Spanish Association

STRATEGIC reorganization already knows you, that I do not intend to give lessons on management and leadership, on optimizing organizational performance, internal communication, etc. My intention to write this, and other texts, is the make you reflect on some issues, concepts, circumstances and experiences, from labor day, business and professional, who can help to improve their approaches and approaches to organizational, business, and labor. Not created, that when I speak of strategy I am referring to the concept that in recent years have been used, egocentricamente, too many professionals in the field of management and business address. No worry if you finished reading the text is aware of that has acted as one of them. The important thing is re – organize as soon as possible; as they say better late than never; but in these times, time costs a lot and is difficult to find. Considered you a Mimetic? I’ve written some text about this group of strategists of Hall, whose sole purpose is own profit and one of his nice assistants and external collaborators, together to spin the skein of corporate make-up, that sad and unfortunately, have companies that lead in a position of corporate weakness of technical bankruptcy. A strategist in the field of business organizations, works to the collectivity of the organization he heads, under parameters of a professional ethic that ensures benefit in the income statement.

Mr. Ramon Adell (President of the Spanish Association of executives) declared in a media: need more training in ethics and values. The mimetic, are not transparent, change their color, shape, and the time of odor. It should recognize them a true art of camouflage, the Mediterranean picaresque. They build your speech with words that touch according to your strategy to hide negative realities of bad business management, a style of address and leadership sickly, counterproductive, and causing heavy economic losses.

The Organization

included in the cultural and social. All this is achieved the homeostatic balance needed to provide sense of security and answers to the unknown. What makes different organizations is their way of communicating, their instruments, tools, and its history. It is true that our roles are not fixed or unchangeable. Some are predetermined by the social program that we fulfill and for which have been prepared in the social context in which we live; others are there so that we can exercise them if we want or we can and; others are coming because they are our goals or we should execute them well and are all included in our everyday movements. Thus we can conclude that: the Organization as a social entity remains in its continuous boiling of growth, renewal, change and adaptation.

Beings evolve, organizations, equal. That Yes the basis which, in principle, possibly in the first tribal grouping of a prehistoric group, the mechanism will endure, but thinking fits the need of the day in which we live. The Organization has a character I continue and hence the impossibility of obtaining a complete and unique definition, but that this is subject to permanent processes of transformation of organizations and social, economic and cultural systems in which they are immersed. THE different types of anchor: Hierarchical type, for-profit company. Asociaciones-Agrupaciones with various interests. Cultural and social type. With a sense of common purpose, management and stability which are the axis subjective concept of organization our conception psychosocial becomes involved in these issues actively, individually and collectively. No matter the space where it is located, cultural, political, economic, in each case, the elements of everyday life are present. Therefore, our daily actions are influenced by organizations: from the most elementary to the most complex; From a level psychosocial that begins in the family – immersed in an organization much larger with a specific socio-political, economic and geographic environment and which determines – and which belongs to the organization most internal of the individual to a level more sociodinamico.

Education, Knowledge, Experience

Personal values are forming from the beginning of the child’s education and are consolidating as the human being is gaining knowledge and experience, and often vary according to the interests of the involved. Therefore if we return to the example above we see that a company where the staff is practically the same since its inception and that respite from workers who are retiring is from the same place, then can conclude that although they retire will not very difficult to maintain the values formed so far. If the address of the company has not changed it also very likely work style remains almost unchanged. However, as I said earlier a consolidated organizational culture can be removed from competition to any organization for the simple reason that the habit and the personal and institutional arrangement are a brake faced with the changing business world. Example of this have it years ago when they began to introduce the first technological advances in the field of computing. It was not few economic ones and financiers who found fault with the new inventiveness and even came to refuse to work with them. This is just an example but phrases are very often so we are going to change this if so we are well or these inventions only thing that bring new are problems. And in part have reason if things are going well has logic thinking that there is no need to change them, but the reasoning is that they are good but could be better and it is also true that the new always presents difficulties mainly in the human mind that is most responsible for the brake imposed before a process of changes this brake do to which reference is not only the workers but also managers and is in These where clinging to the traditional does more damage to the company that, in a process of change, where the first must achieve an awareness is in the layers more discharges of address. Continuing with the concept say that the myths, legends, taboos are the responsible for the strengthening of the organizational culture since as explained previously the force of habit creates patterns of behaviour which go rooting in all members of the organizations.