Nearly 70% of job vacancies in newspapers, portals, online job boards in recruiting companies in the classifieds, etc. Correspond to “COMMERCIAL” and get away from this statistic seems that, experts continue to grow. Moreover, studies conducted by Adecco for the Spanish market, ensure that in 2008 all those jobs related to the commercial area (managers, commercial, sales managers, etc..) Will be most wanted by Spanish companies.

Even if it is true that there are many sales training offerings available on the market, the perception is that the ads are rare, which is already working and with good economic conditions (in some cases).

So what should we do in this situation?

The manager wants to increase sales, press the sales manager, sales manager needs a more commercial, and not get them does not increase sales and the manager is likely to think of the changes to the head of sales. Changes begin, pressure to the team, distrust, poor image, unbearable working environment, etc.

A media charges are asked to increase its sales force, to open markets, increase their sales, but invest in ads of all types of commercial curricula fail.

I sincerely believe that the problem is easily solved.

We all know the features it has to have a good commercial, should be a good communicator, a person to convey credibility, with a good dose of motivation, with good ability to capture the needs that the customer may have, persevering, disciplined, etc., etc.

Look around these people and find them without major problems.
Then look for the profile and sales capacitémoslo and end up with this myth that SELLER SE NACE NO SE HARE.

The sale is a profession and those who work there are professionals who have certain personal characteristics we are born, but we have acquired the knowledge and experience necessary to be competitive in our task is to sell. We learned from our peers, of some leaders, courses, seminars, books and of course the street.

And what happens, we are unique?,
an endangered species?,
now we do not want or can not convey that ability for those just beginning?
Or very quickly we forget how we started the majority?

Mr. Sales Manager (Dr. De Sales, Commercial Dr., etc.) Remánguese shirt, and begin to teach selling. Or you. born knowing. We all know the features you must have a good music, friendly, good communicator, persuasive, convincing, optimistic, persistent, and so on., Etc.

Do not find sellers with experience? Then look for these personal profiles and formémoslo in sales or those who are lucky enough to manage teams never learn anything, never attended any seminar sales. Then do the same as others have done with us. Of course not ideal, of course that gives more work and takes longer to achieve results, but worse are the other alternatives that we counter in the beginning.

We want and is as easy, getting experienced commercial and if possible with a master in sales, with a car is also available and willing to work, often just for commissions, only having to work in the product or service and that this will shake rapidly.

I am pleased to say that this issue was, is and will be the responsibility of sales managers. Is up to you to change this.

At this moment the world, markets and businesses have changed very quickly, then we can not keep doing things the same way as 15 years ago.

Then I suggest a series of steps so you can take a very short time, good and fair trade in your computer:

Select the profile commercial, noncommercial use.

As we saw earlier is very easy to define the profile, is known by all, and try also select good people. Eraser in the interview not only employment but also the profession of business, adding that everything related to sales training is provided by the company. Do not talk about economic conditions until you are personally in the interview.

Develop a basic sales training.

Develop a theoretical and practical course on sales, (http://winred.com/marketing/tecnicas-de-ventas/gmx-niv115-con7211.htm) who speaks among other things, as we have accomplished a sales process , Exploration, Research, Interview, Development, Reasoning, Closing and Referral. Explain and develop each of these sections.

Keep it simple, practical, understandable, enjoyable. Theatres Show sales. Teach, teach and teach.

Then add all the information possible about the company, or the products / services and all the information you need to properly develop their work.

Ask your sales experienced a brief chat in which he describes as his work and that form is done, as is his day to day, etc. show statistics from other vendors to see that your data are real.

Develop the strengths and weaknesses of your product / service and your competition.

Explain in detail what are the internal processes that apply to your business, from the administrative point of view, order forms, billing, transportation, etc.

Send your new business with their vendors to see on the street and apply everything they saw at the workshop.

The idea is to see himself as others do and learn and compare different ways of approaching a client and to present their products / service.

Then Accompany UD. to visit their first customers and show them how mean UD. to do this work because surely every business has its own style and UD. yours.

Tick the pace of the first visits, transfers and after each visit to discuss it with your agent.

Continue until you see accompanying secure and loose in his work.

In the course of the months can complement their training with external current sales, if this has shown a good attitude to the task.

I understand from my experience, that the problem of scarcity of trade is not so, we should simply change the chip and invest more time and resources in training in job postings and complain.

We are used to create “status quo”, and huddle in these creations. From there we remain under the control of the autopilot and we lose, through ignorance, expand our consciousness. If you never tried the dulce de leche and refuse to answer on grounds that it is very sweet, we will ignore its taste. It would be nice, then say that “I choose to ignore the taste of sweet milk.”

In a workshop, one woman commented that since she was widowed she had not a pair. Explained with luxury details that there were no men involved. I suggested that I have from their own choice. At first did not accept. The group encouraged her and eventually managed to express that “chose to be alone, without partner.” This opens a different path to that shown in the beginning of the meeting. We’ll see who chooses in the future.

Learning (open to the new) tends to cause fear. To learn, inevitably, must declare ourselves ignorant first and then trainees.

The other day a person from the training area of a major organization, I said: “Oscar, here you can not do much. People are not interested in anything. We give you the basics and we have to call that line. “

With this comment it is material for training years ago. Comfort appears not change, resignation and conformity, the trial to the other and oneself, prejudice, etc.. It appears, in all its glory, man. Let us start from a human being and discover where we are.

Beyond the technical aspects that require an agenda tailored to the needs to improve operational effectiveness and efficiency of organizations, there are many issues which serve as triggers for people to discover that learning is a continuous process ( 24 hours 365 days a year). For this, we must create spaces of trust in which everyone can express what he feels, what he thinks and what he thinks, without fear of being judged by others. The contributions of all will be giving way to a collective perception and each can be evaluated later in solitude, which has added to his original thought or belief. Without the latter there will be no learning.

None of us, much less without training, accepts cheerfully do not know something. We often play the role of knowing everything about everything. We believe the role, we settled the disguise and give forward …

The future depends on how organizations achieve construct contexts in which its members learn every day of daily events. These are the organizations that are thoughtful, while others remain dormant.

It is necessary to assume that we are the facts, circumstances and our actions in response to circumstances. Of course, we think that some of the readers. The issue is how we make this be as common as walking, coffee and / or comment on the results of matches of the weekend.

“We struggled constantly on the leadership,” one instructor told me of another company. “Every year we repeat the seminar prepared. We intend that each take care of itself. ” I never asked him if he did.

When we believe that repeating words we get others to change we become deluded unaware of the change process. No change because you asked. Changing one’s own ends is causing change in others. Use what we learn from leaders like Gandhi who held “become the change you wish for the world.” Pure role, responsible, committed and successful in their cause. Gandhi spoke to his example.

It is necessary to form teams of coordinators group to teach their partners in this vital process of adaptation to change from their own experience. Then cascade are reached all sectors of the organization. Many times some suggestions come with total vacuum of authority as a mandate, as a recipe. Recipes and offend the prescribed tired and frustrated as well prescriber.

I was going through some drawbacks. Commenting on a friend, he began to recite various alternatives. Each one will find a rational opposition. My friend was frustrated and I stayed in the same place. Nothing changed.

The words are not supported with action, words end up being more confined to narrow our mental cells. Just that.

Liberate words full of meaning in the actions of every day.

Be pleasant until 10 am and the day will take care of itself. Elbert Hubbard.

It’s all a delight to sit and watch an interview with James Lipton aclamadísimos any of its guest stars in the program from the Actor’s Studio, Film Channel

In the management education needs of more able and prepared to carry out the management process in the various schools that a country has, the whole process must start from a point that should be a needs assessment that present their subordinates, this work contributes to the approaches of work and human resource development.

Introduction

The address is a process inherent in all spheres of human activity so the evolution of their studies was also present in the educational sphere. In the historic course of educational leadership have used different theories of government or school board, all in one form or another have focused on the management of human talent and address teaching methodology.

One of the principal functions, called in some cases substantial, within the institutional management is the training of human talents that role is the implementation of this process, which seeks the full development of professionals contributing to the progress of society.

This development includes not only academic but also the proper integration of these resources to their socio-economic environment, relying on the promotion of values and providing the necessary elements to create you the confidence to be able to identify yourself as a professional.

The analysis of the various theories about the management process of human talents is also in the history of the Cuban Education a completely structured management system in the late nineteenth and early twentieth centuries. This allows us to use the historical evolution of management systems that education in our country has known to support a dialectical process in which every new creation does not negate the previous mechanically, but it takes the positive side, amounts to a higher level of development and offers support to the design and implementation of new systems.

This consideration led to value as an essential element in the transformation process of the preparation of leaders as a means of enhancing the effectiveness of the functioning of educational leadership structures, leading to pay special attention to training for driving with effective implementation of all measures. In this sense, it emphasized the role they should play the educational scientific potential present in higher educational institutes. The development and deepening of these ideas led to testify as a prerequisite for successful transformation of educational improvement educational work tables starting from the category of professional pedagogical activity management as a concept that characterizes the nature and essence of the process direction in this area of social activity.

These ideas, coupled with the approaches of strategic planning and management by objectives that have been serving as a basis for modeling the process of management in the education system have led to characterize the most recent period of this battle for the quality of educational work , by a marked attention to achieving an educational direction based on close integration between educational structures in each territory and the corresponding pedagogical college, as a key way to ensure that the process is scientific and effective management in employment by leaders of higher levels of pedagogising as an approach essential in the formation and development of the sector tables and realize all the aspirations of the optimization of the educational process, starting from the better preparation of interim leadership for the process direction of their teachers and these in turn, can perform better address the most important process taking place in education, teaching.

Furthermore, analyzing the relationship between the subject of leadership and the system must be borne in mind that education takes place as a social process based on the needs of individuals, in relation to this states: “An individual is a product of organic and environmental factors acting simultaneously on him “(Myers, 1975). Some of these factors are values, skills, interests, desires, personality and skills for developing activities in their professional life, which must be in balance for the individual is fully developed and able to achieve her goals ( R. Estrada, 1990). The imbalance in any of these items will cause a mismatch in their behavior and social relationships difficult it acceptable, thus reducing their development.

The further education and work increasingly necessary to lead its human resources has led to the ruling system in the body to find ways that you print to this process increasingly scientific nature and relevance to the goals.

Based on the importance of training and development of the tables in our sector with a pedagogical approach and applying the category of professional pedagogical activity direction, given by Sergio Alonso (2002) in his doctoral thesis, you will reach the consideration that the first level table should be a true teacher and as such, must take as its starting point a comprehensive assessment of their subordinates in order to plan training and development of yourself, and train staff so that it is more prepared and able to carry out an effective management of educational process.

The diagnosis and subsequent monitoring of the development of subordinate cadres need to drive in a permanent and systematic training, needs to provide information relevant to the development plans of tables and reservations affecting the direction of the pedagogical process the professors and determine the relationships established between teacher and student.

Development

The address is one of the most important human species has developed from the moment of its evolution, the effective cooperation of people in organized groups, has led to social development that ranges from the primitive community to the days of today. Every era has provided social a different type of production relations and the historical background of the direction of socio-economic systems are closely linked with the development of society. Management processes have become more complex as it has raised the level of development of productive forces in the relations of production. Correspondingly we can say that the level of development of the science of management has been closely linked to the development of different modes of production. It is precisely the complexity of societies which increasingly has stimulated interest in improving efficiency in the management of systems and find their scientific foundations.

The management activity has multiple definitions, one of the more general set the address as “a social necessity in which a group of people, called leaders, leading, in a conscious and organized human talents, material and financial placed at their disposal to achieve a desired state defined in advance “(Carlos Llorca Díaz, 1989).

This implies that cooperation as a form of work requires the address as a special activity where a person who serves as a regulatory mechanism of this system of co-called leader. It follows from an important fact: in the direction the man is the main character regardless of the role you play in art activities or processes and technology. In this context, the man plays a dual role: as an object of address or directed, and subject to direction or leadership. This constitutes a clear expression of the social nature of leadership.

The fact that the leadership required to develop its best performance in an organized, confident that it is of a system, ie a set of elements that establish certain relations in a particular way and produce the effect of a series new qualities which are not present in any of the component parts.

The direction of education in our country we use the concept of Management System and its subsystems by Sergio Alonso in his research on option to the degree of Doctor of Pedagogical Sciences entitled “The Work System MINED” In the opinion of the author in this study presents the conceptualization of the Management System and its subsystems suitable for the study performed in th
is research because it summarizes the essential aspects that are reflected in studies of contemporary authors and is consistent with the essential characteristics of Cuban education system and educational policy.

The above theoretical positions were taken as the basis for subsequent theoretical development aspects including the work of training and development of the tables in the investigation conducted by Alexander Manso (2006).

The results of this work constitutes the theoretical framework that is based on the current conception of the work system with pictures of the Ministry of Education (hereinafter MINED) and are assumed as a reference for this investigation.

On this basis defines a working system tables as a subsystem of the working system of MINED and outlines the subsystems that make up making more scientific and the interaction between them in making decisions, they are sub- preparation, evaluation subsystem, subsystem of movement, attention and stimulation subsystem and subsystem information.

As a result, the successful development of all the processes that make the system work with pictures depends, largely, “the efficient operation of the working system of MINED at each level of management of the Agency and its results are taxed substantially its effectiveness.

This explains why the direction of MINED level where it is not consistently develop processes of working with tables, selection, preparation, promotion, evaluation and stimulation of the same-there were severe shortcomings in training of staff, personnel management the main tables, the evaluation and control of work results in the current planning of the research and system-wide meetings.

As a result, to improve these processes, it is essential to conceive, design and develop the work with pictures and reserves on the one hand, “as a subsystem of the working system of MINED in turn composed of various subsystems and partly by part-as a system of processes that unfold, as they develop the other subsystems of the working system of MINED.

Inside the subsystems comprising the system of work with pictures is the information subsystem, which is essential for a comprehensive diagnosis of the pictures to complete their training and development and is the scope of this research by relevance given that term given the pedagogic nature of the process of leadership in education which means the pictures will be able to train human talents required and thereby achieve the goals set in the continuous improvement of our educational system at the moment current.

In the current literature on development of human talent is a need to improve the processes of formation and development of it to be more capable staff to manage the processes taking place in different institutions.

In the education sector to train the best staff direction makes the most important process taking place in it the focus of all staff engaged in this noble task.

In spite of having huge budgets, good intentions and actual needs, many training programs do not achieve lasting results. Very often, this is due to the uncertainty in the goals of training and an evaluation performed in an unsatisfactory manner. If we do not know where it is impossible to say if I ever get there. Many organizations spend millions on training and never know if it works, but there are techniques to link training with results.

The training process has its own logic, structured on the basis of assimilative processes of the pictures and developing their skills, that is responding to the method used and the assimilation of the content according to the psychological processes of individuals who are subject training.

For a process to be effective training should be determined before the training needs of human talents presenting what is achieved through an effective diagnosis of the weaknesses and potential of staff to join in this research this human talent which arises form the address boxes are intermediate levels that are running the management process in the educational centers of our body.

In this research, it is considered that the diagnosis is an important stage of the training process as a catalyst that can help to achieve consistency of the training activities of the process to enable us to take as a starting point not only gaps but also potential of the test subjects to the process.

If we take into consideration these characteristics is justifiable to consider that the process of training of cadres has a nature of teaching and that even takes place in a context different from the school learning environment meets the same general principles and theoretical assumptions training in such contexts.

The analysis here allows the author to reaffirm its position in relation to the pedagogical nature of the process of training cadres, which in the context of this study is doubly important as the object of study is framed in the context of an institution forming education professionals to address where the table is considered a professional learning activity management.

From this position is considered to be deepened in the place and significance of the diagnosis in the process of training for managers and therefore in the system of work with pictures.

In general, the diagnosis is emerging as a succession of steps which enter into the essence of a phenomenon.

Thus, the concept of diagnosis that is based on the thesis in relation to the training of cadres, corresponds with that diagnosis in this context is an object of study is determined by the empirical facts and formative in nature relations between them, which are manifested in the formation of the picture and also in contexts where it is realized. That is, the goal of diagnosis is the transformation of the table on the basis of the study, interpretation, prediction and intervention development, the diversity of situations of direct action given the variety of manifestations of the management process that has been immersed.

You must know that every diagnosis must be based on relevant information who has designed the training to make it more effective.

To analyze the information as an essential component of the diagnosis began what it means as a process in general and then make an analysis that is needed to develop the pictures from the information.

Hence the information should be sufficient, with quality, timely, reliable, valid, necessary and updated to provide the address box you need to diagnose your pictures and reservations subordinate the tool needed to make a comprehensive and accurate diagnosis. This indicates that the information is also a resource available to the University that must be properly managed.

Among other things, this means properly balance the costs of information (related to the amount of information needed, access to, the rapid collection, roads and conditions of access, information content, etc.). your benefits or value (expressed in reducing the uncertainty of the future, actual involvement in the decision, the significant alteration of the consequences of the decision, etc .).

In today’s world there are several trends in how to use information based on the work with pictures.

Managers or administrators rely on formal and informal means to obtain the data they need to make decisions. The formal information reaches the hands of managers through administrative reports and statistics routine.

Today’s top management is designed to broaden the horizons of planning and decision making under uncertainty degrees increased because of increased competition in the business environment (increase in the number of competitors), and decrease in the availability of resources. This leads to the urgent need to handle ever more information to make sound decisions.

The system proposes actions to improve the sector to develop training and development processes inherent in working with pictures and reservations of MINED, and considered by this author as processes although they consti
tute a subsystem within it are those which govern the functioning of working with pictures in the field of educational management in the dynamics of everyday activity, not to be understood as a rigid body inviolable steps, with no other alternative fulfillment, but as an analog model Advisers Say Manso, Alexander (2006) showing only the essential properties of the functioning of working with pictures, as a subsystem of the working system of MINED. Therefore, everything that is proposed should be adopted as a guide for action that does not close the door to the design and implementation of other actions.

In order to perform all the processes involved in the formation and development of the tables have been analyzed in studies conducted by this author is a perceived need to own paintings by a comprehensive assessment of the tables and reserves than it is subordinate .

In fact, the practice shows that in the moment being developed-for example, an action system training and training for managers, you can systematize the process of evaluating the same care and develop actions stimulation; convey to date information check the behavior of certain policy indicators tables; focus pictures and reservations with greatest potential for promotion and even find proposals for carrying out the necessary movements, with arguments drawn from practice and picked up by a detailed information subsystem, which constitutes the starting point of strategic direction and planning objective is made easier to make, is the comprehensive diagnosis of the pictures that starting point and drawing up taking all the relevant information is needed to predict the training and development needs each table, thus making the management process to effectively guide the direction of the educational process through the implementation of professional learning activity management in order to obtain better results in the educational improvement that our nation needs.

The main theoretical foundations of educational leadership training in Cuba or the leadership is above all the exemplary, political leadership, ideological, scientific and educational leadership and technical and methodological leadership.

It is recognized by most managers and organizations that the rise in the use of information is central in the development of contemporary society. The importance of having an adequate and timely information is one of the factors that most directly influences and supports the planning and management of social processes.

All of this is contextualized in phenomena that characterize our time, such as the rapid advance of science and technology, the accelerated release of information by many institutions and organizations, all within the social context of globalization, the dominance of developed capitalist countries on markets, political and cultural life, which also covers the field of information.

We all know that not always when making a decision as to the processes of formation and development of the tables with relevant information and all those variables that must be taken not only to avoid mistaking the decision, but also for it to be the most correct. This reduces the unintended consequences in the short, medium and long term and, in general, affects the quality and excellence of the training process of the tables and reserves as a whole.

The importance and topicality of this issue also highlights the light of the Process of Management by Objectives and Strategic Planning Process that takes place in our institutions of higher education, where along with the new information technologies available , it becomes increasingly necessary to have a subsystem that guarantees information and optimize decisions related to training and development processes taking place in the subsystem of working with pictures and reserves the MINED.

However, the meaning and information management required to keep in mind some alerts or cautions. Some of them refer to the risk of information overload, that is, to accumulate an excessive number of information, not all necessary or useful and lead to the impoverishment of the same, the possibility of errors and raising their costs. Similarly care should be the absolute control of information to make a decision, not wanting to pigeonhole all information in advance because the dynamics of the practical processes require more flexibility.

The information subsystem is called to provide the necessary information in a timely and appropriate structure. That is why their primary duties consist of recruitment and data collection, storage, processing and distribution of information.

It is important to choose properly the information subsystem that matches the needs, conditions and objectives of the institution. This requires taking into account factors such as: defining the amount and type of information that users need, select the information that impacts the decision-making, which enable direct access to users, that is designed correctly the way collection of data, information is disseminated properly processed and that periodically update the system, among others.
As stated here for a box to carry out the processes of formation and development of their subordinates and reservations were accurate meaningful information that constitutes a diagnosis that will serve as a starting point in the pedagogising of action taken out more effectively to the formation of these box and thus the direction of the educational process in order to make the most effective.

López Hurtado, Josefina et al. “THE NATURE OF SCIENTIFIC PEDAGOGY IN CUBA. Editorial People and Education. Havana, Cuba, 1996.
Manzo, Alexander. “THE SYSTEM WORK WITH PICTURES OF FEAR.” Master Thesis. Havana. 2006.
Taylor, F.W. (1915) “THE PRINCIPLES OF SCIENTIFIC MANAGEMENT.” Harper

Complete How are we? Have we realized that we still cultivate integrity? What are we doing about it? How do we really behave? are some questions that invites us to think, how we acted and we have been so honest in our relationships.

The dictionary The American Heritage Dictionary defines integrity as a firm adherence to a strict moral or ethical code, the state to keep his nerve, strength or the quality or condition of being whole or undivided; entirety. It comes from the word integer, which means whole or complete.

The opposite of man of integrity, the man is ambiguous, which the Bible defines it as “double-minded man” who is unstable in all his ways. By contrast, someone who is full is totally consistent in the belief it expresses. Integrity means consistency between thought, emotions and will. Describe someone without hypocrisy or duplicity.

The book of Proverbs has many verses that speak of integrity. Proverbs 10:9 says: “He who walks in integrity walks securely, but he who perverts his ways will be broken.” A person of integrity will have a good reputation and will have no fear of being exposed or uncovered. Integrity provides a safe path through life. Proverbs 11:3 says: “The integrity of the upright shall guide them: but the wicked destroy the wickedness of them.” Proverbs is a book of wisdom. The wise man or woman will live a life of integrity, which is part of wisdom. Those who follow corruption or falsehood will be destroyed by the decisions and actions of his life.

It reminds us ministerioprobe.org. a feature of a person of integrity is reliability. A person of integrity is beyond reproach. Stay true to principles, regardless of the consequences. A person of integrity realize that there are still moral absolutes in a world of relative values. In the novel by Tom Clancy, Clear and Present Danger, Jack Ryan is practically the only noble character in the book. When you begin to discover the secret government plot, he is confronted by the antagonist, who mocks the principles of Ryan. He says: “You’re a Boy Scout, Jack. Do not you see? It’s all gray. It’s all gray. ” I wonder how many people hear a similar statement integrity in corporate boardrooms or the halls of government.

It’s all gray. There is no absolutely right or wrong values. Everything is relative. A person of integrity know that not everything is gray. There are principles that remain true worth and promote. There are values that should govern our lives. We have a responsibility to follow the law of God before the crowd.

It is said that there was a story in a newspaper years ago on a Long Beach man who went to buy a chicken for him and the woman who accompanied him to a store of KFC (Kentucky Fried Chicken). She waited in the car while he went to pick up the chicken. Without realizing it, the store manager gave the man the box it had the day’s profits, instead of the box with the chicken. Was he going to make a deposit and had camouflaged putting money into a box of fried chicken.

The man took the box, turned the car and the two went. When they reached the park and opened the box, they found they had a box full of money. Now this was a very vulnerable time for the average person. However, realizing the error, returned to the car and headed to the scene and returned the money to the manager.

Well, the manager was overjoyed! I was so pleased that the young man said, “Stay here. I call the newspaper to being pulled up the photo. You are the most honest type of people. ” “Oh no, do not do that!” Said the subject. “Why not, asked the manager. “Well,” he said, “you know, I’m married, and the woman with whom I am not my wife.” Apparently had not considered the consequences of their actions. Even when I was doing something right, it turned out that was doing something wrong. A person of integrity is integrity and authenticity. There is no duplication of attitudes and actions.

Is added, that integrity seems precisely to integrate into a noble family of virtuous attributes or strengths of character: honesty, temperance, authenticity, courage, justice, responsibility, loyalty, self-discipline, commitment, perseverance, altruism … Goleman in Working with emotional intelligence, argues that people of integrity:

• Act ethically and flawlessly.
• They are honest and sincere, so as to earn the trust of their environment.
• Admit your mistakes or failures.
• Do not hesitate to point out the unethical actions of others.
• They take positions based on its principles, although unpopular result.
• Keep your word.
• They are also characterized by responsibility and professionalism.

Arnoldo Arano, finally. gives us, we think, to act with integrity requires authenticity of character, sincerity in our actions and opinions and commitment to common values, both elements that shape our character and determine the resources and strategies with which turn to others. In this respect S. says Covey: “When I try to use influence strategies and tactics to get others to do what I want, work better, feel more motivated, they like me and like each other, can never succeed in the long term if my character is fundamentally flawed, and is marked by duplicity and insincerity. My duplicity duplicity feed the distrust, and everything I do (even applying good techniques of “human relations”) will be perceived as manipulative. “

The leaders of integrity are characterized by a high persistence in achieving their goals. For a tenacity and consistency in its approach and live life. The leaders of integrity are true to themselves. Do not assume stereotypes. Authentic. They live by beliefs and values. Not traded or sacrifice their beliefs in an altar, for convenience.

The sympathy move two bodies with one soul. Gaspar Melchor de Jovellanos.

In human interactions play a decisive role sympathy, given that it helps to be accepted, to stay interrelated know if the handle.

Many already have earned the gift of sympathy, a good treatment, respect, behavior, happiness, positivity, joy, sharing. Others on the contrary are interested in cultivating sympathy to please others, to feel accepted and, above all avoid conflicts in their relationships.

It is said that Franklin invented the lightning rod, was an ugly man, one day she looked in the mirror and got scared of himself: “With this face I’m sure he would win an ugly contest, but I’m going to make nice.” There he began his battle. Acquired a kind smile, put glow of joy in his eyes. A real optimism flooded his face and so came to have true friends and wonderful.

Celina Mendoza told us about this, as for the PNL, sympathy is a process of creating and maintaining a harmonious situation.

To be “nice” is not necessary to be the most humorous and even the most clever, but just know in our environment create an atmosphere of cordiality and trust in which the professional and personal relationships are conducted in the best possible way.

Some authors have even suggested that in the workplace, most decisions are based more on sympathy than mere technical data.

That certainly convey to know, know sold in a job interview is key to being hired by a company beyond the cold data an overwhelming academic or vocational curriculum.

A company does not hire anyone for a position of responsibility simply on your personal data on the table, without having had the opportunity to have interviewed personally.

No sympathy leadership style becomes inflexible, brittle, impersonal.

When the work environment becomes less friendly and more impersonal, employees are less involved in the company. To put it in some way, the employee does only what is necessary. The job is only to earn enough money to do what you really want to do.

By the sympathy understand the interests and needs of others, to understand and respect their values, the company created within a climate of communication and commitment.

Mundobelleza.com. He says that being nice, nice fall, have sympathy and the sympathy are different modalities of a human quality that everyone would like to have it facilitates the coexistence and human relationships makes a lot of warmth.

However, some believe that sympathy is a gift and others think that the current of sympathy with people establishing themselves and not with others and, therefore, can not manage to have sympathy for all the world, or sympathetic to many.

It adds that a person is nice when inspiring sympathy, that is, when he does awaken in others a sense of kindness he has done to understand others feelings and has achieved an empathy response.

There are things that influence positively foreign sympathy. Each one is inclined to better understand those who have shared with him certain experiences: having gone to the same school, having lived in the same neighborhood, attended the same resort, etc., Etc.

There are also interiors, which are reflected in behavior that promote sympathy. We provide. 1 nice tricks to fall.

. Submit a cheerful countenance, or at least friendly. The smile is better letter.

• Manifest cordial at all times. Education is the key that opens all doors.

• An interest in the work of others. If a partner to help you.

• Share your opinions.

• have common sympathies. Acquaintances, friends, practice the same sports, like the same music, same hobby, tc.

• Always be prepared to provide some service. Do favors without expecting anything in return.

• Listening. The man needs only two years to learn to speak and more than 60 to learn to listen.

• Learn to ask with curiosity but with no interest.

• Remember what is important for the other person: his birthday, wedding anniversary, the name of their children, etc..

Every detail taken into account is an open door to sympathy. If one is constantly on them not only get to be liked by others, but make great friends.

It also adds that we must not forget that anyone who tries to win sympathy must rely first and foremost with its own character. Extroverts and primary-to respond quickly to stimuli, are much more open and therefore easier for the warmth, the communication of their feelings, to grasp and understand left. They also favor the feel interested in everything new and the unknown that leads them to want to see people doing things so that others may manifest to them, something that other people do not get so easily.

But those are secondary (slow reaction) and introverts are more difficult for sympathy, because they do not express their thoughts, much less his feelings, and at the same time, are hesitant to initiate communication with others.

Do not forget what we are willing Santiago Ramon y Cajal, that sympathy is very often a sentimental bias based on the idea that the face is the mirror of the soul. Unfortunately, the face is almost always a mask.

I love treason but hate the traitor. Gaius Julius Caesar. So went the iron magnet: I hate you because you draw me without you possess enough strength to join you. Friedrich.

It is unfortunate, as more and more hatred takes possession of people and leads to catastrophic events since the war, division, separation, alienation, mental and physical affectations. Wikipedia gives us the effect that, in simplest form can be defined as the Antipathy hatred and aversion to something or to someone whose evil is desired. From the Latin “odium”.

Hate is a negative feeling of deep antipathy, dislike, aversion, hatred or repulsion for one person, thing, situation or phenomenon, and the desire to avoid, limit or destroy what you hate.

Hate is the opposite of love, a feeling learned, used as a self-defensive, sometimes bordering on the morbid nature. Sometimes love turns into hatred when delusions or hoaxes.

Hatred can be based on fear to its target, whether justified or not, beyond the negative consequences related to it. Hatred is often described as the opposite of love or friendship, others like Elie Wiesel, consider the indifference as opposed to love. Aversion can generate hatred, feelings of destruction, destruction of harmonic balance and occasionally self-destruction, but most people can possibly hate something or someone and not necessarily experience these effects.

It adds, Hate is often a prelude to violence.

Before the war, it is often useful to teach people to hate another nation or political regime. It is common to instill in the soldiers, the hatred of the enemy to subvert the realities achieve the object of hatred, deforming its weaknesses, its threats and its objective reality.

Not surprisingly, Wikipedia, indicate, that hatred is still the main motive behind armed conflicts such as war and terrorism. It is not easy to know when hate has a logical basis and when hatred has become something organic counter-computer-is self-perpetuating blogspost.com, in this regard notes that Hate is an emotion of intense dislike and aversion towards something or someone. It usually causes rejection and alienation, and often is a precursor to violence.

The anger can be caused by fear or a negative outcome associated with the hated. It is often described as the opposite of love or friendship, but others (such as Elie Wiesel) consider that the opposite of love is indifference.

Often the word “hate” is used erroneously to refer to anything like it, like a movie, some food, etc. Also used to describe feelings of prejudice and intolerance to one or a group of people, such as racism.

Have you ever (as in wars) has sought political propaganda to incite hatred among the people towards any nation, faith or political regime. Hate is the greatest source of armed disputes as wars and terrorism.

Www.entelchile.net / family adds us to respect that if you are of those who entered a circle of hatred, remember that you can break it with tolerance, kindness, forgiveness and love.

Do not fall in the circle of hate thinking that it is impossible to find love: the fastest way to receive love is to give, be more blessed to give than to receive.

The love we lose when we want for us is like fire when we extend it caresses us with its warmth, love has wings and not be chained.
Love is the most precious gift that God has given us, and that gives us the opportunity to give.

Furthermore, the more there is more there is because it enlarges our heart to love, there is the secret of love.

Consider the following suggestions to remain in the circle of love, and not fall into the hate:

“Encourages love, hatred, killing, smiles, love, hate growls,” attracts love, hate, rejects,

-Trust love, hatred, suspicion, love tender, inflames hatred, “sings love, hate, scare,” reassuring love, hate, alter,-silent love, hate rants,-on builds love, hatred destroys;-sowing love, hate starts, hopes, love, hate, despair,

-Console love, hate exasperate softens, love, hate, angry, clear, love, hate, mistakes, forgive, love, hate, intrigue, love gives life, hatred kills;-love is sweet is bitter hatred, “love is peaceful, the hatred is explosive is true-love, hate is a liar,” love is light, hate is scary, is humble, love, hate is haughty;

-Submissive love, hate boastful, “love is gentle, hatred is warlike,” is spiritual love, hate is carnal. “Love is sublime, hate is sad. “Love can do everything …

“There is however great difficulty is, that love does not exceed it. “There is a very serious disease that is, that love will not heal. “There is very closed door that is, that love does not open it. “There are extreme distances, that love not shorten them bridged. “No matter how high that fence is, that love does not collapse.

“There is a very serious sin is, that love will not redeem.

No matter how serious a problem, how desperate a situation, how big a mistake, love has power to overcome all this.

Who is able to experience real love can be the happiest and most powerful in the world.

Love … Always … In every act, every thought, every day that dawns, every night has arrived, making life a love song ever …

Let me share with you a situation that calls me to care, in relation to discrimination in the labor force of human resources after 40 years in my country (Dominican Republic), specifically in the private sector, saying in this because the public sector that based on the political spoils system, ie that the posts will relate to the people who brought to power the ruler of the day, prevailing cronyism, familism and nepotism.

Businesses always remain as a creed that human resources represent the most important added value to the success of its operations, no matter the investment in technology, new management tools until he rediscovers the value of human loyalty.

However, it might seem a contradiction that women, in the majority of firms are not potential candidates for vacant seats from 40, and men are not candidates aged 45 years, ie that women and men Dominicans end their career development and productive activities to work in private companies when they reach that age and are still able to provide maximum benefits to organizations.

In other cases when they are working in companies in these ages, are the first to take into account in any redesign of the organization involving downsizing, having to engage them to be teachers if they have a vocation be consultants or perhaps engage in any business of any family that it can mobilize resources for the sustenance of their own.

I believe that in fact recruit in this age has its advantages, with some of the following:

• Increased readiness for decision making.
• Higher qualification (diploma, graduate, master, PhD)
• Greater emotional stability.
• More experience.
• Increased availability of time to devote to the organization.
• Greater stability in the position, the stage of your career development that are (maturity).
• Reduced number of permits requested, in the case of women, as children are at ages that do not require the same cone consistently if they were babies.
• Lower licensing of women on account of maternity.
• Increased reliability index.
• They are in constant training with the times (technology, management tools, other languages), among others.

We are aware that we live in a changing world and we have to give new talent a chance to train and just want to make career development, but those human resources are in the age above which have been update their knowledge maintained in accordance with the present time, open to change must be given the same opportunity.

You might think that a Solomonic out the situation could be a complement to the labor code standard of our country (Dominican Republic Law 16-92) from the makers of laws, however, this does not solve the problem, why who requires an organization to employ a person who does not want, in this case not because he has the knowledge and work experience for the effective performance of the job, but by age.

We believe that what you should change the structure of human values, human resource managers / human management are called to break this paradigm to senior management and lead the management of human resources ethically.

The human need for security is primary, intuitive, intense psychological substantially. In the search for security, man has always acted according to their cultural situation, their social environment and the standards achieved by their own development.

At the start of the first movements for safety and health at work, there was no interest to improve working conditions. Industrial development brought about the increase in accidents, making it necessary to increase security measures, which crystallize with the advent of the labor victories.

Over the years the technological development not only brought about the increase in accidents, but have been a number of risks in the production activity that at times has led to a deterioration of health is not justified, and therefore the occupational part is responsible for ensuring the control and prevention of diseases, accidents and diversions of the health of workers and promoting them.

The risks involved in work activities are varied benefits of diversity of operations, machines, equipment and tools necessary to perform all phases of production.

The human factor is essential in any work system to be developed, knowledge workers are the risks caused by working conditions is a factor, so it is necessary to identify, evaluate and take corrective actions lowered or eliminated, as much as possible.

Safety and Health at Work aims to create conditions for the worker to carry out their work efficiently and safely, avoiding incidents and damages that may affect your health and integrity, the assets of the entity and the environment , and thus contributing to enhancing the quality of life of workers and their family and social stability.

It is of great importance for the company to make the identification, evaluation and control of risks, although the accident have been declining significantly in the last five years.

Throughout history the concepts related to health and safety of workers have evolved through the conceptual definitions, such as industrial hygiene, occupational health, safety or ergonomics industry.

Based on the definition that the World Health Organization gave in 1946 that “Health is a state of complete physical, mental and social, not merely the absence of injury and illness.”

Safety is the state of working conditions which excluded the impact on workers of the risk factors.

It is, therefore, that safety and health at work is the activity aimed at creating conditions, capabilities and culture for the employee and your organization can develop occupational functioning efficiently, avoiding events that may cause damage from work.

Each year in the world, accidents happen. Some are deadly, others cause different types of injuries whose effects can last a few days to a lifetime sequelae which may be partially or totally disabling. (Vina, sa).

1.1 Causes of accidents.

The causes of accidents are generally divided into three groups: (Seville, 2002).

1. Human Factors. → Instruments unsafe.
2. Technical factors. → Environment. → Status uncertain.
3. Organizational factors. → Administrative or management.

At present, the accident analysis is performed by the model of causality, which takes into account the technical causes, organizations and relationships with human behavior. “Multi-causal approach should be an essential in addressing the research and analysis of an occupational accident.” (Espinosa, 1993).

1.2 Classification of accidents.

The accidents are classified as follows: (Díaz, 1989).

 Impact violence.
 Impact without violence.

Impact violently are those accidents caused by blows with or against objects in the path of the development of work activity. They are produced in the process of handling, transport, storage and use of materials.

Impact without violence: they are the accidents caused by contacts. Here, we consider:

• Electrical contacts.
• thermal contact.
• Contacts with sharp edges or pointed.
• Contact with corrosive or caustic.

1.3 Assessment of the occupational accident.

To achieve a common standard to compare the numbers and importance of accidents and injuries, regardless of the quality of the operator and the number of hours worked in each company, it is necessary to keep track of accidents during the same period and according to the same number of men and hours of work. (Díaz, 1989).

This is achieved with the indicators for measuring workplace accidents, which listed below:

“Incidence Rate (I. I).
“Frequency Index (I. F.).
“Severity Index (I. G.).
“Mortality Ratio (C. M.).

Impact Index: It indicates the amount of mandatory information accidents per 1,000 workers. It is determined by the following expression:

I.I = (N / P) x K

Where

N = Number of accidents of compulsory information (disabling injuries) in the period.
P = average number of workers in the period.
K = constant which means the selected baseline. (Usually it is 1000).

Frequency Index: Measures the relationship between the number of accidents that have caused an injury, whatever its magnitude, produced during a given period and the number of hours worked during the same by the total number of employees, calculated from as follows:

IF = (No of injuries / Total number of men at risk) x 106

Severity Index: Measures the relationship between the number of days lost due to disabling injuries and the number of hours worked during that period by the total number of workers treated in that period for the calculation. To facilitate the calculation is multiplied by 10000. The same is calculated as follows:

IG = (No of days lost / man hours worked) x 104

The index is indispensable because the frequency only indicates the number of accidents and the importance of injuries.

The company uses the average severity index () which is used by the MLSS, which is calculated as follows:

= No of days lost / number of injuries.

The difference between these indices is that the IG gives us the relationship is between the numbers of days lost per number of hours worked multiplied by 104 men and we related the numbers of days lost between the number of injuries.

Mortality Ratio: It gives us the relationship between workers died from accidents and injuries total them for this reason and is calculated as follows:

C.M = (F / N) x 1000

Where

F = Number of fatal accidents.
N = Number of workers injured by accidents.

1.4 Safety.

The work activity in its broadest sense is expressed through man’s interaction with the media work, the rules defined in a particular organization that aims to obtain a product or service.

At the same time economic and social development implies an increase in the diversity, complexity and potential risks identified by the concentration and development of advanced technologies, increased use of more powerful energy sources, development of new products and raw materials increase in speed and mass of means of transport and increased social demand for quality of life and the preservation of health and the environment.

The new technologies in all aspects, share new risks and must determine the levels of these new risks to gauge their impact on occupational health. (Port, 2002).

Is not the same guarantee and certify the excellence of a product that the safety of people in companies in which they work. (Biosca 2002).

Under these conditions there is implicitly the presence of risk as a threat to the stability of the functioning of organizations can be defined as:
Risk: “It is the possibility of occurrence of undesirable events due to hazardous conditions created by people and by different factors or objects.” (Seville, 2002).

“The word risk expresses the potential loss of life or damage to person or property” (Perdomo,
2002).
Risk: Combination of the probability of harm and the severity of this “(NC 18000/05).

Risk: “It is the possibility of occurrence of damage to human health caused by accidents, disease, fire or malfunction. (Domínguez, 1993).
Risk: The probability that the potential for harm will be on the terms of use or exposure and the possible extent of the damage. (Surgeon, 2002).

Risk: The probability that this level of initial economic or environmental consequences in a particular location and for a defined period of time, you get threats relate to the vulnerability of exposed elements. (Lavell, 2002).
Risk: “This possibility of the occurrence of an unfortunate fact” (Aguirre, 1986).
Coinciding with the authors mentioned, risk is the possibility that a worker or an institution suffer damage from certain work.

1.5 Classification of risks.

 Physical hazards.
 Chemical.
 Biological hazards.
 Risk Psychophysiologic.

– Physical Hazards: They are the result of the operation of physical agents that cause traumatic effects that usually in the hospital break or relax the barriers biohazard containment, increase host susceptibility or enhance the effect of some agents biological.

– Physical Hazard: These are factors inherent to the process or operation in our workplace and its surroundings, usually the product of plant and equipment, including excessive levels of noise, vibration, electricity, temperature and external pressure, ionizing and non- ionizing. (Seville, 2002).

If we assume that to speak of enlightenment is necessary to have a light producing source to illuminate an object, the magnitudes are known to be of the following:

 luminous flux.
 light intensity.
 illuminance or illumination level.
 Luminance.

The luminous flux and luminous intensity: “They are characteristic quantities of the sources, the first indicates the light output characteristic of a source, and the second shows how it is distributed in space, the light emitted by the sources. (Fraternity-Muprespa, 2000).

The lighting of adequate quality and quantity can be obtained with any of the various types of lighting systems (Lighting Handbook, 1986).

 Hint: From 90 to 100% of the light output of the lamp is directed at the ceiling at angles above the horizontal.
 Semindirecta: From 60 to 90% of the light emission of the lamp is directed toward the ceiling at angles above the horizontal, while others go down.
 Direct-Indirect: From 40 to 60% of the light is directed downward at an angle below the horizontal.
 Direct: From 90 to 100% of the light is directed downwards at an angle below the horizontal.
 semidirect: From 60 to 90% of the light emission of the lamp is directed toward the ceiling at angles above the horizontal, while others go down.

Methods of illumination.

Lighting methods are referred to areas where it is necessary to ensure a level of enlightenment. Thus we have: (Garcia, 1990).

General Lighting: With this method of illumination uniformity is achieved throughout the local light.

General lighting located: It is necessary to achieve in areas which, by the type of task being performed requires high intensities.

Additional Lighting: It is named the method to illuminate specific points in the area of work that requires high level of illumination.

Designing a lighting installation.

The design of a lighting installation depends on many factors, among which is the supply adequate amount of lighting. This is done by the previous analysis of the visual task and its lighting needs could then proceed to selecting the most suitable type of lighting and the calculation of the installation. (Manual on Illumination, 1986).

– Chemical Risk: Probability of damage by handling or exposure to chemical, often used in areas of research, diagnosis, or with disinfectants and sterilants in the hospital environment.
- Biohazards: Is the result of the exposure to biological agents. It can be occupational or not, depending on how they relate to the job.
- Risks Psychophysiologic: Caused by human factors, can be organizational or sociological, all inherent to humans.

1.6-Proposed Methodology for the Identification, Evaluation and Risk Management that affect the safety and health of workers. (According to Resolution 31/02 MTSS, Cuba).

The assessment of risks in the workplace, facilities and job is done according to the particular characteristics of each place with the participation of workers in places that need to make an initial risk assessment or undertake the upgrade the existing one.

This procedure can be used to meet quickly, easily and effectively with the obligation of institutions to have a diagnosis of existing safety standards on site and establish a prevention policy based on the continuous improvement of working conditions .

The assessment must be made considering the information about the organization, the nature and complexity of work, materials used, existing equipment and the health status of workers, assessing the risks on the basis of objective criteria that provide confidence in the results to achieve.

When there is a ¨ · Specifications rules to be applied, the procedure must comply with the conditions laid down herein and shall conform to standards or guidelines, as required by the taking of measurements, analysis, testing or evaluation criteria to be used complex .

Rating established by existing laws.

In many cases the assessment, exposure and control of some of the risks in the facilities or places, may be covered by legal documents or procedures of agencies or branches of the entity itself, it being necessary to ensure that it meets the requirements.

Assessments imposed by legislation on risk prevention.

Some rules that governs aspects of prevention of occupational risks and define procedures for assessment and control, such as noise and vibration standards.

Evaluation of risks for which there are no procedures or specific standards.
There are risks that exist in the country no specific legislation to limit the exposure of workers to their effects. However, there are rules or technical guidelines of internationally recognized organizations, which establish the procedures for evaluation and even, sometimes, the maximum recommended exposure. For example, permissible limits for chemical pollutants, published by technical associations and institutes of applied research.

Assessments that require specialized methods of analysis.
Some of these laws require use of specific methods of risk analysis both qualitative and quantitative methods such as HAZOP, fault tree and errors and others.

In practice, when analyzed from the point of view of safety a particular installation that is done is to combine a set of methods, from historical analysis, combined with checklists to then perform a systematic analysis by Hazop. In certain cases also performed frequency estimation methods. (Http://www.unizar.es/guiar/1/accident/An-couse-An-couse.htm).

The risk assessment is the core activity from which proactive planning will be established to control them. (Http://www.mtas.es//inht/ntp/ntp-330.htm). In light of what has been presented, a general method is best placed to carry out an initial assessment of risks, because allows taking into account the risks inherent to the work done by the worker and obtain, if appropriate, an initial risk assessment for causes that have as factors for which there are specific assessment procedures.

The following procedure is based on the use of three tools (models). (Basic Course Safety and Health at Work, 2001).

 Model Risk Identification Questionnaire. “
 Model Risk Assessment. “
 Model Preventive Plan. “

The Risk Identification Questionnaire “is recommended to begin the evaluation process and aims to facilitate the identif
ication of existing risks and to involve workers, thus knowing the subjective perceptions of them respect to matters considered more harmful to your health.

After obtaining by any mechanism of risk indicators in our organization comes time to evaluate them to make organizational decisions about our security management and priorities. (Risk Analysis, 2003).

The model “Risk Assessment” can assess all areas, facilities or jobs where a risk is identified. In the cases established criteria or the evaluator, can make the qualitative assessment of the risks identified in terms of probability and consequences of its materialization, proposing corrective measures to eliminate and / or minimize risk.

Once identified and evaluated the risks, it is necessary to establish the character different coordinated actions aimed at the elimination, reduction and control of them, which are reflected in their formal written document constituting the so-called prevention plan. (Navarro, 2001).

The “Plan of preventive activities” is to translate a model planned actions, partners and dates, which should be eliminated or minimized the deficiencies identified during the evaluation process. This document must be issued annually and updated whenever a change in the risk assessment.

The “assessment procedure” consists of the following steps:

1. Identification of areas, facilities or jobs.
2. Evaluation of the risks identified.
3. Proposal for preventive measures aimed at eliminating or minimizing the risks identified.

The scope of the procedure should not apply similarly to all workplaces, given the differences in potential risk, size, economic importance and number of workers. It is beneficial to achieve greater efficiency and rationality of work, first carry out self-classify the workplace which will run the risk assessment.

The authors, for this purpose, they suggest that the staff could use the classification of workplaces that are shown in Table 1.1.

Table 1.1 Classification of the workplace.

To classify a center must be flexible, considering the behavior of these variables and the objective conditions of each workplace. This means, for example, that in certain cases a center with 40 workers could be classified as “A”, if it had a “high risk.”

According to the rating that is awarded to the workplace, is that the procedure of assessment and models of records as set out in Table 1.2.

Table: 1.2 Types of registration to be applied according to classification of the center.

Note: We apply the model but not required for the risk assessment.

The specific questionnaires were used at the discretion of the specialists who carried out the assessment. Its implementation will be in correspondence with the identified risks and on the basis of need or desire further information you get, the nature of the tasks.

Risk Identification. (See Attachment # 1).

The risk identification will take place in all areas, facilities and jobs in the company. The concept of job includes all workers who perform similar functions and are subject to the same risks.

The model will be filled by taking into account general data identification and assessment of the areas, facilities and jobs in the company or establishment.

Be recorded (x) in the row for each of the risks identified as a worker there, subjectively allocating the level of risk to consider this subject in the range between 0 and 3.

When you consider that there are risks that are not contained in the listing, will be added in each of the rows after the 26th, and essential to appoint the risk involved.
Risk Assessment. (See Attachment # 2).

This model will be implemented in all areas, facilities or jobs and the outcome of the analysis of information from employees during the process of identifying risks and in visits and interviews with workplace evaluated.

The model can include assessment of the risks which will be held in the case that the center is of type “A” or when deemed necessary by the specialist. Each risk is assessed separately (qualitatively), assigning to each a rating which is derived by the combination of likelihood and consequence, according to the methodology described by Menendez in 2005.

When we are evaluating a center “B” can use the model without filling the share of the assessment.

The model will be filled by taking into account general data identification and assessment in all areas, facilities and jobs in the company or establishment.

Risk Assessment.

Qualitative and quantitative procedures.

 Probability.

The deemed the possibility that risk factors are realized in the damage normally expected of an accident, according to the following scale:

At the time of establishing the likelihood of harm is considered the following:

• If exposure to risk.
• The frequency of risk exposure.
• If the control measures already in place are adequate (Guards, Personal Protection Equipment (PPE), etc. .).
• If you meet the legal requirements and best practice recommendations.
• Protection provided by the EPP and time to use them.
• If they are correct habits of workers.
• If workers are particularly sensitive to certain risks.
• Failure in supplies or components of equipment as well as protective devices.
• unsafe work procedures of persons (unintentional errors or violations of procedures).

 Consequences.

The materialisation of a risk can lead to different consequences, each with its corresponding probability. That is, the consequences normally expected of a particular risk are those that are most likely to occur, although it is conceivable that extreme damage with a lower probability.

This methodology, referring to the consequences of the risks identified, assess is normally expected in case of their implementation according to the following levels.

 Exhibition.

It takes into account the number of people at risk, the exposure values can be seen in Table 1.3.
Table 1.3 Values of exposure.

 Value of risk.

Value of Risk = Probability x consequence human x material x the result of exposure.

Once all these data obtained is given the highest to lowest priority in the event of a tie is decided at random, or given the same priority.

Note: In all places of work classified as “B” or when the risk assessment require a specific assessment such as environmental measuring, it is not necessary to complete the assessment. Where it would take a measurement, the corresponding measure will indicate the measurement.

Preventive Plan.

Its purpose is to reflect on a period of time all actions to comply with health and safety policy of the company and facilitate monitoring of the strategy developed for the continuous improvement of working conditions, based on the principle of “Comprehensive Security”, being a form of graphic expression of the OSH management in the state.

The model will be filled by taking into account general data identification and assessment in all areas, facilities and jobs in the company or establishment.

The same should be produced annually and may be modified, depending on the results of evaluations that can be performed either by the company itself or by the organs of state inspection.

Proposed preventive activities, detailing the actions or tasks in the various activities planned for consideration by the Plan to comply with the strategy decided to realize the model of management and organization of prevention in all activities of the company, eliminate or minimize the identified risks and ensure the “continuous improvement of working conditions.”

<it 's possible that a plan will not have to include measures in all activities described in the model, since in the period did not plan to improve some aspects. The issues addressed in preventive activities can be modified by the entities.

The actions described in this model does not have to agree with the measures described in the assessment model, since in this stage include the feasibility and economic analysis may not have the funding to operate on some identified risks.

Comment: It includes any item that is necessary for a better understanding of the scheduled task.

Reviews greater complexity.

In cases of workplace classified as “A” or at the discretion of specialist risks exist that justify the application will proceed to the specific questionnaires by type of risk, as well as measurements of environmental factors or others impact on safety and worker health.

1.7-Techniques used in the Assessment, Risk Identification and Prevention.

Major USING techniques can have:

Observation: Observation is the most fundamental and the basis of other methods.

In science, generally the comments are a set of checks for one or other hypothesis or theory, and therefore depends to a large extent on the purpose. The scientist simply does not register any data, but consciously choose those that confirm or reject his idea. So the scientific method is observation and attentive perception, rational, planned and systematic phenomena related to the objectives of the research, in their natural and usual, ie without provoking them and using scientific means, so as to offer a scientific explanation of the inner nature of these.

The Interview: What empirical research as may be defined as follows: A planned character conversation between the interviewer and (or) respondent (s) in establishing a communication process in which fundamentally speaking gestures, postures and all the different non-verbal expressions of that interview as well which is located in the plane interviewed.

The interview method of research is essential in cases where the investigation can not be otherwise, for example, when the statistic does not deal at all to collect data on a number of issues of interest to the researcher.

Brainstorm: The essence of this method is free and spontaneous ideas, avoid criticism and attacks.

1.2.3.4.5.6.7.

1. E. P.2.3. R. 2002.4. A. 2002. P.5.6. Editorial People and Education. P.7. P.8. P.9.10. J. P.11. 2002.P.13.14.15. 2002. P.16. R. 2002. P.17.18. A. P.19. P.

The role of women in the workforce has been the subject of analysis in recent years, especially when it has proven its capabilities, skills, abilities, achievements, especially those who have served in executive positions, including management .

From there, we should not be surprising that comment, that the participation of women in the labor market increases, especially in the central ages, coinciding with family life. It also increases the percentage of employed women, which confirms that your employment situation is becoming more formalized and socially recognized. The number of employed women with higher education and their presence is evident in almost all economic sectors. However, if it is true that women have access to work, it remains true that are still located far from power feud that still maintains the male population. The rate of incorporation of women into managerial positions is still less than 5%.

For a woman often hard to find a job, hence programs to assist disadvantaged groups to include them as one, among young people seeking their first job and the disabled. In addition, when found, is characterized by uncertainty. And finally, the remuneration received is less often a woman than a man would.

The role of women in tegration proactively to the work force has led by example, as discussed INTERMANAGERS, that as women assert their position in the executive world, concerned about the issues that vary: from access the direction of greater comfort in their personal choices. This represents a change and expansion in the kinds of problems typically faced by successful women. Previously, the most important obstacles were gender-based employment: harassment, isolation, constant need to fit and demonstrate the value itself, now, the emphasis is on changing lifestyles in the elections and the commitments in the forces that influence the decisions and strategies with which women are styled winners meaningful and successful careers.

Many women are at a crossroads: traditional ways seem clear career paths but also unsatisfactory or impassable, while the new paths that allow a fuller life, are complex, uncertain and ambiguous.

Some questions that reveal women in executive positions are: what it means to be a successful director?, “Success is equivalent to career advancement or something else?, How I make decisions about my life?, How I can merge my career ambitions with my other life goals?, “I can be true to myself and my organization at the same time?,” I can develop my potential in this job?, what am I losing to succeed in my work?; ” how women access to power?, what I find effective political style comfortable?, how safe I can show myself effectively.

These questions reflect concerns very different from those that afflicted previous generations of women achievers, another distinct element is that now many more that put into question his professional life.

Definitely as indicated by Marian N. Ruderman / Patricia J. Ohlott, many women find themselves at a crossroads: traditional ways seem clear career paths but also unsatisfactory or impassable, while the new paths that allow a fuller life, are complex, uncertain and ambiguous.