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Concepts key of the theory of systems
Many of the concepts of the General systems theory are part of the language of the managers and administrators.
Subsystem: the parts that constitute a system whole is called subsystems. In addition, each system can be, at the same time a subsystem of a larger whole. A Department is a subsystem of a plant that can be a subsystem of a company, which can also be a subsystem of an industry and so.
Isomorphism: Isomorfico means "with a similarly" and refers to the construction of models of systems similar to the original modleo. For example, an artificial heart is isomorfico with respect to the real body: this model can serve as a study to draw conclusions applicable to the original heart. An example would be the products that come out of a production line.
Homomorphism: applies as opposed to the term isomorphism, when the model is not similar, but a representation where a reduction of variables, many carried one. This model is very useful in sciences such as economics (when you want, for example to make projections or analysis) or the simulation of the operation of a company in its interaction with the environment. Examples may be the roganigrama of an organization, a model, a mathematical model of decision, the flowchart of a routine.
Black box: corresponds to a particular type of model homomórfico. It consists of studying the system in question noting their inputs and outputs, in order to determine which stimuli in the input variables cause changes in the output variables. This term is used when the internal process of the system is not known.
Processing or processor or processors (
throughout): is the phenomenon that produces changes, is the mechanism of conversion of inputs into outputs or results. Processor characterized the action of systems and is defined by all of the elements empelnados in the production of a result. The processor is usually represented ppor black box; in she come them inputs and of it leave things different, that are those products. When we have little information on the processor, we can make certain inferences from controlled information: we control certain inputs and we see the results of consequential damages until one sufficient number of possibilities and combinations that allow to conclude on what is and what is usually done when we study systems in activity, details about the operator emcanismo little interest, unless they bring information that clarified it. The detailed analysis of the black box is carried out through information and definitions of the behavior and operational. When we bring diagrams of series of black boxes, we can indicate relationships of cause effect, for the best analysis of the details. We can also synthesize these series of prosecutions linked, by reducing it to one or a few black boxes.
Homeostasis: A homeostatic system, is one that adapts to changes in the environment in which it is located. It is a system that has a kind of self-regulation which always makes it to stay within the acceptable range which makes possible their survival or viability. An example of a homeostatic system is the human body, where a series of internal mechanisms are put in place to maintain a constant internal temperature whenever the outside temperature increases or decreases. It is the property of suprvivencia and growth that have systems.
Feedback: is the feedback necessary to obtain information from the environment. It can be of two types: balance or strengthening. It is balance when the mechanisms of internal adjustment of the System Act inversely proportionally to the external stimulus and the corrections tend to keep the system in the desired States. An ejemoplo would be a system thermostatic of an office which put up a mechanism that generates cold to lower it to increase the outside temperature or vice versa. It is strengthened when mechanisms in ajust internal operating directly proportionally to the external stimulus. For example, a system of brakes of a vehicle experiences a feedback positive since to the stepping on the pedal of brake (stimulus external) the system increases significantly the force that applies the agent external to stop the vehicle. Also we can mention the data arising about the performance of the system, results that generate information to feed and improve the performance of the system. Feedback is the process necessary for the survival of the system.
Recursion: it is a characteristic of all viable system and refers to all system contains within it several other systems, called subsystems, which have functions and characteristics similar to the superior system in which they are contained. For example a parent company (Bank) has subsidiaries engaged in the financial area, that they allow the financing of company e, individually, each of these branches has a financial area.
Synergy. This concept means that the "everything" (ensemble) is different (usually higher) than the sum of its parts. In organizational terms, synergy means that if an organization independent departments cooperate and interact, they will be more productive than if each of them acted in isolation. For example, a pequla company, there will be more efficient if each Department relates to a Department of finance, rather than if each Department has its own independent finance sector.
Entropy: in physics, this concept is a measure of disruption (anarchy) corresponding to the incessant loss of power to the interior of the system. It is the second law of thermodynamics, which says that all system becomes your State sometime "more likely", balancing, in which cease their functions as a system. In a system such as the human body, the entropic trends would be all those that will carry the body to the cessation of their functions as a viable system (live in this case) such as soil, hunger, etc. But fortunately there is a force in contrary that is called
negentrophy or "entropy negative" that counteracts the effect previous and makes possible the maintenance of its viability as system, e.g. the sleep and eat for example.
Equifinalidad: in mechanical systems, there is a direct relationship of cause and effect between the initial conditions and the final State. Social and biological systems operate in a different way. The equifinalidad suggests that certain results can be achieved with different initial conditions and by means of different media. This view indicates that social systems, such as organizations can achieve their goals with different inputs and internal and varied activities (processes of conversation).
Flow: A system has information flows, materials and energy (including human energy). These flows from the environment enters the system in the form of inputs (e.g. raw materials) pass through processes of transformation of the system (the modifician operations) and leave the system in the form of products (goods and services).
Foundations of the General systems theory
The
General systems theory is based on three basic premises: 1. the systems exist within systems. There is a hierarchy of systems, as: suprasistema, system and subsystem. Molecules exist within cells, the cells within tissues, tissues inside organs, the organs within organisms, the organisms within the colonies, colonies within giggling cultures, cultures within larger sets of cultures and so on. 2. the systems are open. It is a consequence of the above premise. Each system that is examined, except for the minor or major, receive and download something in other systems, usually those that are contiguous. Open systems are characterized by a process of infinite Exchange with its environment, which other systems are. When the Exchange ceases, the system disintegrates, that is, lose their energy sources. 3. the functions of the system depend on its structure. For those systems biological and mechanical this affirmation is intuitive. Muscle tissues, for example, collapsed because they consist of a cellular structure that allows contractions. It is not properly the TGS but the features and parameters established for systems, what is the area of interest in this case. From now on, instead of talking about TGS will discuss the theory of systems.
Basic concepts of the theory
In the past, traditional knowledge has been developed along well-defined topics or subjects. Bertalanffy suggests that the various fields of modern science have had a continuous evolution towards a parallelism of ideas. This parallelism represents an opportunity only to formulate and develop principles that still act as systems in general. "In modern science, the dynamic interaction is the basic problem in all fields, and its general principles will have to be formulated in the General systems theory." Ludwig von Bertalanffy, quotes of the book Problems of Life, 1952. Although there are various definitions of the term system, we conclude that a system: 1. is a conceptual form to group together entities and functions so that relations can be displayed and therefore understood. 2 it is a set of components that interact with each other for a certain objective 3. It is a way of perceiving a set of elements and activities 4. It is a set of elements or media that are related and which can be described in terms of their attributes or its component parts.
The analytical approach and systemic approach
In approach traditional or analytical had emerged as a mechanism to describe an all or entity (that starting from the theory General of systems is known as ' system ') decomposing it in its parts components or constituent: analyzing, breaking down, dividing and segmenting for to understand it. In the table that follows is compararn some features of both approaches:
Environment: Open and closed systems
As it advances the knowledge of the reality, is perceived (phenomena) events occur in close relationship with the environment in which they are immersed. Consequently, it is important to draw a distinction between system and environment.
Context or environment
Using a simple definition, the atmosphere is all external to the system. The separation of the "external" of "internal" will be given by the degrees of relationship of parts or elements that interact. The boundary or border to seppara the respect of the environment system is a "line" which contains selected items according to the greatest degree of interdependence (internal) with respect to the external. As system open is considered to one that is in relation to its environment but also this bonding is fundamental for its operation, growth and transformation. An open system is in constant interaction with the environment, modifying it and at the same time being modified. A system closed not Exchange anything with the environment. All resources are pre-defined and present at the same time. These systems can be described. They are generally considered as an intellectual abstraction. Each system has a boundary separating it from its environment. In its closed system, the climite of the system is rigid; It is a closed system, the limit is more flexible. For example, mechanical and physical systems can be considered as closed in relation to its environment, for example a door. It is a closed system since does not exchange energy and supplies with its environment. By contrast, open systems if they exchange energy and supplies with its environment, being thus "viable". For example, biological and social systems are not closed, they are in constant interaction with the environment that surrounds them. From here was born the idea of set to the Organization modern as a "system social". Table
General features of all systems
1
all system has a principle of organization which serves 3 functions: selection, relationship and control. A system is by definition a composition of elements. A table for example consists of a top and a series of legs. In order to get a table, it is first necessary to choose cover and then the legs of all possible objects. Secondly, it is necessary to place the elements in some relationship between them. The CAP must be placed above the legs and not in any other way. And finally this relationship of the elements can be consideradra as a control of the operation or function of the system to obtain certain objective. In the case of the table, the objective might have been create a workspace. This organizing principle that selects, connects and controls is also known as "code". 2
all system is based on differences between itself and the environment. When a "code" selects and relates certain elements for a specific function, are many other excluded elements of the system in the "rest of the world". The selection is inclusive and exclusive: all it excluded happen to call is "friendly" or context of the system. A system can be a system just because it differs from the medium in which it is immersed. 3.
all system builds its own elements. A system is more than the simple collection of objects of an environment. In the example of the table, before be table not had objects as "legs" or "top" scattered in the atmosphere. In any case, there was wood, metal, stone, etc. I.e. There was no component parts until the code that organized the system table selected and related objects with the aim of this system and built them as elements of the system. Anything and everything can act as legs or a table top. These elements are not substances but its function and functionality is constructed by the code of the system and not for the environment. This is clearly the case of organic systems: a body is composed of a series of organs (skin, bone, stomach, liver, heart, etc.). The organic system, i.e. the genetic code is that "build" the body, is not possible to bring together all parties and obtain a "something" that works. 4
all system is one way or another auto-referenciado (concerning its operations itself). If you can say that a system "built" their own elements, also you can say that a system has the tendency to keep itself, i.e. resist the changes and transformation. This feedback is derived from a control function or aims of the system and allows you to evolve and maintain balance. 5.
purpose or goal: all systems towards a goal. 6.
globalism. Entire system is organic in nature, which is why any stimulus in one of the components of the system affects to toso system. In conclusionm all systems have common characteristics that constitute them as such: a 'code' or lens that lets you select, interact and control the differences of the system and the environment in order to fulfill some function. This requires the construction of especificosdel system elements that only exist if the system in some way is auto reports its operations.
General systems theory
"The notion of a system can be seen as a term simple and generic refer to the dynamic components of interrelation". von Bertalanffy Ludwig von Bertalanffy name
General system theory, was first conceptualized by the
biologist Ludwig von Bertalanffy (1901-1972) about the ' 50s. In the last decades the development of this theory has been the base for the integration of the knowledge scientific through a broad field. By extensive diffusion has reached, the term 'system' has gained many meanings and connotations. A generic definition of system is "a whole unit organized, composed of two or more parts, components or subsystems interdependent and delineated by identifiable boundaries of its ambient suprasistema". The term
covers a wide range of our physical, biological and social world . For example in the universe there are Galactic, geophysical and molecular systems. In biology it speaks of the human body (body) as a system of interdependent parts, each of which includes many subsystems. Daily we are faced with complex systems (transport system, communications systems and economic systems, organizations) and noticed them together and not as individual parts (a collective, a train, a company and not individual workers, etc.).
Foundations and history of the theory
At the beginning of the year 1954, Ludwing von Bertalanffy together with other scientists (Rapoport, Boulding, Gerard) perceived that in various disciplines of modern science had emerged like views and conceptions. The proposal of the General systems theory arises when they try to develop a comprehensive and interdisciplinary theory. In the words of Bertalanffy:
"Science tried to explain observable phenomena reducing them to elementary units, searchable independently from each other, in contemporary science appear totaling attitudes, i.e. organizational problems, not decomposable phenomena in local events, gross dynamic interactions in the difference of behavior of isolated parts, in a Word, systems of various orders, not comprehensible by their respective isolated parts research". There is a history to this conception of systems offering Bertalanffy: Aristotle affirmed as basic question that "the whole is more than the sum of its parts". With this design he saw a system as a whole composed of interrelated elements that have attributes different from their component elements. And even as whole (System) produce own phenomena that are not derived only from the elements that compose it. Them objectives original of the
theory of systems set forth by Bertalanffy are them following: • promote the development of a terminology general that allow describe the features, functions and behaviors systemic. • Develop a set of laws applicable to all these behaviors. • Promote a (mathematical) formalization of these laws. On these bases is constituted in 1954 the Society for General Systems Research (society for the research General of systems) whose objectives were the following: • investigate the isomorphism of concepts, laws and models in several fields and facilitate them transfers between those. • Promote and develop models theoretical in fields that lack of them • reduce the duplication of the efforts theoretical • promote the unit of the science through principles conceptual and methodological unifying. As it has been noted above, general systems theory perspective, arises in response to depletion and inapplicability of approaches to analytical-reductionist and its principles cause effect. It is clear that the key principle underlying the theory is the notion of organic whole, while the previous paradigm was founded in an inorganic image in the world (on the basis of the principle of severability of the units for analysis). Soon, the theory attracted great interest and soon several trends, including Cybernetics is developed under its eaves (N. Wiener), the theory of information (C. Shannon and W. Weaver) and the dynamics of systems (J.Forrester).
Look for the high performers at work
According to just published in Harvard Business Review, the
high performer, they get
one 400% greater productivity compared with the average employee. It also stresses that companies whose
high performers move away and become the
low performers are in trouble. In a recent survey, reveals that the
high performers compared with the
low performers they are more satisfied in their work, and less likely to leave their jobs in the next 6 months. The study highlights that the
high performers are quite concerned about
wages and prize money as bonds as opposed to the '
low performers'. Why compensation strategies, they should create an important differentiation between the low, high and average employee. Another factor of the
high performers on the job satisfaction is the
feedback. 50% of the
high performers said to sit 1 time per month with their controls to obtain feedback on their performance. The companies that have a return semi-annual or annual, can generate that those
high is feel undervalued. The
high performers they tend to direct their own learning, habit which is also a sign that that person is a
high performer. At least in the United States, development is a high priority. And the
high performers expect something more than the possibility of their self-development. They expect that
the company supports them with formal training programmes. Simply tell people what is beneficaran by the fact of performing a certain task will motivate them to stay. Other data of interest is that the
low performers are more wishing to relocate while that the
high performers, not so much. Only a 42% are willed to a region or State different, a 37% is moving to another country and only a 28% is willed to another continent. This is surprising, says HBR since many benefits for
high performers are the mobilizations. Companies should focus more on offer greater flexibility, options to advance in the career, and ability to acquire new skills in short projects, leading virtual global teams, to hold to the
high performers mode as shown in the graphic that is shown below. This study showed that employees with high performance value at work:
A compensation competitive 66% Rewards and bonuses based on merit 55% Plans of removal 45% Training complementary 44% Flexibility work 44% 43% vacation time 43% families benefit plans Agenda flexible 42% Education 42% Personal of your controls 42% recognition Update on technology 41% Amenities at the place of work 38% Access to social work 37% Plans medical 36%
Facebook employees reveal 10 things who hate working on Facebook
Facebook is considered one of the best places to work in the technology industry and its employees have voted it as best company to work in addition to young Fellows receive $25,000 more per year than the average American citizen. However, according to some current and former employees employed there are several aspects that consider odious company of Mark Zuckerberg. Engineers, web developers, and anonymous sources have formed a forum to comment that dislike of the company and raise some complaints. Although this not is what says it most of them employees of Facebook, worth it penalty take a look to which are the leading complaints. Among many other complaints is feel like employees of any large enterprise that has nothing special or innovative, the egos of the management and there are no teams. These are only some of the complaints that let in the portal Quora.
1. Permanent guard services
During the guard service, engineers are responsible for maintaining the service in operation. "During those weeks I'm not city weekend, I do everything as logicopara not have ' a drink more" in any social meetings that I attend, and most importantly, I have and immediately answer a phone loaded where you can be reached 24 / 7, including leave it on the nightstand while I sleep "." -Keith Adams, Facebook engineer.
2. "the walls there are on Facebook"
"In the majority of companies, becomes a wall between a personality a staff, which ends with a professional workspace and work", says an engineer of Facebook who chose to remain anonymous on Quora. Since the culture of Facebook implicitly encourages employees to "be themselves", the company lacks "professionalism" which is located in other companies, says the engineer.
3. "the greater part of the management has little idea or focus in creating teams"
Facebook puts all the focus of the company only in personal triumphs of employees, not on the success of the team as a whole, according to a former anonymous Facebook employee. "There is very little value attributed to a manager who has the ability to motivate the masses. The emphasis is that the manager is an individual contributor. The fact that there are people who you report seems more a casual event, rather than your primary responsibility ", says this employee." Although I would love to say that my head (s) were the only ones who fought with the leadership, is not true. Most of the leaders do not. They are so focused on themselves and what should be tertiary policy issues and who likes that little time focusing on people '. "
4 "there is a true functional structure"
"The company has grown so fast that lacks of stability and is difficult to make things interesting between 4000 people more qu esi was 500".
5. "don't complain to me about Facebook, just because I work on Facebook"
The wife of a former employee told that their husband was target of numerous complaints about the platform of part of friends and family.
6. "you must act as if you were part of a young company although it is a massive undertaking"
A former employee said that although Facebook and aes a great company even continue acting as if it were a small start-up. "It's like Adam Sandler film is where old and tries to act like young. It is ridiculous".
7. thousands of mails per day of internal communications
A former employee, named Thomas Moore said he received about 1600 emails per day of the company's internal communications. He also stated that he not liked fame giving it to "work on Facebook" among their acquaintances.
8. "the workplace is horrible"
Work tables as tables in picnic, where it is glued to another employee and there is no privacy any is described. "Of course the talent that earns six figures a year can not develop in that environment" said.
9 fellows who make important decisions
Another employee said to have heard dozens of times Fellows make important decisions regarding programming without even discuss it with their managers. Informality is that many do not know how to manage in a real company.
10. little future for mobile usability
Complaints daily from thousands of users about the performance of Facebook on mobile phones make it think a former employee that the company has little future in mobile usability. The mobile application as a real failure is described.
Persuasion, influence and negotiation
In this article, according to an analysis of the
University of Kent will see how these three leadership skills are interrelated:
persuasion, influence and negotiation. Persuasion involves being able to convince others to perform certain actions. Negotiate is related to discuss and reach a mutual and satisfactory agreement. Influence covers both persuasion and negotiation. Through the influence, can challenge with touch points expressed by others with whom you don't agree. By other aldo, emphasize those aspects positive of an argument has that see with persuade and at the same time is is influencing to the other. Body language on the other hand also has a fundamental role in the negotiation and influence others. Use a language body open and encouraging, is vital for the negotiation and generates influence. Through negotiation, also reached an agreement acceptable to both sides (win-win) that strengthens confidence. This action is an ability to influence others. Persuasion is also served to expose own points of view with logic using positive language. These skills are key in many jobs especially in areas of marketing, sales, advertising, but are also valuable in everyday life.
The connected society
The hyper is the growing digital interconnection of people (and objects) at any time and anywhere. According to the World Economic Forum, by 2020, there will be worldwide 50 billion devices interconnected in the world. This level of connectivity will have profound social, political and economic consequences, an increase in interconnectivity in our lives, from the cars that drive, the medicines we take, the jobs that we play and systems of governance in which we live. Connected society is embedded in a hipoerconectado world. A hyperconnected world is one in which Internet is becoming something as indispendsable as electricity. Means an environment computer interconnected invisible, to which some called Internet of them things, that are devices, software, databases interrelated between itself. The relationship objeto-personas, personas-objetos, objetos-objetos is the invisible network of this new paradigm. The devices connected to the Internet than by primeza in 2008 the world's population. According to Cisco, there will be 50 billion devices by 2020, including PCs, mobile phones, tablets, smart TVs, chips, sensors, implants, devices for dressing, connected cars and devices that have not been invented. This means a change of paradigm in interpersonal communications, business, economy, habits and customs. Connected audience of a Conference.
The connected society
Is believes that it society self-loving has contributed to raise the quality of life of the people, to contribute to the science and to the progress of the medicine, to cheapen them costs of them communications and of them tools of work. The ninlos increasingly begin to early age to use devices such as television, computers, tablets and mobile phones, what you are doing to change the paradigm of education in class. Quick access to tons of information that were previously reserved for experts or specialists is contributing 20 years ago was unthinkable. The benefits of the connected society can be many. On the other hand no one knows how it will affect in a negative way. The loss of jobs by the use of computers, is real, the extinction of operational employments and the revaluation of the jobs of knowledge is an irreversible fact. Essential workers of the future will be those that add value to the work. Other jobs will be eliminated and a computer will perform these tasks. Currently there are factories, automated working with robots that are managed using an Iphone from miles away. No doubt the hyper in the society has brought numerous benefits, but still don't know how it will impact in the long term and could have consequences.
Odds that a robot you replace in your workplace
It is true that many jobs filled always by humans have been gradually replaced by computers in the last 15 years. The advance of new technologies and the requirement of a repetitive and constant performance as well as the lowering of costs have driven a change of paradigm in terms of work. The trend seems to follow. Operational, repetitive and without use of human intelligence, jobs is likely to be replaced in the future by a robot. This is a ranking published by the magazine The Economist on the professions that have more possibilities in the future of being replaced by a robot in the place of work. Odds that in the short term a robot to do your work. Considering 1 as insurance. Physical therapists 0.003 0.004 dentists 0.007 trainers clergyman 0.008 0.02 chemical engineers Edsitores 0.06 fire 0.17 0.37 actors economists 0.43 0.55 commercial pilots Machinists 0.65 0.81 stenographers agents real estate 0.86 sellers trade retail 0.92 accountants and Auditors 0.94 0.99 Telemarketers
The phenomenon of the second screen
LosRecursosHumanos.com April 26, 2015 new technologies the concept of second screen so commented lately especially when refers to the fall of precipitous television audience, is simple: while the Viewer is in front a screen or consume content from a device (often the TV), at the same time consumed content from another device (second screen) which is a tablet a mobile phone or a computer. The second screen is that: an additional screen for content consumption. The study
The Rise of second therefore t consultant Nielesen reveals that both in United States and United Kingdom, 85% of the people watching television, at the same time uses a second device or screen: smart phones, tablets, laptops or desktop PCs. People, chat with friends online, reviewed their profiles on social networks, make purchases over the Internet, looking for information, participate in forums, and use applications on mobile phones or tablets. The television already not is the only medium that concentrated 100% the attention of the viewer during the
prime time. While television has become social (discussed in social networks) has lost the attention that was 10 years ago. The phenomenon of the second screen is studied by educators, entrepreneurs, experts in marketing and advertising, computer and many people that is wondering how affects this phenomenon socially. The uses and customs with regard to the consumption of content have changed. People today see chapters of series on your mobile phone while traveling by train, they talk in groups by phone, or discuss the news of the day in social networks. These changes in practices are affecting the way of imparting education and training, entertainment and leisure, relationships and culture. In addition to these questions, the phenomenon of the second screen, has generated some dilemmas. For example, if the second screen adds information or actually distracted, that role will be television in the coming years or if it disappears, what is the best way to educate children among many other questions more.
Topics to include in the policy of RR. HH.
LosRecursosHumanos.com 25 April 2015 culture and change organizational human resources policy are the strategic guidelines of the company in terms of the management of the staff. From the
human resources policy, are designed policies for different areas and then programs of training, occupational health, industrial safety, compensation and benefits among others. These are the main points to be included in a policy of human resources.
Health and safety. The political of hygiene and security depend of the regulation provincial and national of each country. It depends on the size and industry of the company, perhaps you should create a Committee of health and safety, including regular inspections, training of staff in security.
Violence in the workplace and mobbing: Every country has laws and regulations on sexual harassment or mobbing labor. In Canada for example the law requires employers to establish rules regarding mobbing and disseminate them among their employees. Policy should likewise establish the procedure to follow if an episode of violence. In addition to these items that often are already regulated by law, employers must ensure in its policy: • working hours, overtime, licenses and holidays • management performance, promotions and structure of compensation • confidentiality of information, and issues related to the conduct policy • many countries include the guidelines of the policy of behavior in social media; What is professionally acceptable and not acceptable.
5 strategies for conflict management
LosRecursosHumanos.com April 24, 2015 change and organizational culture in any situation involving two people, can give a conflict. The causes of the conflict can range from philosophical differences to differences in objectives to bid for power. Conflicts from poorly managed or unmanaged, generate a break in confidence, and loss of productivity. In small businesses or areas, where success often depends on the cohesion of a few people, the loss of confidence and productivity may be a sign of the failure of the business. With a simple understanding of five basic strategies to handle conflicts, leaders can solve better situations before they escalate to a point of no return.
1. complacency
The strategy of complacency, gives away what you want. He use of the compalcencia often occurs when an of them parties want to keep the peace to all costa, or perceived that the conflict is lower. When it is approaching a potential conflict is transferred or wondered to each other that it is what you want and you are granted.
2. avoid
The strategy of avoiding seeks to disarm the conflict entirely. Delaying or ignoring the conflict who it avoids hopes that the problem was resolved without a confrontation. Those who try to avoid lso conflicts always, have low self-esteem u occupy a position of low power. Sometimes avoid or run the place of conflicts can be very useful, for example when bouncing a popular but unproductive employee. Ignore the unrest or conflicts that may invite this dismissal until things calm down or given account that no longer makes sense to complain about someone who is not, is a good estratregia.
3 collaboration
The collaboration works, by the fact of integrating ideas that generate several people. The goal is to find a creative solution that is acceptable to all. Collaboration requires the commitment of significant weather which is not ideal for all conflicts. For example, the owner of an SME must set policies and procedures to its employees and a good deed of partnership mean to make this work with your manager. Now, require the partnership to choose office supplies can mean a very large loss of time.
4 engage
The strategy of compromise, is a call for the two parties to a conflict to give up things that prompted, in order to establish an acceptable solution. This strategy, is viable for disputes where both parties have a share of power similar.
5 competing
With competition among the parties to the conflict wins and the other loses. The highly assertive personalities often recede with the strategy of the competition. This strategy works well in a small number of conflicts such as in emergency situations. These situations can be massive layoffs or restructuring. Here is made despite the hierarchy or the best abilities of parties to fight in a conflict.
What is the conflict?
LosRecursosHumanos.com April 24, 2015 change and organizational culture conflict is a disagreement between two or more parties (individuals, groups, departments, organizations, countries, etc.) perceived incompatibility of interests. Conflicts arise when one considers that action of a party interferes with or impairs the objectives, needs or the actions of the other party. Conflicts arise for a variety of organizational experiences, incompatibility of goals, differences in the interpretation of the facts, negative feelings, differences in values and philosophies or disputes over shared resources. The conflict is normal in the organizations and can never be eliminated completely. If not managed well, the conflict can create dysfunction and have undesirable consequences such as hostility, lack of cooperation, violence, destruction of relationships and even the bankruptcy of the company. But if it handles well, the conflict can have many consequences beneficial. You can stimulate creativity, innovation, change and even to improve relations. If the organizations were completely free of conflict, is would become apathetic, is stabilize and not would be capable of respond to the change. Given this reality, the management of the conflict must include both stimulation and conflict resolution techniques. Usually, when executives speak of problems of conflict, refer to the dysfunctional effects caused by the conflict and the way to remove them.
The corporate structure
Corporations are a powerful force in business. It is important to understand what they are, how they are controlled and operated.
What is a corporation?
A corporation is a form of organization that has an existence independent of its owners. They can be arranged for multiple purposes and corporations can be of many types. For example, a corporation municipal is a city, a town or County operating under a figure corporate managed by the State. While a public corporation is owned and administered by the Government. Here we will see the
corporate structure related to the business.
Definition of corporate structure
Corporate structure referred to as a business is organized to accomplish their objectives. The
corporate structure of a business is important because it determines the ownership, control and the authority of the Corporation. These characteristics in a corporation are represented by 3 actors: shareholders, Board of Directors and directors. Ownership (owners) are the shareholders. Control is executed by the Board of Directors on behalf of the shareholders, while authority over day to day operations managers carry it forward. The Board of Directors ordered on behalf of shareholders, while these give instructions to the CEO to bring down managers with regard to the operation.
Shareholders
The shareholders of a corporation share ownership through actions. The majority of business corporations are consolidated on the basis of the objective of giving a profit to its shareholders. Shareholders are entitled to participate in the profits of the company, but are not personally responsible for the debts of the company. This concept is known as limited liability, and is one of the main advantages of the Corporation as a way of doing business. If you decide to invest in a pair of your favorite company, does this give you the right as a shareholder to appear at corporate headquarters and begin to make decisions? Usually not. Instead of this, the shareholders choose to a Council of administration that oversees the management of the Corporation.
The Board Directors
The Board of Directors is responsible for overseeing and directing the business of the Corporation with the best interest for shareholders. The key point here is supervision. He is not expected to make the Board really run the business. Rather, its purpose is the overseeing operations, approve the big plans and monitor financial performance. The Board generally performs the following functions:-select, evaluate, fix the compensation, and when necessary, replace the Director General of the company. -Supervise the business operations to assess whether the company is being handled properly. -Review and approve major corporate plans, financial objectives, annual budgets and strategies. -Review the adequacy of financial accounting, auditing and other systems to comply with applicable law. The authority in these responsibilities is derived typically of statutes of each State that delegate to the Council or Board has it the obligation of manage them business of the Corporation. The Board does not have total control. Some decisions important that affect to the society require the vote of the shareholders. The statutes specify the subjects that should be subject to decisions of the shareholders, including: amendments to the certificate of incorporation or the bylaws, the election of Directors, the sale of all or substantial part of the assets of the Corporation, and the merger or consolidation of the Corporation. The Board of Directors (or Board of Adninistracion) is usually made up of three types of people. The President who is technically, the leader of the Corporation, responsible for the operation of the Board effectively. The President is usually elected Board. The duties of the President include maintaining strong relationships and an open communication with the Director-General (or CEO) and other executives, carry forward the formulation of business strategy and the representation of the Administration and the Board of Directors of the company for the shareholders and the general public.
How is the staff turnover calculated?
The rotation of the personal is calculated by dividing them low by the total of employees. Rotation of employees = number of resignations or dismissals average number of employees in general is established as an annual percentage. If you lose to 3 employees during the last year of a roster of 46 employees, their annual rotation will be:
Rotation: 3 low/46 employees =.0652 = 6.52% of annual rotation.
On the other hand, if you had 3 low last month, and the employees of the company are 46, the turnover rate will be: staff turnover: 3 low per month / 46 employees =.0652 = 6.52% monthly rotation. If this rotation continues, if 3 employees were lost per month, multiplied by 12 months = 36 casualties per year for a total of 46, would be a rotation of the 78.26%. This calculation is set in the following manner:
6.52% per month * 12 months = 78.24% for a loss of 3 employees to the month.
And what tells us that as managers? Good that a rotation of the 78% in a team of 46 people, you'll see forced to hire and train to 36 people new each year. This is time and money which can be used in another way to manage human resources and improve skills. If this rotation continues, if 3 employees were lost per month, multiplied by 12 months = 36 casualties per year for a total of 46, would be a rotation of the 78.26%.
What would be a reasonable level of rotation?
Both as employees leave the company, so a 0% rate is almost unfeasible. To achieve a level of reasonable rotation, companies are often compared with their same industry or sector. An objective l {ógico to follow could be keeping the staff turnover at one level not higher than the industry average.
Staff turnover
At the enterprise and organizational level,
staff turnover is a measure of how long employees remain in the Organization and how often they should be replaced. Whenever an employee is goes of the company, by any reason increases the level of rotation of the personal of the company.
What is causing the rotation of staff?
There are
two types of staff turnover: voluntary and involuntary. Each of them has different causes. Voluntary staff turnover
is when employees resign. This may be due to the search for another position in another company, the conflict with a supervisor or Manager, or a personal reason as stop working and stay at home with the family. Involuntary staff rotation is when an employee is dismissed in general due to a reduction of staff by a change or restructuring or due to a disciplinary measure or poor performance.
How would it impact turnover in the company?
The specific impact of
staff turnover varies depending on several factors including the difficulties to fill this vacant position, the amount of necessary training for new employees, specific costs of recruitment. In the fast food industry can reach the rotation of staff 60% of the workforce. The average time that workers remain in the position is of few months. In terms of costs these positions require a limited training to reach maximum productivity, so the rotation does not have a large business impact. On the other hand there are companies that carry out restructuring without change planning, this may result in increase of bad labor climate, employee satisfaction, increased absenteeism and productivity loss.
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