Nuria Chinchilla

Universidad de Navarra | UNAV · Department of Managing People in Organizations

Ante unos tiempos definidos por las consecuencias de la pandemia Covid-19, la crisis climática o el estallido de la guerra de Ucrania, sabemos que las prioridades de la sociedad, las empresas y las personas han cambiado. Existe una demanda social para que las empresas sean conscientes de su responsabilidad y se comporten como un actor social preocu...

As the title of this chapter states, communication plays a leading role in the development of anthropological leadership. In these pages we intend to show precisely that the exercise of managerial action within the framework of leadership makes communication the very essence of management. Providing managers with an anthropological model of interpe...

The present study investigates the direct impact of learning organizations on organizational innovations and investigates the mediating mechanism of change self-efficacy between learning organizations and organizational innovations. Furthermore, this study proposes adaptive leadership as a moderator between learning organizations, change self-effic...

The aim of this article is to integrate the decision-making process in the work-family field using an action-based approach. Drawing from the theory of Pérez López, we develop a conceptual framework as a way of understanding the internal decision-making process among managers in the work-family field. We use the core concepts of his theory, motivat...

En los últimos años, el propósito corporativo se ha convertido en un hot topic en el mundo del management: las cartas de Larry Fink, la declaración de la Business Roundtable, el manifiesto de Davos o el auge del capitalismo de los stakeholders son prueba de ello. Diversos autores defienden la crucial necesidad de que las empresas definan y activen...

Resumen: El objetivo del presente capítulo ha sido ofrecer un repaso a dos grandes corrientes del feminismo, el feminismo de la igualdad y el feminismo de la diferencia, a fin de poner la mirada en un aspecto que ha tenido relativa poca atención académica: las sinergias que surgen y emergen cuando mujeres y hombres cooperan y trabajan juntos en el...

As fronteiras que separam a nossa vida pessoal e profissional estão a tornar-se cada vez mais permeáveis, mais confusas. Os muros que separavam um papel de outro desvanecem--se, caem, obrigando cada ator a procurar novas estratégias para integrar a sua vida familiar e profissional. Há, pelo menos, três grandes fatores que influem nesta nova permeab...

We are facing a crisis of leadership in all the private and public realms such as politics, corporate world, media, science, as well as in our homes. This crisis is a crisis of criteria and motives that leaders use in their daily decision-making processes. Drawing from the theory of human action of Pérez López, this chapter calls for a revolution o...

Purpose Strength Model: Towards a Shared Purpose

Many managers and organizations still assume that employees who devote long hours to their jobs with no family interference are “ideal workers”. However, this assumption has negative consequences for employees, their families and, more interestingly, for their organizations. This book provides a wealth of empirical evidence from around the globe, a...

How are leaders to assess whether or not the purpose of the business is truly common and deeply shared? To be able to answer such questions, it is crucial we have a perspective that allows for the gathering of our employees’ thoughts and feelings, a system that assesses the organization’s health and its areas for improvement upon which to base our...

El Código es un documento para un cambio 4.0 en las empresas, que diseña caminos para acceder a los puestos de máxima responsabilidad con independencia del género del profesional y de las circunstancias personales o familiares. Además de ser un impulsor del valor ético y estratégico del equilibrio de género para garantizar la eficiencia y sostenibi...

Management cybernetics has been in development since the 1960s, although its implementation has been relatively modest. Two of the best-known proposals are Beer’s Viable System Model and Steinbruner’s Cybernetic Theory of Decision. Both are homeostatic systems, inspired by living organisms. Professor Juan A. Pérez López (1934–1996) argued that home...

A growing number of corporations are offering work policies and practices that are identified as family friendly. These make it possible for employees to maintain or improve balance between work and family obligations. Some corporations prefer to frame these policies as promoting work-life balance, so as to be more inclusive of all employees—includ...

The index is built around 17 indicators that serve to evaluate women's personal, political, business and social leadership in 34 countries. Nordic countries get top marks for developing female leadership and prioritizing equal opportunities for women, according to our results. Sweden, Iceland and Norway take the top three spots, followed by Sloven...

The Index analyzes female leadership and equal opportunities in 34 OECD countries. The focus is on women's leadership as a means of promoting equal opportunities in four dimensions: personal leadership, political leadership, business leadership and social leadership. The Index uses 17 indicators and compares the current situation in each country (2...

El estudio IFREI es un modelo antropológico y holístico. Es antropológico, porque está enfocado en la persona y la situará como centro y pilar de la empresa. Es holístico porque comprende la empresa en sus diversas dimensiones, como un conjunto de personas que desean generar riqueza, repartirla del modo más equitativo posible, produciendo un bien o...

Far from staying at the corporate level, missions are increasingly playing a cross-organizational role in companies. Entire divisions, teams and individual workers are setting their own missions across a growing number of firms. Welcome to management by missions (MBM), in which objectives stop being an end in and of themselves and are put to the se...

Technology is changing the way we integrate work and family life today. In an age in which information technology has brought the promise of autonomy and control by allowing asynchronous communications; in which work systems have enabled people to work from various times and in various locations; and in which work and non-work boundaries have as a...

Este estudio pretende contribuir a una discusión seria, serena, merecida y necesaria sobre las barreras que obstaculizan a las mujeres un pleno desarrollo en su ámbito familiar y profesional. También pretende aportar soluciones a los diferentes ámbitos a los que afecta la maternidad.

Después de hacer un repaso por la literatura académica sobre gestión de la diversidad desde los años noventa hasta la fecha, este artículo propone que el objetivo de la gestión de la diversidad debe ser la unidad de la organización, no el simple incremento de la misma. Para lograr este objetivo se necesitan dos cosas: fomentar la motivación trascen...

“L’empresa responsable en l’àmbit de la família. Família i empresa. Valors compartits” té per màxim objectiu promoure la responsabilitat familiar corporativa a les empreses. La iniciativa de la Secretaria de Família, adscrita al Departament de Benestar Social i Família, pretén fomentar una cultura del treball prou flexible que afavoreixi la vida en...

Es en el campo de las mujeres en el que realmente está en juego lo que será la sociedad de las próximas décadas. Sin embargo, hay elementos en la cultura actual que no funcionan y es urgente replantear los sistemas políticos, económicos, familiares y sociales a favor de una humanización de la sociedad. El presente estudio aborda este paradigma desd...

La finalidad de los IESE Occasional Papers es presentar temas de interés general a un amplio público.

We introduce motivation theory as a way of understanding the decision-making process in the work and family context. We use core concepts from motivation theory - extrinsic, intrinsic and prosocial motivation - and link them to motivational learning to build our framework. We then propose a framework illustrating motivational factors that influence...

Since the 1980s, leadership and career development, as well as the organization of work, have changed significantly. More than ever before, career development has become defined more by personal choices through which individuals create their own career paths. Job relationships have changed dramatically from a relational to a transactional contract...

Edited by Nuria Chinchilla, Mireia Las Heras, Aline D. Masuda.Includes a chapter co-authored by College at Brockport faculty member Laurel McNall: A conceptual framework for understanding work-family conflict and policy implementation across countries.Parents around the globe are facing the common challenges of balancing family and work. And the ne...

Herramienta que ofrece a las empresas catalanas una visión general de la dinámica de la conciliación de la vida laboral y personal. También una recopilación de experiencias concretas que ayudan a crear e implementar cambios en la organización y la gestión del tiempo de trabajo.

Cited By (since 1996):4, Export Date: 25 November 2013, Source: Scopus

El present estudi es basa en l’anàlisi de la situació de la conciliació de la vida laboral i personal a les empreses catalanes. La implantació de mesures per facilitar la conciliació a les empreses comporta l’augment de la competitivitat, la disminució de la rotació i de l’absentisme, l’augment de la productivitat i una facilitat més gran per atrau...

This paper is intended to contribute to the study of career inhibitors and career enablers for women. The analysis is based on data obtained from a survey conducted by the International Center of Work and Family at IESE Business School. The main conclusions of the analysis are: - Women have readier access to general management posts in small compan...

Cited By (since 1996):30, Export Date: 25 November 2013, Source: Scopus

The use of time defines the interests of a person fairly well. We have time for what we are really interested in, but we do not recognize it very often. What is more, it is not precisely the person claiming to be busy who makes best use of their time, rather the one who manages to set aside suitable times for each thing.

Today more than ever there is a strong relationship between the presence of a family-responsible culture and the effective development of a company. It involves regarding an employee as something more than an individual subject that expects to be rewarded with salary and training. These policies bear in mind the new profile of their staff, men and...

Having gone through the history of women and the situation of family support in different countries, in this chapter and the following we will fully enter into the contradictions and paradoxes in women as agents of change, and the tensions existing between work and family.

After the Industrial Revolution, the economic and social structure underwent significant change. First, a new company model appeared that was more productive and competitive; at the same time, society was built around individuals viewed as voters (in the political domain) and producers (in the economic domain). Society was no longer based on the fa...

An old Arab tale says that on one occasion the old Sufi, Bayacid, said to his disciples, ‘When I was young, I was a revolutionary, and my prayer consisted of saying to God, “Give me the strength to change the world.”But later, as I became an adult, I realized that I had not changed a single soul. Then my prayer began to be, “Lord, give me the grace...

Family life helps us to be happy, but the concept of success is still related to something external and visible. This is why we continue to talk about ‘careers’ instead of ‘professional trajectories’ or ‘life trajectories’, a concept that views life as a whole where people are developed in different areas.

Our times are undoubtedly a time of women.1 There are three basic events that have taken place around the status of women in this century: the right to vote with its consequent legal autonomy with respect to civil rights; greater equality in access to education; and the massive entry of women in the job market.

Female Ambition traces the development of women in the workplace, and focuses on a host of critical issues such as current governmental legislation and the family unit, family-responsible companies, personal leadership and the management of time in the workplace and at home. In a comprehensive manner, the book addresses the challenges that women fa...

Introducción -- Políticas de flexibilidad (I) -- Políticas de flexibilidad (II) Guía realizada en virtud de un Convenio de Colaboración entre la Comunidad de Madrid, Cajamadrid, IBM, la Universidad de Navarra (IESE) y CEIM

Several authors have tried to explain the variation across firms in the implementation of work-family programmes in terms of the employment strategy of these firms and institutional pressures. But most of these studies have been done in the US context. This study replicates these studies in Spain, which has a very different legal, cultural, and lab...

Con la incorporaci�n cada vez mayor de la mujer al mundo laboral, vivimos en un mundo compartido. Hombres y mujeres integran, act�an y forman a la vez el mundo del trabajo y la familia. En el IESE tenemos una l�nea de investigaci�n -conciliaci�n trabajo/familia- que pretende detectar, analizar, evaluar y, en la medida de lo posible, sugerir, aquell...

En este segundo articulo de la serie «Motivacion y carrera profesional en medicina de familia» se aportan una serie de reflexiones acerca de la situacion actual de la motivacion de los medicos de familia que ejercen en la atencion primaria espanola. Se consideran los elementos potencialmente motivadores inherentes al ejercicio profesional en este a...

In this research paper we present three consecutive studies exploring family-friendly policies and culture in Spanish organizations. In a first study based on a representative sample of 135 organizations we looked at the reasons why firms decide to adopt these policies. In a second study we collected examples and arguments by interviewing the human...

Zu oft werden Familie und Beruf als zwei sich entgegenstehende Bereiche wahrgenommen, die beide um die gleichen Ressourcen kämpfen. Diese ständige Tour de Force schafft Spannungen in beiden Sphären. Zudem wird auch die Zeit, die der Familie gewidmet wird, als verlorene Zeit betrachtet, besonders dann, wenn es sich um eine längere Zeitspanne handelt...

The paper explores the similarities and differences between Selznick's institutional leadership theory and P�rez L�pez's anthropological leadership model, while underscoring the significance of their thought to contemporary research questions in mainstream leadership studies. The paper is divided into three major parts: The first part highlights th...

The purpose of this exploratory study is to chart the existing Spanish literature, and to report some first tentative results on managerial stress in Spain. The study is based on a literature study and a quantitative study using a sample of 115 Spanish managers. The results are based on data collected for the Collaborative International Study on Ma...

Muchos han sido los distintos enfoques o perspectivas desde las cuales se ha intentado comprender mejor la realidad organizativa a lo largo del siglo XX. El objetivo de este documento es ofrecer una visión global del campo de la teoría de la organización en nuestros días, haciendo una breve sinopsis de las distintas escuelas de pensamiento que, en...

Al despertar el día recibimos 24 horas que se evaporan cuando llega la noche. De cómo se gestionen esos 1.440 minutos depende el futuro de la empresa, la tranquilidad personal, la salud y, en definitiva, el equilibrio vital.

Las organizaciones necesitan hoy desarrollar un nuevo tipo de compromiso con sus miembros. En este trabajo se analiza cuál es la realidad de ese compromiso y cuáles son los elementos que lo integran. Se recuerda que la empresa es una fuente de satisfacción de motivos, lo que hace variar la calidad motivacional de sus miembros. Dirigir es conjugar e...

Introducción -- Ser mujer en el siglo XXI -- La familia, situación actual y marco legal -- Las mujeres, ¿agentes de cambio? -- Trabajo y familia ¿son reconciliables? -- Empresas familiarmente responsables -- El secreto del liderazgo personal -- La gestión del tiempo personal, familiar y profesional ¿cómo llegar a todo?

Hacia un modelo EFR (Empresa Familiarmente Responsable) -- Cómo convertirse en una EFR -- Los paradigma empresariales -- Competencias directivas -- La conciliación en Latinoamérica y España

Sumario: Las compañías que consiguen tener un alto rendimiento y que han sobrevivido a cambios del entorno durante un largo período de tiempo, muestran una característica común: un alto nivel de unidad. Del mismo modo que la estrategia mira el impacto económico de las decisiones directivas, la intrategia mira cómo las decisiones directivas afectan...

Las competencias directivas son una herramienta esencial para asegurar la competitividad de las empresas en la nueva economía global. Cada empresa debe definir las competencias que considere necesarias para desarrollar su competencia distintiva y cumplir así su misión. Una vez definidas las competencias, la empresa debe diseñar un sistema de evalua...

La mujer del s.XXI quiere ser madre, esposa, profesional, ciudadana...La incorporación de la mujer al mercado laboral ha supuesto grandísimos cambios, tanto dentro del mundo del trabajo, como en el ámbito familiar y el social

Vivimos la paradoja de clientes del siglo XXI, pretendidamente atendidos desde organizaciones aún en el siglo XX, y todavía quedan muchas gestionadas por personas con métodos del siglo XIX.