, Catering Magazine Article Press Release
Tuesday, December 16, 2008
Cardiac Arrhythmia More Condition_symptoms
Openings
Tierra Buena
This is the name given to the recently opened restaurant journalist Tina Alarcón, Villa de Leyva.
culinary journalist and researcher, Tina Alarcón consolidated their dreams with the opening of this new restaurant and continued to believe in the enormous need that exists to unite cuisine, history and products of the region.
In fact, Tierra good comes from one of the verses he wrote in the sixteenth century, Don Juan de Castellanos, benefited from the Cathedral of Tunja and boost the construction of Villa de Leyva. Good Earth! Land that ends our pain. Golden Land, land sufficiency. Earth to perpetual house ... very regional, but without neglecting the simple touch, and sophisticated, this chef's preparations Cali, Tierra Buena menu includes only 4 dishes that are prepared in accordance with what is offered Saturday market in Villa de Alarcón Leyva.Y is that Tina has returned and joined in the style Boyacá, Valle del Cauca points as the forgotten taste of winter squash or guatila pepper. Even with great respect and even fear by the merger, Tina has dared to include in a risotto, sausage Sutamarchán.Tierra Buena is located on part of the Plaza Mayor of Villa de Leyva, Casa Quintero, a great gastronomic center where locals and visitors come to enjoy a variety of high quality kitchens.
Saturday, November 29, 2008
Navid, Australia Houses For Sale
newspaper El Pais, Cali - Valle
Cali opens restaurant in Villa de Leyva
Tierra Buena called the restaurant that recently opened the journalist Tina Alarcon in Villa de Leyva. This Cali has many years traveling the roads legendary cuisine, reflecting their research in 2 books that she always thought that one day may pass to the true reality of a nice and tasty table. In the last 5 years, Tina has been Secretary of Culture of Boyacá and Adviser to the Government, finding new cultural spaces and some of its roots, on the paternal side, have been in touch with the magic of Boyacá Department to has adopted and allowed him to advance social work major.
Buena Tierra strengthens With dreams and still thinking of the enormous need that exists in bringing food, history and products of the region. In fact the name of his new restaurant is one of the 113,609 verses writing in the sixteenth century, Don Juan de Castellanos, benefited from the Cathedral of Tunja and also boost the construction of Villa de Leyva in such distant dates. Good Earth! Land that ends our pain. Golden Land, land sufficiency. Earth to perpetual house ...
The Good Earth menu offering includes only 4 dishes that are prepared in accordance with the Saturday market offers the Villa de Leyva, and what comes from other provinces of Boyaca. On the bridges there are plenty of regional soups like porridge cuchucos and small. The funny thing is that Tina, perhaps nostalgic, has recovered and joined the points boyacense vallecaucanos taste like the chili forgotten winter squash or guatila. While having him much respect and even fear of the merger, has dared to include in a risotto, sausage Sutamarchán with excellent results.
Tierra Buena is at Casa Quintero, on the part of the Plaza Mayor of Villa de Leyva. Quintero House has become a major gastronomic center where locals and visitors come to enjoy high quality varied cuisines. Good soil is the regional flair without leaving the touch simple yet sophisticated Tina Alarcón imbues each of his dishes.
Tape Worms More Condition_symptoms
Other "champis" Villa de Leyva
Our people are well known for its natural production of hallucinogenic mushrooms that abound in some paddocks that surround it. In these days of endless rain, those "champis" take history to be replaced by "hands", which appear in the oak forests adjacent to Villa de Leyva. In the past, when the oak was the king, many went to pick them up and taste them, prepared, almost always, in a simple, foolproof, onion and tomato, all well cooked. Occasionally, they would complement pans, with a couple of eggs farmers, some wonderful parrots.
The hands are a beautiful and delicious mushrooms rarely come to the table the villaleyvanos. Their strange shapes remind fragile corals moved by sea water. Its texture is unique, perhaps a bit more elastic than white mushrooms. The grandparents of the people speak of their protein properties, which replaced them in their humble meal of meat. Magical gift from the damp earth.
The hands are another great reason to preserve the oak, not just the High Ricaurte, a province where is Villa de Leyva, but of all Boyacá. The oak tree is the flagship of the Colombian Department a few months ago five of its leaves linked by an acorn, became part of their flag. When viewing
oak in the flag department is to generate between Boyaca responsibility and love for the oak and all the extraordinary life that is generated in their branches. There are many places also near Villa de Leyva, where oaks have been fed without any care where you finish preparing the traditional manteros chorotes and famous in the region.
Having this handful of hands is very fortunate that very few regulars at Good Earth will be able to enjoy walking through a friend and ecologist who brought gifts. For you, even if the photo and if they are lucky ...
Iron Deficiency More Condition_symptoms
Maize, grains that unite us
'm daring in many ways, but in which I definitely do not, is to speak before an audience as learned in the kitchen issues, I recognize known shortly. For that reason I ask leave to embark on a fun on the meeting points and other dreams that exist between our food boyacense , now feed my spirit.
're not going to hear about the whiteness of our people, or viceroys, or patriots, go straight to the kitchen. 
'm daring in many ways, but in which I definitely do not, is to speak before an audience as learned in the kitchen issues, I recognize known shortly. For that reason I ask leave to embark on a fun on the meeting points and other dreams that exist between our food boyacense , now feed my spirit.
're not going to hear about the whiteness of our people, or viceroys, or patriots, go straight to the kitchen.
When Andrés Díaz Venero de Leyva orders from his office in Bogotá, choose an area of \u200b\u200bnicer weather than Tunja, to give the soldiers home alebrestada, who had lost their jobs once completed the great adventure of conquest , the English had already come to Saquencipá Valley and he grew at home, not only wheat, but the vines and olive trees.
Forty-eight blocks
drew him to the Villa
nopal , pepper and Cayeno
olive and cochineal.
About the same subject, says Don Juan de Castellanos , in Book XIV of Elegies of Illustrious Men Indies:
... and in the same direction of sunset
Saetrica fall, Suta, Tinjacá
and Villa de Leyva, founded
by order of Dr. Venero
de Leyva, in this kingdom President
because the land ready and adapted
to get back there
wheat, corn and barley
and all pulses differences
well as native Spain;
whose crops are grain growing,
remedy singular kingdom all
and even the inhabitants of the coast,
so there take the contract;
and plants may be fruitful,
as
were already curious man
this influence, favorable
and funny and friendly temple ...
Throughout the Andean region, chicha maize has been and will remain the axis of any cultural activity. In Villa de Leyva , after the ban of 1948, continued preparing chicha albeit more modest, now left to sell in certain festivals of the people and from the mayor issued a decree very particular which are allowed to trade with "prepared corn dough."
The preparation of the chicha is one of the traditions that are trying to recover. One of the hot spots of the town is a very proper chicheria Villa de Leyva. For those who know the people, you probably have heard of the Street Hot, hot as in it from 1800 were a number of chicherias, including the famous House of the Congress of New Granada, which was so important payanés Camilo Torres was one of the most important chicherias whole region.
Everyone around here know the recipe for chicha: 5 kilos of corn grain soft, tell capia in Cauca. 2 liters of honey, molasses to get the cane. 20 liters of water and wild fern branches, an ingredient that can not currently be used to avoid problems with the rangers, the fern can be replaced with banana leaves. Corn is ground and that mass is added a little molasses and water in a clay pot for 15 days until the fermentation process begins. It gets to be ground back and arm bumps are arranged in clay pot that has been previously covered with banana leaves and boil very gently for 12 hours, add water every necessary. Then he sneaks around with a sieve and return to pot, more water honey and let stand for 10 days. Cover the pot, and every day adds a little molasses. The hardness of the ferment is a matter of taste and looks when it starts to bubble.
Thursday, March 20, 2008
Morning Sickness More Condition_symptoms
force companies to change their compensation policies
Companies have to increasingly use creativity to develop compensation plans that will attract and retain the best candidates
What new professionals expect their employers, how workers are today? And in what way you can attract the best talent? These are the recurring questions that are today most companies in the world, and that Florence Deverill, manager of Compensation Consulting at Hewitt area, the seminar sought to answer the Labour Market 2008. Highlights
• The changing values \u200b\u200bof workers creates a new form of contract and relationship with business.
· Today talented people need organizations less than organizations need talented people.
· New workforce challenges are: the war for talent and attention to the individual rather than collective.
· For the lack of talent, the compensation policies of companies were changing from total compensation to "experience Total employee. "
According to the specialist, is now possible to define the profile of employees based on their expectations, which can be divided, broadly, as six trends, developed by John Izzo and Pam Withers in his book Values \u200b\u200bShift: The first of them is the balance between work and personal life, new talent want to work but also enjoy their free time and that no interference in their relationships outside the workplace. Also hope that their work is not only an obligation but a noble cause, require companies to opportunities to develop rapidly and grow professionally in a short time, they want to partner in a hierarchy collapsed to form communities on the job. In turn, seek to establish a trusting relationship with their employers.
What new professionals expect their employers, how workers are today? And in what way you can attract the best talent? These are the recurring questions that are today most companies in the world, and that Florence Deverill, manager of Compensation Consulting at Hewitt area, the seminar sought to answer the Labour Market 2008. Highlights
• The changing values \u200b\u200bof workers creates a new form of contract and relationship with business.
· Today talented people need organizations less than organizations need talented people.
· New workforce challenges are: the war for talent and attention to the individual rather than collective.
· For the lack of talent, the compensation policies of companies were changing from total compensation to "experience Total employee. "
According to the specialist, is now possible to define the profile of employees based on their expectations, which can be divided, broadly, as six trends, developed by John Izzo and Pam Withers in his book Values \u200b\u200bShift: The first of them is the balance between work and personal life, new talent want to work but also enjoy their free time and that no interference in their relationships outside the workplace. Also hope that their work is not only an obligation but a noble cause, require companies to opportunities to develop rapidly and grow professionally in a short time, they want to partner in a hierarchy collapsed to form communities on the job. In turn, seek to establish a trusting relationship with their employers.
Paradigm Shift This change in securities by employees, "says Deverill-creates a new form of contract and bonds with the empresas.El first point, and the main trigger of this new paradigm is that people today need talented much less than the organizations that organizations need people talentosa.Otro of the factors that contributed to this transformation is that today's leaders seek the loyalty of the organizations, but are not willing to give his as a form of retribution. Moreover, compliance with contract commitments became a huge challenge because we live in a world forced to contain costs, globalized virtual.En this context, new challenges for the workforce are: the war for talent and attention to the individual rather than the group. "Something that has occurred in recent times, particularly for key personnel and high-potential, is the individualization of compensation packages. This is not always given money, but also includes qualitative benefits such as flexibility of hours, "says Deverill.La specialist explains that for several years and as a result of the increasing lack of talent, compensation policies companies were changing from total compensation to "total employee experience." This new system brings greater focus and attention on those values \u200b\u200bthat employees consider important. "These are total compensation including cash payments and in kind, and all the tools and actions that are provided for personal development," said Deverill.Estrategias To cope with the demands of new talents and to capture and retain, companies are now bringing out their best tools and betting on the creativity of the resources reclutadores.Uno gaining ground in the middle of this picture are flexible on compensation approaches and benefits. Today there is a marked trend towards the individualization of administration of retribuciones.Así, companies increasingly offer personalized employment contracts, rewards as menus, significant individual incentives, and a wide variety of non-traditional benefits. "At first companies remained reluctant to implement this type of compensation policies, but today many more companies are open to implementing them, "says Deverill. "In recent times we have seen in the consultant a lot of practices are not new but the company took the liberty to manage differently," he adds. To illustrate this assertion, the specialist raises two cases: "Some software development companies began to engage professionals for projects, not to leave the work half way. Meanwhile, in the systems area, where employees generally are young, there are companies that offer mileage programs, which are that, for every trip, you can collect points, which are then redeemable for cash or travel pleasure. "Two other employees loyalty strategies widely used by local companies are the incentives in-chief resource shares at executive levels, and plans pensión.Todo this shows that in most firms, non-monetary remuneration prevailing as attraction and retention strategies. "compensation practices today focus mainly on creating value and retain talent. So one key is the identification and differentiation in the management of potential and performance, using essentially the components 'total remuneration' to reward and retain employees, "says Deverill." Increasingly, the goal companies is to prioritize the identification of high-performance personal and develop specific policies to manage it, "he concludes.
Saturday, March 8, 2008
Arturo Cervantes Shaman
Philip Kotler, advises companies on a full review marketing plans
Given the economic situation in the world, marketing guru Philip Kotler, advises companies on a full review marketing plans, considering the possibility of forgetting to customers, channels and products that generate value . Such thinking seems to be well grounded in the theory of Customer Relationship Management (CRM), an issue that is now being given considerable atención.La importance of this trend lies in the need for enterprise-wide focus on identifying, attracting and retaining their best customers, who are vital to the success of the compañía.De hence the commitment made a prominent economist as to gather information and devote more attention to spending and consumen.A time, Kotler emphasizes the need for companies "tropicalize" their products, depending on the market to which attention dirijan.La sales channels, the importance of be effectively exploited web and brand are some of the considerations made in the following exclusive interview. What you see as the new challenges for companies in times of change? What tips to deal successfully? Whenever divide more channels to purchase any product. Besides going to the store, you can purchase a product by mail, phone, retail or online. The company use only one marketing channel for the distribution of your product will face competition from all others. Prices can also be quite different, depending on the channel. Therefore, a company must carefully select the means of distribution used to establish market presence. According to the amount you will require more administrative resources and there will be more opportunity there is a channel conflict and confusion. However, it is important that a company develop a consistent branding and fulfill its brand promise, wherever they sell their products.
What strategies should be developed to meet the slowdown facing the economies of the region dependent on the U.S.? Let me focus on the fact that much of the world is now in recession. The key requirement of marketing in a recession is that the company reconsider its customer mix, a mix of market segments, its mix of channels, its product mix, geographic mix and your marketing mix. It could be longer time to get rid of customers, market segments, channels and product areas unproductive. It is also time to review the pricing and promotion budgets. One of the dangers that exist is that companies, in an effort to save costs in the short term could take steps that harm the prospects of the company's long plazo.Conozco some companies rather increase their marketing spend in difficult times, especially when they see suscompetidores cutting budgets. This gives them the opportunity to gain greater market share. What do you think the CRM is novel, given that marketing itself has always been considered a customer-centric philosophy? Most marketers focused earlier in the mass market or market segments. The advent of Internet and database software enables companies to capture information on today's individual clients. As a result know the client's past transactions, demographics, family size and other data, the company can make its products, services and messages tailored to each client. The CRM has a compelling logic. Therefore, a computer company would not try to sell a new computer to a client, according to the database, just buy one. The company looks in its database for customers who have bought their computer three or four years ago. Definitely, companies get a better accuracy to reach the right customers, instead of spending their money in a mass mailing.
CRM Is it applicable to all companies in the environment world? The CRM is a great system, but not for everyone. The disadvantage is that the costs of collection, updating and data management are high. Much information, including addresses and jobs, it becomes obsolete each year. The company needs to hire experienced analysts to do the job of data collection. Not worth paying these costs so high when the company is selling low unit cost items or products that people only buy once in your life. The point here is whether a particular company would be more efficient to target segments and needs, rather than to individual customers and their needs. In part, the segments are fiction, because customers, even within a segment, have some differences. But at the same time, the segments are an effective means to visualize and develop market offerings. A focus on a segment will pay much more, in many cases, to build and manage a costly information system designed to serve a customer at a time. The idea of \u200b\u200bCRM
easily be displayed in the field of B2B marketing, but when it comes to B2C is more difficult to think of their applicability. Are there examples of successful mass-market CRM today? The CRM is best suited to B2B (Business to Business marketing) than to consumer marketing. Most B2B companies have fewer customers and know more about each client that B2C companies. However, some B2C companies have built customer databases. Dell sales to individual customers are recorded in its database and Dell knows when to suggest new products to individual customers. Kraft maintains a database of several million customers requesting prescriptions Kraft products, coupons and other things from the company. Banks are better at collecting information on individual customers, and thus know when they might be interested in buying a car, pay a wedding or a loan for college education.
Is it worth looking further elements of differentiation in the characteristics de los productos y los mensajes? ¿Cómo enfrentar este dilema?Los clientes se sienten cada vez más atacados por los mensajes comerciales, que vienen no solo de los canales de medios estándar (TV, radio, periódicos, revistas, carteleras) sino de los nuevos, como el e-mail, el fax y otros. Muchos de estos mensajes carecen de creatividad y acontecimientos memorables, y malgastan el dinero de la empresa. Las compañías deben encontrar formas más estratégicas para diferenciarse, en su producto y su oferta de servicios. Yo creo que se requieren habilidades de relaciones públicas corporativas para producir una imagen de una empresa, del tipo de empresa en que los clientes pueden confiar y desean patrocinar.
En los years of its life the evolution of marketing, what is the most important change that this discipline has had? Before, the thought of marketing began with the establishment of the 4 Ps (product, price, place and promotion). Then, marketers realize that to establish the 4 P needed to better understand customers and spent around 4 C (for its acronym in English): customer value, customer costs, customer convenience and customer communication . Over time they realized that the correct starting point, after performing customer research, including segmentation, target and positioning, even before establishing strategic 4 P. Now, it is understood that a company faces four finish options: the mass market, a market segment, a niche market or an individual customer.
What role has marketing in adapting to market products and not vice versa? All markets are local. Many multinational companies make the mistake of entering their standard products in other countries without adaptation. Often the local product wins the product Label. This happened in India, where a local brand of soap he had problems with one of Procter & Gamble. It also happened in the Philippines, where a burger franchise and surpassed McDonald's. My advice for multinationals is to consider "local to" certain aspects of your product and message before inserting. How could
Latin American companies use the Internet to get the most out of your business? Internet does not change the fundamentals of marketing, such as segmentation, targeting (target, goal), positioning the brand, the mixture marketing, etc.. but it provides new capabilities to customers and businesses. Every business should at least establish a website to provide customers and business prospects útil.Algunos information should also be sold on its website, as well as outside the network. Internet will companies to obtain valuable information, may explain their products, offer promotional coupons and samples, will be online focus groups and chat rooms, among other benefits. The importance of the Internet is not simply as an information tool, but as a platform to design a more efficient value chain.
Smart companies are setting up Extranet, which links to its suppliers, distributors and retailers. They are in a better position to monitor sales in real time and therefore have lower inventories and work on a manufacturing and delivery just in time. With lower costs, companies are in a better position to win customers to your value chain. Trademark
new businesses gain privileged positions to very established companies. What should they do these to avoid losing ground? Companies that sell major brands face two strong sources of competition. First, many retail chains are introducing store brands (private labels). These have become as good as national brands and also some retail chains menos.En cost, store brands now account for more than 30% of tenders. Second, national brands also face smaller brands, more locales.Por example, many consumers have changed the microbrewery beer brands, instead of using massive brands. National brands have the following choices: lower prices, introduce a second version with a lower price, the main brand, spend more on advertising, hoping to form a stronger preference for the leading brand and innovate some features or improve the quality of core brand. Kotler
the key requirement for a recession is that the company reconsider its marketing mix. Philip Kotler is considered globally across an authority on the subject of marketing. Since 1988 he is professor at the Kellogg Graduate School of Management, the university's most prestigious marketing mundo.Es the founder of the Kotler Marketing Group (KMG), a consultancy that advises companies in the areas of strategy, planning and organization of marketing and marketing companies internacional.Entre which gave advice include: IBM, AT & T, McDonald's, Motorola, Telecom, Ford Motor, JP Morgan and Novartis.Es author or coauthor of 25 books, many of which have been translated into more than 20 idiomas.Entre including Marketing Management, The Financial Times considered by a of the 50 best business publications.
Mental Disorders More Condition_symptoms
leadership, knowledge and choice
ExpoManagement On the occasion of 2001 in Buenos Aires, Peter Drucker predicted that in a few years, this time in history will be recognized, above all, by the change in the human condition.
Within a few hundred years, when the history of our time is written from the perspective of the long term, the most significant fact that probably will not be considered by historians of technology, Internet or electronic commerce, but the unprecedented change in the human condition. Throughout history, very few were able to choose their profession. Until about 1900 and even in more developed countries, the overwhelming majority continued activity his father, if he was lucky. Mobility was downward, not upward. Today's executives face different choices. Many have more than one race, because the working lifespan of around 60 years now. Three times more than it was in 1900. From these changes, the executive who claims to be efficient must do for himself. You should start by looking in the mirror and ask: Do I want to be the person I see?. Think about what you see is what everyone sees. I want to be seen as an intelligent person? I want to be seen as someone careful? "As a technician or a businessman? What should I change? Are very important questions. Make you an efficient executive seems easy but it is not. Many executives, bright and hardworking, not necessarily
eficientes.Conocimiento and election knowledge gives us a choice. To succeed in this new world, we must first know who we are. Regardless of the success we enjoy, not many people who can answer these questions: Why am good? What I have to learn to make better use my strengths? and fewer still dare to ask them. Paradoxically, many are proud of their ignorance. There are people working in human resources who pride themselves on not being able to read a balance sheet, but if you want to be effective in today's world must be able to do so. In my experience, there is no better way to understand the strengths and discover what is the place that belongs to volunteer for a nonprofit organization. This is probably the biggest opportunity of the social sector and especially in their relation to clear objectives
negocios.Tener Throughout the history of mankind, which achieved success, and only they, knew when to say No. You always knew where they wanted to come and where they locate. Now we have to learn to do the same and not very difficult. The key is to record the results of our decisions. Each time you do something it considers importantly, write what you expect on the strengths
suceda.Apoyarse generally underestimate our strengths. We believe they are part of us. That for which we are good comes easily, but we tend to believe that if something is not very difficult to not be good. As a result, we know our strengths and we can not have them. The only way to discover them is by analyzing the results (feedback analysis). Every time you make a decision or a key measure, type what you think will happen. Nine or 12 months, compare actual results with expectations. I have practiced this method for 20 years and every time I do, I'm shocked. I showed, for example, I have an intuitive correspondence with the technicians, whether engineers, accountants or market researchers. He also showed me that I do not identify easily with the general. We do not know very well what we have. We must learn what our place, what we must learn to get the full benefit of our strengths, where our weaknesses and what are our values. We must also learn to know better: I work well with people or prefer to work alone? What things I commit? What is my contribution? Improve productivity
understand our strengths, to express our values, knowing our place is also essential to tackle one of the greatest challenges of organizations: improving the abysmally low productivity of knowledge workers. Effective organizations assigned to those tasks they can do better. These people are located, and even allows them to locate themselves-according to their strengths. Self-management offers organizations four ways to develop and better motivate knowledge workers:
To know the strengths of employees
· Located where they can make their greatest contribution as partners
• Seek
· Exhibits a competitive advantage desafíosLa United States is that it attracts the best workers knowledge of the world-not just because they earn more money but because they are treated as colleagues, not as subordinates. Knowledge workers do not believe that they are paid to work 9 to 5, believe that they are paid to be effective. Organizations that understand this, and ignore everything that appears in the path of knowledge workers, will be able to attract, retain and motivate the best performers. This will be the major factor of competitive advantage
the next 25 years.
Within a few hundred years, when the history of our time is written from the perspective of the long term, the most significant fact that probably will not be considered by historians of technology, Internet or electronic commerce, but the unprecedented change in the human condition. Throughout history, very few were able to choose their profession. Until about 1900 and even in more developed countries, the overwhelming majority continued activity his father, if he was lucky. Mobility was downward, not upward. Today's executives face different choices. Many have more than one race, because the working lifespan of around 60 years now. Three times more than it was in 1900. From these changes, the executive who claims to be efficient must do for himself. You should start by looking in the mirror and ask: Do I want to be the person I see?. Think about what you see is what everyone sees. I want to be seen as an intelligent person? I want to be seen as someone careful? "As a technician or a businessman? What should I change? Are very important questions. Make you an efficient executive seems easy but it is not. Many executives, bright and hardworking, not necessarily
eficientes.Conocimiento and election knowledge gives us a choice. To succeed in this new world, we must first know who we are. Regardless of the success we enjoy, not many people who can answer these questions: Why am good? What I have to learn to make better use my strengths? and fewer still dare to ask them. Paradoxically, many are proud of their ignorance. There are people working in human resources who pride themselves on not being able to read a balance sheet, but if you want to be effective in today's world must be able to do so. In my experience, there is no better way to understand the strengths and discover what is the place that belongs to volunteer for a nonprofit organization. This is probably the biggest opportunity of the social sector and especially in their relation to clear objectives
negocios.Tener Throughout the history of mankind, which achieved success, and only they, knew when to say No. You always knew where they wanted to come and where they locate. Now we have to learn to do the same and not very difficult. The key is to record the results of our decisions. Each time you do something it considers importantly, write what you expect on the strengths
suceda.Apoyarse generally underestimate our strengths. We believe they are part of us. That for which we are good comes easily, but we tend to believe that if something is not very difficult to not be good. As a result, we know our strengths and we can not have them. The only way to discover them is by analyzing the results (feedback analysis). Every time you make a decision or a key measure, type what you think will happen. Nine or 12 months, compare actual results with expectations. I have practiced this method for 20 years and every time I do, I'm shocked. I showed, for example, I have an intuitive correspondence with the technicians, whether engineers, accountants or market researchers. He also showed me that I do not identify easily with the general. We do not know very well what we have. We must learn what our place, what we must learn to get the full benefit of our strengths, where our weaknesses and what are our values. We must also learn to know better: I work well with people or prefer to work alone? What things I commit? What is my contribution? Improve productivity
understand our strengths, to express our values, knowing our place is also essential to tackle one of the greatest challenges of organizations: improving the abysmally low productivity of knowledge workers. Effective organizations assigned to those tasks they can do better. These people are located, and even allows them to locate themselves-according to their strengths. Self-management offers organizations four ways to develop and better motivate knowledge workers:
To know the strengths of employees
· Located where they can make their greatest contribution as partners
• Seek
· Exhibits a competitive advantage desafíosLa United States is that it attracts the best workers knowledge of the world-not just because they earn more money but because they are treated as colleagues, not as subordinates. Knowledge workers do not believe that they are paid to work 9 to 5, believe that they are paid to be effective. Organizations that understand this, and ignore everything that appears in the path of knowledge workers, will be able to attract, retain and motivate the best performers. This will be the major factor of competitive advantage
the next 25 years.
Sunday, March 2, 2008
Patch Port Royale 2 # V1.1
flavors in there
Peruvian
Peruvian
Arnold says Wu. The general manager of the food chain Pardo's Chicken, a hit in Lima, believes that when it comes to choosing where to eat what prevails is the experience and not the origin of cocinero.Una lesson learned just in Santiago, Chile, where in recent years has opened two restaurants and plans to open a third. "With flavors, patriotism acute forget" dice.Wu is one of many entrepreneurs in recent years have given a new flavor to the relations between Peru and Chile, and despite the recurring diplomatic conflicts between the two nations has allowed the development of a growing trade and an appropriate setting for new investments, almost unparalleled in the relations between neighboring countries in Latin America. Note
. Peruvian exports to Chile grew from $ 252 million in 2002 to over U.S. $ 1,600 million in 2007 (see table). And while the Chilean export growth has not been as great (from U.S. $ 466 million to U.S. $ 1,000 million in 2007), they have been their investments. Although official figures say that the stock of Chilean investment in Peru is around U.S. $ 800 billion, many analysts agree that the actual amount exceeds U.S. $ 6,000 million and the annual flow of investment in the country and beyond the historical destinies of the two, Argentina and Brazil.
However, old hatreds between the two countries threaten to halt this burgeoning exchange. The recent lawsuit filed by Peru in the Court in The Hague to rule on the maritime boundary with Chile, was seen as "unfriendly" at the Palace of La Moneda and was answered by an ad hoc gesture: the government of Michelle Bachelet called remove the sense of urgency to the request for legislative ratification of the Free Trade Agreement (NAFTA) negotiated with its northern neighbor.
And, for many Peruvians, the acquisition of Wong and the participation of some 250 Chilean electric companies, airlines, banks, ports, drugstores, department stores and laboratories in Peru have organized an unequal relationship. "For liberals the lot Chilean investment is a very normal and typical of globalization, "says Carlos Ferrero, Peru's former prime minister in the government of Alejandro Toledo. "But globalization does not eliminate the borders and, when a country has many assets in one country, generating political pressure on behalf of their interests, which ultimately affects the sovereignty." Is not unique. "There is asymmetry in any business relationship, we export primary products and manufactures them," says economist Alan Fairlie, the Catholic University in Lima. "That is not complementary but subordinate." And face to Asia, according to Fairlie, rather than complementary, both countries are competitors, so reservations should be taken.
Chile Peru is a place for business ideal. And, for Peru, Chile is a source of fresh capital and job creation. And although it is still difficult investment destination, Peruvian entrepreneurs believe they have great potential in sectors such as agriculture, tourism and fishing in Chile, as has been made in the food. Is the right way.
. Peruvian exports to Chile grew from $ 252 million in 2002 to over U.S. $ 1,600 million in 2007 (see table). And while the Chilean export growth has not been as great (from U.S. $ 466 million to U.S. $ 1,000 million in 2007), they have been their investments. Although official figures say that the stock of Chilean investment in Peru is around U.S. $ 800 billion, many analysts agree that the actual amount exceeds U.S. $ 6,000 million and the annual flow of investment in the country and beyond the historical destinies of the two, Argentina and Brazil.
However, old hatreds between the two countries threaten to halt this burgeoning exchange. The recent lawsuit filed by Peru in the Court in The Hague to rule on the maritime boundary with Chile, was seen as "unfriendly" at the Palace of La Moneda and was answered by an ad hoc gesture: the government of Michelle Bachelet called remove the sense of urgency to the request for legislative ratification of the Free Trade Agreement (NAFTA) negotiated with its northern neighbor.
And, for many Peruvians, the acquisition of Wong and the participation of some 250 Chilean electric companies, airlines, banks, ports, drugstores, department stores and laboratories in Peru have organized an unequal relationship. "For liberals the lot Chilean investment is a very normal and typical of globalization, "says Carlos Ferrero, Peru's former prime minister in the government of Alejandro Toledo. "But globalization does not eliminate the borders and, when a country has many assets in one country, generating political pressure on behalf of their interests, which ultimately affects the sovereignty." Is not unique. "There is asymmetry in any business relationship, we export primary products and manufactures them," says economist Alan Fairlie, the Catholic University in Lima. "That is not complementary but subordinate." And face to Asia, according to Fairlie, rather than complementary, both countries are competitors, so reservations should be taken.
Chile Peru is a place for business ideal. And, for Peru, Chile is a source of fresh capital and job creation. And although it is still difficult investment destination, Peruvian entrepreneurs believe they have great potential in sectors such as agriculture, tourism and fishing in Chile, as has been made in the food. Is the right way.
Friday, February 29, 2008
Simple Sailboat Diagram
nationalism marketing today is not is a function is a way of doing business
One of the biggest challenges presented industrialesen organizations today is to overcome this marketing concept.
No doubt, knowing what the customer wants their tastes, preferences, their needs and interests is key.
No two clients are alike! In this sense, industrial companies compete to meet those parameters, and the more you get the right company to provide this complacency greater the likelihood of purchase and customer retention.
We refer to manufacture a product that suits the needs of its customers, fulfilling the promises of service, managing the dissatisfaction etc ... In addition, leading companies, over recent years have evolved in the global crude market management, management thinner market segments, up to customer management, accounts and people.
The traditional belief that only an increase in market share translates directly increased profitability has proved to be false in our current economy. Do not look far to realize that companies with higher market share are not always the most profitable. The quality of customers is, therefore, as important as its quantity.
In today's business world, all customers of a company is who ultimately defines the products and services offered in the future. Or at least that would be to succeed.
Another crucial decision for a company is to identify who should be excluded from its list of clients, for which we The answer to the question of what customers have? Inadequate to serve a customer can affect your ability to serve others. The most obvious example is working with a large client in a priority component for their products, which requires an agreement not to provide a technology similar to its competitors, thus excluding other potential customers. Send these customers unprofitable competition can sometimes be an advantage.
Although executives generally recognize the importance of customer focus, sometimes they let the business develop a marketing strategy "de facto". As noted Narayandas, since the behavior of a seller is influenced by their schemes commission, allow the sellers to determine who is selling a surefire way to get into trouble. Segmenting and prioritizing customers should be a decision made at management level.
Another critical aspect to consider is the customer information. Increasingly, we see the need to have a 360 º customer in the company. The industrial customer (usually different people) interacts with several people from the supplier. This makes it more complicated the development of 121. However, industrial companies should identify, classify the different persons involved in an account between the makers, the influence, the "gatekeeper" and the buyer.
Obviously this is based on having a customer-centric company. Are customer-oriented industrial companies? How are companies addressing the CRM - Customer Relationship Management? Is the organization aligned with the customer?
The setting of quality (from a production perspective) is the framework of the industrial Basque and customer satisfaction is the primary target for many of the companies studied. It has been shown consistently committed two major mistakes: 1) do not integrate the analysis of customer satisfaction within a customer relationship strategy, 2) do not consider other sources of information about customers, 3) the level of use of such information is limited.
Similarly, most organizations (77%) do not understand the strategic nature of continuous listening to customers. The companies generally spend satisfaction survey to validate the value of their products on the market. Dialogue with customers is a promise and not a sale! Companies that understand this refrain from easy answers and surveys designed with the intention to act.
However, companies still fail in the direction of their people, despite their abundant strategic statements. In this line, Various studies show a correlation between customer retention and retention of people in the organization and cite employee retention is key to delivering customer satisfaction. Do Basque companies and held that satisfied employees create satisfied customers and retained? It seems that the answer is positive. Most employees are in a "no win, no tools or authority to do their job. People generate experiences
addition, the actual business model does not include customer centric metrics such as customer share, customer lifetime value, attachment level, rate recommendation, with billing the most widely used indicator to assess business performance.
To finish, the customer attrition ("churn rate") is a problem for most businesses. Only the application of customer intelligence strategies to avoid confrontation, every year, a systematic loss of customers. Preventing loss of good customers should be the way forward together with an active management of complaints. Two issues on which there is a lot of work.
No doubt, knowing what the customer wants their tastes, preferences, their needs and interests is key.
No two clients are alike! In this sense, industrial companies compete to meet those parameters, and the more you get the right company to provide this complacency greater the likelihood of purchase and customer retention.
We refer to manufacture a product that suits the needs of its customers, fulfilling the promises of service, managing the dissatisfaction etc ... In addition, leading companies, over recent years have evolved in the global crude market management, management thinner market segments, up to customer management, accounts and people.
The traditional belief that only an increase in market share translates directly increased profitability has proved to be false in our current economy. Do not look far to realize that companies with higher market share are not always the most profitable. The quality of customers is, therefore, as important as its quantity.
In today's business world, all customers of a company is who ultimately defines the products and services offered in the future. Or at least that would be to succeed.
Another crucial decision for a company is to identify who should be excluded from its list of clients, for which we The answer to the question of what customers have? Inadequate to serve a customer can affect your ability to serve others. The most obvious example is working with a large client in a priority component for their products, which requires an agreement not to provide a technology similar to its competitors, thus excluding other potential customers. Send these customers unprofitable competition can sometimes be an advantage.
Although executives generally recognize the importance of customer focus, sometimes they let the business develop a marketing strategy "de facto". As noted Narayandas, since the behavior of a seller is influenced by their schemes commission, allow the sellers to determine who is selling a surefire way to get into trouble. Segmenting and prioritizing customers should be a decision made at management level.
Another critical aspect to consider is the customer information. Increasingly, we see the need to have a 360 º customer in the company. The industrial customer (usually different people) interacts with several people from the supplier. This makes it more complicated the development of 121. However, industrial companies should identify, classify the different persons involved in an account between the makers, the influence, the "gatekeeper" and the buyer.
Obviously this is based on having a customer-centric company. Are customer-oriented industrial companies? How are companies addressing the CRM - Customer Relationship Management? Is the organization aligned with the customer?
The setting of quality (from a production perspective) is the framework of the industrial Basque and customer satisfaction is the primary target for many of the companies studied. It has been shown consistently committed two major mistakes: 1) do not integrate the analysis of customer satisfaction within a customer relationship strategy, 2) do not consider other sources of information about customers, 3) the level of use of such information is limited.
Similarly, most organizations (77%) do not understand the strategic nature of continuous listening to customers. The companies generally spend satisfaction survey to validate the value of their products on the market. Dialogue with customers is a promise and not a sale! Companies that understand this refrain from easy answers and surveys designed with the intention to act.
However, companies still fail in the direction of their people, despite their abundant strategic statements. In this line, Various studies show a correlation between customer retention and retention of people in the organization and cite employee retention is key to delivering customer satisfaction. Do Basque companies and held that satisfied employees create satisfied customers and retained? It seems that the answer is positive. Most employees are in a "no win, no tools or authority to do their job. People generate experiences
addition, the actual business model does not include customer centric metrics such as customer share, customer lifetime value, attachment level, rate recommendation, with billing the most widely used indicator to assess business performance.
To finish, the customer attrition ("churn rate") is a problem for most businesses. Only the application of customer intelligence strategies to avoid confrontation, every year, a systematic loss of customers. Preventing loss of good customers should be the way forward together with an active management of complaints. Two issues on which there is a lot of work.
Friday, February 22, 2008
Rhuematoid Arthritis More Condition_symptoms
The "Omni Consumer": the new generation of customers
developed by IBM Research analyzed behavior of about 16,900 consumers around the world. The conclusion of the company is that customers are changing "dramatically" the way they relate to organizations. What are its characteristics. Only three words are enough to have an approach to consumer century: skeptical, powerful and connected. The three adjectives is shown by a recent report from IBM with respect to the new generation of customers as the "Omni Consumer" (Omni Consumer.)
"People just want more choices about the type of products and services they consume, whether it comes to energy, entertainment or insurance policy. Consumers have more control than ever over what, where and when to buy, "said Peter J. Korsten, vice president and global leader of the Institute of Business Value of IBM.
This department provides strategic information to capitalize on new business opportunities. Their research includes 17 different industries across five disciplines including human capital management, financial management, business strategy, managing the supply chain and customer relationships.
This time, the IBM think-tank focused his research in the conduct of about 16,900 consumers around the world to come to the conclusion that customers are changing "dramatically" the way they interact with organizations.
One of the most important conclusions, which is poised to consolidate a trend, at least in most developed countries is that people are willing to pay more for energy resources-friendly to the environment.
Two thirds of consumers said they are willing to pay more for green power ", ie one that has proven less greenhouse gases. Among Americans, most are willing to pay a substantial premium of 20% or more.
The study also reveals a paradox: consumers want more choice about the type of energy they buy, but they are not aware of the variety of options already available.
Moreover, 62% of those without renewable energy options said they would like to have that alternative.
"People just want more choices about the type of products and services they consume, whether it comes to energy, entertainment or insurance policy. Consumers have more control than ever over what, where and when to buy, "said Peter J. Korsten, vice president and global leader of the Institute of Business Value of IBM.
This department provides strategic information to capitalize on new business opportunities. Their research includes 17 different industries across five disciplines including human capital management, financial management, business strategy, managing the supply chain and customer relationships.
This time, the IBM think-tank focused his research in the conduct of about 16,900 consumers around the world to come to the conclusion that customers are changing "dramatically" the way they interact with organizations.
One of the most important conclusions, which is poised to consolidate a trend, at least in most developed countries is that people are willing to pay more for energy resources-friendly to the environment.
Two thirds of consumers said they are willing to pay more for green power ", ie one that has proven less greenhouse gases. Among Americans, most are willing to pay a substantial premium of 20% or more.
The study also reveals a paradox: consumers want more choice about the type of energy they buy, but they are not aware of the variety of options already available.
Moreover, 62% of those without renewable energy options said they would like to have that alternative.
Night Blindness More Condition_symptoms
DIFFERENTIAL AND SURVIVE, Jack Trout
Jack Trout explained the concept of positioning as the beginning of everything that is planned in the company and gave a resounding advice: "Differentiate or Die", to over a thousand attendees First International Conference on Quality of Life Alares and Competitiveness. Also
(Differentiate or Die) is titled his recent book, which presented Cover with two models in red and blue. The strategic positioning guru gave his lecture accompanied by Raúl Peralba, his partner and representative in Spain.
According to Trout, there are three methods or ways to differentiate: the attributes (put here several examples of brands that stand for different attributes: BMW, driving, Mercedes, prestige, Ferrari, speed, Volvo, safety, etc. ) Another of the ways by which brands can or should seek the difference is the "psychological leadership." In this sense put other examples: Spain is a leading producer of olive oil and yet it's Italy who wins more money with this product. Ironically with the idea that "after 2,000 years, the Romans continue to exercise its power."
The third way of differentiation is the most powerful of specialization. Trout listed different values \u200b\u200bassociated with different countries: Italy as the birthplace of fashion and design, Germany, next to the automotive and beer, Switzerland as the country watches and banking, and Spain ... and country resort in Europe , retirement and vacation. Trout proposed four steps to achieve differentiation in business or the business: Establish the context, the idea, developing credentials where this idea and different concept is contained, and finally, the proper disclosure of differentiation.
formulated theories that revolutionized the world of marketing and communication in the early 70's. For the first time addressed the issue of how to communicate in a society that suffers from too much communication. For this global positioning guru, "strategy is nothing but a process of differentiation out of the pack. A product that makes no difference, that stands out from the herd dies. " And it is the marketing, the art of turning simple ideas in strategy, the tool to establish the necessary differentiation. " In the words of Trout, "The marketing war is fought in the mind of the consumer. A market leader is nothing but a leader of the mind. "
Jack Trout explained the concept of positioning as the beginning of everything that is planned in the company and gave a resounding advice: "Differentiate or Die", to over a thousand attendees First International Conference on Quality of Life Alares and Competitiveness. Also (Differentiate or Die) is titled his recent book, which presented Cover with two models in red and blue. The strategic positioning guru gave his lecture accompanied by Raúl Peralba, his partner and representative in Spain.
According to Trout, there are three methods or ways to differentiate: the attributes (put here several examples of brands that stand for different attributes: BMW, driving, Mercedes, prestige, Ferrari, speed, Volvo, safety, etc. ) Another of the ways by which brands can or should seek the difference is the "psychological leadership." In this sense put other examples: Spain is a leading producer of olive oil and yet it's Italy who wins more money with this product. Ironically with the idea that "after 2,000 years, the Romans continue to exercise its power."
The third way of differentiation is the most powerful of specialization. Trout listed different values \u200b\u200bassociated with different countries: Italy as the birthplace of fashion and design, Germany, next to the automotive and beer, Switzerland as the country watches and banking, and Spain ... and country resort in Europe , retirement and vacation. Trout proposed four steps to achieve differentiation in business or the business: Establish the context, the idea, developing credentials where this idea and different concept is contained, and finally, the proper disclosure of differentiation.
formulated theories that revolutionized the world of marketing and communication in the early 70's. For the first time addressed the issue of how to communicate in a society that suffers from too much communication. For this global positioning guru, "strategy is nothing but a process of differentiation out of the pack. A product that makes no difference, that stands out from the herd dies. " And it is the marketing, the art of turning simple ideas in strategy, the tool to establish the necessary differentiation. " In the words of Trout, "The marketing war is fought in the mind of the consumer. A market leader is nothing but a leader of the mind. "
Gay Maturi Gratis E Senza Iscrizione
TIME IS MONEY FOR MARKETING
According Descartes, expressed "nothing is more evenly distributed than razón.Todos seem to be enough." But irony aside, the fact is that there is an element shared by all equally and that is, without doubt, time.
Everyone, absolutely everyone, available 24 hours a day. Not a minute more, not a minute less. But the difference lies in the way they manage and invest. Therefore, I would like to reflect precisely on the importance and the evolution of time, but not from the chronological point of view, but certainly old enough I'm not missing, but from a marketing perspective.
If anything has caused a real impact on the day of the Magi who not long ago we left behind have been the so-called gift cards. Of course, if we think carefully, give "credit" to spend freely, is as simple, accurate, safe and also saves us time to think they need or want us.
may seem a bit cold but is ... "I have no time!". Friends, how many times a day we hear, or worse, we say that famous phrase?. So much so that time seems to have become one of the greatest shortcomings of the XXI century. For lack of time we neglect our relationships, our appearance, our fridge, until we stopped going to malls that Monday through Thursday, are virtually empty.
So, like it or not, time is beginning to condition the Marketing and Communication strategies at all levels, thus becoming a factor with which we have to play very hard if we want to be competitive.
The recipe seems simple.
not we become slaves of our time, learn to monetize, to make the most of and banish once and for all of our vocabulary the hackneyed phrase "I have no time" because, of course, "having Haylo" and is the same for all, just have to know to manage and organize appropriately to achieve success.
Because ... as well says a proverb ... "Time is money and who loses, is a fool." Therefore, as gold is, give it the value it really is and begin to regard it as a marketing tool, will check as soon as time itself-who else-will prove us right.
Everyone, absolutely everyone, available 24 hours a day. Not a minute more, not a minute less. But the difference lies in the way they manage and invest. Therefore, I would like to reflect precisely on the importance and the evolution of time, but not from the chronological point of view, but certainly old enough I'm not missing, but from a marketing perspective.
If anything has caused a real impact on the day of the Magi who not long ago we left behind have been the so-called gift cards. Of course, if we think carefully, give "credit" to spend freely, is as simple, accurate, safe and also saves us time to think they need or want us.
may seem a bit cold but is ... "I have no time!". Friends, how many times a day we hear, or worse, we say that famous phrase?. So much so that time seems to have become one of the greatest shortcomings of the XXI century. For lack of time we neglect our relationships, our appearance, our fridge, until we stopped going to malls that Monday through Thursday, are virtually empty.
So, like it or not, time is beginning to condition the Marketing and Communication strategies at all levels, thus becoming a factor with which we have to play very hard if we want to be competitive.
The recipe seems simple.
not we become slaves of our time, learn to monetize, to make the most of and banish once and for all of our vocabulary the hackneyed phrase "I have no time" because, of course, "having Haylo" and is the same for all, just have to know to manage and organize appropriately to achieve success.
Because ... as well says a proverb ... "Time is money and who loses, is a fool." Therefore, as gold is, give it the value it really is and begin to regard it as a marketing tool, will check as soon as time itself-who else-will prove us right.
Bacterial Endocarditis More Condition_symptoms
How can you improve the performance of your organization?
To improve the overall performance of your organization, start increasing the performance of individual managers and team leaders within the company. All employees need to be given a helping hand to achieve their goals and precisely is the job of director or team leaders provide guidance and support that people need to achieve them. The guidance and support that the head has to provide them depend on the level of employee development in regard to the task at hand. There are four levels of development: Beginner
enthusiastic: to start a new task you have little knowledge or previous experience, if so out, most people are enthusiastic and willing to learn, but has a limited capacity to perform the task. This employee must abide by the Directing style. Need to know what to expect of the matter at hand and how to fill it. Apprentice
disappointed: As development increases the level of an employee, your ability and commitment to fluctuate. When people start to learn a task, they realize that it is more difficult than they thought or less interesting. For this reason, they feel disappointed, which brings down their level of commitment. Coaching disenchanted people need: a strong orientation to follow working skills and a high level of support to address their lack of involvement.
Capable but cautious: As capacity continues to improve, most people going through a phase where they doubt themselves and where they wonder if they are really trained to perform this task alone. Their leaders say they are perfectly competent, but they are not so sure. The alternation of feelings ranging from doubt feel competent and indicates a higher level of development. In this case, the best way is to support. These people need to listen to them and encourage them not to guide them too, as they have shown themselves perfectly capable of conducting the task at hand.
independent Winner: Lastly, employees demonstrate a capacity and commitment levels high. The management style is appropriate to delegate, giving the employee increased autonomy to carry out the work for which he has demonstrated ability and commitment.
To improve the overall performance of your organization, start increasing the performance of individual managers and team leaders within the company. All employees need to be given a helping hand to achieve their goals and precisely is the job of director or team leaders provide guidance and support that people need to achieve them. The guidance and support that the head has to provide them depend on the level of employee development in regard to the task at hand. There are four levels of development: Beginner
enthusiastic: to start a new task you have little knowledge or previous experience, if so out, most people are enthusiastic and willing to learn, but has a limited capacity to perform the task. This employee must abide by the Directing style. Need to know what to expect of the matter at hand and how to fill it. Apprentice
disappointed: As development increases the level of an employee, your ability and commitment to fluctuate. When people start to learn a task, they realize that it is more difficult than they thought or less interesting. For this reason, they feel disappointed, which brings down their level of commitment. Coaching disenchanted people need: a strong orientation to follow working skills and a high level of support to address their lack of involvement.
Capable but cautious: As capacity continues to improve, most people going through a phase where they doubt themselves and where they wonder if they are really trained to perform this task alone. Their leaders say they are perfectly competent, but they are not so sure. The alternation of feelings ranging from doubt feel competent and indicates a higher level of development. In this case, the best way is to support. These people need to listen to them and encourage them not to guide them too, as they have shown themselves perfectly capable of conducting the task at hand.
independent Winner: Lastly, employees demonstrate a capacity and commitment levels high. The management style is appropriate to delegate, giving the employee increased autonomy to carry out the work for which he has demonstrated ability and commitment.
Tuesday, February 19, 2008
Cubefield- Weekend Game
IF THE EXPONENT IS MOTIVATION, THAT IS GOOGLE.
Since all companies are engaged in producing more and better in a globalized and competitive world, senior management of organizations must resort to all available means to achieve its objectives. These media are referred to: strategic planning, capital raising, technology, proper logistics, personnel policies, appropriate use of resources, etc.
Obviously, management strategies and staff development are established as the most important factor that will help achieve business objectives and personal development of employees. Within this field, there are complex processes involved, such as:
Payroll Training
Working conditions
Motivation Organizational Climate Human Relations
We see
IN GOOGLE, Auque ALSO, this style has its detractors.
Since all companies are engaged in producing more and better in a globalized and competitive world, senior management of organizations must resort to all available means to achieve its objectives. These media are referred to: strategic planning, capital raising, technology, proper logistics, personnel policies, appropriate use of resources, etc.
Obviously, management strategies and staff development are established as the most important factor that will help achieve business objectives and personal development of employees. Within this field, there are complex processes involved, such as:
Payroll Training
Working conditions
Motivation Organizational Climate Human Relations
We see
IN GOOGLE, Auque ALSO, this style has its detractors.
Depression In Men More Condition_symptoms
INTERESTING WAY OF JACK WELCH
Many of you know, Jack Welch, President and CEO of General Electric, the company's cream of the world some years ago, was elected the best manager of all times by Fortune magazine.
1. Leaders constantly renew their equipment, ensuring that the positions are occupied
by the right people, train them to do their job well and so motivate and recognize not only motivate them but the other team members.
2. Leaders must not only ensure that employees see the mission, but the living.
3. Leaders are charming, generate a lot of empathy, put in place the rest to find out how you should think and say, use a lot of emotional intelligence.
4. Leaders build trust with his honesty, transparency and merit, to be honest with everyone inthe company. The simplicity and humility is very important. Do not let your office, whatever, you go to your head.
5. Leaders have the courage to make unpopular decisions: the leader is not there to make everyone happy, but to lead. Many times the right thing, ethically, is not what we all love, however, have the strength to defend its principles.
6. Leaders cultivate their virtues, work there are many virtues that can be used: perseverance, time efficiency, prudence, fortitude to finish a job well done even when you're tired, unmotivated no easy optimism.
7. Leaders encourage risk and learning by example: if we want our people to do something new, we must first ourselves.
8. Leaders recognize the achievements of his team and celebrate big.
Another issue that I found very important in the book are your tips for getting a promotion:
1. Desempéñese with excellence, exceeding expectations and do more than it should ever have the chance.
2. Cultivate your relationship with your subordinates as well as it does with his superiors.
3. Participate from the outset in the main projects of the company to then take it into account.
4. Seek advice from their superiors.
5. Keep a positive attitude and propagate.
if you liked the article SUGGEST www. gerenciaymarketingtrujillo.blosgpot.com
Many of you know, Jack Welch, President and CEO of General Electric, the company's cream of the world some years ago, was elected the best manager of all times by Fortune magazine.
1. Leaders constantly renew their equipment, ensuring that the positions are occupied
by the right people, train them to do their job well and so motivate and recognize not only motivate them but the other team members.
2. Leaders must not only ensure that employees see the mission, but the living.
3. Leaders are charming, generate a lot of empathy, put in place the rest to find out how you should think and say, use a lot of emotional intelligence.
4. Leaders build trust with his honesty, transparency and merit, to be honest with everyone inthe company. The simplicity and humility is very important. Do not let your office, whatever, you go to your head.
5. Leaders have the courage to make unpopular decisions: the leader is not there to make everyone happy, but to lead. Many times the right thing, ethically, is not what we all love, however, have the strength to defend its principles.
6. Leaders cultivate their virtues, work there are many virtues that can be used: perseverance, time efficiency, prudence, fortitude to finish a job well done even when you're tired, unmotivated no easy optimism.
7. Leaders encourage risk and learning by example: if we want our people to do something new, we must first ourselves.
8. Leaders recognize the achievements of his team and celebrate big.
Another issue that I found very important in the book are your tips for getting a promotion:
1. Desempéñese with excellence, exceeding expectations and do more than it should ever have the chance.
2. Cultivate your relationship with your subordinates as well as it does with his superiors.
3. Participate from the outset in the main projects of the company to then take it into account.
4. Seek advice from their superiors.
5. Keep a positive attitude and propagate.
if you liked the article SUGGEST www. gerenciaymarketingtrujillo.blosgpot.com
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