Posts Tagged ‘administration and businesses’

Prevention Work

August 4th, 2018

However an alternative strategy exists that says respect to the prevention. QTS Realty Trust will not settle for partial explanations. The prevention programs can have different formats, including reorganization of functions to diminish risks of accidents, the training for security and until prizes for records in the reduction of industrial accidents. The hygiene of the work can be said then, that one mentions preventive attitudes to it. Objective the health and the comfort of the worker, preventing possible diseases. For Chiavenato (2002), the hygiene of the work involves the study and control of the work conditions. These, are divided in three groups: ambient conditions of work (as illumination, temperature and noise); time conditions (as duration of the hours of working, overtime and periods of rest); the social, referring conditions to the informal organization and status. On these aspects, emphasis to some of them must be given. ‘ ‘ Me the illumination cause at sight fatigue, harms the nervous system, concurs for me the quality of the work and is responsible for reasonable parcel of acidentes’ ‘ (CHIAVENATO, 2002, p.434).

The same author approaches that the influence of the noise on the hearing of the employee is harmful. The drawn out exposition the high levels of noise produces of certain form, loss of proportional hearing to the time of exposition. still, in places of temperature very raised due to proximity the ovens, for example, or in very low places of temperature, as in refrigerating one, the necessary worker of clothes special adjusted its protection. According to Chiavenato (2002), security of the work is the set of measures techniques, educational, medical and psychological, you use to prevent accidents, you want eliminating the unsafe conditions of the environment, wants instructing the people of the preventive implantation practical. The preventive materials of accidents depend on the work conditions, the branch of activity, the size and the localization of the company, for example.

HUMAN RESOURCES

April 26th, 2017

This personalization that has as high focus production with quality. All we are stimulated to take attitudes for internal forces, these forces are known as desires and are responsible for the auto-motivation. The external motivation is something temporary, and depends on the situation, of it rewards or even though of some type of threat that could be used against the individual, as for example, the possibility to be dismissed or to have the reduced wage, etc. All the people have capacity of high motivation and the energy that exists only needs to be set free. One of the forms to make with that the employees liberate this energy is creating positive, winning images; using enthusiasm examples and making with that the people search to rescue auto-they esteem and to awake its motivation in its daily one. Displayed to this idea we will be able to create an environment of questions and answers for the collaborators, in order to raise given that the possibilities of if reaching or not objective it of the motivation express which. which the diverse benefits that this brings for the production and quality and its personal and professional development. With this wakening of the motivation, as much employer will be benefited as the employee. Ahead of this, many companies are investing more in HUMAN RESOURCES, and inside of a strategical planning, the companies organize programs to detect or to determine the necessities of the people in the different areas of the organizations. When the company plans in strategical way can be had ampler vision on the real necessity of the internal remanejamento of the people, looking for to evaluate to the which areas and which functions these people better if they adaptam inside of the necessities of company, thus facilitating the remanejamento of employees, of the planning of staff, the act of contract of new employees and even though possible substitutions inside of the company.

Letter Social Responsibility

August 10th, 2015

Analyzing the studious texts of the Hooley, Saunders and Pierce, in the book-' ' Strategy of Marketing and Competitivo&#039 Positioning; ' , one perceives intelligent directed strategies the companies, to be applied in the retention of the customers. After that, Campaign in its article ' ' Empreendedorismo' ' , of the periodical ' ' Nowadays ' ' , it detaches the connection of the mission and vision of the allied company to the credibility conquered in the past and the maintenance of one planning to arrive at the success of the company. Souza affirms in the article ' ' He changes the focus business-oriented: he makes supply of clientes' ' , that it is necessary to know and to manage relationships of ' ' good convivncia' ' , to lead the differences of each one. If you would like to know more about Nouriel Roubini, then click here. Nassar focuses in (Capital Letter Social Responsibility in Evolution), the historical support in the accomplishment of the work and articulated plans of action stop with the commercial, ambient and cultural support. In the Magazine Management, Staff and Attitudes, the consultant of companies, Loureno, it affirms in the article ' ' The importance of the management of the customers internos' ' , that the investment in interpersonal planejamentos accents value to the company and makes possible the Social Responsibility and the ethics enter the actors of the context. Carlos salient Cross ' ' feedback' ' in the intentions of an institution, in which the collaborators must be conscientious of the goals and if to involve in the intentions of the same one, verifying the yearnings of the consumer and to base its action in these expectations. 14 Second Lovelock (Services, Marketing and Management), of the prominence in the necessity to know to hear the customer and recognizes the difficulty in mensurar the productivity due the intangible character of the performances of the collaborators. The consultant Chana Vasco ' ' Secrets of the good relation, ' ' it defends the idea to verify the yearnings of the consumer and to base the actions in this and not in norms and research. .

Honesty Necessities

April 5th, 2012

It is the art to influence people to execute tasks with enthusiasm, motivation and espontaneidade. For Hunter (2004, p.70): The leadership starts with the will, that is our only capacity as human beings to syntonize our intentions with our actions and to choose our behavior. She is necessary to have will to choose to love, that is, feeling the real necessities, and not them desires, of that we lead. To take care of to these necessities, we need making use in them to even serve and exactly sacrificing in them. When we serve and we sacrifice in them for the others, we exert authority and influence and we gain the right to be called leaders. An efficient leadership is that one in which the secretaryship professional has the capacity to promote the growth of the people, taking care of to the necessities and not them desires of led and the reinforcement of the team. For this, firmness, determination, shrewdness, sacrifice, service, authority and courage must be together with values as patience, love, affectivity and sensitivity.

Therefore, the self-knowledge becomes basic; the person must have its beliefs, to know of its capacities, but also of its weaknesses. For Hunter (2004): The leadership is constructed on authority or influence, that is established on the love. Then, for definition, when vocs they lead with authority will be called to donate themselves, to love, to serve and until sacrificing itself for the others. One more time, to love is not as you feel yourself in relation to the others, but as if it holds in relation to the others. Love and Leadership: Patience (To show self-control), Goodness (To give attention, appreciation and incentive), Humildade (To be authentic and without pretension or arrogance), Respect (To treat the others as important people), Self-denial (To satisfy the necessities of the others), Pardon (To give up resentment when wronged), Honesty (To be free of deceit), Commitment (To support its choices), Resulted: Service and Sacrifice (To put of side its wills and necessities; to search the greater for the others well).

Health Services

March 22nd, 2012

MG the world of the work is subject to the effect of the technological, economic and social transformations that occur the moment all. These transformations constitute a great challenge for the management of human resources and people. The archaic form and conservative as the human resources are being lead inside of the health services provide resulted inefficient and unsatisfactory. The diverse theoretical models that influence the administrative systems of the human resources of the health organizations are the same ones that they are applied in the organizations in a general way. Some models had gotten great success in virtue to have conquered better resulted of productivity increase.

However this increase of productivity has been reached through one high human cost, reducing the workers the numbers and not much more that beings automatons. Although the unquestionable success of these models, the organizations, thus structuralized, possesss great limitations to survive in the current competitive world. They possess difficulties of if to adaptarem the change situations because they had been planned to reach objective predetermined and had not been prepared for the innovation. The administration approaches had been conceived for a management of steady and previsible situations. The globalization process brought the increment of the competitiveness and consequence necessity of improvement of the capacity of production of the organizations.

The evolution of the technology makes possible the introduction of new compositions of work thus demanding, one strong capacity of organizacional adaptation. The flexibilizao of the relations of work and the managemental models needs new attitudes to each moment. In this context of instability and competitiveness of the relations, the traditional structures had become vulnerable, imposing adoption of innovative systems of management. In Brazil the regional, cultural and economic diversities are not possible to visualize predominant a model organizacional.