Maria Garcia

Society faces the challenge of achieving sustainable development in the economic, social and environmental spheres. To achieve this, education in business schools has an important role when it comes to training future main actors of the political, economic and institutional decisions. This chapter proposes two complementary courses of action. On the one hand, it is important to educate for humanism, and, at the same time, this cannot be achieved without educating in a humanistic way. To educate for humanistic management, three approaches are presented: to question the prevalent economist paradigm; to incorporate theoretical contents around humanistic management in the curriculum; and to encourage students to experiment the humanistic dimension and to be connected with reality. In order to educate in a humanistic way, every agent and process in the university must be coherent with the humanistic principles and represent an example of them.

Al escribir este articulo intento recuperar, para la discusión más contemporánea sobre los universales, al menos una parte de las ideas del lógico y filósofo medieval Pedro Abelardo. En particular, hay ciertas formas de nominalismo, léase, el mentalismo, el nominalismo de conjuntos, y el nominalismo de semejanza(s), que han reaparecido con fuerza nueva en metafísica analítica contemporánea. Abelardo, como nominalista que fue, no sólo argumentó contra tesis de corte realista;, sino que también evaluó y criticó otras formas de nominalismo diferentes a la suya y, en concreto, las mencionadas. Mi objeto principal es confrontar los argumentos de Abelardo con ellas, mostrando cómo sus argumentos aún prevalecen

This chapter presents an analysis of social responsibility and sustainability in the management of Spanish sports organizations, focusing especially on the perceptions, practices, ethical conflicts, and future perspectives reported by organizations in relation to these issues. Analysis of the main initiatives currently in place reveals that the public sector has an important influence on the adoption of responsible management criteria by sports organizations. Corporate governance issues were also revealed to be highly prominent, with such issues emerging to a greater extent in professional soccer clubs and large sports organizations. From an empirical point of view, the chapter presents analysis of five semi-structured interviews conducted with representatives of one sports organization from the public sector, one from the for-profit sector, and three from the voluntary sector. Findings reveal that organizations’ personal objectives and legal status condition their perceptions of issues regarding social responsibility and sustainability, in addition to the way in which they operate on a daily basis and their future prospects.

Resumen. En esta exploración se centra en identificar y desarrollar en dos grupos de la materia deComportamiento Organizacional a nivel licenciatura la competencia de auto-administración y ética conun enfoque humanista y para ello, se comienza por utilizar un instrumento que permita realizar un primeracercamiento se presentan los resultados preliminares.Palabras clave. Auto-administración, ética y competencia.. This exploration is focused on identifying and developing into two groups regardingorganizational behavior undergraduate competence and ethical self-administration with a humanisticapproach and for that, you begin to use a tool to make a first approach preliminary results.Keywords. Self-management, ethics y competence

. Shared leadership goes hand in hand with an organizational culture; this means it is intended to innovation. In another sense for learning organizations innovation is a successful and permanent process becomes routine, rather it is a fact particularly unusual or distracting people from the central work, strategic medullar any organization, in the organizations main objective is the responsible management of communication, even as a basic instrument that empowers the leader and determines its meaning and direction.Keywords. Communications systems, organizations, power.Resumen. El liderazgo compartido va de la mano con una cultura organizacional, esto significa que está dirigido a la innovación. En otro sentido para las organizaciones que aprenden la innovación es un proceso exitoso y permanente que se convierte en algo cotidiano, en lugar de que sea, un hecho poco usual o especial que distrae la atención de las personas del trabajo central, estratégico o medular de cualquier organización; es decir, para las organizaciones su objetivo principal es el manejo responsable de la comunicación incluso, como instrumento básico que empodera al líder y determina su sentido y dirección.Palabras clave. Líder, organizaciones, poder, sistemas de comunicación

. This essay is a theoretical exploration in the organizational values and the ethics as basesof the successful negotiation between persons and the organizational systems. From the axiologicalperspective of Spenta, standing out to the honor as fundamental beginning that leads us to anenvironment and an organizational culture propitious to establish suitable negotiations and even, isoutlined that the prosperity is for the straight people. The previous thing represents, that theprosperity like consequence of good negotiations is based on seven props of the managerial ethics,favoring in this one and according to the position of the authoress to the honor, but the deepestexplanation is in a mental condition, related to the happiness. Finally, the values always must have asignificant impact on the ethics of the organization. And even it is very important that the personalvalues are in conformity with the values of every organization.Keywords. Ethic, organizations, negotiation, persons, values, honor, and system.Resumen. Este ensayo es una exploración teórica en los valores organizacionales y la ética comobases de la negociación exitosa entre personas y los sistemas organizacionales. Desde la perspectivaaxiológica de Spenta, resaltando a la rectitud como principio fundamental que nos conduce a unambiente y una cultura organizacional propicia para establecer negociaciones idóneas e incluso, sedestaca que la prosperidad es para la gente recta. Lo anterior representa, que la prosperidad comoconsecuencia de buenas negociaciones está basada en los siete pilares de la ética gerencial,privilegiando en éste caso y de acuerdo a la postura de la autora a la rectitud, pero la explicación másprofunda está en un estado mental, relacionado con la felicidad. Por último, los valores siempredeben tener un impacto significativo sobre la ética de la organización. E incluso es muy importanteque los valores personales estén en concordancia con los valores de cada organización.Palabras clave. Ética, organizaciones, negociación, personas, valores, rectitud y sistema