Organizational climate and culture

Strategies for managing human talent in the Dental Unit Habach

Abstract

The main objective of this research is to propose strategies for managing the work environment and organizational culture in human talent management at the Habach Dental Unit. Methodologically, a quantitative, descriptive, and non-experimental design approach was used. For data collection, two standardized instruments were applied to twenty (20) workers: the Work Climate Scale (CL-SPC) and the Denison Organizational Culture Questionnaire. The overall results revealed a Favorable work climate and an Average organizational culture. While most factors such as personal fulfillment, involvement, and supervision scored high, communication was identified as the main weakness in both instruments, obtaining an Unfavorable perception. In conclusion, it was determined that deficiencies in internal communication act as a significant obstacle, preventing the clinic's climate and culture from reaching a level of excellence. Therefore, the recommendations focus on implementing strategies to strengthen communication, such as creating two-way channels and specialized workshops, and on the strategic use of existing strengths, such as recognition and shared values, to drive comprehensive and sustainable improvement in organizational performance.