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Responsibility & authority: My nobody told me & I did not know.

In college books learn the famous principle that the authority can be delegated while responsibility does not. We also learn that things should be clear enough so there is no hesitation in executing a task. We suggest that this should be a detail of these, we must explain properly and make sure you have understood. However, occurs again and again. What happens? These human phenomena of disengagement, to avoid the commitment of giving to another work. Why do they occur? Well, then reflect on the matter, in light of all the baggage of concimientos and professional advice we received throughout our studies or during each of those conferences that offer miraculous gurus on the subject and contrast with our reality to see how we can improve things.

During the initial evaluation processes of candidates for positions in organizations are various factors that are analyzed. Industrial psychologists investigate, ask different types of things and the applicant seeks to give his best side. It's definitely hard to know if that applicant guilty or not we are dealing deviations. What we can assure you that from the earliest times when work starts, we can see their "attitudes" toward the new, their predispositions to a sudden, their willingness to cooperate in situations does not necessarily relate directly but equally willing to participate. Immediately afterwards, we will see if that cooperation takes place only become clear or is taken in good Depth and commitment as if it were his main task. All these situations give us very specific guidelines on how their performance is or will be receiving delegated authority or tasks as part of a comprehensive process that should produce a single result.

At the other extreme are the leaders, managers, or supervisors who have the bad habit of ambiguity, vagueness or generality in setting targets or indicate a job. This bad habit can be conscious, unconscious and / or almost a style used as a tool to justify arbitrary and ill-treatment or unfair descriptions of incompetence, stupidity or who knows what else. Assume that things "know" is wrong. Pretending that employees learn by itself through the experience or the oral tradition of the oldest is negligence and unprofessional action at this stage of knowledge and state of affairs. The prevailing stress throughout the organization is high and permanent. The frustrations and unfair performance evaluations are also plentiful and frequent. And of course, if after some fueled uses them to justify their inaction, we will know who are responsible for this situation.

should add that this may occur even when there are procedures manuals, policies and ISO standards. Especially if managers themselves or members of senior management did not become aware of the importance of internalizing these tools. We agree that there are instances of organizations where it is intended that these documents are mandatory and applicable only from certain levels or strata of an organization down. There are also companies that made or certified as only to establish its presence in the organization. So then the results regarding "no one told me or I did not know" are symptoms of a situation that is far beyond the facts or individual cases.

Being clear is a decisive factor. It also helps a lot the implementation of the thought that says "keep it simple." There are organizations where it seems that the original designers of the procedures or management systems or integrated management, were made on purpose to create chaos, confusion, delays or overlapping processes. In these cases, there is clear evidence that those who conceived them, were like those homeowners or vehicles decided to design or beautiful without being architects or specialists. The risk of excess or lack of harmony with the whole is high, however, continue to believe that just common sense, money and stubbornness get a good result. Once again we must conclude that to a large extent, the heads are the styles and types of projected results in the organization. From there, it will very likely also the application of that thought reminds us: "There is no bad soldiers only bad generals" and then we will be able to minimize the occurrence and consequences of these attitudes.

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Organizational climate, working environment: Moods, bubbles

During the last year and this years many of the countries latinoamerican celebrate two hundred years of emancipation or independence from the English crown. This event has been a true phenomenon in terms of the massiveness of the celebration, peace and social cohesion achieved. Indeed during those days, countries or entire regions stopped for a moment their differences, their claims and to their social status to join in festivities full of emotion and patriotism. Many who participate in those days we said to ourselves: But I'm glad to give it that way! How nice it would be like this all the time!

Just as unusual these days can also help us to reflect on a topical issue, I refer once again to organizational climate. This time, look a little more about the moods of those who make up an organization and its contribution to this state of affairs or even defined as work environment. Many authors make a distinction between organizational climate and work environment, giving the former a previous character or more constant and the second one more time. At the same time who will contribute this type of mood states in an attempt to reflect and conclude specific points.

course, hours after having lived those moments, there are also commentators who mention the artificiality of these behaviors, talk of a bubble or exceptional moment is not consistent with the basic conditions and even less can be considered optimistically into the future.

My thoughts in this regard is that we should "take the good" of all this, and yes, try to play it again and again to mark a trend or if it was possible to achieve a new state of things, whether in our countries or organizations. It would be possible? For I am of those who think that if possible.

We clearly identify a cause of great weight, a "national cause" (remember and celebrate independence). For in our organizations must identify and / or generate "institutional causes or corporate "genuinely valid as to achieve such cohesion and support of its members. It is evident here, never succeed if all the time what is the benefit behind the board or senior management only. To the extent that" all "feel , objectively perceived and received a benefit or welfare in their lives, the outcome of their joint effort, this will be a critical element approach to such behavior. The mood will be on time. Everyone understands the superior if his treatment is not the best due to the illness of a family member or a health issue itself. It is also the top manager or boss should be able to understand or differentiate timely mood of average behavior that somehow characterizes his collaborator. It turns out that we are often severe with the staff that we use but do not accept it if others use us.

Another aspect that stands out are the conditions or factors that contribute to these emotional states of the social or group that we have to manage. We've all been influenced by the posters, banners, messages allegorical, the shows, parades or special programming and public men
reflections during this time. Then in the same way, little or nothing can be achieved in our organizations if the "contributing factors" do not point to the same goal. I mean physical space, lighting, signage, if any (or allowed) or music, the provision of space for refreshments or rest, clothing and of course to the toilets.

Anyway not lack company that strives for beauty and harmony of its facilities, neglecting the considerate treatment and / or supervised with the same zeal with which cares for or supervises the cash flow or cash.

Anyway, once again we should be able to reflect and take the good of the holidays and say to ourselves, as I can get my team is so happy and inclined to give the best as he done now? As I can achieve conviencia environment, regardless of political views, sports, academic or membership management, systems, or sales? Is it doable? Definitely the thousands or hundreds of thousands who have gathered in squares and streets of our beloved country has given us a lesson that if you can. Now it's up to us to try.

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Leadership: What a reference!

In these days had not happened in a thousand years, the Catholic Church proclaimed Blessed Carol Wojtyla, better known as John Paul II. Undoubtedly, this great man serves as an example for present and future generations in many aspects. This time, humbly, I can reflect with readers about leadership from the point that we have to address in this space.

Lead by example. John Paul II was a consistent man. The coherence of life is a fundamental element for the leader, in our case, business. The painful and even indignant when executives, managers, supervisors, inspectors present performance modes that conflict with their own performance. Few rules or regulations of our organizations were written artificially to announce a quality lacking in the eyes of locals and visitors.

Leading the initiative: John Paul II did not wait for things to happen but was the maker of changes. In spite of the slow pace of an institution like the Catholic Church, was a model for rulers, other religious leaders, businessmen and ordinary people in terms of addressing issues that deserved to be dealt with, modified or recognized as a problem by committing himself to the proposal. Opening

those who think differently, face up to his own murderer. How to forget the encounter with other religious leaders historically antagonistic after so much bloodshed to defend absurd truth of either side. How to forget an encounter with those who threatened his life, with a very special and sympathetic face which pious priest hearing confessions in a parish anyone.

Leading is not easy. Still, John Paul has shown us (as leaders thousands anonymous) is possible. If something we should consider avoiding or minimizing our lives are those attitudes of inconsistency that hurt us and hurt both the organization in which we live. Remember that what we most want to hide is often most evident in our lives or organizations. Although many do not care to observe them as the money continues to accumulate in the bank account, we know that the universe has its immutable laws of energy and to the extent that we understand all that ends up putting yourself in their place. Internalize costs (who writes them first) and costs appease resentments when witnessing injustice, corruption and gross display of ill-gotten wealth, but life is a journey in which these issues must also learn to enjoy path and reach our goal.

Ni Juan Pablo, and so many others, have done for recognition or payment. While our business organizations, profit or remuneration is a key element, we must remember that above all this, it is the balance of our being in all its dimensions and the balance of those with whom we have to "interdependence "Circumstantial or permanently. In many cases where you choose a management earn less in exchange for greater freedom to make decisions. In other, better economic conditions but in a more difficult in peer or market. It is difficult to compensate with a good salary to injustice, abuse, fraud or illegality, but many professionals access on behalf of the family, welfare or public recognition.

This is absolutely a personal decision. Define what each considered successful and no. But we must remember that as above so below, as within so without, and that whatever path we take, this mysterious and inexhaustible universe, everything balances, everything blends and eventually put in place, not the end of the road but steadily and life every day of our lives.

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organizational culture and corporate identity

One of the topics that interest is sucite on readers of this blog is the organizational culture. Obviously this way of "self" that each organization has and plans, day to day normal activities is an extremely complex topic and unifying of different aspects, studied in Univesidad or experience, we had to know how to interpret and assimilate.

As noted by many authors, organizational culture is like the personality of individuals. Precisely if we follow that line of characterization, we must understand that its founders and board, former general managers and, of course, the functions currently in print much of the features that make the identity of the organization.

Thus we see that the companies invest millions in the currency we want to use to project an image. There is also a continuing effort not only advertising but through the "formalities" of desktop to communicate: Dear audience and the community, we are well! But the community really draw its own conclusions, not only with those beautiful images and phrases armed but with the results received from other situations which link to them. We understand that the community response in relation to products and services is just one aspect of organizational culture.

organizational culture inconfundiblde our way in dealing with suppliers. Logically also shown in the maltreatment of workers, especially in the daily treatment and the various forms of compensation. This is not hostility or benevolence. It covers the background and the shape and the site where the situations we place priorities and / or budgets and plans for the future.

Perhaps the more appropriate word en estos momentos pueda ser "coherencia". Hemos de analizar permamentemente el qué y el como se hacen las cosas en nuestras organizaciones. A medida que las empresas crecen, se incorporan distintos tipos de personas. Generalmente dada la urgencia o necesidad, centramos nuestra mira en los aspectos técnicos, de experiencia y de formación intelectual de los candidatos. Sin embargo no le damos la misma prioridad a otros aspectos de la personalidad y, cuando se los damos, apelamos a los "casilleros psicológicos" manejados por los especialistas que en una o dos entrevistas nos tipifican, dejandonos dentro o fuera, arriba o abajo, con aumento o sin aumento, para bien o para mal de quien le pese. Pues esos contratados, gracias a haber pasado las pruebas guinea pig showed they are the ones who then add their expressions of personality, all features that make the organizational culture.

In this regard, I am reminded of the founder of a traditional shop until the last years of his life, though, and their children and manage their business, professional managers, he kept on through the different sections of such an emporium, asking, observing, talking with customers and employees and pointing to account details or correct. We often hear when "Juan Pueblo" appears saying ... "The company is no longer the same as when Don Pedro lived ...." Clearly, is making a difference in style, try, way to get things, in other words, organizational culture that was then and now.

Thus, although the subject is inexhaustible, we analyze how the organization is today and if their "good or bad ways" of being and doing things are the way we want them to be. Once and for all we must strive to recognize the way we see from the outside and be willing to modify policies, procedures and even people without negatively affecting our current corporate identity. Little or nothing can be done in the past, but for the present and the future. Exit identity mean, insensitive, egotistical, greedy, polluting, it is extremely difficult and time consuming. In turn, they quickly feel the effects if a change at general manager or board, all decisions are taken to a negative perception towards our personality as an organization. Recall finally that the worst is the fear allies. Not easy and takes time to secure the support of the people to our ideas and proposals, however this will ensure our survival as an organization because, whatever we do, so we move ahead or success will give us precisely what we are and how we think whatever the challenge.

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Public Relations: Show what we

Reviewing material for this discussion today, I found one that reads: "public relations seek to maintain, modify or create a picture of people and institutions to obtain a favorable opinion public that relates. " Definitely since we are aware we are being influenced by images of different people and things. The images do not always have to do with reality and, without going psychologically, we must recognize that although two people see the same thing as what they already have in your subconscious, interpret, and feel maybe the same or maybe different. However, to avoid falling into dead ends, on the other extreme are people and institutions that make significant efforts to the public (us) see in a particular way even as we say in America's southern hemisphere, usually Juan Pueblo have already formed an opinion about it. In between this time, we have doubts ... I mean, those individual or corporate image that we are very hard to qualify.

And my first thought is that, of course be much easier to project your own image if it truly reflects what we should reflect that if we are not. We also found many characters or public men who, because of their unwillingness to contact with others, generate a negative or anti-social does not necessarily coincide with who they really are.

Public relations as such, have been applied to different kinds of things. For providing security, social acceptance, honesty, authenticity or quite some time now, for example, identification with the ecological, which harmonizes with the environment, etc ... Once again we would have to examine whether our image personal and corporate is consistent with what we are. In turn this blessed age test with which we live, if we want to project that image coincides with the image they have of us. Turns out, as I mentioned in other articles, there are a number of organizations that have the "syndrome of the cow tied" or who believe that things are in your favor and therefore makes little attention to this image that could be projecting in public.

find in this issue including educational institutions, for example the image projected to be accompanied by education of students with the technology and advances in the art there so that they become suitable and competitive, according to challenges of today and tomorrow (ideologies involved) and yet any of those guys have more technology and advances in your pocket than what that institution offers (even with large monthly payments). Clear that the image of tradition, good contacts and prestige is irresistible for parents when choosing and thus consciously or unconsciously succumb to the temptation to leave there.

In other words, public relations again find a strong ethical and professional involved. To avoid headaches, the simplest thing is to be consistent, to promise only what we can accomplish and to properly recognize when there has been an undesirable situation. Probably, the experts say that if things went well of easy we would not have that much depth. But here's a new thought: As long as we keep things simple, the easier throughout the process.

seguiermos live and living in a time where technology gives us more and more options to do things, more comfort, ease and beauty if you will. Designed for everything to be done more simply, with less effort each time to get more out our capabilities and do more with less (or same). But it seems that we miss these opportunities, generation after generation. And of course, when we outdated black and white must have been wrong or should have been fair, began building the masks of which we speak of psychology and to the front with the public relations tools to overcome the situation. We did

? Let's ask Juan Pueblo. For this gentleman, it is not always so formed quiseramos academically, has a fine sense of smell to analyze things and sooner or later, like it or not we like to discover the truth were more sophisticated than our PR strategies and tactics.

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managerial leadership styles. (I'll tell you what is the best ..)

read in the abundant literature that one of the many deficinciones of Leadership is: "Leadership is an attempt to influence directed through the interpersonal communication process, the achievement of one or more goals." Throughout our lives, we are (and we continue to find) with gurus in this area or intend to sell other security almost "mystical" an answer or solution that does not always exist.

In organizations we can observe, meet people who feel much more comfortable and secure when others make the decisions that they should take. These are people whose initiative and willingness to material or intellectual effort is practically dormant, either by a process socialization thus was forged or simply for having allowed his laziness and mediocrity the invasion completely. Obviously we must make the proviso, that in many circumstances, either the charisma or his ability and experience, even those with enough personality and regulations, follow a leader and his decisions subrogated to this and that is why we should not considered as the first to describe.

Many believe that the leader is synonymous with dictatorial authority, and therefore reject it outright. We know in this context that a collective level, there have been cultural phenomena as those experienced in the sixties, where This situation has also been fully justified by a kind of fullness or reaction to those taking decisions in the world they lived. A world full of inconsistencies and nuances such as violence, war and revolution on the one hand and on the other strict rules of morality, art, fashion, and we say, the way of life. Definitely learned a lot of young people of those times, however as we will see is fully constructive forms of leadership that is worth experiencing and internalizing.

I mean precisely a term or concept that is rarely have been linked to leadership. I am referring to the prosperity . In our college books types of leadership are described as paternalistic, democratic or participatory, anarchic, dictatorial, etc ... In this sense I consider that a leader must be the generator of prosperity for all parties and that in itself should be a feature or criminality. Should consult a specialist in grammar to express it with the correct term. Maybe we could call it leadership prosperizante or prosperizador , finally important thing here is the fact generate repeat, prosperity.

probably also at this point, you will reach your hands a lot of literature related to the theme of prosperity. A proper definition we can find is: "The experience of having a lot of what we really need and want in life at both the material and others."

We should avoid the path of prosperity as we strive someone who does not know what you want in your life or, in the company or organization where I work only about money and profits rather than spirituality, etc ... Maybe if we clarify the picture examples. Take the case of student workers (whether academic, technical, etc ...). There companies as a great Davida granted leave several hours before the worker to go to take the test. However, a manager (such as speaking to them), they "prohibited" employees go to work on test day. And if this was very difficult or important, they indicated that the previous day also took the afternoon for a proper review and rest before the exam. Modestly, that is to lead to prosperity. There are cases where suppliers (especially the most humble) they are squeezed to achieve an improvement in prices and when to pay, hardly respected today. This is leading to prosperity? We also have those leaders who insist their subordinates in the care, hygiene and maintenance of furniture, equipment, tools and related services to achieve not only efficiency but effectiveness and cost savings to the organization and work more pleasantly. This is thinking in terms of prosperity.

risk Assign tasks or exceeding those provided for a challenge or put under pressure to test the provisions of the employee, not lead to prosperity. In other words, we can achieve high performance leadership if we consider not only the material or circumstantial aspects are important but also that which creates well-being of the person. Perhaps some considered impractical this type of leadership without However, we should review our policies in the organization and work with those leading workshops (care, at all levels) to analyze produnda and honestly, shares leadership and are usually taken to rule on the matter. I can assure that with only a few changes in the hue of our leaders, in terms of prosperity, things will go much better than we imagined and more and better results "for all."

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Customer Service, The song heard in the corporate world

If we were to find information on what is the most played song in history ... Well, probably there would be a great debate. Evidentemene all depend on the period we take, the style, in order ... should define the sample course. In this sense, it could be gambling that the firm level, would lead undoubtedly our list, the famous and undisputed Customer Service or Customer Service.

having been written and said so many things but in different versions, side dishes, languages \u200b\u200b... gurus from more rationalist to the most histiónicos on the stage of training, seminars and conferences at least the past by at least eighty years ...

What would be appropriate to consider is whether our consciousness and therefore our responsibility to respond appropriately to clients has evolved over these many decades as it should have evolved. In turn, if this development has been deep enough to say we have advanced. With the advent of rapidly progressive disposable products, or methods of "hunting" of customers seem giddy that the relationship between our knowledge of the subject and its effective implementation has not evolved at the same speed.

illustrating how we usually do, with unforgettable images of classic cinema, this film The Birds I may use it to compare these real flocks of customers every day unsatisfied demand an appropriate response to their requirements for a good or service purchased. What if we are able to skillfully develop batteries for explanations or excuses, appropriately systematized by telephone and / or by separate documents with small print, which are nothing more than cold reality that, which receive little or no claim to their claims.

But as always, too, sought to examine ourselves to see some way we are prepared and we deal with ethics and professionalism in this service to customers (internal and external course) that we plays provide. In many cases prevents us from speed or excuse us in thinking through what they can give and not those goods and services we provide. Also a great responsibility is one entrepreneur who pressed hard to increase sales in the knowledge that a good portion of them will create dissatisfaction, but on behalf of the law of averages, will be overwhelmingly passed by satisfied customers or those who do not call or dissatisfied claim.

definitely that king of the client companies, we must treat each time better than in recent years. Wherever you look you will find arguments or reasons for this noblest of all times we put in the place it belongs (careful not to argue with this the monarchy in any point of view). Following the game metaphor, we are serious about changing things in our own environment. Just as there are vendors who boast of this, lying to sell, remember that not only is this great element of the company that can get to it. Organizations that are not clear, they do not take care of a malfunction (airlines), which confuse the customer with two separate manuals and unconscionable contracts, or those with no parts to respond adequately to the after sales (Chinese motorcycles , which are excellent-giving round the world). Much can do. Properly consider the technical specifications (at all levels) is something concrete. Follow up responsibly to the complaint. Be willing to "repair the damage" to return the money, accounting and financial forecasting really suited to it, is a breakthrough. It is true that the market is increasing pressure on price and then ... it does not want to take responsibility for their decision as to expectations. Still, always, always will be a negotiation space paar that understands how far they can get things (always speaking positively) to make the best decision.

remember, that everything improves, we must first improve ourselves. The customer is recognized first as king for us, and in addition we will try making it as such, our environment and all the rest of the organization.

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Time Management: All doubles

As is characteristic of this page, we recreate the issue with the famous TV series of the Sixties "The Time Tunnel." Really play with the idea of \u200b\u200bgoing forward or backward in time is something exciting and even necessary when we speak for example of long-duration space travel. In this area we are concerned, we must recognize that we can barely manage the present, especially in organizations in which we are concerned fill them. As

header raises the poor time management, for example by senior management or senior management, clearly duplicated in the rest of the structure. Moreover the good stewards of time, contribute to very good way to achieve his staff also had similar results.

Like other exercises that we planned to perform, the first thing we do is a good examination of the case in our personal life and primarily recognize if they have a problem with it. The untidiness of the superior, not only replicates in the staff but generates a significant deterioration in his influence over people who drive.

The truth is that parallel to the highly sophisticated and facilities that we have to simplify and speed up various processes which involve our office work, professional and personal life management time is not evolving at the same speed.

On the contrary, we should get an honest critique as to allow more time for more productive matters. For example, "reunionitis" is a disease like influenza, is becoming stronger and critically affects the performance of individual business units. Again and again we require the executive and the answer is that they are meeting. At the same time in meetings produced high levels of inattention because these in turn are connected to the outside with their mobile devices. Amid this, a top that seems to have discovered the machine that stops time and wanders with their deepest thoughts or questions and gets to analyze the smallest operational details of a specific action breaking all the meeting's agenda and their order the day.

Our education in time management has not evolved with mobile devices and / or technology we have. Many will remember everything you could get to do from public phones paper with an agenda, a book of calls received in the office and some efficient secretaries nineties back. The issue here is not falling at all times were better, but if intended us to impose ourselves and our personal and professional environment, a better response in terms of our time. Would affect or be included in the evaluation of the performance of an executive (including the flat top) and is managing their time, their availability, the time spent in meetings and what type they are. Good to be accounted for when executives fail to meet internal and external customers because they are meeting. So there should be a provision that is not used as an excuse for not answering calls or visits, as this gives a very bad impression of how executives working in our organizations.

Again, let us note that to be successful in our personal performance of caring aspects of our daily activities. We will have more opportunities to make small and accurate decisions as long as those big that change the destiny of our lives and our work. Then insist on being true to ourselves and our organization to better time management. Be a good investment of effort and the results are obvious soon.

Ansi Lumens How Bright Is 30

marketing plan: "In the beginning God created heaven and earth. .. "

marketing plan is ...... I pause for a moment above all because the dear reader might expect one of those compact and precise definitions, when a student is expected to find and spilling onto the exam table (if oral) or on the sheet (if written) and have the consent of the teacher on duty.

definitely the more we look, the more we find, something like the explanation of the truths of faith, precisely because it is matter of faith at a given moment we have only to believe them, period. An acquaintance who loves the wine (and with good humor), had that this drink is attributed all kinds of properties: digestive, rejuvenating sexual stimulant, preventive oral diseases ... and if you follow the list, someone might even say that it is even good for the view or vision of our eyes .. ..

Precisely this is usually the problem or under a marketing plan ... in practice all .... We can approach it is saying is that for example we had to develop general was in charge of the Normandy landings. But in turn this innmensa maneuver was framed by a grand plan to end the German military forces in line with the overall course of actions carried out in the Pacific for the same with the Japanese and win the war. In turn, people like Patton, saw clearly that the problem was and / or would be more in the future, the advance of the Russians and their political and social scheme commonly known as communism with China soon would face United States its allies for hegemony in the world .....

In this sense, the example we understand that a marketing plan is not an isolated incident in the company, simply because it is conceived on the basis of what is sought in a general or fundamental in the company and or with the means and the personal and economic provisions of the owners, owners or leaders of the destinies of the institution. If we take only the words we say then that this is a great marketing plan, marketing in English is nothing more than marketing, "marketing" ...

For this reason, I believe that the cornerstones to start are: What we want to win before, so that we conquer. What results we achieve in the first and most general terms in more specific terms despuée. Subsequently, what resources will be needed for such achievement or accomplishment, including of course the time factor. A critical challenge that has this type of plan is the imagination. The display (even detail the conquest or achievement) is often present strong distortions with both present and future reality. The way to mitigate this is defnitivamente compare with others our vision and have the humility to recognize the outcome of that confrontation. While there have been major achievements in history where a single visionary was able to achieve its success or victory (Alejandro, Jesus, Mohammed, Gandhi ..), we agree that can serve as an inspiration but with humility and simplicity to accept our condition and not seek opportunities to carry out this choice alone.

The truth is that parallel to all these, say difficulties, we have the ability to preserve the vision of the issue to begin to take shape slowly. Is fundamental (and usually difficult to obtain) as managers, have the powers necessary to arrange things so that we ejerecer our authority with the usual inherent responsibility. We have to overcome at this point these poses little happy shareholders and / or owners of the organization who question our responsibility on the grounds that it is they who put their money and / or dessert would be those who can lose if the plan not work.

Success then a great marketing plan lies not only in the genius with which it is intended but the support receives from those who are on the organization (first) and then by the conviction of its viability and purpose display unit, which will involved in their implementation. In the middle course, we have the physical resources (both money and the rest of the material goods necessary). It is also clear that the choice of the people I believe we will achieve the plan is another key point. Often we see football teams for example and the efforts of the leaders on the list that passes the technical director or proposed. Unfortunately, however, such attitudes are not so common in our organizations. Generally tell us that the plan should be carried out with the people we have, without any more discussion on this point.

The positive experiences of business owners or managers of organizations have achieved results in their own way, without a doubt is a debilitating factor in the process. Often many of these events have been due to a certain moment the market, especially when it was more of an event that people bought them and not necessarily sold. Of course, if we put it that way, possibly generate more courage against us and maybe even a removal of office.

Then, inspired and equipped with the knowledge que disponemos, hemos de ir construyendo ese plan de marketing que nos han encomendado. Trabajemos en equipo, en cada una de sus etapas. Busquemos obtener lo mejor de nuestros colaboradores en el asunto. Recordemos no cerrarnos a ninguna idea en las etapas preliminares y procuremos a toda costa, consensuar y negociar el que y el como lo haremos en cada una de sus etapas. De este modo, ganaremos tiempo, evitaremos desgastes y fundamentalmente tendremos mucho más posibilidades de éxito.

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Organizational Culture: We advance?

"Organizational Culture, includes the experiences, beliefs and values, both personal and cultural organization."

As I start these articles, we take what we learned in college and / or what we reiterated in these important courses and seminars that some are able to attend in order to reflect on our own professional reality and act accordingly .

There is definitely enviable examples not only professionally but personally moving. At this point we can not say that there are good and bad organizational cultures because it would be the same as saying that Libyan culture is bad and the English is good, which does not stand discussion. What is clear is that if we see a man walking down the street with a hot water bottle under his arm and a mate in the hand of the same arm in a summer day with 30 degree heat, will almost certainly to be Uruguayan. In other words, there are features that no doubt we're talking about or what characterizes the person or organization.

There are organizations that are striving to show a way of being and yet their actions "reveal" or evidence of their organizational culture. The organizational culture is fashioned as layers or veins of a tree ... eventually events, people who have passed or by the founders or drivers who have.

The religious order founded by Teresa of Calcutta for example, lives and acts consistently with the principles of its founder, who in turn has been an example for believers and unbelievers with his works and those in difficult times or moments of praise and Distinctions.

The same can be seen in the Godfather films memorable. The point is, if our organizational culture is nourished or evolving to adapt to new times, new ideas, technological discoveries and the social demands of those issues one way or another are led to man and society more just, equitable, or simply to complete more happy and fulfilled or not. There are organizations that go against the stream and continue to defend its members for example, the progress of outsourcing under the guise of improving profitability, detached from tax obligations, or social security contributions linked to retirement. Are also those who never cease to care for their members in regard to recognition, awards, promotions, training and guidance on personal development and even spiritual and family support (counselors).

And of course we also have those organizations yet very well characterized in the second decade of the 21 as the Homer Simpson works in Springfield. Indeed there are many well and not only are large companies, there are also small companies. In some cases we are likely to choose to stay in them or not but in most cases, this possibility is not as big as we wanted. For this reason, the assessment of organizational culture should be an extremely important issue. There are audit method is located in the organizational culture? You have probably already developed consultants getting very large sums of money for it. But have to see if the results were as good as the sum Delivered for it. As a matter

contidiano of managers who want to achieve or strengthen their professional success, we must reflect on what kind of culture characteristic of our organizations and aspects of it should evolve and / or processing within those principles held by its current drivers or that its founders. If the consistency of a bit is being diluted, a conversation or timeliness about it that will need to be professionally appropriate. These issues should be analyzed on the basis of the habitual, practical, sophisticated look and philosophy of little or no use to make things better.

will be confronted with human resources policies with those related to responding to dissatisfied customers, dealing with suppliers, compliance with tax obligations, social security and finally, consciousness. Self-consciousness (as managers) and the conscience of those who now run the organization and ways that are committed to all members of the company that will develop as human beings themselves and the rest to follow them.

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Total Quality Management (TQM): Total Quality Management ....( wow!) Managers & Styles

The theme of the overall quality is definitely a classic, passionate when I studied at university. Also of course when we look at or attended seminars and recall for example the Japanese method S. Kaiser or the 5 Definitely is so inspiring to imagine the work within our organizations, with the proper tools, all in order, instead, discarding the useless, keeping the materials according to the frequency of its use ... Imagine our staff neatly dressed ... .

is truly rewarding to visit companies where it all applies. Recently I visited a laboratory of pharmaceutical products and was amazed at its performance under strict accordance with industry standards. Similarly, of course, many other industries where this is commonplace and internalized decades.

Undoubtedly, it is appropriate and necessary to examine to what occurs in this sense in our own area of \u200b\u200bresponsibility. Beyond all the sophistication and precision of these companies we know and those books we read, we must evaluate what contidianamente happens in our own organization, with our own people, our own routines.

particular worries me the breakthrough with the methods of outsourcing or contracting in the form of personal services in relation to the so-called total quality must involve the contract. Because it levels of demand for these tasks are carried forward extremely hard in respect of the "quality standards", but working conditions are also included in these standards? We provide the tools, infrastructure, appropriate physical space for it? Probably in your town and mine will look for example the proliferation of messengers and delivery people (today I say Americanized and delivery services or delivery) on their own motorcycles that have no other protection other than his own guardian angel (if you are fortunate enough to be Catholic of course) to carry out its task.

Again, the issue of total quality in terms of methods, processes, procedures or whatever denominator has to be analyzed for you in terms of conditions that is providing your organization to be met. Should be reminded that quality is the "return", is yours as a manager and the worker or employee. We must not require, if we demand, we should not order actions without ensuring the presence of the conditions and elements necessary for the ruling. We should not abuse the ingenuity, creativity, provisions, goodwill, or simply the need for workers to keep their jobs, so that the task is made satifactoriamente.

Most of us see on cable TV these programs from the first world where workers have protective elements, precise tools up to wipe his nose, where they hardly more than the necessary force to operate quasi robotic machines. In contrast, perhaps in our locations, go to a hospital and found duct tape to secure broken furniture or a signpost, the brand representative of our car or motorcycle parts we propose to use a "similar" to that need by lack supply, or electrical wiring in our office is insufficient and therefore use extensions connected with great ingenuity to keep working.

Some will say that everything is a matter of seeing the glass half full or half empty or that we appreciate what we go and take a challenge what remains to be done. In this regard, given that we intend to be successful managers, material quality and the conditions necessary to achieve this should be a point not to overlook every day. Starting with ourselves to our partners. This will matter to fight for and demand from our superiors, not just a matter of profitability but for ethical and professional that we can not ignore.

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Among the most widely read articles on this page are those related to management styles that have or that we normally see in different organizations. Thus then we see that it is worth continuing this journey of reflection and purposes to achieve a successful personal management.

definitely a key element of a set of things like dominoes are transmitted to the ends of the business. For this reason, I feel particularly attracted and identified with the schools of thought that insist on highlighting both the formal and technical skill acquired by managers in training, post grades and related their personal qualities, principles, values \u200b\u200bor personality. While I have no professional authority to question those personality tests that are used when attempting understand or identify how we react soon or this or that situation, I am of those who believes that the "deal" is the key to understanding and sustaining relationships with superiors, colleagues and subordinates in an organization.

This does not mean ceasing to respect the right to privacy. Nor invade or overwhelm people with probing questions about his private life, his family, likes, problems. But people are trying to promote and maintain communication channels both formal and non formal (always within a framework of respect and location). Obviously here we must be very serious and professional in the management of what is confidential and what is not. In an article raised the limits of this type of relationship as far as it goes our supervision and from where to take other measures such as counseling and related fields.

definitely know and understand a little aspirations, family background and social origins, if there was a traumatic event in the past or if there are serious health situations or money in the family (for example), is important at this point. Definitely too, are the result of all this and therefore should not surprise the reactions that arise in daily dealings know if any of this. Obviously to take forward these Manager talks should be formed. This training does not necessarily equate with religious education for example, or those linked to the realm of faith in something or someone. It is true that our views and judgments are strongly influenced by this type of training but we must always remember the respect for individuality and freedom of conscience that we all have. Also important to know about the human personality, to acquire knowledge in sociology and mainly feed on readings that build our soul, our inner and sharing that aspect so important to those around us.

Despite these considerations, we and may continue to see large and small dictators in our organizations. Unfortunately, in many cases are encouraged or hidden or openly encouraged managers or general managers. The faithful dog culture is still strong in many areas. It shows very easily on first contact with the guard at the door perhaps, or a supervisor, buyer, or even to a receptionist. No need to dig inside a lot to know and understand the organizational climate and management style that prevails in a company.

We remember those cute and so certain phrases such as: If you want to say you know something is secret. Or do not you clarify that darkens .... The more you want to hide the hostile environment or the disagreement of the employees most noticeable everywhere. It is worthwhile to go back to the issue of how we manage our people. Go to bottom with our superiors and frankly determine whether or not we are willing to do it his way. Similarly, if we find or owners or managers of organizations with good values, we must cherish and care for our place there. And basically highlight with our partners. We tend to minimize what good we have in our hands and that is something we should avoid and turn quickly.

Finally, it hurts not remember what she says, treat your neighbor as you you treat yourself. Repeatedly cite as a Gandhi and not over do it now when he said that the change begins with ourselves .., otherwise nothing will happen, nothing will change and we still mourn for all the evil that surrounds us.

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effective negotiation and University Street

Again we are here to reflect and seek to move ever closer to those wise and beautiful which we access knowledge at university or perhaps in a post-graduate or even better in super seminars with speakers such spectacular seeking to show the philosopher's stone to success in business and not life itself. This time, we stop on the principles of negotiation effective. We know that the traditional concept posits that there is always a winner and a loser, while the modern concept of the school speaks integrative win-win and go eat or not eat happily ever after.

It turns out that the Street University shows that being sellers or buyers may be faced with a supply curve inelasticity prone to this issue of win-win does not matter and the weakest must bow to stronger requirements.

In markets where the forces of supply and demand are relatively balanced by its abundance in both quality and quantity, the possibilities are obviously higher. Of Just as we found associations for consumer protection or other legal mechanisms that allow the stronger is not abused or that the weakest do not lose out forever. The interesting thing is that we dare to speak effectively when negotiating such inevitably need to pay debts or sell the merchandise purchased. Or when we are faced with an oligopoly of demand. The saying goes ... "Is what we have" if you like .... there's the door.

Within the beautiful principles of effective negotiation, such as one: "Think as much as yourself: do not make proposals that are not fair enough: make deals that are good for you but at least acceptable for other *. And what about this: "Think long term in this negotiation will result both for the relationship with the other and for future negotiations" *. Particularly gives me very sad to see the days of payment, queues and inconveniences that small and medium sized suppliers must do to collect on large stores or supermarkets. Of course there are exceptions (it is better to leave it expressed no?). I wonder if you think about the principles of effective negotiation ...

The director of a company I worked for ten years once told me that had to be extremely demanding and dribbler with large companies, as had enough to pay what is timely, in contrast with a small or medium service provider should be considered and not race if the price was reasonable as possible for their daily basic livelihood depended on their personal and family. Here's the answer I try to draw contrast. The director said in the statement its principles, let's call moral, ethical or business. Definitely this is the aspect that we must not only be present but practice diligently to become successful managers of truth.

external signs in daily contact with suppliers or customers can perfectly see the meanness or the magnanimous reigning that company or organization. Remember also that often occur cases where top management does not share the harmful practices of its staff of managers. In this case, we must find a way to get to the first because we could make changes that encourage us not only to us but to many who suffer from the latter. Finally, another premise

effective negotiation: "With his colleagues, do not negotiate like neither foes become friendly: keep your relationship in a cordial and respectful collegiality" *. Tengamoslo this as this if it depends on ourselves and definitely be an important feature of successful manager. Only occasionally taken into account should become a habit then by the effects of repetition, is virtue and property of our management and our person in its broadest sense.
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