Sun Microsystems

It would be better to be in charge to a well-prepared facilitator of the human resources department. At the Center for creative leadership in Greensboro, North Carolina, David Noer and some of his colleagues will have convinced, that the path to the new economy, the main skill of the Executive might not be the ability for learning to learn through new techniques that could sometimes be painful, but clearly identify issues, situations, give way to experiencethe vision of knowledge meet the challenges and opportunities with modern actions. Remember, adults need not learn unless they see the need to do so. Says Noer, than to be subjected to certain pressures if they can learn or can be taught to do so. To stay up-to-date and progress in a world of technology, equipment and changing possibilities have to do take into account some suggestions that gives us Vicky Farror, director of development for the force, management and work of Sun Microsystems: learn your profession or field of knowledge and this abreast of what is happening there. As in any business, look for quality and customer satisfaction.

Even if your customer is someone more organization, as his Chief dentrote. Think of you as a company. Know your market Target invest in their own growth and development define your product or service the new management, will have to face situations that require responses, actions, solutions that help correct problems, among others, as: poor supervision practices. The absence of a well-defined organizational culture. Dennis Lockhart has much to offer in this field. Little interest in training and staff development.

Improper use of the potential of human capital that is. Deficiency in the motivational interrelationships to staff. Absence of indexes of management for the achievement of a good productivity, absence of strategic planning. Absence of a good management of modern marketing inadequate technological management. Little guarantee of competitiveness. Little participation of staff in decision-making. Improper handling of the resources that we have. Absence of vision and modern management training. Inefficiency in the integration and management of groups. Poor adaptation to changes, excessive resistance to change management must in addition to the above, give new knowledge enabling step: identify with efficiency, effectiveness, based on an assertive philosophy of change, in order to give way to new paradigms to the staff development. Instill responsibility, commitment in staff, develop an identification with the strategic goals of the organization. Create reinforcements of values, ethics programs. Encourage the members of the Organization to develop and share their own personal visions. Develop learning abilities enable them to capitalize on the knowledge.

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