Assignment 24

Fig. 1 CANVA, (2021) [PHOTOHRAPH]

assignment 24 Fig. 2 CANVA, (2021) [PHOTOHRAPH]

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Index

INDEX

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TASK 1…3

TASK 2…10

TASK 3…32

TASK 4…52

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task 21

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Introduction to standards.

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Standards are technical documents that allow users to evaluate whether a product or service meets a standard in a systematic way. These specifications are often derived from the user's expectations of the product or service in question.

When a legislative or contractual requirement makes standards obligatory, they must be followed. Standards are developed by private national bodies to which the States attribute this capacity exclusively. National bodies may join forces on a regional or global scale to agree on standards with a wider geographical scope, which will then be passed on to the national level. Broadly speaking, in Spain the standardization body is AENOR, in Europe it is CEN and at world level it is ISO. The standards shall be named with a set of letters indicating the type of document, the standardization body and the specific subject to which it relates. For example, Spanish standards are known as UNE, European standards are referred to as EN and international standards are referred to as ISO. When standards are in the drafting phase, provisional documents shall be published for review by user groups (manufacturers, testing centres, consumers). These documents are called Draft Standards and add the two PR initials to their name.

There are standards for some of the elements that make up the sleeping system, such as a mattress or base, although there are no standards for other elements, such as a pillow. However, certain material standards may be used at an even more broader level to assess the characteristics of the product, such as thermal resistance or flammability. Finally, it should be noted that some of the characteristics that can be expected of the resting equipment are difficult to standardize due to their very nature or because the level of knowledge on the subject is limited. The assessment of these characteristics may reasonably be covered by the technical reports of independent bodies of recognized prestige.

The Technical Building Code (CTE), which is focused on performance, was published in the BOE on March 28, 2006, and has been recently updated, CTE is the framework that establishes the Building Law 's protection and habitability standards for buildings (LOE).

This code is divided into two sections:

The first part collects all of the mandatory safety and habitability criteria while constructing a building in compliance with the "Ley de Ordenación de la Edificación" (LOE), while the second part is made up of a set of different Basic Documents (DB) required to comply with the above requirements. The Basic Documents are the following :

• DB SE Structural Safety

• DB SI Safety in case of fire

• DB SU Safety in use

• DB HS Habitability Requirements (hygiene, health and environment) • DB HR Protection against noise • DB HE Energy Efficiency

(Ignigarraf, 2021)

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(Codigotecnico.org, 2021)

Scenario: hotel room design Safety in case of fire Sourcing fabrics for curtains, fixed upholstery and soft furnishings

UNE-EN ISO 12952:2011 Textiles - Assessment of the ignitability of bedding items UNE-EN 597-1:2016 Furniture - Assessment of the ignitability of mattresses and upholstered bed bases UNE-EN 13501-1:2019 Fire classification of construction products and building elements Basic Document – Safety in case of fire (CTE DB SI). Section 1 SI 1 – Interior spread. Art. 4.4

• According to UNE-EN ISO 12952:2011, bedding items must past the following tests: Part 1: Ignition source: smouldering cigarette (ISO 12952-1:2010) Ignition source: match-flame equivalent (ISO 12952-2:2010) • According to UNE-EN 597-1:2016 , ignitability of mattresses and upholstered bed bases must be tested and approved under following conditions:Ignition source: smouldering cigarette Ignition source: match-flame equivalent .

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• Standard UNE-EN 13501-1:2019: Part 1: Classification using data from reaction to fire tests, gives an overall classification for materials and furnishings

What are the practical implications of the regulations?

• Basic Document – Safety in case of fire (CTE DB SI). Section 1 SI 1 – Interior spread. Art. 4.4 In buildings and establishments for public use, decorative elements and furniture shall comply with the following conditions:

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Fixed upholstered armchairs and seats forming part of the project in cinemas, theatres, auditoriums, assembly halls, etc: They pass the test according to the following standards: - UNE-EN 1021-1:2015 "Assessment of the flammability of upholstered furniture - Part 1: ignition source: burning cigarette".

- UNE-EN 1021-2:2015 *’Assessment of the flammability of upholstered furniture - Part 2: Ignition source: match equivalent flame'.

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Suspended textile elements, such as curtains, drapes, curtains, curtains, etc...: Class 1 according to UNE-EN 13773:2003 "Textiles and textile products. Behaviour to fire. Curtains and draperies. Classification scheme".

• Basic Document DB SI must be extended to the elements of the building modified by the renovation in renovation works where the usage is continued, so that this results in a better accordance with the safety conditions set out in this

Why is the regulation important?

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DB.Except in the case of buildings, establishments, and areas of industrial use to which they are applicable, the Basic Document DB-SI defines objective specifications and procedures whose implementation ensures the fulfillment of the basic requirements and the achievement of the minimum quality standards of the basic protection requirement in case of fire.

The person in charge of sourcing and /or purchasing hotel bedding equipment and furnishings should demand that the supplier validate the product's quality through test certificates in compliance with UNE standards.

Some soft furnishings, as pillows or cushions, are not considered in these standards. However, the FF&E designer should look for certified and approved materials.

By applying these regulations, the risk of fire spread can be reduced and minimised.

*New regulation: UNE-EN 1021-2015. Both standards are currently in application, with the minimum requirement being that established by the standard reflected in the DB SI in section 4.4.

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Scenario: furnishing the company studio .Health & safety in the workplace (I) Basic Document –(CTE DB SI). Section SI 3 – Occupant evacuation. Art. 2, Art. 3.7 Basic Document –(CTE DB SUA).

Basic Document –(CTE DB SUA). Section SUA 1 – Fall risk safety Art 1.3

Basic Document –(CTE DB SUA). SUA 2–Safety against impact or trapping risk.

Basic Document –(CTE DB SUA). SUA 3- Section 1 Safety against the risk of confinement in enclosures

Basic Document –(CTE DB SUA). Section SUA 4–Security against risks associated with inadequate lighting

Basic Document –(CTE DB SUA). Section SUA 9- Accessibility .

LIGHTING (Recommendations of the Technical Guide of RD 488/1997) Basic Document (CTE DB HE) Section1 Article 15. Basic Energy Saving Requirements (HE) Basic Document (CTE DB HE) section HE3 paragraph 2.2 ITC-BT-28 Basic Document (CTE DB HS) Section 1 Article13.3. Basic Requirement HS 3: Indoor air quality

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Basic Document (CTE DB HR) Section 1 Article 14. Basic noise protection requirements (HR)

Workstations & lightning.

RITE (Regulation on Thermal Installations in Buildings) Recommendations of the Technical Guide of RD 488/1997 furniture and workstations equipment Royal Decree 488/1997 UNE-EN 1335-1:2021. Office furniture. Office chairs. Part 1: Dimensions. Determination of dimensions. Part 2: Safety requirements.

UNE-CEN/TR 14699:2004. Office furniture terminology.

UNE-EN 1022:1996. Household furniture. Seating. Determination of stability.

UNE-EN 1335-2:2019 Office furniture. Office chairs. Part 3: Safety tests.

UNE-EN 1728:2013 Household furniture. Seating. Test methods for determination of resistance and durability.

UNE-EN 16139:2013 Office furniture. Office furniture.

UNE-EN 527-1:2011 Office furniture. Work tables. Part 1: Dimensions.

UNE-EN 527-2:2017+A1:2019. Office furniture. Work tables. Part 2: Mechanical safety requirements. Part 3: Test methods to determine stability and mechanical resistance of the structure.

UNE-CEN/TR 14073-1:2005 IN ERRATUM:2007 Office furniture. Filing furniture. Part 1: Dimensions.

UNE-EN 14073-2:2005. Office furniture. Office furniture. Part 2: safety requirements.

UNE-EN 14073-3:2005. Office furniture. Office furniture. Part 3: test methods to determine stability and resistance of the structure.

UNE-EN 14074:2004. Office furniture. Work tables and office furniture.Test methods to determine resistance and durability of mobile parts.

UNE-EN 1023-1:1996 ERRATUM:2006. Office furniture. Screens. Part 1: Dimensions. UNE-EN 1023-2:2001 ERRATUM:2006 Office furniture. Screens. Part 2: Mechanical safety requirements.

UNE-EN 1023-3:2001 ERRATUM:2006 Office furniture. Screens. Part 3: Test methods.

UNE-CEN/TR 14699:2004. Office furniture. Terminology.

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Scenario: furnishing the company studio. Health & safety in the workplace (II) • The purpose of the Basic Document (DB SI) is to define rules and procedures for meeting the basic fire safety requirements. The parts of this database refer to the SI 1 to SI 6 basic specifications. Each section's proper implementation entails adherence to the corresponding

basic requirement. The basic requirement "Protection in case of fire" is met if the DB is correctly implemented as a whole.The Basic Document "DB HS Health" specifies objective parameters and procedures whose fulfilment ensures that the basic requirements are met and that the minimum quality levels of the basic health requirements are exceeded.

• The Basic Document (DB SUA) provides guidelines and procedures to ensure that basic security and accessibility requirements are met. The SUA 1 to SUA 9 basic requirements are referenced in different sections of this database. The proper execution of each section necessitates compliance with the corresponding basic requirement. If the database is used correctly as a whole, the essential criterion of "safety in use and usability" is fulfilled.

• The Basic Document (DB HE) establishes guidelines and procedures to satisfy the fundamental energy-saving requirements. The parts of this database refer to the HE 1 to HE 5 basic specifications. Each section's proper application requires the fulfillment of the corresponding minimum standard. The basic requirement of "energy savings" is met when the DB is used correctly as a whole.

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• The DB HR Noise Control Basic Document outlines objective criteria and verification systems whose implementation ensures that the basic specifications are met and that the basic noise protection requirement's minimum quality standards are achieved.

Why is the regulation important ?

• The Basic Document (DB HS) establishes guidelines and procedures for meeting basic health requirements. This database's parts refer to the HS 1 through HS 5 basic specifications. Each section's proper implementation involves adherence to the corresponding fundamental requirement. The basic condition of "hygiene, fitness, and environmental safety" is fulfilled if the DB is correctly applied as a whole.

• ITC-BT-28 Determines if our facilities are public, in which case a project must be formulated by a qualified technician, and this project must include emergency lighting installation. It must specify the devices to be mounted in accordance with current regulations on the markings and categories of autonomous emergency lighting devices, as well as their installation, attachment, and the type of lighting to be selected based on their use or function.

• The Regulation on Thermal Installations in Buildings (RITE) establishes the conditions that installations designed to meet the demand for thermal comfort and hygiene through heating, air-conditioning and domestic hot water installations must meet, in order to achieve a rational use of energy.

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• The minimum health and safety standards for workplaces was specified by Royal Decree 486/1997. Workplaces are described as areas of the workplace, whether built-up or not, where employees are required to stay or have access as a result of their employment. Toilets and rest rooms, as well as first-aid stations and canteens, are all included in this definition. The National Institute for Safety and Hygiene at Work is tasked with preparing and updating a Technical Guide for the identification and prevention of risks related to the use of equipment including display screens, pursuant to Royal Decree 488/1997 of 14 April 1997 on minimum health and safety requirements for work involving display screens: Art. 5 of Royal Decree 488/97, dated April 14, 1997. Staff and their members undergo proper instruction on the hazards associated with equipment use. The employer is responsible for informing employees on all aspects of occupational health and safety.

• Furnishings must be approved bu UNE-EN 1023-(parts 1 to 3):1996 ERRATUM:2006

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Scenario: furnishing the company studio. Health & safety in the workplace (III)

• A maximum occupancy rate of 1 person per 10 m2 built-up area is required. Existing glazing in areas where glazed surfaces are at risk must be classified as X (Y) Z. Sliding doors should have a clearance of more than 20 cm from the wall to avoid entrapment. Protective equipment for automatic opening and closing elements must be suitable for the type of operation. All circulation areas should have lighting that can provide a minimum of 100 lux of illumination.

• Accessible toilets and changing rooms should be equipped in public areas with a conveniently accessible interior device. Except for doors located on accessible routes, the opening force of exit doors must not exceed 140 N. The opening and closing

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manoeuvring force of manually controlled swinging/sliding and sliding doors fitted with half-turn latches and intended for pedestrian use shall be determined using the test method stated in UNE-EN 12046-2:2000. For doors with automatic closing systems, the test method mentioned below will be used.: "Normal lighting in circulation areas: All circulation areas have lighting able to provide a minimum. illumination of100lux.”

What are • Emergency lighting should be installed at a height of at least 2.00 meters above the ground. Toilets should be labeled with gender-specific pictograms. Lighting that is consistent. Luminaire at its best. There is no blinding glare. Conditions with sufficient comparison. There will be no strobe effects or blinking lights. 500 lux is the standard of illumination. It is best to use natural lighting. In this situation, curtains, blinds, or slats should be used to control the amount of light that enters the room. Electronic the ballast with a high frequency should be used. White light can be used to highlight highlighted areas. Flashing lights should not be made with white lights. Highlights should be directed to the side of the light source, allowing light to enter the individual from the side. The main axis of the person's view should be parallel to the line of the windows.

practical • Luminaires located within a perimeter of less than 5 metres from the building façades, close to glazing, should have a system for making the most of natural light. Emergency lighting shall allow for the safe evacuation of persons and shall operate for at implications least 1 hour. Buildings should be provided with means to ensure that their enclosures can be adequately ventilated. The evacuation of combustion products from thermal installations shall generally take place through the roof of the building, regardless of the type of fuel and appliance used, in accordance with the specific regulations on thermal installations

of the • The facility should have spaces and means for removing common waste produced in it in accordance with the public waste collection system, in order to encourage adequate waste separation at the source, selective collection, and subsequent regulations management. The buildings should have an adequate flow of outside air to eliminate contaminants and to ensure the extraction and expulsion of polluted air.

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• Buildings must have adequate means for removing waste water produced in them, either individually or in conjunction with precipitation and run-off from the atmosphere. The maximum noise level created by air velocity in ducts and as it passes through

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grilles and diffusers is 45 decibels (dBA). (Recommendations of the Technical Guide of RD 488/1997), the equivalent continuous noise limit is 55 dBA. Indoor environment criteria to consider for the design and evaluation of building energy efficiency, including indoor air quality, thermal conditions, lighting, and noise (UNE 15251).

• In order to fulfill the different tasks currently performed in workplaces, workstations should be adapted to accommodate as many future users as possible. The furniture chosen and configured should be suitable and adaptable to the tasks performed in every office as well as the specific needs of the staff. The adjustment ranges and fixed dimensions do not accommodate all potential users' anthropometric measurements since it would be too difficult, but they do cover the vast majority of staff.

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task 2

Fig. 4 CANVA, (2021) [PHOTOHRAPH] Fig. 2 CANVA, (2021) [PHOTOHRAPH]

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Ethical is the new black

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An entity is rated not only by the amount of information acquired and displayed, but also by how he or she behaves toward customers, rivals, the rest of the group, and society in general from the standpoint of each collective (Bellizi, 2006). Codes of ethics, which define what is appropriate, honest, and due in the development or exercise of the corresponding profession, bring these types of minimum standards together. (Lugli, Kocollari and Nigrisoli, 2009) For example, historically, codes of ethics were created or appeared in professional groups with high repercussions or social responsibility, such as lawyers, doctors and teachers, with the aim of finding the right balance between morality and technical-scientific professionalism.

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So, why do companies use the definition of an ethics code? Clearly, ethics is concerned with maxims, is not embodied in a law, is not enforceable, proposes motives, and is mainly concerned with individual conscience (O'Fallon and Butterfield, 2005). Deontology, on the other hand, is duty-oriented, reflects ethical rules and codes, includes specific behavior, and is supported by a group of professionals (Helin and Sandström, 2007). Deontology is a list of legally binding minimum values that fall somewhere between morality and law.

However, rather than using the term deontology, the term ethics is more often used to convey that the right thing is being done.

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Ethics is characterized as "the collection of moral rules that regulate a person's conduct in any sphere of life," according to the RAE. Professional, civic, and sporting ethics are all relevant. It is also a branch of philosophy concerned with the positive and the basis of its ideals." Professional codes, for their part, are governed by deontology, or the duties that regulate a professional activity, as specified by the RAE as "a collection of duties related to the practice of a given profession." While ethics refers to the moral rules or standards of faithful compliance of a profession, deontology refers to the moral rules or standards of faithful compliance of a profession (Kaptein, 2004). Corporate ethics and policies are of collective or group application and are addressed to the professionals in a field or to the employees of a company (Canary and Jennings, 2008; O'Dwyer and Madden, 2006).

"A code of conduct is an organizational statement of policy, values, or principles that governs a company's behavior in terms of human resource creation, environmental management, and relationships with consumers, customers, governments, and the community, wherever they work," according to the International Organization of Employers (IOE). It goes on to say that "companies and their organizations are free to create, enforce, adopt, publicize, and practice a code of conduct.” They also have the option of developing a code of conduct in-house, in collaboration with a third party" (IOE, 1999). According to the OECD, "a code of conduct is a voluntary agreement entered into by companies, societies, or other bodies that establishes rules and standards regulating the activities of enterprises in the marketplace" (OECD, 2001). Let´s see some examples in the next pages.

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A code of conduct, according to Fauchère (2006), is "a formal text outlining the policy or values that businesses agree to follow."

Voluntary codes, by definition, include commitments made by businesses, primarily to respond to consumer demands, without being constrained by legislation or regulations.

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Aside from the individual ethics of each person, the codes of ethics that each professional must follow in the business sphere generally include codes of conduct that normally monitor situations such as labor rights, working hours, rest, minimum guaranteed wages, preventing and fighting fraud, health and safety (Gaumnitz and Lere, 2004). In certain cases, and depending on the company's international and economic reach and significance, these or some of these conditions are applied to other stakeholders such as contractors, manufacturers, and subjects with whom it negotiates. We must not overlook that any inappropriate use of corporate resources will harm any entity's credibility and reputation in the market, that would obviously have financial implications and lead to institutional damage. As a consequence, the primary objective of codes of ethics and codes of conduct is the company's success or survival in the short, medium, and long term.

The firm was born in 1954, a family-owned company that has become very significant nowadays. The 21st century brought major changes to the concept and strategy of the organization, with a particular drive for the internationalization of their services. The Code of Ethics applies to all Estudio Lamela members, regardless of their hierarchical rank, geographical or functional location, or current contractual connection. There are no relationships with suppliers and partners that violate laws or the essential values described in this Code of Ethics. Employees agree to use computer systems and communication devices responsibly. Employees do not expect privacy if they are overseen by Estudio Lamela while performing management and control activities.

The code of ethics, as well as the objectives of social responsibility and the existing rules, have to be respected in Spain and in the countries where Estudio Lamela works. (Lamela, 2021)

on professional criteria

• Ethical business conduct

• Social and ethical responsibility

• Environmental responsibility

• Encouraging people development

• Respect for people

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ESTUDIO LAMELA'S CORPORATE IMAGE: Estudio Lamela considers its corporate image and reputation to be among its most important assets.

RELATIONSHIP WITH SUPPLIERS, COLLABORATORS AND STAKEHOLDERS: The professional connections of Estudio Lamela with providers and employees should have foundations on product and services quality and compliance with our code of ethics, current laws and the Global Compact. Also promotes transparency and free trade in its regular activities with stakeholders with whom we have a contractual or professional relationship.

ENVIRONMENT: Estudio Lamela conducts its business with environmental sensitivity, adhering to existing environmental rules and reducing waste creation and resource consumption to contribute to long-term development and pollution avoidance.

LABOUR RIGHTS, HEALTH AND SAFETY Estudio Lamela is committed to promoting and respecting the labour rights of all its professionals. Also is committed to promote and maintain a safe and healthy working environment.

SELECTION AND TRAINING: Thery carry on a selection programme based exclusively on the academic and professional merits of the candidates and the specific needs of Estudio Lamela.

COMPLAINTS CHANNEL: The company offers a complaints channel for employees or interested parties.

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• Customer orientation

• Management based

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The principles that best reflect its corporate culture are listed below:

01. The IWAY principles are based on effective routines and open dialogue.

02. Business is conducted legally and on the basis of integrity.

03. Children are protected and educational and family life opportunities are promoted.

04. Fundamental labour rights are respected.

05. Workers are offered time off, are treated fairly, and are given chances to further their careers.

06. Worker health and safety is protected.

07. Working and living conditions are adequate.

08. The planet is being protected.

09. Resources, including water and waste, are managed in a sustainable and circular way.

10. Animals have a comfortable life.

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commitment

• Efficiency

• Integrity

• Professional development

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The ten principles that best reflect its corporate culture are listed below:

• Honesty

• Cooperation

• Inclusion

• Respect

• Dignity

• Social commitment

• Environmental

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Human rights are taken seriously by the Swedish corporation. IWAY's code of ethics calls for a fixed minimum wage, the prohibition of involuntary and child labor, and nondiscrimination. These specifications must be followed not only by the international corporation, but also by the manufacturers. Their corporate ethics code is very broad and detailed. They have gone to great lengths to explain the value of integrity to the organization and expect their workers to obey this code both at work and outside of work. The IKEA Code of Conduct is based on the United Nations Guiding Principles on Business and Human Rights (UNGP) and is inspired by the UN Global Compact's ten principles. In designing the parameters, they were also influenced by the UN Sustainable Development Goals (SDGs) and the ILO Centenary Declaration for the Future of Work.

(Ikea, 2021)

Willmott Dixon is a privately-owned contracting and interior fit-out group. Founded in 1852, they’re family run and dedicated to leaving a positive legacy in communities and environment. The corporation is one of the largest privately held businesses in the construction, development, and support services sectors. It is dedicated to being sustainable and responsible in a way that benefits society as a whole. They take pride in their strong family values. The organization builds on its heritage and reputation by conducting business in a sustainable manner. They are devoted to continual waste reduction and reducing their carbon impact.

1. Business with a human touch is the future of the workplace. Employers are looking for people-oriented companies with a focus on the human touch. People-oriented businesses.

2. Relationship focused: Customers that share your values are priceless. Build long-term loyalty by aligning behavior with corporate goals.

3. Be intrapreneurial and direct: Investors in exceptional ideas might profit by assisting in the promotion of change. "Is this in the best interests of the company?”

4. Being acknowledged as an industry leader, trademark, and legacy brand means being transparent and accountable.

5. Taking care of the environment. Fully committed to ongoing waste reduction. We're on a mission to minimize our carbon footprint.

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Environment

• Employment Practices/ Developing our People • Equality, Diversity and Inclusion

• Whistleblowing channel

• Data Protection/ Confidentiality

• Political Engagement/ Lobbying

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The five organizational principle points are listed below:

• Health and Safety

• Protect and Preserve the

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“We want the company to be a reflection of the firm and our customers' behavior in terms of business goals.

We want to be known as industry thought leaders and market influencers.”

(Willmott Dixon, 2021) Read the Code of Conduct here

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• Responsibility

• Freedom

• Environmental commitment

• Faith

• Teamwork

• Excellence

• Sustainibility

• Innovation

• Honesty

• Customer service

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"Purpose and Values: We want to cooperate to build a better world by being faithful to our values and principles. We work to offer effective solutions to our clients while being responsible with our environment.

Commitment to people: We act in accordance with the international conventions of the International Labour Organisation. Our team is who guarantees the development and improvement of the company, that is why we defend their rights and create opportunities that help us to enhance the talent of each one of them.

Commitment to the environment.: We are aware of the importance of everyone's contribution to the promotion of responsible practices that protect, care for and respect the environment throughout the production process. We understand that accepting this commitment is the way to achieve sustainable development.

Commitment to sustainability:Responsible management means making the commitments acquired in terms of ethics and social responsibility prevail over any other. We encourage motivation for active participation in promoting environmental projects, as well as the products and services that the environmental sector deploys.

Commitment to innovation:At Kloos we are aware of the speed at which the world and people's needs are changing. Technology is constantly improving and offers us new possibilities for the development of projects that our clients deserve. This is why we are always implementing new ways of designing, building and telling our projects.” (Kloos, 2021)

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According to an article from Fearless redaction (Fearless, 2019) Kloos has established itself as a diverse and expanding construction company. Warren Buffet and Blackstone are among the group's investors, even though it has only been around for four years. The company is located in Portugal, France, and Spain too.

Kloos has more than 35 employees for whom its co-founder and CEO, architect Manuel Vega-Leal, has described as "optimistic" and "ambitious". According to him, he has formed a large, cohesive team with which to establish a multinational construction company. Read below their Code of Ethics.

"The design freelancers Airbnb." The idea behind this new network is to register freelancers and expect businesses to contact, freely and at no cost. That is how the company, Malt defines itself. According to official data from the Ministry of Employment and Social Security in September 2017, the platform is the best way to put businesses looking for freelance workers in touch with them in Spain, where about 3,25 million (3,249,846) employees are registered for the employment market. The allure is that the dotcom takes care of the paperwork, that is an automated procedure, and that the user gets payments on schedule. The interested user only needs to fill out the platform's registration form with his or her information and wait for clients to contact them. (Expansion, 2021)

• Integrity

• Transparency

• Equitability

• Honesty

• Loyalty

• Ethics

• Professional development

2. Work professionally

3. I respect personal contact

4. Carrying out my projects at Malt

5. Give honest reviews about the customer

6. I select projects based on an adequate basis

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1. I have an honest and truthful profile

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The Code of Ethics is based on six fundamental concepts that embody platform ideals and should guide all freelancers activities:

Code of conduct comparison: key ideas

• • • •

• • •

Honesty

Cooperation

Inclusion

Respect

Dignity

Social commitment

Environmental

commitment

Efficiency

Integrity

Professional

development

• Health and Safety

• Professional • • • • •

development

Equality, Diversity and Inclusion

Environmental commitment

Whistleblowing channel

Confidentiality

Political Engagement/ Lobbying

• Responsibility

• Freedom

• Environmental • • • • • • •

commitment

Faith

Teamwork

Excellence

Sustainibility

Innovation

Honesty

Customer service

• • • • • • •

Integrity

Transparency

Equitability

Honesty

Loyalty

Ethical business culture

Professional development

My list for Mela Corral Design Studio • Ethical business culture

• Cooperation

• Inclusion & Diversity

• Social commitment

• Environmental commitment 19

• Respect

• Integrity

• Honesty

• Transparency

• Customer service

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on professional criteria

Ethical business conduct

Social and ethical responsibility

Environmental responsibility

Encouraging people development

Respect for people

• • • • • • •

Maria del Carmen Corral Lodeiro.

• Customer orientation

• Management based

MELA CORRAL (2021) [PHOTOHRAPH]

Mela Corral

Design Studio

Mela Corral Design Studio Code of ethics

Fig. 4 CANVA, (2021) [PHOTOHRAPH]

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Who we are Welcome to drives what the family! we do I love spotting my hands or shoes. I don't mind. I will be an actress or singer in my next life. I was in a theater project while I was at university, where I was performing, singing and dancing as well. That's why I'm not famous and you don't know me.

I was born in a village in Galicia more than four decades ago, and I lead a small but fantastic team of professionals who do nothing more than turn their passion for design into works that, in their hands, attain a special meaning. Design, craftsmanship, industry, and human diversity have all been a part of my life since I was a child, as my father would take me with him to the workshop. My grandfather was the handyman who patched everything, and if there wasn't a cure, the two of them would invent one. He always had something up his sleeve. My grandfather instilled in me a curiosity of what others deem to be the most unappealing element of interior design: the work site.

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MELA CORRAL (2021) [PHOTOHRAPH]

Who We Are

Mela Corral Design Studio was born in 2021 with an idea: to democratise the world of design and services, to be able to reach all social strata because we believe that design is not only about high budgets and big accounts. Design is a way of life, a methodology that improves people's lives.

We are here to respond to the needs of the market in the field of design.

Fig. 5 CANVA, (2021) [PHOTOHRAPH]

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What We Do

Fig. 6 CANVA, (2021) [PHOTOHRAPH]

We talk about design, dreams, composition, harmony, projects, management, planning... about communication because we are communicative people. Our creative process is very simple and clear. A get-together, a briefing, some ideas, a sharing, a development, a quotation, a planning, an execution and a delivery.

All for the benefit of our clients.

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Thanks for being here!

Our Ways of Working HUMAN CENTERED

It means prioritizing people's wishes. And, even more significantly, their thoughts and emotions.

ENVIROMENTAL FRIENDLY APPROACH

We design spaces using sustainable materials, thinking about their durability and the environmental impact they can generate.

RESULTS-ORIENTED

Design with the end on mind.

If our designs speak about you and not about us, we are doing it right.

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Values are our bedrock.

We are sure that people, as well as the decisions we take, are the most important factor in achieving great outcomes. While the daily schedule can be difficult at times, because everyone has their own obligations, having a team that you know will be there to help you improve or keep you on track whether you're having a tough day makes it even simpler.

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MC Values •Ethical business culture

•Cooperation

•Inclusion & Diversity

•Social commitment

•Environmental commitment

•Respect

•Integrity

•Honesty

•Transparency

•Customer service

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Our code of conduct 1. We safeguard the profession and avoid acts that might jeopardize it. By communicating ethical principles, we work morally and contribute to the common good.

2.

3.

6.

7. We strive for the protection of our work's intellectual property and copyright property.

We use and encourage universal, equitable, and open nature while upholding a socially conscious and vital vision.

8. We become involved with those who employ us, overseeing both the mission and the knowledge they entrust to us. We describe employment and remuneration in a simple way.

We design from a gender viewpoint without perpetuating assumptions or sexist behaviors, and we apply these principles in our professional relationships.

9. We develop the necessary knowledge and are always engaged in updating it so that we can still get the best outcomes.

4. By collaborating with local vendors, we protect the environment, foster economic growth, and improve the local economy.

5.

We do not engage in events where our work is not fairly regarded, and we reject speculative competitions.

10. As part of our work, we transmit these values to all individuals affiliated with our profession, constantly aiming to promote good design practices.

We value other professionals' jobs and public image without spreading unfair and baseless attacks, and we reject plagiarism and unfair competition.

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"Coming together is a beginning, staying together is progress, and working together is success."

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Maria del Carmen Corral Lodeiro.

Thanks for being here!

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MC Value

task 2 3

Fig. 4 CANVA, (2021) [PHOTOHRAPH]

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Environmentally Sustainable Interior

Design

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Traditionally, the interior design practice has been concerned with a one-dimensional practice: providing aesthetic improvements to a client's living space. Interior design practice has undergone a drastic change in recent years, with design practices now focusing on delivering safe and sustainable environments. Buildings, residents, and communities are all involved in the development of an environmentally friendly urban setting, and society is starting to recognize this. This interest in environmental stewardship is what has created the context and demand for environmentally friendly interior design (Hayes, 2015))

LEED certification was created in 1993 by the American Green Building Council. It is a voluntary initiative based on market consensus to plan buildings with a heavy emphasis on energy conservation. It assesses building processes using six criteria: architectural material and resource sustainability, water and energy efficiency, environmentally friendly materials, and interior quality and innovation. In addition to construction permits, this certification provides accreditation to contractors who have completed environmental training. (Certicalia, 2021)

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LEED Certifications

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And as we should be wary of "all natural" food labeling, we should also be skeptical of "green" furniture labels. As we become ESID experts, we will be able to determine whether a particular feature of interior design is really a sustainable option.

(Cartin, 2020)

Fig 7 Between Two Naps (2020)- Delivery Jacket [Photograph]

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72546664 Maria del Carmen Corral Lodeiro.

5 Myths Of Sustainable Interior Design

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MYTH ONE:

MYTH TWO:

MYTH THREE:

MYTH FOUR: Only

MYTH FIVE: If it’s not

Sustainable design

Sustainable design is

Sustainable design

new construction can

LEED certified then

sacrifices style

just a selling tactic.

is indifferent to our

be environmentally

it’s not sustainable

immediate health.

friendly

Sustainable design does not have to mean sacrificing style to make a more environmentally friendly room. New items and well-curated one-of-a-kind pieces result in a well-styled atmosphere. Reusing or repurposing objects is a sustainable way of planning, whether it is a new building or renovating a space.

We should choose quality and timeless furnishings to avoid this chair ending up in a landfill.

Sustainable designers understand the fabrics and finishes are better for you and the setting. It is important to remember not only components but also manufacturing and transportation when planning for sustainability. The sustainable design incorporates local distributor procurement as well as efficient manufacturing and transportation.

When planning from a sustainable mindset, we also choose to preserve our wellness.

Indoor air quality is a critical concern in sustainable design.

Green designers seek zero VOC paints as well as animalfriendly upholstery and rugs. We often see that families being more worried about this for the sake of their families wellbeing.

Interior designers consult on both new building and renovations. More certainly, the property design did not intend to comply with environmental requirements. A failed orientation can result in higher energy usage to cool the rooms. A successful interior designer would be able to suggest ideas to upgrade a place.

Obtaining LEED certification for a project typically entails a lot of paperwork, money, and time.

Many current circumstances will make it impossible to be environmentally responsible. However, you can significantly reduce your home's environmental footprint by shopping nearby, minimizing additives in your purchases, and replacing an internal thermostat system.

Thanks f (Cartin, 2020)

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Corporate Social Responsibility in Interior

Design

Since Howard Rothmann Bowen's book Social Responsibilities of the Businessman was published in the United States in 1953, the principle of corporate social responsibility (CSR) has been progressing.

Kenneth Arrow's Social Choice and Individual Values (1951), in which he stated his principle of impossibility, also known as Arrow's paradox, inspired Bowen's novel. According to the theory, it is unrealistic to create universal welfare from individual welfare without breaching certain minimum rationality and fairness requirements. Today, CSR is essential in the development of the activities of companies that are inclined towards a policy of sustainable development, i.e. a policy that satisfies present needs but responds to the demands of society. Thus, we can say that the principles of CSR are as follows:

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• Giving back to society is part of what society brings to business activity.

• Minimise negative impacts on society.

• To respect international and national

CSR recommendations and guidelines.

• Work towards the development of human rights. (Ruiz, 2020)

Relevant Social Responsibilities to MC Design Studio

Consumer

• • • • • •

Communication with the market.

Quality and safety of products/services.

Offer sustainable and innovative alternatives.

Confidentiality of personal data.

Respect and attention to customers.

Guarantee of compliance with human, labour and environmental rights.

Socio-cultural

• • • • • • •

Support for disadvantaged groups.

Support for culture, sport and a healthy lifestyle. Schedule some outdoor activities for the team..

Promote environmentally sustainable activities in the community. Workshops for children for free.

Collaboration with NGOs

Supporting the local economy. Seek always for local suppliers when possible

Generate employment, putting equal opportunities and work-life balance at the centre of our policy.

Remunerated internships for graduates and webinars for design students.

Environmental

• • • • • • •

Guarantee the use, sale and consumption of products with a long life cycle.

Product quality assurance.

Promoving healthy and environmental well-being.

Efficient use of equipment.

Energy efficiency in the workspace.

Promote recycling and the use of recycled materials, collaborating with schools through workshops. Green Education!

Promote the use of green energy and reduce the carbon footprint of the business activity.

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Fast & furious: how marketing and greenwashing can make unicorns fly.

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Deforestation is an urgent issue that is sorely lacking on trees and jungles across the globe. Fires, irrigation, intensive livestock farming, and timber exploitation are only a few of the many causes of deforestation becoming ever more dramatic. Indiscriminate deforestation amplifies the impact of climate change as trees absorb CO2, and it also results in a significant loss of biodiversity. All categories of certification aim to ensure that forest management is ecologically responsible, socially efficient, and commercially viable. The result of irresponsible timber exploitation is deforestation.

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Timber companies and forests can obtain this certification that adds value and guarantees legitimate and responsible raw material suppliers. The different phases of the operation are assessed, from planting in the forests following an appropriate reforestation policy to the finished product.

- Forest Management certification: an audit is carried out in the forests and is given to forest managers or owners when they meet all the requirements.

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-Chain of Custody certification: the company that transforms wood products or other products of forest origin, coming from certified as FSC or PEFC forests, to obtain the different consumer products (paper, furniture, cork stoppers, etc.) must audit these goods to check their source. For those forest products that cannot accredit their sustainable origin, the option of at least being able to guarantee their legal source, in this case, we are talking about:

Fig 8 Harvepino (2020)- Deforestation [Photograph] 38

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- Regulated Source Wood: Document tracks with timber extraction legislation will ensure compliance with the European Timber Market Directive (EUTR); both PEFC and FSC distinguish this wood as coming from Controlled Sources.

Both certificates have a similar framework. Both PEFC and FSC are recognized schemes in all public purchasing policies, such as those established by the EU, UK, Japan, Germany, and others. The main difference is that FSC, based on global Principles and Criteria, certifies forests worldwide through certification bodies accredited by its accreditation body ASI. PEFC certification, in general, requires the creation of a National Forum to agree on the country's Sustainable Forest Management System and Standard, and also the adoption of a trade agreement mechanism.

When purchasing wood, ask for certified timber. It helps to keep our forests safe.

Why should wood be certified?

The following are some of the reasons for certifying (and consuming) this form of wood:

2. It offers economic opportunities to improve productivity by more efficient forest exploitation and harvesting.

3. Forests provide more than just timber; they also produce cork, firewood, resin, pastures, and other goods that support people by providing employment and social welfare.

4. Environmental stewardship supports rural growth and outdoor recreation.

By consuming certified wood products, we ensure that they come from responsible and sustainable sources. Isn't that more than enough reason to pay attention to their certification? Paper, doors, tables.., we are surrounded by these products! Take action!” (Acciona, 2021)

“

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1. Sustainable forest management has environmental advantages: it reduces the risk of fires, avoids deforestation, conserves biodiversity, contributes to mitigating climate change, conserves water and soil.

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Nice statements. Let’s see what happens when we pass this statements through the fact checking horror tunnel.

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IKEA, such as goods it sells, shows itself immaculately at first, but shortcomings soon appear. Not IKEA first scandal: the company has been under fire for decades, whether for using East German prisoners as labour or for its founder, Ingvar Kamprad, conservative right-wing political sympathies. The latter is the outcomes of a British NGO probe, which discovered that Ikea makes goods from illegally harvested Eastern European timber.

Earthsight, a British NGO, released in 2020 a shocking report.

They spent 18 months in Ukraine investigating state officials, forestry industry staff, and activists. They discovered that the beechwood used to manufacture (among many other items) the Ingolf and Terje folding chair models that the company produces at a rate of 1.5 million units per year, i.e. once every three seconds, comes illegally from the Carpathian forests.

According to Earthsight´s report, the logging began during Viktor Yanukovych administration (2011-2014) and has continued since, including during the covid-19 pandemic.

VGSM, one of Ikea major suppliers in Ukraine, is responsible for the felling: up to 96 per cent of its supply goes to the Swedish group. The activity occurs near Velyky Bychkiv, Transcarpathian Oblast, and endangers European populations of brown bear, European wolf, chamois, and lynx that live in its forests. Earthsight adds that not all logging is strictly illegal, pointing out that logging businesses are using a legal scam to justify the right to cut more and younger trees alleging "health purposes". Legislation requires Ukrainian authorities to issue special permits to expand logging in forests threatened by pests, natural disasters, or global warming to protect natural habitat. Bribes and other economic and social strains encourage the issuing of certain licenses.

All faces in the opposite direction. "It's difficult to log without a tractor or a truck; everyone would hear about it," an environmental campaigner says in the article, adding, "It's not something that only happens if there is no organization behind it." According to the NGO, the Ikea model is fast furniture that necessarily involves multiple sacrifices. Aside from the modern Swedish design and flat-pack technology, Ikea rules the industry due to a third factor: the ability to turn trees into cheaper, more consistent and massive furniture than any other organization has ever accomplished., according to Earthside.

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Furthermore, it is not limited to the mentioned chair since the modular furniture planks are made of compressed sawdust and coated with veneer or melamine, all of which came from the same trees.

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And the path forward is by taking advantage of local work and by massively reducing forests. The two in Western Europe and the United States are far from the look of the consumers.

The Swedish colossus, one of the Nordic business flagships, has an insatiable hunger. According to Earthsight info, Ikea wood use has more than doubled in the last decade. Any year, it consumes between 1.8 and 2.5 million more trees than the year before. It used 21 million cubic meters of wood in 2019. In other words, if we arrange the logs in a row, they would orbit the earth seven times. According to the NGO, Ikea eats a tree every three seconds. However, the sacrifices are not limited to the environment. Earthsight remembers the assault on Kateryna Gandziuk, a Kherson area protester, as she was about to get into her car to go to work in July 2018. Someone unexplained threw the contents of a bottle all over her head and thorax. The bottle held battery acid, and after being rushed to the hospital and undergoing 14 surgeries for five months, Gandziuk died at the age of 33. Her attempts to uncover illegal deforestation in forests managed by the state forest resources agency (SAFR) were considered as the cause of her death by the inquiry. According to a 2017 report by the Russian media publication Lenta, one of the main obstacles in the fight against illegal logging is the decline of living standards in Ukraine, but this activity is also protected by armed groups bordering on criminality and operating under

the seal of Far-Right, among other extreme right-wing organizations, which were strewn across the country. Lenta hypothesized that the devastation of the Carpathian forests was a kind of 'decommunisation' of Ukrainian civilization or a kind of moral aimed at Russia at the time.

Examine a cardboard box or a packet of paper that you have lying around the home. There's a good chance you'll see the FSC, or Forest Stewardship Council, logo in one of the corners.

This is a non-governmental organization (NGO) based in Bonn, Germany, that certifies that the wood used to produce a product, ranging from stationery to furniture, meets sustainability standards. Theoretically. Earthsight accuses the FSC of "failing miserably" in its goals since the wood used in the production of Ikea chairs is sourced from illegal logging in Ukraine and is licensed by the organization. People familiar with the situation in this instance, according to Earthsight, condemned "the friendly relationship between FSC auditors and the crooked managers" of the timber companies. They alert that "FSC's defeat in Ukraine is being replicated around the world," from "Brazil to Congo, Peru to Russia," in the form of "forced deforestation" of trees and rainforests or "beatings and killings of local populations." According to the UK NGO, "by promoting virgin paper, the FSC harms sales of recycled paper; by greenwashing illegal timber as lawful, it harms legislation in the US and EU aimed at blocking the trade of

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stolen timber; and by giving a false sense of protection to environmentally aware customers, it makes it more difficult for them to take the right action." This is not the first time the FSC has been chastised by conservation activists, with Greenpeace, for example, leaving the organization in 2017 after calling it a "tool for timber exploitation." Earthsight further highlights FSC's symbiotic partnership with the World Wildlife Fund (WWF), one of the world's leading conservation organizations.

The latter assisted in the creation of FSC and still works for Ikea. "The three organizations have been more intertwined over time, and not only in terms of their ideology," the paper says, adding that "their team is frequently the same." For eg, "Steve Howard, the man who, as Ikea's head of sustainability, was the founder of the FSC-certified timber purchasing strategy, formerly worked for WWF," where he was in charge of granting the panda logo to "timber firms in return for guarantees to improve their sustainable policies, commitments that often failed to materialize." "Kim Carstensen, the new chairman of FSC, who formerly worked with WWF for more than 20 years," is another name in this triangle. Earthsight submitted a preview of the study to the firms featured in it before it was released. In the case of Ikea, the organization replied that it "acts proactively to enforce policies to check that manufacturers cooperate with the rule," and that it takes extra precautions in countries such as Ukraine.

When asked about its high wood consumption, the organization said that it has "an aggressive plan to expand the recycled wood market," as well as a desire to reduce waste and use wood as effectively as possible. To be a truly good citizen, Ikea would need to change its business model, increase its prices, and sacrifice profits and growth to do so. Instead, Ikea's latest ruse is a pie-in-the-sky program to use returned goods as raw material for new ones. But this has failed to make the tiniest dent in its accelerating demand for fresh trees.

It is also gradually increasing its use of recycled wood, but its consumption of virgin wood continues to rise. Such steps also do not address the climate impacts of the re-processing. Far from seeking to move away from it, Ikea is doubling down on fast furniture. Its new CEO declared intention is to pursue cheapness like never before.

(Read the full report here) (Earthsight, 2020)

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The Guardian's newspaper, along with several architects and NGOs, has recently revealed a more scandal that greatly saddened me: the death of more than 6500 migrant workers at the building work of Qatar World Cup.

In December 2010, the streets of the capital, Doha, were filled with crowds enthusiastically celebrating the announcement that the country would host the 22nd edition of the FIFA Men's World Cup.

According to data gathered from government sources, an average of 12 migrant workers from these five South Asian countries has died every week in Qatar since that night.

Sources in India, Bangladesh, Nepal and Sri Lanka indicate that between 2011 and 2020, 5,927 jobs have died in the world. On the other hand, data from the Pakistani embassy in Qatar confirms another 824 deaths of Pakistani workers between 2010 and 2020.

In reality, the total number of deaths is significantly higher, as these figures do not include countries from which much of the labour force originates, such as the Philippines and Kenya. Nor do they include deaths in the last few months of 2020.

"Many were only in Qatar for the World Cup".

Over the past ten years, Qatar has been engaged in an unprecedented building spree, largely in preparation for the 2022 football tournament. In addition to building seven new stadiums, dozens of major projects have been completed or

are underway, including a new airport, roads, public transport systems, hotels and a new city to host the World Cup final.

Nick McGeehan, Direction of FairSquare Ventures, the Gulf labour rights organization, discusses how many fatal jobs have probably been working on these World Cupe infrastructure projects, while death statistics do not contain the deceased's category or workplace. "A very significant proportion of migrant workers who have died since 2011 were only in Qatar because it was selected to host the World Cup," he says. (El Diario.es, 2020)

According to the info revealed by The Guardian (2020), there have been 37 deaths among workers directly related to the construction of World Cup stadiums, of which 34 are classified as "not work-related" by the event's organising committee.

Experts question this classification because in some cases it has been used to describe deaths that have occurred on the job, including those of several people who have collapsed and died on stadium construction sites.

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The investigation highlights Qatar's failure to protect its two million migrant workers, or even to investigate the causes of the high death rate among this group, most of whom are young.

Most are classified as "natural deaths".

Behind the statistics lie countless stories of shattered families

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who have lost their main source of income, and are now struggling to get compensation without even knowing under what circumstances their loved one died.

Qatar's grim death toll emerges from the analysis of extensive spreadsheets with official data listing causes of death: multiple blunt injuries due to a fall from height; asphyxiation by hanging; undetermined cause of death due to decomposition.

But among the causes, by far the most common, are so-called "natural deaths", often attributed to acute cardiac or respiratory failure. According to data obtained by The Guardian, 69% of deaths of Indian, Nepalese and Bangladeshi workers are classified as "natural". In the case of Indian workers, this figure rises to 80%.

The Guardian has previously reported that these classifications are often made without an autopsy and often do not provide a valid medical explanation for the underlying cause of these deaths.

But, once again, this flight forward and this disregard for the full reality of projects is an integral part of the professional debacle that we are still experiencing (whether in this muscular and starchitectonic format or in other more peripheral and deceptively "novel" ones): One in which architecture is stripped of all content, social, economic, functional, functional, urban... and becomes a pure whim, an expensive postcard folie, a simplified representation of itself for easy consumption and the adoenamiento of the critical and social value that undoubtedly the discipline should have -and exercise-. (Echarte, 2013).

When The Guardian recently asked Zaha Hadid about the 500 Indians and 382 Nepalese migrant workers whose deaths were reported in the preparations for the 2022 World Cup in Qatar, the architect in charge of the Al-Wakrah Stadium replied:

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This apparently doesn't seem to Miss Hadid to be "embarrasing" or doesn't seem to her enough to make a pronouncement on the matter. A Pilate-like position that is not unfamiliar to those multi-awarded and multi-awarded elites who have turned certain countries where the most basic rights are absent-mindedly applied into a quarry of projects with few questions to answer and many (petro)dollars to spend.

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"I have nothing to do with the workers. I think this is more of a problem - if there is a problem - that the government should take care of. Hopefully these issues will be resolved.

Asked if she was concerned about the event, she added:

"Yes, but I'm also concerned about the deaths in Iraq, but what can I do about it? It's not that I'm taking this issue lightly, but I

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think it's a matter for the government to deal with. It's not my duty as an architect. I can't do anything about it because I don't have the power to do anything about it. I think this is a problem everywhere in the world. But, as I said, I think there are discrepancies all over the world".

Thanks f “My circus, but not my monkeys”

Zaha Hadid CSR Policy

Fig 9 Zaha Hadid Architects (2018 )-Al Wakrah Stadium [Render]

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TO THE IMAGES.

“I can think of at least TWO awards EYE How do they fit in with the Pritzker @PritzkerPrize

part of "To honor a living architect or architects [...] which has produced they have stadiums in Qatar.

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consistent and significant contributions to humanity"?

I mean, to know.

Maybe at some point, as a profession, we stop going over the edge, looking for excuses, saying that we are a service profession ...

AND WE REALLY DO SOMETHING.

SEE THAT.That delight.

Because it was still a surprise.

OR SAME NO.

Seven years has this news.

SEVEN

YEARS.

Thanks f Fig 10 Echarte on Twitter: https://twitter.com/j_echarte/status/1378412131540930562 [Captions]

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In general, we are not really ethical as a society. We have fewer than we would like. We accept wrongdoing, both large-scale and that of our friends, to variable levels, with a "Lazarillo de Tormes" written almost five centuries ago to justify the picaresque, tv aberrations in children's time slots, and a clear lack of moral representatives.

Design, as a regular expression, requires ethical behavior in order to be beneficial to society. Beyond having fallen into a certain trivialization of the word (a young sector that pays the price of being called, due to arrogance, shallow and frivolous), we designers argue the worth of our profession, not only in the business sector, but also in the public sphere and from a cultural point of view. The link between aesthetics and ethics can be traced all the way back to ancient Greece.

More than two thousand years have passed from there to form and function, the central concept of functionalist design in the last century, during which time art has tried to reflect beauty while good design seeks authenticity. As a result, we've arrived at advertising as an attempt to make things look good, or at how marketing defies all previous moral reasoning by rendering the beautiful immoral, just as architecture, in the hands of some people, renders what is truly ethical unattractive. Moral obligation is no longer an option. Long live the capital, and long live evil!

As designers, we demand honesty in our work. And, in order for the society that receives our work to respect our profession, we must articulate this, as well as other positive values that distinguish us. To earn this respect, we must first question ourselves and ask, "Does an ethical designer construct the interaction of a health-harming product?" Will a moral designer use his abilities to promote war and propaganda? Since it is selfevident that copying another designer's work is immoral, what about participating in competitions based on other designers' work? Is it possible for design to be both environmentally friendly and sustainable? Designers are in charge of maintaining relationships with those that contribute to the quality of the creation. In certain cases, the designer is self-employed and reports to the client directly. The client relationship, like any other personal or business dealing, is driven by ethical concepts of fairness, honesty, and loyalty.

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Returning to the two branches of ancient philosophy, "it was Kant who broke the idea of the internal perfection of beauty and thus rendered an approach to modern design by referring to the paradox of aesthetics as conceptuality without concept (purpose without end, as design without function and without concept)," writes Xavi Calvo in an article for Culturplaza (Calvo, 2016).

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Making the right choice

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Fast Furniture It doesn't last long.

Particle board covered in laminate or veneer is used to make a lot of quick furniture. If the surface becomes warped, it cannot be sanded back and repainted like solid wood, and when exposed to moisture, the particle board swells and rots.The laminate is also vulnerable to cracking and peeling at the seams. Particle board furniture is unlikely to last more than a few years, particularly if it is exposed to wear and tear (including disassembly and reassembly during a move).

Smart furniture

No

Yes

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Clarke, R (2020) “

Purchase fewer, higher-quality pieces.

A cluttered home doesn't provide as much satisfaction as we once thought.A household with fewer pieces of furniture is more compact and easier to clean.

Even if you buy less furniture, you can afford to spend a little extra on the items you do buy.

It's really inefficient.

Fast furniture makes up a Huge (and growing) portion of landfill waste.

Clarke, R (2020) “

Shop the classic and fashionable.

Explore second-hand and antique stores for exquisite and high-quality furniture at fantastic prices, or purchase upcycled furniture from sites like Etsy.

Ignore fads and find out what you want best.

It makes heavy use of wood.

Wood is used to make a variety of furniture, whether it's solid wood or pressed wood like plywood or particle board.Aside from IKEA, many other fast furniture retailers continue to use wood from unsustainable sources.

Bischof, H (2019)

Clarke, R (2020) “

Look for furniture producers that use non-toxic and environmentally friendly fabrics.

Some furniture manufacturers have been very proactive in phasing out toxic chemicals and shifting to sustainably sourced fabrics, but there are still a few new companies on the scene that produce genuinely clean and sustainable (as opposed to IKEA's FAST) furniture. Even, check into third-party verification, such as GECA

Overproduction

Furniture is manufactured at a breakneck speed to keep up with the rate at which it is consumed. Per three seconds, Ikea manufactures a Billy bookcase. More than 60 million units have now been manufactured, with most of them heading for the garbage.

It's toxic

Particle board is not recyclable or biodegradable. Some furniture, particularly beds and sofas, contain a potent chemical cocktail. Our furniture can release harmful and carcinogenic VOCs and pollute the environment.

Consider buying for the coming years. These don't have to be bulky and dark walnut-stained antiques, but if you invest in a quality piece of solid furniture that you enjoy that will accompany your children from their first words to their first date (and beyond), why wouldn't you want to keep it in your family?

Fig 11 Unknown (2020)- Landfill yard [Photograph]

Thanks f Fig 12 Goldfinger HQ (2020)-[Photograph] 49

Consider recyclability and biodegradability.

Consider recyclability and biodegradability. Select furniture made of durable material. Single materials are easier to use at the end of their lives, and solid materials are more durable and natural/less toxic than veneer. Take your time and be selective.

Parotas (2020)

PVC Wallcoverings PVC wall coverings, rather than new furniture or flooring, are the primary source of indoor VOCs and formaldehyde in homes since their surface area is three to four times that of the floor.

Natural wall coverings are cleaner, but they are often more costly. If you can't afford them, at the very least, stop buying wall coverings that contain flame retardants and antimicrobials. Where possible, choose PVC-free plastic. (Stelmack, A. 2014)

Vinyl and non-vinyl wall coverings are highly flammable due to their high plastic content.To reduce fire risk, manufacturers use halogenated flame retardants to protect wall coverings.

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Eco-friendly Wallcoverings

No Yes

To reduce fire risk, manufacturers use halogenated flame retardants to protect wall coverings. In protecting textiles, paper and tiles, incendiary retardants are added. In animal research, these substances have been associated with thyroid disease, fertility and neurodevelopment problems, immune suppression and cancer.

What to Look for in an Eco-Friendly Wallpaper: Water-Based Ink Printed Wallpaper

Generally, water-based ink is preferable to solvent-based ink. Solventbased ink is likely to be higher in VOCs. Low & Zero-VOC Wallpaper

Wallpapers labeled with the Greenguard certification mean they have low levels of VOCs. But I would be surprised if any water-based ink wallpaper couldn’t meet that level. Look for low or zero-VOC waterbased inks or paint. Get a sample if you are chemically sensitive.

PVC-Free Wallpaper

The vast majority of wallpaper is coated in PVC/vinyl which contains harmful plasticizers that are not counted as VOCs or measured in certifications like Greenguard Gold. In 2010,The Ecology Center tested 2,300 types of wallpaper (from 11 different brands), 96% of them had PVC as a coating.

Types of wallcovering adhesives include vinyl on vinyl, used for binding together two vinyl surfaces.The adhesive for securing vinyl on vinyl tends to have higher levels of VOCs.

Thanks f Flame-Retardant-Free Wallpaper

Some brands contained tin, silver and titanium dioxide that can also be added to the mixes. Newer chemicals include intumescent flame retardant, which is supposed to be safer.

To combat fungus and bacteria, most wall covering adhesives include biocides as PBTs, or toxic chemicals that do not break down in the atmosphere and build up in concentration in the food chain.

Endocrine activity is reported to be disrupted by them.

(Buildingclean.org, 2020)

Avoid Toxic-Metal-Free Wallpaper

Wallpaper commonly contains arsenic, mercury, lead, cadmium, and tin. (Cornichon, 2020)

Fig. 13 AP Decoration (2021) [PHOTOHRAPH]

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Fig. 14 Phillip Jeffries (2021) [PHOTOHRAPH]

Halogen lightning The halogen bulb does not contain any hazardous products. You can throw it away at the end of its life.

No waiting time at ignition like compact fluorescent lamps.

LED lightning

No Yes

The colour rendering index is usually above 90 for halogen bulbs.

Fig. 15 Unknown (2021) [PHOTOGRAPH]

Fig. 16 Design Milk (2021) [PHOTOHRAPH]

Source: Veloso (2020)

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Does not contain mercury like CFL bulbs.

Short lifetime ranging from 2 000 to 4 000 hours

Burnt glass with risk of burns in case of skin contact

More sensitive than LED to ignition cycles

Relatively fragile glass, risk of breakage.

The halogen lamp emits ultraviolet, harmful to the skin.

High power consumption compared to LED.

Less light pollution: Led lights when placed spread their light in a directional way, so their exposure to the sky is much lower.

Less pollutants: They do not contain mercury or other heavy materials. In addition, they do not have infrared or ultraviolet radiation. Also, as they are more efficient, they produce less CO2.

Wide variety of bulb shapes and sizes

Available in a wide variety of bulb bases. From strip lights to coloured bulbs.

Long durability: LED lamps can last for more than 40,000 hours.

High index of chromatic reproduction

No loss of power over time

The halogen lamp illuminates brighter than a classic bulb.

LED lamps can consume up to 50% less energy than an energy-saving lamp, making energy consumption almost zero.

They consume 80% less electricity than halogen lamps.

More resistant: They easily withstand thermal changes, vibrations, accidental shocks and even oscillations in the flow of electricity in a home.

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But led are expensive, ineffective in wide areas and are temperature sensitive.

Great variety of designs and colours: There is a great variety in the market when it comes to choosing lighting according to your needs. From strip lights to coloured bulbs.

task 2 4

Fig. 4 CANVA, (2021) [PHOTOHRAPH]

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Different Types of Organisations and Their Characteristics

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As in any business, the organisational chart in a design company is essential so that everyone

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involved in it knows what their role is and who their work depends on.

Thanks f Fig. 17 ESDESIGN, 2021 (2021) [PHOTOHRAPH]

What are the benefits of having an organizational chart in a design firm?

In addition to the foregoing, an organizational chart enables efficient communication and work planning inside the company, as well as streamlining all procedures.

Its main goal is to present and objectively display the company's hierarchical structure to everyone. It enables the creation of an internal classification system for professionals.

“Organizational structure refers to both the formal and informal frameworks

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that shape how a business is operated.

An organization's structure determines how employees are grouped together and plays a large role in a firm's success.

Thanks f Choosing a structure is not a one-sizefits-all decision, and business owners

must select the model that best suits the

needs of their organization.”

(Murray, 2020)

Fig. 18 VECTORSTOCK, (2021) [INFOGRAPHY]

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According to LaToya J. Murray , in her text “Introduction to Organizational Structure·” (Houston Chronicle, 2020) We can find a range of business structures: Matrix Structure

A matrix organization has features of both the functional and divisional structures and is perhaps the most complex. A matrix structure groups employees into project teams containing people from different functional areas of the business; they generally have to report to more than one supervisor. Matrix organizations choose team members based on the needs of the project, with the teams benefiting from the different viewpoints and skill levels.

Matrix organizations may struggle with role and authority conflicts.

Functional Structure

In a functional structure, employees that perform similar tasks and hold similar positions are grouped together into departments. Examples of functional departments include marketing, sales, human resources and production. Functional organizations have many advantages in the areas of coordination and motivation, with Lamar University reporting that "people grouped together according to similarities in their positions can easily communicate and share information with each other." Functional organizations may suffer from interdepartmental conflict, and achieving effective communication between departments that each perform independent functions can prove difficult.

Newer Forms

As the world around us changes, so must the business environment. Many organizations now utilize relatively new structures to keep up with ever-changing needs. The flat organization, also referred to as a horizontal structure, exists when there are few or no hierarchical levels between employees and supervisors. Staff and management work together to make the decisions in this type of organization.

Virtual organizations operate primarily via electronic communications. They require minimum face-to-face contact, if any, and benefit from lower overhead costs than comparable brick-and-mortar firms. (Murray, 2020)

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Divisional Structure

The most common divisional structures group employees together by product, market served or geographic location. Within this type of organization, each division is self-contained and has its own set of departments grouped by function. Divisional organizations benefit from the focus on individual environments but suffer from the duplication of some tasks and activities

Effect on Organizational Culture

An organization's structure and its culture are very much intertwined. An organization's culture can best be described as a collective personality represented by a shared set of experiences and values. Structure shapes not only how groups are formed, but also the behavior, attitudes and relationships of those groups.

(Murray, 2020). I want to reproduce here a very interesting and instructive for real life of a designer’s work article from Scott Kubie

“Design jobs and design roles are not the same

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thing.

Many product teams struggle to collaborate well on projects — making websites, building apps, creating content, authoring documentation, etc. — because they have not distinguished jobs from roles. Too often, teams allow roles to be merely inferred by job title, rather than slowing down to have a conversation about who’s doing what and why. This is anywhere from inefficient to downright dangerous.

Ultimately, I believe that project roles are more important, useful, and relevant to design work than job titles.

In this article, I’m going to explain how I define jobs and roles, talk about why the distinction is important, and give some tips on sorting through the mess.

Jobs describe your relationship to the company

Jobs — or positions, if you like, you fancy lad — describe the relationship of an individual employee to the company that they work for. Repeat after me: Jobs = company. Jobs = company.

This one’s easy, right? We all know what jobs are. They’re the things we apply for, the things listed in the classifieds, the content type that populates job boards. They’re the things we take and the things we quit and the things we get paid for having.

Jobs usually have at least two components: a job title, and a job description.

In product/platform-focused tech companies, it’s common for one’s title and description to hew closely to a particular technical skillset or design discipline. For instance: You hire a Content Strategist, with a job description that pulls heavily from a general description of what a content strategist does, and that hire leads content strategy for your product. Cool, nice. Or you hire a Lead Javascript Engineer, and that person leads a team of Javascript engineers already working on the product. Simple! Certainly this 1:1 job:work model will scale easily without problems for the life of the product. Or…not. (More on this in a bit.) Meanwhile, in enterprise-scale / multi-product / multi-business-line organizations (and big institutions like universities or hospital systems), job titles are often more abstract. Rather than specifying a discrete skillset needed on a product team, these titles tend to be representative of things like core competency, experience level, tenure, and funding area.

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Business Analyst II, Junior Communications Associate, Technical Engineer IV, that sort of thing. Applicants for these jobs have to do a little more work to understand exactly where they’ll be assigned and what kind of work they’ll be doing day-to-day. This model is my strong preference, and I’ll explain more about why in a minute.

Jobs exist at the organizational level. They are the unit represented on an org chart. Org charts tell you who can fire whom. But most org charts don’t tell you how to get the work done. To figure that out, we have to use things like project plans, self-organizing frameworks like Scrum, RACI charts, workflow and process diagrams, governance plans, and so on. And those things all work better with well-articulated roles.

Roles describe your relationship to the work

Roles describe an individual’s relationship to a bit of work that needs doing. They typically exist at the project level, or as part of some sort of governance plan or accountability chart. Repeat after me: Roles = project. Roles = project. (Or assignment. Or build. Or sprint. Or whatever unit you’re using to divide and plan the work.)

Any collaborative undertaking of human effort creates roles. Let’s say you volunteer to organize a birthday celebration for your coworker Carol. Good for you! Your role on this project is now, say, Party Planner. Or Birthday Czar. Whatever you want to call it. You probably won’t call it anything. The point is, you’ve taken on a specific role (party planner) on a specific project (Carol’s

birthday party). If you’re sick or overloaded, you could pass that role — that named or unnamed set of responsibilities to organize the party — off to someone else.

Let’s now say that your job title at this company is Senior User Experience Designer. Does organizing Carol’s birthday party mean that you are now, in addition to being a UX designer, also an Employee Engagement Specialist? Do you need to start going to Employee Engagement conferences instead of UX conferences?

Do you need to jump on Lynda and find a course on how to facilitate human resources training seminars? Obviously not, mate! You’re just planning a party.

Roles are powerful because they can be assigned to teams, or to positions, or even to other organizations. For instance, I rarely see org charts that represent vendors and contractors. Yet these vendors and contractors are often critical partners in getting the design work done.

Where organizations get it wrong with job titles

Thanks f Articulating and assigning roles is often one of the first steps I have to take to help teams get their work back on track. Job titles and descriptions are often outdated and overly-restrictive. They make people territorial, and they often prevent people from using the full set of skills available to them because it “isn’t their job”.

This mindset – Role Articulation Deficiency Syndrome (RADS), let’s call it – sucks all of the energy out of the room and makes every bit of work feel like you’re fighting your way uphill. RADS symptoms include:

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Identity politics – “Making wireframes would help me solve this problem, but I’m a content strategist! We don’t make wireframes, we use our words!”

Office politics – “That’s not what our department does.”

Vocabulary misalignment – “Oh, is THAT what a content designer does? I thought you guys were just making our infographics!”

This nonsense doesn’t happen when a group of well-intentioned people come together without preconceived notions about the work and their relationship to it, which is exactly what we get with overly-specific job titles. Instead, smart people who want to get some work done come together and ask:

What needs doing? (Articulating roles)

Who’s the best person/team to do it? (Assigning roles)

That’s it, that’s the whole trick for creating roles: have a conversation about it with the people who will be doing the work.

You can use fancy tools if you like, but a three-column table in a Word document gets it done, too:

Column 1: Role (a descriptive label)

Column 2: Description (bullet points outlining the responsibilities)

Column 3: Assignment (position/team occupying this role).

Jobs and roles, like peanut butter and jelly.

Jobs and roles can work together. In my work as a content strategist, I encourage teams to assign roles to positions rather than people — the position of VP of Marketing might change hands every year, for instance, but the position persists no matter how many people sit in that office.

Roles can even be called out in job descriptions. E.g., “In this position, you will serve as the [Role Name] on [Product X].”

In a startup company with a single product with relatively few features and a clear understanding of the work that needs done, job descriptions are often written such that the overlap between the job description and the role the person in that job will inhabit on their projects approaches 100%. But that overlap is a happy coincidence of being small and focused, not some sort of ideal that needs to be maintained through the life of the company. The overlap gets lost as the product, and the work, gets more complicated. Overly-specific job titles encourage people to get territorial, either by avoiding work they should contribute to or protecting work they’d be better off inviting collaboration on.

There are two nasty drawbacks of the hiring process that roles can help us overcome:

Job descriptions are generally written before we’ve hired a specific person, with a specific set of skills and experiences.

Job descriptions are written to support the work that we’re aware of, which does not include: work we were not aware of, and work that reveals itself in the future.

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Roles, meanwhile, can be carved out right then and there to respond to who’s on the team and the work that needs doing. An example from my consulting work: Organizations usually underestimate the type and amount of effort that will be required to support their websites. Underestimating leads to under resourcing, which means that there’s lots of work to be done and seemingly no one to do it. But the website has to be maintained, the content has to be published, and so we’ve got to figure it out.

That’s why I so often find myself helping these teams articulate the work that needs done and assigning people to do it.

Here’s another way to think about it: if our job titles and descriptions are so important, why does it so often feel like we have to scramble to capture and reassign someone’s responsibilities when they announce they’re leaving? It’s almost like in the course of their employment, they ended up inhabiting a variety of … roles … on different projects … hmm, hmm.

Using job titles and roles together means that you can attract and recruit people with the right skill set, and help people get the titles they want for their resumes, while still ensuring that the actual work that needs doing gets done.” (Kubie, 2020)

Nothing else to add here, honestly. Scott is a leading voice in content strategy and UX writing, Scott Kubie is an inventive, systems-minded designer with deep experience in all things content.

Perhaps from reading this article, one might think: What does web design or technology design have to do with Interior Design?

I feel all branches of Design are in such a way subtly intertwined, since designing an interior of a room, an office, a vehicle, a school (whatever) is creating a User Experience that leaves a deep impression on people's senses and moods. "I like it here". Our aim.

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Using job titles and roles together means that you can attract and recruit people with the right skill set, and help people get the titles they want for their resumes, while still ensuring that the actual work that needs doing gets done.

If you want to fight RADS and create a more collaborative design culture, I invite you to strongly consider more generic job titles for your design and product teams … and way, way, way more RACI charts and role articulation.

Having explained this, let's look at the different types of positions that can be found in an architecture and design firm.

Which different

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roles can be found in an Architecture/ Interior Design

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Business?

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As mentioned by Sean Joiner (2020) “With our talk of titles, one might wonder a common question within the disciplines of architecture and interior design. How does an Interior Architect differ from an Interior Designer? There is much disagreement on this question. As with our previous discussions on the subtleties between similar titles, many use Interior Designer and Interior Architect interchangeably, with the most significant difference (according to some) being that the Interior Architect can work more effectively with the structural and architectural aspects of an interior space — gutting walls and other forms of interior construction, for example. A prevalent form of "interior architecture" would be adaptive-reuse projects. But, of course, anyone who has worked in the Interior Design field knows that Interior Designers can engage in this kind of work as well. Ultimately, the difference can be a semantical one, it can be fundamental to how one bills their time to a client, and it can determine what kind of work is

undertaken. It all depends on the context.”. Some of the typical qualifications and responsibilities firms seek in an Interior Designer are:

Select and coordinate FFE (Furniture, Fixtures, & Equipment)

Degree in Architecture, Interior Design, Interior Architecture or related field

Proficiency in relevant design software including Revit, ArchiCAD, and other similar programs

Coordinate with in-house architectural team

Ability to work independently and as part of a team

Knowledge of local codes.

"The best way to describe my primary responsibilities is 'a little bit of everything.' I've worked with some architects that love the design process and want to be involved in everything, furniture included. I've also worked with some architects that are more technical and ask me to lead the design," said Emily Evans, WELL AP, an Interior

Designer and Project Manager at Verona Carpenter Architects in New York City.

"As a Project Manager at a small firm, my role is extremely client-facing and requires coordination with consultants, but I'm also heavily involved in the drawings," Evans continued. In this smaller-sized setting, Evans also works as the firm's WELL AP and reviews items for health and wellness adherence. "I think the biggest misconception amongst both architects and the general public is that interior designers only select finishes and furniture. People who only select finishes are decorators. Interior design requires so much more," Evans explained to me. With a BFA in Interior Design from the Savannah College of Art and Design (SCAD), Evans expanded her expertise and focus within the profession beyond the discipline of interior design into that of architecture, something she sees as a holistic relationship. "You have to be willing to do your job 'holistically', meaning, your work doesn't stop with selecting finishes. (Joiner, 2020)

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According to AIALA and with this holistic conception of design pointed out in Joiner´s article, this is a list with all the job descriptions in a medium/ large-sized firm. Also, includes interior designers and describes very well the functions corresponding to each role.

DEFINITIONS OF POSITIONS

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MANAGEMENT

CEO/PRESIDENT (1)

Licensed architect who manages and

directs organization toward its objectives,

establishes direction and long-range plans,

plans/directs mergers and acquisitions,

and serves as face of organization.

Has primary responsibility for the firm’s profitability and growth by managing and directing the

organization toward its primary objectives. Establishes the firm’s

direction, long-range plans, strategy, and policy. Dispenses advice,guidance,

direction, and authorization to carry out major plans, standards, and procedures.

Oversees the adequacy and soundness of the organization’s financial structure.

Reviews the organization’s operating

results, compares these to established

objectives, and takes steps to ensure that appropriate measures are taken to correct unsatisfactory results. Plans and directs all investigations and negotiations pertaining

to mergers, joint ventures, acquisition of businesses, or sale of major assets.

Establishes and maintains an effective

system of communications throughout

the organization. Represents the

organization with major customers,

shareholders, the financial community, and the public.

MANAGING PRINCIPAL (2)

Licensed architect or other licensed design professional with direct oversight for a market sector, discipline, department or

office, who establishes and implements goals and objectives, develops and promotes the firm’s values and long-range

plans, positions the firm for growth and ensures profitability.

Responsible for establishing overall goals and objectives and coordinating

implementation plans. In conjunction with other senior leaders, is responsible for realization of profits compatible with interests of clients and the firm. Develops and promotes the firm’s vision, mission,

core values, and long-range plans.

Oversees and controls operations and

activities to promote achievement of the firm’s objectives. Implements policies established by the board.

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Participates in creating and positioning the firm to take

advantage of opportunities for growth and marketplace expansion.

Ensures profitability, quality enhancement, and professional development. May be responsible for some of the tasks of the

Director of Human Resources at small to mid-size firms.

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CHIEF OPERATING OFFICER (3)

Responsible for the company’s day-today operating activities, including revenue and sales growth; expense, cost and margin control; and monthly, quarterly, and annual financial goal management.

Generally an MBA or licensed professional with significant experience in operations.

OPERATIONS MANAGER (4)

DIRECTOR OF DESIGN (5)

Licensure preferred but not required;

develops and monitors quality and

production standards of projects.

Directs and monitors project team members and ensures high productivity. May be

responsible for some of the tasks of the Director of Human Resources (see

description below) at small to midsize

firms. Responsible for developing uniformly high production standards

and monitoring projects to ensure the

quality and production standards

are met for all design and contract documents. Must be thoroughly familiar with entire architectural process and should possess

managerial capability to lead and direct activities of all project-team personnel while monitoring technical production on all projects to insure adherence to quality standards at high productivity.

Licensed architect with a thorough

knowledge of architecture practice who develops design standards and may supervise design department.

Oversees design presentations and monitors project design development.

Responsible for developing firm-wide

design standards; may also administer and supervise the design department.

Oversees design presentations, monitors project design development, and provides design direction and support to ensure consistent and highquality design firm-wide. Must possess a thorough knowledge of architecture practice with emphasis on design, building materials, construction

methods, integration of engineering

disciplines, and building costs/codes.

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DIRECTOR OF FINANCE (CFO) (6)

Oversees and coordinates all firmwide financial operations, ensures financial operations functions efficiently, and provides direction to managers responsible for financial activities.

Responsible for overseeing and

coordinating the full firm-wide range of financial operations by ensuring that they function effectively and efficiently and according to policies established by the board and under the direction of the CEO.

Directs the firm’s treasury, budgeting,

audit, tax, accounting, purchasing, real estate, benefit programs and insurance activities. Supports the CEO and the firm’s continued success by ensuring that all financial operations function effectively and efficiently.

Provides financial leadership, vision, and direction to managers responsible for financial activities within the firm.

CHIEF HUMAN RESOURCES

OFFICER (CHRO) (7)

Provides executive level strategic

oversight for human resources policies

and practices within a multi-office,

international practice. This includes the overall direction of recruitment,

organizational development, affirmative action, employee relations, succession planning, leadership development, performance management, benefits and

compensation. May have oversight for

learning and development. Reports

directly to the CEO.

DIRECTOR OF HUMAN

RESOURCES (8)

Responsible for stimulating the firm’s

current and future success by ensuring

that a proper balance of employees is

hired, developed, and motivated to

achieve staffing goals. Promotes the firm’s vision, mission, and core values.

Establishes a human resources support

service that provides information, tools, and training to offices, business leaders, and supervisors.

DIRECTOR OF INFORMATION

TECHNOLOGY (CIO) (9)

Directs, manages, and coordinates the

firm’s information systems, determines

system capacity/equipment needs,

manages acquisition/upgrades of

hardware, software and other necessary tools.

Directs the firm’s overall information

systems function, including systems and programming procedures and computer equipment operations.

Coordinates the integration of office operations and information systems,

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Stimulates the firm’s success through the hiring of proper balance of employees, promotes firm’s objectives, and establishes human resources support.

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and evaluates the acquisition and installation of new equipment.

Develops and executes tactical plans for information systems that

support the firm’s strategic objectives.

Consults with management to determine information requirements and priorities of new project, and to discuss system capacity and equipment needs. Provides

recommendations and manages the

acquisition and upgrade of all hardware, software, and service purchases and/or leases to keep the organization’s information accessible in a timely, efficient, and secure manner. Develops disaster recovery plans to ensure continued business operations.

DIRECTOR OF PLANNING

AND/OR URBAN DESIGN (10)

DIRECTOR OF STRUCTURAL

ENGINEERING (11)

Licensure preferred but not required;

manages/directs planning and/or urban design group, reviews operating

procedures, maintains communication

throughout organization.

Has primary responsibility for the planning and/or urban design group’s profitability and growth by managing and directing the organization toward its primary objectives. Dispenses advice, guidance, direction and authorization to carry out

major plans, standards, and procedures. Reviews the planning and/or urban design group’s operating results and takes steps

to ensure that appropriate measures are taken to correct unsatisfactory results.

Establishes and maintains an effective

system of communications throughout

the organization.

Registered engineer who manages

structural engineering activities, develops

project solutions and requirements, and supervises other structural design

personnel.

An engineer with professional registration

responsible for managing the firm’s

structural engineering activities.

Responsible for developing the firm’s

structural requirements and solutions for projects and maintaining all aspects of structural engineering activities. Supervises structural-design personnel to ensure development of high-quality drawings and calculations. Requires professional registration.

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CHIEF MARKETING OFFICER (12)

SENIOR PROJECT DESIGNER (14)

PROJECT DESIGNER (15)

Responsible for business development

strategy, marketing, branding,

communications and public relations

infrastructure, positioning the firm for

growth and profitability.

Ten or more years of experience, licensure preferred but not required, bachelor’s degree in architecture from an accredited program; creates project designs and plans for all phases of projects and coordinates building design consultants

while monitoring drawings.

Develops solutions and creates project

designs and plans to client. Initiates and creates project design and plans of all phases of one or more projects and has responsibility for preparing presentation and design drawings.

Coordinates all trades and agencies related to building design while monitoring drawings. Typically has 10 or more years of experience in all phases of architecture and engineering, including substantial and

varied experience in project planning.

Five to 10 years of experience, licensure preferred but not required, bachelor’s degree in architecture from an accredited program; coordinates project design, develops creativedesign concepts for projects, and prepares presentation and

design drawings.

Works independently on architectural

design projects and often coordinates

project design efforts. Develops planning

and creative-design concepts for projects.

Prepares presentation and design

drawings and details. Requires substantial

experience, 5-10 years in developing

details and providing planning and design

support in the preparation of design

development.

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DIRECTOR OF

COMMUNICATIONS (13)

Leads strategy, branding, and content, associated with communications material for internal, client-related, and industry publications and is responsible for public relations.

ARCHITECTURE/DESIGN TEAM

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SENIOR PROJECT MANAGER (16)

Ten or more years of experience, licensure preferred but not required, bachelor’s degree in architecture from an accredited program; coordinates all project efforts in order to ensure effective execution, prepares strategic plans, and serves as primary client liaison. Estimates scope of work and oversees less experienced

project managers.

Handles the most complex projects of the largest magnitude. Responsible for the coordination of all project efforts,

administrative and technical, to assure the most efficient and cost-effective

execution of assigned projects.

Prepares strategic plans for project success. Serves as primary liaison contact with clients to bring projects to completion on schedule, within budget and with maximum client

satisfaction. Actively manages client

budgets, schedules, and programs; budget and schedule; project

communications and documentation; office administrative tasks; and project team assignments. Estimates fees, determines scope of work,

and prepares proposals and contracts on the most complex projects.

Provides oversight and monitoring of work of less experienced project managers. May act in a team leader capacity in the absence of

the manager. Bachelor’s degree in

architecture from an accredited program plus 10-12 years experience.

Registered architect preferred.

PROJECT MANAGER (17)

Eight or more years of experience,

licensure preferred but not required,

bachelor’s degree in architecture from an accredited program; manages multiple small/medium projects, coordinates all aspects of assigned projects, and estimates scope of work.

Has full responsibility for managing all

aspects of multiple small to mid-sized

projects. Prepares strategic plans for

project success. Responsible for the

coordination of all project efforts,

administrative and technical, to assure the most efficient and cost-effective

execution of assigned projects. Serves as the primary client liaison to bring the schedule, budgets, and scope of work to completion and to the client’s satisfaction. Actively manages client budgets, schedules, and programs; project communications and documentation; office administrative tasks; and project

team assignments. Estimates fees,

determines scope of works, and prepares proposals and contracts.

Bachelor’s degree in architecture from an accredited programs plus eight years of experience.

Registered architect required.

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ARCHITECT 3 (18)

Ten or more years of experience, licensed architect who plans and develops medium=to large-scope projects with many complexities, executes and coordinates projects, and may oversee a large staff of architects and technicians.

Licensed architect with major project

responsibility. Plans and develops projects of medium to large scope and works under minimal supervision.

May oversee a large staff of architects and technicians. Responsible for interpreting, organizing,

executing, and coordinating assignments. Plans and develops architectural projects concerning unique and/or controversial

complexities that significantly impact

major company programs. Involves

exploration of subject area, definition of scope, selection of items for investigation, and development of novel concepts and methods.

UNLICENSED ARCHITECUTRE/

DESIGN STAFF 3 (19)

Same definition as Architect 3 except

unlicensed.

ARCHITECT 2 (20)

Eight or more years of experience, licensed architect with diverse knowledge of architecture principles and practices, uses advanced techniques, and has responsibility for finished plans, specifications, and material approval. May supervise a small staff of architects and

technicians.

Licensed architect responsible for finished plans, specifications, or approval of materials and construction. May supervise

a small staff of architects and technicians. Applies sound and diverse knowledge of architecture principles and practices in a broad array of assignments and related fields.

Acts independently regarding

architectural methods and complexities. Requires use of advanced techniques and

modification/extension of theories,

precepts, and practices of individual’s

field. Supervision and guidance mainly concern overall objectives, critical issues, new concepts, and policy matters.

UNLICENSED ARCHITECTURE/

DESIGN STAFF 2 (21)

Same definition as Architect 2 except

unlicensed.

ARCHITECT 1 (22)

Thanks f Five or more years of experience, licensed

architect who exercise independent

judgment in evaluation, selection, and use of standard techniques, solves problems when encountered, and receives guidance on complex

on complex projects. Licensed architect who is competent in all conventional aspects of architecture. Performs work requiring independent judgment in evaluation, selection, and adaptation/ modification of standard techniques, procedures, and criteria.

Independently solves problems

encountered. Receives technical guidance on unusual or complex issues and supervisory approval on proposed project plans.

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UNLICENSED ARCHITECTURE/

DESIGN STAFF 1 (23)

Same definition as Architect 1 except

unlicensed.

INTERNS

INTERN 3 (24)

Full-time intern on the path to licensure with three to six years of experience, works under direction of

others, responsible for projects’ technical design; provides planning/ design/coordination, consultation on large projects; reviews/approves conceptual designs.

Responsible for specific technical design aspects of an assigned project including investigation, evaluation, and recommendation of design solutions. Performs assignments under direction with limited responsibility for design. Provides professional architectural

consultation in the planning, design, and coordination of large, complex projects. Independently makes decisions on significant architectural design problems and methods.

Reviews and approves

conceptual designs. Carries out complex or novel assignments requiring the development of new or improved techniques and procedures.

INTERN 2 (25)

Full-time intern on the path to licensure with two to three years of experience, works from the designs of others under supervision, and performs routine and limited architectural assignments. Limited

judgment is required on work details.

Assignments may include higher-level

work for training/development purposes.

Performs specific/limited portions of

assignments using prescribed methods.

Under general supervision, works from the design of others and performs routine architectural assignments. Limited judgment is required on work details.

Assignments may include higher-level

work for training/development purposes.

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INTERN 1 (26)

Full-time entry-level intern on the path to licensure with fewer than two years of experience; develops design or technical solutions under the supervision of an architect.

OTHER DESIGN PROFESSIONALS

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SENIOR INTERIOR DESIGNER (27)

Eight or more years of experience,

bachelor’s degree in interior design

recommended; manages projects and

leads team, performs schematic design work, participates in design control of projects, and is responsible for project budget management.

Manages projects of all sizes and levels of complexity and provides project team leadership. Responsible

for schematic design work.

Participates in the design

control of projects in the design

development, construction document,

and supervision phases. Provides direction to lower-level interior designers. Responsible for project budget and management and cost control.

INTERMEDIATE INTERIOR DESIGNER (28)

Five or more years of experience,

bachelor’s degree in interior design

recommended; performs design and

presentation drafting,

plans/designs/furnishes interiors of

various building types, and must specialize

in a particular field/style/phase of interior design. Responsible for design and presentation drafting on interior design projects, including schematic design tasks and design development.

Plans, designs, and

furnishes interiors of residential,

commercial, or industrial buildings.

Formulates designs that are practical,

aesthetic, and conducive to intended

purposes, such as raising productivity,

selling merchandise, or improving

lifestyle. May specialize in a particular

field, style, or phase of interior design.

ENTRY-LEVEL/JUNIOR INTERIOR

DESIGNER (29)

Assists senior designers with

development of design solutions,

researches and selects

colors/finishes/materials, performs

site surveys, maintains resources

materials. Works under the direction of mid- to senior-level interior designers. Researches interior products. Applies established interior design standards. Assists senior-level designers in the development of design solutions for review. Performs routine checking and/or verification tasks. Researches and selects colors/

Thanks f

Supports business development

activities through assistance with aids

such as finish boards or PowerPoint

presentations. Performs site survey

and documentation. Maintains

resource materials. Is learning

computer-aided drawing,

presentation tools, and basic offices

software. Has exposure to interior

design specifications, calculations,

and industry standards.

Maria del Carmen Corral Lodeiro. 72546664

LANDSCAPE ARCHITECT (30)

Five or more years of experience,

licensed landscape architect who

performs landscape design on

projects, establishes general

requirements, assesses site potential,

and performs environmental impact

studies.

Responsible for the landscape design

of one or more projects. Provides the

design and delivery on a variety of

projects. Establishes general

landscape requirements. Conducts

preliminary site studies. Assesses

sites’ potential to meet client

specifications. Carries out

environmental impact studies.

PLANNER (31)

Five or more years of experience;

performs urban design and site

planning, provides technical

assistance on topics related to

planning/zoning/environmental

concerns, attends planning

commission meetings, and meets with

government publications.

Responsible for urban design, site

planning, and other planning studies

and programs. Provides technical

assistance in areas regarding

planning, zoning, environmental

concerns, and other matters that

relate to overall planning. Attends

planning commission meetings.

Regularly meets with various

government publications.

GRAPHIC DESIGNER (32)

Performs print/multimedia/Web

design, creates design and layout far

various materials, creates project

chars/graphs, and provides cost

estimates for all printed graphics.

Responsible for print, multimedia,

Web and/or environmental graphic

design. Creates the design, layout and

coordination production of various

materials. Creates detailed project

charts and graphs for clients. Provides

detailed cost estimates for all printed

graphics.

Thanks f

According to the assignment brief, three people work in my tiny studio. Me, as Director and Senior Designer, a Junior Interior Designer and a CAD technician. These are the so-called roles in the company. Being three people, the three of us would do various jobs, regardless of our job description, as reducing the activity of such a small company to these job descriptions is to dramatically restrict the work. (The holistic thing mentioned above).

Maria del Carmen Corral Lodeiro. 72546664

REMEMBER

Fig. 19 HASA, (2019) [INFOGRAPHY]

As we can read in its website, COBLONAL INTERIORISMO is an architecture and interior design studio led by Joan Llongueras and Jordi Mercè that has participated in more than 400 projects throughout its 20 years of activity.

“We design, develop and produce all kinds of projects for homes, offices and commercial premises everywhere.

We take care of the whole process. We act as architects, interior designers and decorators in the definition and development of the project and then take charge of its management and production as a construction company. We start from the initial concept to the smallest detail, right through to turnkey handover.” (Coblonal interiorismo, 2021).

Thanks f Let´s compare both structures.

The phrase "holistic", originated from Greek: "holos", has become one of the meanings on everybody's lips regardless of the field in which we are.

In the realm of business, too. But what is the holistic strategy formulation exactly?

Business holistic.

Business as a whole.

It is essential to understand that all refer to keywords such as "all," "global," and "generic."

According to Quattro collaborators (2021) ,while many policies have been aimed towards employees skillset and jobs for decades, today trend is the other way around.

Maria del Carmen Corral Lodeiro. 72546664

In other words, if we too split and direct workers to specific skills, they may lose the broader and strategic view of the company or its surroundings and lose their identity, who fail to grasp how the achievement of their job promotes general goals.

Thanks f

This can lead to a slight sense of frustration and a lack of identification with our organisational culture or business objectives. Therefore, we should not lose scope on maintaining a global vision of the business, considering both internal contexts and those more distant elements that affect the development of our business activity (external context).

Fig. 20 Studio Carreras (2020) [INFOGRAPHY]

74

Of course, this is motivated by the global nature of the current economic system. Any change can affect our company even if it originates in the furthest corner of the world.

of our organisation are his or her own. We will have much more motivated, confident and happy employees.

Maria del Carmen Corral Lodeiro. 72546664

This perspective is an exciting challenge for companies, which must always work with a global perspective that allows them to foresee possible changes and anticipate them.

In addition, a holistic vision of the company proposes that employees should not carry out their tasks through a high degree of specialisation in watertight departments, in which they lose contact with the reality of the sector or with the rest of the organisation's teams. The holistic strategy proposes the opposite: to create interdisciplinary workgroups or teams so that each person can contribute their perspective and experience to the solution of a problem.

In this way, the employee will feel part of the company, understand the overall objectives set by management and increase his or her sense of belonging. They will no longer feel isolated, but part of a gear, of a whole in which they also play an essential role.

Moreover, there is nothing better than implementing a strategy or solving a problem from an array of perspectives. For example: if the launch of a new product that will generate profits for the company involves people from all departments forming a single working team in which each person contributes their ideas, opinions or considerations.

This is closely linked to another intriguing concept: synergy. That is to say, the sum of the parts will obtain a better result than each one working separately.

At the strategic level, this is something that has been worked on for a long time. Of course, in the real business world,

better results will be obtained if all employees or departments work in the same direction rather than individually fighting their own battle.

Thanks f

If we understand the company's objectives and know which way it wants to go, the employee will feel that the business successes

75

ISO standards and a quality management system are very much aimed at all parts of the company working in a coordinated way to achieve a common goal: quality. This involves a holistic view of the company in that the departments must work together and be aware of possible changes in the environment.(Quattro, 2021)

Let´s go to the point.

76

Maria del Carmen Corral Lodeiro. 72546664

According to the assignment brief, three people work in my tiny studio. Me, as Director and Senior Designer, a Junior Interior Designer and a CAD technician. These are the so-called roles in the company. Being three people, the three of us would do various jobs, regardless of our job description, as reducing the activity of such a small company to these job descriptions is to dramatically restrict the work. (The holistic thing mentioned above).

As we can read in its website, COBLONAL INTERIORISMO is an architecture and interior design studio led by Joan Llongueras and Jordi Mercè that has participated in more than 400 projects throughout its 20 years of activity.

“We design, develop and produce all kinds of projects for homes, offices and commercial premises everywhere.

We take care of the whole process. We act as architects, interior designers and decorators in the definition and development of the project and then take charge of its management and production as a construction company. We start from the initial concept to the smallest detail, right through to turnkey handover.” (Coblonal interiorismo, 2021).

Let´s compare both structures.

Also, a crucial

question about a

critical position. A question that

Nobody Ever remembers:

Who cleans?

How many employees in total are there?

How many interior designers are employed?

What job roles do interior designers have within this business?

MC Design studio

Coblonal Interiorismo

3

13 (eventually up to 17 or more)

2

4 • • • • •

• Founder, Owner and Creative director (Senior Interior Designer) (Mela Corral)

• Junior interior Designer (Sonia Ferreira)

Maria del Carmen Corral Lodeiro. 72546664

• SENIOR INTERIOR DESIGNER / CREATIVE DIRECTOR Oversees design presentations and monitors project

What are the main work activities carried out by interior designers in this business?

•

design development. Responsible for developing firm-wide design standards; may also administer and supervise the design department. manages projects and leads team, performs schematic design work, participates in design control of projects, and is responsible for project budget management. Manages projects of all sizes and provides project team leadership. Responsible for schematic design work.

Participates in the design control of projects in the design development, documentation, and supervision phases. Provides direction to lower-level interior designers. Responsible for project budget and management and cost control.

JUNIOR INTERIOR DESIGNER Assists senior designers with development of design solutions, researches and selects colors/finishes/materials, performs site surveys, maintains resources materials. Works under the direction of mid- to senior-level interior designers. Researches interior products. Applies established interior design standards. Assists senior-level designers in the development of design solutions for review. Performs routine checking and/or verification tasks. Researches and selects colors/finishes/ materials. Supports business development activities through assistance with aids such as finish boards or PowerPoint presentations. Performs site survey and documentation. Maintains resource materials. Is learning computer-aided drawing,presentation tools, and basic offices software. Has exposure to interior design specifications, calculations, and industry standards.

• ( AIALA, 2021)

Creative director

Senior Interior Designer

Intermediate Interior Designer /Project Manager

Junior Interior Designer

Works Management

(Coblonal, 2021)

(Coblonal, 2021)

(Coblonal, 2021)

• SENIOR INTERIOR DESIGNER / CREATIVE DIRECTOR Oversees design presentations and monitors project design development. Responsible for developing

•

firm-wide design standards; may also administer and supervise the design department. manages projects and leads team, performs schematic design work, participates in design control of projects, and is responsible for project budget management. Manages projects of all sizes and provides project team leadership. Responsible for schematic design work. Participates in the design control of projects in the design development, documentation, and supervision phases. Provides direction to lower-level interior designers. Responsible for project budget and management and cost control.

INTERMEDIATE INTERIOR DESIGNER : performs design and presentation drafting, plans/designs/furnishes interiors of various building types, and must specialize in a particular field/style/phase of interior design. Responsible for design and presentation drafting on interior design projects, including schematic design tasks and design development. Plans, designs, and furnishes interiors of residential, commercial, or industrial buildings. Formulates designs that are practical, aesthetic, and conducive to intended purposes, such as raising productivity, selling merchandise, or improving lifestyle. May specialize in a particular field, style, or phase of interior design.

JUNIOR INTERIOR DESIGNER Assists senior designers with development of design solutions, researches and selects colors/finishes/materials, performs site surveys, maintains resources materials. Works under the direction of mid- to senior-level interior designers. Researches interior products. Applies established interior design standards. Assists senior-level designers in the development of design solutions for review. Performs routine checking and/or verification tasks. Researches and selects colors/finishes/materials. Supports business development activities through assistance with aids such as finish boards or PowerPoint presentations. Performs site survey and documentation. Maintains resource materials. Is learning computer-aided drawing,presentation tools, and basic offices software. Has exposure to interior design specifications, calculations, and industry standards.

PROJECT MANAGER : manages multiple small/medium projects, coordinates all aspects of assigned projects, and estimates scope of work. Has full responsibility for managing all aspects of multiple small to mid-sized projects. Prepares strategic plans for project success. Responsible for the coordination of all project efforts, administrative and technical, to assure the most efficient and cost-effective execution of assigned projects. Serves as the primary client liaison to bring the schedule, budgets, and scope of work to completion and to the client’s satisfaction. Actively manages client budgets, schedules, and programs; project communications and documentation; office administrative tasks; and project team assignments. Estimates fees, determines scope of works, and prepares proposals and contracts. ( AIALA, 2021)

Thanks f •

•

78

MC Design studio

Other than interior designers, what are the other

Coblonal Interiorismo • • • • • • • • •

• CAD Technician

job roles in this business?

Who runs the business on a day-to-day basis?

Maria del Carmen Corral Lodeiro. 72546664

Who owns the business?

What is the purpose of the business?

Production director

Senior Project Manager

Project Manager

Construction Manager

Operations Manager

Accountancy

Technical budget area manager

Technical Architect

Architect

• Founders,

• Director of Operations,

• Production Manager

Founder

(Coblonal, 2021)

(Coblonal, 2021)

Founders

Founders

In Mela corral Design studio we work on creation of new businesses and their own identity.. In addition to decoration styling, we carry out decorative and design projects, both building and furnishing. We also work with various partner studios on digital development, architectural infographics, and CGI projects.Current trends upgrade fast, and any external stimuli, such as our journeys, our people, nature, trips to locations, or even a song, inspire us. We aim to infuse individuality and sensitivity into our designs, resulting in a nuanced mixture of modern and classical styles through the use of materials, textures, colours, or geometries.We offer services doing a detailed study of the space to determine the best floor plan layout, ensuring we match a perfect balance of beauty and function.Interior design company for commercial premises such as restaurants, bars, hotels, shops. Creation of new businesses and their own identity.

Refurbishment of homes and decoration of spaces.

COBLONAL INTERIOR DESIGN STUDIO offers all kinds of services related to architecture and interior design, as well as the construction and production of own and foreign projects for individuals and companies, both in residential and commercial areas.

Whether it is a house, a business premises, hotel or office building, Coblonal Interior Design Studio is responsible for defining the concept and development of the project, as well as its subsequent construction and production. We offer integral management so that the project and its construction remain in the same hands for the client’s peace of mind and with the quality as a non-negotiable premise.

From our architecture and interior design studio in Barcelona, we offer our services at any geographical point. Our products and services are characterized by uniqueness and quality and we can summarize them in two large complementary areas: project & construction. (Coblonal, 2021)

(Coblonal, 2021)

Thanks f 79

Accountancy

management JORDI MERCÈ MIR

TECHNICAL ARCHITECT

CEO, Owner and Director of Production.

SONIA MEDINA

Diploma in Business Studies

Accounting area

Administration area

JOAN LLONGUERAS REITG

TECHNICAL ARCHITECT – INTERIOR DESIGNER CEO. Owner and Creative Director.

DISCLAIMER: Due to the new web design fashion, company charts are hard to find in

CFO

many company webpages. A brief phone call to Ms. Medina (Accountancy) solved my doubts

ELISABET LLONGUERAS

Industrial Engineer

Technical budget area

Finance area

Maria del Carmen Corral Lodeiro. 72546664

Senior Project Manager

Operations Management

CARMEN OLMOS

Technical Architect

Production Manager

JOAN BALTÀ

PhD in Social Psychology

Operations Manager

about how to structure their company into a legible chart.

ARCHITECTURE/DESIGN TEAM NÚRIA FERNÁNDEZ

Architect – Senior Interior Designer

Project Manager

GUEST

COLLABORATORS

VÍCTOR PARRA

Architect

VALENTINA TARRE

Architect

Junior Interior Designer

ÈLIA MARIMON

Technical Architect

Junior Interior Designer & Construction Manager

ALEJANDRO MARTÍNEZ

Technical Architect

Construction

LALI SOLANS

Architect –Junior Interior Designer

Planner.

Thanks f JAUME GONZÁLEZ

Technical Architect

Construction Manager

CARLOS MAURETTE

Architect

IGNASI ABAD

Architect – Senior Interior Designer

Project Manager

JORDI LÓPEZ

Technical Architect

Construction Manager

Fig. 20 COBLONAL INTERIORISMO STAFF [Photograph]

CARLES MORLANS

Technical Architect

Construction Manager

Mela Corral Design Studio

Maria del Carmen Corral Lodeiro. 72546664

Senior Interior Designes, also as the top person at a design firm, responsibilities include establishing and communicating the design vision for the company; overseeing projects from the planning through design phases, construction, and installation; managing all financials such as budgeting, invoicing, purchasing, and proposals; generating new business; interfacing with clients; and recruiting and hiring/ firing of employees.

Elena Oh

A junior designer or architect must collaborate with senior design team members on project goals, assisting with design concepts and interfacing with the clients to ensure needs are being met in a timely fashion. This is a highly collaborative team-player role that requires exceptional attention to detail and interpersonal skills. In addition, Junior Interior Designer can carry on-site works management.

Me Thanks f CAD TECHNICIAN Accountancy &

Administration

Fig. 5 CANVA, (2021) [PHOTOHRAPH]

A CAD technical designer must exhibit expert use of AutoCAD software to create high-quality design drawings for building construction and project creation while including building codes and specifications for design. Precision and extreme attention to detail are crucial, as are creativity, organizational skills, and the ability to work quickly and efficiently to meet deadlines

Mela Corral

Sonia Ferreira

SENIOR INTERIOR DESIGNER

JUNIOR INTERIOR DESIGNER

Founder Owner and

Project Manager.

Creative Director.

Operations Manager MELA CORRAL (2021) [PHOTOHRAPH]

Fig. 6 CANVA, (2021) [PHOTOHRAPH]

For such a small staff, we are more like a multifunctional unit, where we all carry on everyone's tasks, such as making coffee in the morning or loading paper into the plotter.

81

REFERENCES

82

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Maria del Carmen Corral Lodeiro. 72546664

Basic Document –(CTE DB SUA). Section SUA 1 – Fall risk safety Art 1.3 [Online] Available at: https://www.codigotecnico.org/pdf/Documentos/SUA/DBSUA.pdf Accessed 03/05/2021

Basic Document –(CTE DB SUA). Section SUA 4–Security against risks associated with inadequate lighting. [Online] Available at: https://www.codigotecnico.org/pdf/Documentos/SUA/DBSUA.pdf Accessed 03/05/2021 Basic Document –(CTE DB SUA). Section SUA 9- Accessibility [Online]. Available at: https://www.codigotecnico.org/pdf/Documentos/SUA/DBSUA.pdf Accessed 03/05/2021 Basic Document (CTE DB HE) section HE3 paragraph 2.2 [Online] Available at :https://www.codigotecnico.org/pdf/Documentos/HE/DBHE.pdf Accessed 03/05/2021

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Basic Document (CTE DB HS) Section 1 Article13.3. Basic Requirement HS 3: Indoor air quality [Online] Available at https://www.codigotecnico.org/pdf/Documentos/HS/DBHS.pdf Accessed 03/05/2021

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Bischof, H (2019) “ Fast furniture: what’s wrong with it and 7 ways to make better choices (for you and the planet” [Online] available at:https://heidi-bischof.medium.com/ Accessed 01/01/2021 buildingclean.org (2020) “What’s Lurking Behind Wall Coverings “ [Onkline] Available at: https://buildingclean.org/what’s-lurking-behind-wall-coverings Accessed 07/05/2021

83

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Principles and influence in about codes sustainable of ethics: A centering resonance analysis comparing pre- and post-sarbanes-oxley codes of ethics. Journal of Business Ethics, 80(2), 263– 278. [Online] Available at https://doi.org/10.1007/s10551-007-9417-1 Accessed 01/052021

Cartín, M. (2020) “5 Myths interior design” [Online] Available at: https://masondd.com/5-myths-of-sustainable-interior-design/ Accessed 01/01/2021 Certicalia,(2020) “Qué es la certificación LEED:” [Online] Available at: https://www.certicalia.com/certificacion-leed/que-es-la-certificacion-leed Accessed 01/01/2021 Clarke, R (2020) “Can Upcycling Breathe New Life Into Interior Design?” [Online] Available at : https://www.forbes.com/sites/roddyclarke Accessed 03/05/2021

Coblonal Interiorismo (2021) Imaginamos Espacios , Construimos ideas [Online] Available at https://www.coblonal.com/estudio-coblonal-interiorismo-arquitectura-barcelona/ Accessed /07/05/2021 Cornichon, C. (2020) “Most Wallpaper is Toxic, These Ones Aren’t “ [Online] Available at: https://www.mychemicalfreehouse.net/2020/08/most-wallpaper-is-toxic-these-ones-arent.html Accessed 07/05/2020 Earthsight.org, (2020) “Flåtpacket försetts IKEA’s illegal timber problem and the flawed green label behind it” [Online] Available at https://www.earthsight.org.uk/flatpackedforests-en#group-Summary-rayWKL9K1I Accessed 01/01/2021

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Maria del Carmen Corral Lodeiro. 72546664

El diario.es (2020) “6.500 trabajadores inmigrantes han muerto en Qatar desde su elección para celebrar el Mundial de fútbol de 2022” [Online] Available at :https://www.eldiario.es/ Accessed 01/01/2021 Estudio Lamela (2020) Code of Conduct [Online] Available at:https://www.lamela.com/codigo-etico/ Accessed 01/05/2021 Fauchere, B. (2006). Responsabilidad social empresarial. Revista de relaciones laborales, 2016, 93-124. Madrid, 2018 Gaumnitz, B. R., y Lere, J. C. (2004). A classification scheme for codes of business ethics. Journal of Business Ethics. Springer. https://doi.org/10.1023/B:BUSI.0000021053.73525.23 Accessed 01/05/2021

Thanks f

Hayles, C.S, (2015() “Environmentally sustainable interior design: A snapshot of current supply of and demand for green, sustainable or Fair Trade products for interior design practice” [Onlime] available at: https://doi.org/10.1016/j.ijsbe.2015.03.006 Accessed 01/01/2021 Helin, S., y Sandström, J. (2007). An inquiry into the study of corporate codes of ethics. Journal of Business Ethics, 75(3), 253–271. https://doi.org/10.1007/s10551-006-9251-x Accessed 01/05/2021 Ignigarrat redaction team, 2019 REPASO DE LAS EUROCLASES (REACCIÓN AL FUEGO) [Online] Available at: https://ignigarraf.com/repaso-de-las-euroclases/ Accessed 1/05/2021

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Youtube link to Video presentation here:

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Design Studio

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