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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.