For some years we say … I am a freelance technician.

Freelance, that word, should say “no head” or something like that, but we love to put names to all glamorous. Returning to the post should say that in my head today but I’m still freelance, flexitime in Christian.

I started fixing computers some 10 years ago, at first things looked simplistic software mainly to relatives, neighbors and friends and not much encouraged me to open machines and stuff, all software was my middle name. As time went on confidence and experience to come to work with professionals and some companies. I should say that in a city where I live as the girl-mouth is key and if you do things you’re dead wrong, talking about doing things right and wrong, I think I reached a moment in life where if I do not know how to do well all things well, do not know how bad or avoid problems. I will share with you in this post because it may serve them more of a technician (or any freelancer who the top face to face with clients daily).

GABINETE

Rule zero: Be positive and mostrate confidence. For people like dealing with people and more positive if you have to pay (or have ever called someone who has vibe?). Try to show good humor without falling into the boludeo. Ideally, apparently without being a professional in the box of bitter unpleasant. In addition you must inspire confidence that someone access to your computer where you saved the day, photos and other things of value. Obviously, the confidence goes hand in hand with your ethics, you can not act.

First rule: Never argue in bad terms. No matter what your client tells you that your Pentium 4 is better than the Phenom quad core or its Commodore Notebook is better than the T series Thinkpads You can tell that you’ve seen benchmarks where this is not true and that the reality is another, but never tell him or even believe it’s a fool for being wrong, many times trying to look like they know (and more if with your partner or close friends) or have a friend who knows a lot always with the intention to let a lower level than him (When you call for solutions to a problem). This is something completely natural and almost a silly psychological warfare, and some people playing who should not bother you at all, although at first cost. Don ‘t get to the same level of ignorance if you want something unusual discutirte, ignore him, your work is good and ready.

Second rule: Never lie. You’ll encounter situations where you call a grandmother whose computer will not start and therefore can not talk on Skype with her friends and she had a Pendrive is connected and the PC set to start giving the same error boot. You could do a thousand things in the BIOS and spend 20 hours doing something to fix and then charge you for something they did not invented as an incredible story about how he saved the team and its data, or you could find a solution ethics, and also tell the truth charge well and ask if they charge you therefore explain why it also can make up stories, but tumble in front of you. People understand that, we value you as someone honest and still calling you, even if you are expensive.

Third rule: The data are most important. Explain the importance of data, its volatility in the case do not support and how valuable it is for your peace of mind that your clients do not lose. Demostrales the first thing you do is not to lose their most precious things, you could even make a good image of the disc or get you home if you take the PC client and always say that you’ll never erase anything. Generated on the client and tranquility while you install a system from scratch for a problem to know that your data is somewhere and that even with an image may return to your old system if you do not find something (my experience indicates that this never happens because most callers to configure anything).

Fourth rule: Pay attention to detail. Things like setting the number of user profiles, wallpapers, or the shared folders of the games can be the key for you to win a customer. People are not Boluda and knows when a job is well done or not, you can charge more but always well reviewed several times throughout.

Fifth rule: The customer ends up saving your cost. You are never good with the customer to spend less, I went for a while and I assure you that is the worst thing you can do. Things like “fix” with a HD HDD Regenerator to “pull” one more time, or “regular” DVD reader rather than change it and not charge, the lower timings because the overheated reports and much more for pull a long end up being disadvantaged. It is best to separate yourself from those who do that and show that you solve problems, even if your solution costs more. And if for some reason you have to do this, do not charge, explain that it is a temporary fix but in the short term will have to solve the root problem of how it should be.

Golden Rule: Your reputation is worth more than one client mouse. Customers are the worst scum mice. Complain and do not pay for everything. Whenever you have problems with them and they want to solve all their problems to spend as little as possible. My advice is that if you find that someone does not want to spend on something that you know that if you fail to do will be wrong, you refuse to do a work that took him to another (either because they had always argued that both charge for repairs) but in reality you’re saving a headache that is going to grab that if another technician to do what the mouse wants. What is worse, the mouse is going to end solutions to returning to the problem because now you considered honest, and you will talk about the other pests that would technically make the favor.

“Currently, many businesses, organizations and individuals have the need to hire professionals to develop high quality work at a lower cost. Through our website, both can contact without having to embark on a long and costly search. Unlike of the job, the negotiations between users are entirely within the site and each step is controlled by us to ensure the safety of operations.

The process begins when a company or a public project that needs to make, which also appear on-line arrives via e-mail to all potential applicants of the item. Users ask questions and to remove their doubts, who published the project responds to these questions. This helps to clarify the details of the project in order to properly bid.

The experts of the field are running for the project to carry out his job offer where the proposed project or solutions are offered to develop, indicating the price of labor, delivery time and details of their proposal. As the bids received, the user who posted the project may also address questions to the candidates to clarify the details.

Who published a draft choice, if desired, the best of all bids received. When the offer is accepted, we send e-mail to each user data (e-mail, telephone and names) of the other so that they contact and begin to develop the project. From the moment we are sending this e-mail, the two parties have 60 days to qualify one another. Thanks to the grading system, all users will know whether or not negotiate with someone responsible and efficient.

Furthermore, professionals may advertise that will give you the opportunity to offer their services at a fixed price and expect to be engaged with a simple click.

They may also offer services without a fixed price, where other users have requested budgets for specific tasks. If the budget or service contract, each party receives the contact details (e-mail, telephone and names) of the other and will have 60 days to qualify.

In short, we are one of the best ways to improve recruitment processes and services of independent professionals. Our system benefits both companies, organizations and individuals who undertake projects that require skilled labor to get the best experts, and the latter will expand its customer base. “

Finding allies, win and retain a problem by those responsible for the marketing. We must stop viewing the supplier as an adversary and as an employee cost. And learn to see them, respectively, as a partner and as internal client. Companies wishing to compete successfully in local and global markets need to develop strong links with major losactores of their environment. Therefore, they must move from short-term objective of the transaction-oriented firms to long-term goal of building business relationships. Total Marketing is a discipline of thinking of marketing to all key players around the company because the success of a company depends on to carry out an effective marketing thinking in relation to the ten players.

* Marketing to the supplier
Today more and more companies prefer to treat their suppliers as partners. They want fewer suppliers and able to trust that they will provide a high quality and perfect even without the need to inspect the supplies each time you arrive. Similarly, setting standards of qualification for suppliers that are analyzed. But there are also cases in which a company learns that a provider with a superior performance that has not sought to do business with it. In that case, the company must woo, and a marketing generated in reverse. This type of marketing requires not only find and attract the best suppliers, but also address their marketing needs in the course of the relationship. Businesses should turn to their suppliers into partners.

* Marketing to the dealer
In this case, requires the company to build a partner network of distributors to help it compete effectively in the market. The company must understand the needs, perceptions and preferences of distributors and respond with programs that enhance their profitability together. * Marketing to the end user assumes identify, obtain and provide better service to a defined group of end users by understanding their needs, desires, perceptions, preferences and purchasing habits. The end user can be a home or an industrial customer. From experience with the product, are able to exert a strong influence. For this reason, it is necessary to direct marketing programs specific to this player.

* Marketing to the employee
Companies must provide to employees not only as suppliers of services but also as internal customers. The calls for better internal marketing capabilities to recruit, train, motivate, compensate and evaluate employees. They are considered an asset, not a cost, and the emphasis is on understanding and meeting their needs.

* Financial Marketing
The source of the company depends on its ability to banks and financial demásinstituciones trust to be used productively and that the funds requested will comply with its obligations to capital and dividends. The company has to assess how the financial institutions, because this will affect the cost and availability of funds.

* Marketing to the government
All companies are subject to a body of laws and actions of government agencies that put limits on their freedom operational. Of course it need not passively accept these laws and obstacles can initiate aggressive marketing programs to the government by hiring lobbyists to promote a more favorable legislation, and use tools megamarketing the public and private to change
constraints within which they operate.

* Marketing to the allies
Businesses can not continue operating without allies. It also considers those who can provide better research and development, production, distribution and marketing.
Finding allies, win and keep them is a problem for those responsible for marketing, which should have precisely the mentality of a marketinero if you want to identify, attract and motivate.

* Marketing to the media
The media have an impact on the performance of companies and the perception of them has much of the public. That’s why companies hire public relations to maintain contact with the press. The key is to understand the needs of the media, both in news and access to employers.

* Marketing to the general public
The marketing of public opinion not only is carried out through print media yaudiovisuales, but also through the marketing of events, trips and excursions organized by the company, the marketing-related “just causes” and other activities. A periodic audit summary for Total Marketing practice, companies need to do a periodic audit of the effectiveness of their marketing with the ten key. High-level managers should pay close attention to the results of that audit. The lowest leakage which occurs somewhere in the marketing chain suffer the performance of the company in other areas. The marketineros responsible for attracting customers should evaluate the extent to which its success will be affected by the existing marketing relationships with other groups.

Philip Kotler. One of the founders of modern marketing and an authority in this field worldwide. Featured is Professor Kellog Graduate School of Management in the United States.

According to the “Third European Survey on Working Conditions in the European Union”, published by the International Labor Organization (ILO) in 2000, 9% of European workers have been victims of “mobbing” or bullying at work “(13 million).
In organizations it is easy to find work or rubbing off discussions among peers and / or top and bottom, but something different is when a person or group of persons exercising an extreme psychological violence, in a systematic way (at least once a week ) for a long time (more than six months), on another person in the workplace. In these cases we can talk about mobbing.
The term that is usually used in the international psychological literature (from English to mob: harass). In Castilian, the language used to call are: “Bullying at Work”, “psychological harassment at work, working psicoterror” or “psychological harassment at work.” Henceforth, we use the term psychological harassment at work.
Specialists agree that the psychological violence in the workplace is reaching epidemic levels. Malicious gossip, emptiness, humiliation … All part of this type of abuse. But also affects the male victims are usually the favorite women.
In some countries of the European Union is already a crime and has developed legislation.
The entry into force of the Law on Prevention of Occupational Hazards oblige all companies to identify and assess risks of psychosocial origin.
Address the problem of bullying at work must, at this time, start from the identification and risk assessment of psychosocial origin, to provide timely preventive action later.

What is psychological harassment at work?

It is a sophisticated form of persecution or harassment by an employee suffers psychological in their workplace. Sophistication that is given by the following notes:
Continuity over time is a slow process of attrition psicol or logical.
Pursuing the ultimate autoexclusi or not relinquish the job by the victim, after being up trapped and unusable.
It begins with a series of behaviors that seek to slander, insult, ridicule and led to the isolation of the victim group. With the maintenance over time of this situation is to destabilize and destroy a person psychologically, and it leaves the organization on a voluntary basis. This is its most damaging.
Psychological harassment at work is characterized as a practice that relies on the silence or complicity of the companions of the victim. Not imagine what could be the reasons that lead to these behaviors passive: they will also not be subjected to aggression, not to jeopardize his job, envy or resentment toward your partner, and so on.

Characteristics of the victim and the harasser

With regard to the personality of the victim and the harasser, there is no single pattern of behavior that determine their behavior.
From the literature reviewed so far, we can say that there are a number of personality characteristics that are present in most cases.
• With respect to the victims, most people who have been subjected to psychological harassment at work often have a high level of ethics, are honest, upright, self-initiative, highly professional and popular among their peers.
• With regard to harassing some of the qualities of personality that presents are: alteration of the sense of the moral norm, no sense of guilt, is aggressive, coward, liar, compulsive and has great capacity for improvisation, is fairly mediocre and often professionally have inferiority complex.
We can say that bullying is always an abuse of authority.
The person who is doing it to maintain its power and, for some reason, the victim is a “threat.” Leadership exercised bad work situation can turn any source of risk, so at some point we can all be affected, directly or indirectly by psychological harassment at work.

Forms of expression

The most difficult of psychological harassment at work is to detect when to start and why. In general, the victim begins to receive overlapping or open aggression, but does not realize the total living situation and often feel guilty. This hinders the ability to react to the person, the perception of the problem and agrees to a serious deterioration in his health.
In business we can find some warning signs that indicate the presence of the phenomenon, such as significant changes without preparing employees, individuals who are considered as a target or as the cause of all problems of organization, hierarchical alliances: the subordinate ally in organizing a harassment directed at any person; anarchy: it can be an instigator or as a
tactics of psychological harassment; …
All can start with some small act apparently banal (a malicious comment, a shrug or a hostile gaze), which becomes the first link in a vicious chain of humiliation, abuse and harassment, designed to destabilize the victim psychologically and achieving, finally, to abandon his post.
This situation is known today throughout the world as bullying or mobbing at work and in some countries, like Sweden or France, and constitutes a crime punishable by labor laws.
Forms of expression of this phenomenon are many and varied.
Below is the classification as factors, a set of specific bullying behaviors at work developed by Zapf, and Kulla Knörzer in 1996:

Classification of bullying behavior at work, as factors.

Attacks on victims with organizational measures:

• The upper limits to the possibilities of speaking.
• Changing the location of a person away from his companions.
• Prohibit colleagues to talk to a person.
• Forcing someone to perform tasks against their conscience.
• Judging the performance of a person so offensive.
• Challenging the decisions of one person.
• Do not assign tasks to one person.
• Assigning meaningless tasks.
• Assign one person to work well below their capabilities.
• Assign tasks degrading.
• Assign tasks with erroneous data (usually initials).

Attacks on the social relations of the victim:

• Restrict the ability of colleagues to talk to a person.
• Refusing to communicate with a person through gestures and glances.
• Refusing to communicate with a person through no direct communication with her.
• Not to speak to a person.
• Treat a person as if it existed.

Attacks on the private life of the victim:

• constantly criticize the privacy of a person.
• Dial-Terror conducted by the harasser.
• Make a person seem stupid.
• Provide that a person has psychological problems.
• mock a person’s disabilities.
• Imitate gestures, voices, … of a person.
• mock privacy of a person.

Physical violence:

• Offers sex, sexual violence.
• Threats of physical violence.
• Using less violence.
• Physical abuse.

Attacks on the attitudes of the victim:
• Attacks on the attitudes and political beliefs.
• Attacks on religious attitudes and beliefs
Mofas • the nationality of the victim.

Verbal aggression:

• Cries or insults.
• Critical to the ongoing work of the individual.
• verbal threats.

Rumors:
• Speak ill of the person on his back.
• Spreading rumors about the victim.

Consequences

The psychological and physical harassment at work on the affected people are devastating.
Are common from the psychological stress, anxiety and depression. As for physical ailments, the defenses down, are evils to which the victim was already predisposed as dermatological problems, cardiac, gastrointestinal or allergic.

Heinz Leymann, says that “the workplace is the only battlefield that is where people can kill each other without running the risk of being prosecuted.” This observation may seem exaggerated, is set to reveal the statistics: in Sweden from 10 to 15 percent of suicides are caused by situations of psychological harassment at work.
The continued repetition of such acts of psychological harassment at work on the target or victim, may be the source of a number of changes in health. Given the definition that O.M.S. makes health (physical, psychological and social, not merely – mind the absence of disease “), these negative consequences can occur at different levels to determine it.
Some of the changes that appear are:

AT psychophysical

• Effect diverse:
Heightened fear and continuous.

• Anxiety, steady state:
Feelings of threat.

• Generalization of anxiety:
Feelings of failure.
Impotence.
Frustration.
Undervaluation.
Apathy.

• emotional disorders.
• Cognitive Distortions:
Concentration.
Attention.
Memory.

• Replacement Behavior:
Addictions.
Avoidance behavior.

• Aggravation of previous problems:
Diseases.
Various disorders.

• psychosomatic disorders:
Multiple somatization.
Sleep disturbances.
Eating disorder.

• disorders of social behavior:
Susceptibility.
Hypersensitivity.
Isolation.
Avoidance.
Irritability.
Aggressiveness.
Maladjustment.

• severe:
Helplessness.
Severe depression.
Suicide.

In the employment context

• Bad weather and environment.
• Effect of the quantity and quality of work.
• Interference in the circuits of information and communication.
• Lowering of creativity and innovation.
• disregard for customer satisfaction.
• Increased absenteeism and sick leave.
• increase in the consultation to the Medical Service.

• Increasing the possibility of accidents:
By neglect.
Negligence.
For instant oversights.
Volunteers.

IN THE FAMILY

• Discomfort in family relationships.
• Aggressiveness and irritability.
• Loss of enthusiasm and interest in joint projects.
• Abandonment or shifting responsibilities and family commitments.
• medical and psychological disorders in other members of the family system.
• Effect of affection and sexual desire.
• marital separation.

SOCIAL AND COMMUNITY

• Loss of work force and population.
• Increased expenditure on sick leave economic and / or retirement and disability.
• Increase the budget and economic stress of healthcare resources.
• Increase in the general population of the negative attributes to the effects of work

Assessment

For the correct diagnosis of a situation of psychological harassment at work, we must not leave it alone to assess its impact and / or prevalence in the organization, but it requires a causal analysis of the situation, to ascertain the source of the problem East and the possible solutions to take.

To this end, we need to collect specific information on:

• Personal characteristics of the worker.
• social history of the person in his current position and previous positions or companies.
• Analysis and working conditions of their current position.
• Succession and frequency of the traumatic events of the problem.
• The physical, psychological, familial and social.
• Any other information that we consider of interest to clarify the problem.
• The use of questionnaires and fits the criteria (eg, Leymann and Inventor of Psychological Terrorization), we provide additional diagnostic criteria.

Prevention

Never before had now been received to work as a source of pathology. The tactics used in psychological harassment at work is to psychologically wear down an employee to opt to obtain. The victim will deteriorate psychologically and professional capacity to lose their self-esteem, then falls into depression, psychosomatic illness, insomnia, alcoholism and even suicide. Unlike the sexual harassment or physical violence, psychological harassment to practice at work are not footprints. Should explore ways to improve all conditions. Installing democracy in industrial relations and codes of ethics or political consensus, as is beginning to make major U.S. companies, since it has been shown to eventually produce more benefits.
Among the preventive measures recommended by experts, the following quote:

“Planning and designing social relations within the company
“Articular filing systems, reception and integration of the newly incorporated
»Perform a medical treatment aimed at symptoms
»Create an open door policy
»Create a company to overcome conflicts
“Seek within the company, going to the doctor or the health and safety committee
“Having a permanent facility to support work performed by professionals in psychology
“Conducting group therapy
“Change of Department and in extreme cases change company

From the Instituto Navarro de Salud Laboral understand that an interesting way of preventive control to be opened from the identification of psychosocial risks, the elimination of the possible and the rest of the assessment for the adoption of preventive measures.
In any human organization there may be a risk of occurrence of behaviors associated with bullying. An effective preventive policy, including the assessment of psychosocial risks at the same level as the risk of safety and hygiene. The management of prevention should be directed to improving the quality of working life, while ensuring and defending human dignity in the workplace.
In general, is to improve interpersonal relations of the company, based on these mutual respect and tolerance. In addition, it could be effective: provide channels for expressing complaints of violence, take measures to investigate its veracity, to assure employees that their complaints will be heard and analyzed, and the procedures to be applied in decision making will be fair.

What can be done to ensure that your CV is selected from a battery that could contain 400 documents? That is the challenge we face when writing a resume.

The key is to make sure to write a resume of accomplishments, rather than a job description of curriculum.

Focus on achievements
This is the most common error committed by almost all job seekers: Most people write resumes describing their work. In essence, they describe not only what they did, but what I would have done any other person. An example:
Sales representative, industrial Szabo, Minneapolis, MN, 2003-present
* Sales of components to manufacturing customers throughout the Middle West
* Developing and building strong friendships with all customers
* Create lists for telephone calls and personal visits to schedule
* Managing staff and prepare budget reports

That may sound good, but the sad fact of the matter is that every sales representative in the history of industrial-Szabo or for that case, any company-did the same thing. The director of recruitment will not say, “wow, this guy was a sales representative, and developed friendly relations with its customers need to bring with us.”

The key to a curriculum is to focus first on what you specifically achieved. What made it unique, special, different or distinctive?

Define your achievements
Think about your achievements in terms of both scope and results.

Scope: What size? How much? How rich? How often?

Results: Did it increase sales? You saved money to the company? Do you recognize their accomplishments? I think something new?

As you can guess by these questions, the successes are communicated through numbers, numbers and more numbers. You must be as specific as possible in everything you write.

Another better example
Here is a new version of the CV sample. Same person, same place but a very different curriculum.
Sales Representative, Industrial Szabo, Minneapolis, MN, 2003-present
* We sold $ 35 million industrial products to more than 1,200 customers throughout the Middle West
-I was the second in the first 21 sales representatives throughout the country
-Super sales targets set by the company by 19%
* Personally assured more than 350 new customers by offering products for telephone calls and visits in person.
* Managing a budget of $ 75,000 per year and decreasing expenses by 18%
* Prepare detailed summaries of dozens being reported monthly to the national vice president of sales

Here a grand council to evaluate what type: if it appears on your resume can be written by the person who had the same job before or after you break your resume, and start again.