Today I got into gardening and I made this cactus.Compré the pattern in Sitges, and it cost me to choose the model of many who had. This is the cactus
spring and the best ... that should not be watering.
Friday, March 25, 2011
What Happens To The Food In The Stomach?
A cactus!
Today I got into gardening and I made this cactus.Compré the pattern in Sitges, and it cost me to choose the model of many who had. This is the cactus
Today I got into gardening and I made this cactus.Compré the pattern in Sitges, and it cost me to choose the model of many who had. This is the cactus
Wednesday, March 23, 2011
Seat Alhambra Diagnostic Location
origami flower!
Today I made this origami flower, and this time has special meaning because it is a tribute to the tragedy so great living in Japan. 
Today I made this origami flower, and this time has special meaning because it is a tribute to the tragedy so great living in Japan.
This flower represents hope, and it is my reminder to many Japanese who are suffering the effects of an earthquake and a tsunami after the first.
The flower is a snap to take on the lapel or purse, and I remember that the earth is alive, and we must take care that these tragedies are due to many years without imposing our will respect what gives us life.
I encourage you to bring your own origami flower, the tutorial will find in http://pilarbujaldon.blogspot.com.
You know that I'm really bad with your computer and upload pictures only (for now).
If you want you can send photos and I will publish. A hug
How Many Calories Are In Cookies
You really exercise free will?
Last Saturday I enjoyed one of my passions, movies in the cinema, and saw a interesting science fiction movie called Hidden Fate . This film is based on a story written by de1942 Philip Kindred Dick , one of the great writers of the genre, author of renowned works, including most notably "Do Androids Dream of Electric Sheep?", Which was inspired Ridley Scott to shoot the legendary Blade Runner. How curious say Kindred could not see the outcome of the film adaptation of his work he died shortly before the premiere.
destriparos Trying not the movie, I can say to that story focuses on the loss of a human being's free will that has failed to make good use . Superior beings, to see what man is capable of destroying everything around him, and even hurting himself, decide to write a plan that nobody can go out and to ensure the survival of the world.
This intense thriller we brought my wife and me a lively debate on freedom and destiny, about living life or let us live this to us, on the right or duty free will .
Schopenhauer said destination shuffles, but we decide how to play , but I wonder you really choose to do it? Maybe it's a coincidence or a combination of not very positive vision of society that we live, but honestly I think most people wander through life on autopilot, unconscious, asleep, leaving it to others to decide for them .
On a personal level know how many people live the life they want? Have a job you enjoy, share their lives with the couple that truly love, which fill every minute, as Kipling said, with sixty seconds it take to heaven ... How many? And know how many to rebel against the life that do not like? How many do change jobs, why let your partner or what truly take charge of your life?
And in organizations? From my point seen plenty of people who merely do the job that sent them. Do not care to improve or learn. Why not take advantage of the training activities that do not participate do not contribute, do not get involved ... But I do criticize the ferocity and cowardice of a hyena, corrosive and hurtful because everything that happens is not their fault but the others. The other day the blogger exciting @ MyLetterG said on Twitter that is easier to be victim accept personal responsibility, how true! What good is criticism destructive refuge for the mediocre, which is convenient insult for those who do not dare to make decisions.
How could it be otherwise these behaviors do not stop there, and are reflected to level of society where we are called citizens. But why citizens? If we abdicate our power in some irresponsible politicians, if we do not question our ideas and voted on by inertia, if we give up tasks for our community, whether as a plaintive cry of terrible misfortunes that occur thousands of miles away when we are not able to help your neighbor front that lost their jobs and can not support his family. He said the Greek thinker De Lindos that more manageable city that he feared would be more social criticism than to the law . It seems that more than twenty centuries later, confirmed his theory.
probably education we received, and we are punishing our children and young people have a lot of blame for our behavior , our ties, fears to be ourselves. If we educate for permission instead of asking for forgiveness, if we work in businesses which gives us our future professional chewed instead of encouraging our initiative, and also if we live in a society which contains prohibitions based and fines without developing our responsibility How can we exercise our free will?
certainly is difficult but not impossible . Our society, our businesses and even our lives need a transformation, and for that we must wake . We must resolutely carry the precious treasure that our forefathers gave us by giving his life in exchange for freedom. We have to make a difference, to revolutionize the world, starting with our microworld, but not with a stick in hand, but with courage and responsibility to make decisions and be consistent with them .
what your actions are as big as your thoughts!
Tuesday, March 22, 2011
Cell Respiration Questions With Answers
OF PARADOX PARANOIA TO ORGANIZATIONAL BUSINESS
Floor occasionally go to the Social Courts to attend a dispute, especially to keep things in perspective and keep close to a reality that at least still exists and that sometimes the managers of people we move too. Typically, soil choose a certain timing issues with some complexity, some of them emblematic companies and complicated issues and of tremendous attention (harassment, breach of good faith, loss of confidence of managers, discrepancies in the relationship, moral damages, etc. ..).
The last case that "has come to hand" involved 4 directors of a multinational Japanese automotive, now under the umbrella of a French multinational group, with several centers in Spain and that chance oh! !, and in which more than 20 years ago I formed a very active part of the first project in which I was pleased to participate, "Incorporation of Talent." These people joined about 21 years to that company and have during this long period had a career that could be called successful, have held positions of responsibility and have a salary that would commensurate with their duties. In sum, certainly have been admired, envied, hated, loved, rejected, etc. When very indirectly - I switched to another company soon, I have been aware of his successful career did not stop feeling a certain pride and satisfaction, while a ratification of what's new talent to the organizations was Well, the end of the "facts are good reasons."
Suddenly, an unexpected change in the Directorate General of factories where they were performing their jobs, are removed from their functions and in a short time fulminant dismissed. As the place where the events occur is a province and a town where "everybody knows" the social and media impact is very high and it rains, it pours, as the former Director General "alma mater" of factories, few years earlier been fired in the absence of a few weeks for their retirement and refloated after companies from scratch in the harsh post-crisis era of the late 70's. Leo
carefully the Court of Justice, and do not leave my utter amazement. The sentence that has no waste, but for the layman in legal terminology might be a bit tricky, it says that is not seen none of them committed no offense and in any case has not been demonstrated. Covers all of them, four - some more than others, of the total defense since the rules of the company at the time of authorizing certain transactions were not responsible and set out clearly its limits. And this is where I dwell a little more, is that these people are acquitted of the facts against them and therefore declared their dismissal as unfair. We are hawking everything from business and from its human resource addresses a key for companies to improve their competitiveness is to create spaces of freedom "and" create environments for innovation and creativity "that flies in the face with the policies and systems of the companies trying to" procedimento "all under very prescribed and specific rules. Reached the "moment of truth" both sides are often sneak in defending their interests to show that it was not and that they followed at all times with company standards. And I wonder, is it not a paradox to claim that employees take risks while creating extremely rigid rules? In a case such as briefly set out what I think I think those who stay in the organization? Will you take a decision minimally risky but could be very beneficial for the company? This creates a paradox, in my opinion, leads to an organizational paranoia, paranoia is determined mainly by two types of distressing feelings, one that is usually defined as "persecution mania" and another as "delusions of grandeur", other , but these are the most common. If in the end, we generate are organizations in which some of the people who comprise it inevitably feel constantly persecuted by uncontrollable forces and others with an air of grandeur and with a desire for grandeur and dictatorial behavior, Do you believe that in these environments will be possible to have productive and edifying? Indeed the four directors have been compensated and unfair dismissal but who replaces them their reputation and credibility as well as the suffering of these past months? and above all who will ensure that those who have been moving a finger, risking or assume responsibilities beyond the provisions in the rules?
The last case that "has come to hand" involved 4 directors of a multinational Japanese automotive, now under the umbrella of a French multinational group, with several centers in Spain and that chance oh! !, and in which more than 20 years ago I formed a very active part of the first project in which I was pleased to participate, "Incorporation of Talent." These people joined about 21 years to that company and have during this long period had a career that could be called successful, have held positions of responsibility and have a salary that would commensurate with their duties. In sum, certainly have been admired, envied, hated, loved, rejected, etc. When very indirectly - I switched to another company soon, I have been aware of his successful career did not stop feeling a certain pride and satisfaction, while a ratification of what's new talent to the organizations was Well, the end of the "facts are good reasons."
Suddenly, an unexpected change in the Directorate General of factories where they were performing their jobs, are removed from their functions and in a short time fulminant dismissed. As the place where the events occur is a province and a town where "everybody knows" the social and media impact is very high and it rains, it pours, as the former Director General "alma mater" of factories, few years earlier been fired in the absence of a few weeks for their retirement and refloated after companies from scratch in the harsh post-crisis era of the late 70's. Leo
carefully the Court of Justice, and do not leave my utter amazement. The sentence that has no waste, but for the layman in legal terminology might be a bit tricky, it says that is not seen none of them committed no offense and in any case has not been demonstrated. Covers all of them, four - some more than others, of the total defense since the rules of the company at the time of authorizing certain transactions were not responsible and set out clearly its limits. And this is where I dwell a little more, is that these people are acquitted of the facts against them and therefore declared their dismissal as unfair. We are hawking everything from business and from its human resource addresses a key for companies to improve their competitiveness is to create spaces of freedom "and" create environments for innovation and creativity "that flies in the face with the policies and systems of the companies trying to" procedimento "all under very prescribed and specific rules. Reached the "moment of truth" both sides are often sneak in defending their interests to show that it was not and that they followed at all times with company standards. And I wonder, is it not a paradox to claim that employees take risks while creating extremely rigid rules? In a case such as briefly set out what I think I think those who stay in the organization? Will you take a decision minimally risky but could be very beneficial for the company? This creates a paradox, in my opinion, leads to an organizational paranoia, paranoia is determined mainly by two types of distressing feelings, one that is usually defined as "persecution mania" and another as "delusions of grandeur", other , but these are the most common. If in the end, we generate are organizations in which some of the people who comprise it inevitably feel constantly persecuted by uncontrollable forces and others with an air of grandeur and with a desire for grandeur and dictatorial behavior, Do you believe that in these environments will be possible to have productive and edifying? Indeed the four directors have been compensated and unfair dismissal but who replaces them their reputation and credibility as well as the suffering of these past months? and above all who will ensure that those who have been moving a finger, risking or assume responsibilities beyond the provisions in the rules?
Monday, March 21, 2011
Lia Sophia Invitations Wording
Cathedral Windsor!
took days without going to the blog and it is because I am busy with this new work is a tapestry with cathedral windows technique is not difficult to do, but laborious and takes much fabric. 
took days without going to the blog and it is because I am busy with this new work is a tapestry with cathedral windows technique is not difficult to do, but laborious and takes much fabric.
Anyway I like the result will be a tapestry and I will be making progress until it is finished.
Thursday, March 17, 2011
Difference Between White Cricke
A long quarter ... I
... is that we have this year. As of late April next Easter we have almost four months work. Is a quarterly quarter (I hope that this expression is not incorrect though it is contradictory.)
In general, we all come good holiday. So corny is the periodic rest after all the efforts we take everyday. In ordinary language, is good to "switch off", as we say to each other.
few months ago a manager commented that "recharging your batteries." That between the holiday periods were spent batteries and charging those days allowed him and return refreshed.
How many are professionals, we know, they require the holidays? The first response, which immediately arises is: everyone. However, if you rephrase the question: how many professionals there, we know them are unnecessary or superfluous? We begin to think that there are some professionals (and also all know examples) that do not require at least not to the same degree of need.
In our professional lives have been shirking situations, avoidance of brown (a more appropriate term may be avoidance of responsibility), the "card" to use a common term known to all. I'm not talking about the Public Administration (also). I refer to private, competitive and responsible, requiring the effectiveness of its employees to survive ... everyone says that private companies "that (the shirking, the nerve) not tolerated, "what counts is results. But everyday experience tells us that it is not. Yes tolerated and that it does.
Hence the indignant question asked by those who do need to leave (because they have stopped trying to hide out or keep your business afloat) is: Do they not realize the leaders, managers, who have responsibility, and charge for this, they have to take action and recognize the good work and berate the bad job?
No. Apparently there are situations in which no one realizes what is happening and turn heads and managers tend to turn to evade its responsibilities
Thus arise those topics that refer in a vague and general commitment to motivate the already motivated. Or say you have to work together and collaborate with others as a euphemism to cover up job you have to ask the sloth. Or that "there was a miscommunication" to justify the unjustifiable.
the same way that there are professionals who need vacation, there are professionals who do not are so necessary.
The most serious of all, there are managers or team leaders who may need them more than anyone else because it must be very stressful to be aware of a situation and be constantly wrapping to not "sing" or, alternatively, must be very tiring to be every day with my eyes closed to not see what is obvious.
In any case, is a quarter long and, for the holidays, there are still a few weeks. To all who need rental: a little patience. 
... is that we have this year. As of late April next Easter we have almost four months work. Is a quarterly quarter (I hope that this expression is not incorrect though it is contradictory.)
In general, we all come good holiday. So corny is the periodic rest after all the efforts we take everyday. In ordinary language, is good to "switch off", as we say to each other.
few months ago a manager commented that "recharging your batteries." That between the holiday periods were spent batteries and charging those days allowed him and return refreshed.
How many are professionals, we know, they require the holidays? The first response, which immediately arises is: everyone. However, if you rephrase the question: how many professionals there, we know them are unnecessary or superfluous? We begin to think that there are some professionals (and also all know examples) that do not require at least not to the same degree of need.
In our professional lives have been shirking situations, avoidance of brown (a more appropriate term may be avoidance of responsibility), the "card" to use a common term known to all. I'm not talking about the Public Administration (also). I refer to private, competitive and responsible, requiring the effectiveness of its employees to survive ... everyone says that private companies "that (the shirking, the nerve) not tolerated, "what counts is results. But everyday experience tells us that it is not. Yes tolerated and that it does.
Hence the indignant question asked by those who do need to leave (because they have stopped trying to hide out or keep your business afloat) is: Do they not realize the leaders, managers, who have responsibility, and charge for this, they have to take action and recognize the good work and berate the bad job?
No. Apparently there are situations in which no one realizes what is happening and turn heads and managers tend to turn to evade its responsibilities
Thus arise those topics that refer in a vague and general commitment to motivate the already motivated. Or say you have to work together and collaborate with others as a euphemism to cover up job you have to ask the sloth. Or that "there was a miscommunication" to justify the unjustifiable.
the same way that there are professionals who need vacation, there are professionals who do not are so necessary.
The most serious of all, there are managers or team leaders who may need them more than anyone else because it must be very stressful to be aware of a situation and be constantly wrapping to not "sing" or, alternatively, must be very tiring to be every day with my eyes closed to not see what is obvious.
In any case, is a quarter long and, for the holidays, there are still a few weeks. To all who need rental: a little patience.
Can I Use A Hp 56 Ink Cartridge Instead Of A 54
T-shirt for my niece! Case
I just finished this shirt, I found very funny sheep, and you tell me the eyes with eyelashes? 
I just finished this shirt, I found very funny sheep, and you tell me the eyes with eyelashes?
Tuesday, March 15, 2011
Breastfeed-your-hubby
mineral water 2.0 ... please.
The result, disappointing, nothing new under the sun.
The speakers, directors of the prestigious function even more prestigious companies, poured the mantra that every reader can guess, namely, we have to focus on the best people, we are at the time of the people ..., we speak of learning and not training, it is teams continue to form even in times of crisis ... .. etc.. " Sound familiar? ...
Well, far deeper into the hackneyed theme, but last name is now "2.0" I would like to reflect on the poor sister-not narrowly important role but so, as the British say, "commodity" thereof.
Given the dramatic circumstances in which it is Spain, the commitment to train our workers in the short term efficiently for new or different tasks will be critical.
For this, there are already many solutions that use technology as an ally to train and I am not referring strictly to the 2.0 - that I think is more a philosophy of sharing information, not a platform that ensures acquire new skills, "though in this "scene" we are accustomed to taking the medium as an end in itself, is like most cool .
I recently spoke FICOD about the importance of the game - as simulation and interaction with others, has on learning of individuals. With the same learn and grasp the reality in our early years, the question is, why you leave work environments "...?. Now more than ever technology allows us to recreate , simulate, work situations, learn new skills, train them to transform them into skills learned at a reasonable price but be careful, not everything named e-learning is followed by this and fulfills that purpose and not all that now calls "serious game" or "business game", which in their design plan to develop simulation environments where making train risk-free decision.
My recommendation is that responbles to develop the talent of the people-note that I speak not in charge of training, I intend to go further - should explore -and the urgency that requires time- these new learning but yes the hand of a good partner "learn the trade" and clear, achieving it a commitment that workers learn new skills and apprehend, refrain otherwise spend money, short of self-and the worst is that future opportunities will burn .... 
few days ago I attended as an observer at a round table setting forth various views on the future of the HR function and importance of human capital in these special moments in which we find in our beloved skin bull.
The result, disappointing, nothing new under the sun.
The speakers, directors of the prestigious function even more prestigious companies, poured the mantra that every reader can guess, namely, we have to focus on the best people, we are at the time of the people ..., we speak of learning and not training, it is teams continue to form even in times of crisis ... .. etc.. " Sound familiar? ...
is noteworthy, and forgive me, but I did not refuse to share with you the vision that gives us another participant of the table about how will be the future Director of HR: " shall, said, have a thinking brain, to drink water, get up early and go to the gym every day . " There is nothing friends, "ojiplático" I have left. Let the very Christian, with forgiveness, could play that role, in short, is what the Christian joke I say as I understand it was also what was said there because if not ....
Well, far deeper into the hackneyed theme, but last name is now "2.0" I would like to reflect on the poor sister-not narrowly important role but so, as the British say, "commodity" thereof.
Yes folks, our beloved role of training, training or better known as understood in our SAR training function is, to prepare someone for a certain task.
Given the dramatic circumstances in which it is Spain, the commitment to train our workers in the short term efficiently for new or different tasks will be critical.
is where companies and their leaders is the play more than ever.
no longer worth
coffee for all, or courses fill the budget-this or that supplier "historical " ... - but that demand new air , lift the carpet and let fresh air ... seek new methods for training, new ways to bring knowledge ; learning genesis value generator.
For this, there are already many solutions that use technology as an ally to train and I am not referring strictly to the 2.0 - that I think is more a philosophy of sharing information, not a platform that ensures acquire new skills, "though in this "scene" we are accustomed to taking the medium as an end in itself, is like most cool .
I recently spoke FICOD about the importance of the game - as simulation and interaction with others, has on learning of individuals. With the same learn and grasp the reality in our early years, the question is, why you leave work environments "...?. Now more than ever technology allows us to recreate , simulate, work situations, learn new skills, train them to transform them into skills learned at a reasonable price but be careful, not everything named e-learning is followed by this and fulfills that purpose and not all that now calls "serious game" or "business game", which in their design plan to develop simulation environments where making train risk-free decision.
My recommendation is that responbles to develop the talent of the people-note that I speak not in charge of training, I intend to go further - should explore -and the urgency that requires time- these new learning but yes the hand of a good partner "learn the trade" and clear, achieving it a commitment that workers learn new skills and apprehend, refrain otherwise spend money, short of self-and the worst is that future opportunities will burn ....
will leave for another post
the word enables analysis, defined as the RAE and prepare himself to carry out an end and the extent to which companies lead-yes, you read right, cause this to happen from a model individual objectives, support, guidance and provision of better resources. I leave the reader who has been here got some questions for reflection and of course if you feel like sharing this humble post:
the word enables analysis, defined as the RAE and prepare himself to carry out an end and the extent to which companies lead-yes, you read right, cause this to happen from a model individual objectives, support, guidance and provision of better resources. I leave the reader who has been here got some questions for reflection and of course if you feel like sharing this humble post:
Are we facing a new paradigm of business training ?..., actors will they be able to successfully meet this challenge before? .. . or tooth a few years we will remember this time and again repeat the mantra.
Have a great and empowering day. Javier García
Manzanedo
CrossKnowledge Spain Director.
Manzanedo
CrossKnowledge Spain Director.
Sunday, March 13, 2011
Nadine Jansenpregnancy
glasses!
wore a few days without sewing, not for want of trying if we have been remodeling a little flat and could not find anything, is bad for small apartments. 
wore a few days without sewing, not for want of trying if we have been remodeling a little flat and could not find anything, is bad for small apartments.
But hey, everything is controlled and this is the last thing I have done, is the first time I use a metal nozzle, so you forgive the faults me liked it, so I certainly will not be the last.
Friday, March 11, 2011
Men Wearing Swimsuits
"Attitudes Talent"
therefore propose in this post develop our attitudes about the talent from the point of view of our approach to the same questions: What? and How do I think? on this vital issue.
therefore think that we can "revise our attitudes." I suggest two directions. First, do we really have a corporate culture oriented to true performance management? The axis on which to develop talent is an appropriate performance management system which continuously develop an orientation process, goal setting, clarification, review of results, Feedback, Coaching, monitoring and sense of one does ("not an isolated event once a year and do the deed") where a reality that maxim to align business objectives with the results generated by the people while ensuring an attractive environment for professional development and possible development potential (talent).
The second is credibility. The Directorate of Organizations say they are serious about consistency and coherence between what is said to be doing and what is done. We can all raise their hands because once we have been promised things and never met or were met half or did something else. What happened then to those already generated expectations that were frustrated? The current situation with layoffs, are, the hiring freeze and wages are cost containment measures and short-term but thinking about the medium and long term, "could have taken other measures? Sure it is. In my opinion, the perception about the credibility of the Directorate is in jeopardy.
On this point, I suggest a question for reflection, do we know why our people believe and trust the people you believe?
To honor the title of this article, the talent should be a fantastic attitude and value. That is, show some so that provision of the Management of Organizations on one of its key functions now and in the coming year is Talent Management.
therefore propose in this post develop our attitudes about the talent from the point of view of our approach to the same questions: What? and How do I think? on this vital issue.
In this regard and by way of reminder, is the corporate culture and the factors that move people and create change rather than technology or other resources, so if we know the attitudes that must be demonstrated and put into practice the guidelines of management talent will be helping to maximize the contribution of our human capital.
therefore think that we can "revise our attitudes." I suggest two directions. First, do we really have a corporate culture oriented to true performance management? The axis on which to develop talent is an appropriate performance management system which continuously develop an orientation process, goal setting, clarification, review of results, Feedback, Coaching, monitoring and sense of one does ("not an isolated event once a year and do the deed") where a reality that maxim to align business objectives with the results generated by the people while ensuring an attractive environment for professional development and possible development potential (talent).
The second is credibility. The Directorate of Organizations say they are serious about consistency and coherence between what is said to be doing and what is done. We can all raise their hands because once we have been promised things and never met or were met half or did something else. What happened then to those already generated expectations that were frustrated? The current situation with layoffs, are, the hiring freeze and wages are cost containment measures and short-term but thinking about the medium and long term, "could have taken other measures? Sure it is. In my opinion, the perception about the credibility of the Directorate is in jeopardy.
On this point, I suggest a question for reflection, do we know why our people believe and trust the people you believe?
Sunday, March 6, 2011
Visual Impact Airbrush Tan Des Moines
My farm chicks!
That seems, is that they are so easy to make almost go like hotcakes, I have 4 so far, but why do I have to make several gifts and I like very much, so you know , Montaren your farm ... 
That seems, is that they are so easy to make almost go like hotcakes, I have 4 so far, but why do I have to make several gifts and I like very much, so you know , Montaren your farm ...
Friday, March 4, 2011
Ontario Drivers License Length
More about "The Invisible Dimension"
Between 2008 and 2010 have disappeared in this country 47,835 companies between 6 and 50. The production system can not stand a biennium plus the same rate and your recovery depends largely of how and with what speed they reconfigure our financial system. Soon "normalize" this credit function, and let it recapitalize to meet the priority of its own need for cash before the system will recover. The Government has extended the deadline for banks to March 2012 to recapitalize. We will see, then, in the coming months more changes, more mergers and acquisitions in the financial sector as a whole (banks, Banks and Insurance).
I have lived first hand as a consultant to some of the mergers have already occurred and I gathered some conclusions about them. Add the following five to seven already published in this Blog in October 2009 under the title "The invisible dimension" that is, the culture, values. Because I keep sharing with you thoughts on the matter with the intention of adding them to that, surely, many of you also do.
The first is the speed with which appears in the top-level statements of the protagonists of mergers is important to consider their "human side. And I always think the same thing: it is easy to recognize the obvious, but important thing is to make this obvious in strategic project at the same level and priority than others.
The second is to be fought against a false idea that to believe that the culture and values \u200b\u200bare substances that, as chemicals, can be mixed and given by synthesis or combination, new substances. Cultures and Values \u200b\u200bof the merged entities are not the result of applying in each. Are created, constructed, consolidated from zero.
The third is to combat the idea that many senior managers have the culture and values \u200b\u200bto create are the ones they wish or want. The language of desire is forbidden in these processes. Culture and Values \u200b\u200bto be set up are that the strategy of the new organization requires or needs.
The fourth ring to "deja vu" but it is the cornerstone of the process. If you forget falls on building the cultural fusion. It is essential to opportunity to intervene in the process of cultural settings to all especially to all managers. Participation, as we know, creates commitment to the project company and the culture and values \u200b\u200bthey have to help shape its direct influence in their respective fields.
La Quinta conclusion of my impression that I have said this is a must for any organization and its leaders recognize it or not, and unless these issues will eventually lead them other leaders in your breast, or grow organically countercultural values \u200b\u200band habits or counterproductive.
Since we have much to learn in the coming months on this issue will continue, as they say-reporting.
I have lived first hand as a consultant to some of the mergers have already occurred and I gathered some conclusions about them. Add the following five to seven already published in this Blog in October 2009 under the title "The invisible dimension" that is, the culture, values. Because I keep sharing with you thoughts on the matter with the intention of adding them to that, surely, many of you also do.
The first is the speed with which appears in the top-level statements of the protagonists of mergers is important to consider their "human side. And I always think the same thing: it is easy to recognize the obvious, but important thing is to make this obvious in strategic project at the same level and priority than others.
The second is to be fought against a false idea that to believe that the culture and values \u200b\u200bare substances that, as chemicals, can be mixed and given by synthesis or combination, new substances. Cultures and Values \u200b\u200bof the merged entities are not the result of applying in each. Are created, constructed, consolidated from zero.
The third is to combat the idea that many senior managers have the culture and values \u200b\u200bto create are the ones they wish or want. The language of desire is forbidden in these processes. Culture and Values \u200b\u200bto be set up are that the strategy of the new organization requires or needs.
The fourth ring to "deja vu" but it is the cornerstone of the process. If you forget falls on building the cultural fusion. It is essential to opportunity to intervene in the process of cultural settings to all especially to all managers. Participation, as we know, creates commitment to the project company and the culture and values \u200b\u200bthey have to help shape its direct influence in their respective fields.
La Quinta conclusion of my impression that I have said this is a must for any organization and its leaders recognize it or not, and unless these issues will eventually lead them other leaders in your breast, or grow organically countercultural values \u200b\u200band habits or counterproductive.
Since we have much to learn in the coming months on this issue will continue, as they say-reporting.
Wednesday, March 2, 2011
Does Suposatories Get Rid Of Himroids
O manager or anything
I'm surprised that after all the comments or "rain" on talent management in many organizations there is still a feeling that the only real way of promotion is the official channels.
And you find managers who are struggling hard to push one of his dearest associates with at least one person in charge, but neither the organization nor the work is required, as a way to introduce it when it comes to call the profession of management. In many cases, this battle was fought in response to feeling that are at fault with that partner, as if they could berate a certain commitments not really know how they came to achieve. Little attention is paid to whether the employee in question actually has the capabilities due to face one of the most significant challenges that a professional can be presented: responsibility for a team. That is, make this team achieve its ambitious targets and also to grow professionally.
I have to assume a management position can be undertaken only proper way, approaching this opportunity from an attitude of service. So when I had the chance, half joking and half serious, aspiring young I asked with confidence for their professional development and I raised the issue of a team, they returned the question: "Are you sure? You know the commitment you gain? Look, look, if you take it seriously going to live worse because you become that: people responsible. How do you walk ?..." responsibility Ji, ji, je, je ... and we kept talking.
However, in my inner dialogue, I also wondered and asked myself:
I'm surprised that after all the comments or "rain" on talent management in many organizations there is still a feeling that the only real way of promotion is the official channels.
And you find managers who are struggling hard to push one of his dearest associates with at least one person in charge, but neither the organization nor the work is required, as a way to introduce it when it comes to call the profession of management. In many cases, this battle was fought in response to feeling that are at fault with that partner, as if they could berate a certain commitments not really know how they came to achieve. Little attention is paid to whether the employee in question actually has the capabilities due to face one of the most significant challenges that a professional can be presented: responsibility for a team. That is, make this team achieve its ambitious targets and also to grow professionally.
I have to assume a management position can be undertaken only proper way, approaching this opportunity from an attitude of service. So when I had the chance, half joking and half serious, aspiring young I asked with confidence for their professional development and I raised the issue of a team, they returned the question: "Are you sure? You know the commitment you gain? Look, look, if you take it seriously going to live worse because you become that: people responsible. How do you walk ?..." responsibility Ji, ji, je, je ... and we kept talking.
However, in my inner dialogue, I also wondered and asked myself:
- what we do from the areas of HR to clarify what that role entails?
- what is the degree of consensus in the organization about what implies that role?
- what alternative porfesional real progress has been generated in the company, salary components, recognition, visibility, content, etc ...?
Tuesday, March 1, 2011
Nipples Denise Milani
New Bag!
not be alarmed, this time the bag is a gift, I ordered it and I finished this model, not if you like your new owner, so I ask here to give me your opinion , you are missing something? Le left over? 
not be alarmed, this time the bag is a gift, I ordered it and I finished this model, not if you like your new owner, so I ask here to give me your opinion , you are missing something? Le left over?
Ains! This to do things for others is a roll that I know my tastes, but those of others ....
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