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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

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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