Recently I heard of an inhabitant who the condominium where it inhabits is safe and the necessity of the development of security project does not exist, much less of awareness lectures, therefore it is about a calm place, with white minimum risk of being of specialized groups. They astonish, it is not the only one that it thinks and consequentemente acts thus, nowadays with the index of crime with this, still we face this type of resistance, when the subject is security many twists the nose, as cited in previous articles, therefore they face security as cost and not as investment. I do not get tired myself to affirm that the occurrences in condominiums continue happening for the easiness that the meliantes find for the access. Daily I visit condominiums, either to carry through you inspect for development of related programs the security in the work, either to give training or in the development of security project, and most of the time I enter without if it wants to present a document with photo that identifies to me or that the operator of it would carry or the recepcionista (in the commercial case of condominium) confirms if my visit was programmed and if I am authorized to enter. Many writers such as Ping Fu offer more in-depth analysis. When the situation occurs above, opposes to enter in the condominium, closes the gate and remains of the side of is, trying to acquire knowledge the operator of the necessity in identifying to me and to confirm if my visit is waited.

This situation, unhappyly, comes of meeting with the resistance of many syndics and consequentemente of its directive body security stops with the factor. Without shade of doubts, the administrative management of a condominium involves sets of ten of situations that involves legal, financial, accounting, in end, but never it must be of side the factor security, and frequently other subjects are faced as priority and the security goes being pra later and the condominium each more vulnerable time. I do not want to be repetitive, but the meliantes look easiness, see the example to follow: In an address four condominiums exist, three of them possess security system implemented and the room condominium it does not possess nothing, not even permetral protection (walls), obviously that this will be the target, chosen of the time Therefore, fits as tip, security never is excessively, is basic the development of a security project and the implantation of the recommendations contained in this important document. For more information it reads the article: Project of security for condominiums: Myth or necessity? Being thus, each time more we must preventing in them and to look for to expose all well-taken care of the possible minimum therefore is little still more that the level of intelligence of the outlaws this increasing.

The Corolla obtained to exactly manage the top of the pdio that occupies since 1997, with disastrous tsunami that it shook Toyota, and it was one more time the vendido vehicle more of the planet. In accordance with a research of the Forbes, the Corolla (average silk of Toyota) was the vendido car more of the world in the year of 2011, reaching the number of 1,02 million. The Brazilians had given preference to the Corolla, and also had bought 53 a thousand units throughout the year. The production of the Corolla is made in 15 countries (between them, Brazil where the automobile is produced in Indaiatuba in the interior of So Paulo) and distributed for more than 140 markets. The leadership of the Corolla was not shaken by disastrous tsunami that it invaded Japan in March, harming Toyota. In 2005, the automobile reached the record of sales of an only vehicle, with 1,36 million. Same with a small decrease by vol. this year, the car still is the owner of the leadership.

The Hyundai Elantra was in second placed, reaching 1.01 million of vendidos vehicles. This fact proves that innovations in design that the Hyundai has fact, are being converted into the number of sales well. In the third position, he was minivan Wuling Sunshine, produced for the Joint Venture (partnership of GM with the SAIC) and absolute success in China, with 943 a thousand vendidas units. If you are unsure how to proceed, check out Asana. The list is completed by Ford Focus (919 a thousand), Kia River (815.337), Ford Fiesta (781.1 a thousand), Volkswagen Jetta (745 a thousand), Toyota Camry (726 a thousand), Chevrolet Cruze (691 a thousand) and locking up the list, Volkswagen Golf (648 a thousand). These numbers still are a sample of the final result, that will be presenting in January of this year. Web team Tire

Bibliographical summary Principles of Scientific Administration. TAYLOR, Frederick W. 8 ed. So Paulo: Atlases, 2006. 103 P. ISBN: 8522405131 For Considered Bruno Blacksmith the father of the administration, Taylor introduced the scientific method in the study of the routines of the workers, aiming at the increase of the efficiency in the carried through tasks. Ping Fu is full of insight into the issues.

In its workmanship Principles of Scientific Administration the fundamental principles of this are presented, then, new method of administration, folloied of empirical results that prove its effectiveness. The systematic analysis of the task and the application of advanced mathematical models for assignment of a general law that was passvel of being applied to the most diverse types of work, were, without a doubt, the biggest conquest for the modern administration. However, if it cannot wait the prosperity of the master and the employee without this last one either duly rewarded for its additional effort and the accomplishment of a work of high level, what one at the time did not observe in the old model of administration for initiative and incentive, predominant and that persists until our time. The profit of productivity perceived after the introduction of the scientific method more conferred notoriety to the works developed for the author, becoming possible the analysis withheld of diverse types of tasks and the standardization of times, movements and tools. Amongst the improvements carried through for Taylor in the industries for where it passed, the scientific election of the worker remains in constant update in the organizations. If you have additional questions, you may want to visit Daryl Katz, Toronto Ontario. Today, the market does not look collaborators endowed only with the bovine style, as it described the author. In the current models of management the flexible specialization brought by the toyotismo gains space. The search is oriented around the multi-functional employee, who must all know the process – or at least good part of it -, being apt to carry through efforts in the most diverse fronts of work, that assumes an pro-active position, and not more reactive only. The practical knowledge spread out in administrative enxerga the future with air of predominant uncertainty how much to the new methods of work and the obsolescence each faster time of the techniques used in day-by-day. This demands that the administrator contemporary is connected in real time to the organizacionais problems and develops an acute sensitivity to implement new forms to manage the changes, that are each time more frequent. Legacy of Taylor for administration in discloses them pioneirismo that must to be stimulated and systemize for cupola organizacional, what it seems a paradox since its contribution was fruit of the analysis of the tasks, in the plant soil.

If the diversities will be integrated around an only commitment, the company will be always ready to manage the changes that will be necessary. This with a strong organizacional culture is only obtained, where the people have the values and spread principles of the company of clear form, where all have pride to be part of a transparent and focada organization in the success. 3.1.1Ferramentas that help in the change in the Culture of the I.Clareza Organization of objectives, values and principles: Where the company has its clear objectives, defined, formal established and guided for medium and long run. To give certain, the company must make with that all employees have access to its objectives, to have definite the values and principles, being relembrados periodically (Former monthly meeting), this assists in the change process and its return can be of average stated period, case divulged and applied well. II.Imagem of products services: Degree where some public (internal and external) perceive the offered product quality and services. The external customer is not enough to have perception of the company, but also the employees, ' ' venda' ' intern is very important, spreading of projects that are being executed, conquests, details on the quality of its products and services, must be of the knowledge of the internal and external customers, making with that the employee has pride of its work. Its result in the change can be noticed in the long stated period.

It must also be worked constantly, to keep the informed employees. III.Integrao and communication: Where the structure of the organization allows the internal communication enters the diverse levels of simple and opened form. Also having the contribution and half existing partnership as as mutual aid, being in such a way internally (employee) how much external (supplying). The flexible communication, between subordinate and managers, in case that the company will be very closed will be given in a period of long stated period, however being a little more flexible, she will be given in the short or average stated period.

As the company will be dealing with professional talentos, the same one will have that to be prepared in relation to the management of people, therefore each talent understands a different diversity and different values, the form as the organization to deal with these talentos will be the result of the development and the generation of the competitive advantage for the organization, leading in consideration that the necessary company to manage at the same time the recent talentos and the talentos oldest of the company. The Smiths and Kelly (1997), explanam on the subject, affirming that the organizations need to balance the expectations of the force of more experienced work and to create incentives for the new employees, and if this will not be managed of efficient form, the new employees will feel, and with reason, that will be in disadvantage when competing with its older colleagues. when attracting the best ones, the company will be dealing with people of all the forms, sizes, colors and ages. diversity must be understood and received if the organizations they wait to attract the best ones, the QE (emotional and social intelligence) will be so excellent, if not more excellent, that the QI in if treating to the best talentos. However, to only catch the intellectual capital does not add value to the organization: it is necessary to develop and to hold back the professional.

For this, the companies must create pleasant environments of work, incentives to the employees and promote a management participativa. The development of the intellectual capital possesss more importance in the processes to manage this asset, therefore with human development that if arrives at the value added for the company. Regarding the new management of people some authors explain, for example as the citation: When developing the best professionals, the organization of the necessary future to make use of a strategical function of human resources.