Coleman (1998) affirmed that the individuals tend the effectiveness in the management of relationships when they understand and they manage its proper emotions, and still, they tend to have empatia for the other people’s feelings. One is about a constant search for new concepts, new elements, new tools controlling them to understand the interpersonal relations, to understand the existing relations between the groups, being formal or informal they. The primordial goal of organizacional psychology is to try to describe, to understand, to foresee and finally to control the 0ccasional phenomena of an organization, that are motivated essentially by the attitudes of people, the structures, the used technologies, and for the environment where the organization acts. Organizacional psychology evaluates and looks to alternatives objectifying the satisfaction of the collaborators in its environment of work, which intervenes with comprometimento and in the individual and collective motivation. The satisfaction in the work is determined by aspects as wage, benefits, and recognition, and the motivation in turn, is connected to the necessities human beings and the nature of the proper executed activity. You may want to visit Atmos Energy to increase your knowledge. Pparently, some activities spontaneous human beings do not demand or need some motivadora external action.
However, also he is clear that many of them are caused by some motivacional factor. The work of a manager, for example, consists of identifying the yearnings and desires of its collaborators and to transform them into reward. This process is perceived through the comprometimento and efetivao of the tasks proposals. Some theories exist that explain the satisfaction of the necessities human beings as motivacional factor, and the most spread out and argued it is the Model of the Hierarchy of the Necessities of Maslow. It considers that the human being is motivated from the reach and satisfaction of the physiological necessities, security necessities, social necessities, necessities of esteem and necessities of auto-accomplishment. It is interesting to stand out that the author of the model affirms previously that the order of the one of the necessities rigidly is defined, as cited, and that the intensity of each one of them differs.
On the other hand, the responsible people for the RH need to line up it organization in terms of its objectives, its mission, vision and processes, only thus, will have conditions to consider benefits and system of strategical remuneration. Already he is proven that the remuneration is the connector link between the employees and the organization. The company who decides for the implantation of a system of transparent remuneration and that she involves all the employees of all the hierarchic levels, cause a phenomenon of positive reaction, that one into which the speed of the objectives if transforms into reality through an accelerating motivation of the processes. This reaction is only reached when the people if feel recognized for its mritos and not for disloyal protectionism. In accordance with that the remuneration system, lines up the strategies of the company, is multiplied and if the interests of both are harmonized the sides, helping to generate the waited results. The balance between the strategical remuneration and people, will only be reached when its payment if to give of real form, remunerating the people in accordance with its results. In recent years, diverse models of strategical remuneration had been introduced in the companies with the purpose of if finding forms in accordance with creative the necessities of each organization. All the models with the intention to create a bond between the employees and the organization.
It is important that the system of strategical remuneration is related with the changes that the organization is passing so that it has a preparation for the new times. The lack of preparation for the future can compromise all as well as the organization the stability of the employees. The implantation of a system of necessary strategical remuneration to take in accounts the diverse abilities, external interns and, if not forgetting them pressures it market in general, what it implies in competitiveness, reorganization, downsizing, merger and acquisitions.
From determined disgnostic? of that the company is needing man power? the next step is to discover sources of human resources that the qualities necessary withhold to occupy the vacant offices (or to be bred). A time analyzed the man power necessities must be left for the conscription process (internal and/or external), where the external candidates will have to be attracted through the adequate sources and the internal candidates (inside of the proper organization), between whom they present adequate profile to the opened vacant in. The main sources of research for the captation of external candidates are the schools (superior education and/or technician), the Internet (sites of banks of gratuitous and paid resumes), consultorias of human resources, announcements in classified of periodical and proper banks of resumes. A locked up time the stage of Conscription (where if waits to have received innumerable candidates enlisted) transfers it the second phase? staff election? that it has as objective basic to choose between the enlisted candidates those that have better possibilities of if adjusting to the position. The PROCESS OF STAFF ELECTION Some authors define staff election as being ' ' the choice of the certain man for the position certo' ' ; but, technique can not only be affirmed that this process aims at to select candidates, with experience, as well as with necessary characteristics and personal abilities to the performance of the required functions. The main objectives are to select candidates of good quality, which are adjusted to the necessities (and always in enough amounts), in order to take care of to the existing vacant (or to be bred). The selecting must, whenever possible, to enlist enough number of candidates, form to make possible the choice of the most qualified e, moreover, also it must try to reduce the cost of the conscription, using itself of less onerous sources, such as I register in cadastre of candidates, indications, contacts with other companies, etc.
To enlist (to identify, to find talentos) and To select (to differentiate the best ones amongst the identified ones) are activities very complex, which would have to be enclosed between the many activities of strategical matrix of all and any organization. Therefore, these activities must be dealt with professionalism through the act of contract of professionals qualified for such tasks. Techniques of Election. qEntrevistas. qProvas of knowledge (or of capacity). psicotcnicos qTestes. qTestes of personality. qDinmicas of group Preliminary Interview (or selection) In the first contact with the candidate the selecting will transmit information, such basic as the referring activities to the position, its responsibilities, the wage, the benefits, to who the new collaborator will be subordinated and the working hours. The selecting also will have to say a little regarding the organization, offering conditions to evaluate if really want to it to continue with the process or not. In this preliminary interview, the selecting will have to verify if () the candidate () takes care of to the minimum requirements for the requirement of the position; therefore, in case that contrary, it will have soon to be excused to follow.
In the domiciles that possess superior income the ten minimum wages, the index is of only 1.4%, while in the families that possess inferior income to a minimum wage the index reaches 29%. In the Northeast Region the contrast is still bigger. In the domiciles with income until a minimum wage the index is of about 37%, and in the families with income above of ten minimum wages the illiteracy it is of 1,8% of the population of fifteen years or more. The illiteracy reaches people of all the etrias bands, with different intensities. In the ten band the nineteen years, 7.4% of the population are of illiterates. ' ' While the illiterates in the more advanced etrias bands had been created by the educational system of decades behind, the illiterates youngest must have been alfabetizados throughout the last years, thus showing the current situation of basic education in our Pas' ' , he affirms Otaviano Helene, president of the INEP. The biggest concentration of illiterates is in the population of sixty years or more, where 34% of the people do not know to read and to write.
The report defends specific strategies directed toward each etrio segment. ' ' What the works in the area show is that the recm-alfabetizados pupils must immediately be directed it regular education, to prevent one of the characteristics most common in programs of alfabetizao in mass: the return to the condition of illiterate in short term of tempo.' ' In the Brazilian agricultural way, the illiteracy tax is three times superior to the one of the urban population: 28.7% and 9.5%, respectively. The regional contrasts sufficiently are accented, when the situation in the field is compared. North-eastern, the index is of 40,7%, reaching 49.2% in the State of the Piau. The best situation is in the South Region, with 11,9% of illiterates in the agricultural area.
If you are the interviewer, before initiating an interview you are indispensable to organize a script? a planning of the interview? for this you must prepare yourself. A good interviewer must possess a good general culture, a reasoning fast a perception sharpened on the human behavior. During the interview, the negative influences must be eliminated all as any types of cultural, social preconceptions, of sex, color, etc. Close the personal problems, the particular antipatias, opinions, the judgments without real recital or the fears and the pressures also must be left of are of the interview. To program an interview adequately, the interviewer must know the data on the interviewed one, to know accurately what he expects of it and what the company wants to get of the interview. Being thus, so that the interview has the waited effect, the interviewed one will need to be left to the will, therefore most of the time, it is in tension state. In an interview, the interviewer will have, first, to investigate the appearance of the candidate? to know if it is adjusted to the profile demanded for the organization? will have to also observe its corporal position, its habits, if it possesss some vice, if he uses some type of drink, he drugs or other not healthful habits. At as a moment, the interviewer must investigate as was the previous work of the candidate? in order to try to know as it will be its behavior in the organization? its degree of escolaridade? to know if it is compatible with the requirement of the position? its abilities, its familiar life, its social life? in order to perceive as if it relates in team? its current health (and previous)? in order to perceive if the candidate it can work under pressure. After this, the interviewer will have to investigate on the last life of the interviewed one? in order to trace a profile on its personality? its honesty and if it has trends to the lies.