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ABC COSTS. Management process that helps in the administration of activities and processes of the company, in and during strategic and operational decision making. It measures the cost and performance of activities, based on the use of resources.
ATTITUDE. Favorable or unfavorable evaluative reaction towards something or someone, which is manifested in our beliefs, feelings or projected behavior.
ADHOCRACY. Structure characterized by its low complexity, formalism and centralism.
TOTAL QUALITY ADMINISTRATION, ACT. Continuous quality improvement process in the long term. Commitment to excellence by all people in an organization, which highlights the excellence achieved through teamwork and a process of continuous improvement.
PRINT ADMINISTRATION, AI. Process by which people try to control the impression they make on others.
KNOWLEDGE ADMINISTRATION. Conversion of tacit knowledge of individuals to explicit knowledge, thus creating organizational knowledge.
ADMINISTRATION BY OBJECTIVES, APO. Administrative system, directed towards the effective and efficient achievement of organizational and individual objectives.
PUBLIC ADMINISTRATION. Discipline in charge of the scientific management of resources and the direction of human work focused on satisfying the public interest, the latter being understood as the expectations of the community. Hold the State accountable.
ADMINISTRATION. Discipline whose objective is the effective and efficient coordination of the resources of a social group to achieve its objectives with maximum productivity and quality.
CHANGE AGENT. Person who facilitates the process of change in an organization or part of it.
AGGRESSION. Antagonistic behavior, generally between members of the same species, almost always as a result of competition for resources.
ADJUSTMENT FOR COST OF LIVING. Proportional adjustment in a labor agreement that automatically increases wages as the cost of living index rises.
ALAFEC. Latin American Association of Faculties and Schools of Public Accounting and Administration.
ALGORITHM. A set of ordered steps to solve a problem, such as a mathematical formula or instructions in a program.
ALTRUISM. Ethical model that gives an important value to behavior that pleases and satisfies society.
ENVIRONMENTALIST. People interested above all in preventing pollution and degradation of the air, water, soil and biodiversity on Earth.
TRANSACTIONAL ANALYSIS, AT. Method that considers the three ego states of the individual - the father, the adult and the child - to understand interpersonal relationships.
ANOVA. Statistical test to elevate the effect of two or more independent variables on a dependent variable.
OPENING. Be willing to receive criticism.
LEARNING THROUGH ACTIONS. Learn by participating in change.
LEARNING PHEA. Endless learning and improvement cycle, developed by Deming. Plan-Do-Study-Act.
LEARNING. Relatively permanent change in behavior that occurs as a result of an experience.
ARROBA, @. Symbol used in email addresses. Separate the username and the name of the computer where the account resides.
ASSERTIVENESS. Ability to express their own ideas and needs, respecting the ideas and needs of others.
AUDIT OF HUMAN RESOURCES. Analysis of personnel policies and practices of an organization, evaluation of its current operation, followed by recommendations for improvement.
SELF-EFFICIENCY. Conviction that one can act appropriately in a situation. It is made up of three dimensions: magnitude, intensity and generality.
SELF ESTEEM. Degree to which a person is accepted or rejected.
SELF-MANAGEMENT. A person's ability to program and control personal activities and skills, without the intervention of external forces.
FORMAL AUTHORITY. Power derived from the position occupied by people.
STAFF AUTHORITY. Positions that support, help line managers.
AUTHORITY. Voluntary compliance as a result of orders received.
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BALANCED SCORECARD, BSC. Management Control System that translates the Strategy and the Mission into a set of interrelated objectives, measured through indicators and linked to the organization's action plans.
WORLD BANK. International organization established in 1946 to grant loans to countries.
DATABASE. Set of data belonging to the same context and systematically stored for later use in information processing.
CLEAVER PSYCHOMETRIC BATTERY. Test that allows knowing the level of compatibility of the position with the characteristics of the person and basically consists of two elements: the human factor and self-description, obtaining the level of push, influence, constancy, attachment, behavior in normal and low situations pressure, as well as their areas to motivate.
BENCHMARKING OF PROCESSES. Strategic management technique, to search for the best practices of organizations and apply them to companies or institutions.
BLOG. Website that chronologically compiles texts or articles by one or more authors, with the most recent appearing first.
BUREAUCRACY. Organization design based on job specialization, a specific hierarchy of authority, a formal set of rules and procedures, and rigid promotion and selection criteria.
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QUALITY OF LIFE AT WORK, CVT. Extent to which members of a work organization can meet their most important personal needs through organizational experiences.
QUALITY. Those characteristics of the product that respond to the needs of the client.
HUMAN CAPITAL. Previous accumulation of investments in education, job training, health and other factors that increase labor productivity.
INNOVATION CAPITAL. Renewal capacity plus innovation results in the form of protected business rights, intellectual property and other intangible assets and talents used to quickly create and bring new products and services to market.
INTELLECTUAL CAPITAL. Conversion of organizational knowledge to measurable monetary benefits.
ORGANIZATIONAL CAPITAL. Investment in systems, tools and operating philosophy that accelerates the flow of knowledge through the organization, as well as outward, to the supply and distribution channels.
CAPITAL PROCESS. The processes, programs and work techniques that increase and strengthen the efficiency of operation or service provision; it is the practical knowledge that is used in the continuous creation of value.
PSYCHOLOGICAL CAPITAL. The how you are, that is, the set of positive personality characteristics that we display in our professional life.
POSITION. Set of tasks and responsibilities that constitute the work assigned to a single employee.
CATHARSIS. Emotional discharge. Reaction that causes the change that takes place in the organization.
CHAT. Service that allows to establish a "person-person" interaction through the computer with any Internet user.
CYBERNETICS. Interdisciplinary science dealing with communication and control systems in living organisms, machines, and organizations.
QUALITY CIRCLES. Committees on the quality of products-services, made up of both workers and managers.
ORGANIZATIONAL CLIMATE. Concept that refers to the perceptions of the staff of an organization regarding the global environment in which they carry out their functions.
KNOWLEDGE COACH. Knowledge manager within the organization that transmits its knowledge to employees in practical application situations.
COACHING. Individualized training. Orientation and training process that many organizations provide to managers who are consolidated in their positions and that are valuable for the companies themselves.
CODE OF ETHICS. Formal statement of the core values of an organization, and the ethical rules it expects its workers to follow.
LIQUIDITY COEFFICIENT. Relationship between current assets and current liabilities.
COHESION. Strength of the wishes of the members to remain in the group and their commitment within it.
COMPENSATION. All kinds of rewards that individuals receive in exchange for their work.
COMPETITION. Integration of Knowing, Wanting and Power in a particular professional context to produce a desired performance.
COMPETENCES. Personal characteristics that have been shown to be related to outstanding performance in a particular role / position in a particular organization.
COMPETIVITY. The ability of a company or country to obtain profitability in the market in relation to its competitors. Competitiveness depends on the relationship between the value and quantity of the product offered and the inputs needed to obtain it (productivity), and the productivity of the other market suppliers.
ORGANIZATIONAL BEHAVIOR. Study of individuals and groups within the scope of the organization.
CONATEL, National Telecommunications Commission. Official body in charge of managing and regulating the radio spectrum in Venezuela.
RELIABILITY. Qualitative measurement method that suggests that the same data should be observed every time an observation of the same phenomenon is made. Extent to which a test provides consistent results.
DYSFUNCTIONAL CONFLICT. Conflict that hinders the performance of the team.
FUNCTIONAL CONFLICT. Conflict that reinforces the team's goals and improves their performance.
CONFLICT. Situations in which two or more people, or groups have conflicting interests. Conflict can occur at the personal, family, work, community, municipal, national and even international levels.
CONSULTANT. Responsible, together with senior management, for carrying out an organizational development program. Also known as a change agent or facilitator.
CONTROLLER. Function of the financial area of the company that is dedicated to obtaining, safeguarding and managing the information necessary for the control of money and other resources.
PSYCHOLOGICAL CONTRACT. Tacit contract that establishes what the administration expects from the employee and vice versa. This psychological contract is made up of a series of expectations that the organizational participant has in their relationship with the company and that are not formally written or regulated. Behavioral expectations of both parties.
CONTROL. Process of monitoring the activities of the organization to verify if it conforms to the planned and to correct the failures or deviations.
COORDINATION. Process of harmonizing all the activities of an organization, facilitating work and results. Synchronize resources and activities in appropriate proportions and fit the means to the ends. Establish relationships between various parts of the job.
VIRTUAL CORPORATION. It is a temporary network of independent companies, linked by information technology.
ILLUSIVE CORRELATION. Perception of a relationship where none exists, or perception of a stronger relationship than what actually exists.
EMAIL, e-mail. System that allows sending and receiving messages over the Internet.
CREATIVITY. Generation of a new idea.
BUSINESS CRISIS. Any disturbance of the state of dynamic equilibrium of the business, which is affecting its operation and the results of its management.
ORGANIZATIONAL CULTURE. Set of assumptions, beliefs, values and norms that are shared and accepted by the members of an organization.
SALARY CURVES. Graphical representation of the relationship between the relative value of jobs and the corresponding payments.
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DELEGATE. The act of assigning a supervisee the formal authority and responsibility for carrying out specific activities.
DEVELOPMENT OF THE ORGANIZATION. Management approach that helps managers prepare to manage change in a changing world.
HUMAN RESOURCES DEVELOPMENT. Continuous, planned effort to improve staff proficiency levels and organizational performance through training and development programs.
ENDOGENOUS DEVELOPMENT. Process where the social is integrated with the economic, the sociocultural and the political, favoring sustainable development.
ORGANIZATIONAL DEVELOPMENT. Set of psychosocial values, visions, concepts and techniques aimed at supporting planned change in organizations. Planned effort, throughout the organization, managed by senior management, to increase organizational effectiveness and health; through planned interventions of its processes, using knowledge of the behavioral sciences.
JOB DESCRIPTION. Document that provides information regarding the activities, duties and responsibilities of a position.
DIAGNOSIS. Consultancy stage in which the current situation of an organization, group or person is described without being evaluated.
CAUSE AND EFFECT DIAGRAM. Diagram used to organize and show, in pictorial form, the possible causes of a problem or circumstance. Also called fishbone diagram and Ishikawa diagram.
GANTT DIAGRAM. Visual planning tool that describes the temporal relationships of events over time.
PARETO CHART. Graph that organizes elements in the descending order of their frequencies, histogram.
PERT DIAGRAM. Critical route. Program evaluation and review technique.
ORGANIZATIONAL DIFFERENTIATION. Degree of difference between the units of the organization due to the specialization of its staff in specific functions and tasks.
DIRECTION. Process of directing and influencing the activities of the members of the organization related to the tasks.
DISCRIMINATION. Unjustifiable negative behavior towards a group or its members.
DIVISION OF LABOUR. Appointment of specific tasks to each of the parts of the organization.
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ECODEVELOPMENT. Social development style that seeks specific solutions to the particular problems of each ecological region, taking into account ecological, socio-cultural information and taking advantage of natural resources without depleting or under-using them.
INDUSTRIAL ECOLOGY. Approach that analyzes the relationship –products-industrial waste-natural world.
ECONOMY OF SCALE. Decrease in costs produced by the increase in volume. The more units produced, the lower the cost per unit.
EFFECTIVENESS. Do the right thing.
HALO EFFECT. A situation that occurs when the interviewer allows an outstanding singular characteristic to dominate the judgment over the other characteristics. Form a general impression of a person based on a single characteristic.
EFFECTIVENESS. Ability to determine the appropriate objectives "do what is indicated".
EFFECTIVE. It refers to the achievement of the objectives in the established times.
EFFICIENCY. Ability to minimize the resources used to achieve the objectives of the organization. "Do things right".
EFQM. European Foundation for Quality Management. This is a non-profit organization formed by member companies and created in 1988 by fourteen major European companies. EFQM recognizes that excellence in all matters of results and performance of an organization can be achieved in a sustained way through different approaches.
SELFISHNESS. The motivation (supposedly underlying all behavior) to increase one's well-being. The opposite of altruism.
EMPATHY. Ability to perceive and understand the feelings and attitudes of others. "Knowing how to put yourself in the other's shoes."
EMPOWERMENT. Strategic process that will improve effectiveness and performance in organizations, seek significant changes in the culture and climate of the organization and maximize the use of different capacities of staff.
ENTREPRENEUR. The initiator of a new company or a new organization for that company. To put yourself in the shoes of the other. "
SOCIAL PRODUCTION COMPANIES. Units of production of goods, works and services, which have the particularity of allocating part of their profits generated to an equitable distribution among their members and another part is transferred to plans and projects of social development of the community.
WAGE SURVEY. Comparison of reliable information on salary payment policies, practices and methods.
TRIST APPROACH. A work team is not a technical system or a social system by itself; it is the result of an interdependent socio-technical system.
ENGAGEMENT. Emotional connection that an employee has in relation to her work, her colleagues, her boss and her organization, and that allows her to develop an influence and additional and voluntary effort to reach and exceed specific and superior objectives.
ENVIRONMENT. Set of elements that surround an organization. Institutions or forces external to the organization that have the potential to affect its performance.
TRAINING IN AWARENESS-RAISING. Technique designed to make us more aware of ourselves and our impact on other people.
ENTROPY. The tendency of a system to deplete as it uses energy from systems or inputs. Generalized disorder in a system.
EQUITY. Workers' perception that they are being treated fairly.
ERGONOMICS. Study of human interactions with tasks, equipment, tools and the physical environment.
INDULGENCE ERROR. Tendency to evaluate a series of employees with too high or too low ratings.
SIMILARITY ERROR. When rating others, paying special attention to the qualities that the evaluator perceives in himself.
LIKERT SCALE. Psychometric scale used in questionnaires for research. It is a scale that measures both the positive degree - I agree - and the negative degree - I disagree - of each statement. Likert scales are a type of summative scale.
POSITION SPECIFICATION. Document that establishes the minimum profile of acceptable qualifications that a person must possess to perform a particular position.
STANDARD. Unit of measurement commonly adopted and accepted as criteria.
STATUS. Category or defined social rank that others give to a group or group members.
STEREOTYPE. Belief about the personal attributes of a group of people. Stereotypes can be over-generalized, imprecise, and resistant to new information.
LEADERSHIP STYLES. Different patterns of behavior that leaders favor during the process of directing and influencing workers.
STRATEGY. Scheme containing the determination of the company's long-term objectives or purposes and the courses of action to be followed. It is the way to organize resources.
STRESS. Physical and mental state caused by a perceived threat of danger (physical or emotional) and the pressure to eliminate it.
MATRICIAL STRUCTURE. Organizational structure in which each employee depends on both a functional manager and a project manager. Seeks the greatest integration of specialized resources. Structure that creates two lines of authority, combines the departmentalization of functions and products.
MARKET STUDY. It is the design, collection and systematic analysis of information in relation to the characteristics of a specific market.
ETHICS. Principles that distinguish correct behavior from incorrect behavior.
PERFORMANCE EVALUATION. Systematic action to evaluate the conduct and work of a person in relation to their responsibilities.
EMPIRICAL EXPERIENCE. Experience gained through work, without using theoretical or technical knowledge. It is acquired using the trial and error system.
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SOCIAL FACILITATION. Tendency for performance to improve or worsen in response to the presence of others.
FEDECAMARAS. Federation of Chambers and Associations of Commerce and Production, top organization of the private company in Venezuela.
FEMINISM. Movement originated in the French Revolution (1771), where women began to demand the same political and labor rights as men.
EXPERIENCE FLOW. Theory that proposes the existence of an optimal learning experience due to a personal cognitive-emotional state; induced by the balance between the perceived challenge and the subject's abilities to achieve a goal / task.
WORKFLOW. Sequence of actions for the execution of the operational aspects of a work activity, including monitoring the status of each of its stages and providing the necessary tools to manage it. Automating workflows makes it easy to integrate company processes.
SPIRITUAL STRENGTH. Reserve of moral force that allows you to persevere in action even when everything seems lost.
FRANCHISE. Contract to grant a license, through which a company sells a package that contains a registered trademark, machinery, materials and administrative guidelines.
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MANAGER. Staff of an organization that has the authority to make decisions that commit it.
BUSINESS MANAGEMENT. Continuous process of problem solving, decision making, strategy development, process improvement, etc. Every organization is permanently subject to a series of pressures that force it to react and respond to new events, in markets as dynamic as current ones.
MANAGEMENT. Process undertaken by one or more people to coordinate the work activities of other individuals.
GLOBALIZATION. Complex global process, the first characteristic of which is to accelerate trade. "Open" the borders to exports and imports, both of products, services, and capital.
GPS, Global Positioning System. Location or positioning system based on triangulation on a satellite network.
WORKGROUP. Organized group of workers that is responsible for a result.
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HUMAN SKILL. Ability and criteria to work with people, understand their attitudes and motivations.
TECHNICAL ABILITY. Knowledge, methods, techniques and equipment necessary to carry out specific tasks according to instruction, experience and education.
ARGYRIS HYPOTHESIS. People have a need for self-realization whose potential is far from what they are experiencing at that particular moment. It takes into account that the man as a social individual who dedicates many of his available hours to work in companies can and surely must be strongly influenced by what he does during those hours.
BOULDING HYPOTHESIS. People have new habits and needs, but that over and above these habits and needs, what has really had the greatest impact on the "organizational revolution" are the changes that have occurred in the techniques, procedures, techniques and methodologies of how they should get organized.
BRAVERMAN HYPOTHESIS. Technology within the capitalist economy seeks to increase the control of the company over the work of its personnel and for this, it permanently finds new and more complex ways of designing and redesigning work, which can be done by applying an increasingly intense division from work.
BROWN HYPOTHESIS. Organizational efficiency should not be achieved until an organizational efficiency model is developed that is sustained in daily practice and can be replicated in other situations. An "efficient organization is the result of a structure that integrates sub-systems made up of different roles that are at the service of carrying out tasks that must be done with the best use of available resources and techniques."
BURNHAM HYPOTHESIS. People in managerial roles must have the power, privileges, and resources, and therefore would end up being the ruling class.
BURNS HYPOTHESIS. In stable contexts, rules, norms, and procedures may be consistent with the type of bureaucratic organization in contrast to the need for a flexible and organic organization that is more efficient in times of turbulence and transformational change.
BUTTERFIELD HYPOTHESIS. Managers look up expecting instructions from top management that never come… and to make matters worse these instructions must be followed and obeyed by managers' subordinates, who have little interest in following them.
HYPOTHESIS. Comparable proposition that describes the relationship that can exist between two events.
HOLDING COMPANY. Form of organization in which a parent company owns the shares of its subsidiaries.
HOMEOSTASIS. Characteristic by means of which a system that is in constant movement tends to seek balance at its different levels.
HTML. Language to create documents on the internet.
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INCE, National Institute for Educational Cooperation. Body whose purpose is to offer training to workers in Venezuela.
MYERS-BRIGGS INDICATOR, MBTI. Scale that assesses personality. 16 personality types are possible.
INFLATION. Continuous and sustained increase in the general price level of the economy.
INFLUENCE. The ability to get someone else to do something, without using power or authority.
INTANGIBILITY. Quality of not being able to be perceived by the senses of sight, touch, hearing, smell or taste.
ORGANIZATIONAL INTEGRATION. Achievement of unity of effort between different units and individuals through leadership and planning.
EMOTIONAL INTELLIGENCE, IE. Ability to accurately perceive, evaluate, express and regulate emotions and feelings.
COMPENSATED EXCHANGE. A form of foreign trade in which an exporter agrees to accept the delivery of goods from the importing country as partial or total payment for his exports.
INTERNET. Computer network, which includes everything from large formal networks to informal networks, which can be accessed by anyone.
INTERVENTIONS. Means that the organizational consultant uses to promote planned change programs.
INTRANET. Network equipped with internet technology (web server and TCP / IP protocol), and which exists only within a group, department or institution.
APPRECIATIVE INVESTIGATION. Change process that focuses on the diagnosis and presentation of positive characteristics of change, the process and the results.
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HIERARCHY OF NEEDS. Motivational theory developed by Abraham Maslow.
JOINT VENTURE. Company whose shareholders are two or more independent firms that enter into partnership for a specific purpose.
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PARKINSON'S LAW. Theory on the bureaucratic growth of organizations.
DISONANT LEADER. Leader disconnected from the feelings of the team.
RESONANT LEADERSHIP. A type of leadership that is in tune with people's feelings.
LEADERSHIP. Process that helps direct and mobilize people and / or ideas. Interpersonal influence exerted in a situation, aimed at achieving a goal.
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MATURITY. Capacity and will of the people who accept the responsibility to guide their own behavior. State of balance that allows reaching the fullest personality, understanding and acceptance of oneself, others and the social environment.
HANDLING. Process through which the individual is conditioned to act, without their participation being really free. The individual believes that he does what comes from within him, when he really does what others want him to do so that they achieve their goals.
MANOVA. Model to analyze the relationship between two or more independent variables and two or more dependent variables.
SLOW MANUFACTURE, Lean Manufacturing. Management philosophy focused on the reduction of 7 types of «waste»: overproduction, waiting time, transportation, excess processing, inventory, movement and defects in manufactured products.
MACHIAVELISM. Art of governing by force and malice, by intimidation and unscrupulous cunning. Term that describes the political maneuvers that occur within an organization. It is used to designate a person who manipulates and abuses power.
ENVIRONMENT. Physical and social context in which a system works (organization, person, or group).
MESSAGE TO GARCIA. Managerial allegory about how important it is to find the person who meets the objectives requested. The protagonist, who perhaps never existed, was called Rowan.
EXCHANGE MARKET. The one in which currencies from different countries are bought and sold.
WORK MARKET. Geographic area in which employees are recruited for a position.
SPOT MARKET. Market in which transactions occur in cash and delivery is immediate.
DELPHI METHOD. Technique that promotes creativity through the use of anonymous judgments about ideas to reach a decision by consensus.
THERE IS METHOD. Job evaluation method that uses the factors: skills, problem solving, responsibility and, working conditions.
MISSION. Purpose, purpose that pursues permanently or semi-permanently an organization, an area or a department. Reason of being of an organization.
MODEL. Abstraction of reality; simplified representation of some real world phenomena.
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NEED FOR ACHIEVEMENTS. Psychological state or inclination of a person that induces him to obtain successful results.
COLLECTIVE NEGOTIATION. Process of negotiating and managing agreements between employees and management regarding wages, working conditions, and other aspects of the work environment.
NEGOTIATION. Interactive process by which two or more actors in a situation of interdependence and with conflicting interests, seek to maximize their individual benefits through an agreement.
STANDARD OF LIVING. Gross National Product per inhabitant, taking into account the GNP of a country in relation to its population.
ISO-9000 STANDARD. Standard approved by COVENIN on January 24, 1990, which contemplates a quantitative method to determine the ability of a company to constantly manufacture quality products.
RULES. Rules for accepted and expected behavior. Acceptable standards of conduct in a group and shared by all its members.
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ILO, International Labor Organization. Institution destined to promote the most appropriate measures for worker protection and to ensure the correct application of social laws in each of the affiliated countries.
WTO, World Trade Organization. International organization that deals with the rules that govern trade between countries.
ONTOLOGICAL. That it belongs to the science of being in general, of being as being.
ORGANIZATION CHART. Graphic of the formal structure of an organization, indicates the different positions, departments, hierarchy and relationships.
FORMAL ORGANIZATION. Rational division of labor, through differentiation and integration, according to some criteria established by those who manage decision-making.
INFORMAL ORGANIZATION. The “organization” that emerges spontaneously and naturally among people who occupy positions in the formal organization.
VIRTUAL ORGANIZATION. Concept referring to a group of companies or independent individuals linked together by means of information technology.
ORGANIZATION. Process of arranging the structure of an organization and coordinating its management methods and use of resources to achieve its goals. It is a relatively stable group of people in a structured and evolving system whose coordinated efforts aim to achieve goals in a dynamic environment.
OUTPLACEMENT. Relocation of Personnel. It arises as an initiative to cushion the reductions in management personnel.
OUTSOURCING. Improve competition by hiring services from other companies specialized in processes not directly linked to the nature of the business.
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PARADIGM. It is a fundamental model or scheme that organizes our opinions regarding a particular topic.
TANNENBAUM PARADOX. Participatory management increases its total degree of control over its subordinates by giving up part of its authority. Productivity in non-profit organizations and entities with members who are “volunteers” is higher than that of paid people within companies in the industrial sector.
PAYPAL. Leading company in Internet payments, allows buyers and companies to send and receive money online. PayPal has user accounts in 190 countries and regions.
COUNTERFACTUAL THINKING. Imagine alternative scenarios and outcomes that could have happened, but did not happen.
PERCEPTION. Mental and cognitive process that enables us to interpret and understand what surrounds us. Process by which the individual organizes abundant information (stimuli) according to significant guidelines.
GDP, Gross Domestic Product. Product measure attributable to all factors of production - labor and goods - located within a country.
STRATEGIC PLANNING. Process by which the company's administrators in a systematic and coordinated way think about the future of the organization, establish objectives, select alternatives and define long-term action programs.
PLANNING. Process of setting appropriate goals and courses of action before initiating action.
TECHNOLOGY PLATFORMS. They refer to the client / server hardware required to support information technology applications.
GNP, Gross National Product. Total value of the final goods and services produced in the economy of a country, during one year.
POWER. The ability to punish or reward without authority. Ability to affect the behavior of other people, with or without their consent. Intentional influence on people's beliefs, emotions and behaviors.
POLICIES. Guides to guide action; criteria or general guidelines to be observed in decision-making, on problems that are repeated over and over again in the environment of an organization.
WEB POSITIONING. Preparation of a web page using a series of advanced techniques in order to appear in the first search engine results.
SELF-COMPLIANCE PREJUDICE. The tendency that people have to attribute their successes to internal factors, but they attribute their failures to external factors.
PREJUDICE. Unjustifiable negative attitude towards a group and its individual members.
PRINCIPLE OF PETER. In a hierarchy, every employee tends to move up to his level of incompetence.
PROCESS. Systematic series of actions aimed at achieving an objective.
PRODUCTIVITY. A measure of performance that influences effectiveness and efficiency.
PRODUCT. It is the output of any process.
TEST "t". Statistical test to assess whether two groups differ significantly from each other with respect to their arithmetic averages.
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QUID PRO QUO. Type of sexual harassment that occurs when sexual favors are requested or demanded in exchange for tangible benefits.
KINESIA. Formal study of body movements.
RECESSION. Decline of economic activity that is usually measured through the decrease of the gross territorial product PTB.
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RESEARCHERS NETWORK. Information panel where different research discussion groups are announced. Collaborators can send materials to the moderator, who selects the most relevant and disseminates it to the participants through email.
COMPUTER NETWORK. Communication system that connects computers and other computer equipment to each other, in order to share information and resources.
REENGINEERING. Rethink and redesign operational processes and organizational structures, focused on the core capabilities of the organization.
HUMAN RELATIONS. Actions and attitudes resulting from contacts between groups and people.
CORPORATE SOCIAL RESPONSIBILITY, CSR. Responsible attitude of companies towards all stakeholders - consumers, suppliers, shareholders, managers, employees, the state, the community and the environment.
INDUSTRIAL REVOLUTION -first-. From 1780 to 1860, coal and iron revolution; -second-. From 1860 to 1914, the steel and electricity revolution.
ROLE. A series of expected patterns of behavior attributed to someone who occupies a given position in a social unit.
POSITION ROTATION. Practice of changing individuals from one position to another to increase motivation and potential performance.
RSS: Automated news delivery system that will allow you to be updated minute by minute with the information published by our website.
CRITICAL ROUTE. Longest path in a PERT network, from the start event to the end event of the network.
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SYNERGY. Total sum of the energy that any group can offer. Union of two or more causes in order to obtain effects. The sum of these affect the results. Each person uses skills to generate unattainable results without the effort of all involved.
SYSTEM. Set of parts that operate with interdependence to achieve common objectives.
WEB SITE, Website. Set of web pages that form a single unit.
SKUNKWORKS. Group of workers that make up a specialized team isolated from the rest of the staff; to quickly develop innovations, products or services.
SOCIALIZATION. Process by which people learn and internalize, during their life, the sociocultural elements of their environment. Process that adapts workers to the organizational culture. Activities undertaken by the organization to integrate the purposes of the organization and the individual.
SOLIPSISM. It is the opinion that nothing exists except you.
SPAM. Word used to rate unsolicited email sent over the Internet.
SPSS. Statistical Package for Social Sciences developed at the University of Chicago.
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INTERNAL RATE OF RETURN, TIR. Represents the average profitability per period generated by an investment project.
TECHNOLOGY. The way the organization converts inputs into goods or services.
INFORMATION AND COMMUNICATION TECHNOLOGIES, Tics. Set of technologies that allow the acquisition, production, storage, treatment, communication, registration and presentation of information.
TELECONFERENCE. Group of people who interact through video and audio with images.
TELECOMMUTING. I work remotely.
SITUATIONAL THEORY. School of thought that is based on two premises: a.- there is no single optimal way to organize, b.- no way of organizing is equally effective. This implies that there are no universal rules for making managerial decisions; the important thing is to analyze the variables relevant to each situation.
THEORY Y. The assumption that employees like to work, they are creative, they want to have responsibilities and they can self-direct.
THEORY Z. Management philosophy oriented towards human resources, with an emphasis on employee participation.
THEORY. It is a systematic explanation of the facts that are observed and laws related to a particular aspect of life.
OUTSOURCING. Mechanism that implies the hiring of private firms to carry out management activities in entities, in administrative or financial functions.
BRAINSTORMING. Technique that promotes creativity by promoting the generation of ideas through non-critical discussion.
CONTROL SECTION. Number of supervisees that an administrator can manage effectively and efficiently.
CAREER PATH. Sequence of positions that a person would be in a position to assume within their developments in an organization.
TWITTER. New way to communicate on the internet. Micro-blog service that allows its users to send and read the updates of other users (known as "tweets").
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CONTROL UNIT. Management principle that each supervisee must report only to one supervisor.
STRATEGIC BUSINESS UNIT, UEN. Unit within a larger organization, which is managed as if it were an independent business.
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SOCIAL VAGANCE. Tendency of group members to do less than they can in particular.
VALENCIA. Intensity of a person's preference for a particular result.
VALIDITY. The degree to which research actually measures what they say they are quantifying. Degree to which a test measures what it is intended to measure.
VALUES. Set of enduring convictions that a person possesses; the type of behavior that accompanies them, and the importance of convictions for that person.
VARIANCE. Average fluctuation of a given value of the given population.
VIDEOCONFERENCE. Conference type that allows personal interaction on a face-to-face video basis. Professional or managerial workstation technology incorporating cameras.
VISION. Imagineable image of the future.
W
WEBQUEST. Research-oriented activity where all or almost all the information used comes from Web resources.
WORDNET. Lexical database of the English language.
WWW. Sets of the "sites" of the world present on the Internet. It is also called directly "web". Abbreviation for "World Wide Web".
