I. FEATURES OF THE SOCIOLOGY OF ENTERPRISE
The company is not a mere economic function, as it consists of social partners and performs a public function.
A social agent is an individual who not only maintains a production oriented, they also maintain other relationships with other agents result of their physical presence
Performs a public function by helping to meet the needs of society. It
therefore two major dimensions: organizational and institutional.
II. THE COMPANY AS AN ORGANIZATION AND INSTITUTION
An organization is a group created to achieve the objectives previously defined by using a variety of resources, norms and social roles. As an organization, means:
• are organized.
• Have a common purpose.
• Maintains relationships formalized.
• You claim to last over time.
• Ability to substitute their own members.
An institution is a stable structure of social roles that individuals play as certain social forms established and sanctioned, in order to meet critical needs. These needs include the production and distribution of goods and services.
The company is focused on society and individuals is organized around goals and try to adapt the use of its resources to achieve those goals.
III. SOCIOLOGICAL DEFINITION OF THE COMPANY
"A company is an organization and a social institution comprised of a group of individuals organized in a rational way to produce and distribute goods and services within a given society in terms of maximum benefit."
The company is therefore a system:
• On one side are the owners (stockholders) and the other those who participate in it (stakeholders).
• All parts are required for proper operation.
• We have to maintain relationships both within and outside the organization.
IV. ECONOMICS
The company is a very heterogeneous reality. It can vary in size, degree of internal organization, performance criteria, etc.. This diversity can be unified under the principle of economic rationality: the search for economic gain as an objective and rational management of resources as a means to achieve it.
Max Weber defined three fundamental elements of modern Western rationalism: formal law, state and capitalist enterprise. Capitalist enterprise is the organizational core of the modern economy.
V. THE ECONOMICS: OBJECTIVES OF THE COMPANY
has different functions and not just one. Above all have a clear economic objective, obtaining an income or surplus. And aims to differentiate between production units and family traditionally modern enterprise.
The main rationale for a company is economic, whether the ultimate objectives, such as defining the most appropriate means to achieve it.
sociologist Alain Touraine
distinguishes three types of rationality:
• The technical-productive. Adapt to the factors of production to the objectives pursued by the company.
• The organizational. Rationally structured parts of the collective.
• The societal. Are taken into account in decisions internal and external implications thereof.
VI. SOCIAL RELATIONS IN THE COMPANY
At each level of rationality is applied to a type of social relationship:
A technical rationality productive socio given a type. Aims to optimize human resources with a view to achieving the objectives the company.
The incumbent organizational rationality organizational relationships. Is to adapt to the company as a social system with the proposed objectives.
A societal relationship rightful societal relationships. Justifies its functionality through the implementation of the objectives in a legal context.
VII. ORIGIN AND EVOLUTION OF SOCIOLOGICAL STUDIES OF THE COMPANY
Saint-Simon wrote the Catechism of the industrial policy, which regarded industrialists as the essence of society and industry is the key for explaining the progress of the humanity.
Auguste Comte said that the industry was the result of a way to address the relationship between man and the environment (positivism or scientific thought).
Fréderic Le Play did an analysis of the lives of the working classes in his book The European workers
Friedrich Engels made the situation of the working class in England, where he describes the situation of the working classes under the capitalist system.
Charles J. Booth made a London guest workers from non-Marxist perspective, intended to analyze the relationship between the living and working conditions.
As a result we can say that early studies focused on industrial society and the relations arising in them. The most important was the labor question or employment relationship emerged with modernity.
VIII. COMPANY CONTEMPORARY MODERN SOCIOLOGICAL THEORY
Werner Sombart, distinguished three stages in the evolution of capitalism:
early capitalism: to mid sg.XVII.
full Capitalism: until the First World War.
Late Capitalism: From the First World War.
For Sombart the three elements that make up the manifestation of capitalism is the spirit, form and technology.
Frederick W. Taylor, denied the opposition between workers and employers. Believes that the interests of both are the same: higher wages do not mean lower benefits, so you think you can make higher wages and generate lower production costs.
I. CONCEPT AND HISTORICAL
The Greeks distinguished between productive and technical as unworthy of human beings, while the creative work was more proper to man. The Romans inherited this tradition
For Christianity, the work was the result of original sin and is not creative, but a divine punishment. The work is suffering and through it you can achieve salvation.
performing manual tasks, which were like a punishment and negative evaluations speculation and trading activities.
Work in the Middle Ages followed the rejection of manual labor. The social elite still distinguishing between achievement activities (honorable) and productive activities (dirty and degrading).
There were three distinct groups: leaders, military, clergy and people. The work was a collective and not accepted usury or profit. Begging was rejected.
Calvinists To work was the salvation of the soul. Individualized and the accumulation and wealth began to be well regarded. The profession is of great social and religious importance, from the idea of \u200b\u200b"vocation."
purified Profession and fulfill the divine mandate. The Calvinist ethic fostered the capitalist spirit.
During the Enlightenment, the work between its religious overtones, that is, is replaced by a secular utilitarian individualism. It accentuated the division between productive and unproductive. The first goes to the fore.
For John Locke's work is a source of social legitimacy.
The modern concept clearly distinguishes between productive and unproductive. Unproductive work has to justify its existence in terms of its usefulness.
Occurs distinction between work and employment. The paper covers all human productive activity. Employment is "a form of work developed in the framework of a contractual relationship and that market exchange is voluntary contract between the person and the person or contracting institution."
II. VISTA SOCIAL WORK DIVISION FOR THE CLASSICS
The work is divided in two forms: the art of labor and specialization of professions.
is driven by: market expansion, population growth, capital accumulation and development of media communication and education.
has a number of advantages: increased productivity and requires cooperation between business entities. And a number of problems: psychological and physical wear of the worker, monotony of work and difficulty of transfer of labor from one sector to another.
Adam Smith's Wealth of Nations formulated a theory on the social division of labor:
There is a division of labor between sectors or types of productive activity. There is also a specialization among the different types of labor and specialization within each of them.
Economic growth occurs because of the increasing division of labor productivity, increased skill, time saving and the use of machinery. The degree of division of labor is limited by the market divisions.
Karl Marx states that the division of labor increases productivity and damaging the capitalist benefit the worker. This division creates an unequal exchange between wages and labor force.
There are two types of work: the necessary and surplus.
The division of labor requires the worker to perform tasks in the manner and times indicated, without giving place to be creative. The worker ends up turning into a machine.
Max Weber encourages technological advances contribute to the development of the division of labor.
Emile Durkheim in his work The social division of labor investigated the nature, causes and consequences of the division of labor on the individual and society.
In modern societies increases the degree of specialization in order to increase efficiency. Modern society is viable on the basis of a functional interdependence.
III. DIVISION OF LABOR
The emergence of the factory is a control and discipline of labor, an evolution of the technical and economic efficiency, and gives prominence to the machinery.
There are new production techniques that favor dominate the work. This promotes a new social relations between employers and employees. The work becomes more technical and there is a division.
Currently, the automation of production helps to use less physical force at work and greater autonomy for workers.
IV. SEXUAL DIVISION OF LABOUR
Under capitalism, women's tasks are in the field of male reproduction and in production.
industrial work system clearly separates domestic and productive work. Domestic work is not productive work employment.
The female is in a situation of discrimination in the labor market productivity. This inequality is caused by four different areas:
• Assignment of women to reproductive jobs.
• Horizontal segregation of certain sectors and jobs.
• vertical segregation of women in leadership tasks.
• Remuneration and different conditions of employment for women.
V. INTERNATIONAL DIVISION OF LABOUR
Relocation: business practice that repositions certain business activities in regions of the world where production costs are lower.
Globalisation: Interconnection planet-wide individuals, groups and societies.
The work is being affected by the globalization process, as it implies the emergence of a new division of labor worldwide. Companies gain greater importance "transnational." They are characterized by offshore production and create an economy on two levels: core (skilled in the First World) and periphery (semi-qualified in the third world).
The authors have diverse opinions. For some other generates inequality and reduces the appearance of large migration flows.
borders to be created people and not goods. In receiving countries there is a double phenomenon:
• Place immigrants into niche markets: unskilled or semi-skilled.
• Rejection of immigrants by the native population.
VI. LABOUR MARKET CONCEPT
labor market is "a specific situation in which labor is exchanged freely and voluntary between the employee and the employee in exchange for financial compensation."
Features:
• Not all forms of labor market participants.
• Must be formally free and must be paid.
• It is subject to the laws of supply and demand.
• It is the most characteristic of social work organization in capitalist societies.
In the labor market to distinguish the population: people aged over 16 providing BOUT hand. Within it are the Occupied - over 16 who are working for at least an hour a week in exchange for a fee - and unemployed - over 16 unemployed, available for work and actively seeking work.
VII. LABOUR MARKET CHARACTERISTICS
The goods have to produce work and generate. Competition and labor are the pot's active labor market.
is not a homogeneous market and economic movement is not clear.
Rents are usually low. Limited mobility and is widely political.
VIII. FACTORS THAT DETERMINE THE LABOUR MARKET
The supply and demand primarily. Demand and production of goods in the global market.
Qualification and professional competence. Segmentation
work
science, technology and workforce expectations.
Contracts and structural inequality. The policy on the labor market.
IX. CONTRACT FORMS
Flexibility in the labor market has promoted there adjustments to the work and the factors production to environmental circumstances. There is a greater work flexibility.
Variations in the forms of contracts have varied. Since there is not only full-time work, but the emergence of new forms of contracts: part-time, fixed term and the commercial contract.
ITEM 4. CHANGE AND CONFLICT IN THE FIELD OF WORK AND THE COMPANY L
I. CONCEPT FORMS AND TYPES OF SOCIAL CONFLICT
Social conflict can be defined as:
Lewis Coser: Fight in which the aim is to neutralize, damage or eliminate rivals.
Max Weber: social relationship, in which the action involved is reduced intentionally to keep the will of the actor against the resistance of the other party.
Georg Simmel: Conflict is aimed at resolving divergent dualisms and how to achieve a certain unity, even with the annihilation of one party.
conflicts tend to be aware and personal, identifying the parties. In them there is a clash of interests. Each party shall hold the opposite an impediment to their welfare or world view, and try to eliminate each other.
can be distinguished: pos its intensity (latent or overt), degree of involvement (direct or indirect), media use (violent or nonviolent).
Conflicts can obtain positive functions to facilitate social unity, revitalizing existing standards, to promote integration and solidarity of one group over others, creating alliances between formerly opposing groups or maintain or readjust the balance of power.
can also have negative consequences in social disruption, creating new tensions, social energy waste, a division of the people and prevented collaboration social.
II. THE CONFLICT IN THE COMPANY
is a struggle of two or more social actors in terms of resources, interests, hot or different conceptions of reality, in which each party tries to impose on others.
The company is an environment where collaboration occurs and in turn, competition for the achievement of tangible and intangible scarce, which causes the appearance of conflicts between different groups and individuals present in the sample.
Within the company there are groups with different interests and views of the behavior of the organization. There are three main groups: management, middle management and workers.
workers can use different ways to create a conflict of interest:
Absenteeism: decision to break his job.
Luddism: the destruction of the machinery of fear of job loss.
Sabotage and theft of materials: it is made anonymously.
Strike: it is made voluntarily and collectively, interrupting the work activity or altering the normal rhythm of my daily work.
Boycott: to empty, excluding an individual or a community, the social relationship or imposed as a form of pressure.
collective, union representatives formally demonstrate the existence of a conflict with the public authorities to reach a negotiated settlement.
If employers can use:
Lockout: the company as leverage voluntarily decided to suspend work activities.
Blacklist: have a relationship conflicting workers communicate with employers to not hire them.
System "divide and rule" breaks the brow of labor.
Dismissals and transfers
III. TYPE OF CURRENT CONFLICT OF COMPANY
general
Most are due to policies that lead companies and public authorities: general strikes.
are also created by lack of consensus on the philosophy of the company or the job market within the company. Because
remuneration system
IV. WORKERS ORGANIZATIONS AND UNIONS
unions appear in the sg. XIX, in England and the U.S., as independent associations defending the interests of workers. In the other European countries are grouped around the left parties.
Spain emerged in mid-century and around this type of games. Come the two unions had more power to the Civil War: CNT and UGT.
V. COLLECTIVE BARGAINING
The conflicts are resolved through negotiation or pressure between the parties (bargaining). For this negotiation is required:
• Existence of a minimum of shared interest.
• That both parties want to reach an agreement and declare some of his interlocutors.
• Be legal and involving workers and their representatives.
• Acceptance that the resulting agreement is better than the existing conflict.
ITEM 5. ORGANIZATION OF WORK PROCESS
I.
BASICS
The organization of the work process is the system by which coordination of productive activities in order to meet the purposes of their business. The organization in the business, means taking into account all factors involved in the production, personnel, raw materials, technology, etc.
II. ARTISAN PRODUCTION
The craftsmanship is individual. The artisan is a unique producer, as their personal qualities and skills are transferred to their work that involves the manufacture of unique products and services. This worker handles all aspects of their business.
There is no separation between home and work. The family unit should be, that the workshop is usually at the family home.
Craftsmen had a specific social group together into "unions" based on their activity.
III. Bureaucratic organization
The bureaucratic organization is the type of organization characteristic of modernity and the capitalist production system. For Max Weber, the characteristic of this type of organization is:
involves streamlining
• work to a large number of individuals by organizing systematic and coordinated activities aimed at producing the same goods or providing the same service.
• Each position is assigned responsibilities officially fixed.
• The posts are ordered by the principle of hierarchy. Which occupies a position is supervised by who is above him.
• There are rules governing the conduct of individuals in their jobs and relationships between them.
• Members are not owners, but they charge for their work.
bureaucratic organization has a "similar to the bureaucratic structure of the army" (general, colonel, commander, captain, etc..).
This arrangement is effective, especially in providing services and products to very large groups and when required extensive centralization of decisions.
The disadvantages are many. Exaggerated conformism feeds its members, continually changing the personality of the bureaucrats, diluted innovative ideas, etc.
IV. MASS PRODUCTION
Taylor
The objective was to transfer knowledge worker's own production process, so that the organization could handle that knowledge. A clear distinction between management and labor.
However, more direct application was the integration of this method on a comprehensive business management system by Henry Ford, at first, and Alfred Sloan, then.
The characteristics of "mass production" of the Fordist system are:
- Assumes Taylorism and creates a chain system, which involves submission to the rhythm imposed by the machine.
- should be a standardization of parts and manufacturing products to be cheaper and can be sold en masse.
- The operation of the chain requires a rigorous lanning materials and assignments.
- Each part of the product must be assembled easily, reducing downtime.
- The tasks are divided. Workers do not have to travel and reduce the need for qualification. The
problem that arises with this system is that workers are not qualified and do a job and a rhythm that produces phenomena of alienation. In addition the system is valid only for large markets and for highly standardized products.
easily be copied such production if there is funding and competition emerges and the environment with lower wages. It can produce a market demand of products beyond the merely standardized.
Improvements in the system are produced by the system Sloanista (
Generals Motors). This creates a multilayered structure divisions. Combine mass production with a greater variety of products: Each division specializes in a particular product type.
What he did is take the principles in the basic model, to combine the marketing and management more effective in improving mass production.
The crisis of the previous models produced by changes in the economy and world politics: Oil crisis and decline of Western economies to the policies of expansion, massive deindustrialization and the beginning of globalization and competition worldwide.
V. Lean production (lean production)
also called lean production system "just in time" or Toyota. This new system is "the proper disposition of a product or service at any stage of the production process from the producer to the customer just in time, quantity and quality required for proper operation and minimal cost."
The basic elements of this production system are:
• Heijunka (full synchronization): synchronize all parts of the production system to avoid waste.
• Just in time (just in time) to adjust production to only produce products already sold.
• Kaizen (continuous improvement): the search for zero defects in production, to avoid additional costs to production.
• Outsourcing (outsourcing), supply chains and outsourcing certain aspects of production and integrate them into a perfectly synchronized network.
• Profit center (central business): Each of the production sites must operate as an autonomous and profitable unit within the integrated network.
Ultimately it would be a structure of a major company has a number of companies that supply the materials they need.
The problem with this production model is not adapted to humans, but is the human being who has to adapt to this system.
VI. FLEXIBLE ENTERPRISE
is an alternative to mass production model. It consists of a network of small and medium businesses join forces to compete in international environments deregulated and highly competitive.
This arrangement reduces the rigidity costs of production. It is more flexible in the use of their resources by allowing an adaptation of the product to the customer at the times and the number of workers (highest). Displayed regional economies and local support networks to the enterprise.
production is globalized, always competing in a global market.
In short there are several companies that pool their resources to produce a new product.
Criticism of this organization is because too much emphasis is given to SMEs, since their weight is not as important in the economy. Underestimated the adaptability of companies Taylorist grades.
VII. THE REFLECTIVE PRODUCTION hissing
is to humanize the work overcoming problems of mass production. This will create a variety of techniques:
• Rotation in jobs.
• Increasing the content of work and tasks.
• teams incorporating semi-automatic.
• Learning.
• Orientation al cliente.
•Disminuye el grado de automatización para adaptarse mejor al cliente.
TEMA 6. EL FACTOR HUMANO EN LA EMPRESA
I. CONCEPTOS BÁSICOS
El factor decisivo es el factor humano, pues la empresa depende de los individuos que la componen. El ser humano se caracteriza por su autonomía y por ser creativo.
II. EL DESCUBRIMIENTO DE LA EMPRESA INFORMAL
La organización informal son los aspectos relacionados con la conducta humana en la empresa más allá de los previstos por la organization.
Elton Mayo conducted a series of studies that confirmed the importance for the production of informal human relations.
III. GROUPS IN THE COMPANY
Social groups: plurality of individuals who are in contact with each other (Olmsted). It is characterized by a small group, have some motivation and goals, etc.
These groups can be divided according to the rate established by Charles H. Cooley:
• groups: social group whose members have a relationship personal and lasting together.
• Secondary groups: social group whose members are united by maintaining or pursue a common utilitarian purpose.
primary groups are not usually become secondary, although it usually happens in reverse. In traditional societies, social organization, usually in primary groups and in industrial societies do in high school.
The company
fundamental groups are secondary, since individuals are grouped according to utilitarian purposes and not personal.
The group emerges when solving three needs: inclusion - need contact with others and respond positively to touch - control - power we have over others and that others have on us - and affection - need to be loved by others.
IV. LEADERSHIP
capacity of certain individuals to influence others to achieve certain goals. There are five types of leadership:
• Instrumental: take into account the fulfillment of objectives previously planned.
• Expressive: take into consideration the welfare of the group. It takes into account the opinion of each member.
• Authoritarian: oriented to solve problems.
• Democratic: The leader tries to involve others in decision-making.
• Laissez-faire: it implies that the self-regulating group himself.
V. SOCIAL ROLES IN THE ENTERPRISE
Social actions by an individual throughout the day by virtue of its position within a group.
The Director is the supreme authority of the administration of the affairs daily business, both internal and external.
is responsible for formulating the general policy of the company to establish and maintain relations with foreign countries and organize and manage the company.
middle managers are responsible for maintaining unity between management and other employees. Are supervisors, managers or foremen. They take orders and have to deal with workers execution.
Its function is to oversee the production, motivate, develop the spirit of teamwork and job control.
Technician is an employee with knowledge or skills, scarce and difficult to learn. Controls
production processes, helps managers and research.
Administrative Employees are people with careers within the organization. Today is a progressive feminization of employees in this sector.
The Worker is the person performing manual work, assuming a physical effort. Is simple and repetitive tasks that facilitate learning and help maintain high performance.
VI.
MOTIVATION
Try to get the employee match the values \u200b\u200band objectives of the company. The theory used is the "theory of expectations."
According to this theory, all human effort is made in expectation of achieving some success. The subject was confident that the positive consequences arising achievement for himself, which may be extrinsic or intrinsic.
According to an employee's motivation may be different behavior: in strict compliance, beyond the minimum effort or innovation.
motivation to improve their national strategies trying to redesign the post with the goal of making it more attractive to the worker: variety, identity, significance, autonomy and feedback.
ITEM 7. COMMUNICATION AND CULTURE IN THE COMPANY
I. THE PROCESS OF COMMUNICATION
According Aranguren communication is the process by which "transmit information that is held by the issue, conduction and receiving a message."
has several phases:
Coding: the issuer becomes subject ideas or feelings you want to convey in words in his mind.
Issue: when we think, as we speak.
Transmission: is a pure physical phenomenon, which depends on ambient conditions.
Reception hear the message.
Decoding: interpreting the words heard by the recipient.
Feedback: two-way communication. Is confirmed by the recipient of the correct understanding of the message.
Communication may be oral or by language or signs. Signs are things that evoke nature or by convention with the understanding the idea of \u200b\u200banother.
The meaning of each word depends on the context in which it is used. Also often accompanied by feelings, ideas or memories.
II. COMMUNICATION IN BUSINESS: internal and external
The transmission of information within would be within organizations organizational communication. This communication requires that employees are informed enough to contribute to the achievement of the objectives of the company.
downward communication is when it is from management to the base of the organization. Conversely, upward. When it occurs at the same level is called vertical.
downward communication channels are: by the representatives, the chain of command or by direct contact.
In upward communication used a series of procedures: interviews, surveys and question management.
III. THE CONCEPT OF CULTURE AND SOCIALIZATION
Culture is "that complex whole that influences the knowledge, beliefs, art, morals, law, custom and any capabilities and habits acquired by man as a member of society. "
general feature is that mankind is specific to each group. You learn, is symbolic, shared, and subject to nature. It can also be adapted or not.
Socialization is "the set of experiences that occur throughout an individual's life and allow you to develop your human potential and learn the cultural norms of the society they will live."
comprising agents of socialization are family, school, peer groups or peers and mass media.
IV. CULTURE IN THE COMPANY
is a set of beliefs, ideas, values \u200b\u200band practices that have worked well enough to be judged as valid, and to be transmitted to new members of the organization, as the correct model to perceive, think and feel the problems of the organization.
has a dual function: to adapt to the environment and integrate internally.
also be measured on two levels: Culture spontaneous labor or management work culture.
Organization and business management
A company is defined as a social unit consisting of people who develop certain types of activities that help achieve the objectives that a company sets itself since its inception.
Considering this aspect so important, then we will say that corporate governance is an essential tool to achieve an adequate combination of all the above items.
The process for the business management comprises the planning, organization, direction and control to be imposed on the use of all resources available to the company. Corporate governance has five variables that represent their analysis, which is people, the technology used, the work environment in which they work, the tasks to develop and structure.
As we have said, the business management is an essential tool for starting any enterprise, regardless of the type in question, and it is therefore important that we consider to corporate management as a corporate body which is responsible for create the resource productivity. It pursues this objective by people at its disposal, ie by human resources with which the same account. Can be considered to business management, as a kind of subsystem that plays a key role in the organizational system of a company, as it includes the entire organization and is the fundamental force that provides support for other subsystems. Making a much deeper analysis about business management, we find that the same holds for purposes such as the coordination of human resources, financial and material together, the performance in some specific functions, the relationship of the organization as the external environment in which develops and fundamental performance information systems and decision decisions.
Features
business management business management has some features that appear to be in charge of training and development of it, and it is very important that these be considered when developing a management plan for a company, for example, first we can say that corporate governance works in a specific way in its results. Although we can not avoid linking corporate governance with many other factors that influence the development of a business, business management must be specific and different about them all. Second unit highlight appropriate time: Usually when talking about business management is essential to know that it is divided into different stages and elements that combine to help achieve a better performance of that business.
is also important to take into account the hierarchical unit which is measured as the business management is usually carried out by different people with different degrees, so a company is able to form a single person managing body that will from senior manager to the last employee, but each has a fundamental importance in the development of management. Another key feature of which is described corporate governance is undoubtedly its instrumental value.
himself tells us that corporate governance is only a means to help the company to realize all the goals it has. Finally, we do not ignore the fact that corporate governance is a proper use of its principles, its processes and procedures, as well as methods and many other sciences that are usually related to efficiency in this work to be performed .
To explain this in a much more specific, we can say that corporate management uses such as science mathematics, economics, law, statistics, sociology, psychology and anthropology, and we believe that this fundamental business tool usually has a flexibility which is very convenient, since it has principle and management techniques tend to adapt well to all those needs of the business or social group in question, required.
models of business management: organized crime or ethical values \u200b\u200b
Mary Cherian Tarrillo
For many companies the state is a unacceptable state that has to be reinforced, for others it is an unchangeable fact, to be negotiated.
Companies need to find better ways of producing and providing services, without losing the values \u200b\u200band principles, and that the absence of codes of conduct, emerging businesses within businesses, which make even seeing the immorality of their actions not be avoided.
This is because there are companies that only care about doing business, it is for this reason that justifies all means, whether lawful or not.
So many lose the values \u200b\u200band principles, just think of the results and use resources illegitimate, this criminal activity destroys tissue social institutions and value systems.
companies are said to act outside the law when they make a bribe, this highlights the complicity or silence, thus expanding the spaces of power, using public equipment for personal interest, the fraud to take advantage of the impunity that provides economic or political power.
What you want with this article is trying to expand the business management, where many firms operate on an irregular basis to maintain and continue to grow, passing above the law if losing credibility.
But there are companies that have their way in a responsible manner, respecting their ethical values, not entering into illegal business.
Many companies choose the side of corruption as a way of survival, not to disappear and keep growing no matter how badly they are doing, but there are companies with ethical principles and values, clear that these not grow rapidly as companies that break the law, but if you give your customers the confidence that they and the country needs.
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