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Devoluciones

Políticas y requisitos para tramitar reembolsos
Políticas de reembolsos
  1. Solo se podrán realizar solicitudes de reembolso relacionadas con saldos a favor que se encuentren indicados en el estado de cuenta. Importante considerar, que existen conceptos con sus propios lineamientos de reembolsos tales como: Certificados de Inversión Educativa TEC (IETEC) y Reserva de lugar.
  2. No se podrán realizar solicitudes de reembolso si existen adeudos vencidos.
  3. El plazo máximo para solicitar un reembolso es de dos años a partir de la finalización del último periodo académico del estudiante. En caso de no solicitarlo dentro de este plazo, el saldo no podrá ser reembolsado y se destinará a un fondo de becas.
  4. Los alumnos admitidos que decidan no ingresar al Tecnológico de Monterrey podrán solicitar el reembolso de la Reserva de lugar dentro de los 15 días posteriores al pago. Si el pago de reserva de lugar se realiza dentro de los 15 días previos a la fecha de inicio de clases del semestre al que se solicita la admisión, el reembolso se podrá solicitar hasta un día hábil anterior a esta fecha.

    En caso de no solicitarlo dentro de este tiempo, el saldo no podrá ser reembolsado y será destinado a un fondo de becas.

  1. En caso de baja parcial de materias o total del periodo, el importe de los seguros y/o coberturas no será reembolsable.
  2. Política de Reembolsos en Moneda Extranjera: En caso de que un alumno solicite un reembolso de un pago realizado en moneda extranjera, se aplicará lo siguiente:

    • Si la devolución se realiza a una cuenta en la misma moneda en la que se efectuó el pago (USD/EUR), el reembolso se efectuará al tipo de cambio vigente al día de la operación de reembolso y será pagado en dicha divisa.
    • Si la devolución se realiza a una cuenta en pesos mexicanos (MXN), el reembolso se efectuará al tipo de cambio vigente al día de la operación de reembolso. Esto podría generar una diferencia cambiaria(utilidad o pérdida) respecto al monto reflejado en su Estado de Cuenta al momento de realizar el pago original.

    Nota: Se recomienda considerar esta condición antes de solicitar el reembolso.

Devoluciones, Tec de Monterrey
Reembolsos de acuerdo con la forma de pago
Payments made by bank card

A refund is processed by returning the amount to the same bank card if the payment date is within 60 days. If the payment exceeds this period, a bank transfer will be issued.

Payments made through bank slip, OXXO, or SPEI

A refund is processed via bank transfer.

 

Requisitos para el reembolso
Tuition Payment
  • If the refund is requested by someone other than the designated payer of tuition, authorization must be obtained from the person responsible for the tuition payment.
Refund at a National Bank
  • Have a credit balance (negative sign) in your account statement.
  • Official identification of the beneficiary (INE or passport for foreigners).
  • Header of the checking account statement (showing CLABE, address, RFC, and no account movements).
  • Authorization document signed by the tuition payment responsible party (only for high school and undergraduate students).
Refund at an International Bank
  • Have a credit balance (negative sign) in your account statement.
  • Header of the checking account statement (provide ABBA, SWIFT, or IBAN, and the name of the intermediary bank if required).
  • Authorization document signed by the person responsible for tuition payment (only for high school and undergraduate students).

Integrity and Compliance

Integrity and Compliance - Tecnológico de Monterrey
Integrity and Compliance

Our Purpose

At Tecnológico de Monterrey, one of the guiding principles that drive us is “commitment to ethics and values”. For this reason, we promote ethical behavior throughout our entire community, aiming to conduct ourselves with integrity, honesty, and respect for human dignity, as well as justice, freedom, equality, responsibility, and compliance in all our actions and decisions, thus contributing to the flourishing of our entire community.

Therefore, from the Vice Presidency of Integrity and Compliance, our objective is:

“To ensure our community an experience in reliable, safe, and resilient Tec contributes to its flourishing”.

360° Integrity

As an Institution, we aim to ensure the ethical management of our institutions is based on respect for human dignity, integrity, and the experience of our values, to create a learning and working environment that lays the foundations for human flourishing, social commitment, and sustainability.

The 360° integrity unfolds in two dimensions: academic and institutional, both guided by an ethical and normative framework that serves as a reference for both.

  • Institutional Integrity
  • ETHOS
  • Conflicts of Interest
  • Academic Integrity

Academic Integrity 
(Students and Faculty)

 

Integrity Ecosystem
(Management Processes and Reporting)

 

Integrity 360°
 

 

Ethical Alignment of Third Parties
(Suppliers, Partners, etc.)

 

Integrity and Ethics in our Institutions
(Integrity Training)

Integridad y cumplimiento

Integridad y cumplimiento Tec de Monterrey
Integridad y cumplimiento

Our Purpose

At Tecnológico de Monterrey, one of the guiding principles that drive us is “commitment to ethics and values”. For this reason, we promote ethical behavior throughout our entire community, aiming to conduct ourselves with integrity, honesty, and respect for human dignity, as well as justice, freedom, equality, responsibility, and compliance in all our actions and decisions, thus contributing to the flourishing of our entire community.

Therefore, from the Vice Presidency of Integrity and Compliance, our objective is:

“To ensure our community an experience in reliable, safe, and resilient Tec contributes to its flourishing”.

360° Integrity

As an Institution, we aim to ensure the ethical management of our institutions is based on respect for human dignity, integrity, and the experience of our values, to create a learning and working environment that lays the foundations for human flourishing, social commitment, and sustainability.

The 360° integrity unfolds in two dimensions: academic and institutional, both guided by an ethical and normative framework that serves as a reference for both.

  • Institutional Integrity
  • ETHOS
  • Conflicts of Interest
  • Academic Integrity

Academic Integrity 
(Students and Faculty)

 

Integrity Ecosystem
(Management Processes and Reporting)

 

Integrity 360°
 

 

Ethical Alignment of Third Parties
(Suppliers, Partners, etc.)

 

Integrity and Ethics in our Institutions
(Integrity Training)

Campus Aguascalientes' Trustees

Members

Associates / Active

Óscar Humberto Lomelín Ibarra (President)
Víctor Manuel López López (Vicepresident)
Ana Luisa Ortega Fierro
Carlos Andrés Alvarez Guerrero
César Joel Quesada Macías
Fernando Arteaga Barba
Guillermo López López
José Ramón Medrano Muñoz

Associates / Active

Luis Jaime Lomelín Ibarra
Luis Salvador Alcalá Jiménez
María Guadalupe Piña del Bosque
Mayra Paola Martínez Reyes
Roberto Cummings Alonso
Víctor Manuel Romo Muñoz
Roberto Soto Soto (Secretary)

Consejo de Campus Aguascalientes

Miembros

Consejeros Activos

Óscar Humberto Lomelín Ibarra (Presidente)
Víctor Manuel López López (Vicepresidente)
Ana Luisa Ortega Fierro
Carlos Andrés Alvarez Guerrero
César Joel Quesada Macías
Fernando Arteaga Barba
Guillermo López López
José Ramón Medrano Muñoz

Consejeros Activos

Luis Jaime Lomelín Ibarra
Luis Salvador Alcalá Jiménez
María Guadalupe Piña del Bosque
Mayra Paola Martínez Reyes
Roberto Cummings Alonso
Víctor Manuel Romo Muñoz
Roberto Soto Soto (Secretario)

Jill Kickul - Faculty

Jill Kickul

Jill Kickul

Distinguished Professor in Social Entrepreneurship

Business School and EGADE Business School


Expertise

Social entrepreneurship 
Entrepreneurship education
Social innovation

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Overview

Dr. Jill Kickul served as a professor at the Lloyd Greif Center for Entrepreneurial Studies and Narayan Research Director of the Brittingham Social Enterprise Lab, both at the Marshall School of Business of the University of Southern California in the United States. She was also the academic director of the Master of Science in Social Entrepreneurship at the same institution. Furthermore, she is the founding director of the Annual Social Entrepreneurship Conference, the largest academic conference in the field.

Jill Kickul was previously director of the Social Entrepreneurship program at NYU’s Stern School of Business and academic advisor for the MBA’s Social Innovation and Impact Specialization. She also held several distinguished positions, such as president of the United States Association for Small Business and Entrepreneurship (USASBE) in 2020, and was part of the Research Committee Chair (2018-2020) and the Teaching Committee Chair (2009-2012) for the Academy of Management, both in the Entrepreneurship Division.

Her career has been marked by a focus on entrepreneurial studies and social enterprise, where she combines her expertise in research with practical applications in these fields. Her work primarily revolves around understanding and fostering entrepreneurship, particularly emphasizing social entrepreneurship and its impact on society.

Dr. Kickul received the 2022 Dedication to Entrepreneurship Award from the Academy of Management, recognizing her long-term contributions to entrepreneurship research, teaching, practice, and the field’s growth.

Jill Kickul joined Tecnológico de Monterrey as a Distinguished Professor in Social Entrepreneurship for the Business School and EGADE Business School.

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Education and Training

  • Ph.D., Industrial/Organizational Psychology, Northern Illinois University.
  • M.A., Industrial/Organizational Psychology, Northern Illinois University.
  • MBA, DePaul University.

Jill Kickul - Faculty

Jill Kickul

Jill Kickul

Profesora Distinguida en Emprendimiento Social 

Escuela de Negocios y EGADE Business School


Expertise

Emprendimiento social
Educación en Emprendimiento 
Innovación social 

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Overview

Dr. Jill Kickul served as a professor at the Lloyd Greif Center for Entrepreneurial Studies and Narayan Research Director of the Brittingham Social Enterprise Lab, both at the Marshall School of Business of the University of Southern California in the United States. She was also the academic director of the Master of Science in Social Entrepreneurship at the same institution. Furthermore, she is the founding director of the Annual Social Entrepreneurship Conference, the largest academic conference in the field.

Jill Kickul was previously director of the Social Entrepreneurship program at NYU’s Stern School of Business and academic advisor for the MBA’s Social Innovation and Impact Specialization. She also held several distinguished positions, such as president of the United States Association for Small Business and Entrepreneurship (USASBE) in 2020, and was part of the Research Committee Chair (2018-2020) and the Teaching Committee Chair (2009-2012) for the Academy of Management, both in the Entrepreneurship Division.

Her career has been marked by a focus on entrepreneurial studies and social enterprise, where she combines her expertise in research with practical applications in these fields. Her work primarily revolves around understanding and fostering entrepreneurship, particularly emphasizing social entrepreneurship and its impact on society.

Dr. Kickul received the 2022 Dedication to Entrepreneurship Award from the Academy of Management, recognizing her long-term contributions to entrepreneurship research, teaching, practice, and the field’s growth.

Jill Kickul joined Tecnológico de Monterrey as a Distinguished Professor in Social Entrepreneurship for the Business School and EGADE Business School.

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Education and Training

  • Ph.D., Industrial/Organizational Psychology, Northern Illinois University.
  • M.A., Industrial/Organizational Psychology, Northern Illinois University.
  • MBA, DePaul University.

Juan Ignacio Sánchez - Faculty

Juan Ignacio Sánchez

Juan Ignacio Sánchez

Distinguished Visiting Professor in Organizational Behavior and Human Capital

Business School and EGADE Business School


Expertise

Organizational behavior
Organizational culture
Human capital management

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Overview

Dr. Juan Ignacio Sánchez is professor and Knight-Ridder Byron Harless Eminent Scholar in the Department of Global Leadership and Management (GLaM) at the Florida International University. Earlier in his academic career at the same institution, he served as the founding chair of the GLaM department and faculty director of the Master of Science in Human Resource Management, where he designed and launched the master’s program, which is now ranked #2 by HR.com and has over 1,000 alumni, including the chief people officers of several Fortune 500 companies.

He has taught topics including organizational behavior, organizational design, staffing organizations, performance and talent management, HR effectiveness, and applied psychology training, among others.

Juan Ignacio Sánchez was vice president at Large of the Greater Miami Society for HRM (GMSHRM, now HR Miami) and was also elected Fellow of the American Psychological Association and of the Society for Industrial and Organizational Psychology. He is currently serving on his fifth U.S. National Academy of Sciences panel. For the Federal Government of the United States, he was a panelist in the development of a competency model for infant and toddler caregivers for the U.S. Department of Health and Human Services (20 17). From 2011 to 2013, he was a Special Government Employee for the Occupational Information Development Advisory Panel (OIDAP), at the Social Security Administration, GSA 14.

Juan Ignacio Sánchez joined Tecnológico de Monterrey as Distinguished Professor in Organizational Behavior and Human Capital for the Business School and EGADE Business School.

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Education and Training

  • Ph.D., Industrial/Organizational Psychology, University of South Florida
  • M.Sc., Industrial/Organizational Psychology, University of South Florida
  • Bachelor's degree, Psychology, Universidad Complutense de Madrid 
     
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Publications

  • Sanchez, J. I., Bonache, J., Paz-Aparicio, C., & Oberty, C. Z. (2022). Combining interpretivism and positivism in international business research: The example of the expatriate role. Journal of World Business, 101419.

  • Sanchez, J. I. (2022). Who Opposes “Oposiciones”? A job-analytic approach to job-related public employee selection. Basque Journal of People and Public Organizations [Pertsonak eta Antolakunde Publikoak Kudeatzeko Euskal Aldizkaria= Revista Vasca de Gestión de Personas y Organizaciones Públicas], 22, 8-21.

  • Wated, G., & Sanchez, J.I. (2021). Political Populism-to-Work Spillover in Latin America: Implications for Human Resources Management. In J. Trullen & J. Bonache (Eds.), Talent Management in Latin America. Pressing Issues and Best Practices, pp. 8-28. New York, NY: Routledge, Taylor & Francis Group. ISBN: 978-0-367-81990-3, ISBN: 978-1-032-04676-1.

  • Campion, M.C., Schepker, D.J., Campion, M.A., Sanchez, J.I. (2020). Competency modeling: A theoretical and empirical examination of the strategy dissemination process. Human Resources Management, 59(3), 291-306.

  • Spector, P., & Sanchez, J. (2018). Getting the Global Band Together: Best Practices in Organizing and Managing International Research Teams. In K. Shockley, W. Shen, & R. Johnson (Eds.), The Cambridge Handbook of the Global Work–Family Interface (Cambridge Handbooks in Psychology, pp. 230-246). Cambridge: Cambridge University Press. doi:10.1017/9781108235556.012

  • Sanchez, J. I., & Lazrak, Y. (2017). The micro-foundations of global innovation: Disrupting the balance between centripetal and centrifugal forces. In S. Kundu, & S. Munjal (Eds.), Human Capital and Innovation: Examining the Role of Globalisation, pp. 73-90. Basignstoke, UK: Palgrave McMillan.

  • Paustian-Underdahl, S. C., Fainshmidt, S., Sanchez, J. I., Misati, E., Zhao, Y., & Zhang, H. (2017). The Role of Economic Development and Perceived Growth Opportunities in Employee Reactions to M&As: A Study of the Merger Syndrome Across 29 Countries. Group & Organization Management, 42(2), 163-194.

  • Tian, Q., & Sanchez, J. I. (2017). Does paternalistic leadership promote innovative behavior? The interaction between authoritarianism and benevolence. Journal of Applied Social Psychology, 47(5), 235-246.

More publications

Juan Ignacio Sánchez - Faculty

Juan Ignacio Sánchez

Juan Ignacio Sánchez

Profesor Visitante Distinguido en Comportamiento Organizacional y Capital Humano

Escuela de Negocios y EGADE Business School


Expertise

Comportamiento organizacional
Cultura organizacional
Gestión del capital humano

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Overview

Dr. Juan Ignacio Sánchez is professor and Knight-Ridder Byron Harless Eminent Scholar in the Department of Global Leadership and Management (GLaM) at the Florida International University. Earlier in his academic career at the same institution, he served as the founding chair of the GLaM department and faculty director of the Master of Science in Human Resource Management, where he designed and launched the master’s program, which is now ranked #2 by HR.com and has over 1,000 alumni, including the chief people officers of several Fortune 500 companies.

He has taught topics including organizational behavior, organizational design, staffing organizations, performance and talent management, HR effectiveness, and applied psychology training, among others.

Juan Ignacio Sánchez was vice president at Large of the Greater Miami Society for HRM (GMSHRM, now HR Miami) and was also elected Fellow of the American Psychological Association and of the Society for Industrial and Organizational Psychology. He is currently serving on his fifth U.S. National Academy of Sciences panel. For the Federal Government of the United States, he was a panelist in the development of a competency model for infant and toddler caregivers for the U.S. Department of Health and Human Services (20 17). From 2011 to 2013, he was a Special Government Employee for the Occupational Information Development Advisory Panel (OIDAP), at the Social Security Administration, GSA 14.

Juan Ignacio Sánchez joined Tecnológico de Monterrey as Distinguished Professor in Organizational Behavior and Human Capital for the Business School and EGADE Business School.

radio_button_unchecked radio_button_checked

Education and Training

  • Ph.D., Industrial/Organizational Psychology, University of South Florida
  • M.Sc., Industrial/Organizational Psychology, University of South Florida
  • Bachelor's degree, Psychology, Universidad Complutense de Madrid 
     
radio_button_unchecked radio_button_checked

Publications

  • Sanchez, J. I., Bonache, J., Paz-Aparicio, C., & Oberty, C. Z. (2022). Combining interpretivism and positivism in international business research: The example of the expatriate role. Journal of World Business, 101419.

  • Sanchez, J. I. (2022). Who Opposes “Oposiciones”? A job-analytic approach to job-related public employee selection. Basque Journal of People and Public Organizations [Pertsonak eta Antolakunde Publikoak Kudeatzeko Euskal Aldizkaria= Revista Vasca de Gestión de Personas y Organizaciones Públicas], 22, 8-21.

  • Wated, G., & Sanchez, J.I. (2021). Political Populism-to-Work Spillover in Latin America: Implications for Human Resources Management. In J. Trullen & J. Bonache (Eds.), Talent Management in Latin America. Pressing Issues and Best Practices, pp. 8-28. New York, NY: Routledge, Taylor & Francis Group. ISBN: 978-0-367-81990-3, ISBN: 978-1-032-04676-1.

  • Campion, M.C., Schepker, D.J., Campion, M.A., Sanchez, J.I. (2020). Competency modeling: A theoretical and empirical examination of the strategy dissemination process. Human Resources Management, 59(3), 291-306.

  • Spector, P., & Sanchez, J. (2018). Getting the Global Band Together: Best Practices in Organizing and Managing International Research Teams. In K. Shockley, W. Shen, & R. Johnson (Eds.), The Cambridge Handbook of the Global Work–Family Interface (Cambridge Handbooks in Psychology, pp. 230-246). Cambridge: Cambridge University Press. doi:10.1017/9781108235556.012

  • Sanchez, J. I., & Lazrak, Y. (2017). The micro-foundations of global innovation: Disrupting the balance between centripetal and centrifugal forces. In S. Kundu, & S. Munjal (Eds.), Human Capital and Innovation: Examining the Role of Globalisation, pp. 73-90. Basignstoke, UK: Palgrave McMillan.

  • Paustian-Underdahl, S. C., Fainshmidt, S., Sanchez, J. I., Misati, E., Zhao, Y., & Zhang, H. (2017). The Role of Economic Development and Perceived Growth Opportunities in Employee Reactions to M&As: A Study of the Merger Syndrome Across 29 Countries. Group & Organization Management, 42(2), 163-194.

  • Tian, Q., & Sanchez, J. I. (2017). Does paternalistic leadership promote innovative behavior? The interaction between authoritarianism and benevolence. Journal of Applied Social Psychology, 47(5), 235-246.

More publications

Shaping Skills

Advances in fields such as artificial intelligence, automation, and digitalization are fundamentally reshaping business operations, job functions, and the skills required in the labor market. This technological evolution underscores the critical importance of investing in reskilling and upskilling initiatives that enable workers to adapt and thrive in changing environments. At the same time, universities and educational institutions face the challenge of designing curricula that equip students with the relevant competencies to their professional fields. Without these efforts, talent gaps may emerge, limiting the capacity for innovation and growth across organizations and industries.

Integrated transportation infrastructure: air, maritime, and land.

The reports generated by the project Shaping Skills serve as a comprehensive analytical tool, offering an in-depth snapshot of workforce competencies within diverse sectors. Central to the report is the creation and refinement of an adaptive taxonomy of Knowledge, Skills, and Abilities (KSA), designed to map and organize the competencies required to meet evolving industry demands. Drawing from data collected from job postings for each occupation and related roles in a specific sector, the report analyzes the distribution of competencies through graphical methods, identifying trends, patterns, and key categories.

Structured to lead readers toward a clear grasp of emerging workforce priorities, the reports also offer a deeper examination of the occupational landscape. They uncover valuable insights into the workforce’s specialized needs, highlighting how employment patterns and job roles are evolving in response to technological shifts and changing market dynamics. By mapping these trends, the reports empower stakeholders with actionable knowledge to proactively address future workforce challenges and opportunities.

Finally, through its focused examination of knowledge, skills, and abilities, these reports provide a comprehensive overview of the current state and future trajectory of the workforce in the analyzed sector. It provides a foundation for deeper investigation into how technological change is redefining work, outlining strategies to build a resilient and competitive workforce while bridging sectors and guiding the future of education and employment.

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