Being in the hands of others

Currently, the disaffection for the job considerably increases when the efficiency in performing the tasks required just the opposite, an assimilation process as part of the employee's conduct. Unfortunately, the workplace, in many companies, acquires status trench where each worker must continually defend positions. The radical change in the labor market and the conditions of employment has changed priorities, winning the war to stay on the job to professional commitment. Being in the hands of others is an added pressure, and many lack the capacity to survive, which leads them to give up their jobs, while others struggle, but not enough, or specialize in converting that land exclusively in a field Battle at the expense of solidarity or teamwork.

The determining factor is usually the inability to make decisions in the performance of tasks. The hierarchical ladder from the bottom rung to the top, is based on subordination, where there is always a person who decides on another, and whose decisions do not always follow an exclusively corporate strategy, but professional staff, training, capacity, interest, etc. Therefore, the larger the company becomes more complicated to be handled freely.

Links to other articles

- Learn to withstand failure
- The behaviors price
- Is it demeaning work?
- Sex businesses
- Who knows plan
- Human capital

Being in a job, nested in these sites is as a person that his life depends on someone who is pointing a gun. Not worth the prayers, innocence, experience, can do nothing; if the other person decides to shoot, all proposals resources or lose value. You can even go further and say that sickly conducive to nesting in the production structure of a company, from top to bottom, a culture of mutual prejudice arises. That's how many times we find that if the person who decides on the future of another is upset, plans his displeasure down and blows his frustration at the feeder.

In this scenario fit at least three possible behaviors to cope with such hazardous environments:

1. Ask the impossible to not get to that situation, which means establishing a rule of action where the boundary of personal capacity is exceeded. This extreme increases the possibility of failure at any time, by making commitments or behaviors that are not professional scope of work.

2. Collapse and lose all initiative is most common to be in a hostile environment. The psychological makeup of the person does not respond or is not sufficient to withstand the pressure. And in this case found almost always two determining factors: the need to keep working to survive and inability to handle the pressure, leading to the total destruction of self-esteem of the person, disables the ability to react. The result is disastrous, because the person planting the false idea that is worth to perform the tasks.

3.     Skip the environment and perform naturally should be the correct procedure, since it is the way to prove to yourself, and others, that this situation has not generated naturally, and that the person concerned has had nothing to do with her, which exempts him accountable for the consequences. It is a way to earn the privilege of freedom that allows untethered develops tasks.

Would be a factor, no less important, as is the power to exercise equitably the responsibility for deciding on others.

image: @morguefile

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Learn to withstand failure

In these days people are talking about the composition of the new curriculum when running for a job, as it seems, the crisis has determined to base it on a new system of values, so it seems appropriate to address this issue from experience, to understand why you have to know to withstand failure.

Many times I have had interviews with people who wanted to join the job that my company was offering, but when it comes to sell your product, to sell their services, there is a poorly focused presentation. From these experiences I have been able to produce a small list of the most common type that I have found.

Links to other articles

- The behaviors price

- Is it demeaning work?
- Sex businesses
- Who knows plan
- Human capital
- Decalogue to innovate 

The tasks and people. It is easy to give a touch to small things or situations that often occur in the performance of tasks and ultimately end up setting up a picture of success or failure, depending on conditions or attitudes of people.

Initial spark. Some very strong start in an activity, but then fell soon after, as if lost momentum. Perhaps this is the result of being exerting tasks that correspond to the individual's personal concerns or do not have the psychological stability to stay long in the same place, developing the same tasks.

Collective spark. Those who demonstrate a misleading value, because they are very prolific work in the shadow of other people, but nothing productive performing tasks alone. The best strategy to integrate a team of satisfactory production level is to find accommodation in groups of the same level and profile, because otherwise they end up contaminating the rest.

Spark fitfully. They are those who are motivated by the positive results, and act very effectively when they have run for, and vanish with the less pleasant moments. The big problem with this type of work is that is not able to interpret their function is determined by a circular chain, and that the only way to keep that streak is just putting all of you, not subject to the outcome goes.

No sparks. "I go very slowly, you must have patience with me," once told me a person when it came to their functions and performance. Well, it's a major outbreak of sincerity, but the question is: Can a mortgage company defend its operation? In the present circumstances, it is very difficult for a company to waste its resources keeping people who are not able to overcome every second, not every day, but every second of his worked and priced in salary hours. 

These days I attended a job interview for cold door salesman, and I noticed the exclusionary condition in which the offer was based. To stay on the team of candidates would have to demonstrate the ability to not turn back to the first setback in the implementation of the tasks; that is, people who were not looking to resign in the first week if not specify any sale of the product portfolio lead. So the labor market is currently prevails on all the knowledge, experience and other qualities bear knowledge fail.

image:@morguefile

 

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Invertir con cabeza no es perder la cabeza

Con tener buena intención y recursos, no basta.

@morguefile

Tengo una anécdota para ilustrar la idea que deseo expresar sobre saber invertir. Hace unos años, cuando mi empresa consiguió un gran contrato, mi socia me regaló un bonsai. Yo siempre había deseado tenerlo. En un par de semanas se me secó; me regaló otro y corrió la misma suerte. Así hasta, al menos, cinco veces. Al final, tanto ella como yo comprendimos la insuficiencia de mi antojo, debía tener conocimientos para su cuidado, algo del que yo carecía completamente. La inversión no es más ni menos que eso, con sólo tener una intención y recursos no basta. Siempre se debe aportar algo más.

Entrevistas de trabajo: guerra de candidatos

Cuando alguien acude a una entrevista de trabajo, normalmente, sabe a lo que se expone, por lo que se prepara para ofrecer una información sana sobre sí mismo, en el menor tiempo posible. Estas entrevistas no suelen ser individuales sino grupales, por lo tanto, una buena oportunidad para demostrar soltura y habilidad para expresarse en público, etc. Sin embargo, con frecuencia las entrevistas de trabajo se convierten en una batalla campal, y antes de que la empresa decida sobre los candidatos, éstos buscan eliminarse entre sí.

The behaviors price

The regularity of staff performance is the result of perseverance and balanced behavior before tasks therefore is a must for achieving professional excellence and corporate recognitions end. Many times, for not saying almost always, people tend to act and then assess the consequences of the action just performed. However, to avoid surprises, you should invest that system performance, because the price behavior is found with results difficult to take, whether products of the immediate action.

This abnormality between action and its consequences is vital in the workplace, where the outcomes of actions often determine the continuity or not of the worker in his job. Everything depends on the ability of the company responsible for assessing whether an action is decisive or not, or if a comment is harmful or not. Unfortunately it is not always possible that you view a negative action as a positive one, so that the most immediate solution is to ignore what the person has done. If the contribution of a worker within the overall gearing of the company is of little relevance, it costs nothing to dispense with his services, penalizing them for the slightest mistake.

Links to other articles

- Is it demeaning work?
- Sex businesses
- Who knows plan
- Human capital
- Decalogue to innovate 
- The ability to manage success

Inertia often leads them to act without realizing that, despite not cause any harm to anyone, the people responsible for assessing the actions they deem unsuitable. At the end of the day, it is an exercise in people to people, where errors or points of view are inevitable.

For better or worse, the attitude a lot penalizes workplace, because it determines the valuation map of the human resources managers make for the worker. Sometimes go with the tide polluted others is crucial to losing the job. On the other hand, if there is no strict control, an imbalance occurs between the teams, because the whole group is penalized for the absence of one of its members.

Naturally, the bad attitude of one of the components of the team pollutes the whole environment; it creates in others the need to interact when they should move away from the focus of the conflict. Workers tend to always putting the relationship with peers on common sense or corporate requirements. That's the main reason why it is almost never possible to break away from the trouble spots.

However, the end of the correction process is very simple: the dismissal. At that point you realize that firing costs nothing, and that the company is only a change of record, which removes an item and places a new one, without any sentimental, economic or psychological bondage. Therefore is always better avoiding getting into that situation, because losing the job today costs nothing. And this fact is irrelevant to the size of companies, is indifferent to domestic politics, since when should undertake a correction, do it with a tyranny that knows no sentiment or personal commitments.

image:@morguefile

 

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