WHAT IS A MANAGER TODAY AND WHAT DO YOU THINK SHOULD BE?

The stereotype of managers that we see nowadays, are that ones that still are considered as person that are never wrong, that never makes a mistake. Person that is at the top of the organization with all the power of choice, that is considered that couldn´t be fired and is percieved as really important so is gonna be secure in his position. I think that the manager is not accesible that much to all the employees. For me a manager should me more accesible to the employees and take in count their ideas, for example in Sofasa the executive board listen the ideas of the workers, and once a employee give the idea that in the same machine where paint the cars putting two twingos instead one could safe money, and was a succesfully idea, so a manager listen advices of all the co-workers dont loss the power, instead can see mistakes and achieve new goals.

MANAGER AS A HERO 

Throughout  the history, managers have been considered as a heroes and gods, in the ancient time people thought that leaders had divine power. Managers are considered as heroes for several reasons like:

• The power of choice that have inside the company, is the desicion maker.
• Represents the whole company, and  is a person in the organization that never makes a mistake, in conclusion is never wrong.
• The employees have the perception that the manager gives the money, still the preception is wrong.
• The advices or directions of the manager is easier to trust, for the wisdom that he represents.

In conclusion, the power that a manager represents, can create an absolute power and this one creates absolute distators, so power is an important issue that know how handle it makes excelent leaders and managers.

 

TRADITIONAL MANAGEMENT STYLES IN BRASIL AND ENGLAND

There are three differents management styles (autocratic,permissive and democratic) and are focus in the internal environment of the organization, the differences between management styles in the both countries are not that much, both like prepared meetings, clear topics and make appointments at least two weeks in advance.

England people is more polite, likes to be on time, and arent closer that latin america, in the other hand, Brazilian are more relx, meeting usually start and end late, and likes to be closer.

 

Age, Gender and Genetic, As Discrimination Factors in Organizations

Nowadays the gender still is an important factor of discrimination in organizations, according several studies some companies hire easier men than women. In this moment this type of discrimination should not happen, the world has changed and now the globalization, show us differents management styles.

In Colombia the relation between age/experience to get a job is incoherent, because if you are a young without experience is difficult make it, but if you are old with tons of experince is difficult too, so age is a factor of discrimination because the age doesnt say anything about you, in organizations should give a chance to young and old people to show all the capacities and skills that we have.

In the movie GATTACA we can appreciate the genetic discrimination, and applying it in real life when  someompanies hire people just focusing in how look people, also how people have to face prejudices to get jobs or achieve goals.

ORGANIZATIONAL CULTURE (Part 2)

In organizational culture we can check the cultural diversity, this one can be split in five main topics as assumptions, values, meanings, understandings and corporate image.

In conclusion, the cultural diversity want that the organization first, think as a collective and not as individual, second, respect and know that there are different opinions, also, that the beliefs can not be the same between people in the organization. simultaneously, know how to interprete and remember how things are done. And, finally to have clear that employees reflect what the company does. 

Teamwork is complicated and to handle it, needs a leader that enforced the identity of each member of the group, also, to move on is important emphasize on groups and dont on people. Consider that the snowball effect can harm all the work process, so put attention in details are important because one small problem can end in some really important one, as well, have an integrated teamwork makes efficient the work. The leader of the unit,needs to have a control over the group, having clear rules stablish and managing a risk tolerance,

and the employees needs to have rewards for the work, like benefits on the salary.

WHY IS IMPORTANT FOR AN ORGANIZATION TO HAVE CULTURE?

Culture is the based in all societies, for a sane coexistence between citizens. Taking this into an organization, will enhance the way to work, also increasing the efficience in the processes. We can define organizational culture as the set of shared beliefs, truths, assumptions, and values that operate in organizations. 

 key factors of organization culture:

•   It focuses attention on the human side of organizational life, and finds significance and learning in even its most ordinary aspects.

• It clarifies the importance of creating appropriate systems of shared meaning to help people work together toward desired outcomes.

• It requires members especially leaders, to acknowledge the impact of their behavior on the organization's culture.

• It encourages the view that the perceived relationship between an organization and its environment is also affected by the organization's basic assumptions.

• Organizational culture is possibly the most critical factor determining an organization's capacity, effectiveness, and longevity. It also contributes significantly to the organization's brand image and brand promise.

• Organizational Culture creates energy and momentum. The energy will permeate the organization and create a new momentum for success.

In conclusion, for an organization to have culture is important because not only enhance the environment, the relation between workers and the way of work, if not, can seen results in the ends, more efficiency and effectiveness too, one example of why culture is a motivator factor for employees.

                                                                                                                                                            

1. http://www.youtube.com/watch?v=UUUz_Zvv2nM&p=BFAF4731633E7645&playnext=1&index=19, organizational cultures examples
2. http://www.dynamicfoundations.com/culture.htm
3. Davis, Linda. Article organizations and cultures. http://www.organizationalculturecenter.com/

ORGANIZATIONAL CULTURE

"The first thing that you need to generate culture is have an organization".

Culture integrate all the activities, structures and ways of behave of a team. Also, includes the different products that society produces; it can be material or immaterial. We can take the culture into the organization as the behave of the co-workers, employees and all the parts of the company. Organizational Culture, generate human resources and culture paradigms, as a result, the company can identify the identity of the workers and notice the leaders.

According the Robbins Diagram, to create organizational culture, you need to have clear the philosophy of the founders, and apply it in all the processes of the organization, and according this one manage the selection criteria