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RINOE®
ISSN-On line: 2524-2067
Journal-Labor and Demographic economics
Volume 2, Issue 3 – July – December – 2018
RINOE-Bolivia
Chief Editor
RAMOS-ESCAMILLA, María. PhD
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RINOE Journal-Labor and Demographic
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RINOE Journal-Labor and Demographic economics
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human capital, Matching models, Efficiency wage models, and Internal labor markets, Monopsony,
Segmented labor markets, Agricultural labor markets, Professional labor markets and Occupations firm
behavior, Public sector labor markets, Particular labor markets; Labor-Management relations, Trade
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The works must be unpublished and refer to topics of Demographic economics: Demographic trends
and forecasts, Marriage, Marital dissolution, Family structure, Fertility, Family planning, Child care,
Children, Youth, Economics of the elderly, Economics of minorities and races, Economics of gender,
Value of life, Foregone income; Time allocation, Work behavior, Employment determination and
creation: Labor force and employment, Size, and Structure, Time allocation and labor supply,
Employment determination, Demand for labor, Self-employment, Human capital, Skills, Occupational
choice, Labor productivity, Retirement, Retirement policies, Safety, Accidents, Industrial health, Job
satisfaction, Related public policy; Wages, Compensation, and Labor costs: Wage level and structure,
Wage differentials by skill, Training, Occupation, etc.
Nonwage labor costs and benefits, Private pensions, Compensation packages, Payment methods;
Particular labor markets: Contracts: Specific human capital, Matching models, Efficiency wage
models, and Internal labor markets, Monopsony, Segmented labor markets, Agricultural labor markets,
Professional labor markets and Occupations firm behavior, Public sector labor markets, Particular labor
markets; Labor-Management relations, Trade unions, and Collective bargaining: Trade unions, Dispute
resolution, Labor-Management relations, Industrial jurisprudence, Producer cooperatives, Labor
managed firms; Mobility, Unemployment, and Vacancies: Geographic labor mobility, Immigrant
workers, Occupational and intergenerational mobility, Turnover, Vacancies, Layoffs, Unemployment,
Unemployment insurance, Severance Pay, Plant closings; Discrimination; Labor standards: National
and International; Working conditions, Labor force composition, Workers' Rights and other topics
related to Social Sciences.
Presentation of the Content
In the first chapter we present, Methodology for the distribution of productive spaces for SMEs,
by BLEN, Erick & MONTERO, Elizabeth, as a second article we present, Moral dispositions in supply
chain managers. A review from your career paths, by GUERRERO-AZPEITIA, Luis Arturo, with
affiliation at the Universidad Politécnica Metropolitana de Hidalgo, the following article we present,
Identificación de Factores de Riesgo desde la perspectiva Ergonómica para la preservación de la
Salud Ocupacional, by MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl, with affiliation at
the Universidad Politécnica del Valle de México, as next article we present, Implementation of
alternative solutions to reduce staff rotation levels in Potzoliza "La casa del Pozole" in Pachuca, Hgo ,
by SANTILLÁN-MARTÍNEZ, Zaira Ingrid, GONZÁLEZ-MOSQUEDA, Mayra Lorena, MEDINA-
GÓMEZ, Margarita and IBARRA-HUESCA, Ma. Guadalupe, with affiliation at the Instituto
Tecnológico de Pachuca.
Content
Article
Page
Methodology for the distribution of productive spaces for SMEs
BLEN, Erick & MONTERO, Elizabeth
1-9
Moral dispositions in supply chain managers. A review from your career paths
GUERRERO-AZPEITIA, Luis Arturo
Universidad Politécnica Metropolitana de Hidalgo
10-17
Identification of Risk Factors from the Ergonomic perspective for the
preservation of Occupational Health
MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl
Universidad Politécnica del Valle de México
18-27
Implementation of alternative solutions to reduce staff rotation levels in Potzoliza
"La casa del Pozole" in Pachuca, Hgo
SANTILLÁN-MARTÍNEZ, Zaira Ingrid, GONZÁLEZ-MOSQUEDA, Mayra Lorena,
MEDINA-GÓMEZ, Margarita and IBARRA-HUESCA, Ma. Guadalupe
Instituto Tecnológico de Pachuca
28-36
1
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 1-9
Methodology for the distribution of productive spaces for SMEs
Metodología para la distribución de espacios productivos para PYMES
BLEN, Erick†* & MONTERO, Elizabeth
ID 1st Author: Erick, Blen
ID 1st Coauthor: Elizabeth, Montero
Received July 28, 2018; Accepted September 30, 2018
Abstract
The objective of this article is to generate a methodology
that improves productive spaces in SMEs, in which the
sales area available in the stores is analyzed, taking as a
case study, the one made for didactic purposes in class
taught by one of the co-authors in the company Super
Vale, in which thanks to the work of linkage, it was
allowed to carry out this research and design this
methodology. Which is currently applied and which is
followed.
Methodology, Improves productive spaces, SMEs
Resumen
El presente artículo, tiene como objetivo generar una
metodología que mejore los espacios productivos en
pymes, en el cual se analiza la superficie de venta
disponible en las tiendas, tomando como caso de estudio,
el realizado para efectos didácticos en clase impartida por
uno de los coautores en la empresa Súper Vale, en la que
gracias al trabajo de vinculación, se permitió realizar esta
investigación y diseñar esta metodología. La cual
actualmente se aplica y de la cual se lleva seguimiento.
Metodología, Distribución de espacios productivos,
PYMES
Citation: BLEN, Erick & MONTERO, Elizabeth. Methodology for the distribution of productive spaces for SMEs. Journal
Labor and Demographic economics. 2018. 2-3: 1-9
* Correspondence to Author (email: [email protected])
† Researcher contributing first author.
©RINOE Journal-Bolivia www.rinoe.org/bolivia
2
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 1-9
ISSN-On line: 2524-2067
RINOE® All rights reserved.
BLEN, Erick & MONTERO, Elizabeth. Methodology for the
distribution of productive spaces for SMEs. Journal-Labor and
Demographic economics. 2018
Introduction
Undoubtedly, the MPYMES are the main
source of employment in the country, being this
type of companies the generators of at least
52% of the Gross Domestic Product, besides
this they are the main source of employment in
the country; in 2015, only in the Micro
companies 75.4% of the employment in our
country was generated, through 3, 952, 422
companies (INEGI, 2016).
The previous numbers reflect the
importance of MSMEs in our country, however
the vast majority of academic or technical
information that is available to the academic
community or to micro-entrepreneurs, provide
us methodologies or work schemes that are not
specifically adapted to the needs of the micro
entrepreneur. There are few authors that
generate information for this sector of the
economy.
Size Business Busy staff
Number Participation
(%)
Participation
(%)
Micro 3 952 422 97.6 75.4
Small 79 367 2.0 13.5
Medium 16 754 0.4 11.1
Total 4 048 543 100.0 100.0
Table 1 Companies by size and busy staff
Source INEGI 2016
It is important to emphasize the fact of
the specific needs of micro and small
entrepreneurs, since they not only sustain
Mexico's employment and economy, but also
by themselves are an unexploited source of
knowledge, that is why design a simple model
and at the same time adapted to their needs, is
transcendental for the effects of their economic
results.
That is why design a system or
methodology that allows them to be
competitive in terms of cost reduction and in
turn use of the physical space of sales, is a
priority.
The costs that have to face micro
entrepreneurs, are sometimes unaffordable
because they lack a prior market study and are
released to the market without knowing if their
business model will really allow them to
compete.
Once a business has started, backing
down or simply detecting failures in companies
that lack experience or their owners or
managers, have no knowledge, is nothing short
of impossible, what is sought is to generate a
methodology that allows Simple way to analyze
results and make decisions.
Case Study: Super Vale
The case study that is addressed corresponds to
a commercial company, considered in the
catalog of the Ministry of Economy as a small
company, which is a Commercial Warehouse of
groceries and raw materials, in which the
inhabitants of the Municipality make their
purchases.
It is important to note that this company
has to compete in this small municipality on the
coast of Veracruz, with other commercial
chains such as Super Farmacia Medina (Cadena
Regional), Tiendas Lores (Regional Chain), as
well as stores OXXO (National Chain). These
stores, due to their size and economic potential,
have a wider dealer network and preferential
prices with many of their suppliers.
The population of the locality, mostly
have a low income, so the market has an
economic constraint to purchase groceries in
large quantities, contrary to large cities where
the income of families is more abundant.
The main problem observed in the case
study in question, was the short rotation of
inventories that counted, increasing inventory
costs for maintenance. However, it is important
to point out that there was an excessive
exposure of certain products, leaving a smaller
exhibition space for the sale of some others, or
shelves in which there was no product to
exhibit.
Derived from the observation proceeded
to investigate the cause of this problem, which
was obtained as a conclusion that the decision-
making does not have a solid analysis in terms
of distribution of products in store, in addition
to a crude economic analysis of purchases:
Merchandise is purchased when it is
discounted, regardless of the purchase
volume and without analyzing the
existing inventory.
Most purchases are made in cash,
minimizing financing through suppliers.
3
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 1-9
ISSN-On line: 2524-2067
RINOE® All rights reserved.
BLEN, Erick & MONTERO, Elizabeth. Methodology for the
distribution of productive spaces for SMEs. Journal-Labor and
Demographic economics. 2018
There is no classification of goods in
financial terms, in some cases they are
unaware of historical costs, since their
inventory is too old
Accumulate non-perishable inventory,
without considering the maintenance
cost of the inventory or the opportunity
cost of using that space only as a
warehouse.
That is why a simple methodology was
designed by microentrepreneurs with situations
similar to those mentioned above.
Methodology
For the creation of the strategy of distribution
of store spaces in commercial warehouses
taking as a particular case the commercial
warehouse SUPER VALE object of study of
this research, it was necessary to create certain
indicators that allowed to make the
classification of the product lines.
Based on the indicators obtained, it is
possible to classify the product lines in terms of
performance (ratio of sales volume vs.
revenue). The indicators seek from the
information obtained from their database, call
inventories, as well as sales reports, the yields
obtained in sales per square meter and the space
used in store ready for marketing. The designed
indicators are shown developed and detailed
below.
(1)
This index provides the percentage that
represents each line of products in relation to
the total sales that are being analyzed.
This first indicator seeks to identify the
production lines that offer the greatest income,
in order to classify them into at least three large
groups, sales.
Groups can be classified as follows:
Main (a), support (b) and low income (c). This
classification allows us to make decisions
regarding the purchase of more inventory or to
determine again the reorder points of each
order, as the case may be.
It is preponderant that this methodology
is simple, since in most cases SMEs are
companies that do not adhere to a method,
being the people who manage, generally owners
and managers at the same time, also according
to the Bulletin of press no. 285/16 where it
presents the National Survey on Productivity
and Competitiveness of Micro, Small and
Medium Enterprises (ENAPROCE), in Micro,
small and medium enterprises, have a
distribution of only 14.7%, 20.9% and 18.0%
with higher level education, respectively.
Therefore it is inferred that most of them lack a
scientific methodology for their daily work.
# Line Monthly
sales
Total sale
of monthly
store
% sales
per
produc
t line
1 Groceries $250,000.0
0
$505,000.0
0 49.50%
2 Detergents 35,000.00 505,000.00 6.93%
3 Fabric
softener 15,000.00 505,000.00 2.97%
4 Chlorine 12,000.00 505,000.00 2.38%
5 Diapers for
baby and adult 10,900.00 505,000.00 2.16%
6 Dairy products 11,000.00 505,000.00 2.18%
7 Sausage 13,500.00 505,000.00 2.67%
8 Perfumery 10,900.00 505,000.00 2.16%
9 Cleaning
articles 25,000.00 505,000.00 4.95%
10 Fruits and
vegetables 18,000.00 505,000.00 3.56%
11 Chilies and
seeds 7,460.00 505,000.00 1.48%
12 Wines and
liquors 25,000.00 505,000.00 4.95%
13 Refreshments 14,000.00 505,000.00 2.77%
14 Bath soap 6,800.00 505,000.00 1.35%
15 Shampoo 9,700.00 505,000.00 1.92%
16 Disposable 12,000.00 505,000.00 2.38%
17 Veladoras 7,600.00 505,000.00 1.50%
18 Frozen 8,600.00 505,000.00 1.70%
19 Toilet paper 12,500.00 505,000.00 2.48%
Table 2 Monthly Sales Source: Super Vale (company case study)
As part of the case study we observed
that the line of groceries represents 49.50% in
relation to the total income, followed by the line
of detergents, which are those with higher
indexes.
Now the lines with the lowest index are
the lines of bath soap, candles, chiles and seeds
just to mention the three lowest.
4
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 1-9
ISSN-On line: 2524-2067
RINOE® All rights reserved.
BLEN, Erick & MONTERO, Elizabeth. Methodology for the
distribution of productive spaces for SMEs. Journal-Labor and
Demographic economics. 2018
But this does not determine a
classification for the distribution of spaces of
lines within the store so it was necessary a more
in-depth analysis to know the relation with the
square meters that they occupy within the store
area, for it they were analyzed and calculated
the following indicators:
(2)
This indicator allows to know what is
the effective area occupied by the product lines,
which are what are generating the current
productivity of the store.
Such result does not mean that the space
considered that generates an additional cost
does not contribute to the sales process, since a
large part of it is distributed in corridors and
accesses that allow customers to carry out the
purchase activity, but in the same way check
that there are quite spacious areas without
occupying.
To reduce the costs for additional area
occupied by spacious areas that are not
generating any value, it is advisable to insert
small commercial islands, whether they are
their own or given to rent, thus expanding the
diversification of their services or products
offered within the establishment. , allowing you
to occupy said space profitably, by means of a
distribution by calculation of the additional cost
per area assigned to the store.
This is done once the spaces of corridors
and accesses of purchase have been defined so
that they are not limited in terms of comfort,
and once knowing the excess space, implement
said strategy.
(3)
The indicator of productivity in sale per
m2 of product line allows to know what is the
capacity of each product line to generate sales
per m2. Currently the store operates 19 lines
which are detailed in the table below.
# Line Monthly
sales
m2
occupied
by line
Productivity
per m2
occupied of
the product
line
1 Groceries $250,000.00 19.35 m2 $ 12,919.90
2 Detergents $ 35,000.00 6.66 m2 $ 6,003.43
3 Fabric softener $ 15,000.00 2.44 m2 $ 6,147.54
4 Chlorine $ 12,000.00 2.6 m2 $ 4,615.38
5 Diapers for baby and adult $ 10,900.00 6.17 m2 $ 1,766.61
6 Dairy products $ 11,000.00 3.22 m2 $ 4,954.95
7 Sausage $ 13,500.00 2.90 m2 $ 3,253.01
8 Perfumery $ 10,900.00 2 m2 $ 5,450.00
9 Cleaning articles $ 25,000.00 9.12 m2 $ 5,133.47
10 Fruits and vegetables $ 18,000.00 91.5 m2 $ 196.72
11 Chilies and seeds $ 7,460.00 2.02 m2 $ 3,693.07
12 Wines and liquors $ 25,000.00 2.07 m2 $ 12,077.29
13 Refreshments $ 14,000.00 20.15 m2 $ 1,272.73
14 Bath soap $ 6,800.00 2.1 m2 $ 3,238.09
15 Shampoo $ 9,700.00 4.14 m2 $ 2,343.00
16 Disposable $ 12,000.00 6.94 m2 $ 1,729.11
17 Veladoras $ 7,600.00 1 m2 $ 7,600.00
18 Frozen $ 8,600.00 3 m2 $ 2,866.66
19 Toilet paper $ 12,500.00 9.25 m2 $ 1,351.35
Table 3 Productivity $ per m2 in Super Vale
Source: Super Vale (company case study)
As can be seen according to calculations
made, with the sales data and the measurement
of the real space of the site occupied by product
line, it was obtained that the line that generates
the most sales per square meter is that of
groceries, followed by wines and liquors and
candles having these the highest productivity
per m2. In the same way, the lines with the
lowest productivity are fruits and vegetables;
soda and toilet paper just to mention a few.
The calculation of this indicator allows
knowing which product lines are the most
productive in terms of income. This allows the
entrepreneur to decide on a better policy for
distributing space for sales, since it allows him
to suppress sales lines or, failing that, designate
more space for those that are more productive
and that his turnover of inventory is greater.
For example, in the current case of the
SUPER VALE store, the lines that take up the
most space are Groceries, Refreshments, Toilet
paper and fruits and vegetables. In this case the
grocery space is justified, since it is the line
with the highest level of sales, but in the case of
soft drinks, toilet paper and fruits and
vegetables are the lines with the lowest sales
levels. , and therefore according to the strategy
approach should be the least space occupied
within the store area.
5
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 1-9
ISSN-On line: 2524-2067
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BLEN, Erick & MONTERO, Elizabeth. Methodology for the
distribution of productive spaces for SMEs. Journal-Labor and
Demographic economics. 2018
In addition they must be given as a
priority to get offers as they are low turnover
and assign a place close to those that have more
output and thus accelerate the sale process.
Otherwise it is the one of the lines of
Veladoras, Wines and liquors said lines are
some of those that occupy smaller space in
store and of those that more sales generate,
therefore these lines mainly will have to assign
a greater space to them.
The strategy of categorization of these
lines within the shop under study SUPER
VALE is specified as follows:
Line with high
level of sale
Line with
average sales
level
Line with low
sales level
Groceries Chlorine Frozen
Wines and
liquors
Dairy products Shampoo
Veladoras Chilies and
seeds
Diapers for baby
and adult
Fabric softener Sausage Disposable
Detergents Bath soap Toilet paper
Perfumery Refreshments
Cleaning
articles
Fruits and
vegetables
Table 4 Classification of product lines according to their
level of sale
Source: Super Vale (company case study)
Therefore, in general terms, it can be
concluded that the lines included in the "Line
with a high level of sale" classification are
those that should be allocated the greatest
possible space within the store, while those that
are located as "Line with average level of sale
"a space inferior, and that therefore the
classified ones within" Line with low level of
sale "will have to assign them the smaller space
compared with the first and second.
In the same way, they should be
considered as primordial to get offers or be
located next to the lines with the highest degree
of attraction, especially those that are in the last
positions of the same list, in order to accelerate
the sales of said products.
(4)
The percentage of effective sales space
per product line is an indicator that allows
knowing the proportionality of the space
occupied per line with respect to the total store
area, in the same way it is a way to determine
which lines are those that occupy more or less
space.
# Line
m2
occupied
per line
Total
area of
store
occupied
for sale
% of
effective
sales space
per product
line
1 Groceries
19.35 m2 700 m2 2.76%
2 Detergents
6.66 m2 700 m2 0.95%
3 Fabric softener
2.44 m2 700 m2 0.35%
4 Chlorine
2.6 m2 700 m2 0.37%
5 Diapers for baby and adult
6.17 m2 700 m2 0.88%
6 Dairy products
3.22 m2 700 m2 0.46%
7 Sausage
2.90 m2 700 m2 0.41%
8 Perfumery
2 m2 700 m2 0.29%
9 Cleaning articles
9.12 m2 700 m2 1.30%
10 Fruits and vegetables
91.5 m2 700 m2 12.20%
11 Chilies and seeds
2.02 m2 700 m2 0.29%
12 Wines and liquors
2.07 m2 700 m2 0.29%
13 Refreshments
20.15 m2 700 m2 2.88%
14 Bath soap
2.1 m2 700 m2 0.30%
15 Shampoo
4.14 m2 700 m2 0.59%
16 Disposable
6.94 m2 700 m2 0.99%
17 Veladoras
1 m2 700 m2 0.14%
18 Frozen
3 m2 700 m2 0.43%
19 Toilet paper
9.25 m2 700 m2 1.32%
Table 5 Effective space of sale x line
Source: Super Vale (company case study)
For this case study can be seen that the
line of Fruits and Vegetables is the one with
more space, followed by the line of soft drinks,
groceries, toilet paper, cleaning items to
mention the highest percentages. And in terms
of lower percentage of occupied space
compared to the store area are Veladoras,
perfumery, wines and liquors, chiles and seeds.
So when performing this calculation in
addition to categorizing which are occupying a
greater or smaller area.
6
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 1-9
ISSN-On line: 2524-2067
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BLEN, Erick & MONTERO, Elizabeth. Methodology for the
distribution of productive spaces for SMEs. Journal-Labor and
Demographic economics. 2018
Allows a comparison with the income
levels that allows you to generate such
percentage of space within the store in relation
to the production and total area of store. This
has allowed to define the strategy of
classification of the product lines that were
detailed in this indicator, as well as the
indicator that will be specified below.
(5)
This indicator allows us to know which
product lines managed by the store are those
that generate the most sales profits, something
very different from sales levels, which does not
mean that by selling more than one line, the
store obtains greater utility. Therefore,
calculations have also been made for this
specific case.
It is important to mention that for the
purpose of the investigation, an average of
14.83% was applied as a percentage of profit
margin per product line, since for reasons of
confidentiality the store provides an estimate.
To what is grossly obtained the utility
generated by line, and allows to know broadly
that the line that apparently generates the
highest productivity in terms of profit margin is
that of groceries, followed by detergents, wines
and spirits, cleaning supplies, detergents etc.
and those that generate the least profit margins
are candle, frozen, chili and seeds just to
mention the lowest. But this classification
would not allow us to really know how much
profit is obtained per square meter of each line
that is why this indicator serves as support for
the subsequent calculation of the indicator of
"productivity in real profit per m2" in which if
you consider the square meters occupied per
line.
(6)
This indicator, as the name indicates,
represents the real value of productivity in
utility generated by the product line, that is, the
relation between utility and square meter.
In this way it is known exactly how
much each line generates with respect to the
others.
# Line
m2
occupie
d per line
Utility
obtained
by product line
Average
utility per m2
occupied
per
product line
1 Groceries 19.35m2 $37,075 $ 1,916.02
2 Detergents 6.66 m2 $5,190.50 $ 779.35
3 Fabric softener 2.44 m2 $2,224.50 $ 911.68
4 Chlorine 2.6 m2 $1,779.60 $ 3,930.92
5 Diapers for
baby and adult 6.17 m2 $1,616.47 $ 261.94
6 Dairy products 3.22 m2 $1,631.30 $ 506.61
7 Sausage 2.90 m2 $2,002.05 $ 690.36
8 Perfumery 2 m2 $1,616.47 $ 808.23
9 Cleaning
articles 9.12 m2 $3,707.50 $ 406.52
10 Fruits and
vegetables 91.5 m2 $2,669.40 $ 29.17
11 Chilies and
seeds 2.02 m2 $1,106.32 $ 547.68
12 Wines and
liquors 2.07 m2 $3,707.50 $ 1,791.06
13 Refreshments 20.15m2 $2,076.20 $ 103.04
14 Bath soap 2.1 m2 $1,008.44 $ 480.21
15 Shampoo 4.14 m2 $1,438.51 $ 347.47
16 Disposable 6.94 m2 $1,779.60 $ 256.43
17 Veladoras 1 m2 $1,127.08 $ 1,127.08
18 Frozen 3 m2 $1,275.38 $ 425.13
19 Toilet paper 9.25 m2 $1,853.75 $ 200.40
Table 6 Real Utility per m2
Source: Super Vale (company case study)
Through the comparative analysis
carried out by product line we can give an
account of the most profitable lines, that is,
those that allow you to obtain the highest levels
of utility to the store.
When said objective and the interest of
the store is to obtain greater profits. According
to calculated results, it is defined that the line
that generates the highest profit margin is that
of chlorine which, despite not having large
sales volumes and with a small area compared
to that of groceries or wines and liquors, has a
capacity of generate per square meter a little
more than double the profits.
Now the line with the lowest capacity to
generate profits is Fruits and Vegetables,
however it is the one that occupies the largest
area within the store space, in the same way it
happens with the area occupied with the line of
soda and toilet paper to mention those that
generate less profits.
Those lines are the following and have
been categorized as follows:
7
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 1-9
ISSN-On line: 2524-2067
RINOE® All rights reserved.
BLEN, Erick & MONTERO, Elizabeth. Methodology for the
distribution of productive spaces for SMEs. Journal-Labor and
Demographic economics. 2018
High
performance
lines
Average
performance
line
Low
performance line
Chlorine Sausage Cleaning articles
Groceries Chilies and
seeds
Shampoo
Wines and liquors
Dairy products Baby and adult diapers
Veladoras Bath soap Disposable
Fabric softener Frozen Toilet paper
Perfumery Refreshments
Detergents Fruits and
vegetables
Table 7 Categorization of product lines according to their
performance
Source: Super Vale (company case study)
In this way the winery can distribute
these lines in the store area according to a value
order and assign them specifically the largest
possible space more than any other, since this
would favor in having a distribution of spaces
obtaining the maximum performance in utilities
per square meter.
The lines that are within the category
"High performance lines" are those that
generate higher profits and therefore are the
most important to monitor, assigning them the
largest possible space and a placement that
ensured the greatest purchase attraction for the
customer. Likewise, as those in "Average
performance line" for these it is advisable to set
an area lower than those used for the lines of
the first category, and consequently the same
distribution procedure is carried out for the last
category with respect to the previous.
On the other hand, as an aim of
increasing the benefits of said strategic
classification, it is recommended to extend the
catalog of brands of those same lines,
preferably to those of the first and second
categories, since they are the ones with the
highest profit margins. Likewise, it is suggested
that a surveillance should be maintained with
the low-margin cataloged products to take the
subsequent decision of substitution and / or
purchase reduction, contributing to a reduction
in costs.
The perfect combination between
productivity per sale and productivity per utility
allows the distribution of more profitable space
that the store can have, since at the same time
selling large volumes is also contributing to
obtaining higher profits.
But this is at the discretion of the
entrepreneur once carried out such
classification methodology, choosing which
lines he prefers to continue selling in large
quantities and which are the most convenient to
generate profits, because they will not always
be on par with sales with profits, that is to say
that the same line is the one that generates more
profits or it may be found that a certain line has
a good level of sales but does not generate
profitable profits.
Calculation of soil occupation coefficient
By calculating the coefficient of occupation of
the floor, the degree of comfort of the
establishment is measured, for the case study of
the SUPER VALE store, the following data is
available:
(7)
15 gondolas 12 gondolas 8 gondolas
3 elements 3 elements 1 element
Long. of c /
elem.1.23 mts
Long. of c /
elem.1.23 mts
Long. of c /
elem.1 mt
2 facades 1 facade 4 facades
Linear meters of
the floor =
15x3x1.23x2 =
110.7
Linear meters of
soil
Linear meters of
the ground =
8x1x1x4 = 32
Table 8 Metering and calculation of linear meters
occupied by the gondolas within the establishment.
Source: Super Vale (company case study)
(8)
Total linear meters 186.98 meters
COS= 186.98 Mx100/700 m2 126.71%
Table 9 Calculation of the soil occupation coefficient
Source: Super Vale (company case study)
With the calculation of the coefficient of
occupation of the floor has been able to account
if the store needs to expand its corridors, as this
allows us to know how broad and defined are
the accesses in relation to the amounts of
gondolas exposed and space linear that has been
destined for your exhibition.
8
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 1-9
ISSN-On line: 2524-2067
RINOE® All rights reserved.
BLEN, Erick & MONTERO, Elizabeth. Methodology for the
distribution of productive spaces for SMEs. Journal-Labor and
Demographic economics. 2018
A favorable result with a C.O.S of
26.71% has been obtained, since according to
the percentages of an ideal C.O.S this should
range between 25% and 40%. Far below these
figures there will be a feeling of emptiness and
conversely a feeling of stacking regardless of
the discomfort of transit in the corridors.
Therefore it is found that it is not necessary to
design a new shopping route within the store
space, since it is in the favorable ranges of
convenience, derived from changes made by the
store after the study performed process
reengineering.
Results
To date, more than a year after having carried
out the research that gave rise to the present, the
company case study, has implemented part of
the recommendations that were generated,
resulting in abatement and / or reduction of
some costs in the incurred, as well as a better
distribution of the store in terms of space and
productivity of the same.
In global terms, since the information
the company keeps in terms of confidentiality,
they report having obtained a reduction in their
overall costs of 3%. It should be mentioned that
it was not implemented throughout the store,
due to the uncertainty that originally
represented.
Conclusions
The aforementioned case study, represents in a
very simple way a methodology for the analysis
of occupation of spaces for a store and thus
make it more productive. It is of the utmost
importance that SMEs have simple and above
all useful methodologies, since as mentioned at
the beginning of the present, in a large
percentage they are the productive force of the
country, but also their productive life is very
short, due to many restrictions that these face.
There are undoubtedly factors such as
the tax burden, inflation and other
macroeconomic factors that complicate the
actions of this type of companies, coupled with
the lack of methodology that SMEs often suffer
when competing against large consortiums or
commercial groups costs of operating from one
to the other are exponentially between one and
the other.
The training of micro and small
entrepreneurs is imperative, since most of them
always operate under an empirical scheme, the
creation of methodologies or tools to be
operated by these micro and small
entrepreneurs, are definitely one of the keys to
business success the same.
It is worth mentioning that this
methodology was carried out in a company with
commercial activities, however it is not
exclusive of this type of business, since the use,
in terms of yields per square meter, for SMEs is
of the utmost importance in the search for
consolidation within the market whom they
face daily.
References
Anzola Rojas, Servulo (2010) Administración
de pequeñas empresas. Tercera Edición. Mc
Graw Hill – Interamericana
Cleri, Carlos (2012) El libro de las PYMES.
Primera Edición. Editorial granica.
Departamento de organización de empresas, E.
y. C (s.f.). Distribución en planta. Recuperado
de
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Gaither, Norman &Fraizer, Greg. (2000)
Administración de la Producción y Operaciones
(Octava Edición). Soluciones empresariales
García Nava, J.A. & Paredes Hernández,
L. M. (2014). Estrategias financieras
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6074382037.pdf
Heizer, J. & Render, B. (2004). Principios
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December 2018 Vol.2 No.3 1-9
ISSN-On line: 2524-2067
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BLEN, Erick & MONTERO, Elizabeth. Methodology for the
distribution of productive spaces for SMEs. Journal-Labor and
Demographic economics. 2018
Martínez Flórez, M. (2009). Propuesta de
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tienda-eficiente_1149906.html
Muñoz Negrón, David F. (2009).
Administración de Operaciones: Enfoque de
Administración de Procesos de Negocios (1ra
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Nacional sobre Productividad y Competitividad
de las Micro, Pequeñas y Medianas Empresas
(ENAPROCE) 2015.
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10
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 10-17
Moral dispositions in supply chain managers. A review from your career paths
Disposiciones morales en administradores de la cadena de suministro. Una revisión
desde sus trayectorias profesionales
GUERRERO-AZPEITIA, Luis Arturo †*
Universidad Politécnica Metropolitana de Hidalgo
ID 1
st Autor: Luis Arturo, Guerrero-Azpeitia / ORC ID: 0000-0002-8905-7243, Researcher ID Thomson: P-3905-2018,
CVU CONACYT ID: 653267
Received July 28, 2018; Accepted September 30, 2018
Abstract
The aim of this article is to understand the moral
dispositions of agents that manage different branches of
the supply chain; in this sense a sociological perspective
is recovered that focuses the professional trajectories of
the agents as a comprehensive category that allows to
articulate their current administrative practices and their
formative and experiential antecedents. On the theoretical
construction of the object of study sociological concepts
are integrated administrative and those who belong to professional ethics so are recovered authors such as
Bourdieu, Drucker and Duart among others.
Methodologically, the documentary analysis technique
was used at a first moment of construction and an
instrument with open and closed questions was
subsequently designed (Likert scale), regarding the
treatment of the data, the multiple correspondence
analysis was used and the main results detail a strong
relationship between the moral dispositions of the agents
according to their professional and academic trajectory.
The main conclusions that emerge highlight the
importance of the held by agents in the administrative
field and their corresponding moral provisions, thus
providing information that can be valuable in decision
making in logistics companies.
Professional ethics, Administration, Social trajectories
Resumen
El objetivo del presente artículo es comprender las
disposiciones morales de agentes que administran
diferentes ramas de la cadena de suministro; en este
sentido se recupera una perspectiva sociológica que
focaliza las trayectorias profesionales de los agentes
como una categoría comprensiva que permite articular
sus prácticas administrativas actuales y sus antecedentes
formativos y experienciales. En la construcción teórica
del objeto de estudio se integran conceptos sociológicos, administrativos y aquellos que son propios de la ética
profesional por lo que se recuperan autores tales como
Bourdieu, Yurén, Drucker y Duart entre otros.
Metodológicamente se utilizó la técnica de análisis
documental en un primer momento de construcción y
posteriormente se diseñó un instrumento con preguntas
abiertas y cerradas (escala de Likert), respecto al
tratamiento de los datos se utilizó el análisis de
correspondencias múltiples y los principales resultados
detallan una fuerte relación entre las disposiciones
morales de los agentes en función de su trayectoria
profesional y académica. Las principales conclusiones
que se desprenden resaltan la importancia que reviste la
posición que ocupan los agentes en el campo
administrativo y sus correspondientes disposiciones
morales, de esta manera se aporta información que puede
ser valiosa en la toma de decisiones en empresas logísticas.
Ética profesional, Administración, Trayectorias
sociales
Citation: GUERRERO-AZPEITIA, Luis Arturo. Moral dispositions in supply chain managers. A review from your career
paths. Journal-Labor and Demographic economics. 2018. 2-3: 10-17
* Correspondence to Author (email: [email protected])
† Researcher contributing first author.
©RINOE Journal-Bolivia www.rinoe.org/bolivia
11
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 10-17
ISSN-On line: 2524-2067
RINOE® All rights reserved.
GUERRERO-AZPEITIA, Luis Arturo. Moral dispositions in supply
chain managers. A review from your career paths. Journal-Labor and
Demographic economics. 2018
Introduction
The supply chain is made up of a series of
processes that directly or indirectly affect the
supply needs and can include links such as
supply, production, storage, distribution and
customer service, among others. However, the
administration or management of this chain, as
in much of the economic-administrative
sciences, involves the development of activities
in which those concepts related to the so-called
professional ethics are involved.
This article does not intend to analyze
the management of the supply chain or discuss
the professional ethics associated with it from
an administrative or philosophical perspective,
but is part of the recognition that there are
social practices that subjects perform in
different processes Associated with the
administration of such an important function of
the companies and, beyond issuing a value
judgment to such practices, it is of interest to
study what provisions are presented and what
relationship they have with the trajectory of the
subjects involved in the process.
In this sense, beyond lecturing on what
should be, so characteristic of professional
ethics whose aim is the regulation of activities,
attention is focused on being, which leads to
consider as an object of study the moral
dispositions that Somehow they are imposed by
a certain society in a specific context, that is,
historical and contextual.
In this way, the article aimed to
understand the moral dispositions of agents that
manage different branches of the supply chain,
in this sense a sociological perspective was
recovered that focuses the professional
trajectories of the agents as a comprehensive
category that allows to articulate their practices
administrative procedures and their formative
and experiential background.
The research questions were, what are
the moral dispositions of specialists in the
supply chain? What relationship does the
academic and professional trajectories of the
specialists have?
To achieve the stated objective and
answer the research questions, the present
article was organized in various sections, such
as theoretical-conceptual referents.
Where Bourdieu's theoretical
commitment is mainly recovered, for whom the
practical meaning is the concretion of the
objective and of the lived sense, as well as
conceptual referents of Yurén, Duart and
Drucker regarding professional ethics
concretely in organizations; a second section
establishes the methodological resources used
and that corresponds to multivariate analysis as
a technique for the construction of analytical
classes and the corresponding interpretation of
their moral dispositions; Subsequently, the
section corresponding to the analysis of results
is presented, where the relationship between the
trajectories and the dispositions of the surveyed
agents is identified; a fifth section corresponds
to the conclusions, where the importance of the
trajectories and the moral dispositions, as well
as those regularities and discrepancies detected
and; finally, the contributions that come from
the research reported here are issued and of
course some recommendations to deepen the
subject.
The way of approaching the object of
study provides elements that rescue objective
techniques as a means to study subjectivity, in
this case professional ethics, in the social agents
under study, which presupposes a not only
relational approach, but also with employment
of relational techniques even when the scope of
the present study was exploratory.
Theoretical-conceptual references
Professional ethics can be conceptualized as
that cluster of both objective (knowledge) and
subjective (beliefs, values and action plans) that
guide professional practice in a given field
(Yurén, 2013). In such a way that, for the
author, there are three dimensions present in
professional ethics. Ethics in the profession,
morality and moral behavior of the
professional.
The ethicity in the profession is referred
to the result of a historical process of a certain
professional field, in this way, the subjects to
submit to a set of tacit or explicit prescriptions
in a certain profession have to have an effect of
reproduction in their practices social networks
with more or less adjustments in the initial
conditions to which they were submitted. So
that this condition for individuals is a reference
to know what is prohibited or allowed.
12
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 10-17
ISSN-On line: 2524-2067
RINOE® All rights reserved.
GUERRERO-AZPEITIA, Luis Arturo. Moral dispositions in supply
chain managers. A review from your career paths. Journal-Labor and
Demographic economics. 2018
On the other hand, morality implies
those procedures that a professional uses at the
moment when situations of the contradictory
type are presented in terms of values; regarding
internal procedures, there is deliberation,
reflection and those judgments associated with
justice. Such procedures are appropriate for the
individual throughout his career in different
spaces and temporalities that form his own
moral point of view.
Finally, the moral behavior of the
professional puts into play those capacities of
self-regulation that imply, among others, those
processes of self-knowledge, self-esteem and
self-determination that in some way regulate
the moral principles of the individual as a way
of being and way of living. Such behavior
implies putting into play internalized ethics and
morality.
In addition to the above, Duart (1999)
states that ethical construction has a strong
subjective load itself, which, based on the
meaning of the experience, gives rise to a
perception of reality by the subject, in this way
the author conceives three dimensions of ethics,
a personal dimension, a structural dimension
and a relational dimension.
In the first dimension the subject is
conceived as a person within the framework of
an institution and therefore does not act in
isolation; in the structural dimension said
subject is part of a collective where dialogue
and consensus are priority elements to build a
community and; finally, in the relational
dimension, the shaping of a culture is sought
where both the individual and the group
relationships to which it belongs are important.
In the perspective of Duart, we can glimpse the
importance of the individual perspective of the
subject and also the collective perspective in
which he finds himself inserted in his
professional practice.
Now, Turriago recovers Drucker to
establish that the foundations on which business
ethics must be structured today are (Turriago,
2009, p.19):
1. Clear definition of what the relations of
interdependence are.
2. Universal and general rules of conduct
collected, for example, in codes of
ethics or conduct.
3. Identification of appropriate behaviors
that avoid erroneous procedures.
4. Construction of ethical organizations
that have clearly defined what is good
behavior and, on this basis, build
harmonious, constructive and mutually
beneficial interpersonal relationships.
The perspectives on professional ethics
reviewed above are similar to each other,
recognizing the individual as an agent of
change at least partially, and where the
importance of context and the relationships that
exist between agents, as well as a practice of
professional ethics in congruence with the
previous points, they are of special interest. In
this way, the context plays an important role in
such conceptions, in the first instance because it
conformed, in another temporality, the current
perceptions of the agents, but also because it
establishes a kind of regulation of their current
social practices.
In addition to the above, the theoretical
position of Bourdieu (1979) establishes that
social practices are the concretion of the
objective sense attributed to the objective
conditions and the subjective sense regulated by
what the agent has lived; so, for the author, the
production of subjectivities or the sense of the
lived is closely related to objective conditions.
Schematically, the same author proposed what
is called the formula of practical meaning
(Bourdieu, 1979, p.99).
Field+ [habitus + capital] = social practice
From this perspective, the understanding
of the social practices of the agents refers to the
objective conditions in this case of the
professional field with the intention of
identifying the habitus or dispositions of said
agents that in some way determine those. Now,
Giménez (1997, p.6) establishes that the habitus
conception recovers the cognitive, axiological
and practical planes since "it has a
multidimensional character is both eidos
(system of logical schemes or cognitive
structures), ethos (moral dispositions).
Hexis (register of postures and gestures)
and aisthesis (taste, aesthetic disposition)
"overcoming in this way the dissociation
between the intellectual, the affective and the
corporal.
13
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 10-17
ISSN-On line: 2524-2067
RINOE® All rights reserved.
GUERRERO-AZPEITIA, Luis Arturo. Moral dispositions in supply
chain managers. A review from your career paths. Journal-Labor and
Demographic economics. 2018
It is important to establish that the
research that gave rise to the present article is
exploratory, so it was decided to recover the
concept of ethos or moral disposition instead of
habitus, since only some elements of the
Bourdieusian theoretical commitment were
recovered it would have been very risky to talk
about habitus.
Methodology
In the first methodological moment the
technique of documentary research was
recovered, as a scientific procedure that implies
the systematic treatment of inquiry, collection,
organization, analysis and interpretation of
information or data of a certain topic (Alfonso,
1994), was the point of departure of the
methodological strategy selected here. The
phases developed were the researcher and the
systematization, through the reading, analysis,
reflection and interpretation of the information,
the articulating axis that guided the research
were the moral dispositions of the agents and
the corresponding professional field.
From the results of the documentary
research, the theoretical-conceptual proposal
was made explicit and the second
methodological moment consisted in the design
of a survey with three sections: general data,
professional trajectories and three interpretive
categories (social perspective, ethics and
performance, as well as identity and training)
under a Likert scale modality with a rating scale
from totally agree to totally disagree (see table
1). A total of 26 surveys were applied to
postgraduate students with an emphasis in
commerce and international logistics.
Cronbach's alpha reliability coefficient was
0.786 and was calculated using the SPSS
software.
Category Indicator No. of
items
Social
Perspective
Cooperation 3
Social responsability 3
Service spirit 3
Ethics and
performance
Ethics and
professional
development
3
Ethic formation 3
Ethical qualities 5
Identity and
training
Continuous training 3
Identification with
profession
3
Table 1 Structure of the instrument.
Source: Self Made.
In the third methodological moment,
analytical classes were constructed based on the
proposal established by Bourdieu for whom a
social space conceived as multidimensional can
be constructed in an empirical way, discovering
the factors of differentiation such as the powers
or the forms of capital that operate, with certain
degree of efficiency, in that particular space,
these factors are those that facilitate or hinder
the struggle for the scarce goods of that
universe.
Thus, the agents are distributed
throughout the social e-space, in the first
dimension according to the global volume of
capital they possess, in the second dimension
according to the composition of their capital,
that is, according to the relative weight of the
various types of capital in the totality of its
capital, especially economic and cultural, and in
the third dimension according to the evolution
over time of the volume and composition of its
capital, that is, according to its trajectory in the
social space (Bourdieu, 2001, p.106).
With these methodological elements,
capitals such as the cultural and the experiential
were detected, as well as elements that allowed
to configure the trajectory of the agents such as
previous employment and current employment,
organization turn and position occupied in it.
With these inputs, the analytical classes and the
corresponding classification of agents were
constructed in an objectivist exercise of social
practices.
Finally, in the fourth moment and once
the social classes were constructed, the answers
were processed from the multidimensional
analysis whose particularity is that it has
objective and subjective dimensions;
Specifically, we opted for the technique called
multiple correspondence analysis since it seeks
the interdependence between variables or
categories, facilitating their interpretation
through the perceptual maps generated from
such interrelation or interdependence (Hair,
Anderson, Tathan & Black (1999).
This methodological strategy made it
possible to relate the analytical social classes
and the moral dispositions of the social agents
that make them up. The results and their
respective analysis are presented in the
following section.
14
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 10-17
ISSN-On line: 2524-2067
RINOE® All rights reserved.
GUERRERO-AZPEITIA, Luis Arturo. Moral dispositions in supply
chain managers. A review from your career paths. Journal-Labor and
Demographic economics. 2018
Results
The constructed analytical classes were five and
then describe:
Class A. Formed by those agents whose
trajectory has been ascending currently
occupying department heads (previously held
operative positions) and they work in
government services mainly as well as in
distribution and manufacturing to a lesser
extent, the total of the class has academic
training according to the management of the
supply chain.
Class B. These agents have a downward
trajectory since they held positions of head of
department and general management and now
serve as teachers or in operational positions
mainly in the education sector, this class has
similar academic training, although not in all
cases.
Class C. It is characterized by having
practically the same trajectories, that is to say
they maintain the same operative positions that
they currently occupy, the organizations for
which they work do not belong to the same line
of business. They present an academic profile
according to the management of the supply
chain.
Class D. The class presents ascending
trajectories, although in the mainly educational
field with current teacher position and have the
academic profile suitable for the functions
associated with the supply chain.
Class E. It is characterized by those
agents that at this moment are not working,
although they have experience in manufacturing
and production processes mainly, they are
considered to have a downward trajectory due
to their working condition.
Once determined the social classes,
proceeded with the analysis of the perceptions
of the agents for each of the categories of social
perspective, ethics and performance e, identity
and training.
Social Perspective
In terms of cooperation, classes A, B, C and D
are inclined to consider the opinion of others to
solve important problems alluding to the
profession.
However, they prefer an individual job
when they are not sure that a collective work is
of higher quality; while class E is in full
agreement that listening to others and teamwork
encourage the resolution of problems but also
encourages quality work, so they consider that
institutions that do not promote this practice
incur a error.
Regarding social responsibility, no
significant differentiation was identified in the
perceptions between the classes, however, some
marginal differences were presented, such is the
case of class A that expresses its agreement that
the most important thing is the scientific scope
and technological, regardless of the
consequences, not for class E for whom this
position is totally inadmissible, in the same
sense that they assume the need to participate in
the solution of social problems.
On the other hand, class B is inclined to
consider that, as agents, the solution of social
problems corresponds to them, similarly class D
presupposes the same although with certain
traits of doubt about it, finally class C is much
more inclined to doubt that a good professional
is one who ignores the problems of the society
in which he lives.
Regarding the spirit of service, a greater
dispersion is observed, although the perceptions
of the classes are similar for A, D and C whose
members tend to consider that a job well done
is not very useful if it does not contribute to
helping others, however they are not sure that
they have selected their careers to be useful to
people, on the other hand, these same classes
maintain positions that contradict the fact that
in their profession it is more important to help
others than to reach the success.
Regarding this last conception, classes B
and E are more inclined to be totally in
agreement, as well as the fact that a good job
contributes is useful if it contributes to helping
others and in this sense they tend to argue that
they studied their career to be useful to others.
15
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 10-17
ISSN-On line: 2524-2067
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GUERRERO-AZPEITIA, Luis Arturo. Moral dispositions in supply
chain managers. A review from your career paths. Journal-Labor and
Demographic economics. 2018
In general terms, it is observed that as
far as the social perspective, there are not very
marked differences in the social classes
constructed with respect to the perceptions
regarding cooperation and social responsibility,
however, in the case of the spirit of service if
differences are identified , such is the case of
class A, C and D which, in addition to
accumulating more capital, are those with stable
or ascending trajectories, the agents of these
classes manifest antagonistic positions in
relation to the spirit of service.
On the contrary, classes B and E who
have downward trajectories and a lower volume
of capital are those who are more inclined to
give greater importance to the spirit of service.
Ethics and performance
Regarding ethics and personal development,
similarity was identified in the perceptions of
classes A and B for those who totally agree that
professional success is important as long as it
allows them to be a better person, in addition
they partially assume the risk of being wrong in
order to improve their professional activity and
tend to disagree that the most important thing of
the profession is to earn money and prestige. In
relation to class E, the agents say they are not
sure about the fact of making mistakes in order
to improve their professional activity, the
professional success associated with being a
better person and the emphasis on making
money and prestige in the professional practice.
The agents of class D manifest an intermediate
position between those established by E and the
block made up of A and B. Regarding the class
C, the agents state that they fully agree to
accept the risk of being wrong in order to
improve their professional activity.
Regarding ethical training, class A is
more inclined to agree that ethics training can
contribute to confront conflicts in the
professional field and in the fact of trust in
those agents who consider knowing a lot about
the exercise of your profession. Classes C and
D agree on the need to develop other skills in
addition to those of a technical nature, as well
as the fact of perceiving distrust of those who
say they know everything about their
profession, the latter is more emphatic in the
class D.
With regard to class B, they fully agree
that ethics may be necessary to face conflict in
the professional field but are not so sure of
showing distrust by those agents who claim to
know everything about the profession. Finally
we have class E, for whose agents they totally
agree that technical skills are not enough for a
good professional exercise.
Now, regarding the ethical qualities, the
agents' perceptions tend to be more
homogeneous than in the other cases in this
section, however.
Some proximities between the classes
and the perception of the agents are highlighted
greater differences are identified. Classes A and
D have certain similarities in agreeing (greater
proclivity for D) and totally agree (greater
proclivity for A) in that the fact that doing the
right thing from a professional point of view
allows the agents of these classes to be at peace
with themselves, although they present
antagonistic positions (never and almost
always) in that they can dispense with the
values of the profession to exercise it.
Classes B and E are very close in their
perceptions and argue that they always tend to
transmit their own values through professional
practice, however you present strong
contradictions (totally in agreement and totally
agree) regarding the fact that it is essential to
have in account the ethical aspects in the
exercise of the profession, also partially agree,
with the classes A and D in the fact be totally in
agreement in being at peace with themselves
when doing the right thing and the fact of never
do without their values in the exercise of the
profession.
Finally, class C is more inclined to
assume that sometimes you can dispense with
the values of the profession and share the
perception with class E above all to agree on
the need to gain the trust of the people with
whom you work with honesty.
In general, in this section of ethics and
performance, it is observed in the different
dimensions addressed that there is no regularity
in the perceptions of the agents of the different
classes, as it happened partially in the social
perspective.
16
Article Journal-Labor and Demographic economics
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GUERRERO-AZPEITIA, Luis Arturo. Moral dispositions in supply
chain managers. A review from your career paths. Journal-Labor and
Demographic economics. 2018
However, it is observed that in those
agents currently perform their functions in the
educational field who manifest greater
proclivity to valorize the importance of ethics in
their practices, as well as act according to their
values and principles in the practice of the
profession and, tend to recognize the
importance of developing other types of skills
in addition to those of a technical nature.
Identity and training
In this section, two indicators were developed,
continuing education and identification with the
profession. Regarding continuing education
class A is inclined to state in a general way that
it is not necessary to be continually prepared to
solve new situations and problems in the
profession even though in some cases they
perceive that if it is necessary to update
themselves. Classes B and E express their total
agreement to establish that they enjoy when
they have to learn something new, as well as to
invest time to update their knowledge in the
profession, although they are partially in
agreement that the resolution of new problems
in the profession does not demand a continuous
preparation. On the other hand, class C has
relative similarity with the perceptions of these
classes, although to a lesser extent. Regarding
class D, he agrees to enjoy learning something
new and to use part of his time to update
himself, which is why they tend to agree with
the need to prepare to solve new problems in
the field of education the profession.
Finally, in the case of identification with
the profession, the percipients are relatively
homogeneous and differ in specific points.
Class D tends to perceive that the profession is
a domain of identity for the members of the
community who practice the profession, while
the classes A, B and E express their total
agreement with regard to the satisfaction they
receive from having elected the profession and
the identity that representc for the members of
the profession, although the class E in the latter
case claims not to be so sure of it. With regard
to class C, in addition to sharing the perceptions
of classes A, B and E, he fully agrees that it is
easier to develop the work if there is an
identification with the inherent activities (closer
perception with class B.
In general terms, in this section it is
observed that the dispersion in the dispositions
of the agents of the different classes is not as
heterogeneous as in other aspects, only there
were particularities that were already addressed
previously.
Conclusions
The methodological strategy of constructing
social classes in an analytical way through the
analysis of the volume and structure of capital
(institutionalized and experiential cultural).
From them, analyzing their moral
dispositions of the agents, allowed to identify
some features that suggest the importance of the
position occupied by the agents in the
administrative field and these provisions.
In this sense, the sociological
commitment allowed in this research to
articulate the meaning of the lived and the
objective sense, in order to recover the
trajectories, at least partially, of those
professionals in the supply chain, the
experiences and analyze the corresponding
moral dispositions . In other words, this fact
allowed analyzing the subjectivity from
objective conditions.
With this background, based on the
empirical evidence detected, the relation that
keeps the result of the historical process in
ethics is established as Yurén proposes, such is
the case of those agents with a downward
trajectory with respect to the professional field
who now occupy positions associated with
teaching, who present moral dispositions more
related to the service in contrast to those agents
with ascending trajectories who have
contradictory dispositions regarding the spirit of
service.
But simultaneously the structural
dimension established by Duart is evident, since
agents tend to collectively assume moral
dispositions, whether they are dedicated to
academic activities or to the activities of the
profession, each group of agents tends to
appropriate certain provisions.
17
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 10-17
ISSN-On line: 2524-2067
RINOE® All rights reserved.
GUERRERO-AZPEITIA, Luis Arturo. Moral dispositions in supply
chain managers. A review from your career paths. Journal-Labor and
Demographic economics. 2018
On the other hand, there is evidence of
the personal dimension in the sense that agents
are prone to transmit their values through
professional practice, however, these provisions
make sense in terms of context, for those agents
with downward trajectories but not this happens
with those agents with ascending trajectories, so
it can be assumed that each agent exercises its
self-regulatory capacities in a different way
depending on the context and, obviously, on the
trajectory.
Although the relationship between the
moral dispositions of the agents and their
trajectory in the professional field of the supply
chain was identified, the obtained results
suggest that the classes constructed do not keep
consistency in their dispositions since.
In some of the analyzed aspects, share
perceptions with different classes, sometimes
with auqellas with ascending trajectory, other
occasions with descending trajectories or
relatively isolated from the rest.
Contributions and recommendations
The contributions derived from the present
article can be considered in two senses; in the
first one, it provides elements for approaching
the study of professional ethics from a
sociological perspective, by recovering
elements of subjectivity based on objective
conditions; for which the proposal articulates
theoretical-conceptual referents of contextual
and above all relational character.
The second contribution is that it
provides informative elements that can be
valuable in decision making in logistics
companies in the field of professional ethics.
Although the conclusions presented here
account for the articulation between the
theoretical bets recovered and the context
included in the moral dispositions, it is
important not to forget that this research was
exploratory, so it will be necessary to deepen
and broaden the research with the purpose that,
when moving to other levels of depth, you can
have more generalizable conclusions.
Acknowledgments
I would like to thank the authorities of the
Universidad Politécnica Metropolitana de
Hidalgo for all the support received for the
realization of the present investigation and
without which its development would have
been more arduous.
References
Bourdieu, P. (2001). Poder, derecho y clases
sociales. Bilbao: Editorial Desclée de Brouwer
S.A.
Bourdieu, P. (1979). La distinción: Criterio y
bases sociales del gusto. México: Taurus
Duart, J. (1999). Ética. La organización ética de
la escuela y la transmisión de valores.
Barcelona: Paidos.
Giménez, G. (1997). La sociología de Pierre
Bourdieu. Recuperado el 15 de marzo de 2018
de
http://www.paginasprodigy.com/peimber/BOU
RDIEU.pdf
Hair, J., Anderson, R., Tathan, R. & Black, W.
(1999). Análisis multivariante 5ª Edición.
Madrid: Prentice Hall Iberia.
Turriago, A. (2009). Acción humana
empresarial en la obra de Peter Drucker.
rev.fac.cienc.econ. Vol. XVII (2), Pp. 9-21,
recuperado el 16 de mayo de 2018 de
http://www.scielo.org.co/pdf/rfce/v17n2/v17n2
a02.pdf
Yurén, T. (2013) Ética profesional y praxis.
Una revisión desde el concepto de agencia.
Ética professional en la educación superior.
Perfiles Educativos. Tercera época, Vol.
XXXV, Núm 142, Suplemento 2013. IISUE-
UNAM. Pp. 6-14.
18
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 18-27
Identification of Risk Factors from the Ergonomic perspective for the
preservation of Occupational Health
Identificación de Factores de Riesgo desde la perspectiva Ergonómica
para la preservación de la Salud Ocupacional
MUÑOZ-HERNANDEZ, Raquel†* & RANGEL-LARA, Saúl
Universidad Politécnica del Valle de México, Dirección de Ingeniería Industrial, Av. Mexiquense S/N, Col. Villa
Esmeralda, Tultitlán, Estado de México, México
ID 1st Autor: Raquel. Muñoz-Hernández / ORC ID: 0000-0002-4461-8027, Researcher ID Thomson: I-6661-2018, arXiv
Autor ID: Raquel4, CVU CONACYT ID: 395332
ID 1st Coautor: Saúl, Rangel-Lara / ORC ID: 0000-0003-1498-340X, CVU CONACYT ID: 204243
Received July 28, 2018; Accepted September 30, 2018
Abstract
Descriptive study in order to identify ergonomic risk
factors in workers of a manufacturing company, and
implement a plan of preventive actions to minimize the
damage. It began with a situational diagnosis to identify
the job position with the highest risk through the Rula
Method and the Check List OCRA index; In addition to
an interview with each worker about their physical
condition and if they presented any discomfort. The
result of the RULA method identified the area of dies as
the highest risk position, with 76 workers. In the results
of the Check List OCRA index, high risk was found for
the movements made with the wrist and a medium risk for those carried out with shoulder and elbows. With this
information the analysis was carried out. The results
showed that 43% will present shoulder damage, 67% in
the elbow and 95% in the wrist; with these data, a plan of
preventive actions could be justified to avoid medium
and long-term effects; avoiding repetitive movements,
uncomfortable positions and the application of excessive
force by ergonomic instructions according to the activity
performed.
Risk factors, Work station, Prevention
Resumen
Estudio descriptivo con el fin de identificar factores de
riesgo ergonómico en trabajadores de una empresa
manufacturera, e implementar un plan de acciones
preventivas para minimizar el daño. Se inició con un
diagnóstico situacional para identificar el puesto de
trabajo con mayor riesgo a través del Método Rula y el
índice Check List OCRA; además de una entrevista a
cada trabajador sobre su condición física y si presentaban
alguna molestia. El resultado del método RULA
identificó como puesto de mayor riesgo el área de
troqueles, con 76 trabajadores. En los resultados del
índice Check List OCRA, se encontró riesgo alto para los movimientos que se realizan con la muñeca y un riesgo
medio para los que se realizan con hombro y codos. Con
dicha información se llevó a cabo el análisis. Los
resultados arrojaron que el 43% presentarán daño en
hombro, el 67% en codo y 95% en muñeca; con dichos
datos se pudo justificar un plan de acciones preventivas
para evitar afectaciones a mediano y largo plazo;
evitando movimientos repetitivos, posiciones incomodas
y la aplicación de fuerza excesiva mediante instrucciones
ergonómicas de acuerdo a la actividad desempeñada.
Factores de riesgo, Estación de trabajo, Prevención
Citation: MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl. Identification of Risk Factors from the Ergonomic
perspective for the preservation of Occupational Health. Journal-Labor and Demographic economics. 2018. 2-3: 18-27
* Correspondence to Author (email: [email protected])
† Researcher contributing first author.
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Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 18-27
ISSN-On line: 2524-2067
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MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl.
Identification of Risk Factors from the Ergonomic perspective for the
preservation of Occupational Health. Journal-Labor and Demographic
economics. 2018
Introduction
In recent years the number of companies
worldwide has increased in both the
manufacturing and services sector. The
International Labor Organization (ILO, 2016)
reports that more than 317 million accidents
occur at work each year and 6,300 people die
each day due to work-related accidents or
illnesses. Every 15 seconds, a worker dies
because of work-related accidents or illnesses.
Every 15 seconds, 153 workers have an
accident at work and many of these accidents
result in absenteeism. (OIT, 2018)
The cost of this daily adversity is
enormous and the economic burden of poor
safety and health practices is estimated at 4
percent of the Gross Domestic Product (GDP),
global each year, implying in addition to human
losses, financial losses. In 2008, the ILO
adopted the Occupational Health and Safety
and Environment Program, which aims to
create global awareness of the magnitude and
consequences of work-related accidents,
injuries and illnesses and disergonomic risks.
(OIT, 2018)
The International Ergonomics
Association (IEA, 2016), defines ergonomics as
the scientific discipline that deals with the
understanding of the interaction between human
beings and the other elements of a system,
among the objectives of ergonomics is the
achievement of the satisfaction at work,
considering the responsibilities, attitudes,
beliefs and values for personal development as
well as individual and cultural differences.
Ergonomics as a scientific discipline, is
related to the development of knowledge about
the capabilities and limitations of human beings
in the process and performance of their
activities in the context of interface between
people, machines, systems and their
environment. For Ergonomics, the focus is to
optimize the functioning of work systems
through the interface of organizational design,
with technology, the environment and people.
(Aguayo & Lama, 2016).
In the present work, the approach is
oriented towards the Organizational
Ergonomics, and for this investigation the
definition of Hendrick is considered
"The organizational ergonomics or
macro ergonomics is the approach of the socio-
technical systems for the organizational design
and finally of the systems of work and the
design of the related interfaces: man-machine,
man-environment and user ". (Hendrick, 1991).
Occupational safety and health
conditions differ enormously among countries,
economic sectors and social groups, including
between types of work and professions. In the
case of Mexico, the Ministry of Labor and
Social Security (STPS) establishes the
mechanisms (Laws, Regulations, Norms,
among others), by means of which the
Occupational Health and Safety labor relations
are governed, to keep them updated and to
monitor their compliance. (DOF, 1978).
On November 13, 2014, amendments to
the Federal Regulations on Safety and Health at
Work were published in the Official Gazette of
the Federation (DOF, 2014), to enter into force
on February 13, 2015. (DOF,2014)
Which abrogated the Federal Regulation
of Safety, Hygiene and Work Environment of
January 21, 1997. With the aim of establishing
the provisions on Occupational Health and
Safety to be observed in the Work Centers, in
order to have the conditions that allow to
prevent risks and in this way, to guarantee
workers the right to perform their duties
activities in environments that ensure their life
and health, based on what is stated in the
Federal Labor Law.
Among the relevant aspects of the
Regulation is the inclusion of new concepts as
mentioned below:
Unsafe Conditions: Those that derive
from the non-observance or inattention of the
procedures or safety measures provided in the
Regulations and Rules, which may lead to the
occurrence of incidents, Accidents and Work-
related Illnesses or material damage to the
Work Center.
Diagnosis of Safety and Health at Work:
The identification of unsafe or dangerous
conditions; of physical, chemical or biological
agents or ergonomic or psychosocial risk
factors capable of modifying the conditions of
the work environment.
20
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 18-27
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MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl.
Identification of Risk Factors from the Ergonomic perspective for the
preservation of Occupational Health. Journal-Labor and Demographic
economics. 2018
Of the dangers surrounding the Work
Center, as well as the regulatory requirements
in matters of occupational safety and health that
are applicable.
Favorable Organizational Environment:
One in which the sense of belonging of the
workers to the organization is promoted;
training for the proper performance of the tasks
entrusted; the precise definition of
responsibilities for the members of the
organization; proactive participation and
communication among its members; the
adequate distribution of workloads, with regular
working hours, and the Evaluation and
Recognition of performance.
Conformity Assessment: The determination
of the degree of compliance with the
Standards
Psychosocial risk factors: Those that can cause
anxiety, non-organic disorders of the sleep-
wake cycle and severe stress and adaptation,
derived from the nature of the functions of the
job, the type of work day and exposure to
events severe traumas or acts of workplace
violence because of the work.
Workers with Disabilities: Those who,
for congenital or acquired reasons, have one or
more deficiencies of a physical, mental,
intellectual or sensory nature, whether
permanent or temporary.
Workplace violence: Those acts of
harassment, harassment or mistreatment against
the worker, which may damage their integrity
or health.
Ergonomic risk factors: Those that may
involve repetitive movements or forced
postures in the work carried out, with the
consequent fatigue, errors, accidents and work
diseases derived from the design of the
facilities, machinery, equipment, tools or job.
At this point it should be noted that in
Mexico ergonomics is a subject with many gaps
in the legislation; in the Federal Regulation of
Occupational Safety, Hygiene and
Environment. Issued by the Ministry of Labor
and Social Welfare and published in the
Official Gazette of the Federation on January
21, 2015, Ergonomics is specifically mentioned
in two Articles:
First chapter, General provisions,
Article 2. it will be understood:
Ergonomics: It is the adequacy of the
workplace, equipment, machinery and tools of
the worker, according to their physical and
mental characteristics, in order to prevent
accidents and occupational diseases and
optimize the activity of the latter with the least
effort, as well as avoid fatigue and human error.
Chapter ten, Article 102.
The Secretariat will promote that in the
facilities, machinery, equipment or tools of the
work center, the employer takes ergonomic
aspects into account, in order to prevent
accidents and work-related illnesses. (DOF,
2015).
Problem Statement
At present it is very difficult to know the
amount of damage suffered by workers due to
bad or no ergonomic practices, unfortunately
one of the biggest problems is that not all
countries in the world have data on
occupational accidents and diseases, and lack of
information represents a generalized problem;
in addition to that Ergonomics is not given
importance as part of the work culture to follow
up on the real figures of injuries, accidents, and
work-related illnesses caused by disergonomic
factors in the work centers because it is not
documented. (Ramirez, 1991)
In the case of Mexico, not all companies
have insured their workers and those with
insurance do not always record the number of
injuries caused by disergonomic causes in the
workplace or the penalty for accidents, injuries
and occupational diseases. (Osorio, 2008)
The importance and importance, of the
Ergonomics and Psychosocial Factors, lies in
the Prevention of Work Risks, promoting its
application and dissemination in companies and
educational institutions to minimize the
accident rate, deterioration of health and
underutilization of machinery. (Llaneza, 2008)
21
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 18-27
ISSN-On line: 2524-2067
RINOE® All rights reserved.
MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl.
Identification of Risk Factors from the Ergonomic perspective for the
preservation of Occupational Health. Journal-Labor and Demographic
economics. 2018
Based on the above, it was necessary to
legislate and regulate the ergonomic practice
and on this basis, on January 4, 2018, the
Official Mexican Standard NOM-036-STPS
was published, and cites that the ergonomic risk
factors can lead to an over physical effort,
repetitive movements or forced postures in the
developed work, with the consequent fatigue,
errors, accidents and work diseases derived
from the design of the facilities, machinery,
equipment, tools or work station.
Memories of the IMSS, 2016, reports
that the State of Mexico, there are
approximately 39,848 companies, with 53,414
cases of occupational hazards, occupying after
Coahuila, the 2nd place nationwide.
Involving 26,520 disabilities and of
which 14,790 are permanent disabilities due to
work accidents, previously in 2013, there were
12,000, in 2014, it grew to 12,579 and in 2015
it increased to 12,881, with a prognosis for
2020 of 15,024 permanent disabilities due to
work accidents. . As shown in Graphic 1.
Graphic 1 Disabilities generated in the State of Mexico
Source: (IMSS, 2016)
By digging a little deeper into this
information it was found that there are various
discomforts in workers, back pain, neck pain,
wrists, lumbago and work accidents; resulting
in absenteeism and disabilities, having an
impact on productivity.
There are several factors of great
relevance in the design of a job such as
anthropometry.
Because the dimensional characteristics
of a human being are determined from the
ergonomic perspective, other important factors
are age, sex, ethnicity, nutritional status and, in
the case of a working population, the
occupation itself.
However, although there is information
from other countries, there is currently very
little information regarding anthropometric
charts of the Mexican population, whose results
are reliable due to ethnic differences and
variability of dimensional features, limiting the
usefulness of the information for its scientific
validation.. (Alfaro, 2006).
In the researches reported by the
University of Guadalajara, in the book
Anthropometric Dimensions: Latin American
Population (Ávila, Prado, & González, 2007),
anthropometric results of the population of the
Federal District, Guadalajara, Jalisco and León,
Guanajuato, cities are shown they are from the
center of Mexico, however, these
anthropometric data can not be generalized for
the whole country. The book by Ávila (2007)
also contains a small sample of working women
from the Mexican border with the United States
of America.
Objectives
General
Establish methods and procedures to reduce
accidents and improve the productivity of
companies.
Specific
1. Identify if the environmental conditions
and procedures favor the presence of
occupational diseases CTD'S
(Accumulative Traumatic Disorder), in
the operators.
2. Study the behavior of risk factors
associated with inadequate postures,
cargo handling and their interrelation to
determine the effect of such
environmental conditions on exposed
workers.
0,000
2,000
4,000
6,000
8,000
10,000
12,000
14,000
16,000
2013 2014 2015 2020
2013
2014
2015
2020
PERMANENT DISABILITIES FOR WORK
ACCIDENTS
22
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 18-27
ISSN-On line: 2524-2067
RINOE® All rights reserved.
MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl.
Identification of Risk Factors from the Ergonomic perspective for the
preservation of Occupational Health. Journal-Labor and Demographic
economics. 2018
Work hypothesis
Based on the above, we have the hypothesis
that when considering the anthropometric
dimensions of the population in the design of
work stations, include ergonomics principles in
the production methods, evaluate and control
environmental conditions, decrease the accident
rate and increase the productivity of companies.
(López, Marín, & Alcalá, 2009)
Justification of the Study
The present work focuses mainly on identifying
the incidence of ergonomic factors in
productivity; the form and level of impact of
the same and the obtaining of a functional
relation to give alternatives of solution in the
raised situation besides the prevention of
illnesses, especially those recognized in the
Federal Regulation of Security and Health in
the Work, apara create and establish a
preventive culture. The investigation will allow
to acquire knowledge in the study of
disergonomic risks, such as the possibility that
a worker suffers damage derived from the
execution of his work.
Methodology to be developed
Quantitative, observational, descriptive and
transversal research was carried out in the
northern zone (municipalities of Tultitlán,
Coacalco, and Ecatepec of the State of Mexico).
To carry out this study, the post
evaluation methods and the environmental
conditions (lighting, temperature and noise)
were used. The systems to be evaluated are
made through the virtual ergonomics
laboratory, METRIXX VR. Y Module of
measurement and analysis of anthropometric
and biomechanical measurements Asia Tech,
began with the study of the methodological
working conditions, analyzing the processes
and procedures; times, movements and postures
were evaluated.
Based on the Standard NOM-035-STPS-
2016 that talks about the psychosocial risk
factors, their identification and prevention that
is currently in force and indicates what action to
take if they exist in the workplace. (Barrios,
2014)
There are several methods that allow the
evaluation of the risk associated with the
postural load, differing by the scope of
application, the evaluation of individual
postures or by sets of postures, the conditions
for its application or by the parts of the body
evaluated or considered for evaluation. . RULA
and OCRA are the observational methods for
the evaluation of postures more widespread in
practice. (Diego, 2015)
The RULA (Rapid Upper Limb
Assessment) method was developed in 1993 by
McAtamney and Corlett, of the University of
Nottingham (Institute for Occupational
Ergonomics), RULA is the acronym of (Quick
Rating of the Top Members). Although the
application of the method requires data from
other parts of the body such as the trunk and
legs, the evaluation is of the risk in the
extremities supercon the objective of evaluating
the exposure of workers to risk factors that
cause a high postural load and that can cause
disorders of the upper limbs of the body.
(Diego, 2015)
For the evaluation of the risk the method
is considered the position adopted, the duration
and frequency of this and the forces exerted
when it is maintained. In the case of this
particular investigation, the RULA method was
chosen as the evaluation method because most
of the load received by the body during the task
is in the upper part of the body.
The OCRA (Occupational Repetitive
Action Method) studies the effort, duration and
frequency required by each part of the body to
perform a certain task. The interaction of the
level of effort, duration of effort before
relaxation (or before moving to a lower level of
effort), and the frequency of activation of
muscles per minute for each group of muscles
is evaluated. From these parameters a
prediction of muscle fatigue is made.
It is applied in the evaluation of the risk
of repetitive movements in upper extremities,
and allows a weighting to identify the
percentage of workers at risk of acquiring
potential cumulative damages, visible with the
decrease in productivity gradually leading to an
occupational disease. (Diego, 2015)
23
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 18-27
ISSN-On line: 2524-2067
RINOE® All rights reserved.
MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl.
Identification of Risk Factors from the Ergonomic perspective for the
preservation of Occupational Health. Journal-Labor and Demographic
economics. 2018
An ergonomic evaluation was carried
out in the work stations of the galvanizing
process of the metalworking company to
identify the existence of cumulative trauma
disorders (CTD`s). In the sample, a group of 6
people of the male gender was considered,
because they complained of discomfort in the
chest, rashes and spots on the skin as well as
joint pain in the hands back and feet. Based on
the above, the study is carried out in the
workplace in order to identify the risks in the
joint evaluation.
The main risk factors in each work
station were evaluated, considering factors such
as: work environment, work methods and
individual factors. (Castro, 2016)
Results
A visit was made to each of the selected jobs
based on the workers who presented discomfort
or damage to their health, to know the methods,
the tasks performed and the characteristics of
the work, visits were made randomly during the
working day three days a week for a semester.
In the interviews, greater relevance was
given to the perception of the worker, analyzing
the process directly and in the workplace, as
can be seen in Figure 1.
RULA Method
Once the processes were identified and the
movements were analyzed for each activity; the
application of the Rula Method was carried out,
which is used as an initial phase of rapid
diagnosis to identify if there is a risk in the
performance of the activities and the level of
the same, based on an analysis of sections of
the body mostly exposed or contact with factors
that can represent potential damage in the short,
medium and / or long term, starting at the upper
extremities, considering: hands, twists of the
wrist, arm movements, forearm and lifts.
(Diego, 2015)
For its evaluation, the angles that
determine the natural or extreme effort are
measured depending on the anthropometric
characteristics of the worker.
The movements are identified with the
ranges pre-established by the method and
partial summations of the score reached are
taken based on the work performed and its
value is identified in Table 1, where the final
evaluation for the arms and hands section is
specified.
Table 1 RULA method 1st evaluation (Diego, 2015)
As soon as it was concluded, the upper
part of the body proceeded to evaluate the neck,
trunk and lower extremities as the results are
shown in Table 2.
Table 2 RULA method 1st evaluation (Diego, 2015)
24
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 18-27
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MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl.
Identification of Risk Factors from the Ergonomic perspective for the
preservation of Occupational Health. Journal-Labor and Demographic
economics. 2018
To evaluate the workspaces,
measurements of the following work elements
were made:
1. Work table (width, length and height of
the surface).
2. Seat.
3. Job space (access and exit).
Figure 1 shows the workplace and the
position that the operator needs to adopt.
Figure 1 Worker in the Process
Source: Self Made
The luminous intensity was evaluated in
the selected work stations, using as a luxometro
equipment, with the following scale:
1. Inadequate
2. Insufficient
3. Enough
4. Adequate
5. Very adequate
The evaluation of the thermal
environment measured the wet bulb
temperature, dry bulb temperature and balloon
temperature, then the data obtained were
entered into a software called METRIXX,
which is a calculation tool that allows us to
know the Average Valuation Index d Thermal
Comfort, based on the Fanger method (ISO
7730) which is managed the following scale:
1. Dejected
2. Average
3. high
The results were carried out during the
two shifts to facilitate comparison when
changing weather and climate; as you can see in
Table 3.
Table 3 Environmental conditions evaluation
Finally, the evaluation of risk factors
and worker damage was carried out.
The people who participated in the study
report that they suffer from discomfort and pain
in the joints, back and neck that has sometimes
prevented them from working or performing
their activities in a normal way.
Some if they attend the medical service
and manage to have an inability to rest and
recover; however, they also mentioned that
most of the times they feel bad they have had to
miss the intensity of the pain without being able
to attend the medical service assuming the cost
of absenteeism; which prevents identifying the
postencial risk of a work-related illness and
tracking it.
Although one of the comments that
draws attention is that after returning from a
disability they feel more exhausted and the pain
does not diminish with therapy or medication.
With the OCRA method the risk was
carried out by sections of the body and a
comparison was made with the recurrence of
disabilities and the affected body sections,
finding a total coincidence as can be seen in the
results shown in Graphic 2.
Graphic 2 Results OCRA method (Diego, 2015)
0
10
20
30
40
50
60
70
80
90
100
CUELLO Y
HOMBRO
BRAZOS CODO Y
ANTEBRAZOS
PIES CADERA,
PIERNAS Y
RODILLA
ESPALDA BAJA
77 81
96
89
39
20 21
27 23
10
% OCRA INCAPACIDADES
25
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 18-27
ISSN-On line: 2524-2067
RINOE® All rights reserved.
MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl.
Identification of Risk Factors from the Ergonomic perspective for the
preservation of Occupational Health. Journal-Labor and Demographic
economics. 2018
Conclusions
Musculoskeletal injuries of occupational origin
are disorders characterized by an abnormal
condition of the muscle, tendons, nerves,
vessels, joints, bones or ligaments that results in
an alteration of motor or sensory function
caused by exposure to risk factors: repetition,
strength, inadequate postures, contact stress and
vibration.
The score obtained in the Rula Method
was 7 the highest in level of risk, which
represents a high degree of damage in the
worker, which requires immediate action to
improve working conditions.
With respect to noise, the Standard
indicates a level of 99dB maximum in a time
not exceeding 60 minutes during the 8 hours,
but the results show that they are exceeding the
permissible limit of exposure in both shifts to
have 64 Db and 108.9 Db, in the morning and
evening shift respectively. (DOF, 2014)
The lighting levels were adequate; and
with respect to the temperature they are
working at 22.50 ° C; according to the NOM
they are in stable conditions to be able to carry
out their tasks. (DOF, 2014)
With the analysis of Processes,
prolonged times were identified in a static
position and with a high degree of
repetitiveness, causing nervous tension and
fatigue in the workers; which is a physiological
process that affects the muscles involved in the
effort and recovers with the rest of them. If this
rest is not done or is insufficient,
musculoskeletal disorders can develop.
(Fernandez, 2012)
Another effect derived from static work
is the increase in heart rate since the heart must
pump more quickly to try to send more oxygen
and nutrients to the contracted muscle. For this
reason, static work could be a risk factor for
diseases of the heart or heart disease. (Alfaro,
2006)
In the study it was possible to identify
the risk factors and the environmental
conditions that impact on the performance of
the workers' functions.
However, it could be observed that they
are not the only elements of impact, there are
also the methods, procedures and the physical
and personal characteristics of the worker,
which will have a high degree of significance in
their performance depending on how they
perceive their environment. (Barrios, 2014)
After having analyzed the
environmental conditions to which these people
are working and that in many of them according
to the Official Mexican Standard NOM-011-
STPS-2001, noise exceeds the acceptable limits
for which workers are exposed to stress,
irritability, high blood pressure and may be
associated with other risk situations, in addition
to that may also lose appetite, and be a victim
of aerophagia. (DOF, 2014).
Another important point is the heart rate
of workers due to the increase it has to perform
the activity, and the vibration to which they are
exposed which can cause heart disease as well
as dizziness and excessive tiredness that greatly
damage the health of these. (Alfaro, 2006)
Although in the points of temperature
and illumination they are within the range
according to the NOMRMA-015-STPS-2001
and to the NORMA-025-SPTS-2008. The
appropriate protective equipment should be
worn, such as goggles, overalls, and a vest,
since they are in an outdoor area. (DOF, 2014)
Sunburn.
Photo aging.
Vascular carcinoma
Affective disorder
Eye irritation.
The data obtained allowed us to carry
out the following proposals in the damage
forecast:
That the operator has more work roles
and does not spend much time doing the
same task.
Avoid flexing the back.
Take small breaks during the activity
Avoid making sudden movements with
the wrist part of the hand.
Find the correct position for each job.
Minimize fatigue
26
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 18-27
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MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl.
Identification of Risk Factors from the Ergonomic perspective for the
preservation of Occupational Health. Journal-Labor and Demographic
economics. 2018
Continuous changes of postureMaintain
comfortable working conditions, as well
as avoid exposing the worker to
excessive temperatures.
Rotation of work position.
Operate all machines safely and use
both hands.
Use the appropriate protective
equipment such as plugs, goggles,
overalls and vest.
Taking into consideration the points
mentioned in the industrial plant, resulted in
great benefits that helped protect the health of
workers who are exposed to various risk factors
and where the application of ergonomics is a
great tool to obtain a better comfort in the work
areas, reducing discomfort in the vast majority
of participants. (Fernandez, 2012)
Recommendations
For this research, only one section of the
industrial plant was considered as a sample of
the total population, which can serve as a basis
for subsequent studies that include the entire
population and even other institutions, fostering
an ergonomic culture from an integral design
perspective. in any process to identify if the
environmental conditions and procedures favor
the presence of occupational diseases CTD'S
(Traumatic Accumulative Disorder), in the
operators, likewise, other jobs must be studied
in different conditions with a larger sample size
to know the behavior of risk factors associated
with inadequate postures, the handling of loads
and their interrelation to determine the effect of
said environmental conditions on exposed
workers. (Castro, 2016)
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www.iea.cc/whats/index.html
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Article Journal-Labor and Demographic economics
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ISSN-On line: 2524-2067
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MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl.
Identification of Risk Factors from the Ergonomic perspective for the
preservation of Occupational Health. Journal-Labor and Demographic
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28
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 28-36
Implementation of alternative solutions to reduce staff rotation levels in Potzoliza
"La casa del Pozole" in Pachuca, Hgo
Implementación de soluciones alternativas para reducir los niveles de rotación del
personal en Potzoliza "La casa del Pozole" en Pachuca, Hgo
SANTILLÁN-MARTÍNEZ, Zaira Ingrid†*, GONZÁLEZ-MOSQUEDA, Mayra Lorena, MEDINA-
GÓMEZ, Margarita and IBARRA-HUESCA, Ma. Guadalupe
Instituto Tecnológico de Pachuca, Departamento de Ciencias Económico Administrativas
ID 1st Autor: Zaira Ingrid, Santillán-Martínez / ORC ID: 0000-0003-2828-7974, Researcher ID Thomson: O-1996-2018;
CVU CONACYT ID: 924135
ID 1st Coautor: Mayra Lorena, González-Mosqueda / ORC ID: 000-002-4153-8099; Researcher ID Thomson: 0-1534-
2018; CVU CONACYT ID: 621849
ID 2nd
Coautor: Margarita, Medina-Gómez / ORC ID: 0000-0002-4239-2415; Researcher ID Thomson: O-1501-2018;
CVU CONACYT ID: 923878
ID 3rd
Coautor: Ma. Guadalupe, Ibarra-Huesca/ ORC ID: 0000-0003-3379-425X; Researcher ID Thomson: P-5285-
2018; CVU CONACYT ID: 934965
Received July 28, 2018; Accepted September 30, 2018
Abstract
The purpose of this research is to propose, implement and
evaluate alternative solutions to the problem related to the
high turnover rate of the restaurant company "Potzoliza, the
house of Pozole" located in the city of Pachuca, Hidalgo.
This research is mixed, descriptive and explanatory,
transversal, non-experimental and field. Through the
application of personnel surveys, information was obtained
to design intervention proposals for this problem, among
which the implementation of training programs, incentive
systems and salary adjustments stood out. Based on this
information, three different solution proposals were
formulated to counteract the problem of staff turnover,
which could be implemented and evaluated; finding that the
rotation of personnel depends on the existence of training
programs in the establishment, and on the contrary, it does
not depend on the current salary received by workers for the
provision of their services. It was concluded that the
proposals made contributed to the solution of the initial
problem identified in the company object of this
investigation.
Index of staff turnover, Training program, Incentive
system, Salary adjustment
Resumen
La presente investigación tiene como objetivo proponer,
implementar y evaluar alternativas de solución a la
problemática relacionada con el alto índice de rotación de
personal en la empresa restaurantera “Potzoliza, la casa del
Pozole” ubicada en la ciudad de Pachuca, Hidalgo. Esta
investigación es de tipo mixta, descriptiva y explicativa,
transversal, no experimental y de campo. Mediante la
aplicación de encuestas al personal se obtuvo información
para diseñar las propuestas de intervención a dicha
problemática, entre los que destacaron la implementación de
programas de capacitación, sistemas de incentivos y ajustes
en su salario. Tomando como base dicha información, se
procedió a la formulación de tres diferentes propuestas de
solución para contrarrestar el problema de rotación de
personal, las cuales pudieron ser implementadas y
evaluadas; encontrando que la rotación de personal depende
de la existencia de programas de capacitación en el
establecimiento, y por el contrario, ésta no depende del
salario actual que reciben los trabajadores por la prestación
de sus servicios. Se concluyó que las propuestas formuladas
contribuyeron a la solución de la problemática inicial
identificada en la empresa objeto de esta investigación.
Índice de rotación de personal, Programa de
capacitación, Sistema de incentivos, Ajuste salarial
Citation: SANTILLÁN-MARTÍNEZ, Zaira Ingrid, GONZÁLEZ-MOSQUEDA, Mayra Lorena, MEDINA-GÓMEZ,
Margarita and IBARRA-HUESCA, Ma. Guadalupe. Implementation of alternative solutions to reduce staff rotation levels in
Potzoliza "La casa del Pozole" in Pachuca, Hgo. Journal-Labor and Demographic economics 2018. 2-3: 28-36
* Correspondence to Author (email: [email protected]) † Researcher contributing first author.
©RINOE Journal-Bolivia www.rinoe.org/bolivia
29
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 28-36
ISSN-On line: 2524-2067 RINOE® All rights reserved.
SANTILLÁN-MARTÍNEZ, Zaira Ingrid, GONZÁLEZ-MOSQUEDA, Mayra
Lorena, MEDINA-GÓMEZ, Margarita and IBARRA-HUESCA, Ma. Guadalupe.
Implementation of alternative solutions to reduce staff rotation levels in Potzoliza
"La casa del Pozole" in Pachuca, Hgo. Journal-Labor and Demographic
economics. 2018
Introduction
The turnover of personnel in companies is one
of the problems that most afflict some
economic sectors and brings serious problems
for the organization.
This problem usually brings with it
certain disadvantages such as: downsizing of
personnel in companies, lower productivity,
increased costs for extra payments to staff that
cover empty positions, loss of time and money
when training newly hired employees, bad
image of the organization to the public, loss of
clientele, among others.
This problem is usually due to a number
of factors such as: poor training of employees,
biological or unavoidable casualties, losses for
personal reasons, by decision of the company
itself, job dissatisfaction, poor motivation of
employees, unfair economic compensation,
inappropriate treatment, lack of job growth,
inadequate working conditions, etc.
The situation described above seriously
afflicts small and medium-sized restaurants in
the state of Hidalgo since they are in constant
growth and development, due to the large
number of places and gastronomic diversity
offered by the region.
The rotation of personnel in the small
and medium sized restaurant companies
affiliated to the CANIRAC (National Chamber
of the Restaurant and Seasoned Food Industry)
in Pachuca, Hgo. has increased significantly in
recent years. One of these companies is
Potzoliza "La casa del Pozole", which was the
subject of this study and in which this problem
has frequently been presented.
Given the previous situation, it was
suggested that the level of personnel turnover
that occurs in the company will decrease with
the implementation of a personnel training
program and the improvement of the incentive
system, as well as the preparation of an
adjustment in the remuneration of the
employees through the analyzes of positions
and valuation of the same ones, since the wages
in the company Potzoliza “La casa del Pozole”
are low.
Being an investigation focused on the
rotation of personnel in a restaurant business,
this result will serve to apply in a wide range of
companies of the same line that are in a
situation or similar problem, with the purpose
that small and medium entrepreneurs Take
steps to retain your staff.
The article consists of five main
sections, the first of which corresponds to the
measures to counteract the rotation of
personnel, which addresses general aspects
related to the central topic of the investigation;
Subsequently, the methodology used to obtain
information and the development of
intervention proposals is explained, followed by
the results obtained from the application and
analysis of them; and finally, the respective
conclusions are exposed.
Measures to counteract staff turnover
Taking as reference the research carried out by
Trejo (2014) about the suffering of restaurants
by rotation of personnel, in which the president
of CANIRAC Julio Bravo González pointed out
that the percentage of rotation of the personnel
in restaurants is between 30 and 35 percent In
the state of Hidalgo, due to the deficient
incentive system, he concluded that each
business offers its workers incentives that favor
their permanence in the work centers, which
depend on the salary, tips, work environment
and training programs developed by the
company.
According to the above, staff turnover is
a critical factor to be considered within
companies, which Chiavenato (2011) defines as
"the fluctuation of personnel between an
organization and its environment, and is defined
by the volume of people entering. to the
organization and those that leave it "(p 116).
The measures to be considered to
counteract this problem lie in:
1. Personnel training programs, which
according to Chiavenato (2011) are "a short-
term process applied in a systematic and
organized manner, through which people obtain
knowledge, skills, and abilities based on
defined objectives" (page 322) .
30
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 28-36
ISSN-On line: 2524-2067 RINOE® All rights reserved.
SANTILLÁN-MARTÍNEZ, Zaira Ingrid, GONZÁLEZ-MOSQUEDA, Mayra
Lorena, MEDINA-GÓMEZ, Margarita and IBARRA-HUESCA, Ma. Guadalupe.
Implementation of alternative solutions to reduce staff rotation levels in Potzoliza
"La casa del Pozole" in Pachuca, Hgo. Journal-Labor and Demographic
economics. 2018
Incentive systems that are called as:
A systematic campaign that targets individuals
and teams to improve the environment and
performance of a company. Some of its specific
objectives are: the promotion of certain actions
or habits in particular; channeling the
participants towards a given goal; the
integration of strategies related to staff
motivation; be able to measure the results
obtained from a given activity. (Pérez y Gardey,
2013)
Which indicate that the performance of
people depends on the level of satisfaction they
have at work, so the result can vary positively
or negatively when the employee feels good or
bad, due to extrinsic factors (salary, conditions
of work, job security, etc.) and intrinsic
(recognition, personal fulfillment, progress or
promotion, etc.).
3. Salary adjustments that according to
Martínez (2005) are "all the quantitative
modifications that deserve salaries due to
contractions that occasionally suffer the
purchasing power of the current ordinary
salary". These adjustments are made through
the use of job valuing methods, which are
intended to:
…determine the position each position
occupies in relation to the others, that is, the
significant differences between the various
positions are placed on a comparative basis, in
order to arrive at an equitable distribution of
salaries within an organization and, thus,
neutralize any arbitrariness. (Chiavenato, 2011,
p. 238)
One of the methods of valuation used
most frequently is the method of valuation by
points, which is considered one of the most
complete to determine the salary corresponding
to each position. This consists in the
comparison of the components of the positions
with valuation factors, to which numerical
values (points) are attributed to obtain a final
rating.
Therefore, it is essential to consider the
joint application of the aforementioned
measures in order for the restaurants to retain
their staff for longer periods of time.
Methodology
The study was conducted in Potzoliza
restaurant "La casa del pozole", which began
operations in June 2006. Currently has three
branches distributed in different areas of the
city of Pachuca, Hgo. The company had, at the
time of the study, a staff of 28 workers in total;
which gave guidelines to the conduct of the
research through a census, since it was
considered that the study population was too
small to apply sampling.
The definition of the type and level of
research are presented in Tables 1 and 2
respectively.
Table 1 Definition of the type of investigation
Source: Self Made
Table 2 Level of research
Source: Self Made
The development of the present
investigation was carried out in a period of six
months which comprised August to December
2017.
The obtaining of information was
carried out through the application of a
measurement instrument type survey, which
was divided into the sections that are indicated
in Table 3.
31
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 28-36
ISSN-On line: 2524-2067 RINOE® All rights reserved.
SANTILLÁN-MARTÍNEZ, Zaira Ingrid, GONZÁLEZ-MOSQUEDA, Mayra
Lorena, MEDINA-GÓMEZ, Margarita and IBARRA-HUESCA, Ma. Guadalupe.
Implementation of alternative solutions to reduce staff rotation levels in Potzoliza
"La casa del Pozole" in Pachuca, Hgo. Journal-Labor and Demographic
economics. 2018
Table 3 Characteristics of the survey
Source: Self Made
The investigation was carried out with
two mediate purposes. First as a tool to reduce
the high turnover rate of personnel in the
company Potzoliza; second, as a source of
objective information that could show causes of
the main problem, as well as measures to
counteract it that would serve as a reference to
other companies that were in a similar situation.
Development
The hypotheses that were raised for the
investigation were:
General
VD1
Hi: The level of staff turnover will decrease
with the implementation of a personnel training
program, and the improvement of the incentive
system, as well as the preparation of an
adjustment in the remuneration of employees
through the analysis of positions and valuation
of the same, since the salaries in the Potzoliza
company "La casa del pozole" are low.
H0: The level of staff turnover will not
decrease with the implementation of a
personnel training program.
And the improvement of the incentive
system, as well as the elaboration of an
adjustment in the remuneration of the
employees through the analysis of positions and
valuation of the same, since the salaries in the
Potzoliza company "La casa del pozole" are
low
Specific
VI1
H1: The level of staff turnover will decrease
when a staff training program is implemented in
the three branches of the Potzoliza company
"La casa del pozole".
H0: The level of staff turnover will not
decrease when implementing a staff training
program in the three branches of the Potzoliza
company "La casa del pozole".
VI2
H2: The level of staff turnover will decrease if
the incentive system is improved in the three
branches of the Potzoliza company "La casa del
pozole".
H0: The level of staff turnover will not
decrease if the incentive system is improved in
the three branches of the Potzoliza company
"La casa del pozole".
VI3
H3: The high level of staff turnover is
due to the fact that salaries at the Potzoliza
company "La casa del pozole" are low
compared to the functions performed by
employees.
H0: The high level of staff turnover is
not due to the fact that salaries at the Potzoliza
company "La casa del pozole" are low
compared to the functions performed by
employees.
According to the information obtained
from the application of the measurement
instrument, which will be exposed in the results
section, three solution alternatives were
proposed for the problem of staff turnover that
are:
a) The design of a training program
divided into three topics of greater relevance to
the staff.
32
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 28-36
ISSN-On line: 2524-2067 RINOE® All rights reserved.
SANTILLÁN-MARTÍNEZ, Zaira Ingrid, GONZÁLEZ-MOSQUEDA, Mayra
Lorena, MEDINA-GÓMEZ, Margarita and IBARRA-HUESCA, Ma. Guadalupe.
Implementation of alternative solutions to reduce staff rotation levels in Potzoliza
"La casa del Pozole" in Pachuca, Hgo. Journal-Labor and Demographic
economics. 2018
b) A system of incentives according to the
needs and preferences of employees.
c) Obtaining data referring to the salary of
the same to make a later comparison.
Below, the three proposals for
intervention formulated are described:
1. Personnel training program
This program was applied for a week in the
three branches of the company in question, with
the corresponding staff participating in each
topic. It was taught outside of working hours so
as not to interfere with the activities of the staff.
Each meeting was developed in a previously
established schedule, in which the support
material was provided and the activities
proposed in each of them were carried out
(table 4).
2. Incentive plan
An incentive plan was designed and presented
in Table 5. In addition, terms and conditions
were established under which the corresponding
staff incentive could be granted. However, by
provisions of the company's owner, the
implementation of the proposed incentive
system was not allowed, because this implied
an extra expense for the organization and did
not have sufficient resources to pay for it.
Topic Participa
nts
Meeting /
Theme
Durati
on Support
material
Process
of
preparati
on of
pozoles
and
emplatad
o
Trainer
Chef
Kitchen assistants
1 /
Ingredient
s needed
for each
type of
pozole
10
min. Pozole
list of
ingredie
nts
Elaborat
ion
process
of each
pozole
2 /
Elaboratio
n and
plating of
the
saucers
20
min.
Service
and
customer
support
Trainer
Captain
of
waiters
Waiters
ATM
Waiter assistants
1/10
Compone
nts of a
quality
service
20
min. Compon
ents of a
quality
service
Types of
clients
2 / Take
order
15
min. Restaura
nt orders
3 / Setting
the table
15
min
Safety
and
hygiene
Trainer
Chef
Kitchen
assistant
s
Lava
earthen
ware
Waiters
captain
Waiters
Waiter
assistant
s
ATM
1 / Hazard
identificati
on
20
min. Sheets
Markers
Hazard
control
list
Safety
sheet in
restauran
ts
Hazard
Identifica
tion and
Control
Workshe
et
2 / Control
of hazards
20
min. Sheets
Markers
Tips
sheets
3 /
Hygiene
regulation
10
min. Hygiene
regulatio
ns
(attache
d to the
NOM
251)
Incentive Área Bond Time Responsable
Puntuality Servicio
y cocina
$200.00 Monthly Administrative
manager
Service
area
Servicio $500.00 Monthly Operational
Manager
Cleaning
and hygiene
Cocina $500.00 Monthly Operational
Manager
Product
sale
Servicio $300.00 Monthly Operational
Manager
Speed and
quality
Cocina $200.00 Weekly Operational
Manager
Meso-
cashier bonus
Servicio $50.00 Weekly Administrative
manager
Discounts
or
courtesies on
household
products
Servicio [precio
del
turno del
mesero]
Biweekly Operational
Manager
Table 5 Incentive plan
Source: Self Made
3. Salary adjustment
In order to carry out the salary adjustment, the
previously mentioned valuation method was
used, which allowed determining the salary
corresponding to the score obtained in each
position (table 6); with the purpose of making a
comparison with the current salaries of the
personnel (same that will be exposed in the
section of results).
33
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 28-36
ISSN-On line: 2524-2067 RINOE® All rights reserved.
SANTILLÁN-MARTÍNEZ, Zaira Ingrid, GONZÁLEZ-MOSQUEDA, Mayra
Lorena, MEDINA-GÓMEZ, Margarita and IBARRA-HUESCA, Ma. Guadalupe.
Implementation of alternative solutions to reduce staff rotation levels in Potzoliza
"La casa del Pozole" in Pachuca, Hgo. Journal-Labor and Demographic
economics. 2018
Market Stall
Class Points Salary
Mín. Max. Mín. Max.
Lava earthenware
10 170 180 1,971.20 2,956.80
Busboy 9 181 190 2,089.47 3,134.21
Waiter 5 221 230 2,562.56 3,843.84
Waiters
captain
4 231 240 2,680.83 4,021.25
Kitchen assistant
3 241 250 2,799.10 4,198.66
Chef 1 261 270 3,046.40 4,569.60
Table 6 Salary adjustment
Source: Self Made
Results
Below are the results obtained from the
investigation, divided into two sections. The
first, application of the survey, refers to the
information that was obtained from the
application of said instrument and that served as
a basis for the design of the intervention
proposals; and the second, application of
proposals, refers to the results obtained after the
application of the intervention proposals.
Survey application
Staff training
The total workers would like to receive a
training program. It was asked what would be
the topics of interest obtained as a result that
46% of the collaborators would like to receive
training on the preparation of pozoles; 40%
want to receive training on customer service
and 14% on hygiene and safety. (Graphic 1)
On the periodicity of the training, 18%
of the employees affirmed that they would like
to receive the program weekly, 32% monthly,
25% bimonthly, and 25% quarterly (graphic 2).
Graphic 1 Topics of the training program.
Source: Self Made
Graphic 2 Periodicity of the training program.
Source: Self Made
Incentive system
According to the total of workers surveyed,
57% affirmed that they would like the company
to provide monetary incentives, 36% non-
monetary and 7% both. (Graphic 3)
The types of monetary incentives they
would like to receive are: gratifications and / or
benefits for good sellers with 44%, higher
salary with 31% and discounts with 25%
(Graphic 4).
Graphic 3 Types of preferred incentives.
Source: Self Made
Graphic 4 Types of preferred monetary incentives.
Source: Self Made
The non-monetary incentives that
workers prefer are: with 80% recognition and
with 20% appointment (Graphic 5).
46%
40%
14%
Preparation of pozoles Customer service
Hygiene and safety
34
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 28-36
ISSN-On line: 2524-2067 RINOE® All rights reserved.
SANTILLÁN-MARTÍNEZ, Zaira Ingrid, GONZÁLEZ-MOSQUEDA, Mayra
Lorena, MEDINA-GÓMEZ, Margarita and IBARRA-HUESCA, Ma. Guadalupe.
Implementation of alternative solutions to reduce staff rotation levels in Potzoliza
"La casa del Pozole" in Pachuca, Hgo. Journal-Labor and Demographic
economics. 2018
Graphic 5 Preferred non-monetary incentives.
Source: Self Made
Salary adjustment
Of the 28 workers surveyed, 100% stated that
the company does not have a program that
allows measuring the functions and tasks
performed by their position, in order to receive
the corresponding salary for them; therefore,
93% agreed with the implementation of said
program, 4% disagreed, and 3% did not
consider it necessary (Graphic 6). Likewise,
75% affirmed that they would like their
performance evaluated monthly, 21% quarterly,
and 4% annually (Graphic 7).
Graphic 6 Conformity of the staff in evaluating their performance
Source: Self Made
Staff training
To measure the results obtained from the
application of the proposed training program,
the following formula was used to determine
the Pearson correlation coefficient.
(1)
Which allowed to establish the degree of
correspondence between a variable Y (turnover
rate of personnel) and another X (training
program). To do this, the rotation index was
calculated using the following formula:
(2)
x y
Period
Staff turnover index
2016 2017
Jan-Jun 17.5 21.5
Jul-Dec 19.4 13.5
Sums 36.9 35
Table 7 Staff rotation rates of Potzoliza by period.
Source: Self Made
From these data the Pearson formula (1)
was applied obtaining a correlation coefficient
of -1, that is to say that there is an inverse
correlation to 100% among the variables that
were studied, which explains that as it is
implemented more often a training program, the
rate of staff turnover decreases, and conversely,
if the frequency of the taught program
decreases, the turnover rate increases.
Incentive system
As previously mentioned, the implementation
of the proposed incentive system was not
possible, so no result was obtained regarding
the correlation between the study variables Y
and X (turnover index of personnel and
incentive system, respectively).
Salary adjustment
Finally, when making a comparison between
the salaries established by the company and the
salaries resulting from the adjustment, it could
be seen that the remuneration of the employees
is correct, since it was found within the
established parameters, as can be seen in Table
8.
Wages adjusted
Market Stall
Established
salaries
Ranks
Minimum Maximum
Lava
earthenware
$3,200 2,436.00 3,780.00
Busboy $3,400 2,464.00 3,808.00
Waiter $2,880 2,576.00 3,920.00
Waiters
captain
$2,600 2,604.00 3,948.00
Kitchen
assistant
$3,000 2,632.00 3,976.00
Chef $4,000 2,688.00 4,032.00
Table 8 Comparison of salaries
Source: Self Made
35
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 28-36
ISSN-On line: 2524-2067 RINOE® All rights reserved.
SANTILLÁN-MARTÍNEZ, Zaira Ingrid, GONZÁLEZ-MOSQUEDA, Mayra
Lorena, MEDINA-GÓMEZ, Margarita and IBARRA-HUESCA, Ma. Guadalupe.
Implementation of alternative solutions to reduce staff rotation levels in Potzoliza
"La casa del Pozole" in Pachuca, Hgo. Journal-Labor and Demographic
economics. 2018
Therefore, the level of rotation is not
based on the salary received by the staff
working in the organization.
Conclusions
In general terms, it is concluded that it is
possible to reduce the level of staff turnover
within the company Potzoliza "la casa del
pozole" with the implementation of a training
program for employees made up of different
topics according to their area, and that this
allows them to better understand the activities
they perform in their position and those of
others, as well as the correct way to do them
and in less time, which contributes to an
increase in their productivity and encourages
their commitment to the organization.
On the other hand, it was not possible to
verify the effects that the incentive system had
on the level of staff turnover.
Finally, it is concluded that the level of
turnover of personnel in the company is not due
to the salary received by employees given that,
according to the results obtained from the salary
adjustment, these are within the ranges of
adjusted wages, that is to say, that the
remuneration received by the staff is in
accordance with the activities carried out in
each position.
The research team recommends to the
company Potzoliza "the house of pozole" that
carry out the implementation of the training
programs proposed in this research work
constantly to reduce their problem of staff
turnover permanently.
It is recommended that the training on
the process of preparation of pozoles and
emplatado be carried out semiannually;
quarterly training on service and customer
service; and bimonthly training on safety and
hygiene. In all of them it is important to
consider the personnel of the areas involved.
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36
Article Journal-Labor and Demographic economics
December 2018 Vol.2 No.3 28-36
ISSN-On line: 2524-2067 RINOE® All rights reserved.
SANTILLÁN-MARTÍNEZ, Zaira Ingrid, GONZÁLEZ-MOSQUEDA, Mayra
Lorena, MEDINA-GÓMEZ, Margarita and IBARRA-HUESCA, Ma. Guadalupe.
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SANTILLÁN-MARTÍNEZ, Zaira Ingrid, GONZÁLEZ-MOSQUEDA,
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