About Human Resources Management:
≪◄►≫
Theory classic of Henri Fayol
Henri Fayol was an industrial e engineer French who preferred to apply the principles of the management rather than the try personal with them workers. Management theorists, Fayol, was the first to identify the management as a continuous process of evaluation. Put focus on the structure and functions which should have an organization to achieve efficiency. Henri Fayol widely presented this theory in his book: ' Administration Industrielle et Générale ' first published in 1916. Henri Fayol proposes a critical evaluation by: 1. A simplified approach of the formal organization. The application of the principles makes the Organization reaches the maximum efiencia. 2 absence of I experimental work. Based their concepts in observation and common sense, but lack scientific verification of their claims. 3. ultraracionalismo in the design of the administration. View the efficiency from a technical point of view only as the end of the organizations. 4. theory of the machine. Displayed to the organization with a mechanical behaviour. 5. incomplete approach of the organization. Worry not by the informal and the formal organization. 6. approach of organization as a closed system. Organization as a system of few variables known and predictable. Fayol dfefine the Act of administering as (the first correspond to the higher hierarchical levels as than the last to the lowest): 1. plan: visualize the future and draw the action 2 programme. Organizing: Building material and social structures of the company 3. Go / send: Guide and orient the staff 4. Coordinate: bind, unite and harmonize all those acts groups 5. Control: Check that all happen in accordance with the rules and the orders given to Fayol, the campaign is a whole and a set of processes of which the organization is a party, which is static and limited as regards structure and form. Fayol also recognizes fourteen principles that should guide the management of the organizations. The
14 principles of management Fayol are: 1. Division of work: improves efficiency through a reduction in waste, increases results and a simplification of the training for the job. 2 authority and responsibility: authority is the right to give orders to others and the power that others obey. Responsibility is the obligation to comply with assigned duties or tasks. 3. discipline: Respect for the rules governing the Organization 4. The remote control unit. An employee should receive orders from a superior only 5. Unit address: grouping similar tasks that are directed at a target in particular by a single manager 6. Subordination of individual interests to the general interest. The interests of the indoviduos and groups not must precede is alos interests of the Organization as a whole. 7. remuneration of staff: payment must be fair and satisfactory for employees 8. Centralization: Commanders retain ultimate responsibility while subordinates maintain sufficient responsibility to achieve their goals. 9. chain of command: the chain of command runs from the highest authority to the lowest. 10. order: the people and the inputs must be in the place just in the time right. 11. equity: Managers should treat employees fairly and justly. 12. stability of the personnel functions: control practices that encourage the commitments of long-term employees, create a stable workforce and consequently a successful organization. 13. initiative: Employees should be encouraged to develop and carry out programmes of improvements. 14 esprit de corps: managers must develop and maintain the team work, team spirit, and a sense of unity among employees.
Google organizational culture
Google organizational culture It has been study of academics and entrepreneurs being styled light-hearted of management, with one staff of less than 35 years of computer engineers from founders and managers until the last new developer coming to the company. The work is for projects with
deadlines and weekly or bi-weekly key oral presentations with managers. A googler with typical bicycles with the colors of the company to move into the premises. In the offices of Zurich, you can choose down stairs, step by step, or through a slide. Google have a culture internal of work where is can work from spaces shared modern with designs of interiors of vanguard in offices corporate. It is normal to work on sofas, cushions on the floor or in the open air. Film "The apprentice" starring Vince Vaughn and Owen Wilson, widely shows how to work in the Google offices in California and how and where work the googlers. The spaces are bright and colorful. It has many recreational areas and there is a fixed place of work: your laptop and headphones are your workplace. In the film, the apprentices are real installations of Google in California and the way of working of the googlers. Google Campus in Mountain View, California. Live Workspaces for tables for pool, Foosball, ping pong tables, and a kind of sofas that are closed as a capsule to take a NAP express at some point which is needed since the days of work may be 12 and up to 14 hours per day. They also have on-site hairdresser, laundry and medical clinics. This is a model of sofas for NAPs that are in common spaces similar to the offices of Google that are seen in the film the apprentices. The founders of Google, Larry Page and Sergei Brin, passing as one more facilities at the headquarters in California and eat lunch almost every day in the dining room along with the other "googlers" as they are called among them. Santiago Sánchez, computer engineer graduated from the NTU, at the time of graduation went to work at the offices of Google in California for several months for a trial period, said LosRecursosHumanos.com: "had lunch in the dining room for employees at the table of the side with the founders of Google, several times". While acknowledging that (apparently for reasons of confidentiality) inmates on probation may not pass through workspaces where they are permanent and managerial employees. The dining room at the headquarters of Google in California. Renowned chef Charlie Ayers prepares the menus in the dining room. The googlers can access unlimited and free-shaped snack rooms with jelly beans, cereals, nuts, fruit juices, smoothies and cappuccinos. For the founders food is key to productivity: "any googler must be away from a micro-kitchen with snacks and food" for this reason as well as cafes and restaurants, micro there are kitchens filled with food and drinks. The headquarters of Pyrmont, Australia coffee. Santiago also tells US that they allow to take pets to work (based in California there is a manager of dogs,
dogs manager) and to break the monotony sometimes beat the googlers to duel with water guns. Google in Montain Views, California headquarters.
Work pro innovation culture
Employees can spend 20% of their time working on their own projects and if the company considers them to have potential, it buys. The Vice President of Google said:
"you are the boss. Don't wait to reach the top. Don't wait to be led" company"allows"to the googlers for own projects, it is known as"the 20 percent time". Some Google products that were created by the company's employees in their free time are: • GMail • Google News • Google Talk Google Now • • Orkut • Google Sky • Google Moderator these projects gave birth from the free time that the googlers to use for your personal projects. According to internal sources 20% rule is not a rule, nor is controlled but it is an attitude. In an interview,
Paul Buchneit, known during a time as the employee #23 of Google who began to develop by has own the customer's mail electronic Gmail, that today all use, said that its project of emails was his project personal own and previous to Google, that not emerged with the "20 percent time". Then the company bought it and put it to lead it. But businesses that hire programmers know that they always have own developments carried out at home or during working hours and at least ' 20% time' Google has been effective "legalize" what already happens and dump it in favour of the company. While job-sharing, mass activities are common, Google also knows that to pay is necessary tranquility and be able to choose if you want to work more isolated. Based in Pyrmont, Australia, the company has designed a kind of greenhouse, where it is possible to work with the laptop in complete privacy; "the forest room" compensates for the building design of concrete with all the facilities. An internal, full of green space to work in silence. Photo: news.com.au at Pyrmont the company has three cafes that are open for breakfast, lunch and dinner. A spokesman for Google said: "food can bring people together to create productive session of
braimstorming". An of them large theories of work of Google is put to the people by a group in a food and that are capable of sharing ideas and projects. Small rooms or cabins for talking on the phone with total privacy, with innovative designs of doors. Google headquarters, New York. "Sometimes the most innocuous conversation along with random means that you are able to get to a great idea, so we see things like this only as a part of making things happen" a spokesman told news.com.au of Australia portal. Three inmates working in a kind of seats upholstered in height based in Pyrmont, Australia. Photo: news.com.au taking a NAP express room tropical forest. Photo: news.com.au
10 keys to improve the productivity of the Spanish companies
Juan Medina and Cristina Miralles of consulting 3.0 propose the
10 keys to improve the productivity of the Spanish companies, through case studies and applying the knowledge of the reality of the industry. As the study 'Economic growth and tissue business in Spain', issued on March 4 by the
Valencian Institute of economic research (IVIE), 61% of the projects of small and medium-sized enterprises do not reach the five years of life. Since 3.0 consulting ensures that most SMEs die before this period due to lack of industrial organisation, scarce professionalization of departments, planning and long-term vision. They have clear symptoms of his collapse three years earlier, due - in most cases-the indirect costs that are accumulated giving companies that are about to fail. "Although turnover conceals it, can determine when a company is on the wrong track," say the founders of consulting 3.0 Spanish economic fabric is significantly less than in other countries of the European Union, exceeding it by 74% I United Kingdom, 51% France and 42% in Germany. According to published the study of IVIE, Spain is far from the levels of efficiency of other European countries, 29% less productive for Spanish enterprises. Lessons to increase the productivity of the Spanish industry, include ten, proposed by consulting 3.0, which has developed an effective method to put them into practice. These are the 10 keys to increase the productivity of the Spanish companies: • work through micro-projects making small investments with experts to generate productivity increases in the SMB. • Improve the motivation of the team and integrate ethics applied with the aim of improving human relations and productivity in the business environment through Industrial pedagogy workshops. Monitor daily levels of productivity per occupied person per year and correct deviations in real time. • Manage the company projects, applying the methodology of approach of the logical framework adapted in an innovative way. • Reduce management acting on the indirect labor, using such labor for innovation projects internal enterprise. • Engineering humanist. Apply the engineering from a point of view more human. • More knowledge than for goods and equipment that require little investment bet. • Put focus on innovation in the management of industries, which has a return that is usually quick and always below within a year. • Retrain management so that you understand the importance of investments in innovation. • Generate shared intelligence and innovative spirit listening to, generating consensus, implementing and rewarding the logical and viable proposals made by any member of the team. These keys are addressed to SMEs activities and have identified that 97.4% of these does not have an internal Engineering Department who analyze how you can be more productive and sustainable. Therefore the consultant temporarily assumes this function ―the technical direction of the have to promote the necessary changes in each industry. Improvements that are beginning to appreciate a few days putting into operation.
Difference between Corporate Social responsibility and Corporate Social responsibility
Responsibility Social Business: attitude responsible of the companies with all the groups of interest consumers, suppliers, shareholders, managers, employees, State, community and environment.
Fundación Compromiso, who has spent years doing this task together with companies, defines: "responsibility (CSR) is a new way of considering the relationship of the company with the society." This new paradigm implies an articulation of three fundamental variables that make to sustainable development: the comprehensive economic growth, social equity and environmental balance. "CSR involves a new management model: the ability to discuss, plan and operate with the different actors involved in order to resolve joint priority problems of the community". Social responsibility is a subject of great topicality that reflects concern about the role of the company in the exercise of their functions in the society. Companies are starting to express their willingness to act responsibly in accordance with social interests assuming their responsibilities to society. It is evolving towards social responsibility and clarifying the concept of creating value and wealth. CSR goes beyond philanthropy, the sporadic donation often conceived as an expense in public relations or marketing. Five dimensions of CSR can be considered: financial, corporate, environmental, social, and human resources.
Some examples
"
Driver education program" is an activity that
Petrobras Energía composed voluntarily to minimize the impact of transportation fuels and products in the transportation system and the environment. Of this mode, the company recognizes and management the effects of its activity, to maximize the benefit social shared. Manifest that those factors present in any incident road are three: "the person, the vehicle and the environment". Through the program, they work for the sake of the generation of awareness of risks in each of them, to improve the transit.
"Pronito" is the public good of the
Telefónica Group developed program in order to contribute to the prevention and progressive eradication of child labour in Argentina. "Through comprehensive actions and network, that benefit the child, the family, the school and the community,
Proniño seeks to contribute knowledge and tools, relying on the territorial fortress and the technological capabilities of Telefónica; provide advice and resources to non-governmental organizations with initiatives focused on these issues and articulating with the State, to transform a reality that today violates the rights of millions of children in our country,"they explain on their web site. The program was born in late 2000 with the goal of eradicating child labour affecting millions of vulnerable children in our country. At present, benefits 9,000 children and their families from across the country. "Working together to build a more just, dignified and equitable society" is one of the principles of Telefónica group tries to make a reality every day, in every country in which it is present. It understands, that this is his "responsibility" to the communities in which it operates.
Corporate Social responsibility: enforceable behavior to the company by the society, because the activity that develops. We can define the
Corporate Social responsibility (CSR) as
the active and voluntary social, economic development contribution and environmental of our environment by companies, in order to improve its competitive position and provide added value.
Banco Galicia is considered to the Corporate Social responsibility (CSR) as a management model that crosses the entire value of the business and includes the economic social, environmental, and social performance. To properly reflect this strategic vision, they have a specific site where commitments, policies and implemented programs are disseminated as thus also unveiled international best practices. Since 2005, they assumed the commitment to give an account of their economic, social and environmental performance through the annual publication of the report of Corporate Social responsibility (IRSC). This document is a strategic tool that allows you to set priorities that create value, promote action plans and evaluating its result.
Conclusion
There is a subtle difference in the meaning of corporate social responsibility (CSR) and corporate social responsibility (CSR), which distinguished between the company and the Corporation, being understood that the latter includes all organizations, business or not and independent of its size, although for many both expressions mean the same thing. The difference between CSR and CSR and social responsibility (RS) is unanimous. Social responsibility is understood as the commitment that all citizens, institutions – public and private – and social organizations, have in general, to contribute to the increase of the welfare of local and global society. It goes without saying that frequently, the three were abbreviated interchangeably to refer to corporate social responsibility. In any case the RS applies not only to private companies. Corporate Social responsibility (CSR), has been expanded to include government agencies and other organizations, that have a clear interest in showing how to perform their work.
Reflections on the training
Training in organizations is still presented as a dilemma with several points of reflection. There are those who expect the training an economic benefit in the short term, others use it as a tool of motivation, development and retention, while many companies is considered an expense or a privilege affordable only in times of economic prosperity. Before we must distinguish between technical training and training in values, the more widespread than the latter first, but both have vital importance nowadays. To use a machine are trained operator. In regulations, taxes, legislation, regulations, general is usually take very in seriously it training in all the organizations. For other positions that require more training than or equal to manipulate a machine or understand the current legislation, and are intangible services, such as customer service (internal and external). Training in emotional intelligence, effective communication skills, the concept for training varies between companies. Therefore it is more often called training in values or attitudinal competencies. To do in institutional form the domes of the companies approved a code of ethics.
Give importance to formal education at the corporate level.
Whether it be from the human resources management or the Board of Directors, is a step forward if agreed, that formal education is vital to the employees. In all processes, formal education should give priority. Determine what the basis of formal education have all employees and will be like the relationship with educational institutions. It's a trend growing companies and plants to make agreements with nearby schools, where operators have not completed their studies may do so with classes even in the same factory. As well as agreements to conduct graduate programs to measure. A major supermarket that was installed in a province of Argentina, called for new employees to open a branch, have completed secondary studies, already is repositor or work in the butcher shop. Many people who could not read or write arose and although perhaps were trained for the job. Responsible for training, told LosRecursosHumanos.com that they were excluded because they did not even know to write his name on a paper.
Adhere to continuous training
Senior management must believe in continuous training, as a tool to update the knowledge for the position and for the improvement of interpersonal relations and attitudinal competencies. The environment, the economy, society changes every year and continuous training serves, among other benefits, to update the knowledge according to the context.
Delegating the planning of the training individuals trained in education and pedagogy
Many times annual training planning is delegated to people randomly, but do not have understanding sufficient in quality of the training and knowledge of a good or bad capacitor. A major plus with respect to other companies is having a training manager with a background in Sciences of education or who possess proven pedagogical skills.
Understand the training as an investment and not an expense
The worst nightmare of any employer is to invest in expensive courses in which people stop working (or produce) so soon people migrated with that knowledge to another company. When the training is supported by a good working environment, strategies of compensation and benefits at the height of the market, professional development, opportunities for growth within the company, it is difficult that to happen.
Trust in the new technologies as facilitators of the training
There are many ways to train through new technologies. Core courses may be made through the Intranet or applications specially designed modules that include simulations or cartoon. A major supermarket, using e-learning to train their cashiers in bagging and treat the customers, through a file that can be downloaded from the Intranet.
The knowledge management and the ways in which circulates information and knowledge has much to do with the training
The correct management of knowledge, considered that the knowledge should circulate among the members of the undertaking on a permanent basis. This translates into one way of empowering the people. At Techint, for example, the specialists in a theme, when retire the company you hire them as autonomous to educate specialists across the country. Also if the company finances conferences or courses, the employee has the obligation to make a power point with a summary of the Conference attended by and give a talk to a group of colleagues. Perform actions to circulate knowledge in waterfall, is an important form of training, effective and often free of charge.
Satisfaction and motivation at work
For Drucker is more performance than the satisfied dissatisfied person. A person can feel satisfied with his work for many reasons including that allows you to go further. You may feel
unsatisfied because it is not connected with their work, or because you want to do a better job, wants to do big things, or want to improve professionally. And this kind of dissatisfaction
is the attitude more valuable that any organization can have between their employees, and the expression more real of pride by the work and responsibility. There is a satisfaction that comes from the feeling of fullness and another of apathy. Also a thing is feel is
unsatisfied by be unhappy and another by the wish of make a better work. When people are asked if they are satisfied with their work, the percentages are often high, but it is not known which of the two types of satisfaction is. The
satisfaction is inadequate. It is a passive conformism. A dissatisfied person or may resign or be reach the top of the company and achieve it. But what makes the satisfied man? You must have a good performance. But the satisfaction is, above all, inadequate as motivation. It is a passive acceptance. A man who is deeply dissatisfied can be closed; or if is is, that is likely that is bitter and will move in opposition to the company and to the management. But so what makes the man that is satisfied? After all, the company should require worker to perform his work, willingly. It must be performance, the performance of people, not just acquiescence. The current concern about the satisfaction came from the finding that the fear is no longer necessary for motivation for the worker in the industrial society. But instead of facing the problem created by the disappearance of fear as motivator, what we need is to replace the conditions the user imposed from the outside relacioandas with fear with an internal self-motivation for performance. Responsibility - satisfaction - is not the only thing that is going to serve. One can be satisfied with what someone is doing; but to carry out a task you have to take responsibility for the actions of one and its impact. In order to perform a work well done, it is being dissatisfied, what motivates you to want to make it better. The responsibility can not be purchased with money. Financial incentives and rewards are, of course, important, but function largely in a negative way. The discontent by financial rewards is a powerful brake, undermining and corroding the responsibility for the performance. However, the satisfaction by the monetary reward is not so, the evidence indicates, enough positive motivation. It motivates only when other things have made that the worker is ready to assume the responsibility. Source: The Practice of Management (Peter Drucker)
Alfabetismo digital
The term
digital literacy is the antonym of the concept of digital illiteracy which is ignorance or ignrancia of a person towards the management of new technologies. To purposes of the ' 90 is coined the term new economy or economy of the knowledge where the base of the production is the information and the knowledge. Production of the hand of the intangible, suppressed production based on tangible: machines, buildings, plants and materials. Them new technologies combine them active intangible, sorted the information so is more easy and fast access to greater information to realize new business or learning, that through them stands traditional as books, files, files, papers, foils or folders. Digitally literate have to do with instruction in the basics for the usual handling of a personal computer. If in the industrial era, who couldn't read and write was considered illiterate, an individual with less chance of tener success by itself, in the era of the knowledge of those who do not have access to the torrent of information that allow new technologies is considered a digital illiterate, and is as or more serious than a classic illiterate. To this must be added the new economy develops in a global setting so that the role of the new technologies that reduce distances is more important still. There are 3 basic points to consider a person literate digital: 1) the basic operation of a personal computer, 2) understanding and management of basic programs 3) often use the new economy lengthens the economic cycle, thanks to the importance that acquire knowledge and innovation and achieved an increase of digital literacy productivity also serves as an indicator that both a country or society are immersed in the knowledge society and the potential of a country in the face of new businesses that are emerging in the main cities of the world. It also indicates their degree of development. "Digital divide" refers to the distance between those who are digitally literate and who for many reasons have been able to "catch and jump on the technology bandwagon" and those who are not literate and can do it, on the other hand no end of reasons.
Due Diligence
Due diligence (or due diligence) is a concept that concerns in the business world, the process of auditing and search for information about a company to reach an acquisition or purchase of a company. The process of
due diligence, seeks to validate financial statutes. The purpose is to ensure that all stakeholders related to a financial effort have the information they need to assess risk accurately. When the
due diligence process is the offer of securities for the purchase, as in an IPO (initial public offering), the executives of the company are responsible for the correct execution of the process, including the transmitter, the lawyer of the issuer, underwriters, financial director and the brokerage firm to offer shares. Due to the delicate nature and importance of such judgements for the performance of the shares of a company in the public market, there is a strong emphasis in the neutral and impartial analysis of the prospects both in the current and future financial status of the company in question. 2 compliance (
compliance),
due diligence describes the degree of effort required by law or industry standard. 3. in the real estate sector,
due diligence is the period of time between the acceptance of an offer and the closing of the warranty. 4. in civil law,
due diligence is synonymous with "reasonable care". 5. when a patent is issued,
due diligence is the requirement that the holder of the patent must develop a product around the patent, and not only prevent others to do so. The
due diligence process, deals with the economic and financial analysis of the company; audit of rigorous and detailed purchase which affects both financial statements, search hidden liabilities, transactions not recorded in the corresponding period to show a better balance, and the valuation of tangible and intangible assets (real estate, share of market, etc.). Also look for litigation or labor contingencies or tax debts. This comprehensive review is also aims to collate and study the feasibility of the plan of business drawn up by the management team. Legal analysis: the process of
due diligence, in its legal approach, is based on the review and study of contracts, the review of the corporate issues and the study of possible litigation. It also includes reviewing tax and labour. Its importance lies in avoiding that hidden commitments or agreements that might put at risk the operation are.
What is a team leader?
A team leader is someone who provides instruction, direction, and lead a group of individuals who can be known as a team in order to achieve some goal.
Roles of a team leader
Develop a strategy to achieve the objectives. Provide training and educate the members of the team. Clearly communicate instructions to the members of the team. Listen to the feedback of the members of the team. Monitor the participation of team members to verify that the training received is used or need additional training. Manage the daily flow of operations. Create reports to inform the company about the progress of the team. Distribute reports to the right people.
Responsibilities of a team leader
The main responsibility of a team leader or team leader is to guide his team achieve to their full potential. The leader of the team has more responsibility that nobody, because if not leads to out their responsibilities, all the team it goes to suffer. A successful team leader must understand the strengths and weaknesses of each team member so that you can assign tasks accordingly. A key responsibility for a team leader is to lead by example. In other words, if the leader demands a high level of work ethic to their team members, you must follow their own advice. The members of the team are more likely to listen and accept constructive criticism if they see the leader who shows open to listen and accept criticism. Another vital responsibility for any leader is to create a long-term plan. There may be a great vision about where should be the Organization in 5 or 10 years, but to get there, the leader will have to create points of reference in the short term in order to keep his
team on track. In addition, the team leaders should not being afraid to ask difficult questions. It is preferable to cause offense instead of leaving that a critical issue remains unresolved. Strong leadership requires making difficult decisions that puts the interests of the organization above any individual or project.
Development of staff in the organizations
The development of the personal in those organizations is part of the culture corporate; It is a continuous and systematic process that allows you to identify, maintain and promote the individual performance and potential of learning of the members of the staff of all levels. The
development of people in organizations should Hajar quantitative and qualitative human resources needs to give weight to their skills and interests. The development of people aims to reconcile these two key components to allow for the better fulfilment of the tasks in the company. This definition contains the main objectives of the development of human resources. Any other objectives are deducted from it as sub-objectives, while any effort here is subordinated to the principle that the staff should be provided for the better fulfilment of the tasks in this Office. This is the reason why the personnel development begins with recruitment, and involves all staff members and accompanies processes of change. Is important to maintain and develop the training of them members of the personal. This is the only way to respond to future challenges to achieve organizational objectives. Therefore, the human resources area has a fundamental role in organizational development; It is not an area with short-term objectives. The development of the personal follows the development of the organization. However, new themes and support are needed to make strategic decisions in the future. The personnel development involves efforts and costs. The continuing practice of the development of human resources, means that all parties involved have to make greater efforts. The time and the commitment is invested in people. This investment is for the benefit of the Organization and everyone. The organizations must not cease in our efforts in this matter.
Authentic leadership for Unilever
90% of Unilever global growth comes from emerging economies. Therefore the need of talent of the company comes from those countries. "The leadership is a bridge between the objectives of the business and the culture organizational", says
Pablo Maison, VP of HR of Unilever for America Latin.
+ Local leadership
Every country has its propblemas and many times the talents do not want to move to other countries. Therefore you have to search and develop local talent who knows the idiosyncrasies of the place and to be leaders in the future in their regions or countries of origin.
+ Young people in enterprises
There are permanent claims of people leaders. There are strong differences between the generations living under the same roof. Young people want leadership that is not based on hierarchies. They question the decisions and forms of work and challenge their direct bosses. Form part of a generation to which their parents have put few limits or come from families one-person, faced a rupture or divorce. All these drastic changes socially manifested in interpersonal relations in the company. "Young people have different preset links. They get frustrated and they demotivate quickly and require more restraint by the bosses. Sometimes they consider boring or fun work"says the Executive. The challenge is in how achieve the
engagement to improve productivity. "The challenge is how do we create visions which accept children and inspire them." As an activity of generational integration in Unilever Argentina, developed a 'Reverse Mentoring' program: youth trained elders in new technologies.
+ New ways of working
"Physical models of business you are running in the world. They are supermarkets, banks around the world are replaced by virtual branches web pages disappearing"from a global study that has made the company. There is a change in the systems of work, since there is a growing tendency to work to proceed without fixed location or fixed schedules (management by objectives). "For companies is increasingly expensive and unproductive to have spaces in big cities". On the other hand in relation to the trend in the Elimination of structures in the company, the Executive said: "every time there are fewer people doing more work". Communication with the direct supervisor is becoming more virtual, which requires more face-to-face leadership. "My boss esa in London and hopefully see you once a year", says Pablo Maison that also ensures that flexible policies help to increase productivity levels.
+ Retention
The world of work is not the center of the life of the young
milenials. Retention is difficult and requires numerous challenges by party Delas areas estreategicas of HR at companies. "Unilever already not compete for the talent with other companies but with them projects personal of the people".
+ Authentic leadership
The concept of authentic leadership that explains Maison, comes from the notion of transparency and internal justice. Today all is known, shared and right-on in social networks. New generations claim much political and transparent procedures in firms." If people feel that it is treated unfairly exploited"says. Young people confidence in institutions and Governments rates are very low. Are less complacent with the authority. "The company Facebook pages are the parallel company" says Maison, in relation to speeches that are created on the outside of the structure of the company.
Informal channels of communication. Advantages and disadvantages
The informal channel of communication often is discouraged or is despised in an organization, and does not have official support. It is popularly known (especially in the United States,
grapevine) as "the vine". This is because it runs in all directions regardless of the formal structure. The origin of the term of the vine goes back to form in the botanical vine that grows across telegraph wires, so telegraphic messages go in unintended directions. In business life, "the vine" owes its existence to the Gossipy nature of people. Human beings tend to talk freely with colleagues anywhere that are. Occasionally feel the need to free themselves from the restrictions conform to logic or truth. People travel his job, are having informal conversations with friends in the office. These discussions deal with both personal and business issues. This results in the generation of a factory of rumors, that is a vine.
The vine or informal communication channels are classified into four categories:
Simple string: each one says to another. Group or chain of gossip: one tells everyone in his / her group. Probability chain: each says a number of people at random. Chain of clusters: some say others selected. Informal communication meets the social needs of the members, relaxes the human relations (in part through the release of the fantasy) and serves to fill possible gaps in formal communication and enlacescon controls.
The factors that lead informal communication channels are:
A rumor is activated when the following factors exist in an organization: (I) the lack of sense of direction, especially in times of crisis. To greater uncertainty, greater is the rumor mill. (II) the training of disadvantaged groups of employees by the management. This feeds the insecurity among other employees that lead to those rumors. (III) the lack of self-confidence among employees leads to the formation of groups. These groups are often at factories of rumors.
Advantages of informal communication channels
(I) speed speed is the most remarkable feature of this communication channel. It is possible to transmit a remarkably rapid information since there are no formal barriers and non-stop. A rumor, so it can spread like a forest fire. (II) feedback feedback through this channel is much faster than a formal channel of communication. The informal channel is like the pulse of an organization. The reaction to the decisions, political, directives and directions often arrive them managers more quickly through this channel that through the channel formal. (III) the informal channel parallel function does not have official approval, but it is inevitable that work in parallel to the formal channel. Works like a channel additional of communication in an organization. Good managers know very well use the informal channel for their benefit for the transmission of information not suitable for formal channels. (IV) support a vine system is a system of informal support developed by employees within an organization. It not only brings them but it gives them a great sense of satisfaction.
Disadvantages of informal communication channels (I) are less credible
A vine is less credible than a formal channel of communication. Not can be taken in serious, since implies only the word of the mouth. Is, therefore, likely to be contradicted.
(II) the information is selective
The informal channels generally do not lead to the complete information. As a result, the receiver does not receive the essence of the entire message. The lovers of the antics or vested interests can use this channel for the transmission of selective information.
(III) creates problems
A vine can encourage problems within an organization, since there is no control over the information sent, received, their representation and perceptions. The information is distorted. A vine can be synonymous with the dissemination of false or wild stories.
(IV) leakage
Information can be filtered at the wrong time. 'Secret' is the term used in an organization and that it is often attributed to this type of leak.
The use effective of them channels informal of communication: (I) the managers must ensure is of that them employees are well informed on the operation of the organization. This will reduce the tendency of the distortion. (II) activities to update knowledge. This will prevent the generation of rumors. (III) the directors must not fall into favoritism. (IV) a remote control must carry out periodic meetings with employees where the conversation flow. (V) control efforts should be made to identify popular employees that can serve as leaders of other employees. (VI) to the extent possible, employees should participate in the decision-making process. (VII) the controls must not fall into talking by talk. (VIII) a manager must be a good listener. (IX) a manager must seek periodic revisions of his subordinates about its work style.
Types of communication channels
In an organization, the information flows forward, backward and sideways. This flow of information is called communication. The company communication channels refer to the way in which flows the information within the organization. This network known as communication, in a Manager becomes a link. The instructions or decisions flow up, down or sideways, depending on the position of the Manager in the communication network. For example, a report of a lower level manager will flow up to managers of level higher or directors. This upward flow of information can occur through face-to-face conversations, emails or interdepartmental notes.
Importance of communication
A breakdown in the communication channel leads to an inefficient information flow. For example, if employees are not aware of what the organization expects of them. This could affect negatively to the productivity in the place of work. If productivity decreases, with time this will affect the Organization in many ways. Therefore, in order that an organization work well, a good manager should be able to communicate effectively to employees what is expected of them, ensuring that they are fully aware of the policies of the company and inform them of any changes. This should help to optimize the productivity of employees and ensure that the organization runs smoothly.
Types of communication channels
There are many different types of communication channels so that they can use the controls. Some of them through mobile technology, planks of electronic advertisements, fax machines and video conferencing. As organizations grow, the controls not can rely on face-to-face communication only to convey their message. A challenge facing it managers today is to determine what type of communication channel used in order to carry out a
more effective communication. The
types of communication channels are grouped into two main groups: formal and informal. CHANNEL FORMAL OF COMMUNICATION. A formal communication channel means it is controlled by people in positions of authority in the organization. The messages on a channel of communication formal continue a chain of command. This means that information flows ranging from remote control to an employee. Examples of formal communication channels are the newsletters, business plans, annual reports and manuals of the employer. Read more: formal channels of communication. Advantages and disadvantages of INFORMAL COMMUNICATION CHANNEL. There is always a network of informal communication in a formal working environment. Informal communication channels are outside the formal structure of command. Examples of informal communication are the circles of quality, team work, lunches in the cafeteria where employees can still receive important information from the Organization but within an informal atmosphere.
Formal channels of communication. Advantages and disadvantages
A
formal communication channel is the means of communication normally controlled by people in positions of authority in an organization. Therefore, also are them called "line main of communication operative" of an organization. All reports, records and other forms of work which provide information to various parts of an organization are included in the
formal communication channel. This type of communication channel does not work automatically. A good business organization will ensure that these formal channels are carefully planned and designed according to your needs.
Advantages of formal communication channels (I) effectiveness
Formal channels are considered the most effective communication channels. With organizations growing formal channels will help close the gap in the communication process. It is a means of easy to reach every corner of an organization, that otherwise would be difficult.
(II) prevents the misinformation in formal channels, the rules are well established. For example, a worker communicates with the supervisor, the supervisor with the Manager, and so on. Therefore, only the information required is filtered and is sent to the command top. It prevents the management level upper pond with the nitty gritty of irrelevant issues (the practical details) of information and leaves it free for the most important decisions of general management.
(III) assistance to improve the control
An organization can design formal channels to meet their specific needs. This can help to monitor the activities of the organization. You can ensure that problems are resolved without too much delay.
(IV) help to strengthen internal culture good formal communication channels reflect the professionalism of the company, organization/governance helps to strengthen the organization. They also maintain management control staff.
Disadvantages of formal communication channels (I) discourage the free flow of information
Formal channels hinder the free flow of information. Dependability requires that the flow of the informaciontome a specific route. This inhibits the natural flow of information.
(II) it requires lot of time management
The formal channels of communication often lead to delays. Information may not reach directly the person to which it is intended. They often have to take a tortuous formal route, where the intermediate links may lack sense. As result, the channels formal of communication can reach need much time of management.
(III) decisions affects
Filtering and control of information at lower levels is a double-edged sword. But it has its advantages, you can also prevent vital information to reach top management. This may change the perspective and the decision-making.
Sustainability business
Also known as corporate sustainability,
corporate sustainabilityis the management and coordination of the demands of environmental, social and financial demands to ensure lasting success on ethical and responsible basis. In a broad context, social, environmental and economic demands are considered the three pillars of sustainability. Stand up to these demands, and even more and more restrictions in some cases to operate, companies must create long-term value through innovative responses. In traditional corporate cultures, generally have been considered that social and environmental concerns are in conflict with the financial objectives. The depletion of non-renewable resources, for example, is not, obviously, a sustainable practice. However, there are alternatives that often require investments in infrastructure, while continuing to rely on fossil fuels as a less expensive option in the short term. The objective of the
corporate sustainability requires a longer timeline for the return of investment (ROI) but once you are done the initial investments, which can actually lead to greater profitability. An example is the free cooling for data centers, that exploits the phenomena of natural origin to control temperatures. Although the technologies involved may require initial expenditure, renewable resources on which they depend are free accessible and reliable, which in the long run will be worth it. Similarly, investments in practices socially ethical initially may cost money to the budget financial but usually lead to more hiring, mark and (PR) public relations aspects abstract, sometimes not very covered by areas of Finance of enterprises, which as a whole, tend to lead to greater profitability. In the annual sustainability reports of the companies explain how trying to do business in a sustainable manner. It
corporate sustainability is a process improvement that thrives on talks with other actors involved in the road, such as NGOs, the community, the State, among others. However, while there is a real goal on the way to sustainability (since people and organizations can always make it better) there are measurable results to mark the progress. Corporate sustainability programs carried out by companies such as IBM, Wal Mart, Monsanto and Dupont have for example with the improvement of soils, reasonableness in the use of drinking water, the reduction of lighting, incentives for travel of employees who share car factories with zero waste among many others. According to the International Energy Agency, no action, global temperature will rise 6 degrees by 2100, "which will have devastating consequences for the planet". This means super droughts, floods, tornadoes, tsunamis, fires, crop failures, sea level and other major disruptions. Given that climate change requires a systemic solution, which only Governments can provide, serious companies should recognize that they have a critical role far beyond the greening of its own operations. Starbucks has published ads of full-page in major newspapers in the United States to increase public awareness of the importance of the climate action and has pressed the U.S. Congress and the Obama administration by exposing the threat posed by climate change to the harvest of coffee. The sustainability programs as well as focusing on the reduction of CO2 levels, should prioritize the preservation of natural resources that belong to all human beings (past, present and future): water, Earth, air and soils. Also the flora and fauna of the planet of polluting and harmful elements should safeguard the quality of life of the people.
≪◄►≫
Related Contents of Human Resources ››