Journal-Labor and Demographic economics · 2018. 12. 22. · RINOE Journal-Labor and Demographic...

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Journal-Labor and Demographic economics

Volume 2, Issue 3 – July – December – 2018

RINOE-Bolivia

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models, and Internal labor markets, Monopsony, Segmented labor markets, Agricultural labor markets,

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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




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








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








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








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


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


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








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


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








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


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.


(8)

Total linear meters 186.98 meters

COS= 186.98 Mx100/700 m2 126.71%

Table 9 Calculation of the soil occupation coefficient


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








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

http://personales.upv.es/jpgarcia/linkeddocume

nts/4%20distribucion%20en%20planta.pdf

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

empresariales. Recuperado de

http://www.editorialpatria.com.mx/pdffiles/978

6074382037.pdf

Heizer, J. & Render, B. (2004). Principios

de administración de operaciones. Recuperado

de

https://books.google.com.mx/books?id=jVIwSs

VHUfAC&pg=PA343&lpg=PA343&

amp;dq=distribuci%C3%B3n+fisica+en+tienda

&source=bl&ots=FoIb7P4j4D&

sig=ucvltemVKDPp4N4Of1qFbZy5Sr4&h

l=es-

419& sa=X&

ved=0ahUKEwiM3N_vs7bUAhVE44MKHX1

LAWAQ6AEISDAG#v=onepage&

q=distribuci%C3%B3n%

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Martínez Flórez, M. (2009). Propuesta de

mejoramiento de un centro de distribución de

retail, a través de la distribución en planta y el

rediseño de los procesos operativos de

recepción, almacenamiento, alistamiento y

despacho. (Trabajo de grado, Pontificia

Universidad Javeriana).Recuperado de

http://www.javeriana.edu.co/biblos/tesis/ingeni

eria/tesisMFMartínezFlórez333.Pdf

Mercadona reabre su nuevo modelo de tienda

eficiente. Diario Córdoba. Recuperado de

http://www.diariocordoba.com/noticias/cordoba

local/mercadona-abre-torerito- nuevo-modelo-

tienda-eficiente_1149906.html

Muñoz Negrón, David F. (2009).

Administración de Operaciones: Enfoque de

Administración de Procesos de Negocios (1ra

Edición). Editorial CengaceLearning.

Secreetaria de Economia. (2016) Encuesta

Nacional sobre Productividad y Competitividad

de las Micro, Pequeñas y Medianas Empresas

(ENAPROCE) 2015.

Serperll, Alfredo. (2002). Administración de

Operaciones de Construcción (2da Edición).

Alfa Omega Grupo Editor

UNED, U. N. (2010). Concepción del entorno

de trabajo. Obtenido de

http://portal.uned.es/pls/portal/docs/page/uned_

main/launiversidad/vicerrectorados/evaluacionc

alidad/infraestructura/06guia%20de%20criterio

s%20de%20dise%c3%91o_251010.pdf

Woodhead, Ronald. (2002). Método de la Ruta

Crítica y sus aplicaciones a la construcción.

Limusa Noriega Editores

10



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 †*


ID 1

st Autor: Luis Arturo, Guerrero-Azpeitia / ORC ID: 0000-0002-8905-7243, Researcher ID Thomson: P-3905-2018,

CVU CONACYT ID: 653267


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




11





GUERRERO-AZPEITIA, Luis Arturo. Moral dispositions in supply

chain managers. A review from your career paths. Journal-Labor and


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








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








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








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








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








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








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




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


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




19





MUÑOZ-HERNANDEZ, Raquel & RANGEL-LARA, Saúl.


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








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








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








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








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








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








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








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)

References

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como marco paradigmático para la Ingeniería

de la prevención. Aplicación al diseño

macroergonómico. Recuperado el 10 de

Octubre de 2016, de Biblioteca de la

Universidad de Sevilla:

http://hdl.handle.net/11441/40880

Alfaro, K. (2006). La Ergonomía:

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salud. Copersa ingenieria, Vol.I pp13-19.

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(2007). Dimensiones antropométricas:

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como riesgo psicosocial, en la productividad.

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Carrasquero, E., & Seijo, C. (2009). La

ergonomía organizacional y la responsabilidad

social incclusiva y proactiva: Un compromiso

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América, V-1. Pp. 183 - 192.

Castro, V. (2016). Propuesta de un programa de

Salud en el Trabajo, basado en el estudio de

riesgos disergonómicos para mejorar la

productividad económica. USAT. Chiclayo,

Perú.

Diego-Mas, J. A. (2015). Evaluación Postural

mediante el Método OWAS. (<universidad

Politécnica de Valencia) Recuperado el 06 de

enero de 2017, de:

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was-ayuda.php

DOF, D. (1978). Reglamento Interior de la

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http://sep.gob.mx/work/models/sep1/Resource/

3f9a47cc-efd9-4724-83e4-0bb4884af388/r1.pdf

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Recuperado

de:http://www.diputados.gob.mx/LeyesBiblio/r

egla/n152.pdf

DOF. (2016). Diario Oficial de la Federación.

Reglamento Interior de la Secrataría de

Educación Pública Recuperado de:

http://sep.gob.mx/work/models/sep1/Resource/

3f9a47cc-efd9-4724-83e4-

0bb4884af388/reglamento_interior_sep.pdf

Fernandez, A. (2012). Condiciones

Ergonómicas, un Factor Primordial para el

Desarrollo Laboral del Contador. Universidad

Veracruzana. Xalapa, Veracruz.

Hendrick, H. (1991). Macroergonomics: A

Better Approach to Work System

Design.Revista IEA, Vol. 11.pp. 76-81.

IEA. (2006). Asociación Internacional de

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economics. 2018

Llaneza, J. (2008). Ergonomía y

psicosociología aplicada. Manual para la

formación del especialista. Valladolid: Lex

Nova.

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(2009). Ergonomía y Productividad: variables

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la Ergonomía . El Portal de la Seguridad,

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http://www.paritarios.cl/ergonomia.htm

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Producividad. México: Limusa.

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.html

28




"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;


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;


ID 3rd

Coautor: Ma. Guadalupe, Ibarra-Huesca/ ORC ID: 0000-0003-3379-425X; Researcher ID Thomson: P-5285-

2018; CVU CONACYT ID: 934965


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.


29



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.


"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








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








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".


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".


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








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








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








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








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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Journal-Labor and Demographic economics · 2018. 12. 22. · RINOE Journal-Labor and Demographic...

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