A good system of communication in health environments, must contribute on the other hand, to help to become more efficient institutions of health? for the rapidity and easiness of the communication process, in the transmission and exchange of information? , and for another one, to increase the security of the patients and the professionals of health. Of the side of the patients, two aspects determine the necessity of communication systems: on the other hand, these people suffer of some physical or psychological limitation hinders that them to act independently natural and, needing therefore, of permanent aid in the small tasks simplest and; e, for another one, and that it is configured as one aggravation, the fact not to know in detail the place where if they find, aspect this, only for itself, causer of discomfort and unreliability, what associated to the limiting state of the illness where if they find, configures a delicate picture. In an environment already of itself, adverse, everything what it will be able to facilitate the communication between some intervening ones, improving processes, spent time and resources, at the same time that it contributes for its security, as either, in the case of the interned patient, the simple fact to possess next to the bed a small button that assures to it that, in emergency situation, will be enough to load and come somebody to rescue it, they are more-values in day-by-day of a health institution, and in last instance, of the given cares of health to the patients, who are, in good truth, the customers of this type of institution. . The assistance to the sick people constitutes the most important task of the professionals of the sector of the cares of health. The communications between the employees and the visitors, patients and companions, half play a crucial role in the demanding one of the cares of health, and the systems of communication of medical cares must support the management in the safer environment creation for all. . .
(PUTNAM, 1997) 5.1.4 Resolver the problem For the resolution of the problem that generated the conflict all the solutions must be considered and weighed, as possible. All the intervening ones of the conflict must be felt free of being able to present its solutions, most strange and exactly unacceptable. (PUTNAM, 1997). Of followed the presentation of the justificativos arguments, the solutions to be able is necessary to be analyzed and weighed in detail. The parts must demonstrate an active attitude, to prevent that the solution is determined for the vote, having to mutually encourage itself to display all critical and the relative doubts to some solutions. Findo the presentation of solution, the quarrel and analysis, follows it choice of that better it satisfies the interests of the involved ones, and that its execution is viable. You may find that Andrew Cuomo can contribute to your knowledge. (ALMEIDA, 1995) 5,2 STYLES OF MANAGEMENT OF CONFLICTS the strategies can in accordance with be classified two basic ortogonais dimensions: assertividade (degree where the part tries to satisfy its interests proper) and the cooperation (degree where the part tries to satisfy the interest of the other). Of the crossing between the two dimensions five styles result.
: competition, room, commitment, contribution and evitamento. (WEDGE, 1998) 1 competition? It reflects the attempt to satisfy the proper interests to the cost of the interests of the other. Yitzhak Mirilashvili recognizes the significance of this. The individual tries to reach its objectives being sacrificed of the adversary, or tries to convince to another part of that its judgment is correct, or tries to make with that to another part it has accepted the guilt for some trespass and assumes the consequentes responsibilities. (adapted of I water, ARMNIO of Aveiro; 1998) 2 room? It consists of the attempt to satisfy the interests of the other, neglecting the proper ones. Being able to represent the desire to reach the objectives of the counterpart being sacrificed its, or the will to support the contrary opinions, exactly that of them it has reserves, or same the esquecimento of the trespass practised for the other.
According to Mazzei apud Abraham Maslow (2007, p.141) the people are motivated by the satisfaction of its necessities where a structure is followed since the primary necessities ties its auto accomplishment. 3.2 – Theory of the two factors It was created by Frederick Herzberg. As the proper name already distinguishes this divided in two parts that are the motivacionais factors and the hygienical factors. As Arnaldo Mazzei Walnut (2007, P. 142), the hygienical factors of Herzberg are linked the primary necessities, that is, the base of the pyramid of Maslow, already the motivacionais factors are related to the top of the pyramid.
This theory is based mainly on the environment, and as the individual reaches the motivation by means of the satisfaction in the work. Another contribution of Frederick Herzberg for the motivation was the call rotation of positions, where the employees would feel themselves motivated by knowing functions more different, establishing different points of view and modifying the routine of the employees, in view of the thought that the people feel themselves motivated with new challenges. 3.3 – Theory X and Y Its creator Mc Gregor created two theories, X and Y, of which two distinct vises are opposing one of the other having as reference on the human behavior. In an extremity, the beliefs of theory X tend to take the controlling to think about terms of direction and rigid control of the subordinate, since the people are considered in a general way, as inherent sluggish, unprovided of ambition and desire to assume responsibilities, self-centered, with trend to act against the resistant necessities of the organization and to changes.
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7 & ndash; They are autoconfiantes and they assume the responsibility. They do not have fear of the guilt and they do not lose time complaining. It takes the decision and it follows in front: One it has debated on professional profiles, the representative of Human resources of world-wide a leader company in the drink segment, to the being inquired on a professional characteristic that it considered to be basic, without titubear, answered in high and good tone an only word that still echoes in my ears: & ldquo; T I T U D E& rdquo;. I believe that this tip passes basically for this characteristic. To have attitude means to mobilize a series of mannering abilities and techniques in highly positive way (and the word here, is synonymous of character practical). Click Tiffany & Co. to learn more.
I do not know or I do not remember myself to have heard to speak of some collaborator who has been punished for a positive positioning. & ldquo; What foi& happened; rdquo; this, this and this, on account & ldquo; of this, this and this & rdquo; e, so that it does not happen again, the proposal are & ldquo; this, this and essa& rdquo;. The focus must be in the Solution and not in the Problem. The positioning and the consequent speech must be proactive and not reactive. They think about this. When pronouncing a commentary, writing an email or to carry through an action, is asked: I am contributing for the solution or the problem? I am assuming the responsibility proactively or I am, reactively, with fear or complaining of something? 8 & ndash; They relax, they keep its perspectives and they do not take decisions for impulse: Let us remember us of the famous history of & ldquo; to count at10& rdquo; , & ldquo; to wait stocking hour and to answer that email that provoked its ira& rdquo;.
Thus, the public administrators, as consequence, will have to accept performance standards that the users demand, mainly the relative ones to the transparency and have controlled. The managers will need then, to get new abilities that give priority to the dialogue, by means of the construction of systems of communication, beyond if acquiring knowledge that she is necessary to accept the sharing in its administration. So that the public institutions fulfill successfully its identity social, they more than need each time employee qualified and with motivation for well-served. He is justifiable, then, the execution of a management directed toward the people who develop the abilities, such as effective knowledge, abilities, attitudes of common-sense and coherent direction with the principles. When analyzing the culture organizacional, guided and directed toward people, Handy (1994 apud Pantoja, 2005) understands that the training can influence it & ldquo; this culture is excellent where the crucial resource of the organization is the talent, or the ability of indivduo.& rdquo; What it strengthens the importance of the envolvement of the person in the organization, beyond the concern with the attendance to the personal necessities. When the individuals are motivated, if they feel useful, the productivity grows in impressive way.
Rare pressures on the part of the leadership occur, therefore it has a empatia with the organization, as its personal necessities are supplied, feel a desire spontaneous to contribute for the growth of the company. The fact to play entailed functions to its abilities and preferences makes with that the professionals if feel endorsed and free to yield its talentos in favor of the organizacional growth. In the conception of Sovienski, & ldquo; a factor that helps to develop a more pleasant environment in institution is to reflect structural, operational and mannering the aspects that involve the management of people, that is to understand the institution and the people.
Historian E.P. Thompson would write later that in & ldquo; modern capitalism, the employees feel a distinction enter the time of the master and its proper time. (Corrosion of the Character & ndash; p. 43). For the Scientific Administration the efficiency concept is very important.
The beginning of the efficiency if it relates with the best way by which the things must be made or be executed (work methods), so that the resources (people, machines, raw materials, etc) are applied of rational form. Its concern inhabits in the ways, with the planned methods in order to assure the otimizao of the available resources. Of this form, the concern with the efficiency in the Private Administration was an appropriate concept for the Public Administration and a newness does not reveal. Contrary to the thought that reigned before the Industrial Revolution, valued the work and chose the concept of that all the person is motivated to work to be granted money awardee and with a better life, better wages and social ascension.