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La hospitalidad para Carlos Llano.
(Hospitalidad ESDAI, 2010)
Vázquez-Gómez, Rosa-Adriana
;
Campus Ciudad de México
Without doubt, one of the main contributions made by Carlos Llano is the humanization of business. This may seem paradoxical due to the fact economic organizations are built and developed by human beings. However, precisely because it is so obvious, this humanistic view of business has been left out with dire consequences: A utilitarian and undignified use of people. Based on two of his writings, this article pretend to be a reflection on two of Carlos Llano's main ideas on this subject: Hospitality and friendship, thus rending homage to one of the pillars of "Universidad Panamericana".
37 198
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El talento humano en los procesos de la empresa
(Hospitalidad ESDAI, 2007)
Jara Rivas, Gustavo
;
Campus Ciudad de México
Los procesos de la empresa pueden servir para impulsar el talento humano, lo que derivará en una cultura del servicio que es vital para el desarrollo y competitividad de la organización. Para alcanzar esta meta, deben mejorarse los procesos y, sobre todo, dirigir a la empresa bajo este enfoque; una forma de lograrlo se analiza en el presente artículo.
1 94
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Cultura organizacional e identidad
(Hospitalidad ESDAI, 2006)
Chabaud Pous, Guadalupe
;
Campus Ciudad de México
Seeking for a preference or satisfying a need could be key reasons joining an organization. In both cases, workers look forward to obtain an economic retribution, that will allow them to sustain themselves and to sustain their families. All employees are expected to be loyal and productive in order to contribute to this economic goal. Defining the organizational culture: mission, values and principles will contribute to obtain objective's unity an provide workers with a performance referent framework that will help to develop an identity and loyal sense. Nevertheless, specialists have demonstrated that in many cases the ideal framework travels separately from reality. This situation do not contributes to develop a sense of identity with the organization and creates negative (conscious or unconscious) relations instead. The purpose of writing this essay, besides giving a basic definition of the elements that constitute the organizational culture, is to demonstrate that the development of the sense of identity and the productivity process in a worker is not as automatic or as spontaneous as we use to believe: the exchange of work for salary or salary for work is not enough to achieve them. We will show the reader how the interaction process with the organizational culture could be a conjunctive one or a disjunctive one. Some useful and objective parameters will be given to facilitate readers to measure the identity grade and ownership sense they have with the organization they currently work for.
37 169
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Cómo hacer negocios con los norteamericanos
(Hospitalidad ESDAI, 2005)
Lavoie, Gwenn S.
;
Campus Ciudad de México
Even though, currently, corporate world business is generally «English spoken», underlying conversations are diverse ideologies, different cultures that must understand and respect each other in order to achieve an enriching--not a dividing--exchange. Comprehension and respect--in this case of ways of thinking and acting proper of persons from the United States--will allow the minimization of the risk of offense and will thus expand the opportunities for enjoying a mutually beneficial relationship.
2 61
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La creatividad y la innovación en la empresa
(Hospitalidad ESDAI, 2002)
Palafox de Anda, Gustavo
;
Campus Ciudad de México
El propósito central de este artículo es explicar la necesidad, importancia y ambiente organizacional que se requieren en los procesos de creatividad e innovación en las empresas para contribuir a la creación de una cultura fuerte que impulse estas habilidades, muy útiles en tiempos de cambio tan acelerado como los que vivimos hoy en día. En general, la creatividad se concibe como la capacidad para combinar ideas o sistemas de una manera original o para establecer asociaciones poco comunes entre las ideas. La innovación se entiende como un proceso consistente en convertir un problema o una necesidad en una solución o una idea creativa. La organización innovadora se caracteriza por su capacidad para canalizar las aportaciones creativas hasta convertirlas en resultados útiles para el mercado, la calidad o la productividad internas. La creatividad se puede explicar como un conjunto de cuatro pasos: la percepción, la incubación, la inspiración y la innovación. Para lograr un ambiente favorable en que puedan darse las etapas señaladas, los gerentes o propietarios del negocio deben cuidar tres aspectos fundamentales: la estructura, la cultura organizacional y la dirección del personal.
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