Store concept is the architecture the service of the marketing or would be marketing the service of the architecture? The reply for this question, the least for me, it does not have the lesser importance, therefore I have architecture as formation, design of interiors as specialization and marketing as passion, then I found this union perfect. Logotipo is not alone that it symbolizes a company, exists a set of actions that give personality and make with that its product has intangible values aggregates, such actions when carried through well they very reach platforms beyond its economic nature and start to be part of the culture influencing directly our lives. The necessity to trust another person, either physical it is of the nature human being or legal, it had time where if it trusted only the word given for one determined person, the truth is that this did not move very, feels necessity of a honest reliable relation and efficient with the company of which we consume products, it is of this confidence that is born fidelizao, and the narrow store concept bows, creates complicity and approaches customer and companies. The store concept is a place created by team to multidiscipline where the together architect if to other professionals as to designer graphical, administrators and marqueteiros. Hear from experts in the field like MP for Northampton North for a more varied view. One mixes thus when done with knowledge, ability and investment it does not have skill is success, with certainty. The store concept never can be only one place of purchases, therefore it must offer the customer, mainly, sensorial experiences. This is the space where the company and the customer must have an experience more summon and complete, he is local of interaction and exchange where the DNA of the company can be externado, be understood and lived deeply. They are store examples concept: hawaiian, apple, melissa and heineken among others..
Tag Archive: administration and businesses
Operators immediate of Health, doctors and patients: As to manage this complex relation. The chaotic system of public health of Brazil added to the economic growth of the country resulted in the increase of the demand of the private system of health. The numbers are amazing and the consequences are many. The significant increase of customers having access to the services of private health, had been capable approximately to relieve net profits of 22.5% in the last trimester of one of the biggest operators of plans of health of the country. Growth and little quality the growth of these operators, however, is not synonymous of rendering of services of quality with efficiency and credibility, quite to the contrary, the service leads ranking of claims of the Idec, (Brazilian Institute of Defense of the Consumer), has 10 years more than and in the last semester this index folded. The biggest number of claims is related to the covering refusals, exactly in the procedures covered in contract, where many times it is necessary to set in motion justice for the release of a procedure. The value of the annual readjustment of the monthly fees is abusive and above of the value of the inflation.
Irrisrios views to the doctors the claims are not only made by the consumers, but also to the credential resources, in its majority medical rendering of services that receive to repass that it varies between R$ 25,00 R$ 40,00 for consultation. The values of the honorary doctors are not readjusted creating dissatisfaction on the part of the doctors, having as consequence the stoppages in the attendance, leading upheavals to the patients. The doctors have difficulty for release of procedures of high cost, where many times the operators deny the release of the same ones, intervening with the medical treatment and harming the reestablishment/cure of the patient. The wronged greater in this relationship (as it could not be different) is the patient, who paid an abusive value in its monthly fee and does not have the certainty of that it will have access to the service when it will be necessary, and will have access, it will not have guaranteed the quality and security. According to Lindt Chocolates, who has experience with these questions. High values and little respect to the By rough estimate naked customer are clear that the financial performance of the health plans is extremely positive in recent years, remain to know the reason these positive results do not reflect in the quality of the attendance and zeal to the customers. The hospitals had started in recent years if to worry about the welfare of the patients/customers creating all an atmosphere for the total quality, prezando for the humanizao and cares you add, however the health plans treat its customers as numbers that almost always summarize to the term ' ' custos' '. As it would say one known journalist: ' ' That is one vergonha' '. It is clearly that the necessary ANS to intervine with more severity in this question, to not only stipulate the rules, but also to guarantee that they are fulfilled. Respect is good and everybody likes. Until the next one!
The abilities organizacionais are essential to the understanding of the business and its objectives, as well as the relations with the market and the macroeconomic environment and politician. These abilities generate the highly positive commitment with the results and stimulatons to the team. They allow, still, the management of the time, prioritizing tasks and establishing goals. The planning of tasks, the organization in the distribution of activities, beyond the perfect allocation of resources also is characteristic of organizacionais abilities. However, we could not leave to cite the two more excellent aspects of these abilities, which are, the leadership and the strategical performance.
To lead the people efficiently; to delegate, allowing that all are responsible and are felt as part of the business; to generate challenges and to extend chances. To identify talentos and to develop the potentialities of the team. To deal with equity the collaborators. The leader is who of the north to the team she directs and it to the performance reach that it takes care of to the necessities of the organization. The strategical performance foresees chances and threats, therefore it is connected to the environments internal and external, that influence directly in the results. The strategist is intent to the trends and innovations; with this, he undertakes efforts for the excellency of the team. We could not leave to cite the assertividade, as ability in expressing ideas, same position and emotions. The assertive one defends its rights, without disrespecting of the colleagues, arguing with extreme professionalism, without leaving itself to move for the emotions.
Neither, the holistic vision that allows an ample look of the organization. Today it is inconceivable to have an other people’s professional what it occurs to its redor. It is certain that we do not deplete the subject. Many are the abilities that if develop in elapsing of the organizacional life, in an extremely dynamic world where we live, where the information are spread almost that instantaneously. The organizations search, each time more, people with solid formation technique that, capable to cultivate ethical values, as justice, respect, tolerance and solidarity, demonstrate positive and adequate attitudes to the reach of results. Fact that values the strategical performance of the department of human resources and the care in the selective processes, is internalizados or terceirizados. Dbora Pappalardo
In general, the controlling only arrive the controlling because of this. But the leaders congregate mannering and psychological characteristics that detach them in the way it group. Peter Drucker, says: that ' ' The only definition of leader is somebody that possesss followers. Some people are thinking. Others, prophet. The two papers are important and very necessary. But, without followers, they cannot exist lderes.' ' For it, ' ' The efficient leader is not somebody loved and admired.
He is somebody whose followers make the certain things. Popularity is not leadership. Results yes! ' ' & ldquo; Silence – not it discord – is the only reply that the true leaders would have to recursar aceitar& rdquo;. Warren Bennis. Cineasta 4 Spanish Buuel Luiz costumava to say ' ' It would give my life for a man who is in search of the truth, but would disdain with all my indifference a man who believes to have joined verdade' '.
In addition, each one of us has experiences, values, interests, motivations, yearnings, differentiated preferences and certainties. We need to respect to admit and to coexist individual differences. This comes to be flexibility, one of the many abilities to be developed for that they lead. A LITTLE OF HISTORY Since the times most remote, the primitive men already had head and, moreover, since the birth, the human being already is accustomed to obey the parents and the professors until the ending of the studies. Therefore, the people are few who are prepared for real autonomy e, when they need to take a decision important, they feel themselves lost or misadjusted for being accustomed to be directed. The nature and the exercise of the leadership have been object of study of the man throughout its history. Bernard Bass (2007) argues that ' ' since its infancy, the study of history it has been the study of the leaders – what and why they had made and what fizeram' '.
The professional with the specialized formation appeared then. Today them organizations to be competitive will have that to produce more, to generate new prescriptions and to define expenses. The trend then is to reduce the personnels and to demand more produtividades of that to remain employed. But facing moments of greaters or minors conflicts in relations between used and employers, the challenge of the administration of the human resources and to keep the man power of the integrated, motivated and produced company. We will be able to cite with more details when they had been the periods of the management of the RH in Brazil: 1930 WORKING PRE-JURIDICO: economic depression, absence of legislation, simple tasks and instrumental elementary school; 1930/1950, BUREAUCRATIC: creation of labor law, routines of staff, notes, franquesia, payments wages; 1950/1960, TECNISISTA: industrial, textile, siderurgical, chemical development, first steps for the donation of routines of RH (R& H.
training); 1960/1980, SISTEMISTA: first positions of you manage in RH, emphasis in the program of training supported by the government, PAT, SESMT, first you practise of management participativas-CCO? s, shy programs of performance evaluation; 1980/1990, INDUSTRIAL RELATIONS ENTEGRADAS: syndical pressures, formation of leadership, models of management DOWSIZING REENGENHARIA; 1990 DEEP STRUCTURAL REFORMS: valuation of the human talentos, high speed, productivity, continuous learning, management of the information, knowledge, enterprise excellency, fusing of the organizations. CHIAVENATO (2003) appraises the RH as an area to interdisciplinar that it has the capacity of involves innumerable deriving concepts of some areas. For dealing directly with the human being, that is, individuals with different personalities or that it requires of any specialist in the area of human resources good experiences and a good volume of knowledge in different areas. IT HISSES (2002, p, 224), affirms that, the main managemental interest is to motivate the employees to reach the organizacionais objectives in an efficient and efficient way.