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In the decades following Chile's 1990 return to democracy, successive governments adopted pioneering reforms aimed at modernizing the state and strengthening democratic governance. This chapter discusses the major developments within Chile's public sector since 1990, with an emphasis on reforms affecting the civil service and public sector management. The politics of the reform process was notable for successful consensus building and led to a more meritocratic, professionally managed public employment system. This chapter also provides an overview of initiatives to strengthen accountability through greater transparency and citizen participation in government, as well as the major public sector management reforms adopted during the last three decades.

This paper seeks to propose measures to improve management of rainfall‐related disasters in Chile.

This research was carried out as a case study in the semi‐arid region of Chile where above‐normal rainy events occur once or twice during some rainy seasons. Measures to improve management are suggested based on theory, field data, and community participation. The method was based on a review of both the scientific literature and the local media; and a semi‐structured survey that was applied to local parties, including the population affected by past disasters. Also, some participatory activities (i.e. workshops) were organized in order to include the community opinions.

Results show that there have been significant advances during the last decade in Chile regarding disaster management. Yet, improvements need to be done at the local level in order to achieve a holistic, proactive and integrative management, including community participation and sharing responsibilities. A key element is increased coordination and cooperation.

Benefit the communities and public agencies associated with disaster management, through practical recommendations based on theoretical issues and findings derived from fieldwork.

This is one of the very few scientific research efforts done in Chile based on a case study that includes social aspects (e.g. community participation, social vulnerability) and disaster management.

Madan Mohanka set up Tega Industries Ltd. in 1976 to manufacture abrasion-resistant rubber mill lining products used in the mining and mineral processing industries. In 2011, as part of its inorganic expansion strategy, Tega bought a company in Chile. However, post-acquisition, several managerial, legal and commercial problems crept up in its manufacturing facilities in Chile, leading to financial downturn in Tega's fortunes in 2016 and compelling it to planning a revival between 2016-19. However, political unrest and Covid 19 uncertainty has caused a dilemma related to further investments worth INR 1.25 billion. Management is contemplating the next steps.

The study aims to investigate the national cultural clusters myth, studying the relationships between individual cultural values and preferred leader behaviour of working businesspeople in “Latin American” samples from Santiago, Chile, and Guadalajara, Mexico. The set of research questions to be addressed are: Are the rankings of value dimensions by businesspeople different between “Latin American” Chile and Mexico? Are the rankings of preferred leader behaviour dimensions different between Chile and Mexico? Are the predictive relationships of leader behaviour preferences by value dimension priorities different between Chile and Mexico?

In an investigation of the relationships amongst preferred leader behaviour and individual value dimensions, the study employs field survey research using two experimental but well established and documented instruments, the Schwartz Values Survey and the Leader Behaviour Description Questionnaire. Comparisons between results from two samples from Chile and Mexico are carried out.

Two samples from large cities in Latin America, Santiago, Chile, and Guadalajara, Mexico, are compared using preferred leader behaviour dimensions and individual values and their relationship to one another. Significant sample and gender sub‐sample differences were observed for preferred leader behaviour, indicating that the perception of preferred leader behaviour priorities differed between businesspeople in Santiago and Guadalajara. Results indicate a general preference in both samples for a Parental Leader style, nurturing in Chile and stern in Mexico, and managerial leaders should be a source of enjoyment and pleasure in business; indications are that engaging in business is an enjoyable endeavour. Gender (sex) differences were observed between samples for preferred leader behaviour. Due to several demographic differences in job level and age in the samples, further work is required to verify the differences observed.

Samples are from two cities, Santiago, Chile, and Guadalajara, Mexico, with an obvious requirement for studying additional regions in the country. Interpreting the findings is challenging and needs to be clarified though further focus group studies to assist in interpreting similarities and differences.

Practical applications of the outcomes of the study are that the results can be used to inform managerial leadership training and development and practice for expatriate and local managerial leaders working in the two cities.

The authors’ literature review and data analyses have some social implications as they found contradictory and misleading discussions of the relative placement of Mexico, Chile, and other countries in South, Central, and North America using cultural value dimension studies that need to be rationalised in further research.

The study is of value to practitioners and researchers interested in managerial leadership in Latin American countries.

This paper aims to explore public procurement frameworks during disasters in Chile and New Zealand, identifying the factors that affect government procurement performance in disaster response.

This research adopted a case study methodology following a qualitative approach. Semi-structured interviews were conducted with government officers from Chile and New Zealand who had practice-relevant knowledge of public procurement and disaster management. Data was complemented by document reviews, including government reports and the records of disaster management organizations.

This paper finds public procurement to be negatively affected by several factors during disasters, including celerity and flexibility of response; market and supplier restrictions; pressures over procurement teams; centralism of procurement structures; lack of technical knowledge; competition and crossover of agreements; corruption; and price variations.

This paper includes policy recommendations on how to increase the effectiveness of disaster management and public procurement systems in countries at high risk of earthquakes and other disasters.

This paper can help public procurement officers to provide a better response during disasters, supplying the goods and services required to the affected population in a timely and effective manner.

This paper addresses a gap in research by identifying factors which negatively impact government procurement and response during a disaster.

The purpose of this paper is to discuss why and how the notion of sustainability has been integrated to the practices of HRM in Chile. Especially, it examines how the union‒management relationship shapes and is shaped by the adoption of a sustainable approach. By doing so, it contributes to a broader debate about HRM in Latin America.

The paper draws on a case study conducted between 2016 and 2018 in two large companies. In each of these companies, besides the analysis of internal and administrative documentation, human resource managers, line managers and union officers were interviewed.

In this paper, two main findings are discussed. First, the sustainable HRM idea installed in Chile has not involved a total renunciation of some old ideological frames, but rather an adjustment of these. The old paternalist managerialism is shaping a path to a new HRM model, willing to yield part of its control to workers, but not less unitarist in its foundations. Second, the sustainable HRM concept adoption by the studied companies is not primarily motivated by economic goals as it may have occurred in other contexts, but by the need of a solution to labour conflicts in a context of union action renewal.

This research could be used to teach about leadership, strategy and sustainability, highlighting the importance of understanding the contested nature of the employment relations within these processes of changing. To accomplish this, HR practitioners need to get more involved with pluralistic perspectives in labour relations and thus achieve effective sustainable practices in the workplace. It is also relevant that unions recognise and strengthen their ability to influence these policies.

This paper sheds lights on how the concept of sustainable HRM has been introduced in Latin America, which has been slightly discussed in mainstream scientific literature. It also provides empirical evidence about unexplored and recent changes in HRM and proposes new perspectives for the study of this topic in the region, considering variables as the managerial ideologies, current labour disputes and the relevance of trade union voice.

Madan Mohanka set up Tega Industries Ltd in 1976 to manufacture abrasion-resistant rubber mill lining products used in the mining and mineral processing industries. In 2006, as part of its inorganic expansion strategy, Tega bought a mill-liner company in South Africa. Buoyed by this growth, two acquisitions were made in Australia and Chile in the year 2011. However, post-acquisition, several managerial, legal and commercial problems crept up in its manufacturing facilities in Chile, leading to financial downturn in Tega's fortunes in 2016 and compelling it to either plan a revival or divest its interest in its Chilean Plant.

The article explains why some Chilean companies have implemented a partnership strategy with trade unions, in a national context broadly described as unfavorable to such approach. Moreover, it discusses the shape and limits of this strategy.

The argument draws on a case study conducted between 2016 and 2018 in three large companies. Human resources managers, line managers and union officers were interviewed in each of these companies, and internal and administrative documentation were analyzed.

The article demonstrates that the management’s partnership strategy in the studied companies has emerged to contain the union revitalization. Additionally, it suggests this strategy has not favored trust-based relationships that guarantee long-term mutual gains for employees and companies. The article identifies some factors that explain this situation: the regulation, the economic uncertainty and the absence of a pluralist management perspective.

The article has the value of providing empirical evidence on union–management partnership, a topic that has gained strategic importance for large Chilean companies but remains unexplored in the mainstream the human resources management literature. The article also contributes to underscore the theoretical relevance of political and cultural variables in explaining management strategies and their results.

El artículo explica por qué surge una política de colaboración empresa-sindicato en un contexto como el chileno, ampliamente descrito como desfavorable a este tipo de enfoque. Asimismo, discute la forma en que se instala esta política y los obstáculos para su desarrollo.

El argumento se basa en un estudio de casos conducido entre el 2016 years el 2018 en tres grandes empresas. En cada una de ellas, se entrevistó a representantes de la dirección y dirigentes sindicales; se revisó documentación interna y administrativa.

El artículo demuestra que la política de colaboración implementada por la dirección en las empresas estudiadas surge para contener la revitalización sindical. Asimismo, sugiere que esta política no ha favorecido en todos los casos relaciones de confianza que garanticen ganancias mutuas para los trabajadores y las empresas a largo plazo. Identifica algunos factores que explican esta situación: la regulación, la incertidumbre económica y la ausencia de un compromiso gerencial con una perspectiva pluralista.

El artículo tiene el valor de proveer evidencia empírica respecto de la colaboración empresa-sindicato, un tema que ha ganado importancia estratégica para las grandes empresas chilenas y que, sin embargo, sigue siendo desatendido por la literatura de GRH. El artículo también contribuye a subrayar la relevancia teórica de las variables políticas y culturales en la explicación de las estrategias gerenciales y sus resultados.

This paper aims to describe the levels and type of contingency faced by school principals in Chile and the way certain aspects of the Chilean school system result in a greater or lesser presence of these contingencies.

The results reported here are based on the application of a structured questionnaire to 381 elementary school principals in Chile. A “Leadership Contingency Index” was created to analyze the extent and characteristics of this phenomenon, which was complemented with a multiple regression analysis to observe the variables that influence the levels of contingency.

This study has shown that the main contingencies faced by school leaders in Chile revolve around the relationship between actors: assist families, relationship with and among students and resolution of school staff problems. Also shows that the level of contingency faced by principals is strongly conditioned by the socio-educational context of the school and is not related to the individual characteristics of the leaders. This level of contingencies is significantly higher in the public system, although the most recurrent contingencies are the same in each type of school administration (public, private subsidized and privately funded schools).

This paper addresses an important but relatively unexplored dimension in specialized research on leadership: variable contingencies under which the leadership role is performed daily, including significant gaps between schools. Understanding and analyzing school leadership from the perspective of the complexity of tasks currently faced by principals, many of them highly unpredictable, ensures a realistic view of the possibilities and limitations of leadership in action and, consequently, provides better tools to strengthen the school leadership role and its contribution to improving student learning.

The purpose of this paper is to problematise the idea of “at-home ethnography” and to expand knowledge about insider/outsider distinctions by using insights from institutional ethnography (IE). It also examines the strengths and challenges of “returning” researchers recognising their unique position in overcoming these binaries.

IE is the method the researcher used to explore community-based water management in rural Chile. The researcher is interested in learning from rural drinking water organisations to understand the way in which their knowledge is organised. The data presented derived from field notes of participant observation and the researcher’s diary.

The notion of “at-home ethnography” fell short when reflecting on the researcher’s positions and experiences in the field. This is especially true when researchers return to their countries to carry out fieldwork. The negotiation of boundaries, codes and feelings requires the researcher to appreciate the complex relationships surrounding ethnographic work, in order to explore how community-based water management is done in the local setting, without forgetting where the setting is embedded.

Unique insights are offered into the advantages and tensions of conducting fieldwork “at home” when the researcher has lived “abroad” for an extended time. A critique and contribution to “at-home ethnography” is offered from an IE perspective.