What Is The Best Cream For Skin Rash Fromlupus

curiosity: Farewell to write emails in capitals

SR. RAMIREZ: REMINDS YOU THAT TOMORROW TO BRING TO THE MEETING THE COMPLETE HISTORY OF THE NEW CONTRACT. REUNION IS ALSO PARTICIPATE IN THE MISS. COMING NEXT XIMENA DE SANTIAGO. ALSO ...

Vicki Walker, of Auckland, New Zealand, was fired because his e-mails were all written in letters case. Walker's employer claimed that his colleagues complained about her e-mails "yelling" and controversial. Walker was offset by $ 11,500 because the company had no official style guide such communications, therefore your message did not meet the requirements for a justified dismissal. (Source: UPI.com)

Funny how everything has its form and style, and new employees must adapt to them as soon as possible. In the cyber-language capitalization is just a form of address to others as "loud" or arrogant. what the employee who is on the news was not able to learn in time.

Play Xbox In Las Vegas

AS REASON: The big question is leader does

Name: Paolo Cesar Robles Bordones
Subject: Organizational Behavior
Career: Master of Business Administration

to begin trying to resolve this concern is that I begin to share with you these two tracks (Motivation and Leadership) that as have noticed are not so new, but that leads us to ask ourselves the following questions in an effort to get the perspective of the leader

What motivates us? ... ... ..
"What motivates us do it the same way every day?

are questions that usually come to us can do but what it really costs to get in the place of who we want to motivate and understand without departing from their mouths what they really really motivates them and in many different moods that can reach throughout their working lives.

For this reason, the idea is to try to understand or to first understand what motivates us?

For this we must consider all the facts that can help us answer our first question

As always be taken into account that for many decades and thanks to Don Abraham Maslow in our consciousness we have installed a structure in a pyramidal hierarchy of basic needs of individuals:

From the base of the pyramid and scaling are

The first needs to be replace are the physiological (food, oxygen, water and shelter) then come

security needs (stability, absence of pain, illness or environmental threat) then

The Membership requirements (a group) love, affection, interaction with other people followed these are

needs like self-esteem hit by personal achievement and social esteem that goes hand in hand with the recognition and respect for others and finally found at the top of the pyramid

feel self needs to be developed one's potential that has
Taking into account that each of these levels of the pyramid will escalate to the extent that needs are met. We may be able to identify ... .. What do we need?. And knowing what we need to achieve? or what will motivate us in the near future?

We could more easily know what level you need to meet my colleagues and that I can start working on achieving that goal which will be sought by my colleague also

... ... .. but new research tells us another reality show apparently complicates things we try to identify What motivates us? ...

If we in the case that all individuals are NOT equal to each other and do not necessarily think alike, we can see that we threw the new research (theory of innate impulses) is roughly tell us that individuals have a set of impulses:

impulse buy: which motivates the search for, take possession, control, retain
objects and personal experiences that makes him an insatiable urge
For the purpose of human motivation is always to achieve
A higher position than the others. Promotion

relationships: motivation involves forming social relationships and develop mutual commitments
care with other
(Pulse to help us that motivates people to cooperate with each other
)

Learning Impulse: This impulse recognizes that we all have a concern or curiosity
Something that surrounds us.

Defend Impulse: the impulse is born with the need to protect either
to me as our relationships, we have gained and what we believe


Considering the drive theory that tells us that not all individuals are structured to satisfy their needs in the same way,
or have no logical order (Maslow) and this is where you identify what motivates us becomes a complex ... ... and do not know how to identify what stage of the pyramid is trying to achieve or which is at present the individual

That brings us to our second question and play the other topic is "Leadership
What motivates us do it the same way every day?

If not every day we wake up and just as or more specifically changing our needs as human beings are altered depending on our mood.

For those who seek to identify and motivate others (the leader) will not be an easy task to be guessing or assuming that is what we
motivates
If I can channel that is what motivates me daily, taking into account all the above aspects and also learn to identify and motivate those who owe I lead.

I can be able to be a leader who would capture the real interest or need for those who follow me and so I can use motivation to achieve the goal of ultimately collaborator and partner with well-motivated to achieve team goals

One way to lead and the follower is able to interpret that want to reach

The idea is that we be clear enough to let them know the vision that was originally designed for the ultimate ideal and communicate that vision so that it the main objective and the cause which motivates us, both me and our team.

Thus I encourage people who know what they want to achieve and if they are in the expected level of motivation to take her to the practice of contributing more effectively with their own creativity

be also important to know the place of others and able to work and cooperate with others for a common cause and for this they need the ability to influence others

The idea is to try to combine all types of leadership we can be a motivator and be the leader board, linebacker leader, leader participation, achievement-oriented leader

If it is try to prosecute the driver for a way for the leader this result gives us
motivational leader is the one that ensures that meet the needs of the employee only depend on your own performance and also gives you the tools necessary for this has an effective performance

While it is important to understand the different types of leadership at the end we try to do a mix of all, because as discussed in the beginning, all individuals are different and not all types or forms Leadership motivations were for the total of our employees of this follows what we hear repeatedly in the texts and has much to do with who we

O rather depends on our culture is how we react to different types of stimuli or Leadership. We are different to American culture, European, Asian and so on.

This they have tried to explain what I found is complex at first when I started leading the team of collaborators who currently leads

not understand that the reason was a constant struggle excessive wear, try to go testing rates motivations and ways of leading from books which did not match our reality. Walking

understood that each of those leaders must be treated differently, we can not make a shirt one size for different types of people who need them

Particularly one of my most introverted colleagues did not see me happy not expressed what I felt at the time I realized after trying to see if it was the money he needed to make her more calm, I said it's not money I need, so complicated is that I am studying and sometimes I'm sleepy, I have small children, my wife looks like me and work demands even more time

We meet to talk to my head and then analyze the situation to determine that no recharge time beyond what is strictly necessary and to redirect those who needed further increase their finances with more hours

I could see that the money is not everything in regard to motivation and leader learned to identify and ask again and again in different ways until you have for wanting or fatigue that is really what motivates

Y definitely as personal experience which is what motivated me to take these two issues raised in a not so structured but rather explanatory or rather try to expose as is the appreciation that these days I need this to continue striving to lead the best way to who in short are those who play by the stated objectives as a team was that we took when we took the challenge to achieve this year as is typical of many teams that are in constant turmoil to achieve what is often seen as distant at first and after the gear starts to run with the appropriate lubricant to ease the ride gets to meet and why not track to surpass the


Bibliography of Management Leaders, Keys to Leadership (W. Bennis, GM Spreitzer & TG Cummings, eds), 2006

DEUSTO MBA course, Leadership and Human Resources, analysis of organizational behavior ( Steven L. McShane & Mary Ann Von Glinow), Mc Graw-Hill Companies, Inc 2005


Stephen P. Organizational Behavior Prentice
Robbins Hall - 8 th Edition 1999 Organizational Behavior


Horst Bussenius
positive Guides (1-123)

Infant Congestion Medicine

NEWS: Doctors and engineers, the most difficult to fill positions currently in Spain

missing in Spain mainly doctors, but also engineers of all kinds, speech therapists, vocational teachers, therapists and animators, as recorded by the Catalogue of Hard Cover (CODC) for the fourth quarter of 2010, compiled by the Public Employment Service (INEM old) with the information they send to the regions.
10/28/2010 - The CODC is a list of provinces which allows employers to hire foreign workers in origin, provided that the occupations that are difficult to provide coverage and there is no national jobseekers.
businessman originally interested in hiring a foreign worker need only consult this catalog to see if the position needs to be covered does not have enough candidates.
If the occupation requires the listing appears in CODC, the employer may apply for residence and work authorization for foreign employee seeking to recruit and without having to make a job offer to the public employment services.
Under an agreement with the Secretary of State for Sports, professional sports and sports coach appear in all the English provinces as difficult to fill occupations. Also by agreement with social partners in the merchant marine sector, appear as complicated job of covering various professions related to maritime labor, such as engineer or pilot merchant ship.
Aside from all the professions mentioned above, the CODC the fourth quarter of 2010, shows that in many regions have difficulty finding family physicians and some other medical specialist.
In particular, up to five communities need specialists in general medicine they can not find domestic workers to fill those positions. This is the case of Asturias, Baleares, Canarias, Castilla y León and Catalonia. In Murcia require specialists in occupational medicine and family medicine, and pediatricians ask Ceuta.
In the islands, the need for doctors is abundant, to the point where there is demand for some of these professionals in Menorca, Ibiza, Formentera, La Palma, Tenerife, Gran Canaria and Lanzarote.
It is also in Catalonia, where family physicians are needed in the provinces of Barcelona, \u200b\u200bTarragona, Lleida and Girona, and Castile and Leon, where you need this kind of doctors in the provinces of Ávila and Leon.
In Asturias, in addition to missing family doctors, teachers needed technical vocational training in many specialties, as well as community leaders, coordinators of free time, and cooked and cooked preparer. The Canaries are needed
engineers of all kinds. Thus, in La Palma is required technical engineers in informatics, in Tenerife are asked agronomists and foresters, in Gran Canaria need aeronautical engineers and forestry technicians, engineers and computer technicians need Lanzarote and electricity.
Source: Europapress

Arizona Statute Of Limitations Rent

DISPOSITION AND ATTITUDE CHANGE

Pamela Alejandra Acuña Velásquez

MAGEDAM Organizational Behavior, 2010

By setting out what will summarize the main aspects of an important issue that every organization should consider as their most valuable capital is human resources. To come before this problem we are obligate to attitudes, which is one of the issues that has greatly developed in psychology, which allows us to study and perceive the adaptation is an individual facing a change as we are constantly faced to changes either internal or external to the organization and society. It leads us to prepare to take a positive attitude, ie be willing to change. CHANGE LAYOUT

Today we can see that the world moves forward constantly, whether in new technologies, new cultures, new ways of thinking. The times are not like before, and we see it everyday, for example - when our grandfathers tell us how they treated their parents when they were young, - technological changes, once the only means of communication was by letters, there are now from your phone to the internet, and many examples that I can continue to give.
is difficult to know how we will react to a change, so we've learned that you should prepare people, is how we teach in all subjects when they say they are a system and when a change affects each of the parties .
technical studies is said to face a change must "Adapt to it," so you talk about 2 types of reactions in humans, which are:
- Tendency to steady state: when nothing is expected to vary in time.
- Tendency to Transformation: when we are prepared to make a change.
to face a change must "Adapt to it," we must have an "attitude" and this attitude must be positive, it is here where the relationship begins Disposal organization and attitude change.
For a change we have the willingness to adapt to it, we must clear that we sometimes have to put aside such things as behavior, habits, thoughts. ATTITUDE


Among the definitions used, in my opinion, I drew more attention was:
Allport (1935): "A mental or neurological predisposition to respond, organized through experience, which puts directional action or dynamic influence on behavior. "
This is because in almost all definitions of other authors, certainly with some differences, variations of shapes and shades, almost all of them are involved the concept of "willingness" and more or which are less clearly related to behavior.
There are several types of attitude which can range into 3 groups, since any object, phenomenon or event can be part of the attitude. So for example the attitude we take toward politics, work, cigarette, alcohol intake, and attitudes are not necessarily all that exists, or what is going appearing on the road, if not that it is the subject of attitude are those who have a psychological reality. An example in the workplace is advertising a particular company in a product, a publicist in particular seeks to influence people regardless of the degree of truth, in order believe him, so from our point of view there is no right attitude from him, but another person who does not know who is not interested in the degree of accuracy, you may very well perceive it as going to believe in get the product before and believe that the public's attitude is positive.

groups that stand in attitudes:

a) the cognitive component of an attitude that is the individual's perceptions, ideas, beliefs and stereotypes. Example: our attitude toward the Catholic religion implies the knowledge of their doctrine, their history, their priests.

b) The affective component refers to the feelings of the person with the object. This is the most resistant to change in a person. Example: two people have positive attitudes with regard to smoking, may have different personal feelings, because it can be for fear of a disease or the other person just by discomfort.

c) The behavioral component that is the way we act or react to the object of the attitude.

We take a positive approach to change within the organization is willing to say he

Applying the above definitions in the organization can say that:
By belonging to an organization, we are all connected, we are a system, so that to make a change, even in details that are not very relevant, it affects the entire environment can be an internal or external change, for example, when the person is dismissed for failing to meet hygiene good job getting her a new one that performs much better job, it affects the entire environment, because the staff will come to a clean work place so you will feel much better and more motivated, which may extend to encourage him in his work, thus achieving a positive attitude, this is an inner case, now an outer case is when a tax increase, it affects the finances of the company, so that we can reduce some costs that might bother some people and they take a negative attitude and motivation.
The organization is always in constant change, so you must prepare people to take a positive attitude and adapt to them. It was my turn to when I practice in a company that sells tech gadgets, it happened in the case of television, the personnel officer stepped forward and sent to training vendors, so that when the new development will already know that it is to sell the new product, this happened with the plasma, which happened to fall behind now get the new LED screen technology, which the seller was ready to sell it feeling happy, one for the opportunity that was given to learn new things before the change in technology, taking a positive attitude to serve customers, in case you might not have happened until he is frustrated and has taken a completely different attitude to this change occur.
In conclusion, we have that is important to note that the attitudes of individuals are dynamic and subject to constant changes that can absorb either positively or negatively.
If we look at the attitude and behavior, we see that the attitudes would be inherent motivating force of behavior, force would cooperate in high-grade orientation behavior. It seems that between the attitude and conduct some kind of highly complex relationship, because it would mediate many aspects of the individual themselves, so look for ways to influence people to be prepared for any change and this change will not negatively affect the company. Bibliography


http://html.rincondelvago.com/cambio-organizacional.html
http://www.losrecursoshumanos.com/contenidos/5612-cambio-organizacional.html
http://www.maestropsicologo.com/ adaptation-to-change /
http://es.wikipedia.org/wiki/Actitud
http://gestiocriticos.wordpress.com/2010/03/29/el-virus-de-la-actitud-en-una -organizacion /
http://www.mailxmail.com/curso-ser-lider/actitudes

How To Get Air On A Tech Deck

Author: Marta Irene Alata Zubieta
Subject: Organizational Behavior

time ago for me to refer to personality and leadership in terms of determining which of these concepts to the other, was like coming to the conclusion that it first: the chicken or the egg. "
This question is not for an analysis or comparison of ideas of psychologists or a particular author, this is a personal question that I lived and that led me to create change in my personality in terms of employment as predisposition to learning, interaction, proactive and purposeful, ... .. when I had imagined public speaking, debating and publicizing my views?, I tell them what happened to me:
In the city of Copiapo, new hires, we were forming a group of professionals from different areas to carry out a large project which considered the entire region of Atacama (its 9 districts). As a new project in which basically only existed to achieve goals but it was not clear methodology to use, it required a project manager to lead a team of professionals and to determine the shape and structure of work, work innovative to date. The Lord of the Foundation and initiator of the idea of project we had hired but clearly he had not even clear how to deal with the project let alone a group of professionals working on daily tasks and functions designed to develop biased objectives, because there was no defined working structure. 9
So we were professionals willing to receive guidance on how to tackle the big project, against the owner of the foundation had no idea how. In the first 3 months we worked hard but in a disorderly manner and thus not moved anything. In practical terms the project was failing, destined to collapse if not appointed a Project Manager. One day, one of the many meetings, a sociologist very quiet and extremely friendly, until then, dared to propose how to guide the work to a project stage. This idea was well received by all of us. Then the same sociologist began to change their attitude toward work, proposing ideas, offered for the same run these ideas and proposed a restructuring of the project approach. As a result, three weeks later he was appointed Project Manager, a position he held was successful and led to the fulfillment of all goals. That is, this sociologist realized the need for a leader to lead the group and structured how to tackle the project. Can be found, dared and willfully changed his passive attitude towards work to become the leader of the group successfully performed.
this example is precisely what I have been thinking about the relationship between leadership and personality. According to my thinking, it can generate two types of relationships between these concepts: a person is born and develops a personality naturally acquired either by genes or the environment so that then throughout his life in the form and consequent natural it will become a leader, that is, as a logical consequence of his personality. On the other hand, can occur a person whose personal goal to be a leader at work or in the surrounding environment is intentionally pigeonhole Personality preconceived format significantly changing their behavior in the workplace to fulfill its ultimate goal is to be leader. Which way is appropriate considering that one of them flow naturally and the other is accomplished in a deliberate and conscious, what is right? Can both forms coexist in a company whereas only important achievement of objectives?
Now, over time, I was reminded of my experience at Copiapo and try to give some explanation will begin analyzing the concept by concept:
Leadership can be defined as "interpersonal influence exercised in a situation, leading to the attainment of one or several specific objectives through the process of human communication." A particular element of this definition is related to interpersonal influence that leads people to meet voluntary goals to feel highly motivated by the Leader. Undoubtedly the sociologist's example was a good leader, motivated by example, worked very hard and devote enough time to talk with us and not lead to friction of egos in the team of 9 professionals who lived together in the same office.
On the other hand, the personality is only the pattern thoughts, feelings and behavior that presents a person and that persists throughout life, through different situations, ie, the personality is the way we think, feel, behave and interpret reality.
Now if we consider that the personality is part of us and does not change over time, ie, there is a tendency to behave over time in a certain way, this does not mean that a person behave in this way in all cases. For example, if we say that a person is introverted, it means that it is most of the time, but not on all occasions. Moods also influence behavior, so that a person may vary depending on his mood swings.
most likely that each of us are born with our own personality that is not constant in time, be exposed to extreme situations in our lives who manage to develop some features that are called traits of our personality that we make some changes but does not necessarily mean that our personality changes. This is how is it that our personality is one where you can see different shades but in general terms is maintained over time.
Now if we consider that the personality is made up of an interlocking set of features, combined and interacting with them is what ultimately determines the Personality of an individual, then we say that the leadership is defined as the ability of interpersonal influence would become a feature of many that make up the personality of an individual. Therefore the concept of leadership is not a concept that is parallel to the personality, but part of it, because leadership is a trait or characteristic component of personality.
Clearly this feature called Leadership when mixed with other traits such as empathy, objectivity, assertiveness, respect for others, self and ability to learn from mistakes, produce a type of lead healthy, constructive and aimed at achieving.
In the same way that be associated with other traits that go in the opposite direction to those described above will increase the risk of approaching a type of authoritarian leadership, inclusive, tax, aggressive and arbitrary. Interestingly
personality is seen when we are exposed to extreme situations and then when shown or enhance certain features until then unknown to us, which necessarily implies that our personality does not change but given particular situations allows be displayed other aspects of our personality. This is best illustrated by considering the approach of the Johari Window, which shows 4 windows or types of personalities present in an individual: Free Area, Area Blind, Hidden Area and Area Unknown. In particular, in the Unknown area where given or responding to external stimuli the person has personality traits hitherto unknown is how a person can transform from a passive to an individual character or an explosive a tremendously outgoing person quiet.
According to my experience in Copiapo and based on the Model of the Big Five, the sociologist had a personality that corresponds to the group of Agreeableness. But his personality in real terms had not been shown in its true dimension. Thus probably had in his leadership personality trait but was not developed or perhaps was hidden. This feature was shown at the extreme situation that we were facing as a professional, a situation which led him to react and show leadership traits together with other features that allowed them to present as a motivating leader who took the reins of the team and effectively led to the fulfillment of the objectives
My perception about leadership and personality has changed completely to understand the true dimension of concepts, it is ascertained that leadership is part of the personality traits, the latter being determined by genes and for the environment and life experiences. Therefore, although we can change our way of being, we do so based personality characteristics to those with whom we come into the world. But there are different areas (Johari window) where you can categorize the personality and this is how it is within the area that shows aspects Unknown or uncommon or unknown traits of personality that can stay afloat only in situations unusual extreme. It is precisely there where they can flourish positive features or negative traits.

Bibliography:
-Material Master of Business Administration-Organizational Behavior
Horst Bussenius
-Leadership - Urwick, Gulick and Mooney
"Personality differences between individuals, Dr. Corominas
-Personality www.Cepvi.com
-Personality, leadership and power - www.lacasa azulada.com
- The 7 Habits of Highly Effective People "www.ricoverimarketing.es.tripod.com

Weird Sore Under Nose

PERSONALITY AND LEADERSHIP LEADERSHIP LEADERSHIP AND MOTIVATION


By Claudio Cortes Rocha Maintenance Leader
Unv. Arturo Prat. Magister
adm. Companies.
Organizational Behavior.
Professor: Horst Bussesnius Cortada


INTRODUCTION Today

where borders have been open to globalization, organizations and businesses are constantly struggling to become ever more competitive, the result of this is due to people is made up of maximizing their capabilities and making them more efficient. In the organization is essential to speak of leadership, leaders and how they achieve their followers achieve their goals.

One of the essential tools for leaders is the motivation, fundamental for the followers of the leader to achieve their objectives more efficiently and with better results. Leaders like every person has strengths and weaknesses to be the same to know before meeting each other and with their fans and success. This analysis is very important for the performance and benefit the organization or staff. Here

arem distinction between management and leadership, synonyms that we must distinguish and talk as motivation has a positive influence in people to achieve greater performance. Organizations have realized that without this continued investment in its people will become less competitive and will be destined to die rapidly in time. LEADERSHIP



According to the dictionary of the English language (1996), is the "direction or leadership of a political party, social group or community." The Dictionary of Science and Behavior (1956), defines it as "personality traits and skills that offer guidance and control of other individuals."

leader in organizations, is chosen voluntarily by a group or team that has a positive impact on people with the art of communication to achieve their desires and goals.

The difference between a manager and leader is simply that the administrator is elected by the organization appropriate to a profile necessary to pre-evaluated and usually do not get a following and that has to be doomed to run tasks.

A leader also manages the tasks, but this is still one of the team with his gift of communication does have followers and this is fundamentally different from a manager within an organization.

Chiavenatto Idalberto (1993) "Leadership is interpersonal influence exercised in a situation, directed through the process of human communication to achieve one or several goals. "

THE FOUR PILLARS OF A LEADER

• Proof: Leaders must be prepared for surprises on the part of a team or working group, but the leaders for any reason you can give it to them, should always maintain a standard .

• Consistency: The leaders practice what we preach. Must always be the example.

• Reliability: Leaders are always in their booths when they need their teammates to always critical.

• Integrity: Leaders always fulfill their commitments and promises.

STYLES OF LEADERSHIP IN AN ORGANIZATION

• Charismatic Leader: It is the one character who emerges from the political, religious and in the case of the organization for the needs of a working group because it has a positive vision of how to achieve objectives.

Weber defined charismatic authority as "resting on devotion to the exceptional sanctity, heroism or exemplary character of an individual, and the standards or regulatory order revealed or ordained by him."

• Autocratic leader, that leader is that you assume full responsibility and decision-making, has a solid position of strength and control. The answer to his subordinates is obedience and adherence to its decisions.

• Participatory Leader: This leader does not delegate all the responsibilities, before decisions are consulted and devised views subordinates, always listening and analyzing, making them part of the process.

• Liberal Leader: Delegates virtually all responsibility and decision-making. Are passive and expect subordinates own responsibilities and take decisions on their own motivation.

COMPARISON AND IMPORTANCE LEADERSHIP

Through all time both religious philosophy, political, etc. Have been led by leaders. These have been so awesome to create a vision for his followers that becomes a belief that they can not escape.

An example of this is Adolf Hitler, who from 1930 to 1944 was a great leader. According to studies by German sociology of Max Weber, it pigeonholed as a charismatic leader and he conquered and manipulated the masses to achieve their accession, clinging to nationalist sentiments to create a link that would lead to national unification in order to lead. For this in his speeches and theatrical events body was always talking about racial purity, feelings of community belonging and national pride.

"The German people called him the new Messiah or El Salvador, born of social and political demands of a crisis resolution, removing layers below making Germany Europe's domination of the second world war."

Pope John Paul II, whose given name is Karol Wojtyla from Poland, died in Rome on April 2, 2005 at the Vatican at age 84 after 26 years as pontiff of the Catholic church.

is also considered a great charismatic leader, was based on forgiveness and justice, being a Catholic leader very different from the others. Attacked capitalism, said the evangelical leader, always up for people and was a tireless worker.
His charisma allowed him to have a good relationship with various political and religious leaders. Becoming a person of dialogue of tolerance.

His physical presence caused a spiritual motivation inexplicable closeness with God that shine in the limelight.

Nicaraguan journalist Walter Perez, in a communication from Rome, said that John Paul II was a pope who lived his ordeal and is ready to see God, which is its rightful place in heaven. I do not believe in any religion, but the Pope is my role model from now on, "said Perez, who was part of the international press in the Vatican.

The comparison I can determine they were great charismatic leaders, perhaps in the history of mankind. Of their outstanding abilities to lead masses of the gift we had to motivate people to own weapons as theatrical oratory Faith and the only difference in terms of leadership I could find were his goals for his followers. MOTIVATION



is said to be the quintessential leader because the leader must be an entity motivating the team to get excited results.

Motivation is defined as: The act of encouraging the team to perform better to meet their objectives.

A motivated worker does have a better result in the achievement of the objectives, tie ne greater creativity, offer their own initiative and motivation conveys the customer, with greater satisfaction.
American psychologist Abraham Maslow
1908-1970, design a motivational hierarchy of six levels explaining human behavior.
This is the theory of motivation, satisfying different needs with some hierarchical order.

• physiological needs.
• Need for health.
• need to belong.
• Need for esteem.
• Self-realization.

Abraham Maslow. "The self-realized man." Pp. 236-266. Ed Kairos, 2007. Barcelona.

The inference I can say about Maslow and his theory is that the needs are actually this hierarchy, the distances between these steps depend on the possibilities of life and I can also say all options having the capacity for satisfaction also depends on individual, some more and others less.

McGregor, born in 1906 in Ditrit, USA. Ph.D. in psychology from Harvard, postulated the theory X, Y. Which classifies two types of individuals within an organization.

Theory X: These individuals prefer to avoid work if possible preferring to be addressed and to avoid responsibilities, leaving their work in the background.

Theory Y: These individuals are more optimistic and believes that people want to work for themselves, derive their satisfaction from their work, have the ability to receive responsibilities, applied imagination, creativity and problems facing the organization.

Today we also speak of the Theory Z, this postulates that individuals can not separate their personal life of his work, his condition is not unrelated of man and the humanization of work. It

proposed by McGregor and the relationship that I do in my work. I am leading a small team, consisting of no more than four people, where I can clearly identify what was said by the psychologist. I try not to make a distinction in the team who is the leader, but not neglect my responsibility, which I hit every day is the motivation of my colleagues by introducing them to the new challenge of the day and as we embrace a positive, giving to meet each, where X or Y the importance of their contribution to achieving the goal. I am a people neighbors to change according to your environment, but I am also a more confident, if convinced that the environment of an individual can change from the and the benefits and rewards that you receive in return, used primarily as a motivational focus its own "loved ones."

OTHER BIG MOTIVATION: John W.

Atkinson and David McClelland, proposed in his theory that motivated people have three drives: the need for achievement, power and affiliation. The balance of this depends on the people.

David Nadler and E. Lawler: given four on organizational behavior, expectations,
• Individual and environmental factors.
• decisions about their behavior in the organization.
• Needs of desires and goals.
• Behaviors that may lead to the desired results.

Vroom, was another exponent recognizes the importance of various individual needs and motivations. It is more realistic than Maslow and Herzberg, consistent with the management system goals. BIBLIOGRAPHY



• ricardo Solana F adm. Organizations. Eds. SABAires Interoceanica 1993.
• Stoner, James, Freeman, R. Edward and Gilbert Jr. Adm.6a. Ed Pearson, Mexico 96
• Koontz, Harold, Weinhrich, Heinz Adm.Una Global Prospects, Mexico 1999.
• Sallenave, Jean-Paul. Integral Management Nole competition issues.
• Wy B. Bennis Nanus 1995, Lederer, the "4 keys to effective leadership."
• English Language Dictionaries 1984. Madrid: polyurethane foam-Calpe.
• Adair, J 1990 leaders, not bosses. Bogota: Legis.
• Hitler, Adolf. My Struggle. Chile: Ed Trasandina, 2001



WEBSITES • E: \\ Master \\ lideres.htm types
• davidjuda.blogspot.com / ... / douglas-mcgregor.html
• E: \\ magister \\ Theories the Motivación.htm
• E: \\ Master \\ The most intimate secret of the Fuehrer • ELPAÍS_com.htm
• https: www.biografiasyvidas.com / biography / e / Eisenhower.htm

Problems Withpoptropica Logging Me Out

Master of Business Administration - UNAP - 2010 Organizational Behavior Module

By Walter Sierra López

I must confess that for me is a great challenge to write about these two topics I've chosen not only because of how extensive can become, but also that it is seeking to scrutinize the human mind trying to understand what is suitable (or not) against the development of good leadership and sound decision-making.
There are things that often make me question the validity of the Theory and Practice in front of the two concepts generally do not match the reality, and a key aspect motivated me to address both issues is seen in class diagram, which is herein below, do not want to seem illogical, but really for me was very different "view" and then to "watch", "mature" and "chew" or at least try, I invite you to take a look and watch carefully:
Interesting, right? ... For this reason is that I want to discuss these 2 issues of Leadership and Decision Making, I refine the theory to my approach staff, and share with you my thoughts on the matter, then we are on hand and to start I want to quote some definitions of leadership I describe below
Leadership can say that it is any capacity that an individual may have to influence a group of people (followers), making this group work with enthusiasm in achieving common goals. Is defined as the ability to take initiative, manage, hold, promote, encourage, motivate and evaluate a group or team.
Or maybe we can move to a more short (no less accurate), as described in the Organisational Behaviour module, where we define that:
Leader: A person who has more influence on the group, which the group in .
This definition implies that there is a leader who can influence and motivate their followers. Hence, in studies Leadership is an emphasis on persuasive power and influence over others. Traditionally, the sum of these two variables has been called Charisma. However, there are current studies in psychology and sociology that have concluded that charisma has no historical importance had been given and that there are other factors that are determinant in building leadership.
We also mention that there are different leadership styles defined on the basis of leader development, among which are:
• autocratic leadership (where the leader is the only one in the group that makes decisions about work and the organization) .
• Democratic leadership (where the leader makes decisions after group discussion encouraging, considering the views of their followers).
• Leadership paternalistic (where the leader makes most of the decisions giving rewards and punishments at a time). Encouraging their followers with rewards if they target.
• liberal leadership (laissez faire), the leader adopts a passive role, leaving the power in the group and members of the group enjoy total freedom, and have the only when asked for their views. • Leadership lateral
: (performed between persons of the same rank within an organization)
Another type of classification we can find according to the Theory of Bass (1990) where we can distinguish 3 types of leadership, according to the type of leader's influence over his followers (or subordinate), and we define:
• Transactional Leadership: It is one in which followers are motivated based on the expected benefits for the achievement of goals or tasks. Indeed, this style involves a negotiation process between leader and followers.
• Transformational Leadership: Is that where the leader leads to achieving standards of excellence, individually and collectively, through the establishment of a vision and a common vision, the leader has the ability to modify scale of values, attitudes and beliefs of the followers. Laissez faire
• Leadership: It is the one where the leader relinquishes control and allows them to be subordinates who make the decisions. Independent
definitions, I would like to mention the definition of the Authentic Leader (as if others were not) but I find it quite interesting to include it as follows:
• Authentic Leadership: the one leader who focuses on leadership first place itself. He is a leader with great self, fair, spiritual, compassionate and generous. Only once the leader's mind can lead others. Reviewing all definitions
described above, we find that as a general rule the definition of leadership means that one person (the leader) who can influence and motivate others (followers). Hence, in studies on leadership emphasizes the power of persuasion and influence.
Following the above assumptions we obtain the following conclusion:
All I can tell a leader is to have followers, no leader without followers.
Let me disagree with that, I think the Leader is the person with his qualities and abilities to exercise leadership in the inter relationship with his followers, that is, I reformulated the sentence earlier, saying "there is no leadership without followers (the influence of the leader of the group), but the leader still exists, since it retains its abilities as such. Defin Arieu
and the leader as "a person capable of inspiring and associate others with a dream." It is therefore important that organizations have a mission high transcendent, since it is a powerful way to strengthen the leadership of its directors.
5 months ago at the time I am faced with a situation, leading a new team, after 8 years leading 2 areas in other national company, constantly reflecting on how my leadership influence or interact with the quality of decision making is at this point where I link the two concepts "Leadership and Decision Making", by which I think is one of the activities of the leader
When leadership is required, commonly for office in an organization, we speak of formal leaders. Thus, this leader should have certain skills: communication skills, organizational skills and administrative efficiency, which is to say that a good leader is a person responsible, communicative, and organized today's large number of modern companies are changing the old concept "Chief" by the new concept of "Leader" is within this contextual framework, that more business leaders (managers and executives) must make decisions every day. Their management is based on the decision-making, and quality of those decisions, is one of the most important elements of leadership to achieve, both in magnitude and quality.
There is a direct relationship between the mechanism of decision making and the perception of leadership that produce those who have become leaders of their groups.
is widely accepted in today's environment that the model of more effective and efficient management in business today is leadership. Faced with such a major statement
becomes increasingly important ask what are the keys to success in leadership?
In my opinion, there are 3 key characteristics for successful leaders, which are:
be competent in the area that plays the lead, whether it be sport, work, religion, etc. Bad could a group of followers to be motivated by an incompetent leader in your area.
Another key is the communication, I think that is the hallmark of a good leader, be a good communicator, to coordinate, encourage and urge their followers to achieve common goals.
Credibility: defined as having the quality of being credible. Credibility is important for any leader and people are more willing to follow someone if you can believe what that person says and does. One must remember that there is a difference between management and leadership.

which I try to grow every day, in the way of "building" day by day as a leader. Decision making


Let us focus now on the second concept I want to associate with the Leadership, which is the decision-making, in my opinion, there is a leader who makes decisions (except for the laissez faire), which in my opinion not for an active leader, but rather a passive leader (or decorative). Let's review a definition that seems pretty accurate the decision-making process that says
Decision making is the process by which a choice is made among the alternatives or ways to solve different life situations, these can occur in different contexts: at work, family , sentimental, business (using quantitative methodologies provides management, etc.).
is, at all times we make decisions, the difference between each of these is the process or the way in which they are reached. The decision is basically to choose among the available alternatives, in order to solve a current problem or potential (although not a potential conflict becomes apparent.)
Decision making at the individual level is characterized in that a person makes use of its reasoning and thinking to choose a decision to a problem you face in life, that is, if a person has a problem, it must be able to solve individually through making decisions that specific reason. In the matter making the choice of a way forward, so at an earlier stage of action alternatives to be evaluated. If the latter are not present, there is no decision.
Unlike the effects that can cause a decision right or wrong from the point of view of the leader or the individual are the consequences and / or potential effects on the group, obviously the only affected individual himself, being the leader affect (positively or negatively) to the entire group, which is why it makes more relevance is the correct decision making in front of the group's leader, as bad choices can take you not only lose credibility with your group but also to lose its leadership role.
decisions can be classified taking into account different aspects, such as how often they occur. Are categorized as to the realities facing these decisions regardless of the situation to decide and how to decide (Lander Ramos Basan) define 3 types; Scheduled, Unscheduled and business context, briefly review these 3 definitions
programmed decisions: These are taken frequently, ie they are repetitive and becomes a routine to take them, like the kind of problem solving and occur with some regularity since it has a well established method solution and therefore already know the steps to address these problems, for this reason. The person who makes such a decision does not need to design a solution, but simply governed by the above has been followed.
unscheduled Decisions: decisions are taken on issues or situations that occur infrequently, or exceptional. If a problem has not been presented with often enough to be covered by a policy or if it is so important that it deserves special treatment, should be handled as an unscheduled decision. Problems such as allocating resources in an organization, what to do with a production line that failed, how to improve community relations, in fact, the most important problems facing the leader (eg a manager) - usually require decisions unscheduled. Context
business decisions: In general organizations and companies in particular often exists a hierarchy that determines the type of actions taken within it and, consequently, the type decision to be taken, Administrative Science divides the company into 3 hierarchical levels:
1. .- High level strategic direction, global planning across the enterprise.
2. .- Tactical level planning business subsystems.
3. Operational level .- Development of daily operations.
hierarchical and departmental organization of a company.
The louder the Leader in the hierarchy of an organization, the ability to make unscheduled becomes more important, since such decisions are those that affect those levels. Therefore, most of the programs for developing managers seek improve their ability to make decisions not scheduled, usually teaching them to analyze problems in a systematic manner and make logical decisions under such a scenario becomes more important the quality of decisions made by the senior leader. Which I find very interesting. Today
is such programming, studies and research on the subject, we can make reference to a Process "structured" Decision-making, we can segment the following steps:
Identify and analyze the problem: It is about understanding the condition of the time of viewing the desired condition, ie find the problem and recognize that it must make a decision to reach this solution.
Identify and weigh decision criteria: It consists in identifying those aspects that are relevant when making the decision, that is those patterns which depends on the decision taken.
Define the priority to address the problem: Based on the impact and the urgency that we have to address and resolve the problem. That is, the potential which is vulnerable, and the time available to be taken to avoid or at least reduce this impact.
Generate alternative solutions: involves developing different solutions to the problem.
Evaluate the alternatives: This consists of a detailed study of each possible solutions were generated for the problem, ie look at their advantages and disadvantages, individually regarding the decision criteria.
Choosing the best alternative: In this step you choose the alternative that the evaluation is going to get better results for the problem. (In my opinion is the critical stage).
Implementation of decision: To implement the decision in order to assess whether the decision was correct or not. The implementation will likely result in making new decisions, minor.
Evaluation of results: After implementing the decision is necessary to assess whether or not the problem solved, ie if the decision is having the expected result or not.
In my opinion, and the stage where a leader exerts Key Leadership (pun intended) is in the "choosing the best alternative", a process which tests the true competence of the leader, who then must persuade and motivate their followers to join them to success, having made the decision, and make their plans into action.

From a business perspective, the challenge today is to relate not only to efficiency leadership, but it is necessary to evaluate the influence of the leader on the decision making process, and hence the formulation and implementation of the strategy. Consequently, a significant gap between theory and practice is to develop a model that integrates the impact of leadership style on decision-making process, important factor when defining the concept of "Strategic Leadership" and its subsequent effects about collective leadership will, business, sports, military, etc..

If we make a parallel between life and war, the Leader and a Lion, and supporters with the Servants, it seems very appropriate to quote the following phrase from the Greek writer Plutarch (50-125). That says

"An army of deer led a lion is more feared than an army of lions commanded by a deer. "

Have a great day!

Bibliography:
1. Ana Polo. "Forget charisma, the real key to leadership."
2. Kouzes, James M. and Posner. "The Six Disciplines, Credibility: As you win, lose, and because people claim." Jossey-Bass Publishers. San Francisco.1993. pp. 51
3. Internet. http://www.proverbia.net/citastema.asp/tematica=1778
4. Leadership, by several authors. Harvard Business Review. Deusto. 2004.
5. Class Notes.

24/7 Walk In Clinics Toronto

DECISIONS AND MASTER IN MANAGEMENT AND QUALITY in Health Facilities

The Master Management and Quality in Health Care Institutions , is a Graduate program that began a few weeks ago the School of Nursing at the Universidad Arturo Prat. Students cover a range of different specialties, which benefits the participants and provides a multi-approach. Indeed, doctors, nurses, medical technologists, psychologists, veterinarians and fonaoudiólogas.

Its modules include "Leadership and Management Skills" and "HUMAN RESOURCES AND ORGANIZATIONAL DEVELOPMENT applied to health care institutions, both dictated by the teacher Bussenius C. Horst, School of Psychology the same university.

The coordinator, Ximena Ibarra, was very satisfied with the quality of students and the learning gained so far. HBC

Va Home Loan Funding Fee Seems High

1920 The house is a hosteling that is close to completing two years, occupying an old building in 1920, a beautiful and spacious house of patrimonial, but completely remodeled preserving its original architecture and design, and has incorporated all the functionality and modern classic details respecting the time of the nitrate boom, who scored and gave identity to the area.

La Casona opened its doors in late 2008, and its services are geared primarily to young extranejros and Chileans who want to stay at affordable prices in beautiful places where the main focus is on sharing and cultural activity. Thus addition of young Chileans has been Dutch, German, Brazilian, Swedish, English, Australian, American, French and other nationalities. In addition, La Casona 1920 since its inception has worked with dance, drama, sports and arts in general, providing accommodation and food service for free on several occasions for activities such as international film festivals, national meetings of dance and theater, artistic events and a series of lectures for the community.

have been the continuing efforts of its owner, Miss Isabel Bussenius , which has allowed in his short life nearly two years La Casona has achieved all this. This perseverance, tenacity and entrepreneurial spirit of Elizabeth has been recognized by the community and state agencies. Thus won first place SERNATUR-along with a group of local businessmen, in the dissemination of a route that runs along most of the region, thereby strengthening the association and also teamwork. He also received the award for "Seed Capital Online Business "recently granted by SERCOTEC.

Finally, we mention that innovation, entrepreneurship and quality policy conducted by the owner, have strengthened the business, and have enabled The 1920 mansion is now in the process of certification, with Chilean and international standard in their area.

Silver Cinemas Ticket Prices

INNOVATION AWARD AS A TOOL FUNDAMENTAL MOTIVATION FOR LEARNING CULTURE AND EQUIPMENT

By: Isaac Calderon Fernandez
TEACHER: Psychologist Horst Bussenius C.
MODULE: Organizational Behavior


Today there are very few people who learn effectively and many people who believe that learning is obtained as only by reading or listening. If however the human learning is related not only to read and listen but also to education and personal development and this plays an important role motivation means having the desire to do something which should be directed properly to promote David B.
learning Balkin and Robert L. Cardy in his book Human Resource Management believe that learning is the process through which they acquire new abilities, skills, knowledge, behavior or values \u200b\u200bas a result of the study, experience, training and observation Y and the most important motivation considerolo as one of the most important mental functions humans

LEARNING IN THE WORKPLACE module
When I was taught Organizational Behavior at the University Arturo Prat by the academic psychologist Horst Bussenius C. I realized that studying for a reason to learn if yet most of us in our work situation learn just to accomplish a task, or just to read a certain number of pages nullifying the importance of these main purposes LOGR prendizaje 'm subtracting our care and development company. Realizing
along Psychologist academic teaching how important horst Bussenius C plays the role of business in function of teaching and communicating to their employees the various aspects of it and see how important the role of the worker in relation to their motivation.
this school gave me a lot because my job function basically consists of all property of foreign trade embodied encounters with different cultures (Korean, Chinese, Bolivians, etc..) In which is very important not only in my funsion if not all field work. metallized how important is the objective of opening the knowledge to understand and understood ways unknown to be enterprising course which should be to obtain some success through learning, which leads me to conclude that the purpose actual study is to acquire the ability to do something again to get to understand something. Today
in this dynamic market and digital (internet) usually judge a person or worker so I can do and not by the number of data that is stored on your brain, resulting in an area i professionals in other areas totally different from what knowledge does this mean?, there is no point unless you acquire knowledge enable us to do something more effectively.
Simply learn something does not guarantee an improvement in doing so, if you do not learn in relation to something we can do, is therefore that while we're studying where we think we will take this knowledge later. An interesting text
Udo Bleimann of the University of Applied Sciences Darmstadt, Germany, offers a step forward in the traditional pyramid Data → Information → Knowledge. In this paper, the author suggests that through the integration of knowledge, skills, personal qualities and understanding, we move to a higher level embedded in the logic of competition. Where as you climb the pyramid levels, the tasks become less routine and demand more and more adaptability. That is, + knowledge - technology

Many times I question whether and learned enough to face the working life realizing realizing painfully not with this constant evolution (internet) one stops learning or neck position on a site, why? The answer in this pyramid of LEARNING.

Looking in detail the pyramid of learning (Learning Pyramid) we realize that our system of social and academic training seems to have stuck mainly on the use of the two least effective methods available: classes and reading. These processes by which only recall respectively, 5% and 10% of what is taught. That is, learning is very limited if you only read or hear the matter the subject for a period of time.
However, at the other end of the spectrum a strong retention rate of 75% and 90% are characterized by what one can learn by "doing" and what you teach others. Ie "doing" are best learned theories.
Therefore, it is very important not to stick a lot of reading but also in practice your knowledge through daily practice and constant shaping you as an entrepreneur.

Finally, after all, specifically within our profession the facts "speak" more than words;

The
MOTIVATION. In humans, motivation encompasses both conscious and unconscious impulses. The motivation theories in psychology for a level of primary motivation, which refers to the satisfaction of basic needs such as breathing, eating or drinking, and a secondary level referral to social needs, such as achievement or affection . The self
Solana, Ricardo F.. Administration Organizations. Interoceanic Ediciones SA Buenos Aires 1993 indicates that the motive is, in short, what makes an individual act and behave in a certain way. A combination of physiological and psychological thought processes to decide, in a given situation, what force is acting and direction is channeled the energy. "
Motivation in the Workplace Motivation
means having the desire to do something. We motivation when: a.
know exactly what we expect to obtain.
b. If we really do.
When your these motivated can do any work when you know what you expect and you realize why you should do. This is because we're making something that we seek and desire because we know how helpful that will obtenerlo.Se can say that the motivation is the cause of behavior of an organism, or why the body performs a certain activity
For example
• remember both of which exposes a teacher in a particular class.
• Now think about what we remember when we explain how to do something I really wanted to learn to do. Today
next to the pyramid of needs Maslow s: that is the theory of reasons why people are motivated to satisfy needs different types of classified certain hierarchical order. An emerging new theory of the three stands culaes John W. needs Atkinson which proposes in his theory that the motivated people have three drives:
• The need for Achievement
• The need for power
• The need for affiliation
The need for application is one in which people are seeking closer partnership with others.
The need for power is the extent of control the person you have about your situation. This somehow relates to the way people handle both success and failure.
can sometimes find people who fear failure and erosion with particular power, it may be an important motivator. Example
New Codelco Executive President Diego Hernandez who in his previous position was executive president of BHP Billiton in his new position liquidation fall by 500% compared to his former post
But for others, fear success can be a motivating factor.
example we can cite the case of certain celebrities (musicians, actors or athletes) than when they have reached a certain degree of fame and fortune are complaining about the intrusion into his life, which somehow diminishes their sense of power or control.
In conclusion, I make clear the importance the government if it is common for normally held on responsible business motivation of the need to find ways to increase the performance of employees with regard to the negative trends of economic and social development. However, the problem lies in the implementation of inadequate policies in the context of the company or organization without the motivation to sus trabajadores y la falta de profesionales capacitados para afrontar tales retos en el ambiente laboral. Para esto se debería incluir la motivación como influencia en la organización y mejorar su rumbo de ideas para poder competir en este mundo modernizado. Para esto no solamente
Para esto es necesario no solamente las empresas en relación a la motivación si no el gobierno como país es indispensable gobernar la globalización. En las cuales debe aplicar políticas nacionales activas y la motivación como arma de la organización laboral para alcanzar estas metas y objetivos dentro del mundo competitivo.
Es de suma importancia mencionar que sólo lograron alcanzar altos niveles de desarrollo los países that were associated motivation in organizational work, the global order from its own internal integration and motivational development. This is as true today as in the accrued pasado.Es psych why the government and companies that work motivation will have a significant importance in this world of competitiveness and productive effort.

Play Poptropica Without Flash

HIGH PERFORMANCE Assertiveness and Communication

CULTURE AND EQUIPMENT OF HIGH PERFORMANCE

KEY FACTORS, BARRIERS, AND CAUSES OF FAILURE FOR ENTERPRISE DEVELOPMENT IN A MINING SERVICES
By Constance R. Ruiz

1 .- Introduction
A society where everything changes so quickly, the only sustainable competitive advantage over time is to adapt faster than our competition. Companies that are moving faster, are those who experience change as something normal, which is generated from all levels, because in them there is a culture of leadership.
should also stress that organizations do not change if they do not first people that shape them.
In this competitive market, you can not afford the inefficiencies that is why we present a new management model, "High Performance Teams", which has among its characteristics to generate a more lightweight, horizontal, allowing decisions to be effective and timely manner. Thus, the question arises of many executives, how can we make our computers become High Performance Teams?
To understand the dynamics of this concept, it is necessary to begin by identifying the difference between the groups, computers and high performance teams and to revise the organizational conditions and skills of those who make this type of equipment.
2 .- Working Groups
The working groups are comprised of people with different skills random, who interact primarily to share information and make decisions for each member the group develops in your area of \u200b\u200bresponsibility. These working groups will make their contributions through added inputs, independent and separate, not more than the sum of its parts and in general lack a shared purpose or objective
Task 3 .- They consist
a small number of people with complementary skills and abilities, committed to each other and with a significant purpose, goals and collective goals, with a clear work proposal and a sense of mutual responsibility, develop essential basic features such as unity, harmony, cooperation , drive, confidence, enforceability, meaning membership and have positive synergy.
4 .- High Performance Teams
A criterion distinguishing between a computer and a high performance team is that the latter are more committed, more powerful and less frequent than normal equipment.
4.1 What does a High Performance Team?
optimize resources at its disposal, material and human resources to produce goods or services above the average produced by similar equipment, these machines get more performance than its competition. Then, high-performance teams put into practice the values \u200b\u200bthat motivate them, give back to the organization, helping it to remain competitive, teaching and influencing others to develop effective team behaviors.
4.2 How to work the high-performance teams?
perform their tasks in a special way: they feel, relate and behave differently than they do common groups and teams, have a general mood, an attitude shared da volcanoes and deeply committed to his task, care to facilitate and manage interpersonal conflicts constructively promoting the achievement of goals. These high-performance teams have a leadership in which the leading role is shared by each member to strengthen the interdependence and decision making. 4.3 Conditions
Organizational support development and survival of a High Performance Team.
For High Performance Teams to develop as such it needs to undertake major structural changes, set aside for example, the traditional model of "command and control." Also, you must establish values \u200b\u200bthat promote the formation and unit teams within the organization, policies have to be aligned to reward the achievement of team performance, promote a leading facilitator of processes. The facilitator must continuously transmit and reinforce the vision and values, communicate and listen, build self-esteem and self-confidence, build enthusiasm, provide guidance and guidelines for action, encourage personal development and collective learning, promote and maintain healthy relationships within the team, help solving no problems, but to teach and encourage thinking about solutions to confront them and solve them, encourage initiative , ability to delegate. The leading facilitator, one who plays the role of building the union-organizing team since the one hand, is going to worry because the teams are aligned to the objectives and values \u200b\u200bof the organization, and secondly, it will encourage teams to effectively achieve high performance.
Thus, organizational conditions create an environment of awareness, responsibility and communication effective that helps teams to maximize their impact on our business. 4.4 Factors
essential and critical for the High Performance
At this point you need to answer questions such as what moves the team members of high performance?, What competencies are key to participation in a high performance team? , or what happens to an individual to participate in these teams?
To explain the above questions, it is necessary to review three essential and critical factors for achieving high performance in teams:
4.4.1 The Passion
life force, is a flame that enlightens as well as deeply energizing actions they are made. Generated in our staff responsibility, commitment, not a responsibility that weighs, but it is a pleasure to possess. In this sense, being passionate can not leave work badly done, it leaves a person with a sense of lack of commitment.
When team members act passionately move from a deep certainty and security and are consistent with themselves. 4.4.2 Flow

Streaming appears that willingness to act from the authenticity, to connect with others towards a common task. However, for this dynamic could occur requires the presence of a particular kind of authenticity: authenticity, self-knowledge. Where each member of the team looks within himself and is best known to himself, integrating strengths and weaknesses, emotions and thoughts.
is through experimentation with this state of flow that can access a happy self-realization, improving interactions within the team, based on reciprocity and respect. 4.4.3 Expansion

This competition is light and energy that radiates to the rest of the people around us.
In High Performance Teams radiates energy due to the closeness with others and to stay connected in an atmosphere of harmony.
The expansion gives uniqueness, connectivity and closeness among members, while respecting each other's boundaries, so do not transgress the identity of individuals.

5 .- Model of High Performance Teams *
To generate a proper understanding, we will present a graphical representation contained in Figure 1, which shows the model's components and their relationships, incorporating the key skills .
Figure 1. Graphical representation of a model of High Performance Teams, Organizational
5.1 Conditions
is important to have the organizational conditions that facilitate the emergence and permanence of the equipment. These conditions are related to cultures that are conducive to high performance.
5.2 The presence of a Lead Process Facilitator, plays a key role, is responsible for fostering the conditions necessary for teams to demonstrate the high performance, while maintaining the same, aligned to the purposes of the organization.
5.3 The Individual Human Factors, responds to the need for people with different skills and competencies, which should effectively complement achieve superior performance, key competition at this level is the passion prompts people to perform its tasks in a self-motivated.
5.4 The coordination of actions, is to establish a link between different members organizing the equipment and skills to put them in this way to serve the common goal. To facilitate the interaction between them, increasing the commitment to the common goal.
5.5 The human process, this process is the deployment of the expansion of the team, can achieve high performance in an efficient and effective, and to respect the individuality of the other, given the opportunity to self leaders and autoconducirse to finally raise both performance and enjoyment.
5.6 The result of the high performance team has two dimensions: first achieve the targets set, and may even overcome (the what do they do it?, On the other hand, the result is supported by the particular dynamics that took place during the process (how they do it?). Then, the achievement of the goals for high performance equipment includes expansive emotional space, which present the three core competencies together.
6. Barriers and Main Causes of Failure in Developing High Performance Teams
In my experience, I could see that the main barriers and / or failures in the market for contractors in the Major Mining Equipment Development High Performance Work are: a.
Lack of direction and common purpose. Our companies do not adequately define the objectives you want to achieve with their respective indicators and targets. B.
Competencies and skills are difficult to standardize on the makeup of the group, influenced by the high turnover of human resources, especially on labor with extremes of temperature and atmospheric pressure, such as Collahuasi and El Abra. C.
Unwillingness to work with emerging conflicts. Our leaders have the skills to deal with these situations and make changes. This, of not having a study skills gaps in the levels of supervision, to feed the annual training plans that can meet these skills shortages. D.
Resistance the change of our managers, managers or supervisors, who are still using the old ways of doing things. Managers who can not delegate and want to maintain control even if they expect others to do so. The main excuse is that workers can not make decisions because his wealth of experience is not enough. This denotes that our organizational cultures have a significant space for improvement. E.
Competition among members, often generated by the leaders themselves, ignoring their role as facilitators of positive organizational climates. F.
Lack of trust between management and labor. G.
Lack of faith in the capacity of workers to meet results.

7 .- Conclusions In this study, we aimed to summarize the main definitions and distinctions that exist around the High Performance Teams and those aspects that favor its development in our organizations, as well as identifying practices that discourage their progress in our business culture.
Keys to success at the time of build and enhance these High Performance Teams are identifying three competencies considered essential: the passion, the flow and expansion. They are also vital organizational conditions to facilitate the emergence and permanence of these teams, since a culture that does not support the dynamics of these, as indicated in paragraph 6 .-, you can subtract, restrict or impede the scope you could ever have. In this, the Process Facilitator Leader who has the mission to worry that they are given these conditions, because both teams shall be aligned to the purposes and goals of the organization constituted as a channel of communication between the parties. Furthermore, this leader is in charge of providing the right people and put at the service of common objectives, their technical, relational and themselves, which were called Human Factors Individual. Factors being implemented and provision of equipment can result in, superior results. Thus, we arrive at the results reported by one hand, the achievement of established goals and overcome it (most times) and their production within a expansive emotional space, another space that brings unexpected benefits both individual and team.
For all the above, you can reach to suggest that the presence of high performing teams in organizations, provide the means to develop human capital that they have, increasing levels of employability of our workers. This proposal is attractive for our companies, but also require our managers generate policies to retain these people and prevent them from being lured by companies that are part of the competition. In this scenario, the organizational conditions play an even more prominent role than they currently own and practiced in our industry. Bibliography

- Angel, A. (2000). Work in high performance teams. Accessed July 19, 2010, in http://www.analitica.com/va/economia/organizacion/5383512.asp
- Covey, S. (2005). The 8th Habit. Buenos Aires: Polity Press Company.
- Echeverría, R. (2006, October). High Performance Teams: A model of intervention. Paper presented at the seminar "How lead his team to the High Performance? ", School of Psychology, Universidad Adolfo Ibanez, Santiago, Chile.
- Herrera, R. (2006). The high-performance teams. Expanding borders, integrating worlds. Accessed July 21, 2010 in http://raulherrera.cl/?p=223
- Robbins, S. (2004). Organizational Behavior. Mexico: Pearson Education.