MEGAPUBLI, nace en enero del presente año 2009 , para ofrecer sus servicios comerciales de avisos publicitarios  a lo largo del país, en su desenvolvimiento ha decidido contratar asesoria en su desarrollo organizacional ya que su amplia gama de sucursales no ha dado abasto. En los últimos tres meses  la producción y la rentabilidad han disminuido, hay constantes reclamos por atrasos de entregas y varios clientes han desistido de encargar sus trabajos a la empresa. A esto debemos agregar el personal de trabajo quién no se encuentra motivado de acuerdo a los cambios que afectan a esta. 

El gerente general (s) Juan Araya Aguirre, en esos momentos estubo a cargo de la empresa, por enfermedad de su padre don Antonio Araya Gerente General, que desde hace un tiempo tubo que dejar su trabajo con sintomas de estrez severo.

Don Antonio se caracterizo por su trato amable y concilatorio con el personal, supervisaba directamente todsas las actividades de la empresa y estaba a acostumbrado a conversar con los jefes de cada sección y los trabajadores, para atender personalmente los conflictos y dificultades que pudierán presentarse, tomando todas las desiciones;

Dominaba el área de trabajo como diseñador gráfico especializado. su hijo Juan, egresado recién de la universidad como ingeniero comercial, no participo de la forma administartiva en la cual se desempeñaba su padre, e impuso de sus comienzos desde su subrrogancia un estricto control de los trabajadores, Su folosofia se centro en conseguir una alta rentabilidad "a como diera lugar".

Es así como nuestra Consultora ha decidido Trabajar en este caso el cual mostramos como ejemplo de las actividades y soluciones que asesoramos.


Realizamos un exhaustivo diagnóstico de la efectividad de las comunicaciones internas en la organización, así como de la capacidad para gestionarlas.

Establecemos una ruta estratégica de acuerdo a los requerimientos del cliente, a objeto de evitar la falta de claridad y su impacto en las relaciones corporativas.


Nos detendremos a orientar las capacidaes de las personas de la organización con el fin de mejorar en forma permanente su desempeño, algo muy especifico es el mejoramiento del clima laboral, no queremos que los grupos de persona destaquen por sus conductas agresivas o se quejen de exceso de trabajo, por ende los empleados son parte fundamental en el desarrollo de la empresa. incentivos y mejoras en su entorno laboral, contribuirán  a un desempeño sólido y satisfecho.

Este enfoque tiene como finalidad conocer a fondo las persepciones y el nivel de compromiso del personal, como también establecer líneas bases y medir los efectos y orientar intervenciones organizacionales mediante un análisis que garantiza una validez y confiabilidad de sus resultado.



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