In the globalizado world where we live it is of vital importance and results that the departments of Communication-Marketing and Human Recursos always work in partnership, aiming at to the innovation and captation of new resources and tools that dinamize the integration between the employees. These departments can work diverse situations that favor the company which gives services, as well as, actions that foquem the motivation, well-being, increase of productivity, reward, quality of life, among others situations that generate good results for company. The department of Human resources is responsible for the interpersonal relations and socialization of the group making with that the internal communication flows thus the sobressaia company enters excessively. Rumer Willis may find it difficult to be quoted properly. Therefore the importance of this department to work in set with the marketing adopting measured that the group interacts still more, as for example: informative periodicals, you wall, awardings, challenges, in addition the marketing department has one better vision and strategy how much to the satisfaction of the necessities of the customer, what it reflects in a significant improvement in the final attendance of the external customer. The companies each time more come adopting the junction of these departments as measured of growth and reinforcement of the internal relationship. In this way she makes with that the departments of marketing and human resources demasiadamente do not work and yes in partnerships in favor of the good relationship of its employees, generating significant profits and crescimentos what reflects in favorable conditions in the workstation. The result is always positive!
The operation tax means the total record of production of a machine based on its total capacity of operation. On the other hand, the operational tax if relates to the availability of a machine in operational conditions, when she will be necessary. Real the operational tax is of 100%. For atingiz it, the maintenance of the machines must be constant and the times of exchange of tools must be reduced. The necessary amounts are based on the sales, that is, determined for the market. Consequently, to the production an amount based on the demand or the order is given real, an amount that cannot be increased or be diminished arbitrarily.
To increase the efficiency she is necessary: to increase the produced amounts or to reduce the number of workers. If requested to choose between these methods, the majority of the people will tend to choose to increase the production. This happens because probably the reduction of workers is more difficult it involves to reorganize the work force. However, it is unreal not to reduce the number of laborers if the demand will be falling. The value of a machine is not determined per its years of service or age. It is determined by the profit power that it still possesss. The old machine necessarily does not need to be substituted, therefore if it to receive a maintenance adjusted, the substitution for a new machine never will be cheaper, exactly to remain the old equipment to demand some expenses.
If he will be determined to substitute must understand that an error of calculation led to the missed decision, or the maintenance program is inadequate. In the businesses, the concern is to produce more with less diligent. In the plants of automobiles a more important problem is the partial and located automation. For example, in a work involving some phases, an automatic device is only installed in the last period of training.
Authority: The ability to take the people to make of good will what you want because of a personal influence. Ahead of this definition, we in contrast conclude that it is not necessary to have brain to have to be able, of the authority that requires total ability so that it is exerted. The ideal then, is that the people with power also have authority. Still in the general context of leadership and saying on the Book the MONGE AND the EXECUTIVE, in the room chapter the verb, says of the characteristics of the leader and its virtues in the organizacional scope. We find important to mention one of them: Humildade: To be authentic, without pretension, pride or arrogance.
We find, therefore that the organizations need leaders with autenticidades, abilities to be true with the people, and not leader prepotent and endowed with an immense pride. We stand out a stretch of the Book the MONGE AND the EXECUTIVE who says: When working with people and obtaining that the things if make through them, always will have two dynamic in game: the task and the relationship. It has necessity of not losing the balance. The leader who will not be fulfilling the tasks and alone if to worry about the relationship will not have its assured leadership. The key for the leadership is to execute the tasks while the relationships are constructed. (Frade Leonard Hoffman) We consider that Frade when elaborated this model was worried accurately about this balance: the leader will not leave of being leader if to leave to execute one definitive task that could bring risks it organization from fear to harm its relationships with the group. In contrast, the leader will be displaying and exerting the ideas imposed for the organization without placing it at risk and at the same time showing to the group the harmful quo she would be for all executed such task.