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Marketing Principles

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MARKETING PRINCIPLES You have that to think as she will commercialize its products or services. Service is not enough to only have a good product/. Learn more at this site: Morgan Stanley. One remembers the last time that bought a periodical, a wallet of cigarettes or made a fast snack. Why it bought, specifically, this product/service? It was in the certain PLACE for you; It was back in the ALIAS PROCESS for you; It was to a certain PRICE for you; It was the certain PRODUTO/SERVIO for you and you WISE PERSON who it was there! He now thinks about the product or service that its business offers or that it plans to offer. If you are unsure how to proceed, check out Jayme Albin . It will be appropriate for its customers as well as, its last purchase was appropriate for you? Some entrepreneurs imagine that the product/service and its price are everything that interests! How you will inform to the people on its business? How much you can invest in Advertising? Where its probable customers if inform on the supplying sources for what they buy? They read periodicals, magazines, see TV, have access the Internet or listen to radio? They are knowing of products and services through friends and neighbors, or them they see in the establishments when pass? When (days and schedules) its probable customers prefer to make purchases? You will be able to take care of them in these days and schedules? Its customers will come until its business to buy of you? In case that negative, that ' ' canais' ' you will use for atingiz them? The wholesalers, peddlers, representatives, its proper salesmen, or what? How much he will cost to carry its merchandises until where are the people who will go to buy them? to pay the people who, effectively, make the sales (such as, wages, and/or allowance for expenses, commissions, etc)? You already included these costs in its price? What its customers think of you and of its salesmen (case its business is retail)? The customers trust and believe them? Contrary case as you will be able to improve its ' ' imagem' ' (that is, the impression that the people have on its business and on people it)? Reinaldo Consulting Mller of Marketing email:

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Planning Processes

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It enters the presented advantages in if to implant a System of Management they are the benefits of the Quality that are:? Improvement of the Satisfaction of the customer with the improvement of the performance of the product:? Improvement of the image of the company in the consuming market;? Considerable reduction of costs when if observed to the improvement of the productivity;? Improvement in the internal and external processes of communication. To reach the necessary objectives for the quality, the majority of the companies if directs to implant a system of management of the quality, who are a form of interdepender the processes for the administration of an organization, that is, with a set of rules and principles related to the quality applied daily in the organizations on the basis of eight basic points: 1. Focus in the customer, 2. Leadership on common objectives to all, 3. New York Life has similar goals. Envolvement of all of all the processes, 4.

To consider decisions in other processes, 5. To see everything as processes, 6. To improve continuously every day, 7. Learn more about this with New York Life . To after decide to have the concrete data, 8. Common benefits between customers and fornecedores.3.Abordagem for ProcessosProcesso are an only activity that makes use of resources and are managed with intention to transform the entrances into exits. Boarding for process means to enxergar to the all the activities of a company in the form of processes, that is, thinking that what is entering will transform into exits.

As it can be seen in figure 1. Figure 1: Interaction of ProcessosFonte: Cartilha, 2011.O PDCA (of the Plan English, Of, Check, Act? To plan, To execute, To verify and To act) composed for four distinct phases of Planning, execution, Verification and Action, are one simple technique that can be used for the management of the processes of a company. Search to search the continuous improvement of the processes standardizing information of the control of the quality, preventing errors in the analyses and becoming the easy information to be understood.

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Brazil One

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The reasons of success of the Cooperative meet not only in the quality of its products, but also in the agility and efficiency in the attendance to its associates and customers. The success of the businesses, in this in case that, is strong dependent of the performance of its employees, to supply the necessities of its associates and customers in the attendance and the delivery of its products. To read more click here: Prudential. With this great growth of the Cooperative in patrimony and, consequently in the number of employees, it appears to the necessity of the implementation of a plan of positions and wages. Without a plan of positions and wages the Cooperative can desestruturar itself, a time that such attitude is a form to organize company. Ahead of such situation, she questions yourself: ' ' Which factors/elements must be taken in consideration for the elaboration of a plan of positions and wages in a farming cooperative? ' ' In view of the great growth of the cooperatives in Brazil and the importance of the same ones for the development of one determined region, reorganization of all the administrative sector appears better then to the necessity of one, being distinguished, in the portraied case, the necessity of the implantation of a plan of positions and wages. As consequence, the Cooperative will get one better estruturao of its employees and its respective wages, having searched a more efficient performance of the same ones, allowing to improve its organization chart and its functionality in all the areas of the company. is because of these reasons that the cooperative (specific organization) implements this plan of positions and wages, by means of which, academics, professional futures will be benefited, therefore they could be one of implementadores and the cooperative also very will be benefited therefore will go to structuralize itself adjusting to its growth. The general objective will be to elaborate a plan of positions and wages for a farming cooperative. .

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Secret Money

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Perhaps this is not its intention, of wanting to gain money with its blog, perhaps you would like only to create one blog for personal reason or to only be a little more known its half with this enters to increase its proper ego. If this will be its intention, knows that blog only for pleasure is possible to keep one and at the same time to gain money with it. This is the main objective of ours blog, to help to the people with little or no experience in the area, to create its blog and to gain money with them. Blog in only one article would be very difficult to explain the importance of one nowadays, with certainty the article would be of an inexplicable size, and the reader probably would lose itself in the explanations of the space between lineses. We administrators of blog Secret Money plan this project during one year and eight months, analyze and let us compel all related subject the creation, administration, spreading and rentabilizao of one blog of success, and will be placing all our experience in the subject through postados articles day after day in this blog. She is necessary to have much patience and perseverance when if it deals with the creation and otimizao of blogs, if really you are convicto of what she wants, wait our posterior articles and give much attention in each word, each tip, each information placed for our administrators, and have patience mainly, the truth and that secret for the success does not exist, or better, the secret is the knowledge acquired and worked of correct form adjusted the diverse situations.

We believe that this explanation was clear, for you that it is wanting to initiate one blog and to have success. To have one blog nowadays, is to have a work for the Internet, one blog planned well is a form to gain money as any another one, where it demands a certain effort and much devotion..

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The Human

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The management or the leader next has the responsibility to create an environment where the people can feel themselves well. They also they need to know what the administration waits that they produce and how. The management or next leader needs to be always demonstrating that the people have an important paper in the organization and that other people count on them. We are conscientious of that the work is vital it human being, to become it participativo, using potentialities and talentos, to give adjusted conditions to them of work, will result in the increase of the mental and physical health of the workers. MetLife shares his opinions and ideas on the topic at hand. The urgency in becoming our competitive companies is a conflict form, therefore it places us of constant front search for the quality, that left of being a competitive differential, even though to become condition of survival in our personal life.

The example of this, is our course of Psicopedagogia with Emphasis in RH, an ample course, but that she directs for one better management in the education beyond leading to better know our customers who are our pupils and its families. The all time we are in conflicts and these take in them to curiosidades, to the development, because its function is not to allow that the individual if accomodates. It is such efforts lead to the human comprometimento, to the quality of life and this to be in all the areas being indispensable to our development as a whole, after all, the individual integral and is not broken up. The conflict is an untiring search e, therefore it is essential to the people and the organizations as generating source of changes, therefore of the conflitivas tensions, the different interests of the involved parts is that chances of mutual growth are born, therefore the modern administration must face the conflict as a constant force inside of the organization and look for to manage it so that these act in constructive way through the techniques of the administration of conflicts.

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Motivation

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MOTIVATION OF EMPLOYEES: FACTORS MOTIVACIONAIS IN a COMPANY OF CIVIL CONSTRUCTION EVERSON MUCKENBERGER, professor of the UNASP-EC, everson.muckenberger@ unasp.edu.br JOANA OF ALMEIDA BONANNO, graduanda in Administration for the UNASP-EC, SUMMARY: The main objective of the present article is to identify the motivacionais aspects perceived by the employees in an operating company in the civil construction that is located in the city of Holambra/SP. For in such a way if it searched also to raise the necessities of the collaborators in the company and to verify if the attractive ones offered they satisfy such necessities. From these constataes it was possible to find motivacionais chances and stimulatons that can be used to motivate the collaborators. All the study takes as base the theoretical beddings of the hierarchy of the necessities and its effect on the motivation. The used metodolgicos procedures had been the bibliographical research and interviews with the collaborators. The results had pointed that the collaborators believe that the necessities perceived and the benefits that are offered they intervene directly with the internal relationships and the capacity of each one in offering a service with more quality. ABSTRACT: The main objective of this paper is you identify the motivational aspects perceived by employees at company in the building which is located in the municipality of Holambra/SP. We will be that also sought you assess the needs of employees in the company and verify that the attractions offered meet such needs.

From these findings it was possible you find opportunities and motivational stimuli that can be used you motivate employees. Theoretical All the study builds on the foundations of the hierarchy of needs and to their effects on motivation. Methodological The procedures used were literature search and interviews with employees. The results showed that employees believe that the perceived needs and benefits that ploughs offered directly intervenes in the internal relationships and the ability of each you offer the service with lives quality.

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Rio De Janeiro

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Enterprise intelligence: a new model of management for the new economy. RAP? Magazine of Public Administration. v.35, n.6, p.7 the 21, nov/ten. 2001.

CHIAVENATO, Idalberto. Management of people: the new paper of the human resources in the organizations. Rio De Janeiro: Elsevier, 2004? 3 reimpresso. DAVENPORT, Thomas H; PRUSAK, Laurence. Enterprise knowledge: as the organizations manage its capital intellectual. Rio De Janeiro: Campus, 1998.

FLEURY, M.T. ; FLEURY. the learning and organizacional innovation: the experiences of Japan, Korea and Brazil. So Paulo: Atlases, 1995. FLEURY, Tereza Maria Helm. Learning and management of knowledge. In: DUTRA, Joel Souza. et al. Management for abilities: a model for the management of people. So Paulo: ed. People, 2001. GIL, Antonio Carlos. As to elaborate research projects. 3 ed. So Paulo: Atlases, 1991. GRAMIGNA, Rita Maria. Model of abilities and management of the talentos. So Paulo: ed. Pearson Makron Books, 2002. MILK, Joo Diniz Baptist; PORSSE, Melody De Campos To sound. Competition based on abilities and organizacional learning. In: STREETS, Robert Rasps; et al. New horizontes of the management: organizacional learning and abilities. Porto Alegre: Bookmann, 2005. MARTINS, Mnica. It extracts shares of the intellectual capital of its company. Magazine of public administration. v.10, n.107, p.46-59, abr.2001. NONAKA, Ikujiro; TAKEUCHI, Hirotaka. Creation of knowledge in the company. 3 ed. Rio De Janeiro: Campus, 1997. OLIVEIRA JR, M.M. Essential abilities and the knowledge in the company. In: FLEURY, M.T; OLIVEIRA JR, M.M. Strategical management of the knowledge: integrating learning, knowledge and abilities. So Paulo: Atlases, 2001. SENGE, Peter M. fifth disciplines. So Paulo: Ed. Best Seller, 2002. SMITH, Anthony F.; KELLY, Tim. The human capital in the digital economy. In: HESSELBEIN, French et al. The organization of the future. 5. ed. So Paulo: Future, 1997. P. 219-232. SPENDER, J.C. Managing knowledge systems. In: FLEURY, M.T; OLIVEIRA JR, M.M. Strategical management of the knowledge: integrating learning, knowledge and abilities. So Paulo: Atlases, 2001. STEWART, T.A. Intellectual capital: the new competitive advantage of the companies. Rio De Janeiro: Campus, 1998. SVEIBY, Karl Erik. The new wealth of the organizations. Rio De Janeiro: Campus, 1998. TEIXEIRA, Maria L.M; POPADIUK, Silvio. RAC – Magazine of administration TEIXEIRA SON, Jayme. Managing knowledge: as the company can use the organizacional memory and competitive intelligence in the development business-oriented. Rio De Janeiro: ed. SENAC, 2000. QUINN, James Brian; et al. Managing the intellect professional: extracting the maximum of better. In: Management of the knowledge. Harvard Business Review; translation Alfonso Celso of in service Wedge. Rio De Janeiro: Elsevier, 2000. ZIMMER, Landmark Vinicio; BOFF, Luiz Enrique. The creation of knowledge in the companies: a study of case on the adequacy of the model of Nonaka and Takeuchi the virtual environments of work. In: STREETS, Robert Rasps. New horizontes of the management: organizacional learning and abilities. Porto Alegre: Bookmann, 2005.

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Support Importance

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2.3? The importance of the administrative ability Is of utmost importance to point out that the presence of an Administrator inside of an organization makes possible that the same one is managed by a more good qualified professional, of what when managed for its proper proprietors (unless they have a formation in the area), or professionals of other areas that if see debtors ' ' aprenderem' ' Administration in the practical one, causing a very great wastefulness of the capital of the company and some cases, until the bankruptcy. According to SEBRAE (Brazilian Service of Support to the Micron and Small Companies) about 50% of the companies lock up the activities with up to two years of existence, having as determinative factor the bad management. This inside demonstrates in the practical real a importance of the administrative knowledge of an organization. Being thus, not it is essential to more say that a course directed toward entrepreneurs, so supported for the SEBRAE, for example, it would be a graduation in Administration? This factor is not ' ' almost critical of sucesso' ' so that it exerts its paper future? In what it refers to the influence of the Administrator in the recent history of Brazil is possible to affirm that the performance of the Administrators in the organizations is each bigger day and as consequence of this we reach to each day companies better elencadas in the market and recognized for its work in way to the society. Such recognition not only generates some benefits for the entrepreneurs, but also for this society through the generation of jobs, income for the nation and reduction of the poverty. 2.4? The current Administrator and the Globalization Already we saw, therefore, at least in the practical one, that the manager of yesterday cannot be the same of today, unless he has had a very great adaptation to the new presented paradigms.

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Psychological Tests

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This because nor all that had been enlisted will be inside of the requested profile. – Evaluation of the Candidates: a great number of technique of election available to the management professionals exists people. The most used they can be grouped in: tests, dynamic of groups and interviews. SECTION 3 (ELECTION TECHNIQUES) For the choice, but adequate, selecting it will have to know some of the main techniques of election. The tests, the dynamic of group will be detached in these and interviews: – Tests: use of tests in selective process, during many years, was a seriousness signal a cientificidade guarantee. As it mentions ANASTASI (1977) can define a test as a tool unified established with enbasamento in methodology statistics, that tends to mensurar one or more characteristic of total personality, for interference of models of income or performance. – Psychological Tests: in accordance with ANASTASI (1977), the same ones have as objective to analyze the general intellectual capacity, personality and the specific aptitudes of the competitors. In the tests the general intellectual development is evaluated, known as intelligence tests, that happen in hypothesis diverse activities that consider all the important intellectual functions, the objective of the same is to produce in an only result that is intellectual quotient QI.

– Tests of Knowledge: they are classified as objective when they use questioning of direct reply. The same it requests the evaluated professional capacity of reading, critical interpretation and. – Situacionais Tests: constituted of elaborated activities that the candidates display front to a characteristic occurrence of its daily routine, with the objective to evaluate its ability of perception, judgment and resolution of a real difficulty. – Dynamic of Groups: the use of group dynamics as election tool consists of suggesting for a group of professional candidates activities as existential games, simulation, study of case, dramatizaes among others. – Interview: being one of the techniques more used to base the decisions referring the act of contract of an employee.

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The Research

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In accordance with the same author, the term organizacional climate mentions itself specifically to the motivacionais properties of the institucional environment, that is, to those aspects of the environment that lead to the provocation of different species of motivation. It is the summary of the total of experiences and values that exist in organizacional joint data. Thus, for Light (1995), the climate is resultant of the culture of the organizations; of its positive and negative aspects (conflicts). It results, also, of the positive and strong negative events, that occur outside of them. In the practical one, the organizacional climate depends on the conditions economic of the company, the organizacional structure, the organizacional culture, the chances of personal participation, the meaning of the work, the choice of the team, the preparation and the training of the team, the style of leadership, the evaluation and the remuneration of the team, etc. These determinative factors of the organizacional climate influence the motivation of the people, provoking stimulaton and different levels of satisfaction and productivity, which produce the final result in efficiency terms and effectiveness. The organizacional climate many times is cold, making with that the people lose the espontaneidade and opt to more defensive behaviors, that most of the time inhibit the creativity. Of another side, a good organizacional climate leads to the satisfaction, desinibio and contribution, contributing for the development of an environment of comprometimento and motivation.

METHOD Can be defined research as the rational and systematic procedure that has as objective to provide answers to the problems that are considered. The research is developed by means of the competition of the available knowledge and the careful use of methods, scientific techniques and other procedures (GIL, 2002). The metodolgicos procedures must be understood as the detailed and sequential set of methods and scientific techniques to be executed throughout the research, in such way that if it obtains to reach the objectives initially considered e, at the same time, to take care of to the criteria of lesser cost, greater rapidity, greater effectiveness and more trustworthiness of information (BARRETO; HONORATO, 1998).