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  • María Teresa Farfán 9:00 am on June 10, 2014 Permalink | Reply
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    7 types of workers in the company 

    Estimated reading time: 5 minutes

    7 types of workers in the companyKnowing how our colleagues work enables us, as a company, to shepherd them towards attaining their objectives and to make full use of their contributions.

    It is important to ascertain which team members may have specific aptitudes for certain jobs, such as concentration, the ability to work for hours on end, to interact with others, etc. This allows each leader to know his or her team and to distribute the work as efficiently as possible.

    As a leader, have you ever asked yourself what your team’s skills are? In a recent e-book, PGI classified the most common types of remote employees: How do they behave? How do they perceive their work?

    This e-book recognises 7 different types of remote employees, which I list below. How can each one capitalise on the advantages of an Enterprise Social Network? 

    1. The 24/7 Worker:

    We all know someone who answers emails at whatever time of day. This worker is a highly-dedicated stress junkie, so he exploits the advantages of an internal social network more effectively, since it will allow him to communicate with his colleagues at any time.

    2. The Multitasker:

    He’s the one who always has more than one tab open on his browser, at the same time as he’s sharing information via his smartphone and checking tasks pending on his tablet. This type of worker has to be constantly on the go, so the benefits of a multi-platform enterprise social network will help him to attain his work goals and to focus on his setting.

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  • María Teresa Farfán 9:00 am on November 27, 2013 Permalink | Reply
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    Collaborative Work vs. Individual Work 

    Estimated Reading Time: 3 minutes

    For a long time individual work has been preferred in companies, the premise being that each person “scratches their own nails”. However, the globalization and beginning of new forms of work conception has also opened the doors to collaborative work, in which the entire team has common objectives and to not pursue individual objectives that impede the sustained growth in an organization.

    Why is this important? 

    Collaborative work allows, of those who implement it, to get the most out of their human resources of which already supports the concepts of each partner and collaborator to join in the search for better options for the company.

    Additionally, collaborative work establishes a trust between members of the group, leaving behind those times when each person “scratched their own nails” and opened way to the joined responsibility about the work done. 

    Another great advantage of collaborative work is that it increases and solidifies social relations and, therefore, presents improved organizational culture within the company, an increase in the self-esteem of workers and better management of internal conflicts.
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  • María Teresa Farfán 9:00 am on November 8, 2013 Permalink | Reply
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    7 Benefits of a Good Job Analysis 

    Estimated Reading Time: 5 minutes

    How many times has it happened when asking: “What are the functions to be performed in this position?” It can seem as if someone has asked a three year old child about quantum physics. This question can be answered by doing an analysis of appropriate jobs that may have corresponding positions in you organization.

    Many times companies- whether they be small, medium, or large- do not give appropriate importance to the analysis of job posts or they lack an adequate system of information. The result of this will be a terrible human resources organization: Positioning employees in roles in which they do not fit the profile, the designation of faulty duties, compensation beyond market standards, etc.

    Advantages of Job Analysis

    1. Better use of resources. Since having, creating and nurturing an adequate system of information, will thus allow those responsible for decision making to be clear of the resources needed to grow.

    2. Fair compensation. Analyze how employees with similar positions are compensated and compare salaries from the rest of the market.

    3. Determine realistic performance levels. When you know and recognize the important activities and differentiate the urgent activities, so also to additionally assess the value of each of the positions objectively.

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  • María Teresa Farfán 9:00 am on September 3, 2013 Permalink | Reply
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    Your employees’ self-esteem affects your company’s performance 

    Estimated reading time: 4 minutes

    Have you ever thought that the feelings and thoughts of your employees about themselves could affect your company’s performance? Often executives don’t ask themselves how they should encourage their personnel’s self-estimate through the organizational culture. However, self-esteem is a major economic factor in companies.

    One of the main causes of business failure is the fear of decision-making, change, and failure. And what’s the reason behind that? The perception that executives or strategists have about their competence, their ability to respond to crisis and new situations.

    In general,there is no aspect that is not affected significantly by employee’s self-esteem, from customer service through to strategic decision-making. Self-esteem is behind all experiences and is key in people’s behavior.

    With new business styles, teamwork has taken on greater relevance and management pyramids have been transformed into horizontal, flexible networks in such a way that, good management of self-esteem aids HR management as the people who work with you feel more secure, accepted, challenged and appreciated.

    In fact, the conditions that promote self-esteem are the same as those that encourage innovation, as they stimulate the creative and active participation of employees for and with the company.

    Stop focusing on employees’ defects, which is what we have done for years; now it’s time to focus on their abilities and allow them to do what they do best: the perception that they can make things better, because it is those same things that they like, their self-esteem and their productivity will improve.

    Good communication helps you to improve your employees’ self-esteem because they feel considered. How about using an Enterprise Social Network to do that? Try Zyncro!

    Ma. Teresa Farfán (@MomBita) is a psychologist graduate from UNAM, with experience in practising psychology both publically and privately in which she seeks an ethical practice and in favor of improving the quality of life and ensuring an integral experience of those with whom she works, be it individuals or companies, looking for teamwork, professionalization, and standardization She has experience in the area of culture, organizational communication, consumer and sales psychology. She participates actively in social undertakings such as Átomo Educativo and is co-founder of khÜn Psicología, a company that seeks to bring psychology to companies and individuals with a multi-disciplinary approach.

     

     
  • María Teresa Farfán 9:00 am on May 27, 2013 Permalink | Reply
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    Improve your organizational culture in 8 steps 

    Estimated reading time: 7 minutes

    Organization culture is the values, habits, traditions, feelings, etc. that certain groups share within the organization and represents the unwritten rules that guide employees’ daily behavior.

    If the organizational culture is aligned with the objectives, it can help to achieve these objectives more efficiently and effectively. For this, it is important to take the culture into account when measuring or planning business objectives.

    The organizational culture is the face of the company, comprised of basic elements:

    – Shared values and beliefs. Affirmations of what is right and wrong in the organization and the consequences that the actions of each element making up the organization have. They define the expected behavior and are shared by most members.
    – Own identity. The way in which employees identify themselves, providing them a specificity, identity and coherence towards the outside.
    – Persistence. Although it evolves constantly, it is resistant to brusque changes.

    Apart from these basic elements, there are differences between the culture in each organization in which each individual has a certain level of responsibility, freedom or even independence to assume risks or that ensures innovation, taking into account the number and quantity of rules with which employees’ behavior is governed.

    Each organization also differs due to the level of identification of its members with other members and how they relate to each other. Is there any favoritism? In terms of the services, is there any discrimination? Are employees perceived to be honest and hard-working? Do employees communicate among themselves? What is the customer service like? And even, what is projected from the employees when you enter the company’s buildings?

    If you want to improve the organizational culture, there are a number of basic points for achieving it:

    1. Answer basic questions. What culture would you like there to be in your company? How do you want the company to be seen by others? How would you like employees to interact among themselves? These are the questions that you need to answer to know what direction to take.

    2. Ask your own employees What would they improve in the company? How would they like to be seen? What would make them feel at ease? Take into account the comments they share with you.

    3. Don’t be afraid of criticism. Many people are afraid of change and probably will oppose any reformist ideas you present. Don’t pay too much importance to them and let the change flow.

    4. Plan. All changes need a plan of action; find or create a plan that best suits your requirements and find a way to get the most out of it.

    5. Act. Don’t waste time and get the plans rolling; if they don’t turn out like you planned, change the direction and put it into motion. Don’t be afraid of errors and let you and your team leave the comfort zone.

    6. Communicate. Since you have taken the opinions of your team into account, communicate the actions to be taken to them and allow them to digest the changes.

    7. Be patient. Don’t expect them to get used to it in a day, don’t seek radical changes in a short time either. Gradually you will start to see the difference without having to pressurize.

    8. Be the example. You can’t ask your employees to be honest and encompassing if you and the other executives in your company aren’t. Lead by example and behave in the way you want “your company” to behave.

    Ma. Teresa Farfán (@MomBita) is a psychologist graduate from UNAM, with experience in practising psychology both publically and privately in which she seeks an ethical practice and in favor of improving the quality of life and ensuring an integral experience of those with whom she works, be it individuals or companies, looking for teamwork, professionalization, and standardization She has experience in the area of culture, organizational communication, consumer and sales psychology. She participates actively in social undertakings such as Átomo Educativo and is co-founder of khÜn Psicología, a company that seeks to bring psychology to companies and individuals with a multi-disciplinary approach.

     
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