Diseño de estrategias de intervención desde el área de Recursos Humanos para la gestión y resolución de conflictos laborales en la empresa Moto- Burger en el año 2026

Abstract

Organizational conflict has been seen as a phenomenon that encompasses a process of evolution and constant change. As a result of these conflicts, a need for research is created, which focuses on finding problems in companies in the year 2026, and with it the aim of inducing processes that help it. The analysis to be carried out focuses on the alternative solutions and how these have unfavorably affected the interests of the company, generating detrimental wear and tear on the work environment, and affecting the performance of those who manage their operations. tasks appropriately and constant oversight by the human resources (HR) area, given the misunderstandings caused by those who generate these conflicts. With the follow-up of various authors who show us the analytical view of why interventions must be made in the work area so as not to affect the individual and collective performance of those who carry out work in organizations. Therefore, it is essential to apply and strengthen strategies with the purpose of identifying their origin and promoting short, medium and long-term solutions; In this way, we seek to contribute to the well-being of employees, optimize work performance and promote the retention of human talent, thereby optimizing work both inside and outside the organization; This helps promote clear and effective communication, regardless of whether the work is carried out in person or under hybrid modalities.