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The present work aims to identify relevant factors influencing the adoption of business teleworking by collecting the perceptions and attitudes of company managers and supervisors within the context of the COVID-19 pandemic, caused by the Sars-CoV-2 virus. A quantitative study is performed by applying a questionnaire to a sample of 317 employees working in companies from the Maule Region, Chile. A database is built and analyzed in two phases: 1) a descriptive phase for demographic data and 2) an inferential and modeling phase to synthesize employees' perceptions and to determine possible causalities between variables. The results show eight factors. It is concluded that remote work is perceived as a contribution to the company, that the interviewees have a positive attitude towards remote work, and that technological variables enhance business continuity. [ABSTRACT FROM AUTHOR]

The objective of the work is to develop a multivariate model that allows analyzing the influence of design thinking on the satisfaction of the users of municipal family health centers (CESFAM), in the city of La Serena, Chile. A relational model was constructed by applying a survey to 361 workers. The analysis of the model used methods of structural equations, based on partial least squares. It was determined that the attitude of the managers, the organizational participation and the formal processes of innovation, explain directly and positively the design thinking in a 64.1%. The efficiency and effectiveness of the processes, and the influence of design thinking in them, manage to explain user satisfaction by 69.7%. In conclusion, the CESFAM should focus on installing the methodology of design thinking, through managers that promote organizational participation, also integrating its users and focusing on the formalization of innovative processes. [ABSTRACT FROM AUTHOR]

El artículo discurre sobre la importancia de una buena actitud y filosofía empresarial de los ejecutivos y otros empleados. El autor comenta sobre el énfasis en el respeto, la autoridad y la ingenuidad en el entorno organizacional. También se consideran otras características importantes para una empresa, incluyendo la humildad y el deseo de aprender.

Se presenta una lista de las 15 problemas que pueden afectar a los empresarios, incluyendo pensar que son inmunes a las regulaciones, la mala coordinación y la indiferencia a los otros empleados.

El artículo discurre sobre la gestión de los recursos humanos en el mundo empresarial actual. La autora provee una serie de consejos para emprendedores, incluyendo actuar con la verdad, identificar valores similares y formalizar la gestión. También se considera la actitud apropiada que se debe expresar los emprendedores.

In this paper we try to achieve a double objective. On one hand, we try to figure out how employee's affective commitment perceived by the manager influence on her/his level of trust and also on the organizational learning capability (OLC). In addition, we analyze how manager trust influences on OLC. On the other hand, we study how these variables (affective commitment of employees, manager trust and OLC) determine product innovation. Applying structural equation model (Partial Least Squares -PLS-) on a sample of 92 firms we obtain the next results: employee's affective commitment perceived by manager determine her/his level of trust and well we check that affective commitment and trust explain OLC. Finally, we probe that both variables (affective commitment and truss) are related with product innovation through OLC. [ABSTRACT FROM AUTHOR]

El artículo discurre sobre la influencia de los incentivos económicos en las empresas así como en la gestión empresarial. El autor comenta sobre las actitudes apropiadas de los directivos hacia sus empleados y describe la implementación de sistemas de control de gestión para alinear con los objetivos empresariales.

Corporate reputation is a key intangible asset for organizations, especially in intensive-staff services, because it allows creating and sustaining competitive advantages. As managers are essential in the creation and communication of reputation, the aim of this paper is to establish a model about reputation perceived by them. Thus, Human Resources, Ethics and Costumer Loyalty, Media Reputation, Good Functioning, Respect and Credibility, and Environmental Responsibility are identified as specific dimensions that affect to the reputation perceived by managers of service companies, such as accounting audit firms that operate in Spain. This will facilitate the strategic management of reputation. [ABSTRACT FROM AUTHOR]

The economic literature stresses the importance of cooperation and the level of ICT use in order to get financially and commercially successful new products. However, it is doubtful whether this direct and significant relationship is also observed when: (a) the outcome measurement is strongly influenced by perceptions of managers, and (b) the product has different novelty degrees. The analysis of a sample of 330 Spanish companies that had developed new products in the past two years confirms the direct and moderating role of cooperation and the degree of ICT use in obtaining the maximum level of perceived and objective results. In addition, the novelty degree of the product affects not only the importance attached by the manager to each of the variables, but also their contribution to the maximum results — financially measured —. Finally, the findings can offer some strategic recommendations of great interest given the current situation of the economic cycle. [ABSTRACT FROM AUTHOR]

Corporate Social Responsibility (CSR) has become a strategic issue of great importance to business management nowadays, and top managers play a major role in the design and implementation of CSR policies. Given the significance of perception as a determinant of behavior, the way managers perceive the role of CSR constitutes an interesting research topic, and we carried out an empirical analysis on a sample of 324 Spanish top managers to shed some light on it. The results showed the existence of two different groups of managers depending on the preeminence given to CSR. Although some characteristics of the companies were found to be different between the managers of both groups, the individual features studied did not differ significantly. In general, managers highly valued CSR, which let us expect an increasing of its presence in the strategic decision-making process. [ABSTRACT FROM AUTHOR]

El artículo considera la relación entre la sostenibilidad ambiental y el papel de los gerentes empresariales. Se analiza el desarrollo de un enfoque en lo ambiental en los programas educativos de administración en América Latina para formar personas con competencias ambientales. Se nota la importancia de la biodiversidad de la región en el desarrollo de este tipo de educación. El autor examina las responsabilidades ambientales de las empresas en el siglo 21 a causa de el cambio climático.

Leadership styles of managers from two different types of organizations of the economic sectors in Puerto Rico were investigated, taking into consideration gender as a variable. The total sample of two hundred (200) managers was from the service sector (100) and from the manufacturing (100) economic sector. In terms of gender, 88 of the participants were women (44%) and 112 were men (56%). When compared transformational, transactional, directive, participative, considerate, orientated to goal and laissez faire leadership styles, women showed a greater average in the use of the directive leadership style, in comparison to men. When gender was considered in relation to leadership behavior, women were observed to be more task-oriented than men. No significant gender differences were found in motivation toward leadership. These results are discussed in terms of their impact upon the theme of organizational leadership. [ABSTRACT FROM AUTHOR]

This paper analyzes the corporate social responsibility (CSR) in business, comparing the perceptions of entrepreneurs of small and middle-sized business (SME) and managers of large companies. Previous researches have been focused mainly on the study of CSR in large corporations and multinationals, but, there is still limited number of researches on this issue in SME. Then, this study analyses the attitudes of 150 entrepreneurs and 150 executives using the CSR Indicators Survey. ANOVA has been performed for data analysis, mainly for comparison of groups. The results of this study show significant differences between entrepreneurs and managers in both, general indicators of CSR and internal practices of the CSR in the company. Entrepreneurs show more awareness and commitment with CSR issues than managers. [ABSTRACT FROM AUTHOR]

Se trata el comienzo de la posible humanización de la gestión de empresas en la primera década del siglo XXI. Se observa que los tiempos de crisis o cambio acelerado suponen esfuerzos no sólo intelectuales y analíticos sino emotivos para superarlos. Se sugiere que los efectos profundos y amplios de la crisis financiera global alinea los intereses y preocupaciones de los ejecutivos financieros con los de la población en general, llevando a ejecutivos más comprensivos.

Based on the congruence role theory (Eagly, 1987), this study analyzed how gender stereotypes and gender role expectations influenced the evaluations of either a female or a male executive officer. The study was quasi-experimental and transversal, with a mixed design. Two hundred and forty two managers were asked to read the description of an executive officer and evaluate the target on various domains in both work and personal settings. One-way, factorial, and repeated measures analysis of variance were performed, considering target's and participant's sex and setting (work or intimate setting). The results showed that neither the participant's nor the target's sex influenced evaluations. However, a main effect was found for setting, such that both men and women were better evaluated in the working setting than in the personal setting. [ABSTRACT FROM AUTHOR]

El artículo explica el concepto del liderazgo trascendental, el cual se define como una combinación de la gerencia eficaz de los empleados y el sentido y el compartir de una visión para la empresa. Se enfatiza la importancia de la carisma personal del gerente para evocar los sentimientos de confianza, inspiración y energía en los empleados, con el objetivo de crear un lugar de trabajo estable y próspero.

In this empirical study, Strategic Human Resources Management becomes a precursor to the Balanced Scorecard. The aim of the study is to examine the relationship between Strategic Human Resources Management in organisations implemented using the three perspectives (customer, financial and process) of the Balanced Scorecard. Two hundred and twenty-two directors took part in this sample, all of whom were asked to do several self-administered tests covering aspects like: demographic data of the interviewee and the company, the BSC-14 scale and the SHRM-53 scale. The results obtained and conclusions drawn suggest that Strategic Human Resources Management predicts the parameters of the Balanced Scorecard. [ABSTRACT FROM AUTHOR]

This paper analyses the factors that affect the adoption of customer fidelization programs by micro-retailers, paying special attention to the influence exerted by innovativeness. In particular, an extension of Technology Acceptance Model is proposed, adding the managers' personal innovativeness in the field of new technologies as an explanatory variable of the adoption of loyalty programs. The results obtained show off that personal innovativeness exerts an indirect influence in the adoption of these systems by affecting the attributes perceived in them (usefulness and ease of use). Moreover, it is observed that in the case of individual retailers, perceived ease of use/management is the only determinant in the adoption of loyalty programs, while perceived usefulness is also a relevant explanatory factor for the sub-sample of micro-retailers. [ABSTRACT FROM AUTHOR]

El artículo discurre sobre el impacto negativo de un jefe tóxico en el ambiente laboral. El autor comenta sobre algunas características de este tipo de jefe, incluyendo dificultades de reunir con él, desestimación de las ideas de los empleados y sesgadas evaluaciones del trabajo. También se consideran diferentes tipos de jefes tóxicos, tales como el líder narcisista, maníaco-depresivo y desconectado emocionalmente.

The assumption that organizational culture should correspond to business strategy in order to ensure success is valid within limits. Sometimes a culture can be so “strong” as to stamp out dissent, which is essential for spurring innovation and organizational learning. To explore the strong culture trap, it helps bearing in mind that culture is, first of all, a system of shared meanings. A manager’s temptation is to run a puppet show, align the staff, and impose a “right” way of perceiving and understanding the organization and its setting. [ABSTRACT FROM AUTHOR]

Negotiation is a rational way to resolve conflicts. Nonetheless, the process is complex and not all negotiations end happily. When this occurs, conflict is resolved judicially or by means of a third party’s mediation to facilitate interaction among parties concerned. In dealing with management issues, IESA has found that Venezuelan managers prefer to make a deal over other means of conflict resolution (give in, collaborate, defend, or avoid the issue); in other words, they look for a solution that lowers tension, partially satisfying the demands of parties in conflict. [ABSTRACT FROM AUTHOR]

From an organization view, it is very interesting to find out how a manager can positively influence team efficiency. Given the importance of service industries in Spain, a study was planned on the variables likely to influence motivation, perceived self-efficacy and job satisfaction of employees working in teams in a number of jobs, with a special emphasis on the influence of manager's communication skills. The research sample consisted of 296 employees belonging to 37 different working teams. They were administered the Job Diagnostic Survey (Hackman and Oldman, 1974) and an ad hoc social abilities scale. Results proved what is shown in the literature concerning the relevance of manager communication skills and competences for employee motivation, satisfaction and self-efficacy. [ABSTRACT FROM AUTHOR]

El artículo discurre sobre las características más importantes en un buen jefe en las empresas venezolanas. El autor comenta sobre algunas de ellas, incluyendo la capacidad de sentir (las emociones), la capacidad de pensar y la capacidad de actuar. También se considera la relación entre estas características y la habilidad de motivar a los empleados.

El artículo discurre sobre los posibles problemas con un jefe o ejecutivo quien actúa como un amigo. El autor comenta sobre las actitudes pasivas de nuevos jefes a sus excompañeros. También se consideran los problemas asociados con la posibilidad de resentimiento entre los empleados y los jefes nuevos.

El artículo discurre sobre el rol de los gerentes empresariales de escuchar a los empleados. El autor comenta sobre la importancia de los ejecutivos agradables y abiertos a las sugestiones y opiniones. También se consideran las características de la buena escucha, incluyendo la postura, el contexto y la emocionalidad.

El artículo presenta un análisis sobre las posturas asumidas por algunas personas al hacerse víctimas de sus propios errores, en contraste con aquellos que dicen no arrepentirse de nada. Entre los aspectos principales se destaca las posturas adoptadas al respecto por parte de los gerentes de las empresas, señalando la inoperatividad del meaculpismo desmoralizador.

Se explica por qué los buenos resultados de una empresa pueden tener consecuencias negativas. Se mantiene que las razones por, y los autores de, los buenos resultados muchas veces permanecen desconocidos, que al conseguir resultados positivos repetidas veces los ejecutivos pueden empezar a creerse invencibles y que los buenos resultados pueden convertirse en excusa para resistirse a la innovación.

El artículo ofrece una reflexión del autor acerca de la responsabilidad de las autoridades y los directivos en contexto empresariales. El autor sugiere no emular la conducta de los políticos, evitar la manipulación y mantener la respetabilidad. Hace mención también de la relación entre responsabilidad y respetabilidad.

Se presenta una lista de consejos para ser un directorio eficaz, incluyendo la gestión del tiempo, el mantenimiento de diálogo y el enfoque en los mejores intereses de la empresa.

El artículo discurre sobre el concepto de los gerentes buenos y los gerentes malos en el mundo empresarial. El autor comenta sobre las características atribuidas a cada tipo de gerente, incluyendo la habilidad de tomar decisiones, proponer ideas y motivar a los empleados. También se considera la importancia del coaching en el entorno empresarial.

El artículo discurre sobre la historia de la figura bíblica de Judas. El autor comenta sobre la influencia del egoísmo de Judas en su traición de Jesucristo y examina la relación entre este historia y el egoísmo en el entorno empresarial. También se considera el impacto de las actitudes de los ejecutivos en la productividad.

El artículo discurre sobre las características necesarias para los líderes empresariales en cuanto a la responsabilidad de las acciones en la empresa. El autor comenta sobre las reacciones apropiadas a varias situaciones en la empresa, incluyendo excusas de los empleados, y describe cómo hablar bien y con las palabras correctas.

El artículo discute de la actividad de dirigir una empresa y las personalidades de los directivos. Se esbozan los ideas como la liberación de los prejuicios, la honestidad intelectual y la de-personalización. Se examina el papel de la imaginación de las actividades dirigentes, así como áreas en las que la imaginación es útil.

Se presentan opiniones sobre los líderes empresariales despiadados, definidos como ejecutivos que persiguen sus metas sin preocuparse del bien estar de los demás. Se afirma que estos personajes son a la vez admirados y odiados. Se relata como Ferdinand Piech, director de varios fabricantes alemanes de automóviles, despidió a por lo menos treinta ejecutivos. Se mantiene que este tipo de directivo cumple con el ideal del líder como un hombre decisivo, intenso e independiente.

Se afirma que los directivos deben superar el miedo a fin de transmitir un sentido de confianza a las personas bajo su dirección. Se asevera que el ejecutivo que intenta dominar su ánimo para el bien de la empresa, aunque a fondo sienta miedo, no es hipócrita. Se mantiene que las empresas necesitan líderes que puedan inspirar el optimismo, o al menos evitar el pesimismo, en sus colaboradores.

El artículo discurre sobre la psicología y las actitudes de los gerentes empresariales. El autor comenta sobre la importancia de la felicidad, especialmente en el entorno corporativo, y describe el rol del gerente en el ánimo de los empleados, el bienestar laboral y el entusiasmo, todas de las cuales características ayudan en alcanzar el éxito de la empresa.

Top management incompetence is nourished by a lack of capacity to review and change, aggravated by repression. [ABSTRACT FROM AUTHOR]

Managers often lose track on becoming general managers, for they can’t go higher. This trap owes to a combination of ego, complacency, and self-deception. [ABSTRACT FROM AUTHOR]

El autor da unas sugerencias sobre reglas básicas en lograr poder durante una negociación. Según el autor, es muy importante que uno sea preparado para la negociación como una manera de influir las otras personas en favor de su opinión. Se incluye varias ideas sobre como estar preparado para una negociación.