Revista Clio América

8

Authors: Ofelia Patricia Castro-Castell, Cristian Amando Yepes-Lugo Yepes-Lugo, Robert Manuel Ojeda-Pérez

Globalisation requires companies to design strategies that allow them to meet the market changes, to compete. Suppliers are a fundamental part of the supply chain, so manage relationships will create competitive advantage and achieving strategic objectives for all the participants in the chain. This paper seeks to identify what are the attributes of the supplier-seller relationship and business practices that promote the successful supplier development. Obtaining and data collection focused on the search for academic literature on the subject, reviewing and contrasting different contributions, recognizing key aspects of supplier development. Supplier development has elements that characterize the relationship between buyer and seller, these elements will determine whether these relationships are successful, in turn; the continuous improvement, depends of promotion process of this strategy.

12

Authors: Javier de Jesús Viloria-Escobar, Lilibeth Patricia Pedraza-Álvarez, Kelly Cuesta-Tamayo, Kethy Pérez-Correa

This research aims to analyze, from various theoretical and dialogic contributions, influences and impacts of informal leadership in productivity and competitiveness of organizations. For that, a reflexive hermeneutical approach to literature research, which allowed the understanding and interpretation of research consulted in libraries and electronic databases worldwide recognition was used. In addition, academic experts view the administrative field in Colombia were consulted to gather the voices and perceptions on the subject. The main results show that the informal leadership as a dynamic characteristic of the informal groups, by linking the human factor in the organization, can influence positively or negatively on productivity and competitiveness. We conclude that the management of this organizational phenomenon becomes a tool for competitive advantage in organizations through the improvement of functional variables of the company and the establishment of more efficient social relationships.

15

Authors: Bianca Alejandra Perozo-Ramírez, Annherys Isabel Paz-Marcano

This article was aimed to analyze the styles of women's leadership as a factor in the skills of the teams in the insurance sector. The research is analytical descriptive with a non experimental, transversal design field. The population consisted of 79 subjects. In the collection of data two questionnaires were used with 26 items for women's leadership styles and skills 9 items to work both teams with answers lickert type, being validated by judgment (10) experts; reliability determined by Cronbach's alpha formula getting styles 0.94 0.84 women's leadership skills and teamwork. As for the interpretation of data, it was used for descriptive statistics. It was concluded that the predominant female leadership style was situational, characterized by aligning employees to participate in development activities and enhance their performance in achieving the objectives; and promote the active participation of all members who form a team, to develop skills in their work processes.

23

Authors: María Nelly Flórez-Rodríguez

In this research, we are analyzing the selection process of human talent and the impact about the quality of the provision of health services from the ESE's in the subsidized regime in the Department of Sucre. The factors that generate impact on the users perception about the quality of services received, are identified and described. The information was taken from managers, employees and users from three ESE's. This people answered a Servqual questionnaire and an interview about this important matter. The results show high levels of dissatisfaction from users about the services received and high levels of uniformity about the answers between the Interviewed. We can see the use of techniques like friend relationship or recommendations from politicians in the hiring of human talent these techniques don't allow that the human talents managers be impartial about select the best talent to supply the vacancies. In fact, this problem affects the health needs of the users, because they can't receive a timely solution.