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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.

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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.

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ASSERTIVENESS AND COMMUNICATION

By Graciela Hurtado González


The concept of assertiveness is closely related to communication between individuals, both interpersonal and labor, because the assertion is a mature communication behavior, in which the individual without harming, nor subject to the will of another, expressed their beliefs and defend their rights. Therefore we will address these concepts together.

Assertiveness and Communication Skills
staff which individuals express feelings, desires, opinions and thoughts, in a timely and appropriate, respecting others, not less cabaret. In this way, people get or achieve their objectives without inconveniencing others.
Assertiveness is a strategy and also a communication style that is at an intermediate point between two opposites, such as aggressiveness and passivity.
Assertiveness from the standpoint of modern psychology, contributes to the understanding and improvement of social relations. This behavior allows people to act based on the interests that motivate them to act to defend himself without anxiety, expressing honest feelings, exercising their personal rights without trampling on the rights of others. Compromising the ability to fight for their rights and express thoughts and beliefs directly and appropriately.
Moreover, assertiveness seeking personal welfare, ie happiness with the work environment, sentimental and emotional.
act without being assertive, leads the individual to have extreme behavior, either passive or aggressive. In the case of individuals with passive behavior, others violate their rights, and if people act aggressively, this individual violates the rights of others.
As communication is the means by which individuals express themselves verbally and nonverbally, in which we find in the case of the issuer subject to verbal messages and other receptor, resulting in the second individual reaction change their role to be an issuer, thus becomes the second receiver. And in the case of nonverbal communication is manifested through attitudes, postures, movements and gestures that express and communicate to others is an art of communicating in silence. Related
two concepts get a tool for improvement of relations between individuals at both personal and professional.
Communication is an exchange of messages depending on how it is established, it can meet its goal to communicate or not the person or persons to whom it is issuing the message, here's where you see the way we communicate This can be assertive or inasertiva. To establish good communication should be considered, that all people are different for both
Communication is a basic element of social, personal, family, etc. Since no communication could not establish any kind of relationship, according to this we find different types of communication, then I will mention the most classical and best known:
• Verbal communication: it is that we do when having a conversation with another person.
• Non-verbal communication (gesture) is we do when we move our hands, eyebrows, eyes, etc. In short it is gesturing to the other person understands, such as when we say we wait a little, we waved our fingers and the other person immediately understands.
• Written Communication: This type of communication, is referred to when communicating with others either via mail or letter or other written means.
For communication there are certain factors that must be present, because if they are not present there is no communication between the factors involved in communication are:
• Issuer: is the person issuing the message which brings it up.
• Receiver: a person who receives the message.
• Message: key is communication, communication without him there.
• Channel: A means by which the message travels, may be telephone, paper, speech, etc.
• Code: the way it encodes the thought or message. We have very
clear that communication is a process that occurs between two or more persons, never will be only one person, and that if it happens that case we are talking about a "Monologue", we should also have the knowledge that during this process, the roles will exchange, ie, the sender becomes the receiver and vice versa.
We must keep in mind that inside there are also communication barrier, which they call "communication barriers", among them we find:
• Noise: this is referred to may be the environment where there is communication encounter noise, thus being a barrier that causes confusion or simply not understanding the message.
• Semantic: these barriers deal with the little knowledge of certain words, as we do with technical language that people use everyday language and with whom.
• Speech: etas refer to the way we talk, because they may talk too fast and do not understand the message.
• Interpersonal: This refers to the affection between two people, who have a negative effect, there may be no chemistry between them.


This can take different directions as they may be the following types:
down: communication down, generally given to managers to subordinates. Ascending
: Simply words is upward communication, ie employees, are required to report certain situation to their heads and these will inform the general manager. Vertical
This type of communication occurs between people of equal rank, to give a name, in other words is between peers, as between friends, between colleagues floor, etc.
Communication is very important in all activities of our daily lives, since she manages to engage with society, and we convey our thoughts, feelings and ideals to others. To ensure efficient communication in an organization the leader must be concerned about and committed to the philosophy and behavior Company, with the knowledge that is necessary to communicate with employees of the organization, trust and value to members of the company to have a commitment to the two directions of communication (uplink and downlink), and could design a good communication program.

communication is intertwined with such assertiveness, assertiveness Taking

for things we can achieve good communication with the person that I want to deliver the message because as explained above assertiveness is the "correct" and kindly tell the other what I'm feeling, so I can defend my rights and fight for what my goal, to achieve my common goal, so the message I give to another individual, will be absolutely understood and taken in good shape, with this we can achieve many things, and should not be afraid of rejection, since I can perfectly cast asserting a Message a superior, and this will be understood in a friendly and satisfactory. An example I can give is:
When we need to ask permission to go to the doctor, ua activity of our children, if we approach our boss in good shape, with humility and defending my position succeed in getting a good reception from him individual, however if

do with arrogance, aggression, vanity, we will not get anything in return and Obviously the answer will be a marked NO. Another point and the opposite occurs when up to us to dismiss or to call attention to someone, but in a way that it does not feel bad, and do not feel impaired, so we must act with assertiveness, saying things wisely, sincere and friendly manner, so that is a more familiar environment and manage to get a nice efficient communication to the rest.

Bibliography:
http://es.wikipedia.org/wiki/Asertividad
http://www.monografias.com/trabajos11/gerencia/gerencia.shtml

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Letter

'm looking for work. Almost whatever. Sending resumes daily offers three web sites. I'm so up to the cap which I attach the letter below to one of them. I guess I miss this offer, because if I call will be for me a row during the interview. Or the same thing until they catch me, because as the world is fatal ...


Dear Sirs, I have been interested

for their offer because I seek an activity that allows me to exploit my people skills and languages \u200b\u200bthat dominate, contributing something positive to the enterprise of which it belongs. I'm empathetic, dynamic, proactive, responsible and I have organizational skills, communication skills and excellent phone. Exactly what you ask and some other things. He worked as a tutor and in academia. Also in architectural studies as a scholar but absurd responsibility for the position held and of course for my salary. Also I have a translation grant from the Polytechnic University, translate UNESCO publications. I have many skills that could apply to this position. Subject to the experience. I have no experience. Neither view to have it because everyone asked for a year of experience and the day we parted I should be studying.

Sincerely, Natalia Pérez.