Centro de Liderazgo Socialmente Responsable, Mujer y Equidad

Permanent URI for this collectionhttp://54.81.141.168/handle/123456789/166750

Desarrollar investigación de vanguardia orientada al liderazgo socialmente responsable, a fomentar la diversidad y la equidad en el mundo empresarial. Cuenta con cuatro grandes líneas de investigación: progreso social; liderazgo socialmente responsable; mujer, diversidad y equidad; e integridad corporativa.

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Author: search.filters.author.Marquina Feldman, Percy

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    Spirituality and Leadership
    (CENTRUM Publishing, 2012) Iona Gherman, Tatiana; Marquina Feldman, Percy
    We reflect then on the meaning of the “Catholic social tradition”, trying to provide a deeper and objective understanding of the notion of Catholic values. We can integrate concepts from moral philosophy, psychology and Catholic religion (see Figure 1 and Figure 2). In other words, we want to show how other perspectives can be integrated, that is based on Kant, Hegel or Sartre, and reaching to the Catholic values, showing in a practical manner the universality of these values. The purpose of all this discussion would be to address the basic question about the meaning of life and to emphasize the profound desire of the human being to discover it. The ability to answer such a question will enable the man to determine his position in front and towards each of the problems of his daily existence. Search for meaning of life is not just a matter of philosophy, but a daily elementary necessity.
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    Behavioural Dynamic Model of Consensus, Cohesion, Conflict and Potency of Top Management Teams in a Textile and Apparel Sector
    (CENTRUM Publishing, 2015) Chang, Luis; Alfaro Paredes, Emigdio Antonio; Marquina Feldman, Percy
    This research studied the relationships among the consensus, the cohesion, the conflict and the potency of the top management teams in a textile and apparel sector. In order to achieve its goal, this study used four validated scales: (a) Strategic Orientation of Business Enterprises Scale for measuring consensus, (b) Perceived Cohesion Scale for measuring cohesion, (c) Interpersonal Conflict Scale for measuring conflict, and (d) Guzzo, Yost, and Campbell Scale for measuring potency. The conclusions were the following: (a) by well managing cohesion, consensus and conflict, the top management team can acquire potency, (b) the used scales with small changes are appropriate for evaluating the constructs, and (c) the proposed model was validated, with the precision that the influence of cohesion by itself seems not too important. Finally, some topics were suggested for future researches.