Statistical data extracted from national databases demonstrate a continuous growth in the incidence and prevalence of chronic kidney disease (CKD) and the ineffectiveness of current policies and strategies based on individual risk factors to reduce them, as well as their mortality and costs. Some innovative programs, telemedicine and government interest in the prevention of CKD did not facilitate timely access to care, continuing the increased demand for dialysis and transplants, high morbidity and long-term disability. In contrast, new forms of kidney disease of unknown etiology affected populations in developing countries and underrepresented minorities, who face socioeconomic and cultural disadvantages. With this background, our objective was to analyze in the existing literature the effects of social determinants in CKD, concluding that it is necessary to strengthen current kidney health strategies, designing in a transdisciplinary way, a model that considers demographic characteristics integrated into individual risk factors and risk factors population, incorporating the population health perspective in public health policies to improve results in kidney health care, since CKD continues to be an important and growing contributor to chronic diseases.
In times of shocking and rapid technological advances, increasingly demanding work routines, changes in the labour market, the arrival of new generations in organizations, changes in the global political and economic context and national economic instability, stressors have increased and are increasingly influential in work performance. Evidence shows that factors external to organizations impact on the performance of people at work, but more so do the stressors that are internal to the organization. The objectives of this research were the detection and identification of factors that protect people from organizational work stress that can positively influence daily habits. The working hypothesis is that if people grasp emotional management strategies, they will avoid the side effects of stressful working conditions, properly managing their emotions and being more effective in their task. The first stage of the intervention was in ACARA (Association of Automobile Dealers of the Argentine Republic); a questionnaire (pre-test) was carried out to identify the factors perceived by the members of the entity as stressors in the work environment, the actions they used to control their emotions, the influence of the emotional decision-making, and collaborative elements to protect people from work stress. Lack of motivation, work with people complaining recurrently, lack of support from superiors, external pressure on task, not expressing and/or repressing emotions, excessive work burden, and tight deadlines were detected as main stress factors. When consulted about the best way to control emotions, reliability, adaptability and good predisposition to error were identified. Some actions detected in the first instance to generate this control were sense of humor and positive thinking. Motivation, responsibility, peer collaboration, teamwork, empathy, and the necessary technology to carry out their tasks were the most important factors for people to guard them against stress. In the second stage of the intervention and as an independent variable, we will work in workshops whose transferability will be performance tools that neutralize the factors that are making it impossible to make decisions, thus affecting their health and their work performance. The third stage will involve the measurement of results through the same initial questionnaire (post-test) to evaluate if the actions implemented in their jobs have been significant. ; En tiempos de impactantes y rápidos avances tecnológicos, rutinas laborales cada vez más exigentes, cambios en el mercado laboral, la llegada de las nuevas generaciones a las organizaciones, cambios en el contexto político-económico mundial e inestabilidad económica nacional, los factores estresantes se han incrementado, y resultan cada vez más influyentes en el desempeño laboral. La evidencia muestra que los factores externos a las organizaciones impactan en el desempeño de las personas en su puesto de trabajo, pero más aún lo hacen los factores estresantes internos a la organización. Forman parte de los objetivos de esta investigación la detección e identificación de los factores que protejan a las personas del estrés laboral organizacional, y que pueden influir positivamente en los hábitos cotidianos. La hipótesis de trabajo es que si las personas aprehenden estrategias de gestión emocional, evitarán los efectos secundarios derivados de las condiciones laborales estresantes, gestionando adecuadamente sus emociones y siendo más efectivos en su tarea. En la primera etapa de la intervención concretada en ACARA (Asociación de Concesionarios de Automotores de la República Argentina), se realizó un cuestionario (pre-test) para identificar los factores que los integrantes de la entidad percibían como estresantes en el ambiente laboral, las acciones que utilizaban para controlar sus emociones, la influencia de lo emocional en la toma de decisiones, y los elementos que colaboraban para proteger a las personas del estrés laboral. Se detectaron como factores estresantes la falta de motivación, el trabajar con personas que se quejan recurrentemente, la falta de apoyo de los superiores, la presión externa frente a la tarea, no expresar y/o reprimir las emociones, la carga excesiva de trabajo y los plazos ajustados. Al ser consultados los integrantes de la organización sobre cómo controlar las emociones, identificaron la confiabilidad, la adaptabilidad y la buena predisposición frente al error. Algunas acciones detectadas para generar este control fueron el sentido del humor y el pensamiento positivo. Los factores más destacados para que las personas puedan resguardarse del estrés fueron la motivación, la responsabilidad, la colaboración entre pares, el trabajo en equipo, la empatía, y contar con la tecnología necesaria para poder desarrollar sus tareas. En la segunda etapa de la intervención, y como variable independiente, se trabajará en talleres cuyo transferible serán las herramientas de desempeño que neutralicen los factores que les están imposibilitando tomar decisiones, perjudicando su salud y su desempeño laboral. La tercera etapa implicará la medición de resultados por medio del mismo cuestionario inicial (pos-test) para evaluar si han sido significativas las acciones implementadas en sus puestos de trabajo.
