The Ethical Values And Work Performance Of The Administrative Employees Of The Universities

The ethical values and work performance of the administrative employees of the Universities

Humanity has experienced an extraordinary advance at the end of the 20th century, related to the scientific and technological. This fact has presented the inescapable process of society that raises the relevance of organizing the process according to the spirit of the time.

Indeed, there are ideologies and paradigms that approve the arguments to this progress and build an appropriate intellectual support: the basic idea of transforming men into victims or slaves for the supposed good of future generations, which would present an abstract legalized ideaon behalf of the nation, of the people, of its development itself. Paradoxically, this notion is not always consistent with the reality of the different sectors of the peoples in which it is registered, providing a social justification for moral education.

In this sense, authentic and most important progress is based on the provision to listen to fundamental criticism and accept reasoned suggestions. The progress achieved by man has allowed himto the needs of a history in progress where it is stumbled upon with social, economic and moral problems that could distort their way to progress.

In this sense, the notion of moral formation implies the development of attitudes towards norms, principles, habits, behaviors, convictions and guidelines achieving the possible social coexistence among men. Hence, it is solidarity the fundamental principle of new humanism within the framework of the formation of values, as explained by Termes.

Therefore, the values identify and reinforce, through socio -culturally coercive proposals of behavior, the important areas of the cultural fabric, where the proper functioning depends on the survival and the achievement of the aims for the group of men and women who live together.

From what has been said, it must be clear that the group of people and culture are inseparable realities;They cannot exist without the other, but these groups of people are divided by reasons of their own internal organization, in subgroups, considering the criteria of sex, age, occupation, and others, cultural branches generate subcultures, which respond tothe organizational needs and specific meanings for the demands of each group. It is in this inevitable branch that is observed around the organizational culture, in which the values are part of it with an instrumental mediator in the realization of the group of people.

According to Siliceo, Casares and González, a healthy organizational culture must have identified and socialized the values on which their success depends, associated with the productivity of the work of its members.

On the other hand, in the organization, thinking about the personal values system implies seeking the contribution of the actors in the influence processes. That is, the disposition of the members to accept the messages, not because of what they have of authoritarians but because they share the meaning and importance of their contents.

In this way, as Ethkin expresses, the word values is used instead of good, because the good, the fair is taken as in the essence of ethics but become components of a conceptual category: values.

In this sense, when considering organizations trying to grow in a globalized world and with their own problems in the political and economic order, they need to develop a healthy organizational culture, taking into account their vision and mission shared by the organization, where the work of theirmembers according to what was stated by Siliceo, Casares and González, generates trust, responsibility, security, quality and excellence in their operations considering the ethical component in each of them, to achieve a competitive benefit.

When referring to competitiveness, it is affirmed that, an ethical company as an organization is always more competitive, interpreting this concept as the desire to maintain an environment of relations with the actors involved in business activity, which facilitates its permanence in the long marketTerm with a sufficient benefit to achieve its endurance, as Cortina explains, when it intends to emphasize work within a company, establishing synergy among its members.

According to García and Dolan, the union of ethics and values produce an important synergy in organizations called ethical values, which associated with a good job performance of their employees are the appropriate means to achieve the purpose of the organization.

Consequently, ethical values and work performance participate in every organization permanently, because they emerge to understand how an ethical dilemma should be performed and achieve an effective solution, in this sense, Davis and Newstrom (2000), manifest as a purpose of ethics: make people able to make better decisions in their labor relations, and therefore, it is necessary to model, where the leaders and managers will express the desired and how the employee should perform forto achieve effectiveness within the organization.

On the other hand, according to Robbins, no decision today would be adjusted without ethical inclusion, because, it constitutes an internal value reflected in the environment of any organizational activity, characterized by a set of factors in human relations where they give a dimensionEthics to values representing the basic convictions in a specific way of behavior or final state of existence by relating to beliefs, internalizing and forming a series of norms, which when time passes are established as the basis in the organization.

Consequently, for Ortiz, it is important to highlight the interest that ethical values have taken in organizations, generating the growth of behavioral codes and ethical committees. There are situations where a decision is conditioned by ethical criteria, this has generated the investigations and analysis initiative in the possibility of formulating universal norms of conduct with which it is determined whether or not a decision is adjusted in relation to other possible solutions accepted by theOrganization collective.

Notwithstanding this, organizations are currently confronted by various critical situations propitiated by the members, who, due to different beliefs and values, it is difficult for them to accept those that make up the organizational culture of said company, which makes it difficult to assimilate the rules and adapt to the requirementsestablished, hence their work performance is not as expected and this affects, in some way, the moral ethical values of people in the organization.

According to Garcia, the crisis in organizations can have origin in the actions of men, even when they do not act and allow in internal relations and the environment the generation of potential problems by raising serious conflicts within the organization.

In this regard, García and Dolan, affirm that shared beliefs and values contribute, without a doubt, the most important key to understanding and facilitating human behavior at work, hence, the need to adapt performance to ethical approaches and principles by formingThe vision and mission of the organization.

Indeed, man is immersed in a social reality, where work and market are justified, even for those who study full time, study is a way of working, it is their particular way of contributing to society in whichThey live, where universities as educational organizations are also considered companies, some for profit and other non -profit, but all with their offers and services to capture the man who wants to form, regardless of his doctrine to preach.

However, something is true, as the Rose and Carpio affirmed, they all fight to sow in the individual ethical values and their work capacity, necessary in social coexistence, since in different cultures and religions there are crisis of ethical values.

In his opinion, Guédez, highlights the need in an educational organization to give priority to everything related to values, ethics and job training, since somehow there is an essence response to the purpose of education. In the same way, ethical principles and behaviors are developed from all those educational efforts based on conveniently oriented.

It should be considered that, the current moment of education is critical in relation to the formation and development of man, and therefore, the university, as the highest house of studies does not escape this reality, the crisis of values is evident in peopleof that community. This, together with the complex circumstances of the world, make their attention necessary.

It is necessary to highlight for the case of Latin America, the university academic structure has not only maintained the basic model of the Colonial University but in several aspects, it maintains the Napoleonic style, where it adopts a monolithic, vertical hierarchy and with uniform disciplinary programs, incorporatingDifferent education models such as active school, behaviorism, partner -reconstructionism, cognivism, and constructivism, but all within a traditional scheme.

By recognizing the academic achievements of the Latin American Public University, the critical attitude is imposed on those aspects of the same intellectual order that must be changed. At the same time, responsibility should not be assumed in the changes without considering the historical -social trajectory of the continent.

It is from that context where the Latin American University considers the option for the change in the dimension of ethical values, because the human being has the nature of being dynamic with permanent changes;Obeying to the consolidation of its own humanity, and that is when the university, as expressed by Ordoñez, must be organized according to its mission in the context of the needs of the people in which it develops.

In the Venezuelan case, the public university, in the transformation process it is considered as an entity of social change, where the work developed in its scope is a life project and must preserve the academic character, respect for autonomy, its conditionDemocratic and critical attitude, as Averu explains, so that they are stimulators of development and act as consciousness in the ethical value of the peoples associated with their labor training.

In this way, Venezuelan public universities must be analytically submitted to social needs and requirements, preparing professionals to act ethically and efficiently in decision -making scenarios. A quality education must train critical professionals, knowledgeable about their duties and rights, of democratic ideals with ethical sense, human sensitivity and collective vision, capable of creatively promoting thoughts and transformative actions of national reality.

In this sense, the university within an integrated system of higher education must recover its role as critical and moral awareness of society, being fundamental a true intellectual, moral and labor transformation, which allows to overcome the individualism of people and institutions and institutions andPromote unity in respect for differences, establishing an ethic of groups, including human values of freedom, social justice, tolerance and solidarity.

It is timely, the time to clearly express that higher education institutions in Venezuela, and specifically public universities, are organizations of great importance for the development and change of society’s values, for educating young people in different disciplines,who will then take leadership positions in the country in their performance.

Consequently, universities, as institutions, interact in a community formed by teachers, employees, workers and students, where all together become key elements for the development of ethical values manifested in daily work within the educational field.

Within the framework of this reality, there is the University of Zulia, a public and autonomous educational institution of the city of Maracaibo, regulated by the Law of Universities, and by internal policies, where research, development and training of resources are usedHumans as a daily practice, but not as a superior efficiency strategy, in which both academic and administrative staff are involved for being responsible for obtaining the greatest productivity in the service offered, as Chacín expresses, specifically whenrefers to employee’s work performance.

Under this context, in terms of future need on the institution, the group of administrative employees is present, who with the result of their work achieve part of the success of the university, as an organization.

It is important to note that, the situation of the University in the social, economic and political, directly touches administrative employees, creating unavailable results in the productivity of their work, generating directly as explained by López (2001), a crisisof values, for which the same university does not have strengthened a strategic plan with said group and thus achieve equity and identification with the norms of the institution and thus obtain highly positive work performance, allowing to develop the personality of the employeeIn the various labor areas of its competence.

Such fact is raised at the University of Zulia when detected that the behavior manifested by the administrative employees of the humanistic core is not consistent with the vision and mission of this study house, where the human and social part, according to the holistic approach of its conformation, it is fundamental, and therefore, it is necessary to emphasize the responsibility and commitment assumed to achieve the expected productivity, however these employees are evidenceof criteria, partial works, with little interest towards the activities of the institution.

This situation was diagnosed for the elaboration of the Strategic Development Plan which arose when it was found that the performance of employees does not satisfy social commitment as part of that path initiated, pretending to be achieved with the committed and responsible participation of the university community, wherediscuss universal ideas.

All the above, results in its sense of belonging to the institution, which could affect its poorly effective job performance, affecting the quality of work and consequently a good part of the institutional development is affected.

In this regard, it should be noted that the work performance of administrative employees, as Chacín expresses, is characterized by indifferent and routine actions, with little sense of belonging to the institution which could contribute to administrative results of poor quality, entering intoContinuous with the desired mission, vision and values, organizationally adjusted to the reality of an educational community, with its own characteristics such as the University of Zulia.

It is important to highlight, among the reasons that motivate the researcher to study this group of university employees is to establish the relationship of ethical values with work performance in the humanistic sector of the University of Zulia.