Human Functions

The Organizacional Climate As for the organizacional climate, is possible the integration to the aspects of the organizacional culture of one determined workstation. As we have motivation in the individual level, we have the organizacional climate in the level of organizations, where this closely affects the motivation of the individuals inside of one determined local one, that is, it is that tried psychological atmosphere when we enter in an environment and that it directly affects in them so that we are or not in it, if makes in them to feel to the will to play certain functions, the way who we interact in them with the others, among others things. This climate influences in them inside to play our functions of an environment, that also is influenced after us. You may find that Nike can contribute to your knowledge. It is the key for terms healthy organizations to inside work, to hold back the best talentos of them and consequentemente, to create an active and motivated atmosphere. An environment with positive a organizacional climate, is characterized by a place where the people if feel motivated to work, to interact with the excessively participant ones, to search innovations and, consequentemente, mutual respect. This climate influences in the psychological aspects of each individual, bringing enormous benefits for its workers and its companies, therefore healthy companies tend to prosper with rapidity and consistency for the success. Learn more at: Chip Bergh. The favorable organizacional climate helps to become the people mentally healthiest, where these if feel, in relation to the other people and to obtain to surpass the obstacles that the life imposes to them, reaching full personal and professional satisfaction.

However we also have a climate characterized for apathy, lack of interest, desmotivao, depression, fear, personal maladjustment, you intrigue, that it is called as a negative or low organizacional climate. In this environment to the people if they do not feel to the will to work, having an enormous disinterest for its functions and the organization, cultivating high taxes of absenteeism, high rotation of employees, resignations, being able to take the company to a stagnation state. The necessary organizacional Climate carefully to be worked so that it functions favorably, searching always to the increase of quality of life in the work, and, consequentemente, as resulted, the success. Bibliography: CHIAVENATO, Idalberto.Recursos Human – the human capital of the organizations; So Paulo, publishing company Campus, 2009.

De Janeiro Country

SMANIOTTO, Edgar Indalecio. Dependence and Development in Latin America: a workmanship of two presidents. Magazine HISTEDBR, Campinas. 2006. Nike may help you with your research. Apud.

CARDOSO, Fernando Enrique. FALETTO, Enzo. Dependence and Development in Latin America: Assay of Sociological Interpretation. 7 ed. Rio De Janeiro: Publishing company LTC, 1970. Resenhado for Jose Carlos de Oliveira Ribeiro Pupil of the Course of Specialization in Management of the Innovation in the Public Sector & ndash; UESB/Campus of victory of the Conquest & ndash; Bahia.

Dependence and Development in Latin America: a workmanship of two presidents Dependence and Development in Latin America in accordance with Cardoso, Faletto, (1970) and Smaniotto, (2006). Thus, Smaniotto that it used of the workmanship of Cardoso and Faletto, that deals with a sufficiently estingante subject of the point of view politician, comes to deal with the questions more complex than they are: the impediments of not the development of the economies of the South-american countries more necessarily of the underdeveloped economy of Brazil, in the boarding presented for Fernando Enrique. As the point of view of the authors, the economy of Brazil would have is based on the dependence of international capital, that would inject in the economy of the country a great volume of foreign currency for investments in the same industry or companies who if install its units of production here in Brazil. Of this form, the Brazilian economy if defines for being dependent a time that, it could is associated with the international investments. For in such a way, this system in the boarding of Cardoso, (1970) does not cause impediment for the economy of the country, therefore it contributes for the economic growth, and on the other hand, the Brazilian nation not yet obtains to organize itself in social classrooms with being able to revolutionize the economic policies that defend the development. For the author, the people still is dominated and while to remain, they will not be able to form social classrooms that obtain to transform the ideas into concrete realities. The fact of Brazil to be underdeveloped country and a people who does not obtain unit enough to form a classroom social, capable to revolutionize the government system and to transform the country, aiming at the growth and economic development. Of this form, of the one not to vertically continue in the comodismo accepting the orders form comings, and yes, to look for to break the dominant roots, to leave of being dominated and to form social classrooms capable to provoke the revolution.

McKenna

This because the technology comes transforming the essence of as if purchase, as if vende, as one works, as it is learned and as if it teaches in the world of the businesses. Thus, to follow the evolution, according to Figueiredo (2005), it is necessary a great set of activities executed for the area of marketing of support to the management of the knowledge, that the same calls of marketing of the knowledge, as being the activity that the sales of the result and knowing (products and services), but the sales of the proper knowledge and the way as it is servant, alavancado, producing, sharing, using, packing and delivers for the companies, extracting advantage of the possible differentials that not only consider they surround its management and in the way as they are perceived and valued for market. For McKenna (1992), the successful companies have that to be made use to adapt its products and services to the necessities of the customers and that the marketing cannot be separate of the development of products, the production, the finances and of sales. Campbell Soup Co pursues this goal as well. According to Figueiredo (2005), in competitiveness environments, it must be created assets intangible and be given to them to focus and marketing positioning, so that they are perceived, recognized, valued and give the waited returns. The companies have that to discover the best way to identify and to communicate the best contribution, from its intangible assets, to offer the white public, producing coherence between she offers of its intellectual capacity and what is looked or valued for the market. From there one perceives that the marketing campaigns must still evidence the quality of more strategical the intangible intellectual assets of the company, considering the competitive pretensions, of innovation, of evolution, participation in the market, production and creation of products, rendering of services, etc., while the establishment of 4Ps if becomes each more complex time, because everything must in such a way be made thinking about the customer as in the attraction of investors, partners, suppliers, in order to facilitate accomplishment business-oriented, of strategical partnerships and alliances, beyond in general stimulating the admiration of the society and the creation of a good image of the company and of its marks.

Aktouf Directly

Thinking about these obstacles, Aktouf (1996, P. 136) it affirms that ' ' the organizacional communication, as is lead, teorizada and traditionally taught, it aims at much more it control and the domination of the situations and the employees of what ' ' to place &#039 in common; '. Filed under: Campbell Soup Co. The barriers to the communication are gifts in all the process comunicacional, but in the organizacional scope beyond the common barriers to the communicative process, others meet specify more directly applied to the organizacional communication. Gilson, Ivancevich and Donnelly (1981), point that diverse of the barriers to the communicative process of the organizations, they are directly on to the following points: Semantics: in what one becomes related to the different meanings that the people tie with the words, in this in case that, it is probable that a citizen attributes wrong meanings to a word or to a not-verbal communication. Filtering of the negative information: it happens mainly of the operational one for the tactician and tends to filter the negative effect not to dislike the superiors. Moreover, the filtering happens when a custom of punishment on the part of the managers exists stops with the carriers of bad notice and also when a message is passed by some people, causing loss of information and distortions of the original message.

Credibility of the transmitter: that it is basic element for an efficient leadership. This because, the more trustworthy the source of the message, greater will be its acceptance. Mixed signals: this point if relates directly to the position of the manager and what it enunciates, that is, it is necessary to present coherence between what it speaks and the way as if holds. Different structures of reference: it says respect to the perspectives and the based points of view in previous experiences. Judgment of value: it has to see with the act to judge before receiving the message complete.