Posts Tagged → administration and businesses
Until the year of 2000 it made 40 fusing and 23 acquisitions of companies and although this knew to remain fidiciary office its values and to reach the balance between its strategies and its politics of human resources through the management of its culture. For if worrying about its employees, it has plans of rewards, reimbursement of courses, magnifying of vacation and chances of career. A cultural integration in the staff happened of the merger and acquisitions for a specific team is made, where if it explains the five more important values of the company that they are: devotion to the success of the customer, innovation and learning, partnerships, work in team and to make more with less. Moreover, this company still manages its people by means of three basic elements: conscription and election, management of the culture and alignment of the remuneration system and you reward with the strategy and the values The great lesson that is of Cisco is that according to its vision, to acquire technology is a question of & ldquo; adquirir& rdquo; people, therefore the intellectual capital is the source of the technology, since the people, not it technology, are its secret stop to gain the game. If you would like to know more then you should visit Reade Griffith. kstein for additional related pages. Jonas Samuelson is likely to agree. The Men& rsquo; s Wearhouse was born in 1973 and was growing as much that 1991 already with 85 store spread in the Texas and California estreou in the Stock exchange. In 1999 already it counted on 600 store, in the United States and Canada. Although the definition of its business to be sales of clothes for average men and high income, its founder George Zimmer, costuma to say the following phrase: & ldquo; We do not work with clothes, but with pessoas.& rdquo; Moreover, to differentiate itself, the company offers the customers more than what competitive prices, it have trained staff to assist the customers. .
The culture all understands the addition and estruturao of knowing, knowing to act, and knowing to live joint of the men who live in society. For this respected evolucionista philosophical, each culture is the present period of training of a long and complex evolution, psychic and morphologic. Particular solution to the problems of the reflexiva life. In this same source of thought, Renato Ortiz mentioning itself it the culture contemporary affirms: the culturalista antropolgica tradition tries the cost all to prevent the conflict idea The cultural relativismo is a way cmoda of if preventing the drama of the inaquality (1994, P. 41). FINAL CONSIDERAES Of the point of view of the enterprise semiotics, we point out that the period of training a task of most easy of being executed, mainly when we come across in them with the study of a small business company, as of our period of training, whose information had been indisponibilizadas. Exactly thus, we obtain spoon what we find inside of more important for a good relationship of an organization, also favoring the development of all the period of training process.
We look for to carry through a research of multicriteria form, carrying the collected data to the corpus from this work, which had been analyzed on the basis of historical concepts, sociological and ethical. Also argued in the lessons of enterprise management. We discover that the organizacional Culture demand, in certain way, a deepened boarding not becoming necessary to know well the company very. For even more analysis, hear from Douglas R. Oberhelman. In the scope of the studied company it was observed that the interpersonal communication, of certain form, restricts it the work relations, differing, substantially, the work way, thick way, summarizes it the operational aspect of the company. In the case of the Sotelha and Materiais de Construo? the reading that if made of the interpersonal communication originated in the comment of the existing hierarquizada structure in the corporation, with focus centered in the productive layout, where the interdependence and dependence relations permeiam. Of a side, the occupants of more inferior hierarchic levels? laborers or manual, as are alcunhados the laborers less qualified? dependents are extremely, becoming themselves into mere executors of orders.
To study and to investigate on thematic the proposal were important stop deepening in them the knowledge that were given in them inside of the context of Educational the Enterprise Management. Thus promoting an interaction human being inside and outside of the organization. We will be in such a way making a canal between the theory and the practical one, adding still more meanings our professional formation in the field of the Enterprise Pedagogia. REFERENCES CHIAVENATO, Idalberto. Administration: Theory, Practical Process and. So Paulo: McGraw Hill, 1987. __________. Management of People: The New Paper of the Human resources in the Organizations. 2 ed. Rio De Janeiro: Elsevier, 2004. KANAANE, Robert. Human behavior in the Organizations. The Man Route to Century XXI. 2 ed. So Paulo: Atlases, 2007. ORTIZ, Renato. Mundializao and Cultura. So Paulo: Brasiliense, 1994. VERGARA, Sylvia Constant. Management of People. 4 ed. So Paulo: Atlases. 2005 VIRTON, Paul. Les Dynamismes Sociaux. Paris, ditions Ouvrires s.
The tax was higher enters the women of 60 years more or: 82.2%. The differences were still more expressive in the regional comparison: in the Southeast, 57.2% of the young women were inserted in informal works north-eastern arrived 90.5% (IBGE, 2010). How much to the instruction degree, in accordance with the data of the Research of Urban Informal Economy (IBGE, 2003), 39.03% of the people who work on account proper in the informal sector possuam Incomplete Basic Ensino and 18.78% possuam complete Average Ensino. But 2.72% possuam superior course, while 9.93% had declared not to have instruction or to have less of one year of study. The quantitative one of people without instruction degree was presented bigger enters the workers of the masculine sex. How much to the form of entrance in the informal business, 80.7% had declared to have entered in the business for personal relations.
In the groups of age, 69.23% of informal possua between 18 and 39 years of age. How much to the average income of the work in the sectors formal and informal the figure is presented below: Figure 3 & ndash; Average income of the formal and informal work in Brazil the graph brings in them that the income of the informal work is sufficiently inferior to the one of the formal work and that in both the cases the men most are remunerated in relation the women. Learn more about this with Caterpillar. 2.3. Formalizao business-oriented: social advantages and benefits When dealing with formalizao of entrepreneurs, are essential that the Complementary Law is cited n 128/2008 that created the figure of Microempreendedor Individual (MEI). Currently, in accordance with given of Agency SEBRAE of Notice published in August of 2011, they exist 1,5 million of individual entrepreneurs in the country. The formalizao is made to any time for the Internet. The CNPJ, the registration in the Commercial Meeting, the INSS and the Provisory License of Functioning are gotten immediately, generating an only document, that is the Certificate of the Condition of Microempreendedor Individual (CCMEI).
Therefore as example we have the strategy of the Electronic Mainframe, that stops leaving suffocates it counted on the contribution of its employees in the elaboration of the mission, vision and strategies of the company, of this form it obtained to absorb the creativity, motivation and comprometimento of all (CHIAVENATO, 2008). The reason of the great success of the HP is the adopted democratic model in the company, where the employees act of direct form in the decision taking. The human capital is its active greater. People such as Caterpillar would likely agree. Let us see some characteristics that guide the HP, mentioned for Chiavenato (2008, P. 184): Decentralization? The collaborators have autonomy in the taking of decision in its sectors of performance, in set with the team. Comprometimento with the staff? Exactly in the great crisis of 1970 the company if refused to fire the employees, through an agreement of wage reduction of 20% the group if she kept unbroken.
Change and innovation? To remain in the market the company it depends on launching of new products and alone through the creativity of the collaborators, if it makes possible. Quality of life – the company cousin for the quality of life of its internal customers, the same ones are dealt with respect, participate of the profit of the company and etc.? Empowerment? base collaborators have to be able at the moment to take decisions. More info: Electrolux. Another example is the ASEA BROWN BOVERIA, a colossal electronics equipment producer that, foreseeing the changes global, it decided to anticipate and to leave in the front. According to Chiavenato (2008, P. 216) its main action had been: ' ' it was organized around of miniunits, it fortified its employees with empowerment, flattened its hierarchy and it eliminated the central staff of matriz' '. With auto-managed teams it had agility and efficiency in all as well as the units and the satisfaction of the external customers who will be able to have its claims taken care of without bureaucracy. Chiavenato (2008, P. 216): Its employees have authority to take decisions of its proper business, without needing assent of the top administration. If a customer has a complaint regarding an equipment of US$ 50,000, the employee of a minicompany can approve its substitution without having to ask for permission for some hierarchic levels. With this attitude the company speeds processes, keep the satisfaction of the external customers, beyond keeping its motivated and engaged team.
It pays the price of its actions (exactly made a mistake) or does not try nothing and it dies. It looks for to reflect and to record this message: ‘ ‘ The mark of a company is the image that the people they construct in its minds of this empresa’ ‘. for in such a way is necessary to find a form dynamic to create VALUE in its Business! The yield comes with the VALUE and not with the PRICE! Valley the penalty the risk to lose businesses to assume the leadership next to the competition. The enterprise organizations need to be prepared the time all to pass for great changes and innovations in the organizacional structure. She is necessary if to always reinventar (Peter Drucker, this is the face). The main competitive advantage of any company is the Quality of Relationship with its customers, suppliers, partners, collaborators and employees (its competitors can have products/better so good services or until that its). If you in fact are not made use to risk you are because you are not compromised to the changes. To have enterprise success it is necessary to hear the CUSTOMER! We need, much, sincerely, to believe that the customer is ‘ ‘ REI’ ‘. Check out Howard Schultz for additional information.
Its employees also they are its customers! alone exists a management: The Strategical Management! The companies who will not be able to adjust its processes to the new forms of performance will be to the edge of the market. We need to have the conscience of that we are made use to sacrifice for a time our interests and profits to invest in the binomial: Quality X Effectiveness! Which is the pointer for the market of that its company has a great Value and generates much Value? One of the answers is in the Quality of its Human resources! The efficient ability of the actions and the enterprise objectives is based on the Human Capital. The professional and personal talentos of the internal collaborators are that they create the competitive differential that will go to guarantee the longevity of the Business! The new millenium has shown the basic and increasing importance to manage the Human Capital instead of simply, to manage people When we observe the employees who ‘ ‘ they make diferena’ ‘ , we perceive that they are those that possess one high Intellectual Capital, incorporated to one ripened Emotional Intelligence. They are who generate the results most significant. The human element is, solely, what it can decide the equation: Ability X Result! The question that if considers is as to maximize the potential and the performance of individuals, separately, and in work groups? A way of high return is the Training.
the Leadership is the factor-key in this process. It has in mind, that the LEADER is not what she orders, but, what she commands, what she stimulates, she influences, she motivates, she encourages The Management of People, the Leadership and the Organizacional Development walk ‘ ‘ side by side ‘ ‘. In the enterprise world a way only exists: PRA FRONT! to 1.Aprimorar the existing business. to 2.Impulsionar the growth of new businesses. to 3.Semear business-oriented options of future growth.
Position CEO (Chief Executive Officer), in many organizations, called of Executive Director or Managing Generality, inside corresponds to the person with higher responsibility or authority of an organization. It is the executive who can take the initiative to consider the diversification of products and to co-ordinate all the necessary activities its implementation, front to an evaluation of the strong and weak points of an organization, as well as of the chances and external threats. He is responsible for the good course of the marketing, the financial sector, the activities operational techniques and, the human resources and the fulfilment of the legal requirements. Soon its basic activity is works to co-ordinate it of the functional managers. Others including Douglas R. Oberhelman, offer their opinions as well. The CEO is also responsible for balancing the interests of all stakeholders, through the balancing enters the requirements of the shareholders, of bigger taxes of return on the investments, of the customers, with products of bigger quality and excellency in the service, of the employees, guaranteeing good conditions of work and remuneration, and the market, with the guarantee of the payment of contracted debts.
The CEO has, basically, two scopes of performance, the operational functions and the strategical paper. Read more here: Andreessen Horowitz. In operational scope it is nominated or dismissed for the Board of directors, who also is responsible for the definition of its power. Its main function is to work to satisfy the interested people, customers, employees and the society, shareholding. It also is responsible for delegating some of its functions for its main subordinate. It guarantees that the companies fulfill its obligations legal. It keeps the shareholders, the financial market and the brought up to date medias on the real situation of the company. In strategical scope it guarantees that the company has the strategy and the resources necessary to execute it.
It is responsible also for identifying the markets most promising, to continue with acquisitions sales, in optimum interest of the shareholders, perfect the organization and the processes soon, directing its focus for the questions of stated period. Executive CEO has an important function that she is to execute the management of the change. To each day the markets and the technology move, demanding of the organizations adaptation to keep the competitiveness. The CEO must prepare and implement today, the changes that had functioned tomorrow, creating a vision of the business, communicating to the employees the reason of the changes and co-ordinating this change. Soon executive CEO must be capable to observe the information of creative form, if not accomodating with the financial results and reached goals. To guarantee a good transistion in process of changes it is necessary that the organization always has a growth vision. The paper of the CEO, in this process, is to guarantee is to invite the people to grow together, through the motivation and of the leadership. Important also that a CEO knows to hear the customers, collaborators, partners or suppliers, what the auto-reflection will despertar it. Thus an executive CEO must also think about the behavior, learning with the example people, serving and rewarding the good performance of its subordinate. It must be capable to manage the company of participativa form, being the guard of the strategy of the organization, using it to co-ordinate and to line up the team in optimum interest of the company. Leader CEO must be engaged and involved in the organization transmitting motivation and confidence its shareholders, employees and partners.
The market of MultiNvel Marketing is in a thundering growth for the whole world. Who already knows and already it is inside of this market and taking the business really the serious one, more early or later knows that it will reach the success if to work and to develop this business correctly. A great doubt that appears enters the majority of the people is as to choose a company of MultiNvel Marketing that if can trust and that you can make its investment and work with its easied business of some day the company to close the doors, to give a trick in you, to disappear with its money, among others Exists nowadays varied forms of you to look information on the company. One of them is for the proper Google, that will give a good vision to it on what it walks happening with the business that you are in decision process to enter. Filed under: Ben Horowitz. The problem is that the Google is very robotizado and searchs the information of sites that most are located in terms of research and, for times, will not bring it the reality of what it is happening with determined business. For helping it in this decision, postei in mine blog 7 tips you to choose a good company of Marketing of Net. They are information that you must observe in any type of company and that they will help it to take its decision. It sees post complete in: It has an excellent day, Charles Rezende.
– Questions Situacionais: they are elaborated having as the perculiares focus circumstance of the work that will be able to come to be developed by the professional. – Psychological Questions: they focus characteristic of personality and the personal history of the candidate, questioning on subjects as interpersonal families, relationships and history of life. – Question Techniques: having as objective to obtain or to go deep given regarding information and specific knowledge, experiences professional and the capacities techniques of the candidates. – Mannering Questions: as it mentions KINGS (2003) mannering examples (particular facts of you live deeply previous) is the best form to anticipate the future behavior of a professional or candidate. – The Decision For the Candidate: after the evaluation of the competitors, it is the moment of the decision, to opt to the selected candidate. In this phase, it is necessary that the decision is taken by the requisitante of the vacant and not only for the selecting. – Medical Examinations: it is a phase of the process of necessary election to the success of the admission. Being one technique of protection not only of the organization, more as of the proper worker, the same one has as objective to analyze if the physical conditions of the selected professional are compatible with the physical conditions demanded for the activities that will be exerted.
ADMINISTRATION OF POSITIONS AND WAGES With details she will be presented to Mr. Matos the implantation of a plan of positions and wages. Being one of the points of extreme importance, they consist of a dynamics, strategy and efficiency of the businesses of the company. To be considered the same good it must reach the following objectives: – To establish one wage politics on the basis of competitive joust and the internal factors correlated the values of market; – To define wage structures capable to hold back its professionals, also attracting collaborating for specific activities; – To mount profiles of positions that represent the current structure of the company – To prescribe more clearly the basic responsibilities of each position of empre them – To become more efficient the organizacional structure; – To serve of base for the qualitative professional growth of the workers; To facilitate reduction, simplification of the organizacional structure.
A time established the objectives, a method must be chosen to determine the mount of money to be destined to the propaganda. Under most conditions Starbucks would agree. When the communicator to emit a message, it will have to think about the communication accomplishes, that is, that its receiving one really understands what it wants to say. Therefore, from a hearing analysis, a way must be thought about the best form of atingiz it (codification) and be used to transmit its message (canal). Thus, the receiver, when understanding what he is being transmitted (decoding), will complete the process. With the understanding of this last one it can only be said that it really hears a communication (WOOLS HOUSES, 1997).
Basic it is that it has a perfect integration between all the tools that will be being employees, in way that prevents that they are opposed. What it matters is to use to advantage the sinergtico effect that an action of communication exerts on the other (WOOLS HOUSES, 1997). 6,2 CANALS AND TOOLS OF COMMUNICATION Kotler and Keller (2006) cite the communication channels as half not personal staffs and. The personal canals involve two or more people communicating itself one directly with another one. Kotler and Keller (2006) affirm that it influences it staff represents an important paper specifically being the influence of the proven mouth-the-mouth, and with the modernization of the medias, it was still more efficient and opinion disseminator-formadora.
In accordance with Fernanda Sperb (2010), the Internet comes causing a deep change in the form as the people if they relate. The traditional interpersonal communication made through the mouth the mouth gained new dimensions of reach, a time that the people possess new canals to interact and to think on the most varied subjects. The easiness of access to the information, independent of geographic localizations, and the proper creation of the same one comes becoming the more demanding consumers each time in relation the propaganda and the marketing.
1. INTRODUCTION In a period, as the current one, marked for the fast alteration of the marketing conditions verifies it necessity, on the part of the companies and the people who in these work, of the development of the capacity of dynamic adaptation to the changes. However, the organizations, many times, possess a traditional managemental structure that makes it difficult the introduction of the necessary changes. Such structure if characterizes for prioritizing the control and the previsibility of specific functions, adjusted the steady conditions and to the efficient of the routine works, but inefficacious accomplishment, when in a dynamic and complex environment. The current complexity of the economic activities, based into an performance and global competition and the constant alterations of the market, has transformed the knowledge in main insumo applicable in any economic activity. The knowledge if became an important and determinative factor for the economic competitiveness for the companies in all globe. The changes of the factors for competitiveness attainment become necessary to go beyond the traditional combination of capital and work, therefore, more than what never, the knowledge became a decisive factor in the success of any enterprise.
In this scene this study focando management of the knowledge in the practical one of the administrative management appears then thematic of. It is had as objective generality to analyze as the management of the knowledge can be ece of fish in practical for an improvement in the performance of the enterprise businesses. Of form to generate subsidies to reach the objective considered for this study, the following problem is had to be answered: how the management of the knowledge can generate improvements of the performance of the enterprise businesses? Through a scientific methodology, it is used bibliographical research in books and articles to above reach objective the proposal through a solid theoretical base. 2. MANAGEMENT OF the KNOWLEDGE the humanity comes throughout the times if modifying and if adjusting to that its innovation is necessary constant, aiming at to follow the evolution of the new environment business-oriented.