Update: Vende-se destino: o curioso caso de Mike Merrill.

Você acha que seus pais ou seus familiares se metem de mais na sua vida? Já pensou em cobrar por cada “conselho”? Já pensou? Cobrar por cada pitaco. - “Você deve casar com fulano!”, 100 reais. - “Tem que fazer concurso público”, 200 reais. - “Chegar cedo em casa”, 300 reais. Afinal, convenhamos: seria uma boa fonte de renda, já que eles irão opinar de qualquer jeito na sua vida! E aí, achou boa a ideia? Mike Merril também! Conheça a incrível história de Mike, um sujeito que decidiu fazer um oferta pública das decisões da sua vida! E, o mais extraordinário: mais de 160 pessoas aderiram à oferta e se tornaram acionistas da vida dele. A história começa em 2008. Na época, Mike Merril tinha 30 an

Pay Secrecy

What are the Benefits of pay secrecy: For many years, it was typical at organizations have a policy that prohibits employees talk about their payments at the workplace. So, we can define pay secrecy as the lack of information about workers’ payment. And why this is interesting for employers? One of the reasons is because it has the potential to apply for many people across jobs, organizations and industries and also can reflects social or cultural values that are expressed through its practice What are the costs of pay secrecy: There are some costs that affect organizations when they use the policy of pay secrecy. One of them is that employee motivation can be decreased because pay secrecy b

Ethics in Human Resources Management

In traditional ethics there is a lack of books and articles discussing it in details, and that is partly responsible for the fact that many teachers and many authors believe that ethics is no more than “an airing of opinions”. They also don’t believe that ethical theory could help solve complex issues, because there is no consensus in the method which to be used. This can be account to the fact that there is a deeply set antagonism in ethics in management, because there is not an unified theory. There is a “battle” between two methods: the utilitarian and the formalist methods. Another aspect that contributes to the disregard of ethics as an important asset in management is the belief that m

Performance management

To start the topic of performance management, we must first define its mains studied concepts. According to readings on the particular theme of Bendassolli's work, performance management arises from a behavioral construct of many facets involving the task completion as well as attitudes and other organizational situations. Keeping with the conceptualization offered by Bendassolli, within the performance management, we must differentiate the concepts of efficiency, result and performance. Emphasizing the idea of performance being a behavioral construct, involving attitudes and the work of the employees, it might also be related to skills and postures and individual might have. The concept of

Training, Development and Education

Introduction In a market that’s always looking for the best, companies that tend to stand out from the competition are facing a hard time. With so much innovation out there and the idea of modernization, it is important to keep an eye out for what’s coming next and what’s changing on politics, economy and society itself. In that sense, the companies more now than never must know how to allocate properly their resources, especially their human resources. Nowadays the companies must have a more critic sense of thinking on how/what/when invest on their employees, making decision of training, development and education more important. What is a TD&E? Training, Development and Education (TD&E) are

Continuing Professional Development

Continuing Professional Development (CPD) includes activities which increases knowledge, experience and understanding and thereby improves performance of a professional. CPD can be classified in different ways for different reasons, and there are several models that explore the ways in which knowledge is acquired for professional development. These models are divided into three categories according to their purpose, regarding professional autonomy and transformative practice, which are: the transmissional models: training, award-bearing, deficit, cascade ; the transitional models: standards-based, coaching/mentoring, community of practice model, which are considered so because they unite age

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