Humanist leadership

By Raúl Gorrín.-    The extremist models in politics and economics have failed completely and have changed for new generations of entrepreneurs who understand that business success have to be accompanied by social policies that benefit everyone. As a result, business commitment is no longer only to achieve profits and benefits for the entrepreneur, but have to be shared with those who constitute the main collaborators of every company: workers.

     The new leadership is directed to the good common without neglecting earning and economic profit. Although there are examples that go beyond such as Bill Gates whose legacy will not be for his descendants but foundations that work for the common good, for society. His commitment is an example of the new corporate humanism. This business model is characterized by working tirelessly to achieve its goals and objectives.

     In the same way, to dream of success is a norm that rules humanist companies, but it is not limited to the owners, but is a philosophy which all the staff participate. It is estimated that all the parts must reach their development and together they have to fight for the common success. We have to focus on the clients to serve them with efficiency and effectiveness as they are the center of companies. Inside humanistic enterprises, simplicity must triumph, both as a people characteristic and in the purpose of making decisions to be equally simple. It is believed that simplicity benefits the company and society in general. 

     Moreover, the teamwork where everyone participates and contributes is the norm. You need to take care of the expense, because there is awareness that wasting resources leads to nowhere, only to failure. In addition, the ability to adapt is a characteristic that both leaders and members of the work teams must have. We have to be able to adapt to both the circumstances and the changes that the new society ways. On the other hand, humanistic entrepreneurs have to work to promote success that benefits the organization and society, something that is possible because it is clear that the center of everything is the man, whether  entrepreneur, worker, supplier or customer.

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El emprendimiento humanista

Los nuevos emprendedores

Referencia empresarial

Conciencia social

Productivity and Efficiency

The Entrepreneur-humanist

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Management functions

  

 By Raúl Gorrín.-  The manager has to learn and develop some skills and exercise leadership to be able to have ascendancy in his subordinates. The manager is in charge of the management, administration, staff selection, while having some financial or negotiation skills. There is no shortage of those who add leadership to these functions, since it is effective in the administration and management work. The manager is responsible for developing organizational tasks through the coordination of the individual efforts of the members of their work teams. It is a systematic and very laborious work.

     The manager has to also carry out a set of activities of an administrative nature. This has been the case since the beginning of the 20th century when the world was urgently needed to be put into operation, and efficiency in companies had to be increased and the legacy of the Industrial Revolution had to be maximized. Since then, it has been established that there are fourteen basic principles of management, namely: unity of command, authority, unity of direction, centralization, subordination of private interest to general, discipline, division of labor, order, hierarchy, just compensation, equity, stability, initiative, and teamwork.

     Time has passed, but despite the changes in scenarios and the fact that now a set of new tools for the management of companies is available, most of these principles remain in force today, and at that time as in the present, the manager develops a plan and makes sure to work for it to be successful. That was the way it was before, and so it is now.

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El emprendimiento humanista

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Productivity and Efficiency

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Overcome hallway rumors in your company

By Raúl Gorrín.-     Hallway rumors exist in all organizations and it constitutes an important informal source of information which many truths can circulate, but also a great amount of lies. Studies have determined what it is said in organizations, has decisive effects on the internal environment of companies. Rumors can’t be controlled by the organization, it’s like rumors lives by its own. In contrast, hallway rumors are more credible than official company communications (for workers).

     On the other hand, studies reveal that 75 percent of the circulated information is true (in companies). The problem is that lies sometimes aren’t sanctioned. Let's be honest, the rumors are initiated by the "need" to start "good gossip". It is known from the research that the rumors arise as a response to situations or circumstances of vital importance for workers in the absence of official information or it could be because there is too much ambiguity in the information emanating from the managerial teams. Then comes the anxiety, the discomfort and hence, the gossip.

     Nowadays, these elements are present at work. A typical cause of gossip is promotions policies, the appointment of new bosses, the relocation of employees, layoffs and resignations. A good way to overcome rumors is truthful and official information to counteract excessive hallway rumors. It is up to the human resources and communication departments to implement effective internal information that serve to measure quantity the gossip in organizations.

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Diversity is required at companies

 

 

 By Raúl Gorrín.-  Society have changed and these changes pose new demands, one of them is the need for diversity in organizations so as to integrate payrolls, personnel from all socioeconomic strata, races, gender, skills, age, in order to generate added value to companies and enterprises. The approach to the need to implement diversity in companies is derived from the massive sale of products and / or services intended for people who, generally, have a minimal or no representation in organizations. We talk about people with disabilities, homosexuals, members of ethnic groups and religions.

     The fact is when it is not created, in the XXI century; old patterns continue to govern, for example, the privilege of men over women, or people of middle or upper class over those from lower socioeconomic strata, to refer only to two aspects. Discrimination tends to increase when other aspects such as gender or religion are touched. Fortunately, things have been changing and organizations have understood that unique prototypes of employees are by no means an ideal model of selection.

     On the other hand, crises have their good side and have driven a change of mind. Likewise, diversity is a necessity that makes great contributions and promotes a renewal vision in the way to approach the processes, the way of closing the business and the organizational culture. The criteria of selection are to bring about the requirements of the position, possess a broad index of emotional intelligence, training, experience, above gender, religion or social status. This is an issue that has to keep evolving, because although there is progress, there is much to be done, even because integration is often done by virtue of the supply that is available.

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El emprendimiento humanista

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Referencia empresarial

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