Resilience as a Protective Factor in Organizational Performance

in #steemstem3 years ago (edited)

Welcome Dear Steemit Friends:

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With my best wishes for well-being and success in the pilgrimage of this prestigious platform, especially steemstem. With everything and my modest experience in this research, I have dared to write this post. Throughout history Resilience has been a phenomenon that has undergone important changes from various contexts. It is currently a subject of recent study, and has resurfaced in new disciplines such as social sciences, humanities and even education, because over time this concept has evolved giving the opportunity to people to move forward, facilitating a positive development to those who apply it to the adversities that are presented along the way.

It is there, where resilience stimulates human beings to find new ways, to rediscover that extraordinary thing that all people have, but we do not know that we have the capacity to build possible futures, to achieve happiness in the face of suffering, traumas, losses, worries , sadness and pain. During the last years, the most important contribution that has been made of resilience is the study of the main factors and axes towards people who do not suffer adversity. Therefore, all people can be resilient, beyond their magnitude, if this construct is approached, it stops being a risk model and moves to a challenge model, even if they are interrelated.

Therefore, the research focuses on finding that set of factors that have made possible the improvement in human beings; in view that it is evident that companies are continually facing adversities and stressful situations that are typical of everyday work, generally when there is excessive pressure, conflicts, hourly charges, lack of personnel, among others. In this context and following the research line of other research, this study aimed to study resilience as a protective factor in work performance, we can recognize the great importance of this topic.

The main thing about this new research is that resilience presents a paradigm shift, which defines the positive transformation of skills into strengths, with the necessary impetus to start over and turn adversity into a healthy and beneficial learning, since there are many factors that cause very stressful stimuli, which develop in physical, psychological and social environments, affecting organizational performance. However, in the face of these consequences, there are tools that can turn these people into resilient beings, mainly by strengthening the use of a coping mechanism in the face of these setbacks, because at some point they are going through difficulties and they need to be prepared to face and overcome it successfully.

Likewise, resilience is a polysemic concept, despite the fact that there are many researches, the different disciplines refer to two fundamental elements that are always present, first the notion of adversity understood as a problem, risk or threat that is present in the human groups, and on the other hand, the notion of positive adaptation that allows to survive before the aggression or the threat. Finally, it is necessary to resist adversity through adaptive strategies, being necessary to prepare for future misfortunes, and thus reflect, learn from overcoming.

Hence, resilient people have strong links with norms, patterns, values; and they come to them in times of crisis, given the need to demonstrate the ability to move forward with a better perspective, which has a decisive influence on social behaviors, including in work development, because it is precisely the opportunity to show all resources and attitudes available to envision better things, that is, a conscious resilient of their own actions, is apt to initiate a transformation and propitiate the change of others by supporting scenarios that imply risks, which in turn favors consensus relations in order to encourage coexistence with our peers.

Therefore, organizations need to know the resilience in order to implement techniques that promote resilience in their employees, allowing the emergence, growth and successful maintenance of the company. In consideration, some organizations employ techniques to achieve the fulfillment of their objectives, developing a series of strategies to promote in people the promotion of skills, the stimulation of positive behaviors in case of difficulties, being a fundamental tool the training of employees for the improvement of resilience as a competitive advantage.

Therefore, it is fundamental that the strategies are applied to all workers, from the managerial staff to the workers' personnel, not only in the technical competences but in the emotional dimension for the improvement of the processes, results of unfavorable situations, and thus replacing them with prevention or promotion factors to establish policies, tools and information for the learning of resilience as a process of improvement in organizational performance
This is why the visionary and proactive organizations are concerned about meeting people who develop transformative skills, despite having lived in unfavorable environments in their own lives or at work, in order to prepare their employees for the future as resilient people, through training and the stimulation of their personal aptitudes (self-esteem, autonomy, decision making, creativity, norms, values, responsibility, optimism, conscience, intelligent sociability, tolerance to frustration, among others); specifically when these skills are not available, it is significant to reinforce them with external support to become a resilient organization.

Consequently, in the reality based on the various studies, the work situations that have a strong impact on the Psychology of the workers are evident, the challenges in the workplace, trigger negative situations, which create a certain tension, creating unfavorable conditions in the work that generates work stress, fatigue, psychological labor harassment, work overload, bad environments, which affect the quality of professional work, physical and mental health among others. Presenting itself with great magnitude in the health sector, due to the stressful situations of the workplace. Therefore, we observe the great variety of changes in personhood, reactions in a different way in the face of adversity, some generate problems that others do not see in the same situations.

Within this situation, health centers, whether public or private, do not escape because they face stressors based on being in constant contact with suffering and mental problems, as well as: rotation of shifts, demanding work days or overload of work , amount, type of assistance to be provided to patients, as well as seniority, the type of contract they have, the problems of interrelation with the rest of the team, lack of social support at work. Also, those who are dedicated to the administrative activity of these entities that respond to other types of situations that generate stress, both individual and group.

Therefore, resilience must be developed in all areas, in personal life, family life and especially in the workplace. Considering these considerations, it is necessary to promote resilience as a protective factor in human talent, with the purpose of developing strategies, skills and resources, to stimulate behaviors of positive transformation in the face of unfavorable situations, for better organizational performance. For this purpose, the interaction between people and organizations can be seen from different expectations. Without a doubt, every person must be efficient to meet their individual needs through their participation in the organization. Likewise, their participation must be effective to achieve organizational objectives.

For what arises the initiative of the present investigation, raising the following questions:

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Likewise, in order to carry out this type of research, it is important to use the appropriate method within the scope of the study that was initially proposed, based on the data, since they must be collected directly by the researcher, allowing them to live the reality of the problematic that is wanted to investigate, situation that allows to infer with solid bases the context of the problem, without that there is manipulation of the information on the part of third people, in the end the result will have greater possibilities of success, generating validity and reliability of the same.

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From this context, the process of triangulation is normal to find in this tool where the actors name different problems from their point of view, but when they are reviewed are part of the same problem, thanks to this process it is more practical to see the relationship and thus find solutions for your better understanding. In this case, this investigation will be carried out through the opinions of the Director General, the employees and the researcher.

After an epistemological perspective, the research for belonging to a qualitative approach was oriented to the construction of knowledge about social and cultural reality from the description and interpretation of the points of view of the subjects involved. Therefore, a comprehension effort was executed for the acquisition through the interpretation and the dialogue of what the subjects wanted to say with their words. From this perspective, the collection of information in the research process was obtained by the opinions issued by the director and the staff through the technique of interviewing and verification of data.

In addition, the epistemological approach that characterizes qualitative research makes it easier to understand the resilience process, through this approach the information can be captured more fervently. Another reason, why this type of research is adequate, is that because it is a descriptive approach the objective experience of the researcher intervenes, which can reveal various factors that are not apparently observable by the dynamic character that is presented in the subject selected with respect to resilience as a factor of protection and the risk that is always present in the enumeration of the adversities that the human being perceives throughout his life.

As can be observed in the triangulation process, it is evident that the reporting subjects coincided in the responses issued, it was detected that there are external risk factors that influence the personnel for the performance of their work in the jobs, motivated by the presence of problems, situation where the series of weaknesses come up, also suffer changes in behavior due to high levels of stress. Consequently, most workers agree that work environments are stressful due to some conditions such as: fatigue, overloads of work, lack of personnel, adequacy of people in positions that are not properly prepared, changes in schedules, conflicting interpersonal relationships , lack of motivation, lack of communication.

On the other hand, the reporting subjects agree that in organizations they do not have the resilience competencies that make it a workplace as a potential risk environment; Therefore, in order for the work space to become friendly and conducive to a harmonious development of the potentials and opportunities that staff possess, there must be stimulation of positive behaviors, and these strategies must be applied to all workers who live in the workplace. organizations to turn them into resilient people, being a great tool that provides competitive advantages for human talent, that beyond the setbacks that face every day, is to turn every difficult moment into a growth opportunity to face situations successfully.

Finally, the result of the triangulation showed ignorance of the protective factors in the personnel, but the work would be effective if a Psychologist worked all those weaknesses or problems because it considers that the promotion of resilience is associated with prevention, through simultaneous work between the social sphere. And so to direct organizations to the promotion of protective factors at a personal and social level, with the aim of expanding defense mechanisms in difficult times.

Obtaining these results, it is necessary to build conclusions and recommendations to raise the tools and information for the learning of resilience as a process of improvement in organizational performance, so that the Institution establishes a resilient work environment, one that is flexible, that is adapt to changes and in which employees can obtain added benefits from adverse situations, such as crises or unforeseen events. That is, through the implementation of competencies and resilience protective factors that would provide benefits for both the organization and employees who would see improvements in their health both physically and psychologically.

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Likewise, to mitigate these risks, fundamental strategies must be used that will enrich the links between the staff, setting clear limits to achieve the performance and growth of the organization, assuming the responsibility that implies strengthening the process of resilient development. To introduce changes, it is necessary to work with the potentialities and resources that they possess, considering a change in their mentality, replacing prejudices with a cooperative attitude and developing teaching strategies appropriate to the needs of the workers. However, it is notorious a shortcoming in the training of personnel, clearly there are people who were placed in positions where they do not have the capacity as professionals.

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Observation:

The images were made in the Microsoft Power Point Program by my authorship.

References:

• Frankl, Viktor. (2016). Man's Search for Meaning. (3rd ed.) Spain: Ed. Herder.
• Forés, Anna and Grane, J. (2011). The resilience. (3rd ed.) Spain: Ed. Platform.
• Sambrano, Jasmine. (2010). Resilience Caracas, Venezuela: Ed. Alfa