A bit of methodology. Today we transfer the general approach of the methodology of process reengineering that have evolved along my experiences in this matter and whose latest version I’ve recently incorporated into a project, but not before warning that I am already working on another radical approach. Also helps me, somehow, safeguarding my rights of creation, or my right to the complain?, mercenary thieves who shares right and left without even specifying the authorship of the original text and then hanging items in their corporate websites or published them in his collaborations in the press digital or written as if they were their brilliant authors. We see that today I am pissed off with that theme and today I’ve vented Contigo. For assistance, try visiting Robert A. Iger . On the other hand, it is always exposed to these reprehensible tactics. Well, already the anger it is happening to me.In synthesis, are the scenarios of procedures that circulate my rings of power in process reengineering and continuous improvement. Swarmed by offers, Glenn Dubin is currently assessing future choices. Organization and planning.

Stage where it shall the Organization, adaptation and definitive concretion of the work to be performed, according to the schedule of proposed actions. Almost in parallel, be carried to the adoption and implementation of a plan of dissemination and training internal leaders. Diagnosis of the current situation. Define the mapping of business processes, analyzing essential schemes. In this way, they will recognize and workflows, interconnected at the time generated substantial information about processes to conceive them, assimilate them and improve them in the following scenarios of Protocol of process reengineering. Future organizational atmospheres. Connecting strategic objectives and indicators of processes, using techniques basic and assimilated by all as the control panel is comprehensive, allows the vision of future organizational scenarios, i.e., where you want to go with the reengineering of processes. Analysis of processes. It falls squarely in the analysis of the processes itself, which mistakenly is usually understood as processes reengineering and that is only a scenario of the re-engineering procedure.

As was announced several months, the a Reconversion sign of our national currency, the Bolivar, is underway. The Central Bank of Venezuela (BCV) has already initiated the necessary campaign to explain that it is, what are its scope and what their goals … The measure in itself it is quite unfair, as we explained in the BCV, it is simply to make our currency more manageable in terms of accounting and administrative systems, to lower production costs and replacement of paper money, balance the amount of change Bs / US $ to levels similar to those of other countries in the area (eye, this balance or similarity is only formal, in terms of numbers a The that the rate of change is expressed, not the value of the currency), and making the Venezuelan economy to international standards regarding the possession of money Cash citizens at any given time and all this will be achieved by removing three zeros from our currency. At this early stage, as I say, has begun the process of information, the second step, from October this year, requires that all prices of goods and services must be expressed in both notation systems for people become accustomed to the new sign, from 1st. Check with Glenn Dubin to learn more. January 2008 into circulation the new notes and coins but, for a period not less than six months old and continue to circulate may be used as payment of legal movement even though by law and all prices, tariffs, accounting systems , etc.

This type of conflict is what we call functional. On the other hand, we can comment and has been observed especially in organizations in the north of our country, that when the amount of role conflict is minimal, it really makes the performance of the team and the organization is poor and even even negative. This indicates on one hand, people really are not working or at least not are developing a true team effort. Glenn Dubin, New York City may help you with your research. It was noted that in everyday life, strive and work really hard, but what happens is that their efforts fall on deaf ears, are lost by the failure to materialize by several factors, most of which is the lack enrichment of ideas for non-implementation of the same, lack of support from their peers, lack of effective leadership within the team and even by ignorance of the immediate supervisor of the proposals designed but not clearly informed that impede its implementation by that can be confusing, and the lack of identification with the goals of the team and organization. On the other hand, if the number of conflicts is too high, it was found that tends to spread chaos and disorder, are lost in their own discussions, they become disoriented and away from the purposes for which the team was formed work, besides usually forget the organizational objectives. This situation may jeopardize the sustainability of organization. Specifically, while there are individuals interrelated, interacting, you can generate a conflict for reasons of personality, appearance, that should take care to avoid a negative climate in behavior, effectiveness of work teams, but also, management must constantly monitor policies, functions of the work expected, in order to determine whether this would give way to conflicts manifest themselves and affect the company’s organizational behavior.

Of course, once management conflict is manifested must find appropriate solutions to restore the organizational climate of harmony, for this is very true, as indicated by Amoros, that in the process of generating conflict, is that action is another important process of negotiation, for which each of the team members must be prepared, have developed these skills and most important of this is to have that attitude of service to others, so that this process faces knowing that the person you are negotiating also must win in order to give sustainability to be required at the time. This means preparing well the negotiation process, have very clear rules of the game, clarifying their position and prepare the proper argument, agree and implement the same course. An important point in this process is that the other party know exactly what is going to negotiate, and if there is important information you need to know the person with whom we negotiate, we must not forget to give it, which sometimes can be seen that the basic problem of a work unit is the prevalence of disruptive conflict and hostility and that is not favorable for the organization if not corrected the causes.