Resume

• 2010

  Doctor of Philosophy (Ph.D.)

  Research Interest: Executive Recruitment

  Headhunting

  Triangular Business Relations

  Agency Theory.

  Business Administration and Management

  Universidad Pablo de Olavide

• 2009

  English

  Spanish

  French

  MRes

  Concentration in Human Resources

  Management and Business Administration

• 1994

  Universidad Fermín Toro

• 1992

  Law

  Student Representative

  Universidad 'Santa María'

• 1987

  7th-8th Grades

  Military Junior High

  Junior High School

  Liceo Militar Gran Mariscal de Ayacucho (Limilaya)

• 1981

  HS Diploma

  Humanities and Art

  La Salle La Colina School

• Increase membership in 23%

  improve and develop yearly events agenda.

  National Society of Hispanic MBAs (NSHMBA)

  Member

  Lions Clubs International

  Marketing Strategy

  Financial Analysis

  Management

  Process Improvement

  Strategic Planning

  Multicultural

  Business Strategy

  Start-ups

  CRM

  Public Relations

  Organizational Development

  Business Process Improvement

  Analysis

  Recruiting

  Management Consulting

  Leadership

  Team Leadership

  Business Planning

  Business Development

  Teamwork

  The Value of Employment Counter Offers

  The Value of Employment Counter Offers

  The relationships between clients

  headhunters

  and candidates during the executive search process has not been researched using agency theory as the theoretical framework. This is puzzling

  as the existence of common objectives and information asymmetries between these three parties make agency theory an ideal one to explain the interactions between them. We addressed this gap by developing six testable propositions for researchers. Practitioners may also benefit from the study as understanding the human assumptions in the process of executive recruitment may help increase the chances of achieving positive outcomes.

  Executive recruitment triads from an agency theory perspective

  This chapter discusses multiple identity organizations and the implications this holds for multi-level mission-driven institutions. This review examines congruency between organizational mission statements as an identity utilitarian element

  and rules and regulations as an identity normative element. In addition

  the authors argue that organizational outcomes should be aligned with each of these multiple identities. The review uses a sample of Catholic universities and higher education institutions within the United States for analysis. The scholarly research emphasis of business departments/schools among these institutions is the common element used to measure this relationship. Bibliometrics and written language analysis were utilized. The findings provide initial evidence for misalignment and incongruence between their multiple identities and organizational outcomes.

  Multiple Identity Organizations and Performance: A Review of Catholic Institutions of Higher Education in the US and Their Business Departments

  In this paper

  I examine the Agency Theory application towards the relation Client-Headhunter-Candidate

  mainly focus to asymmetric information. My propose is established if we can study this business relation using the theory assumptions

  and therefore

  present practitioners situations that may help to clarify the complexity of the Executive Recruitment process using Headhunters. My review reveals that when a third party (human) is added to a business relation

  the asymmetric information tends to increase. My research shows evidence in subjects like (1) Headhunters under a Retainer Fees payment scheme

  (2) a clear salary offer as a conditioner for the process success

  and (3) Employability status as a conditional element for the final salary offer. I also include a group of proposals related to the investigation and some conclusions linked to the contractual element triangular business interaction.

  The Triangular relation between Client-Headhunter-Candidate

  a review of Asymmetric Information under the Agency Theory perspective

  While companies operating in Latin America have witnessed increased female leadership participation

  the region remains characterized by traditional gender role attitudes. This juxtaposition of traditional machismo attitudes towards women along with progress in women’s leadership participation make this setting ideal for examining a topic of continued worldwide debate: women’s career advancement. This study examines attitudes towards the career advancement of women—a historically marginalized group in Latin America. Building on the extant literature

  we test the negative association between traditional gender role orientations and attitudes towards women’s career advancement

  both directly and via a mediated relationship through acceptance of women in the workplace. We then theoretically and empirically extend this literature by examining an important context-related moderator—a company’s international proactiveness—which we contend serves as a mechanism for keeping traditional machismo attitudes from manifesting. We examine these relationships within a sample of 973 respondents within the Latin American countries of Argentina

  Bolivia

  Brazil

  Chile

  Colombia

  Dominican Republic

  Ecuador

  Mexico

  Panama

  Peru

  and Venezuela. Our findings support our hypotheses and provide practical insight into the important

  yet generally not considered effects of a company’s internationalization efforts on attitudes towards the career advancement of women.

  Attitudes towards women’s career advancement in Latin America: The moderating impact of perceived company international proactiveness

  El desempeño de las organizaciones después que se han efectuado cambios de denominación o marca corporativa

  ha sido documentado en la literatura del marketing y de la estrategia. Esta investigación estudia la magnitud o efecto de los cambios de marcas en relación con las ventas en un mismo sector durante el mismo período de tiempo. Usando datos de panel y midiendo el tamaño del efecto

  se analizaron un grupo de empresas del sector asegurador venezolano que cambiaron de nombre durante un mismo período (2008-2009). Se pudo concluir que hay efectos medianos en las ventas por cambio de marca. Esto contradice estudios previos que indican que tal situación no tiene efectos financieros en las organizaciones.

  Efecto de los cambios de Marcas o Nombres: Estudio Empírico sobre el sector de Seguros en Venezuela

  Purpose\n\nThe intention of this chapter is to review and test the degree to which organizational changes related to gender parity

  adopted within Venezuela since 1999

  have affected the C-level positions and Boards of Directors among banking institutions.\nDesign/Methodology/Approach\n\nThrough review and qualitative analysis of primary and secondary data

  along with triangulation

  given names were used as proxy to define gender among groups of individuals.\nFindings\n\nEvidence indicates that besides some parity in lower positions

  middle management

  and some C-level positions

  at the Board of Director level

  there remains a gender imbalance. Government-owned institutions show improved gender balance

  but still there is a need for progress.\nPractical Implications\n\nCoercive isomorphisms may be the most common explanation for organizational change; nevertheless

  this is not necessarily the case unless there is clear law enforcement. Practitioners must analyze the underlying reasons that females may reach a C-level position

  yet don’t reach the Board of Directors in the same proportion.\nOriginality/Value\n\nThis research analyzes gender issues and composition among corporate governance bodies (Board of Directors and C-level positions) in Venezuela. It offers preliminary insights on gender imbalance within the upper echelon of Venezuelan banking institutions.\n

  Gender in Venezuelan Board of Directors and C-level Positions: Current Balance of Gender Diversity for Twenty-first Century Socialism

  Joshua Marsden

  The purpose of this study was to better understand the employer landscape in Grand Junction. To this aim

  we reviewed the hiring practices local businesses are currently engaged in and the use of technologies in this process. We also inquired how local businesses are supporting employee development as they adopt new technologies and examined the leadership and onboarding practices.

  An Examination of Skills Requirements in Businesses in Mesa County

  The teacher-scholar model was created in recognition of the expectations that university faculty members will engage in both high-quality teaching and scholarship. The adoption of the teacher-scholar model at universities has been mixed. Our exploratory case study investigation took place at a primarily teaching university in which the model was recently embraced. We wanted to empirically document the faculty members’ knowledge

  perceptions

  preparation

  and engagement in the teacher-scholar model. Our results indicate that the faculty members held constrained levels of knowledge of the model

  were neutral in their perceptions of model

  had a range of preparation to productively engage in the model

  and they tended to take an array of approaches for engaging in the model. We also found positive relationships among perceptions of the teacher-scholar model

  knowledge of the model

  faculty member engagement in scholarship

  and the duration of employment in higher education. Our findings suggest that there is a need for long-term professional development focused on the teacher-scholar model at universities where the model is being adopted.

  The Determination of Faculty Members’ Perceptions and Knowledge of the Teacher-Scholar Model at a Primarily Teaching Institution

  El uso de la contratación como una práctica de recursos humanos es\ngeneralmente un problema con presencia dentro de la comunidad de\ninvestigación de gestión. Este artículo

  analiza a través de una revisión\nbibliográfica

  la relación entre los clientes y las empresas denominadas\ncazatalentos tomando como referencia la información asimétrica que está\npresente en el proceso de selección y que puede poner en peligro el resultado\nde la relación

  es decir

  la selección del candidato apropiado. La intención es\nestablecer las causas y consecuencias relacionadas con la escasez de\ninformación

  la variabilidad en la selección del candidato por el cazatalentos

  el\nacceso a esta información

  y la intervención de la otra parte con el resultado.\nTambién se incluyen un conjunto de propuestas relacionadas con la\ninvestigación

  y algunas conclusiones vinculadas con la definición de un\ncandidato óptimo.\nThe use of outsourcing as an HR practice is generally a current problem within\nthe community of management research. This article analyzes through a\nliterature review; the relationship between customers and companies called\nheadhunters

  considering asymmetric information that is present during the\nselection process

  and how this may jeopardize the outcome of the relationship

  \nthe appropriate candidate selection. The intention is to establish the potential\ncauses and related consequences

  linked to these information asymmetries

  \nthe variability in the candidate's selection for the headhunters

  access to this\ninformation

  and the intervention of the other party within the result. A set of\nproposals related to the research

  and some conclusions related to the\ndefinition of an optimal candidate is also included.

  El Perfil Oculto del Candidato Ideal. Sobreponiéndose a la Información Asimétrica en Búsquedas Ejecutivas usando Cazatalentos/The ideal candidate’s hidden profile. Overcoming asymmetric Information on executive searches using Headhunters.

  Although most literature in relation to student teaching evaluations argue that when the administrative format is switched from paper based to online

  the impactonprofessors’teachingscores is minimal

  but faculty may still resist change from one format to another. This article describes a pilot study at a medium sized

  western university whose primary mission is teaching

  and which is transitioning the student teaching evaluations from a paper based to an onlineformat.To gain faculty support and proceed with the format change

  a comparative study was carried out in the business department

  one of the larger departments in the university. Statistical Differences Between 24 (paper) and 22 (online) teaching evaluations from 21 professors were compared using inferential statistics (t-test). While the main finding (no difference between the two administrative formats) follows the literature

  some additional evidence argues that students teaching evaluations tend to be lower on business courses that develop quantitative skills.In spite of limitations related to sample size and teaching score used for the comparative analysis

  the findings offer positivesupporttotheuniversityadministrationin switching formats. However

  when analyzing thesedifferences individually

  substantial implicationsforfaculty and their performance evaluations may arise.

  Revisiting the Online versus Face to Face teaching evaluations

  Universidad Pablo de Olavide

  Southwestern Oklahoma State University

  Clarion University of Pennsylvania

  Universidad Fermín Toro

  Clarion University of Pennsylvania

  Colorado Mesa University

  Aquinas College

  Universidad Centroccidental Lisandro Alvarado (UCLAve)

  Grand Junction

  Colorado Area

  Assistant Professor

  Colorado Mesa University

  Promote South Florida Chapter (400 members)

  using all possible media like newspapers

  magazines

  email campaigns

  websites

  printing collaterals

  promotional products

  press release

  etc.\nCoordinate with the national organization the utilization of marketing material in order to raise the impact

  created local marketing material to target local members and sponsors.\nCreated and maintain relations with local media.\nCoordinated with the Vp. Corporate Relation the fundraising initiatives in order to maximize funding and provide ROI to the sponsors and donors.\nCoordinated with all other functional areas of the chapter the events advertising

  increasing the chapter’s participation in terms of sponsors and attendees.\nEstablish and lead the Marketing Committee.

  Pennsylvania

  Visiting Research Scholar

  Clarion University of Pennsylvania

  Greater Grand Rapids

  Michigan Area

  Greater Grand Rapids

  Michigan Area

  Aquinas College

  Direct nonprofit chapter for a national organization

  in charge of manage Fundraising

  Public Relations

  and members

  increase organizational exposure on nontraditional Universities

  and perform presentations related to the organizational goal

  orientation and sponsorship. Maintain succession planning for the local organization.

  Cabudare

  Estado Lara. Venezuela

  - Marketing Management (Master Level Courses).\n- Foreign Trade and International Business (Master Level Courses).

  Lecturer - Instructor

  Universidad Fermín Toro

  - Organizational and Management Communication Strategies (Postgraduate Course)

  include course curriculum design.

  Universidad Centroccidental Lisandro Alvarado (UCLAve)

  Universidad Pablo de Olavide

  Field research in US and Venezuela.

  PhD Student

  Sevilla Area

  Spain

  Pennsylvania

  Teaching Principles of Marketing

  Advertising and IMC & Retail Management.

  Instructor

  Clarion University of Pennsylvania

  Weatherford

  Oklahoma

  Assistant Professor

  Southwestern Oklahoma State University

  Manage processes related to talent sourcing

  targeting

  attraction

  and screening in multiple levels

  I specialize in Finance and Accounting C level positions. Provide Organizational development consultancy

  restructuring

  and job description analysis to customers in wide variety of industries and leading firms (Manufacturing

  Construction

  Food and Beverages) research on Headhunters relations between customers & candidates.

  Member

  Academy of International Business

  Member

  Academy of Management