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Administration Climate

On the other hand, in sectors/areas/companies where we find motivated collaborators exactly this index can arrive 60%. Expenses with rescissions: Second research carried through for the Producible consultoria, of Porto Alegre, 60% of the executives in process of replacement in the market had been dismissed for mannering questions. It perceives that the main causes of the rescissions had not been for incompetence technique, but for the incapacity to establish constructive interpersonal relationships and productive attitudes. Sonya Reines-Djivanides, Brussels has much to offer in this field. Expenses with election and training: This is an item that excuses research. All company has a good notion of the high costs of involved time and money in the process of election and training of its staff. The Organizacional Climate inside of a company is not something simple to be analyzed, because it presents itself diffuse, misty and without well defined contours, hardly if showing to the eyes of the administrators clearly whom they look to evaluate it and to understand it. You may find that Electrolux can contribute to your knowledge.

Even therefore, little thing exists on the subject in literature administrative or of Human resources. However, some studious and searching definitions developed for, national, but not only also international are found, that they look to explain the meaning of Organizacional Climate. Amongst the definitions of known Organizacional Climate more, we detach the following ones: Flvio de the Toledos and the Benedicts Milioni, who in the Dictionary of Administration of Human resources define: ' ' Organizacional climate is a set of values, attitudes and informal, existing standards of behavior, deeds of division and in one organizao' '. The North American consultant Stanley M. Davis says that: ' ' Organizacional climate is an evaluation of until point the expectations of the people are being taken care of inside of organizao' '. Warren G. Bennis, another North American consultant says: ' ' Organizacional climate is a set of values or attitudes that affect the way as the people if they relate ones with the others and with organizao' '.

Professor Pablo Sergio

It has another crisis that if dislocates sorrateiramente in the embroidery frames of the company. That crisis is this? It is the leadership crisis! Leaders do not know the phenomenon of the thirty seconds, or, if they know, do not respect it. Fuel tanks helps readers to explore varied viewpoints. They do not think before acting or reacting. They inhibit the creativity of its collaborators they hinder when them to think in the decisions for pure arrogance, or solapam its force of will for the desmrito and discredit that excuse to these. Instead of financing the continuous professional development as form to reach goals and objectives, stanches the enthusiasm and the motivation for the improvement in the productivity and the sales. Each human being has hundreds of thousand of registers that had contaminated its mind and had been capable to originate psychosomatic illnesses throughout its existence.

They had not known to recycle the critical offences and that had received. They had given aggressive answers still more, to only finance proper the magnificent one and it does not stop retiring the wounded pride. They did not know that nobody is capable to forget a hurt, without before pardoning the ofensor. will not be capable to reedit its history, if to try to run away from these assailants of the joy. Until this moment, they did not know the F30′ ‘ (phenomenon of the thirty seconds) and they had never thought before giving answers. Therefore, all its accesses to the registers in its mind tend to be pernicious. Its bad experiences had not been canalized nor rewrites so that the quality of life was improved.

With this, whenever had access they bring, each time more sufferings and you distress. With we emphasize, we will not be capable to reedit our history if not to face our fears. We try to run away from our enemies, however, this escape is impossible. While we will not be capable to rewrite the moments inelegant that we face, transforming them into good experiences and learning, we will sleep with our fears, rancores and, the all instant, we will be stolen of the pleasure to exist and the pressing necessity of being happy. What we have made to be happy? We have given blows of ousadia in the sadness, in the rancor, hatred? We have invested to shake the foundations of the mesquinhez and the arrogance? We have planted good seeds in ground of existencial ours seara? What seasoning we have used in the biggest seedbed of workmanships of the Land? That seedbed is this? Alfobre of our life! It thinks about this! One I always hug and happinesses.

BORN FIRST

‘ THE FIGHT OF WHO WAS BORN FIRST: ‘ ‘ EGG OR THE GALINHA’ ‘. Already they had stopped to think as if it loses time excessively with fight and quarrels that do not take the place none? Whereas the main one is of side, that is, the resolution of a problem. Example: in a company when it occurs some error generally loses time and if ‘ has unnecessary consumings to know who; ‘ it was born first, if it was the egg or galinha’ ‘ , in interminable accusations of who it was the error, whereas the main one, that is, the resolution of the problem is of side. Douglas R. Oberhelman has firm opinions on the matter. It seems that the human being is ‘ ‘ craque’ ‘ in wanting to measure forces ones with the others more, seeming animal that they want to demarcate its proper territory. The only difference is that it walks in two legs and it has dom of the language, because of remaining portion, does not use intelligence, and dom of the word to differentiate of ours ‘ ‘ friends of four patas’ ‘. Apartir of the moment that will have a change in this direction, the use of the praticidade and not in being if arguing who was born pimeiro: ‘ ‘ if it was the egg or galinha’ ‘ , the organizations as a whole beyond having a better climate of work that goes to benefit to all, will indefinitely occur yes a growth in equal scale for all.. Check with Mark Berger Chicago to learn more.

Such Abilities

Currently the reality in the world of the businesses is that the differential between the organizations started to be the Knowledge and is the people who withhold the Knowledge. The people express its knowledge through the ability, of the attitude, at last of its abilities. What it will make the organizations to be competitive and lucrative is nothing more nothing less of what the Management for Abilities. Or it will be Management of Abilities? After all, which is the difference? Management for Abilities implies in managing the company according to separating the functions necessary abilities for its exercise. Management of Abilities, implies in as the organizations generate the necessary abilities to the development of its business. What it is Ability? Ability, of the Lat.

Competentia, means: aptitude; capacity; legal college of an employee or court to appreciate or to judge certain lawsuits and questions. The word Ability first was used in the average age to define those that to know to make something well done. With the evolution of the administration, ability started to be more alone knowing not to make, but to know because to make more and, to have will to make mainly and, to make. Summarizing itself, Ability has 3 dimensions: Knowledge, Ability and Attitude. The Ability also divides itself in two types: Ability Organizacional and Personal Competncia. Organizacional ability is related what in fact the organization possesss. It depends on the ability levels of the people, the management of the processes and the applied technology.

Personal ability is related to the knowledge and abilities that the professional possesss, aggregate to the promptitude level,> attitude. The junction of these two sources is what in fact it makes the difference. You are welcome the organization advances to have the best talentos if these will not be made use to apply worse what they have better of e, still, if its values will not be lined up with the values of the organization. It is good for remembering that ‘ daily; ‘ Pessoais’ abilities; ‘ they go house to sleep and they can not come back in the following day. Therefore, to manage abilities started to be so important to the organizations. How to identify the necessary Abilities to the Organization? The necessary organization to define the necessary abilities from the definition of its strategical plan and the critical factors of success so that the strategical objectives are reached. Initially the organization will have to identify – and to communicate clearly – its Values, Mission and Vision. Without knowing which it is the game that goes to play and which rules go to follow, the organization do not have as to identify which they are abilities that it possesss and which need to be developed and to be unfolded by all the levels of the organization. The main abilities currently more desired by the organizations are: Search of Overcoming; Communication; Development of People; Empowerment; Flexibility the Changes; Leadership of Team; Negotiation; Orientation for Customers; Orientation for Results; Strategical positioning and Work in Team. The identification of the necessary abilities for the success of the organization, brings atrelada an imperious decision: to move or not to move!

Mehdi Ibrahimi Wafa

Work on a subtle level can not be compared with soil tillage tractor, rather – with magnetic waves flow around the earth's surface. It is because that contamination of the consciousness of many people not allow them to touch the world of the intangible and invisible in society is considered to be all magicians, clairvoyants, psychics on the Internet – charlatans. Opinion psychic. Mehdi Ibrahimi Vafa, during the live broadcast a radio program said, "- because the Internet is full of information! No one can deny that. Certain subtle charged particles are carried with an incredible speed of a computer – to the computer, they are in the air and can penetrate into any cavity, space, and the clairvoyant or psychic communication with the client on the Internet can be compared to something like a radio messaging.

Flows unseen elusive particles carry information. If there is a person who successfully captures and decodes these streams of information from the monitor screen, I admire such a specialist. "In general, anything is possible, there is no evidence to the contrary. K Unfortunately, this premise is actively exploited on the Internet and people doing their dirty business on the trust of people. In his diary, Mehdi Ibrahimi Wafa writes about how he broke into account more than once, and a hacker to find out whose it mailbox hacked, justified in the correspondence.

From the correspondence that a lady from the Maritime region, was involved (and dedicated to this very day, I think) "clairvoyance" on the Internet, ordered that a hacker break-ins profiles on the forums eliminating rivals and simultaneously collecting information on potential customers. Man wrote a psychic, "psychic" immediately ordered a hacker breaking box or client account, angling for personal information, and voila – before bright eyes, the customer presents "psychic"! To avoid such a situation, it is desirable to know certain elements of care. So you want to see a specialist on the Internet. First things first register for a new and absolutely incomparable with anything related to the mailbox, it's best – in Google. Do not start communication with the specialist, while on his page is no personal information that can be instantly verified, such as: number of urban or mobile phone, state registration of business, bank account number. Evasive answers and scary specialist should immediately alert. It is best if you immediately hear from this person on the phone – in case of fraud would be easy to find the owner of the room, and rarely a charlatan so would risk it. Avoid sites that do not have detailed personal information about the specialist – these "seers" in the network is complete, their only goal – profit, a game of trust and fraudulent zapoluchenie your money.