se desarrolla a partir de una encuesta de satisfacción laboral. La idea de medir el Clima Organizacional en la ESE surge ya que nunca se ha hecho una evaluación de esta en la institución. La investigación es de tipo descriptivo cuantitativo en la modalidad de campo. La población que se encuesto fue del50%, 35 empleados. El total de empleado es de 70 personas; se realizó 35 preguntas divididas en 7 categorías con 4 tipos de respuesta.

Currently COVID-19 is a pandemic that affects many countries around the world. Currently in the world there are more than 20 million infected by COVID-19, among them there have been more than 700 thousand deaths worldwide. A pandemic that the human body did not recognize and therefore has not developed immunity, this has affected the characterization of the human being as a "social being" due to distancing, a disease that has subjected humanity to live in confinement causing changes drastic in the way of living, within which you have to reinvent yourself every day for survival; Due to the fact that this disease is transmitted through the saliva, mucus or sweat of any infected person, the established protection methods are frequent hand washing, the use of a mask, avoiding crowds and maintaining a minimum distance of two meters with the rest of the people. This disease has affected not only health, but also the global economy, entrepreneurs have failed, companies have had to close, thousands of people have been unemployed, children have abandoned their schools, families go hungry and the world turns. Around technology. The institutions that provide health services must remain firm in the battle, but how is the day-to-day life of the people who fight to guarantee the health and well-being of the community and in what way has the COVID-19 impacted the organizational climate of these institutions? The organizational climate is born from the idea that man lives in complex and dynamic environments, since organizations are made up of people, groups and communities that generate diverse behaviors and that affect that environment. There are authors who state that the origin of the organizational climate is in sociology; where the concept of organization within the theory of human relations emphasizes the importance of man in his work function and for his participation in a social system. Because this pandemic has a high incidence in all countries of the world, this research project aims to design actions to improve the organizational climate during the COVID-19 pandemic in a clinical laboratory in the municipality of Chinú Córdoba, which is located located in the Masinga neighborhood, Carrera 6 # 20-04 corner, in the municipality of Chinú, Córdoba. The necessary data and information collection was carried out by applying 8 the types of exploratory and quantitative study, by means of which action strategies and the necessary instruments for the collection of information are established, such as: observation, consultation of research materials, and the application of the survey to the personnel involved in order to identify and analyze the impact of COVID-19 on the work environment of this institution, after knowing the results, we proceeded to the development and presentation of a proposal for the improvement of the organization's environment.

The objective of this research was to determine the relationship among Organizational Climate, Boreout and Innovation in the department heads of companies in the agro-industry sector of Monteria (Colombia). It is a non-experimental cross-sectional quantitative correlational study, whose population is non-probabilistic, which was made up of 49 companies from the agroindustry sector, constituting a total of 60 workers. Three instruments were applied to solve the research: Questionnaire for Boreout (18 items), ICO (28 items) and IBI-ISI (23 items - 12 items respectively). Taking into account the results obtained, it was possible to show a predominance of the male sex (57%), where 51% are between 21 and 30 years old. Regarding the level of education, 67% are professionals and in relation to the occupied position 50% are administrators. 53% of workers are single, 27% are married, and the rest of workers are divorced, widowed, or live in a free union. The seniority of the workers in the company, as well as the seniority in the position, mostly oscillates between 0 and 5 years. Similarly, a relationship was found between the three variables analyzed, where the organizational climate influences both the presence of Boreout and the innovation of workers. Finally, the implications of these variables in the studied population were analyzed and recommendations were presented to companies as a solution to the problems identified in the study.