1. Introduction

It is a fact that humans are social beings. In its dimensions, physical, mental, spiritual, economic and emotional present this aspect. Most people understand the social dimension in a fragmented way, ie from the point of view of others, “My image in the other, determines my image to myself” when the reality is reversed.

Unconsciously, we all make a difference between what we are really our behavior individually and professionally. Thus we see daily medical (health promoters) patients and lawyers (fighters for justice) dishonest, etc, as the saying goes: “Nobody is prophet in his own land.”

Almost no one is excluded from this phenomenon, it is rare that it maintains a consistency between what is as an individual and his behavior toward the public. In most cases, still separates individual professional development and consistently opposed.

This is seen a lot these days in business culture. Two thirds of the total time of one day, we had working. However, at that time, some of us try to appear “human least possible” Why? “This show emotions frowned” “Here, what matters is how much money the company gives him a month, not people” It seems that the concept of “humanity” and “productivity” were divorced by that of “It human errors “

The result is the same; industrial dose of stress and fear, distrust of one another, and ultimately the quality of work is 50% of its potential, because after all, not to make mistakes, everyone makes only the minimum to keep their jobs.

Even at the beginning of this century, thanks to the advances of science and biological techniques, conceived organized human society based on mechanistic principles. It moved to the consideration of the nature of the man identified as a real machine driven by a desire to satisfy their biological needs.

It is explained that the scientific basis for the organization of work, only take into account the material reasons – economic, excluding spiritual values and other factors that constitute the essence of the human person.

So far, with the economic, political and social, the world begins to take into account that the quality is made by human beings and not machines. In recent years, has been developing a transition of consciousness in this, because of the emergence of new theories of total quality. This factor led to the phase of the development of ideas that claim, as urgently needed to start working to reach the quality of life of individuals, it has been observed that it depends on other qualities.

In countries with an advanced culture like Japan are aware of the importance of creating the conditions for achieving increases in quality, productivity and dramatic improvements in the workplace. They realized that while implementing processes of change and redesign, total quality, reengineering, and so on., Not getting the results expected. There was that “rehumanizar” to corporations. Attend and understood as individuals,
The result was surprising. Achieved a significant improvement in the work environment, providing an atmosphere for greater communication and better relationship began to emerge … teams working together towards the goals, then by giving importance to people, interpersonal differences and barriers fade giving way to compromise of work based on mutual trust among employees, as well as personal trust that each one experiences as a result of intense experiential process undertaken. Bigger and better teamwork, resulting in a more positive work environment, warm-oriented cooperation. Independence, security and confidence of the people to carry out their responsibilities and to specify the performance of their duties. A more rapid and effective implementation of the changes. Most creative people and greater contribution of ideas, people with personal sensitivity to re – discover all potential interns.

No one can give what does not. The question is: Do you have a professional, as an individual life quality staff to provide these skills to others?

The word quality is derived from quality which means each of the circumstances or characteristics that make a person or thing superior and excellent. Distinguished persons or things.

According to the illustrated encyclopedic dictionary, life means “substantial internal forces under which the work has to be that. Conduct or method of living with regard to the actions of human beings “

The quality of life is a concept that goes beyond the physical as it involves values and mental attitudes. Your search is a constant in human life from the beginning of time. Poets and philosophers have tried to define, explain, analyze what really makes man happy.

For the meaning of happiness is not only difference in each person, but becomes different at each stage and even in every moment of the life of that person. A toy, travel, love, eternal youth, money, man has pursued throughout history is full they call happiness. But this is only a fleeting moment that, at times, justify our own existence. However, the quality of life is very similar to and more lasting happiness, whose success depends on each one.

The quality of life is a positive state from all points of view. Is being in the fullness, is able to operate one hundred percent. Physically, it means being in good condition, strong, resistant to diseases or to quickly overcome them. From the psychological point of view, is to enjoy, take over the responsibilities, combat nervous tension and stress. From an emotional standpoint, is to be at peace. The person who maintains your quality of life is a person who feels good, vigorous, enthusiastic, with the smile of one who feels good in all its dimensions.

However, the individual suffering the disease, recognizing that there is a higher state, is much better than one who has resigned. In fact, the person concerned is minimally conscious of his own desire to excel, which puts on the road to self-realization. What we need is to recognize their basic needs, satisfy them and achieve their lost values. There are many more individuals who, suffering the same condition, are unable to listen to their own desires and only guided by the outside.

Maslow in his book refers to a biological wisdom, an innate tendency in man to choose what is good for him. Or at least to be desired. Knowing, then, that we exist in sufficient biological knowledge to recognize what is appropriate for our welfare, it seems contradictory that, despite having well-marked path, without realizing it, we insist on taking the opposite direction. Thus, many of us escaped to the possibility of growing. We have lost the instinct to get the quality of life.

Maslow offers the following examples of the distinctive characteristics of individual self-realized:

1. More efficient perception of reality and more comfortable relations with it.
Maslow noted such symptoms as an unusual ability to detect false or dishonest in the personality and to properly judge the people. Healthy subjects and like to accept the unknown, ambiguous or unstructured. Looking for the truth not by a catastrophic need for certainty, security, finality and order, and therefore, can be found in the doubt and uncertainty pleasantly stimulating challenge.

2. Acceptance (self, others, nature).

“I would give a bad impression that they are satisfied with themselves,” Maslow said. “What we should say instead is that they can take the foibles and sins, weaknesses and evils of human nature in the same spirit with which one accepts unconditionally the characteristics of nature” (21)

When talking about acceptance Maslow refers to that full acceptance of natural body functions, with a corresponding lack of annoyances and dislikes. There is an absolute lack of guilt or shame, but these feelings are focused on deficiencies amendable “stubborn remnants of poor psychological health (eg, prejudice, jealousy, envy) and flaws in the species, cultures and the long run.

3. Spontaneity.

Maslow asserte
d that people who autorealiza is more spontaneous and informal in his inner life in its external behavior. The convention does not stop them doing what they consider important, but do not turn that into a big problem when it comes to customs or regulations of no importance.

4. Centralization of problems.

The self-actualizing individuals are more concerned with philosophical or ethical issues. They live in the widest possible frame of reference and work within a framework of values that are broad and universal.

5. The quality of separation; need for privacy.

The person autorealizada like the solitude and privacy in a much higher degree than ordinary people. Maslow do not apply the adjective “introverted, but prefers the term separation, to describe certain calmness, withdrawal and dignity which have autorealizan.

6. Autonomy, independence of culture and environment.

The person who autorealiza depends for its own development of their own resources is not their main satisfactions in the world or other people. This independence contributes to their stoic natural resistance to shock, frustration and deprivation.

7. Continued freshness of appreciation.

The subjects retain their sensitivity. They can respond to fresh expressions of artistic beauty and natural.

8. The mystical experience, the oceanic feeling.

It’s the feeling of unlimited horizons of great ecstasy, wonder and fear, loss of place in time and space, and finally with the conviction that something extremely important and valuable has happened, so that the subject is transformed and strengthened even in his daily life with these experiences.

9. Sense of solidarity.

It suggests a deep sense of identification, sympathy and affection, despite occasional anger, impatience or disgust. Because of this they have a genuine desire to help the human race.

10. Interpersonal relations.

The autorealizan subjects who tend to have intense and deep friendships and their choice of friends discriminate in favor of people like them. They tend to be more kind and compassionate with others. Children especially love and feel compassion for all humanity.

11. The democratic character structure.

Those who are autorealizan are an elite in character, ability and talent, rather than by birth, race, blood etc. These subjects had a certain humility in learning. They are well aware of how little they know compared with what could be known.

12. Discrimination between means and ends.

They have moral standards defined. They behave as if it ends and means could be distinguished as if the former were more important than the latter. They also have the ability to treat as ends in themselves some of their experiences and activities that most normal people would consider as a means to their ends (eg a trip).

13. Philosophical sense of humor, not hostile.

According to Maslow, people do not laugh autorealizadas wounding, or superiority humor. Typically, what they believe humor is more closely linked to philosophy than anything else, his jokes have a role beyond making people laugh. The common man sees these as a sober and religious jokes.

14. Creativity.

“This is a universal feature of all persons autorealizadas” says Maslow. These people have a general creativity similar to that which is natural in children. They put everything they do certain attitude or spirit.

15. Resistance to acculturation.

With this phrase, Maslow meant to convey the relative degree of acceptance and rejection of the cultural values of people who autorealiza.

16. The imperfections of the people who autorealiza.

Autorealizan People who have many of the human failings might be called minor.

17. Values and self-realization.

Many moral conflicts disappear to the person who autorealiza. Its other features give a strong basis for a natural system of values.

18. The performance of the dichotomies of self-realization.

In conclusion, Maslow made perhaps one of the most important generalizations about people who autorealiza:

“What was considered in the past as places and positions polarity or opposite or dichotomies, people were not healthy. In healthy people, these dichotomies are resolved, the poles disappeared and many believed intrinsic oppositions, emerged and joined together to form units. “

2. Personal Integrity

An integral part of any professional is ethics. While the individual requires an extensive review of its goals, the means toward the goals and how your personal philosophy is consistent with their professional goals.

A professional (and any human being) must be concerned with three main aspects: a) Your personal ideology, b) Their sense of social responsibility, c) The control of the truth. The question is how far one can go without distorting these three points.

One way to think about the ethics involved in the corporate culture is to visualize the effects that their practice is among the selfish and comprehensive benefits (individual, professional and public benefit).

The end of the selfish benefit represents the public relations practice in which there is only a private benefit at the expense of others (business, public, etc .).

The end of the full benefit is reflected by this practice that is useful for both individual and professional. This means that to achieve our goals, we operate in such a way that may benefit our ideals-professional individual and collective.

In summary, what is good for one, has to be good for others, otherwise not good for anyone
I OTHER RESULT
  - –
- –
- – -
  

In the current situation of the organizations to rethink the theories of total quality, public relations arise within their primary goals to develop high quality leadership from the top to the base of the organization.

This philosophy requires an explanation of the current trading system, especially in terms and principles of the reality of human nature and behavior.

This is a difficult task and one of the weakest elements in virtually all businesses.

Nielander writes: “A basic goal of any profession is leadership development at all levels of an organization. Actual activity will be achieved with beneficial results in organizations that successfully develop their leadership potential highly distributed. ” (32)

It is interesting to see here, the opinion of John Heider about leaders:

“It’s a mistake to believe that a great leader is above the others. Paradoxically, greatness is acquired knowledge, humility, the emptiness, the openness and willingness to serve. “

“The wise leader is a server, responsive, dedicated, obedient. The vibration of the group dominates and directs, while the leader is back. But soon he is the conscience of the group that turns, it is your vibration that makes its way. “

“The relationship is reciprocal. The leader’s job is to be attentive to the group process. And the band ever need to be received and played avidly by the leader “

Here is some of the subjects suggest that a leader must promote the quality of life:

1. Integral Development of the Individual
2. Human Values
3. Cultural Identity
4. Social Responsibility
5. Ecology

The quality of personal life is the ideal way of life that people want if they want to and that is an integral development of the physical, mental, social, economic and spiritual, which will give it a balance with himself and society.

Be aware of it or not. any professional is an integrator of people (from a basic business operation to unite as a vendor with a purchaser, to the daily interaction with their subordinates and bosses) If integrator public profile required to achieve their own quality of life. If this is formed within their professional development, including the two areas that comprise the quality of life (way of life and standard of living), his attitude w
ill be present as a human quality and will also promote its quality public life.

This, as mentioned earlier, it is not possible if there is a claim of the individual in their environment through an integrated vision of its elements.

Do not think you can talk about quality of life if not primarily an analysis of the individual and how that has been studied to solve the problem later in their development. Observe some fundamental aspects that must be present as a necessary means to achieve quality of life in the individual, to make patterns in their development and ways to overcome.

Analyze the role of the professional from the individual point of view as to their training and values such as ethics, human rights, rational faith and their preparation for leadership in quality of life.

Provide concrete tools on how to implement a program to guide the individual to develop the quality of life in all its dimensions. Finally, I would like to emphasize that the proposed measures apply to both the publirrelacionista as any individual who decides to overcome.

This is the root of the problem: If a company does not have “house in order” hard to project a good image and if he can keep it for long because it is built on false pretenses. The same occurs in the publirrelacionista if no internal harmony can hardly maintain harmony in your environment.

Nielander summarized above in the following sentence: “Good public relations are good private relations simply projected out”

3. Qualities in education for the quality of life

Few professions remain static. In the field of medicine, practitioners must update and refresh their knowledge. Practitioners must meet and exchange information through published journals and other ways, sharing information is a characteristic of the professions. This should be a rule for all professions, since it is necessary to live in a constant process of education to be able to play in our profession, in all areas and at all levels.

Learning is a ‘change’. In terms of achieving quality of life, we must necessarily enter into a dynamic of constant change, never end. Perfection is not attainable, but if you can approach it with each change.

Herbert Mahon recognizes two fields of learning in man:

“One is the aptitudes or skills which incorporates human knowledge expand your know-how. The other fields, is about the attitudes or behaviors, where the man built the context messages that pours over him, and when they reach the forceful enough, assimilate and thus produce a change in behavior. “

From now on we will consider the learning of skills or vocational skills and attitudes and behaviors such as personal training. Likewise analyze them separately, trying to define in what way should be treated in a process of moving towards the quality of life.

Many authors emphasize technical training, skills and abilities of each profession. However, reflecting on what that there is a “school for life”, think that any professional activity is a human activity dealing with people, of which depends on the success of any business and dealing with people requires quality of life by the practitioner.

Albert Einstein used to say:

“I consider critical to treat the individual as a tool inert. The school must always consider the goal of the young leaving her with a harmonious personality, not as a specialist … The first thing should be, always, develop the general capacity for independent thought and opinion and not the acquisition of specialized thoughts ” (36)

In conclusion, it would be wise to remember a story by an anonymous author that clearly illustrates this issue. :

When I was young and free
and my imagination had no limits …
… I dreamed of changing the world
When I matured and became more wise,
I discovered the world
not change,
So I moderated my aspirations
and decided to change only my country.
But I also discovered that my country would not change
When you reach my age.
in a last desperate attempt
I decided to change only my family and my work
But they never allowed
And now, at the end of my life,
Suddenly I realize!
If only
I had changed myself first …
So with my example
would have changed my family and my work
With inspiration and encouragement,
would have been able to improve my country …
And who knows,
perhaps might have changed
even the world!

And this is a high personal ideal: that every person leaves a mark on this world is to be loving what he loves, doing what he loves to do what you love and love what you have to take what you love and does, to do what you love

4. Bibliography

Ackoff, Russell L.; Planning Mexico Enterprise of the Future, Ed Limusa, 1990, Albert Einstein, The World As I See It Mexico, Ed Dante, 1989, 35 p.
Mexico Illustrated Encyclopedic Dictionary, Ed Editores Mexicanos Unidos, 1989, Volume II 259 p.
Mexico Illustrated Encyclopedic Dictionary, Ed Editores Mexicanos Unidos, 1989, Volume III 302 p.
Fromm, Erich, Ethics and Psychoanalysis Mexico, Ed Polity Press, 1990, 136 p.
Sáenz Gutiérrez, Raúl; Psychology Mexico, Ed Sphinx, 1985, 280 p.
Guzmán Valdivia, Isaac and Development Transcendental Humanism Mexico, Ed Limusa, 1987 350 p.
Hoffman, Walter, The Achiever 500 Formulas Mexico, Ed Diana 1990, 358 p.
Mahon, Herbert; Excellence: A Way of Life Buenos Aires, Ed Vergara, 1991, 228 p.
G. Marquez, Silvio and Rabuy B., Antonio; Sociology Mexico, Fondo de Cultura Economica Ed, 1971, 420 p.
Maslow, Abraham, the creative personality Mexico, Ed Polity Press, 1969; 294
Maslow, Abraham, Motivation and Personality New York, Ed Harper and Brothers, 1954, 224 p.
Nielander, William; Practice of Public Relations Barcelona, Ed Hispano Europea, 1980, 450 p.
Pratt, Henry; Dictionary of Sociology, Mexico, Ed Fondo de Cultura Economica, 1987, 187p.
Veyne, Paul, On the Individual Barcelona, Ed Polity Press, 1990, 152 p.

Although in recent years companies have sought creative solutions to ensure better performance of their employees and yet a better balance between their work and personal life, it is almost impossible to get human resources policies to achieve solving situations facing work and personal life

With the greatest boom that has been taking progressive organizational theories in regard to the work-life companies have developed guidelines that ensure the welfare of their employees, always bearing in order to capture and retain the best human talent.

These policies and strategies ranging from flexible schedules, through long paternity leave and paid maternity, to family medical insurance, among other benefits.

The adoption of these plans and programs is good, certainly a motivating factor, but it is certainly not in all cases.

In general, when companies design these plans focus on the benefits in specific situations rarely are home to all staff. For example, when developing a plan of flexible working hours for parents with young children, are unwittingly giving preferential treatment to employees in this situation, without thinking that this plan may send wrong signals to other employees.

If an executive secretary has a baby that requires time and therefore receive preference in their times of arrival and departure, what do you think of another secretary at the same level that has a couple of teenagers and that the scheduling plan flexible blanket no

Certainly not going to be very happy with the treatment they are receiving, you may think that the work is not doing it the other secretary delegated to her and his other companions, which have not very happy, you can feel discouraged and start to have low yields or may occur in human resources and demand the same treatment as you have children who are at an age which also require considerable attention.

With this simple example it is noted that a decision could be understood as a policy, flexible and progressive, looking for staff welfare, it becomes a problem which can have serious consequences for the working environment of the firm.

For this reason, when trying to develop wellness programs that seek to find work-life balance, we must take into account all staff and all situations, although it seems an almost impossible task given the social diversity that can be find a business, it must develop creative solutions to achieve it.

These programs must be flexible and have to start from recruitment and selection tasks if you have the best human talent

When you develop such plans must be communicated to all staff what to look for him to understand that not all have preferences and that no employees of first, second or third class, in addition, these programs must be flexible enough to accommodate different situations. The company must be able to offer the same benefits to the two secretaries of the example.

Another key factor is to make clear that although benefits are granted, the quality of work of the person receiving them must remain equal to or better than before to have them, ie the secretary with the baby must meet its obligations in the same manner as other executive secretaries.

We must look for creative solutions, with the technological advances it is possible for people to work longer in their homes using the internet. It may not be necessary for the coordinator of a sales group is present every morning at seven for the daily meeting, if there is a possibility that can advance using a chat room, an instant electronic messaging service or a video conference .

It is also important to know the expectations of the people, the plan must be built based on two-way information, otherwise it will fall short. We must therefore encourage staff to express what he wants and what remedies may have to fill those expectations.

Benefit plans are properly designed and implemented highly motivational elements and factors that attract talented people

In conclusion, to create benefit plans should seek equity rather than equality sufficiently clear leaving the game to all employees.

Objectives: Achieve skills in the layout of surveys, investigate the reasons behind an employee to search and job tenure, compiling statistical tables, graph and interpret the data

1) set up a survey to know what are the motivations that lead a worker to seek employment or stay in considering the classification made by Mc Gregor (and physical needs and security, b-and c-egocentric social )
2) Select a sample of the labor force and proceed with the planned survey.
3) Diagram a spreadsheet and dump the data obtained in the survey
4) Finally. Classifying the respondents according to their responses, plotting the data according to your preferences and draw a conclusion that allows for a degree of motivation and satisfaction of the needs of workers these days.

Sex: Age: Are you married? :
Do you have children? How many?: Number Of C.U.I.L.:

1) Does the company provides an effective health plan for you and your family?

YES NO

2) As regards the holiday period, do you think the company can be reached as to the time when the same are granted
YES NO

3) Does the company that made frequent layoffs?

YES NO

4) Do you think that the company promotes fellowship and unity among the workers?

YES NO

5) Does receiving a fair recognition of their work from peers and bosses?

YES NO

6) Do you consider the work environment is conducive to perform their tasks?

YES NO

7) Does the company takes into account the opinions and suggestions of the employee, having the same degree of influence in decision making?

YES NO

Do you think that working hard has a chance of progressing in the company?

YES NO

9) Do you consider the net pay received is directly related to their work and effort?

YES NO

Physical Needs and Security

Physical Needs and Security

If

No

Question 1

4

8

Question 2

9

3

Question 3

4

8

Total

17

19

(To see all the graphs in this document, you need to use the download version)

Social Needs

Social Needs

If

No

Question 4

8

4

Question 5

9

3

Question 6

10

2

Total

27

9

Needs egocentric

Needs egocentric

If

No

Question 7

5

7

Question 8

4

8

Q 9

7

5

Total

16

20

Introduction

The first step taken was the preparation of the surveys. To produce the same were taken into account certain criteria that were consistent with the subsequent evaluation of the graphs found. As an example, the age of an individual can tell us about the needs of the same, the marital status and number of people who depend on it, as are the children in certain cases, indicate the amount of money required for support and satisfaction of basic needs or physiological. Respondents hover between 17 and 56 years of age. Individuals were interviewed both female and male.

It also took into account the classification of needs according to MacGregor. This classification includes three types of needs: physical and security (physiological and physical safety and emotional), social (love and esteem) and egocentric (of implementation). The three needs are included in the survey, devoting three questions for each.

A chart for each type of need. They were made in circular style in order to assess the percentages of affirmative and negative responses more clearly. Were located to the right of each of them a spreadsheet containing the positive and negative to each question and the totals for each need. Totals were plotted only because special attention to them at the time of analysis.

The difficulty that arose during the course of this work was the proper classification of the questions in the three types of needs.

Conclusion

After looking closely at the graphics were several conclusions.

First, note that within the physical and security needs, individuals showed most dissatisfaction with the health system offered and the period in which the vacation is given. Although that figure is higher than the percentage of non-self, does not mean that the needs are not met since Question 3 does not give a bad connotation if answered in the negative. Therefore the above needs are met. The fact that a question has been answered mostly with a negative is a major problem for workers, as a situation of basic necessities, such as health, do not receive support from the company. In my opinion, companies are taking a bad policy on this issue because if the worker is ill and has at its disposal a trained doctor to cure his disease rapidly being lost production time, which means a loss. The selected sample of the population seems to be certain as to keep their jobs since the question was answered with three negative in general. In question two, individuals do not show objects to the time given for your vacation. Some of them have no choice this time because they perform jobs that are needed at different times of the year, so at times you can not do without them. This causes the company apparently decided to stage that will be given.

Secondly, social needs are clearly met since 75% of respondents answered affirmatively to the questions, which have positive connotations in that case. The feeling of esteem is very important for proper development in the workplace. If co-workers and managers recognize the good work of an employee, he will be motivated and encouraged to do their jobs even better and harder. It is also important to consider the working environment in which an employee develops and if there is a feeling of unity among its peers. This is important because if the media or the relationship between workers of the company is not favorable, the employee will feel discouraged and upset by the tense situation that has to live permanently desconsentrándolo their tasks.

And finally, egocentric needs are not met, since the predominant responses were negative, which had a negative connotation. Question 7 shows that most employees do not have any involvement in making business decisions through advice, opinion or other methods.

This, together with the low and almost no possibility of progress in the company, workers stems from a lack of motivation to enable it to work with enthusiasm, ambition and purpose. If to this we add that the net wage earned is not considered as earned, the employee will have almost no motivation to continue their work. What happens is that in some cases, although the operator is not happy with your work must manternerlo as it may need the money to support his family.

The data obtained in surveys in question related to this subject will be ex post below:

It is noted that 75% of respondents are single and 67% have no children, this may be one reason why most are satisfied with their pay, since it is a great possibility that the money collected is only for their own purposes. Despite the above, sometimes the salary is not enough to meet needs. Note that although the wages paid meet the requirements, may not represent the just and deserved by the worker.

To conclude, we note that most needs are not satisfied, which causes a general lack of motivation among workers, resulting in a personal distress and injury to the company being unable to maximize the skills of employees.

Subject: Personnel Management
Student: Mariela J. Ezcurra
Marie@ssdnet.com.ar

Keeping all employees informed of decisions and actions that makes the company will generate in them a sense of belonging and collaboration that will affect multiple benefits for workers and organization

Learn to communicate well is the key to a perfect understanding between individuals or groups. Within enterprises, there must always allow proper communication to keep all workers, about certain topics that also interest them.

Is often generate many problems in the absence of a proper flow of information or ideas. Currently, keeping employees informed about company decisions and actions that management takes to create in individuals a sense of belonging and a lot of motivation, feeling that they are an important part of the company, which has them for decisions transcendental determine the future of the company.

It is important that there are appropriate channels for internal staff to be aware of what happens in a company, whether through email, reported on billboards, meetings, etc., And also that the message will now forward is as clear as possible and of importance to the staff of the company.

Internal information makes employees are always aware of the successes or problems with the company, sharing both joys and sorrows, resulting in individuals motivation and sense of belonging in the workplace. In addition, you should always keep both employees on the objectives and goals of the company, and the most appropriate way to achieve the best results.

Also, employees identify with the ideals and goals of the company and fight for his successful effort to work with it. With good information, each employee fails to understand their role within the organization and motivate them to do a better job for their own benefit and business in general.

Also generate an internal climate to be good employees committed to the welfare, knowing how each can work with the company and pushing everyone towards the same side to get the results that will allow the company to grow every day. All this will be reflected in better customer service and thus to a better status in society.

Good communication will all strive to reach a common goal and improve the working environment throughout the organization

And if that were not met, the consequences will be dire. Without good communication, employees will feel isolated and will lower its performance, sensing that they were not taken into account for the future of the company and that changes or decisions to be taken will not count with the endorsement or approval.

This causes a business operations tend to be messy or worse, by not sharing the same language all employees in the organization, generating possible failures that much harm will be done to the company and to be caring and know how to handle that there are no future complications.

On the other hand, if a message must be real and very credible. That what is expressed is what you really think and look and all turn real benefits both employees and the organization. Honesty should always stay afloat both in good situations as possible errors, where failure to be recognized and fight to try to improve.

But nothing is good communication channels and clear messages if they do not arrive at their final destination. There must be certain that the ideas will come to everyone and to be taken into account in the perfect direction of a company. For this reason, we must strive for the information gets to everyone and that is understood to perfection for its proper implementation.

As a final conclusion we can say that good communication within a company, will make everyone always fight and work to achieve a goal in general. Communicate different ideas or reports, is to have the staff to feel that it is not isolated and that makes an important part of good performance to reach the desired success, with joint efforts, and always facing the same spot where you want to go.

Day by day, more drop in business. The limited vision of growth and little support from the organization, are the main causes of this phenomenon.

It’s always good to seek new horizons when our goal is to grow each time and keep learning. The company changed some may sound like a tragedy but for those who feel they no longer contribute anything to it, nor it to them, is an unparalleled opportunity to keep growing.

The most visible causes an employee decides to leave a company are those relating to the small possibility of development within it and the mismanagement that some heads will give the company. Added to this, it may be the fact that the work environment is not the best deal and work to become a torture.

For a company, the loss of an employee may not only cause economic damage (search and training new workers, settlements, etc..), But indirect costs (declining sales, loss of customers, etc.).. For this reason it is important that each company put their best to prevent possible leakage of talent.

In addition, the atmosphere generated in the departments where someone has left, not the best and this will be reflected in absenteeism, paid leave, requests for transfer, etc., Which shows the dissatisfaction of employees toward corporate policies.

You are talking about employees who have a greater tendency to change, is the sales staff of a company as well as administrative. Instead, managers are most “faithful” are to the company.

This is explained because as a person develops their level of training, knowledge and studies, will be more committed to the site is working. However those with a low range within an organization, will present a less motivated and therefore no sense of belonging to the same.

Find the best will always be our ideal. In the workplace, the most important thing is to do something we like and which we see growth potential.

Many people feel that in the workplace where they are unable to exploit their abilities and potential and are being misused. This coupled with poor management or administration, makes the motivation is big enough to leave the job.

There are many more reasons why an employee decides to leave a company. You can name the little chance for advancement that is felt in the organization, the feeling that you are not learning anything, bad road that may be transiting the company and the unwillingness of some supervisors to create a better working environment.

The truth is that with the few job options that exist in our societies, money is no longer a factor for leaving the job. This evil is winning in one place, it is preferable not to receive anything.

Depending on the characteristics of each worker are their requirements. For example, a manager will want new and better opportunities, a salesman for a better deal from their supervisor and a professional, a better relationship and understanding with your boss.

It is preferable that the worker within a company can grow in every way. It is the responsibility of all organizations provide their employees with all the tools they need to feel they are important within the same and that its ideals and objectives are shared by the company.

The new trend is to make money for the results obtained. And if we add the effort of a company by getting their workers to achieve this, we are talking that there may be profit and success for all parties involved in business success.

It is only fair that making money in the same proportion as we work. Many times our effort is not rewarded as it should be and this causes a great motivation for each of us. A new global trend is one that has to do with earning a salary for performance or results rather than seniority or rank in a company.

In some organizations are implementing this system which establishes criteria that must be met to earn money. These criteria are based on the variability and the achievement of targets both individual and business groups, which determined how much it will pay.

The merit pay has been opening cross-country firms in developing countries and it is not excluded that also reach ours. Countries such as France and Japan have implemented the same trend with great success, achieving a greater commitment from employees and a better development within enterprises.

For this it is important that companies strive to train more employees and increase their knowledge and, in parallel, to achieve them are identified and fully share the objectives of the organization. This will result in a greater degree of commitment and loyalty to the company.

And if any of the above, the results will be slow. The work will be bigger and better and wages will be proportionate to the achievements accomplished. In this case there are no losers and the benefits to both employees and the organization will be great.

In many companies, the seniority of a person to guarantee stability and good income. Now the company will remain a task of such employees and their knowledge and skills will enable them to help the company and themselves.

Feeling satisfaction with what is being done and even earn good money, is the desire to pursue all employees in an organization.

More items that will prevail for achieving stability and good income are having to do with creativity, dynamism, the understanding of the vision and mission of the company and any act that creates a good atmosphere and solidarity in the work site.

For all these reasons, it is important that companies ensure their employees everything in their power to train them on new trends and thoughts that are creating a better working environment that will be reflected both in profits for the company and for workers.

Those individuals who do not stay in the past are those who have success in their hands. Those who look at the changes not as a problem but as an opportunity, will be better prepared to contribute much to the company and thus receive the same reward that can go beyond money.

As we see, with the mutual efforts of employer and employee, can achieve great benefits for both. For the employee in the financial and emotional for the company in better activities and results. The idea is that there is profit in all respects and achieve a big commitment between the two parties.

Finally, it should be clear that the money is a great motivator, but the satisfaction of making a good job and know you are doing something important and growing with great expectation, that the effort will be higher and achieve many benefits in every way.

Internal promotion is a motivating factor in a company. Tend it does not become quite the contrary, is the task that developers should develop that policy.

Always look higher, higher, that is the ideal that we have all our lives. Not satisfied with what we have but seek to improve and strive to achieve our greatest goals and desires, is undoubtedly one of the most important tasks to perform. In an organization, promotion is one of the biggest incentives can be given to an employee, of course, if this is achieved on merit, nothing more.

In many companies, there are individuals who run for positions within the same organization, if a vacancy exists for a particular job. These people look at that possible promotion, a way to get ahead and grow both personally and professionally. The chiefs, for that reason, carefully evaluate the pros and cons this may cause.

The fact that a company has internal promotion policies and well-defined, employees generated a high degree of motivation, as they work to achieve these desired positions and also improve the working environment of workers feel that the company has in mind to continue to grow along with it and achieve mutually.

If however, there are details that should not be overlooked and that can generate rather than motivation, great frustration. For example, an employee does not get the promotion he desired may result in resentment toward the organization and motivation that will bring nothing good to him or the company.

In addition, those responsible for assessing the qualifications of candidates for a vacancy, should not be swayed by the biased if within options of the company are individuals who are seeking an excellent opportunity to succeed. Therefore, internal promotion is an issue that must be treated very carefully and objectively.

It has been said that the vast majority of individuals who have earned a spot in a company, to work at high levels, have emerged from middle levels of the same. This suggests that there has been an effort to train and coach the best prospect, thinking ahead, always looking forward and ensuring that any vacancies that arise are filled by capable and well known.

Find the benefit of the company and the employees thereof, having known and trained staff is what you want with the promotion.

Whenever you want to find staff for certain positions is important to comply with the requirements for it. For example, promotions, performance evaluations are important in determining the skills and achievements that employees have achieved over his career at the company.

When a worker is thinking about running for office within the same company, his immediate superior to be his best counselor. It is he who must guide and his “ward” helping to identify good and bad of his aspiration. Many times the desire is not only fatigue, and a good boss must let them know your intended not to turn your dream into a nightmare.

The fairness must always exist when evaluating a candidate “of the house.” It is difficult to be objective when you know the candidate, for that reason, these individuals should be evaluated by people with whom have not had much contact within the organization to have a fair and equitable results.

When a worker does not get his coveted promotion, the frustration you can get at it. It is therefore important that the communication of this decision is as clear and positive for the candidate disqualified or do not feel discouraged, but on the contrary, anxious to improve every day to achieve in the not too distant a goal that could not crown at the moment.

Good or bad, the policy of internal promotion in a company must be handled very carefully. The important thing is to make sure that the person has either chosen employee of the company or not, respond to the commitment and work is required so that the objectives and goals of an organization are fully carried out.

OBJECTIVE: This study will allow you to experience a planned experience of change in personnel management.

ENTERED:

1. Relate the proposal made by Edward Deming schools working with motivation as a determinant of behavior in the subject. Schools indicates which view is closer to the Pontiac case. Justify your choice.

2. It sets out the proposed 14 points and be ranked according to the parts of the organization most involved in this process of change. Justifies the classification.

3. From analysis of the 14 points, answer the following questions:

A) What are the main functions of management in this process?
b) What are the goals of improved communication?, How will you reach them?
c) According to Deming, What is the training?, What about training? Explains the purpose and actions to achieve it.
d) Depending on the goals of this change and considering that workers are satisfied by this experience, what is the role of the union?
e) If we wish to transfer to this school experience How can we improve staff productivity

1. The proposal made by Deming, is based on the ideas proposed by the School of internalized motivation. That’s where we located the Pontiac case. Despite belonging to the school mentioned, Deming’s philosophy can relacionarce with some points of the school of human relations.

The first match we can mention about this school that seen in the general assumptions, which states that work should realizarce in a comfortable and safe, and that the head must be fair and understanding. This is very important to Deming, who also claims that the better you will feel the greatest worker performance. With regard to rewards, the human relations school holds that the best way to reward the staff with praise from his boss and with the approval of the working group, and the philosophy of Deming agrees that this is a way to motivate staff.

Referring to the needs that must be satisfied, Deming believes that not only met need should be as egocentric as the School of internalized motivation asserts, but also thinks that the needs and social security are very important for workers , representing a very good form of motivation for employees.

With respect to the traditional school, with all that Deming is consistent with the point relates to staff training, watching the rest of the points mentioned this school can say that is absolutely opposed to the Deming philosophy. The theory of Fayol, Taylor and Weber do not believe that growth in worker productivity that given by the satisfaction of their needs, whether egocentric or social security. Unlike the school of traditional internalized motivation is only worried because the workers to produce the maximum amount regardless of quality.

2. The 14 management principles of W. Edwards Deming are:

1.Crear a constant aim to improve products and services (Continuous Improvement Kaizen =), allocating resources to meet long term needs rather than seeking short-term profitability.

We believe that this will specifically affect the manufacturing department within the system of production and sales and after sales service within the marketing system. It can also affect other departments such as billing for example. This point indicates the need for constant improvement of products and services to customers.

2.Adoptar the new philosophy of economic stability by refusing to allow commonly accepted levels of delays, mistakes, defective materials and workmanship.

This principle affects all systems of a company, all its departments. It is important that all the company cares about the fulfillment of this point.

3.Eliminar dependence on mass inspection applying statistical tests to the quality inherent in the manufacturing and purchasing functions.
We believe that this should apply mainly to the manufacturing department, since it is a way for the worker to find problems when they occur and fix the problem alone. This will help accelerate the manufacturing process.

4. “Reduce the number of suppliers for the same item by removing those who do not qualify by not providing evidence of quality or end the practice of awarding business solely on the basis of price. (In colloquial terms: “The cheap comes out expensive “)”

This applies to the purchasing department of a company. It represents a way to improve product quality and save time arrangements for defects in the final product.

5.Búsqueda constant problems in the system to continuously improve processes.

Looking at this principle we can realize that it is very important, should apply to all departments of each management position that will comply with the performance of all tasks without having to go back if they find a problem, it will be resolved or it arises.

6.Instituir continuous training on the job. Develop and implement plans and continuous improvement training to staff.

This also should apply to parts of the company management is important for the safety of employees. Feeling more able to help them perform their tasks better, feeling better about themselves. It is also important to date in improving the methods to perform their tasks as they arise over time.

7.Concentrar supervision to help staff to perform their jobs better. Take immediate steps in terms of imperfections, maintenance requirements, poor tools, or other unsuitable conditions for quality.

We believe that this principle applies specifically to the area manager and general manager of the organization. In many cases, managers tend to describe this work to any employee, who shall be chosen with the help of the field of human resources and who must have certain characteristics such as being recognized by their peers.

8.Estimular effective communication, two way, and other means to eliminate fear throughout the organization and help people to work together to serve the purposes of the system.

This point should be carried out by the manager with the help of area managers and the advice inevitable human resources system, which functioned as a liaison and work with employees to implement this idea without interference.

9.Romper the barriers between business departments by encouraging teamwork, bringing together efforts of different areas: research, design, sales and production.

This task is totally targeted to management, who deal, like in the previous human resources, to promote this way of working and improving communication.

10.Eliminar the use of numerical goals, posters and slogans which called for new levels of productivity without providing methods and tools and training necessary.

The task of ending the motivational methods that were used will always be work for management.

11.Mejorar continuously the quality and productivity. Eliminate numerical quotas.

This point should be put into practice by the production system, more specifically the manager of this area as applied in the manufacturing department.

12.Eliminar barriers that prevent the employee the right to feel proud of his skill.

The managers are those who, with the help of human resources, should address the worker sits well in its task.

13.Instituir a vigorous program of education and self-improvement.

At this point, management must also be, with the help of the human resources, who is concerned with the implementation of the same.

14.Definir ongoing commitment of top management to quality and productivity and their obligation to implement all these principles.

Here is the general manager who must achieve this goal.

3.

A) First, one of the major functions of management is to start putting into practice all this new philosophy, created by Deming, in the company. It is important that this alert to how it goes underway in different departments and processes of the organization, it should work well as a guide and address the concerns of employees and foster communication with the
heads of those who will be helpful for management , although the ideal is that the drive by itself without any intermediaries.

B) The main objective of improving communication is to break down departmental barriers making the same acceleration in order to meet business objectives more quickly, without problems during the process.

One way to achieve these objectives is to promote work in both group and team. This is a way to motivate staff to feel more supported by their peers, and therefore better about yourself.

C) The training consists of learning the skills they may have to comply with the performance of work.

The training consists of training an individual to perform the work.

The aim of these is accustomed to working on a task to achieve a goal, so that in case any complications arise the employee to feel (and indeed are) able to fix it. In this way there will be greater productivity and faster by the worker.

The actions to achieve the training are: data collection, organization, the types of information and then with all this you can reach the decision-making to solve the problem, after having set out some alternatives and have chosen more suitable.

To achieve a satisfactory training are presented to employees for exercises they can make group decisions. Typically, this task is carried out at universities near the workplace.

D) The role of the union is very important, given that public participation will be based on a constant work with employees to help them to assimilate the change, functions as a support tool for both workers and the company .

E) It is very difficult to transfer to a school experience, the system of work is very different from one company. However, we believe that there are some points for improvement.

First training and ongoing training regarding the new teaching methods and advances in technology that can facilitate tasks and improve the way it is done, it is necessary and very important. It is also essential to provide staff with a better and more comfortable place to gather, either to take breaks or to undergo programmed activities (we believe it is important that there is a place for every task, because this way one will not interfere with the other) . Furthermore, we believe important that the staff have all materials needed for homework and we believe that this must be provided by the establishment.

The promotion of joint activities between the different areas is also a way to improve staff productivity and enabling the creation of a link between the same.

1. Introduction

“Human Relations” is a term often used to describe the ways in which managers interact with their subordinates. When the “personnel management” stimulates the production of more and better work, we have “good” human relations in the organization. When the morale and efficiency deteriorate, human relations are “deficient.” To create good human relationships, managers need to know why employees act like they do and what social and psychological factors motivate them.

2. Hawthorne experiments

A famous series of studies on human behavior in work was done in the Western Electric Company between 1924 and 1933. Over time they became known as the “Hawthorne Studies”, because many of them took place in the Hawthorne plant of the Electric Westerri near Chicago studies intended to investigate the relationship between the level of lighting in the place of labor and employee productivity: the type of issue that would have addressed Frederick Taylor and his colleagues.

In some earlier studies, researchers at the Western Electric personnel divided into experimental groups that were subjected to deliberate changes of lighting and control groups, whose lighting remained constant during the experiments. The results were ambiguous. When were improved lighting conditions of the experimental groups, productivity tended to increase as planned, although the increases were not uniform. But productivity tended to be further increased when lighting conditions worsened, and to complicate matters further, the output of the control groups also tended to improve when they changed their lighting conditions, while no changes were made in lighting controls. It was clear that something else besides the lighting was influencing the performance of workers.

In a new set of experiments, a small group of workers was placed in a separate room and some variables were altered: the salaries were increased, were introduced rest periods of varying length, the day and work week were shortened. The researchers, who acted as supervisors now also allowed the groups to choose your rest periods and comment on other proposed changes. And again the results were ambiguous. The performance tended to increase with time, but rose and fell unevenly. While completing this series of experiments was counted with the participation of Elton Mayo (1880-1949) and some colleagues at Harvard University, including J. Fritz Roethlisberger and William J. Dickson.

In these experiments, and in later May and his colleagues decided that financial incentives, when offered, are not a cause of increases in productivity. They thought that a complex chain of these increases had affected attitudes. As had been selected for special attention, the experimental and control groups acquired a group pride that motivated them to improve their job performance. The sympathetic supervision had been strengthened further enhancing their motivation. The researchers drew the conclusion that the employees would put more effort into the job if they think management cares about their welfare and supervisors provide them special attention. This phenomenon was later called Hawthorne effect.

The researchers also concluded that informal working groups (the social environment of staff) have great influence on productivity. Many of the employees saw their work as boring and meaningless. But their relationship and friendship with co-workers, sometimes influenced by the common antagonism against the “bosses” gave him some sense of their working life, providing a partial average protection management. For these reasons, peer pressure, not the demands of the latter, often had the greatest influence on productivity.

So, for May the concept of “social man” (motivated by social needs, in search of work relationships and responding more to the pressures of the working group that the administrative control) had to replace the old concept of “rational man” motivated by personal financial needs. “

3. Contributions and limitations of the human relations
Contributions. By highlighting the social, the human relations movement improved the classical view that productivity almost exclusively considered as an engineering problem. In a way, Mayo rediscovered the old maxim whereby Robert Owen, a genuine concern for workers, “vital machines” as Owen used to call them, would pay dividends.

In addition, these researchers stressed the importance of the manager’s style and thus revolutionized the training of administrators. The attention was increasingly focused on teaching management skills, as opposed to technical skills. Finally, his work revived interest in group dynamics. Administrators began to think in terms of processes and group awards to complement his previous approach on the individual.

Limitations. Hawthorne experiments, although profoundly influenced the way managers conceived of their work and how research was conducted after the administration, had many flaws in the design, analysis and interpretation. The consistency of the findings of Mayo and his colleagues with the data is still the subject of many debates and much confusion.

The concept of “social man” was an important counterweight to unilateral model of “rational economic man,” but not fully described the individuals in the workplace. Many directors and writers assumed that the employee satisfaction would be more productive. However, attempts made to increase production in the 1950s, to improve working conditions and staff satisfaction, provided no impressive improvement in productivity that had been hoped.

Apparently, the social environment of the workplace is just one of the interacting factors that influence productivity. Here are others: wage levels, the degree of interest in the work, culture and organizational structure, relations between employees and managers. In conclusion, the issue of productivity and employee satisfaction has been a problem more complex than initially thought.

4. Human relations approach of behavioral science
Mayo and his colleagues were the first to apply the scientific method in their studies of people in the work environment. Investigators later had a more rigorous training in the social sciences (psychology, sociology and anthropology), also using more sophisticated methods of investigation. Hence the latter have been termed “behavioral scientists, and not relations theorists —” human. “

May and human relations theorists introduced the concept of “social man” motivated by a desire to establish relationships with others. Some students of behavior, including Argyris, Maslow and McGregor, argued that the concept of “self-actualizing man who more accurately explained the motivation of man.

According to Abraham Maslow, the needs that we are motivated to satisfy fall into a hierarchy. At the bottom of this, there are the physical and security needs. At the top are the needs of the ego (the need for respect, for example) and of self (which shall include the need for meaning and personal growth). In general, lower level needs must be met before an examination of the upper level. Since many of these have been met in the modern world, almost everyone is motivated, at least in part by ego and self-actualization. The manager is aware of these needs is able to use different ways to motivate their subordinates.

Some psychologists thought years later that even this model is inadequate to explain properly what motivates the employee. They argue that not all happen in a predictable way from one level to another in the hierarchy of needs. For some, work is only a means to satisfy their lower needs. Others were just glad to see covered higher-order needs and sometimes opt for jobs that threaten their security with such exclusive accomplish goals. For these behavioral scientists, the most realistic model of human motivation is the “complex man.” The good manager knows that no two people are exactly alike and adapts its attempts to influence people attending to their individual needs.