Coincidentally this was the means by which public employees did years ago in 1993 certificates and diplomas bargain and presented them to justify hours of study, preparation, training and that anything served them nor serves today because these documents have no value in the public administration, nor in private. Many public employees complained in 1996 and even threatened to strike when their documents achieved at five dollars, without presenting any work, or exam, they were rejected. President Alberto Fujimori, was who ordered that all document submitted to the Administration publishes to accredit studies must be recognized, authorized by the State entities Peruano, remain the same in all the countries of Latin America, where their Governments have the same thing. But what the? the difference and which is the business of the documents for participation? Very simple. Being of participation are not within what in the world is called, official value.
To not be given for adoption, hands tied to the authorities of the sector education, that nothing can say, or do, those who promote education, culture, to grant certificates and diplomas for participation. The education sector only controls the formal education, that this authorized to grant degrees, levels, titles, but cannot prevent the active participation of society in activities for the sake of the education, culture. I.e. not may prohibit an association, to a Sports Club, a church dictate courses of the way as you pleases, if finally gives: certificates and diplomas by the Solo participation could intervene these institutions and denounce them even if offered courses, racing professionals, middle, saying that they grant diplomas by approval of courses, without having the respective authorization. So in this legal vacuum, comfortably installed in the space in which the law does not reach them, live thousands of private entities that with the appearance of institutes, training centres, offering courses with certificates of participation around the world.
Virtually no limit to fantasy maker when it comes to the decoration of metal fencing area. Even a lack of material resources can not restrict the creative idea of the customer and performer. The most diverse and numerous forged elements underlying the composition of any metal fencing, create a vast space for imagination and creative imagination. After using one and the same hardware, you can create an infinite number of very different works of art. And then, as holds a particular product depends only on the intended style of the product and the subjective artistic vision of the customer. The main decorative means by which to combine functional and aesthetic qualities of the metal railings are shaped forged items.
They can be made in form a circle, look like the wavy curl in a spiral with one or both ends. Figured elements may have an angular shape. Complex parts are very often combined with each other or with other forged details, and then we are dealing with complex welded elements. Grass openwork metal railings are wrought iron lattice in the design of fences urban green areas and trees. Wrought iron fences in the role of Fencing urban green areas are not large in height as opposed to fences, protecting private cottages and suburban areas, and they must comply with a decorative role. That is why these metal fences abound uncomplicated designs, wrought iron elements involved in the design of small fences, are numerous and varied. The following illustrations depict all kinds of metal fencing, the design of which There are almost all forged components: peaks, curly and complex welded components, stampings and parts machined on technology products.
Culture is the basis of organizational functioning. The success of transformation projects depend largely on the talent and the ability of management to adapt the culture time, operating on some components, which in the medium term, instaurarana a new set of beliefs more in line with the new reality of the business. 1. – Internal organization organizational architecture: For processes, functions, work teams Example: A functional organization is going to be based on working groups, requires a set of skills and values (teamwork, cooperation, empowerment, and conflict management skills communication), which until that time may not be required. In addition to the way we relate, you must also considerarsea steering system: The way in which power is shared, access to information, control systems and dependency. 2. – Evaluation and compensation systems Compensation systems function as stimuli, seeking behavior required.
This is regardless if you are applying management by objectives, competencies and the like. There should be consistency with the evaluation and compensation systems. Dysfunction Example: A company that is geared towards a compensation structure based on team performance, but maintains a system for evaluating individual performance and compensation. 3. – Systems for promotions, affiliations and terminations Strong cultures are characterized by their inaccessibility. Those who wish to join must go through initiation rites unpleasant.
Passed this stage, are recognized as members of the group and are placed in the codes and values of the same. They also have their own mechanisms of exclusion. The stronger, more powerful will be its implementation. “Double-edged sword? Grupoa cohesion, can cause a high level of support. If respecting principles and values. a That is the status quo. That cohesion becomes resistance, if it contradicts or does not accept the ways of seeing things the group. Remember, any change brings into question, at least some of the principles and values in the organization 4. – Style of leadership and management processes Leaders determine and transmit the culture of an organization Closer scrutiny of the conduct of a leader can give signals of the kind of culture that is being managed. The point is observed. What must we observe? 4. 1. – To pay special attention to issues? 4. 2. – What would you want to measure? 4. 3. – What activities monitored? 4. 4. – How to react to critical incidents and Financial Distress? 4. 5. – Depending on what criteria recruited, transferred and promoted to his people? In response, we understand the culture of the organization, as it reflects the true values and principles that manages the team leader of the organization. It is true that is a very intangible, but is most effective.