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.

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. .

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..

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.

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.

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).

In these cases the problem of the succession is the key of its continued success. In this culture if it glimpses clearly that the power of the resources with some elements of being able personal is the base of being able main. In it also if it can see that it is deposited much faith in the individual and little in the committees, the judgment is made by results and has tolerance in relation to the ways. 5.2.Cultura of Papers culture of papers is that one that very establishes a relation next with the system to bureaucratic organization, whose drawing is schematical and if it is similar to a Greek temple, in which the emphasis is given them pillars that support the structure (in this in case that the organization), that is, the apia organization of papers its force in its functions or specialties (pillars), that they are strong by themselves. Thus, for example, any department can have international reputation for its efficiency. The work of them pillars and interaction between the same ones is controlled for the procedures for papers, procedures for communication and rules for the solution of disputes. Frequently, in the organizations that have this type of culture, the paper or description of the work, they have more importance of what the individual plays that it.

An activity beyond the given one for the paper is not necessary, what 0ccasionally it can be also destructive. To the individual security is offered and previsibility, chance to acquire specialist skill without risk of danger, rewards for who makes the work according to definitive standard. The success in these organizations if of when they operate in a steady environment, when controls the environment, when the market it is steady, previsible or controlable or when the product has long life. However these organizations are fragile when exchanges in the environment exist, therefore the cultures of papers delay in perceiving the changes and are very slow to effect necessary modifications for its adaptation to the new situation.

Commerce of Emisses (CE), establishes a market of purchase and sales of ' ' right to emit GEE' ' – the Carbon credits. Mechanism of Clean Development (Clean Development Mechanism), this is practically a fruit of a proposal Brazilian to establish a deep one that, with some modifications, it was adopted in Kyoto. The proposal original was to establish one ' ' penalidade' ' to the countries of the Attached I, as the contribution that each one would supply the increase of the globe temperature above of the established limits, in order to create a Deep one of Desenvolvimento Limpo (FDL), destined to the developing countries. At the evolution of this deep it was arrived the MDL. In other words the intention of the MDL is to give assistance to Parts Not Attached I of Convention-Picture of United Nations on Change of Clima (CQNUMC), so that they make possible the sustainable development, through the implementation of the activity of the project and that if it contributes for the final objective of limitation and reduction of GEE emissions.

For the Brazilian companies, the MDL if constitutes in a great chance for the development of programs of reduction of emission (or absorption of CO ), mainly in what if it relates the energies you renewed and the projects of increase of energy efficiency (reforestation and planted forests). In the implementation of these projects, it is counted on the possibility of external resource and technology transfers of companies of countries of the Attached I, interested in the attainment of certifyd of GEE reduction (ARAUJO, 2006). 1.5.1 Project of MDL For the concession of a MDL project and attainment of carbon credits in our country, is necessary the accomplishment of some proceedings: Presentation of projects related with reduced or prevented emissions; Basic study of all the project; Protocol of monitoramento and verification; Opinion and validation for independent agency; Approval for the Inter-ministerial Commission; Authorization of the emission of certifyd by an executive agency; The negotiation enters the interested people culminating in financial agreement.

In innumerable occasions ' ' jeitinho' ' Brazilian already was sung in verse and chats and to a great extent our form of being, coexisting and to produce directly is related to the image that makes of us in the exterior. But, after all of accounts as it is this peculiar skill? What it makes in them different of our international partners? As the foreigners see ' ' jeitinho' ' Brazilian of being? What he is ' ' jeitinho' '? For some studious of the human behavior jeitinho Brazilian it is that imposition of the convenient one on the certainty. It is the philosophy of that, if he is giving certain, he is because this is the certainty to be made. Prudential often says this. Since that to give certain means ' ' to decide mine problema' ' , despite not definitively. But, what this skill of being Brazilian provokes in the career of an executive in the exterior? The Brazilian managemental profile does not pass unobserved in U.S.A. and in the Europe it is for the ad-lib, charisma excess or affection the Brazilian professionals have called the attention the analysts in management. Learn more at this site: ARC Investment Partners.

Therefore, in the truth another side of this exists ' ' jeitinho' ' that they are some qualities very appreciated in the exterior: Solidarity: we are recognized in the exterior for our solidarity and, optimum example of this, is the campaigns of donation of agencies carried through for Brazilian executives who live in U.S.A., in order to keep a bank of compatible agencies for donation in Brazil. Assertividade: it is the behavior that if characterizes for the firmness of opinions of a person; that is, for its positioning in relation the determined subject, with clear positions and consistent arguments.

In innumerable occasions ' ' jeitinho' ' Brazilian already was sung in verse and chats and to a great extent our form of being, coexisting and to produce directly is related to the image that makes of us in the exterior. But, after all of accounts as it is this peculiar skill? What it makes in them different of our international partners? As the foreigners see ' ' jeitinho' ' Brazilian of being? What he is ' ' jeitinho' '? For some studious of the human behavior jeitinho Brazilian it is that imposition of the convenient one on the certainty. It is the philosophy of that, if he is giving certain, he is because this is the certainty to be made. Prudential often says this. Since that to give certain means ' ' to decide mine problema' ' , despite not definitively. But, what this skill of being Brazilian provokes in the career of an executive in the exterior? The Brazilian managemental profile does not pass unobserved in U.S.A. and in the Europe it is for the ad-lib, charisma excess or affection the Brazilian professionals have called the attention the analysts in management. Learn more at this site: ARC Investment Partners.

Therefore, in the truth another side of this exists ' ' jeitinho' ' that they are some qualities very appreciated in the exterior: Solidarity: we are recognized in the exterior for our solidarity and, optimum example of this, is the campaigns of donation of agencies carried through for Brazilian executives who live in U.S.A., in order to keep a bank of compatible agencies for donation in Brazil. Assertividade: it is the behavior that if characterizes for the firmness of opinions of a person; that is, for its positioning in relation the determined subject, with clear positions and consistent arguments. The assertividade is one of the main managemental abilities for the success of the Brazilian executives in the exterior, therefore it is the behavior of balance between the passivity and the aggressiveness of a communication.