DOI: 10.26820/reciamuc/7.(2).abril.2023.31-38
URL: https://reciamuc.com/index.php/RECIAMUC/article/view/1086
EDITORIAL: Saberes del Conocimiento
REVISTA: RECIAMUC
ISSN: 2588-0748
TIPO DE INVESTIGACIÓN: Artículo de revisión
CÓDIGO UNESCO: 53 Ciencias Económicas
PAGINAS: 31-38
Productivity and labor performance: case of salitre savings and
loan cooperative, Lomas de Sargentillo agency. Period 2015-2021
Productividad y desempeño laboral: caso cooperativa de ahorro y crédito sa-
litre, agencia Lomas de Sargentillo. Periodo 2015-2021
Produtividade e desempenho laboral: caso da cooperativa de poupança e em-
préstimo salitre, agência Lomas de Sargentillo. Período 2015-2021
Gino Iván Ayón Ponce
1
; Miguel Augusto Baque Cantos
2
; Arturo Antonio Alvarez Indacochea
3
;
Arlet Yasuri Moran Herrera
4
RECIBIDO: 23/02/2023 ACEPTADO: 12/03/2023 PUBLICADO: 22/04/2023
1. Magíster en Administración de Empresas; Magíster en Gerencia Educativa; Ingeniero Comercial; Profesor Titular Principal, Facultad
de Ciencias Económicas, Carrera Administración de Empresas de la Universidad Estatal del Sur de Manabí; Jipijapa, Ecuador; gino.
ayon@unesum.edu.ec; https://orcid.org/0000-0001-6960-3676
2. Doctor en Administración; Magíster en Docencia Universitaria e Investigación Educativa; Diplomado en Autoevaluación y Acredita-
ción Universitaria; Ingeniero Comercial; Docente Titular Universidad Estatal del Sur de Manabí; Jipijapa, Ecuador; miguel.baque@
unesum.edu.ec; https://orcid.org/0000-0002-1529-983X
3. Doctor en Administración; Magíster en Gerencia Educativa; Ingeniero Comercial; Docente Titular Facultad de Ciencias Económicas de
la Universidad Estatal del Sur de Manabí; Jipijapa, Ecuador; arturo.alvarez@unesum.edu.ec; https://orcid.org/0000-0001-6593-075X
4. Licenciada en Administración de Empresas; Universidad Estatal del Sur de Manabí; Jipijapa, Ecuador; moran-arlet0472@unesum.edu.
ec; https://orcid.org/0009-0006-0426-7038
CORRESPONDENCIA
Gino Iván Ayón Ponce
gino.ayon@unesum.edu.ec
Jipijapa, Ecuador
© RECIAMUC; Editorial Saberes del Conocimiento, 2023
ABSTRACT
This research focuses on the Salitre Savings and Credit Cooperative, Lomas de Sargentillo agency, whose objective is to
determine the productivity and job performance of the staff working in the Salitre Savings and Credit Cooperative. In the theo-
retical framework, a brief description of the main bibliographic sources, books and web pages is made, it has been seen the
need to collect information and theory that contribute to the investigation of this thesis with topics of Business Administration,
Strategic Management, and Human Talent Management, determines the immediate or potential effect on an organization
given a given situation. For the methodological framework, a description of the approach used for research methods is made,
it refers to the development of the action plan, which implicitly implies the proposal of a series of activities in order to promo-
te the human talent management process. The Development of the Proposal refers to the tendencies and perspectives of
human management that aim to optimize the administration of the organization's personnel. On the other hand, for the work
performance of the staff, it has been proposed; responsibility, work organization, amount of work and with a lower percentage
the Quality of work is evidenced. In the case of responsibility, employees apply work techniques. The responsibility assumed
by employees in the execution of their tasks is limited by institutional policies. The manager must take full advantage of the
skills of the servers or employees under his charge to achieve the objectives of the Cooperativa de Ahorro y Crédito Salitre.
Keywords: Labor Productivity; Human Talent; Skills; Knowledge.
RESUMEN
La presente investigación se enfoca en la Cooperativa de Ahorro y Crédito Salitre, agencia Lomas de Sargentillo”, cuyo ob-
jetivo es determinar cómo es la Productividad y el desempeño laboral del personal que labora en la Cooperativa de Ahorro y
Crédito Salitre. En el marco teórico se realiza una breve descripción de las principales fuentes bibliográficas, libros y páginas
web, se ha visto la necesidad de recolectar información y teoría que aportan a la investigación de la presente tesis con temas
de Administración de empresas, Gerencia Estratégica, y Gestión del Talento Humano, determina el efecto inmediato o poten-
cial sobre una organización dada una situación determinada. Para el marco metodológico, se efectúa una descripción del
enfoque utilizado métodos para la investigación, hace referencia a la elaboración del plan de acción, el cual lleva implícito
la propuesta de una serie de actividades en función de promover el proceso de gestión de talento humano. El Desarrollo de
la Propuesta hace referencia a las tendencias y las perspectivas de gestión humana pretenden optimizar la administración
del personal de la organización. Por otra parte, para el desempeño laboral del personal se ha planteado; responsabilidad,
organización del trabajo, cantidad de trabajo y con menor porcentaje se evidencia la Calidad de trabajo. En el caso de la
responsabilidad, los empleados aplican técnicas de trabajo. La responsabilidad que asumen los empleados en la ejecución
de sus tareas está limitada por las políticas institucionales. El gerente deberá beneficiarse al máximo de las habilidades de
los servidores o empleados a su cargo para el logro de los objetivos de la Cooperativa de Ahorro y Crédito Salitre.
Palabras clave: Productividad Laboral; Talento Humano; Habilidades; Conocimiento.
RESUMO
Esta investigação centra-se na Cooperativa de Ahorro y Crédito Salitre, agência Lomas de Sargentillo, cujo objectivo é
determinar a produtividade e o desempenho profissional do pessoal que trabalha na Cooperativa de Ahorro y Crédito
Salitre. No quadro teórico é feita uma breve descrição das principais fontes bibliográficas, livros e páginas web, tendo-se
verificado a necessidade de recolher informação e teoria que contribuam para a investigação da presente tese com temas
de Administração de empresas, Gestão Estratégica e Gestão do Talento Humano, determina o efeito imediato ou potencial
sobre uma organização dada uma determinada situação. Para o enquadramento metodológico, é feita uma descrição
da abordagem utilizada para os métodos de investigação, referindo-se à elaboração do plano de acção, o que implica a
proposta de uma série de actividades a fim de promover o processo de gestão do talento humano. O Desenvolvimento
da Proposta refere-se às tendências e perspectivas da gestão humana, com o objectivo de optimizar a administração do
pessoal da organização. Por outro lado, para o desempenho do trabalho do pessoal, responsabilidade, organização do
trabalho, quantidade de trabalho e, em menor medida, a Qualidade do trabalho. Em caso de responsabilidade, os empre-
gados aplicam técnicas de trabalho. A responsabilidade que os empregados assumem na execução das suas tarefas é
limitada pelas políticas institucionais. O gestor deve tirar pleno partido das competências dos empregados a seu cargo
para atingir os objectivos da Cooperativa de Ahorro y Crédito Salitre.
Palavras-chave: Produtividade laboral; Talento humano; Competências; Conhecimento.
33
RECIMAUC VOL. 7 Nº 2 (2023)
Introducción
In companies, productivity is an important
component that not only allows us to de-
termine the work performance of the com-
pany's workers, but also sets a limit to our
possibility of improving. A company that is
productive shows that it properly applies the
administrative process, is responsible for
measuring and calculating the total goods
and services that have been produced by
each factor used during a given time.
According to Portillo, (2004) mentions that
the implementation of the administrative
process plays a very important role in the
correct execution of the activities and pro-
cesses of any company, this process is
essential for any company that provides
goods or services. This process helps com-
panies to carry out a correct execution of
the activities and thus take advantage of
the human, technical and material resour-
ces, with which it counts.
According to Pedraza, Amaya and Conde
(2010) Employee performance has always
been considered the cornerstone for de-
veloping the effectiveness and success
of an organization; For this reason there is
currently total interest for human resources
managers in aspects that allow not only to
measure it but also to improve it.
In this sense, performance is those actions
or behaviors observed in employees that
are relevant to the objectives of the organi-
zation, and can be measured in terms of the
competencies of each individual and their
level of contribution to the company. This
performance can be successful or not, de-
pending on a set of characteristics that are
often manifested through behavior.
On the other hand, Tapia and Chagñay
(2017) mention that in effect the administra-
tive process comprises a series of stages,
that its correct establishment is aimed at
facilitating administration and constitutes a
fundamental basis for the development of a
company or organization in the sense of in-
crease productivity and competitiveness in
the sector to which it belongs.
Every company must assume the correct
use of these processes and with the res-
ponsibility of establishing a logical direction
or coordination, since the progress of the
company really depends on these, in view
of taking into account possible future goals,
establishing a management plan. that fulfill
the objectives, its mission and vision.
In this sense, the labor productivity of midd-
le-aged women and younger workers was
particularly low. (Abdullaev & Estevao, 2013)
Likewise, adequate labor productivity incor-
porated aspects aimed at strengthening the
rights of workers, improving health and sa-
fety at work, and eradicating child labor and
labor equity. (Flores Quiroga, Hernández
Ochoa, Palacios Prieto, Contreras Saldívar,
& Avante Juárez, 2019)
Labor productivity in Ecuadorian compa-
nies directly affects the motivation of the
collaborator, which allows him to go to his
workplace with a good attitude. The cons-
truction of a good work performance plays
an important role between the company and
the worker, when the company motivates
the employee by allowing him to participate
in decision-making. (Arriaga Sánchez & La-
vayen Apolinario, 2020)
When analyzing the importance of the pro-
ductivity factor, experts have tried to explain
why a company has higher levels of producti-
vity, enabling it to start the internationalization
process, while other companies fail to reach
those levels. A traditional theory assumed
that companies were born with an inherent
capacity for productivity from the very mo-
ment of their creation (García de Hoyo, 2020).
The present investigative work is born from
the urgent need to enhance the weaknesses
in the aspect of productivity and work perfor-
mance of the Salitre Savings and Credit Coo-
perative, Lomas de Sargentillo Agency, from
PRODUCTIVITY AND LABOR PERFORMANCE: CASE OF SALITRE SAVINGS AND LOAN COOPERATIVE, LO-
MAS DE SARGENTILLO AGENCY. PERIOD 2015-2021
34
RECIMAUC VOL. 7 Nº 2 (2023)
this effective strategies will be proposed in
productivity that I helped stabilize and streng-
then the liquidity of the company. Through this,
an analysis will be made to determine how the
cooperative's employees develop their work
activities based on their productivity.
Methodology
The research had a quantitative approach
where the data obtained as a result of the
measurement of the indicators of each of the
variables object of the present study was co-
llected and analyzed, in this case the inde-
pendent variable of productivity and the de-
pendent variable that is work performance.
With the survey technique, information is
collected through a bank of questions, carr-
ying out the study sample of 15 employees
in order to obtain the information based on
the knowledge of each one of them of the
Salitre Savings and Credit Cooperative of
the Lomas de Lomas Agency. Sargentillo
to know the current situation of productivity
and job performance.
An interview was held with the administrator
of the Cooperativa de Ahorro y Crédito Salitre
of the Lomas de Sargentillo Agency, taking
into account the bank of questions that he
proceeded to make verbally in one of the vi-
sits with this we were able to obtain essential
information to continue with our research.
Results
Once the survey was applied to the per-
sonnel that works in the Salitre Savings and
Credit Cooperative, the analysis and the res-
pective interpretation of the results obtained
were carried out, to identify the current si-
tuation of productivity and work performan-
ce of the collaborators of said cooperative,
the following results were obtained through
the interview and the survey.
The results of the survey are represented
in explanatory tables and statistical graphs
that facilitate an adequate reading of it and
easy understanding of the problem that is
the object of this investigation, therefore, cu-
rrently in many companies there is a high
level of labor productivity.
On the other hand, obtaining that 30% of the
workers consider it excellent when knowing
what the mission and vision of the company
is, and the other 25% consider it regular; and
20% do not know what the mission and vision
are therefore bad while 15% answered good
and 10% consider it very good, that is, it is
the modular anchor of any institution.
Likewise, when asking if the employee had
the freedom to decide how to carry out their
activities, most of the respondents agree that
they are bad with 40%; on the other hand,
20% would consider it excellent; while 16%
stated that it is good; 13% answering that it is
regular while 11% consider it very good.
In relation to the level of information and the
tools when using some of the respondents
consider that 40% is regular, on the other
hand, 24% of the employees surveyed men-
tioned that the level of information for the use
of the tools is very good, and a 18% consider
it good, 12% of those surveyed answered
that it is excellent, while 6% answered bad.
In relation to the level of productivity that exists
with new employees at the beginning, it was
considered good, but when the administra-
tion changed, 37% of those surveyed consi-
dered that relations with new employees were
bad, while 35% considered it regular, a 15%
responded that they consider it excellent, 8%
responded that it was very good, and 5% res-
ponded that communication is good.
When establishing the relationship that exists
between boss and worker before the change
of administrator, the relationship was very good
with 39%, since currently the workers consider
it regular with 35%; while 12% indicated that it
is good; therefore, 8% consider it very good,
and 6% answered that it is excellent.
In addition, it was considered to investigate
the work schedule established by law where
36% of the respondents indicated that it is
AYÓN PONCE, G. I., BAQUE CANTOS, M. A., ALVAREZ INDACOCHEA, A. A., & MORAN HERRERA, A. Y.
35
RECIMAUC VOL. 7 Nº 2 (2023)
bad, and 35% that it is regular, 22% indica-
ted that it is very good, and 5% stated that it
is good, and 2% that is excellent.
On the part of the behavior, the evaluation that
the boss has when considering the perfor-
mance of the workers was investigated whe-
re the majority agreed with 45% that it is bad,
therefore, 32% indicated that it is regular and
10% that it is good, while 8% said that it is very
good, therefore 5% said that it is excellent.
According to the response of the respon-
dents, they mentioned that overtime is not
paid in the best way where 41% indicated
that they are bad, and 33% that they are re-
gular, and 10% that they are good, while 8%
very good; therefore the 8% that is excellent.
Therefore, it is concluded that in the ware-
house there is a high level of productivity
due to work overload, overtime is not paid
according to the law, there is a regular rela-
tionship between boss and employee, and
poor communication between employees.
Additionally, there is very little freedom when
deciding how to carry out their activities and
the evaluations used by the boss to measure
results for employees are ineffective, all the-
se aspects generate low job performance.
These results show the behavior that exists
in the employees of the Salitre Savings and
Credit Cooperative when they are not trea-
ted as they should, so they feel very pressu-
red when carrying out their activities, based
on the results obtained; in the survey carried
out on the employees of the cooperative, the
vast majority consider that there is a high le-
vel of productivity, but due to the demands
of the managers without considering overti-
me outside working hours.
The interview was applied to the administra-
tor of the Cooperativa de Ahorro y Crédito
Salitre of the Lomas de Sargentillo Agency,
through one of the visits through which it was
possible to obtain the necessary information
for the realization of the results, to whom the
following questions were made questions.
1. Do you think that the employees know,
understand and comprehend the mission
and vision of the cooperative?
As administrator of the Salitre Savings and
Credit Cooperative of the Lomas de Sargen-
tillo Agency, i can say that our staff who work
in the cooperative are very clear about our
mission, which is to promote socio-econo-
mic development in the areas of influence
of the cooperative, through the delivery of
financial products and services appropria-
te to its market, sustainable and with criteria
of social responsibility, likewise the vision
is to provide efficient financial solutions to
the Agricultural and Microenterprise sector
of the provinces of Guayas and Los Ríos,
with patrimonial support, physical and tech-
nological infrastructure; processes adapted
to the needs of the market and a work team
committed to the execution of cooperative
principles, that is the commitment of all of us
who make up the institution.
2. Does the employee have the freedom
to decide how to carry out his activities in
the cooperative?
Our company aims to make our employees
feel good so that they can give their 100%
in productivity and therefore in work perfor-
mance. Because our goal is always to be
the leader in the competitive market.
3. Does the employee have the necessary
information, means and tools to carry out
their work?
At the cooperative we have the obligation to
publicize the security measures and provi-
de all the appropriate tools and biosecurity
means for all our employees.
4. When new employees join, are they in-
formed of the activities to be carried out
in the workplace?
The cooperative is very careful on this point,
because each employee who joins the Sa-
litre Savings and Credit Cooperative of the
Lomas de Sargentillo Agency and the head-
PRODUCTIVITY AND LABOR PERFORMANCE: CASE OF SALITRE SAVINGS AND LOAN COOPERATIVE, LO-
MAS DE SARGENTILLO AGENCY. PERIOD 2015-2021
36
RECIMAUC VOL. 7 Nº 2 (2023)
quarters, as well as in the other branches, is
provided with the necessary measures such
as educational talks and it gives them the
codes that must be followed in the institution
so that they comply with them properly.
5. Do you try to solve situations of per-
sonal conict between employees in an
open and clear way?
Our cooperative has the prestige of being
one of the best cooperatives, therefore, we
must be as discreet in a situation of conflict
between our employees and seek a solution
as possible so as not to harm the company.
6. Do you consider that the work environ-
ment in the company strengthens inter-
personal relationships?
At the Salitre Savings and Credit Coope-
rative of the Lomas de Sargentillo Agen-
cy, it provides its employees with a stable
and essential work environment in order to
meet the company's objectives by combi-
ning individual skills and resources; for this
reason, its considered essential to preser-
ve and promote interpersonal relationships
that allow the establishment of an excellent
work environment.
7. Do you think the relationship between
bosses and employees allows them to
develop intelligence and innovation in
the workplace?
I believe that as an administrator of the Salitre
Savings and Credit Cooperative of the Lomas
de Sargentillo Agency i have a good rela-
tionship with my colleagues since they have
good social skills and that this contributes to
a working environment in the cooperative.
8. Do you believe that the established
schedule is in accordance with the provi-
sions of the law?
According to the schedule established in the
Salitre Savings and Credit Cooperative of the
Lomas de Sargentillo Agency, i consider that,
if it is appropriate, because in these times of
competition we should not be left behind and
in this way the cooperative provides and sa-
tisfies the needs of our full time clients.
9. When performing the role as boss, are
you satised with the performance of
your colleagues?
In the Salitre Savings and Credit Coopera-
tive of the Lomas de Sargentillo Agency, it
is a company that offers job opportunities.
As an administrator, i can say that there are
employees who sometimes are worthy of
belonging to the company, but sometimes
not because there are employees that do
not leave the cooperative high.
10. Are the extra hours that the workers
perform rewarded, so that the employee
feels satised?
At the Salitre Savings and Credit Cooperati-
ve of the Lomas de Sargentillo Agency, it is
an institution that knows how to reward em-
ployees very well when they do extra work,
since in this way it is encouraged by the la-
bor code regime.
Discussion
In order to determine the productivity and
work performance of the employees of the
Salitre Savings and Credit Cooperative of
the Lomas de Sargentillo Agency, a survey
was carried out for the 15 employees of the
entity under study, as well as the Interview
with the administrator of the cooperative, to
know the reality about productivity and work
performance that the cooperative is going
through and thus propose feasible alterna-
tives through the conclusions of this investi-
gation. All this is compared with highly rele-
vant research that is similar to the research
carried out in the cooperative.
In the book by García del Hoyo, Juan (2020),
he states that one of the traditional theories
assumed that companies from the moment
of their creation are born with an inherent
capacity for productivity. Companies with
efficient productivity are those that will be
AYÓN PONCE, G. I., BAQUE CANTOS, M. A., ALVAREZ INDACOCHEA, A. A., & MORAN HERRERA, A. Y.
37
RECIMAUC VOL. 7 Nº 2 (2023)
able to survive and grow in the markets, whi-
le inefficient companies are destined to fail.
It should be noted that this theory by García
del Hoyo makes a clarification of the pro-
ductivity process of the companies in rela-
tion to the study, because if what must be
done is not planned, the cooperative will not
have favorable results of administrative and
financial management, this implies that the
cooperative has set a mission to serve the
area of influence.
Another important aspect was expressed
by Ulloa (2019), where he indicates that
the functions of administrative manage-
ment around the control of personnel per-
formance, not only focus on verifying tasks
and verifying process compliance, but also
going further to incorporate good strategies
towards the fulfillment of the objectives and
goals of the organizations.
From this point of view, Ulloa's criteria is very
valuable to keep in mind in the business envi-
ronment of any organization or institution, for
this reason i share this opinion, so that the
study carried out combines with the previous
version and what should be kept in mind it is
being administered and the service it is offe-
ring to comply with the socio-economic de-
velopment of the sectors of influence that the
Salitre Savings and Credit Cooperative of the
Lomas de Sargentillo Agency has marked.
In the research entitled: "Organizational
communication in the optimization of labor
performance of companies in the dairy sec-
tor in the province of Tungurahua" by (Maiza
Moya, 2019) the following is mentioned:
What was stated in their research Reyes,
Huilcapi, Montiel & Mora (2018), on labor
performance and administrative proces-
ses as sources of business development,
indicates the labor performance of human
resources will have "a lot to do with the be-
havior of workers and the motivation; there-
fore, the better the motivation, the better the
performance of the work and therefore the
productivity improves.
From this perspective, this previous criterion
is very valuable because good job perfor-
mance depends on the functions that it deve-
lops, so that the research carried out is direct-
ly consistent with the investigated process of
productivity and employee performance.
Conclusions
It is concluded that the level of productivity
in the credit area of the Salitre Savings and
Credit Cooperative of the Lomas de Sargen-
tillo Agency, has favorable results in having
a high level of performance in productivity.
The work performance of the employees of
the Salitre Savings and Credit Cooperative
of the Lomas de Sargentillo agency is effi-
cient because the level of productivity de-
pends on the work carried out in conjunction
with all the personnel who work in the coo-
perative, this according to the functions of
each of its employees.
There is a significant relationship between
the skill dimension of job performance and
the productivity of Salitre Savings and Cre-
dit Cooperative employees, because the
level of productivity depends on job perfor-
mance, so there is a significant relationship
between the knowledge dimension of job
performance and the productivity of the
Cooperative's employees.
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38
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Ayón Ponce, G. I., Baque Cantos, M. A., Alvarez Indacochea, A. A., & Moran
Herrera, A. Y. (2023). Productivity and labor performance: case of salitre sa-
vings and loan cooperative, Lomas de Sargentillo agency. Period 2015-2021.
RECIAMUC, 7(2). Recuperado a partir de https://reciamuc.com/index.php/
RECIAMUC/article/view/1088
AYÓN PONCE, G. I., BAQUE CANTOS, M. A., ALVAREZ INDACOCHEA, A. A., & MORAN HERRERA, A. Y.
