Posts Tagged ‘personal development’

The Apprenticees

May 21st, 2018

Of this form, we can affirm that the main function of a modern manager is ' ' energizar' ' the people. E, to energize means to take care of to ace complex aspirations of the employees. But, before energizing the people the Manager must know ' ' felt of prontido' ' of the employees, therefore employees exist who are ' ' prontos' ' the ones that not yet are. That is, those that are ready have experience technique in the branch? they are employee experienced. the ones that have little promptitude are the inexperienced employees. Being thus, when crossing these two 0 variable? aspirations and promptitude? we find four (4) types of employees and, before any next analysis, it is necessary to affirm that the people tend to be much more complex of what only four types. But, only to understand better the form to treat them? to manage them? we go to classify them in group of four types: ) The Apprenticees: Profile? They are those inexperienced employees and that they only possess simple aspirations, which? in its majority? they get the first job. They do not have experience some and prefer to work only for being close to house and the small wage.

Treatment? it treats it with little flexibility at great length, informing it what to make and conferring if the tasks they had been carried through in agreement the writing. That is, the Leader must use a rigid supervision. B) The Colds: Profile? They are those employees who until have experience technique, but possess simple aspirations. That is, they are not energized or motivated to reach its aspirations. They know to work, but they do not vibrate with this because perhaps they have been punished in its creativity? in previous jobs. Treatment? The Leader must involve it in the decisions of the sector, making to feel itself it important and increasing its auto-they esteem.


October 17th, 2012

She has as many reasons to read, but lately the people do not enjoy more than this, they place the excuse in laziness or the lack of time. To appreciate a book is so magical, the secret is to enter in history, to imagine the scenes and to enjoy the pleasure of the reading. Hunter lobato says that ' ' Who does not read, badly speaks, badly hears, but v' '. is not really? The reading engrandece the soul, increases the vocabulary and knowledge, and I say who it, of the much pleasure, the secret am to read something that if likes, nor that it is the periodical, I contend its notice or the magazine counting fofocas, to read is essential, makes with that is possible to extend our knowledge in relation to as many things. Lately the reading comes being substituted for hours in front of television or computer, but if to stop pra thinking it is in all the place, it only depends on us to open hand of some minutes and to read something. Who already only read a good book knows amused quo is, has that one surprises that you at an end not waited, that one that you are curious pra to know as everything goes to still happen and what devora you of the beginning to the end, but this to happen must be known to choose the certain, adequate book to our gostos. When we discover the taste for the reading, the book turns a company, we dive of head in the words, we identify in them and we coexist the personages, in them we become abetters, we live history and when we perceive we arrive at the end with headquarters of more, and then, it comes an emptiness, as if a part of us had been pulled out, and wanting that history continued, it remains in them to break pra another adventure in a new reading, after as &#039 says this thought; ' The reading and the trip of who cannot catch one trem' '.

Training Development

September 20th, 2012

In accordance with Boog (1995), is essential that it has compatibility of the objectives and the work in team, guaranteeing a project of responsibility of the collaborators and a system of communication. One understands that through the training the people present behavior change. With enthusiasm and vision of future they start to contribute more with company collaborating so that the objectives and goals are reached. The process of T& D helps to develop individual characteristics that assist in the learning, transmission of information, development of abilities and concepts in order to modify definitive attitudes. In accordance with Marras (2002, P.

145): Training is a process of short-term cultural assimilation, that objective to directly repass or to recycle knowledge, abilities or attitudes related to the execution of tasks or its otimizao in the work. The training produces a state of change in the set of knowledge, Abilities and Attitudes (TEA) of each worker, a time that implements or modifies the particular luggage of each one. Marras (2002) affirms despite the T& D is one of the subsystems most important of the RH area and is composed for the survey of the necessities, planning, programming of modules, training (operational and administrative), evaluation of performance, development (executive and talentos), library and data base; 3.2.2 Objectives of the training As Chiavenato (2006) the training supplies ways that beyond facilitating the learning, guides in positive way so that the people develop its knowledge, attitudes abilities benefiting all. The main objective of the training is to prepare the people for immediate execution of the diverse tasks of the position where the focus would be to provide chances for the continuous personal development, to change the attitude of the people is for creating a more satisfactory climate between them or to increase it to them motivation and to become them more receptive the new techniques of management.