Notes, summaries, assignments, exams, and problems for Other subjects

The plan is to score goals, defining the strategy of the company to get policies and establish criteria for decision-making.

Classification of Plans by Their Nature

• Goals: Fundamental aims pursued by the company.
• Objectives: Involve the whole company in their attainment. We also consider the sub-objectives relating to the company, more specific, that affect specific areas.

When defining the objectivity of the company, the following should be taken into consideration:

• Objectives should be realistic.
• Priorities should be set among different sub-objectives and objectives.
• Accomplishment costs should be minimal.
• The number of unintended consequences should be minimal.

• Policies: Principles that serve as a guide in making decisions in the company and mark

Core Business Concepts and Economic Impact

Economic and financial issues: The company performs the function of creating wealth to reward the productive factors contributing to the economic development of society.

Legal and commercial aspect: The company is comprised of a heritage assigned to a commercial profit-seeking end and generates contractual relations with external and internal stakeholders, including shareholders, employees, customers, banks, and public administration.

Technology and production appearance: The company combines factors of production to obtain property or services demanded by society or the market.

The Functioning of a Modern Company

The company should be considered as a global system itself, made up of several subsystems...

Henri Fayol: Background and Administrative Model

Henri Fayol graduated as a Civil Mining Engineer in 1860 and subsequently served as an engineer in the mines for a major mining and metals group.

Fayol's administrative model is based on three fundamental aspects:

• The division of labor.
• The application of an administrative process.
• The formulation of technical criteria that should guide the administrative function.

For Fayol, the administrative function is designed only for the social body. While other functions affect raw materials and machines, the administrative function works exclusively on the staff of the company.

Fayol's 14 Principles of Management

These principles define the technical criteria that should guide the administrative function:

1. Subordination

Target Value of Work

Target value of work is the verifiable and depersonalized value that work contributes to the achievement of the purposes set out in the organization.

Subjective Value of Work

Subjective value of work is the importance of a person's work in terms of the personal development it provides.

Role Dimensions

Basic Dimensions

Basic dimensions identify the necessary, but not sufficient, conditions required for a person to access working life.

• Technological dimension: Reflects specific basic knowledge.
• Personal dimension: Reflects observable values, beliefs, and behaviors.

Development Dimensions

Development dimensions identify the conditions where development occurs and is often required within the scope of work.

• Operational dimension: Reflects

Key Leveling Concepts and Readings

Point of Change: These points serve as supports for leveling operations. Readings are taken from both the front and back to establish positional changes for instruments.

Waypoints: These are points over which a sight line is established for simple installation. They are not involved in instrument changes, but readings are taken from them to support positional changes of the instrument. Depending on the point, we define the type of reading:

• Intermediate Reading: A reading taken at a point not associated with any instrument change.
• Back Reading: When changing instrument positions, this is the reading taken of the turning point from the new instrument position.
• Read Ahead (Forward Reading): The reading taken of the

Corporate Social Responsibility

What is Social Responsibility?

Social responsibility is a philosophy that considers the impact of our actions and decisions on the physical and social environment. Corporate social responsibility (CSR) extends this concept to businesses, emphasizing their role as corporate citizens with rights and duties towards society.

Moral Commitment

CSR is not just another business strategy; it's a moral commitment based on a company's values and input from its stakeholders.

Benefits of a CSR Strategy

I. Organizational Benefits

• Company Policy: CSR contributes to a plan that determines policies regarding employees, the environment, and the community.
• Decision-Making: It clarifies decision-making processes related to established

Evaluation of Oral Expression

Any activity related to Oral Expression (OE) should be evaluated. In some exercises, we will focus only on the most important errors and correct them. In others, we will attempt an overall assessment of the student's expressive capacity. Normally, a good diagnostic evaluation or competition of the expressive power of a student combines more than one test. Some of the most common are:

• Maintaining a dialogue or an informal conversation.
• Reading a text aloud.
• Making a brief, self-managed intervention: an argument, a comment, a narrative, etc.
• Reacting to a specific situation that requires a formula, routines, and a special language.

In most modern OE tests, students discuss in small groups and interact. Regarding criteria...

Performance Evaluation Process: Key Decisions

Establishing Evaluation Criteria: What to Assess

The evaluation system must be both valid and reliable.

• A system is reliable if it yields consistent assessments, regardless of the employee being evaluated at a specific time.
• A system is valid if it uses specified performance criteria that are important, job-related, and easily identifiable.

Single vs. Multiple Evaluation Criteria

Typically, several criteria are identified for a job if they are all important to be measured. A performance evaluation system will be deficient if it fails to consider specific, relevant criteria identified during job analysis. Conversely, including assessments of factors that are not important or job-related will lead to a...

Collective Agreement

A written agreement regarding working conditions and economic terms concluded between an employer and employee representatives. It holds overall effectiveness and applies to all workers and employers within its scope.

Scope of the Agreement

The scope defines the specific group of workers and employers covered. We distinguish between corporate-level agreements and supra-corporate level agreements. Furthermore, the scope is classified by:

• Geographical or Territorial: The territory in which the agreement applies.
• Functional: The branch or sector of activity covered.
• Staff: The specific workers to whom it applies.
• Temporal: The duration or term of the agreement.

Content of the Convention

• Determination of the parties, as well as the

Human Resources Management

1. Human Resources Department

The Human Resources Department (HR) is responsible for the selection, training, development, and achievement of the professional staff needed to meet the organization's objectives. This includes activities to maximize employee satisfaction and efficiency.

2. HR Objectives

The primary objective of HR is to improve the productive contribution of human resources and, indirectly, the organization. This involves enhancing productivity and quality of work life by incorporating social considerations and minimizing the negative impact of societal demands on the organization. HR aims to help achieve organizational objectives and maintain its contribution to the required level of service. Additionally,...