PUBLICACIONES UEES (LIBROS)
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Item file:///C:/Users/UEES/Contacts/Downloads/MANGROVES%20OF%20LATIN%20AMERICA%20(nuevo)%20(1).pdf(2020-10-15) Molina Moreira, Natalia; Sócola Sánchez, Jacqueline.; Arciniegas Estupiñan, Juan Carlos.; Teutli Hérnadez, Claudia.; Cassinelli Damerval, Fiorella.; Rueda Ajoy, Francesca.; Álvarez Sánchez, Liliana.; Rivera Ocasio, Elsie.; Mora Queipo, Ernesto.; Basáñez Muñoz, Agustín de Jesús.Mangrove swamps are very important ecosystem; their importance is biological, economic and socio-cultural. It is an essential habitat for the juvenile stages of fish, mollusks, crustaceans, and of many other species. Mangroves maintain a trophic network with bird’s nesting places and, at the same time, they are an important feeding space for other animals. They are natural and irreplaceable filters of sediments and nutrients; this makes them relevant water quality maintenance factors. Mangrove’s thick vegetation and its fabulous root system avoid marine and eolic erosion. Last, mangroves are a source of food and economic maintenance for coastal groups; they also permit plentiful artisan fishing; they supply firewood, charcoal, and lumber for construction; and is source medicinal herbs. Mangroves are magic. The information from the works that were presented in the I Mangroves Congress and that have been given you confirms the above. Mangrove swamps survive, even though they were sacked, cut down and burned year after year. Thanks to the dreaming and brave scientists who prepared the work you have in your hands, we now know that it is possible to restore and reforest mangroves. We also know that humans have finally learned to live in harmony with this ecosystem, but we are also warned of the dangers caused by introduced species. Last, we are also helped to understand the mangroves’ socio-economic importance; and they may also be set as an example of a sustainability model.Item Casos de Enseñanza en Gestión de Proyectos(Espinoza Fuentes, Fernando; Portalanza Chavarría, Alexandra., 2021-03) Arteaga García, María ElizabethFor the UEES it is gratifying to contribute to educational innovation in master's programs focused on project management, whose teachers and participants need teaching tools, in Spanish and coupled to the Latin American context, to enrich their class discussions. This publication is useful for those university students and young professionals interested in project management as a line of job growth, since each case will transport them to a particular situation in the experience of a project manager. This book presents 14 teaching cases on project management, which address the different areas of knowledge: Scope, Schedule, Resources, Stakeholders, Costs, Acquisitions, Quality, Communications, Risks, etc. In addition, Innovation and Project Evaluation are addressedItem REFLEXIONES CURRICULARES DEL GESTOR EDUCATIVO(2022) Escuela de Postgrado en Educacion; Pérez Pérez, MildredEste libro digital es el resultado de las ideas discutidas en las clases de la asignatura: Diseño y Desarrollo Curricular. Todas estas ideas están compiladas en este material que lleva por nombre: Reflexiones Curriculares del Gestor Educativo. El libro contiene 1 escritos distribuidos en 4 capítulos. Los autores forman parte del Paralelo 2 de la Cohorte 2022-A quienes reflexionan sobre varios ejes temáticos que convergen en las dimensiones del currículo nacional vigente, sus alcances, limitaciones y el papel del gestor educativo en estos procesos curriculares. El gestor educativo forma parte importante en las propuestas de solución y adaptaciones necesarias para el desarrollo de un currículo de calidad, por ello, es innegable su participación ante los desafíos que esto representa.Item MANUAL DE APLICACIÓN DE AUDITORIAS DE BIOSEGURIDAD PARA EMPRESAS ECUATORIANAS (ABE-E) ENTORNO COVID-19(UEES, 2021-01-13) Gómez García, Antonio.; Espinoza Samaniego, César.; Hacay Chang León, Alywin.Item POLÍTICA SOBRE DROGAS EN EL ECUADOR.(UEES, PARAMETRÍA., 2021-01-13) Kury García, Daniel.; Vélez Valarezo, Rodrigo.Item PERFIL DE CONDICIONES DE SEGURIDAD Y SALUD EN EL TRABAJO EN GUAYAQUIL, GUAYAQUIL REPÚBLICA DE ECUADOR.(2021-01-13) Gómez García, Antonio.; Portalanza Chavarría, Alexandra.; Espinoza Samaniego, César.; Arias Ulloa, Cristian.; Patiño Vaca, Elvia E.; Brito Minuche, Francisco A.Item MANGROVES OF LATIN AMERICA(UEES, 2020-10-15) Molina Moreira, Natalia.; Sócola Sánchez, Jacqueline.; Arciniegas Estupiñan, Juan Carlos.; Teutli Hérnadez, Claudia.; Cassinelli Damerval, Fiorella.; Rueda Ajoy, Francesca.; Álvarez Sánchez, Liliana.; Rivera Ocasio, Elsie.; Mora Queipo, Ernesto.; Basáñez Muñoz, Agustín de Jesús.Mangrove swamps are very important ecosystem; their importance is biological, economic and socio-cultural. It is an essential habitat for the juvenile stages of fish, mollusks, crustaceans, and of many other species. Mangroves maintain a trophic network with bird’s nesting places and, at the same time, they are an important feeding space for other animals. They are natural and irreplaceable filters of sediments and nutrients; this makes them relevant water quality maintenance factors. Mangrove’s thick vegetation and its fabulous root system avoid marine and eolic erosion. Last, mangroves are a source of food and economic maintenance for coastal groups; they also permit plentiful artisan fishing; they supply firewood, charcoal, and lumber for construction; and is source medicinal herbs. Mangroves are magic. The information from the works that were presented in the I Mangroves Congress and that have been given you confirms the above. Mangrove swamps survive, even though they were sacked, cut down and burned year after year. Thanks to the dreaming and brave scientists who prepared the work you have in your hands, we now know that it is possible to restore and reforest mangroves. We also know that humans have finally learned to live in harmony with this ecosystem, but we are also warned of the dangers caused by introduced species. Last, we are also helped to understand the mangroves’ socio-economic importance; and they may also be set as an example of a sustainability model.Item ÁRBOLES DE GUAYAQUIL(2015-05-13) Molina Moreira, Natalia.; Lavayen Tamayo, Jessica.; Fabara Suárez, Marcia.Item THE NEXT GENERATION OF PROFESSIONALS IN ECUADOR: A MANAGER'S GUIDE TO MILLENNIAL/GENERATION Z UNIVERSITY STUDENTS(2019-12-13) Tusev, AleksandarBarry Salzberg, CEO of Deloitte Global, correctly predicted that “... the business community … need to change the way they engage Millennial talent or risk being left behind” (Deloitte, 2015, p. 2). By 2020, Millennials alone will make up 50% of the global workforce (PricewaterhouseCoopers [PwC], 2012). Consequently, organisations need to be prepared to adapt to the expectations of the latest generations of tech-savvy recruits, particularly when it comes to attracting, retaining and training them (PwC, 2012). Generational challenges can hardly fail to become more acute over the next decade as younger Generation Z graduates transition into the workplace. As discussed by O’Boyle, Atack and Monahan (2017), the workplace, especially entry level positions targeted at Millennial and Generation Z graduates, is changing. Entry level positions, aimed at graduates, traditionally eased employees into the workplace with light supportive duties. Today, many of the traditional trainee tasks have been replaced by technology. For example, in accounting entry level tasks used to include the filtering and classification of clients’ receipts, a timeconsuming task. However, today, technology has made it possible for receipts to be processed electronically, automatically linking them to clients’ accounts via online user-friendly platforms. As computing power continues to accelerate exponentially, (“Moore’s Law,” n.d. para. 1), coupled with the introduction of artificial intelligence, almost all aspects of the workplace are set to undergo dramatic changes. Today, graduate recruits from the Millennial and Generation Z cohorts are increasingly expected to apply their dynamic skills in the workplace from the outset, such as performing complex analytical calculations (O`Boyle et al., 2017). The generational gap between Millennials/Generation Z and older cohorts, including Generation X and Baby Boomers, is much more profound than earlier generational gaps due to the fundamental changes technology has brought with it. As discussed by Singh and Dangmei (2015), without proper understanding, organisations will have difficulty recruiting and retaining the best talent, leading to failures in motivating and inspiring them, which could negatively impact overall organisational performance. Organisations are now facing the inevitability of three of four generations working in the same space, each with their distinct attitudes, behaviours and value system. This creates a challenge for managers to encourage their current staff to transfer knowledge and build trust with the new generations of professionals entering the workplace (Bencsik, Juhász, & Horváth-Csikós, 2016). Without greater understanding of the new generations, organisations may revert to the use of stereotypes, leading to further problems. Academics and managers are increasingly focusing on studying Millennials and Generation Z cohorts. This is clear in the abundance of attention this topic has received from across academic fields and industries across the world. Since at least 2013, Deloitte, the prominent multinational accounting firm, has published annual reports on Millennials, in their Millennial survey series, aimed at helping organisations and managers better understand the latest generation of employees (Deloitte, 2013). In 2018, the Deloitte series transitioned from Millennials to Generation Z cohorts, with their report Welcome to Generation Z (Deloitte, 2018a). Deloitte referred to Millennials as those born from January 1983 until December 1994, and Gen Z as those born from January 1995 to December 1999 (p. 3). Such industry sponsored reports have helped describe and analyse Millennials and Generation Z cohorts from across the world, including Latin America. However, to date, Ecuador has received little attention. Ecuador has been developing at a rapid pace over the past few decades, seeing great strides of improvement in economic growth and stability as well as a decrease in poverty and greater investment in higher education (World Bank Group, 2017; 2018; Ramirez, 2016). Of the adult population in Ecuador, 24%1 come from the Millennial and Generation Z cohorts (Instituto Nacional de Estadística y Censos [INEC], 2010), (born from 1985 to 2000). Inevitably, these two generations will be responsible for the direction the country takes over the coming decades. Unfortunately, there is scarce information on them.Item NEXT GENERATION OF PROFESSIONALS IN ECUADOR: A MANAGER'S GUIDE TO MILLENNIAL/GENERATION Z UNIVERSITY STUDENTS(2019-07-13) Tusev, AleksandarBarry Salzberg, CEO of Deloitte Global, correctly predicted that “... the business community … need to change the way they engage Millennial talent or risk being left behind” (Deloitte, 2015, p. 2). By 2020, Millennials alone will make up 50% of the global workforce (PricewaterhouseCoopers [PwC], 2012). Consequently, organisations need to be prepared to adapt to the expectations of the latest generations of tech-savvy recruits, particularly when it comes to attracting, retaining and training them (PwC, 2012). Generational challenges can hardly fail to become more acute over the next decade as younger Generation Z graduates transition into the workplace. As discussed by O’Boyle, Atack and Monahan (2017), the workplace, especially entry level positions targeted at Millennial and Generation Z graduates, is changing. Entry level positions, aimed at graduates, traditionally eased employees into the workplace with light supportive duties. Today, many of the traditional trainee tasks have been replaced by technology. For example, in accounting entry level tasks used to include the filtering and classification of clients’ receipts, a timeconsuming task. However, today, technology has made it possible for receipts to be processed electronically, automatically linking them to clients’ accounts via online user-friendly platforms. As computing power continues to accelerate exponentially, (“Moore’s Law,” n.d. para. 1), coupled with the introduction of artificial intelligence, almost all aspects of the workplace are set to undergo dramatic changes. Today, graduate recruits from the Millennial and Generation Z cohorts are increasingly expected to apply their dynamic skills in the workplace from the outset, such as performing complex analytical calculations (O`Boyle et al., 2017). The generational gap between Millennials/Generation Z and older cohorts, including Generation X and Baby Boomers, is much more profound than earlier generational gaps due to the fundamental changes technology has brought with it. As discussed by Singh and Dangmei (2015), without proper understanding, organisations will have difficulty recruiting and retaining the best talent, leading to failures in motivating and inspiring them, which could negatively impact overall organisational performance. Organisations are now facing the inevitability of three of four generations working in the same space, each with their distinct attitudes, behaviours and value system. This creates a challenge for managers to encourage their current staff to transfer knowledge and build trust with the new generations of professionals entering the workplace (Bencsik, Juhász, & Horváth-Csikós, 2016). Without greater understanding of the new generations, organisations may revert to the use of stereotypes, leading to further problems. Academics and managers are increasingly focusing on studying Millennials and Generation Z cohorts. This is clear in the abundance of attention this topic has received from across academic fields and industries across the world. Since at least 2013, Deloitte, the prominent multinational accounting firm, has published annual reports on Millennials, in their Millennial survey series, aimed at helping organisations and managers better understand the latest generation of employees (Deloitte, 2013). In 2018, the Deloitte series transitioned from Millennials to Generation Z cohorts, with their report Welcome to Generation Z (Deloitte, 2018a). Deloitte referred to Millennials as those born from January 1983 until December 1994, and Gen Z as those born from January 1995 to December 1999 (p. 3). Such industry sponsored reports have helped describe and analyse Millennials and Generation Z cohorts from across the world, including Latin America. However, to date, Ecuador has received little attention. Ecuador has been developing at a rapid pace over the past few decades, seeing great strides of improvement in economic growth and stability as well as a decrease in poverty and greater investment in higher education (World Bank Group, 2017; 2018; Ramirez, 2016). Of the adult population in Ecuador, 24%1 come from the Millennial and Generation Z cohorts (Instituto Nacional de Estadística y Censos [INEC], 2010), (born from 1985 to 2000). Inevitably, these two generations will be responsible for the direction the country takes over the coming decades. Unfortunately, there is scarce information on them.Item INCLUSIÓN FINANCIERA Y DESARROLLO SITUACIÓN ACTUAL, RETOS Y DESAFÍOS DE LA BANCA.(2020-07-13) Arregui Solano, Ruth.; Guerrero Murgueytio, Rosa Matilde.; Ponce Silva, KarinaFinancial inclusion improves people’s well-being when they access and use the products and services of the formal financial system and has more positive results when historically excluded groups because of their condition of poverty, informality, geographical distance, gender, income or disability manage to insert themselves in it. In Ecuador, public policy in recent years in this area has been insufficient: only about 50% of the population is included and this means that at the international level, the country is in an intermediate position of financial inclusion; for this reason, it is essential to promote best practices as well as to make the greatest effort to promote it through public policy, and with agreements with the private sector and the popular and solidarity-based economy. The pillars that support inclusive financial systems are: access to their products and services, their use, education for their use and consumer protection. This paper analyzes the performance of three of these and offers theoretical and practical contributions for the generation of inclusive financial systems.Item ACCIÓN DE PROTECCIÓN CONTRA ACTOS NORMATIVOS DE CARÁCTER GENERAL Y ACTOS ADMINISTRATIVOS DE EFECTOS GENERALES.(2013-08-15) Gallardo Cornejo, Emilio Enrique; Baquerizo Minuche, JorgeLa presente tesis plantea el problema entorno a la procedencia de la acción de protección contra actos normativos de carácter general y actos administrativos de efectos generales cuando existe una vulneración directa en los derechos constitucionales de los particulares, el cual estuvo fundamentada en la normativa ecuatoriana, jurisprudencia constitucional, doctrina y derecho comparado. La información estudiada permitió llegar a conclusiones relevantes sobre los presupuestos procesales de estos casos particulares de la acción de protección. Se realizó un análisis sobre el concepto de acto normativo de carácter general y actos administrativos de efectos generales, tanto desde el punto de vista doctrinal como el de la jurisprudencia ecuatoriana (ex Corte Suprema de Justicia, ex Tribunal Constitucional y Corte Constitucional. Por tanto, la investigación pudo determinar las particularidades de la acción de protección frente a estos tipos de actos. Del mismo modo, se pudo determinar que la posición de la Corte Constitucional, como máximo órgano de interpretación constitucional, es contraria a la doctrina nacional y extranjera, por lo cual se realizó el análisis crítico respectivo que permitió plantear ciertas recomendaciones sobre las futuras actuaciones de este mismo organismo. En definitiva, la tesis tuvo como objeto buscar el mecanismo constitucional adecuado de protección de derechos constitucionales ante vulneraciones por parte de actos normativos de carácter general y actos administrativos de efectos generales.