Propuesta para el proceso de inducción en una empresa privada de la ciudad de Guayaquil

Abstract

In private organizations in Guayaquil, the induction process for new employees is often characterized by a markedly fragmented and accelerated administrative approach. This approach systematically prioritizes regulatory compliance and immediate productivity, thus relegating the true human and cultural integration of the individual to the background. This mode of integration generates important levels of uncertainty, disorientation, and information overload in new employees, who are forced to adapt through trial and error, creating implicit organizational differences. This problem is objectively accentuated in work contexts characterized by fast-paced rhythms and marked hierarchical structures, where communication is directed in one direction and induction takes the form of an institutional monologue. From an organizational psychology perspective, these practices negatively affect key variables such as role clarity, intrinsic motivation, engagement, and identification with the organizational culture, increasing the risk of early turnover. Thus, by losing its psychological and relational character, induction becomes a meaningless formality, weakening the initial bond between the employee and the organization.