Suchergebnisse

Thesis (PH.D.)--University of Chicago, 1916. ; Bibliography: p. 108-109. ; Mode of access: Internet.

Luego de la jefatura militar en Venezuela durante el periodo 1948-1958, se reinicia en el país el asentamiento y consolidación de la democracia de partidos, ésta da frutos en una sucesión de pactos con las élites representativas de la sociedad, la iglesia, las organizaciones partidistas, el sector castrense, empresarial y laboral. La consolidación del modelo va a traer consigo que las preocupaciones inherentes al peligro del retorno de los militares al poder se disipen y las atenciones vayan ahora dirigidas a cuestionar el sistema democrático instaurado. De allí surgen las necesarias reformas con la finalidad de hacer más viable el modelo democrático, unas desde el Estado mismo (CAP, CRIAP y COPRE). Los centros de investigación sociopolítica como el CENDES, intelectuales, entre otros. La preocupación central va a rondar en torno a hacer efectivo el ideal federalista descentralizado de un Estado de corte políticamente liberal, para ello había que fundar las bases de una legitimidad regional basada en el voto universal directo y secreto.

A laboratory experiment explores the perceived fairness of hiring decisions with regards to justifications that might reduce the negative reactions of job recipients. In particular, we examine the effects of no justification, and the affirmative action argument on the perceived fairness of the hiring of women and minorities. Results indicate that the hiring decision is perceived to be fairer when no justification is given than when affirmative action is used to justify the decision. The perception of decision was further moderated by proportional values with stronger effects for men than women.

El objetivo es ilustrar cómo la investigación que se realizó, encontró componentes de éticaempresarial y perfil gerencial en cuatro empresas bogotanas de acuerdo con perfiles deseablesde desarrollo universitario. Asimismo, desde el punto de vista empresarial, corroborar sicuatro empresas bogotanas exigen a sus profesionales en Administración de Empresas perfilesde desempeño y valores de desarrollo para desenvolverse en un ambiente de negocios. Esindiscutible que los cambios tecnológicos, de sistemas económicos, sociales y políticos llevaránal profesional en Administración de Empresas a prepararse de acuerdo con las exigencias delmundo moderno y a la Universidad a adecuar todos sus sistemas para crear un perfil delestudiante y del profesional coherente con las exigencias de liderazgo y capacidad de toma dedecisiones en extrema competitividad . ; The purpose of this article is to demonstrate how this current research found elements of businessethics and management profiles in four Bogota companies, as predicted by university developmentprofiles. From the company point of view, the research tried to assess if four Bogota companiesdemanded of their business administration professionals, performance profiles and developmentvalues that work in a business environment. Current changes in the technological, social, economicand political environment demand that the business graduate to prepare himself according tothese trends. With regards to the University, it needs to focus on forming students to meet agraduate profile in line with the necessities of decision-making in extremely competitive environments.

Organisations are facing enormous changes in the demographic composition of the workforce. Racial groups that have traditionally been professionally isolated from one another are working together as more minorities are assimilated into the workforce (Lewan, 1990). The Hudson Institute's Workforce 2000 statistics project that women, minorities, and immigrants will soon make up the majority of new entrants into the American workforce (Johnston & Packer, 1987). This diversity brings numerous racial and cultural differences into corporations. As a result, managing diversity increasingly appears on the agendas of organisational leaders (Cox & Blake, 1991).

This study explored racial diversity's influence on firm performance. A national sample of 177 banks was used to first test competing hypotheses supported by the resource-based view of the firm and social identity theory that posited positive and negative direct effects, respectively, of racial diversity on organizational performance. No support was found for either prediction. However, a contingency theory-based hypothesis was supported. A moderation effect indicated that racial diversity's association with performance was contingent on firms' level of innovation. Specifically, racial diversity enhanced performance for banks pursuing an innovation strategy, whereas for banks low in innovation, performance declined. The results suggest that a racially diverse workforce in conjunction with an innovation-focused business strategy may provide firms a competitive advantage. This study thus supports a contingency/resource-based perspective that states that racial diversity, as a knowledge-based resource, needs to be set in an appropriate context to fully realize its potential benefits.