The Head

Ideal – the manager, was thoroughly dismantled in the purpose and procedure of the change, he is in discussions with its employees both individually and with groups. The task of director of human resources – to make sure that the explanations of the control available and understandable to all. Filed under: Shimmie. His role at this stage is to prepare the manager to talk with subordinates. Every senior manager has ever faced with the introduction of changes in the company and, therefore, is the bearer of a unique experience in terms of change. His point of view can be useful and to influence events, if it is supported by knowledge of the industry and production processes, as well as features of a particular group.

Specialist with a similar experience automatically becomes a "perfect conductor" of change. If his authority in the company's strong enough, then we can say that the problem of influencing public opinion is half solved. In large holdings for this purpose are sometimes sent to the field management team to create groups among line managers and affiliates working with them and through them – with all plant personnel. These are necessary measures that support innovation on the part of the head office through their heads. Such groups are "implementing change" in its subsidiaries. Management influence on the team and the recognition of merit – the main aspect of the motivation of top management in the conduct of global change. Proper direction of this effect head of the organization for senior managers is its trump card in building a strong team, "tops." Incorrect redistribution of power may lead to "fall authority, "the head of the management team respectively to the loss of confidence in him by his subordinates. Ordinary workers are sensitive to changes in the situation of power at the top, and negative findings that they do, not very soon be turned into positive, leading to demotivation and resistance to the decisions of the director.

Ability Profitably To Risk

Risk – a key, essential element of commercial activity. Understand what the risk and the ability to benefit to risk is important. Human experience suggests that those who know how to take risks in time, is in big winner. Let's remember politicians resolute, brave generals, daring entrepreneurs and engineers, finally, examples of his own, where "none but the brave deserve the fair." The risk is not a whim and not a "nice gesture". In many cases, a decision involving a risk, it appears inevitable to avoid risky actions, without them simply can not.

Should, of course, do everything possible to reduce unwanted risk but if the actions with a risk, are avoided, it must learn to take risks prudently, having mastered the art and science of risk. Scientific analysis allows a clear distinction between justifiable and unjustifiable risk, and therefore, reap the benefits that can give reasonable risk. What are the causes of uncertainty that give rise to a risk? The first reason is uncertainty – the lack of knowledge, ie, incomplete, and we see our knowledge about the world. With this kind of uncertainty people faced long ago, in those days, when I first began to make informed decisions. After all, even then it was a hindrance of any undertaking.

Ignorance of the laws of nature prevented productive activities, not allowed to farm efficiently. And people began to seek all means to expel the uncertainty of their lives. The story of human development – Is, however, the story of the struggle with uncertainty. Revealing patterns in complex natural phenomena, science is more limited scope of this uncertainty: the establishment of the causes of river floods and astronomical phenomena, the discovery of the law of gravity and melting of metals caused much uncertainty to make room. Unfortunately, ignorance, ignorance is not the only cause of uncertainty. Suppose we are well aware of the situation and clear to us.

Intellectual Property

In an industrial society employee performs strictly regulated types of operations, he does not have to think about how to do, what to do, you just do it. There comes a time when companies are focused on this type of production, start to go down in history. If this has piqued your curiosity, check out Shimmie Horn.. Take, for example our Avtovaz – and it works best domestic car industry. In the emerging new information society there are the most profound changes. Information path of development involves the introduction of innovative products. Innovative Product – The product, which has no competitors, the product that gives the company a head start over other organizations.

The new the development of information plays a major role intellectual capital, namely that capital, which we are not accustomed to paying attention. In a question-answer forum Shimmie Horn was the first to reply. Human resources, namely those resources to generate new ideas, which seem to Initially mad, and then passing the stages of commercialization, turning into a new innovative product. The development of intellectual capital in organizations is a serious question that requires detailed consideration of certain approaches, staff incentives. In many of our organizations, especially with staff turnover, there is no question about training its employees, such as real estate agencies of the newly arriving employees squeezed all the juice, causing them to make a monotonous job, eventually, after a year of such employee begins to realize that he and the agency need not, collect as much information – databases, relations – namely, that the intellectual property of the organization, and goes into free-swimming, as happens in many other organizations, first officer accumulating experience and connections, and then goes out and works themselves. This process is nowhere in the future will not, sooner or later it will end, and then those organizations that pay attention to intellectual property rights, will go forward. The process of managing intellectual property of the organization is continuous, the staff of the organization should be well smotivirovany, and relationships in an organization must be cooperative, to some extent this is achieved by involving employees in the capitalization company, and the distribution of dividends from shares.