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The central issue addressed by this paper is the determination of the attributes that companies in Antioquia demand from their managerial level officers. It derives from an empirical study whose objective was to recognize the opinion of top executives concerning the expectations companies have about the qualities of a good administrative officer. The research method used was qualitative, descriptive and exploratory in nature. The information was generated through a review of literature and in-depth interviews with top organization executives. The value-generating attributes that employers seek in their managers were determined; among them, humanistic formation was considered the most important one; technical knowledge is considered a rather hygienic factor. The results of the study lend themselves to be used as criteria for the analysis of business programs management, both at the undergraduate and MBA levels, when it comes to curricula reviews, teaching and learning methods and faculty development, all of which may contribute to achieve and/or further the competitive advantages of the institutions offering the programs and their graduates. [ABSTRACT FROM AUTHOR]

The development of small and medium enterprises (SMEs) in the global market is a priority for economic growth in each country. If SMEs want to stay, grow and develop in a global and dynamic environment must propose strategies that enable them to achieve their business development. This paper explains the different concepts including business development as an inclusive concept, such as economic growth, business culture, leadership, knowledge management and innovation. In this article it is intended that the employer identifies the need for training in these concepts, current and detonating competitiveness. [ABSTRACT FROM AUTHOR]

The paper comparatively analyzes syndromes Not-Invented-Here (NIH) and Not-Shared-Here (NSH) and their relationship with innovation performance (DI) and innovation capacities (CI) in business services and trade. In a cluster analysis methodology identified two groups of companies with similar characteristics: Innovative and Upset; an analysis of variance (ANOVA) was also performed to establish meaningful differences in means. As for results, the groups differed in the DI, NIH, NSH variables and only in the CI, construct customer orientation; although, the most important finding indicates that differences in NSH are more significant than in NIH, probably because of the lag in the development of IC Technology Focus. [ABSTRACT FROM AUTHOR]

This paper aims to characterize the management skills that leaders count with, and how these contribute to exercise their duties and the impact on management. The type of study used was the exploratory - descriptive one. To carry out this work, it was designed an instrument of 18 questions and was applied to 786 leaders of mid-sized businesses in the Pacific, Caribbean and Andean regions, that allowed to identify the characteristics of leaders, their ways of conduct and behavior among others; it can be concluded generally that leaders have clear what this concept means, they have a relational leadership profile, they use in a greater proportion oral communication, they behave as reagents leaders, very busy and with high stress. [ABSTRACT FROM AUTHOR]

Today organization faces a context of uncertainly and risk, just like socie-ties, that rises levels of complexity and dynamism never seen before. In this constantly changing reality, formless, liquid, the traditional models of leadership, attributes to a single person, are not adequate to respond to pre-vailing enterprise, that's characterized for constant environmental change, and managing change, all this make necessary transform traditional models of leadership to liquid, and make this respond to the new complex systemic logics in organizational area; a new model of leadership is the objective of this paper. In this task, we will check over leadership traditional models from final 20 century, and initial proposal of early 21 century, trying to generate a most functional response to actual organizational reality. The result is a conceptual leadership model based in changing and mix action, make possible by different actors and moments, in alternate moments, but also jointed, in a new social space organizational, transdisciplinary based, making liquid the inside organization, responding in a better way to li-quid, uncertainly, risked environment. Liquid leadership, is both a proposal and an answer to complementary requirements of actual organizations. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to present the profiles of Corporate Social Responsibility (CSR) Managers in the Global Compact member organizations in Colombia. This is one of the preliminary results of a research that aims to provide new elements for understanding how Social Responsibility (SR) is understood and managed in the country. It is an exploratory and descriptive work in which was applied an instrument designed from the core variables that has worked in similar international studies. The results show that the charge directly related to SR in Colombia is still emerging, has more differences than similarities with regard to academic education and it is a feature entrusted more to women than to men. [ABSTRACT FROM AUTHOR]